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B
D
D
D
D
Ottawa's
indigenous
Community
is
diverse,
representing
many
nations
languages
and
customs.
The
Ottawa
Police
Services,
Board,
honors,
all
First
Nations,
Inuit
and
metis
peoples
and
they're
valuable
past
and
present
contributions
to
this
land
start
I'll.
Just
give
a
a
brief
about
technical
difficulties.
We
just
saw
that
our
chair
had
some
technical
difficulties.
We
are
currently
broadcasting
on
zoom
and
live
streaming
on
YouTube,
given
that
this
meeting
is
being
held
electronically.
I
want
to
caution
that
there
is
a
possibility
of
technical
difficulties,
as
it's
just
happened.
Should
we
receive
any
disruptions?
D
D
D
E
Absolutely
and
psychically
the
committee
met
on
May
1st
to
discuss
five
items.
The
first
weather
was
a
Services
review
of
The
Truth
and
Reconciliation
Commission
called
Waxing.
This
report
was
in
response
to
an
outstanding
board
inquiry.
We
thought
that
the
information
in
this
report
was
really
helpful,
and
so
we
had
a
place
on
this
evening's
agenda
for
the
information
of
the
full
board.
E
The
second
item
we
discussed
was
a
process
around
strategic
planning.
There's
a
report
this
evening
that,
if
that
reflects
the
input
we
provided
at
the
committee
of
Louisville
next,
was
a
discussion
on
a
review
of
the
board's
Financial
accountabilities
procedures
manual.
This
review
will
be
completed
before
the
end
of
the
year
and
brought
back
to
committee
as
well
as
to
the
board.
Our
second
to
last
item
was
a
discussion
on
the
draft
board
work
plan
that
will
take
us
until
the
end
of
the
year.
E
This,
too,
is
before
the
board
this
evening
for
approval,
and
finally,
we
had
a
brief
discussion
around
the
pre-scheduling
of
the
board's
committee's
meetings
for
the
year
in
order
to
help
the
board
stay
on
track
of
his
work
plan.
There's
a
report.
This
evening,
to
finalize
a
membership
of
the
Committees
and
the
board
office
will
be
in
a
position
to
start
pre-scheduling
the
meetings
once
it's
completed.
That
was
the
those
were
the
items
that
we
discussed
at
the
policy
and
governance
meeting
on
the
1st
of
May.
F
Yeah
so
I
just
I
have
a
question.
That's
I
think
a
fairly
quick
question
on
this
I
don't
want
to
you
know
where
you're
going
to
go
through
and
ask
us
if
we're
going
to
hold
these
reports
and
I
just
have
a
quick
question
on
that.
So
we
can
either
hold
it.
If
you
like
or
I,
can
just
ask
my
quick
question
whatever
you
prefer.
F
All
right,
I
was
just
going
to
ask
on
the
in
the
minutes
there.
It
talks
about
the
course
of
a
multi-module
course
called
The.
Path
and
I
was
just
going
to
ask
staff.
Whoever
would
be
able
to
explain
that
if
it
is
just
a
cultural
awareness
type,
of
course,
or
what
type
of
what
is
it,
the
five
courses
that
are
referred
to
as
the
path.
H
Can
take
that?
Thank
you
for
the
question
number
three
to
you
chair.
The
path
is
a.
It
is
a
series
of
modules,
and
yes,
it's
about
cultural
awareness
and
history
of
the
indigenous
persons
in
in
Canada.
Some
of
the
factors
that
have
you
know
the
residential
schools,
the
culling
of
dogs
up
in
the
north.
H
Was
very
well
received
by
our
members:
I,
don't
know
what
our
compliance
rate
is,
but
I
think
we
are.
You
know
we're
High
90s
and
you
know
most
of
the
people
who
have
taken.
It
had
learned
a
great
deal
over
the
course
of
it
things
that
they
have
no
idea
about.
So
I
think
it
was
really
well
received
and
a
lot
of
conversation
that
generated
after.
F
D
D
Okay,
having
none,
we
we
would
go
to
public
delegations
today.
We
do
not
have
any
public
delegations
to
speak
today,
however,
I
think
it's
important
to
note.
The
chair
has
been
meeting
with
community
members
and
is
eager
to
meet
with
community
members
over
the
course
of
the
of
the
summer.
So
we
will
continue
to
offer
different
opportunities
for
the
chair
and
other
board
members
to
engage
with
community
members,
as
well
as
having
our
public
delegations
item
number
seven
inquiries.
Are
there
any
inquiries.
D
Saying
none
now
we'll
move
to
the
items
of
business
and
we
will
ask
whether
we
want
to
hold
or
or
Carrier
receive
some
items.
The
chairs
for
public
report
will
just
hold
this
to
see.
If
the
chair
does
come
back
is
able
to
come
back
online,
so
we
will
hold
that
the
chief's
verbal
report.
We
will
hold
that
item
as
well.
D
8.3
board
committee
appointments
that
the
Ottawa
Police
Service
board
approved
the
appointment
of
Peter
henschel
to
the
human
resource
committee
and
Gail
back
to
the
finance
and
Autumn
audit
committee,
as
well
as
the
Thomas
G
Flanagan
scholarship
award
selection
committee.
Is
this
item
carried
Harry?
D
D
And
here
that
the
Ottawa
Police
Service
Board
proved
the
procurement
of
784
ceramic
armored
plates
from
Pacific
Safety
Products
Inc
in
the
amount
of
327
947
and
20
cents
exclusive
of
HST
to
support
the
replacement
and
life
cycling
of
existing
plates
to
set
set
to
expire
in
the
fall
and
into
q1
2024.
Is
this
item
carry.
E
E
D
8.11
reappointment
of
special
Constable
Ottawa
Police
Service
supervisor
criminal
intelligence
that
the
Ottawa
Police
Service
board
approved
the
reappointment
of
Ottawa
Police
Service
employee
listed
in
document
one
espester
of
constable
pursuant
to
section
53
of
the
police
services
Act
in
accordance
with
the
terms
and
conditions
set
forth
in
the
attached
approval
of
appointment
form.
Is
this
item
care
all.
I
I
D
C
D
D
D
D
G
D
G
Thank
you,
Vice,
chair
I
want
to
start
my
verbal
report
by
speaking
about
the
tragic
death
of
Ontario
Provincial
Police
Sergeant,
Eric
Mueller.
It's
clear
that
Sergeant
Mueller
was
an
outstanding
officer
and
a
dedicated
Family
Man,
leaving
behind
a
wife
and
two
children
under
two
years
old.
This
was
a
devastating
event
for
the
opp
and
the
police
industry
across
Canada.
We
are
are
also
thinking
about
the
two
other
officers
that
were
shot
and,
in
particular
the
one
Constable
who
is
still
in
serious
condition.
G
I
was
proud
of
the
almost
300
serving
and
retired
Ottawa
Police
Service
members
who
marched
in
the
parade
of
the
Canadian
Tire
Center
prior
to
the
funeral
as
well.
We
worked
very
closely
with
the
opp
to
provide
security
for
the
event
and
I
again
want
to
thank
our
planning
and
Logistics
team
for
the
many
extra
hours
worked
to
ensure
this
funeral
was
safe
for
everyone.
G
I
was
dismayed
to
read
a
national
media
article
that
had
local
academics
site
that
some
police
leaders
comments
following
the
death
of
Sergeant
Mueller
that
the
level
of
officers
being
killed
is
in
fact
not
unprecedented.
The
article
pointed
out
that
it
was
worse
in
1962
and
in
addition,
there
were
less
officers
working
during
this
time,
which
makes
the
per
capita
of
police
killings
even
higher
during
the
1960s.
G
You
know.
Look
these
deaths
are
not
just
statistics.
They
are
real
people
with
real
families,
with
officers
who
put
themselves
in
danger
every
day
they
go
to
work
the
citizens
of
Ottawa.
They
need
to
know
that
they
have
hundreds
of
dedicated
police
officers
that
are
working
day
and
night
in
this
community.
Keeping
you
safe
that
they
are
despite
what's
occurred
since
September
continuing
to
respond
to
call
after
call
with
the
unknown
of
what
might
occur
when
they
arrive
at
a
scene.
G
G
I
would
like
to
take
a
moment
to
discuss
the
ongoing
debate
of
police
and
uniforms
in
our
city.
Schools
during
my
career
I
can
tell
you.
I
have
both
participated
and
have
witnessed
the
positive
benefits
of
police
officers,
presence
in
schools
and
the
valuable
relationships
that
we
can
build
with
both
the
youth
and
the
school
administrators.
G
Simply
managing
any
policing.
Issues
within
a
school
will
have
a
higher
probability
of
a
successful
outcome
if
relationships
are
already
established
before
we
attend
a
school
I
appreciated
the
letter
from
the
education
minister
to
the
chairs
of
the
Ontario
school
boards
outlining
the
fact
that
police
are
welcome
in
our
schools
to
participate
in
their
child's
education
and
school
experience.
But
I
am
looking
forward
to
continued
discussions
with
the
Ottawa
Carlton
District
School
Board,
to
build
a
positive
relationship
not
only
with
the
board,
but
with
the
hundreds
of
schools
in
our
community.
G
This
year's
theme
was
Building
Bridges
celebrating
police,
Community
Partnerships,
which
recognizes
the
importance
of
citizens
participating
in
the
development
of
public
safety
measures,
and
there
was
more
emphasis
this
year
on
Public
Partnerships,
as
we
work
with
the
police
board
to
develop
a
refreshed
strategic
plan
for
the
Ops
and
as
we'll
see
later
in
the
agenda,
we
will
be
launching
a
joint
consultative
plan
to
ensure
we
are
hearing
from
the
community
at
the
various
Police
Week
events.
There
was
a
great
turnout.
G
Now
to
a
few
operational
issues.
Congratulations
to
all
the
runners
who
participated
in
the
Tamarac
waste
week,
race
weekend,
the
Ottawa
Police.
We
were
pleased
to
be
there
to
assist
organizers
with
the
public
safety
preparations.
A
planning
for
this
event
started
last
fall
and
continued
right
up
until
the
race
weekend,
we
had
60
members
deployed
on
Saturday
and
100
on
Sunday.
It's
a
great
example
of
the
level
of
advanced
planning.
G
We
need
to
do
for
any
of
our
major
public
events
in
the
city
and
I'm
grateful
for
the
expertise
and
teamwork
of
our
special
events
unit.
We
worked
with
race
organizers,
as
well
as
our
policing
and
City
Partners,
including
traffic
management,
to
ensure
the
flow
of
traffic
and
the
safety
of
everyone
who
had
attended
the
events.
G
The
organizers
and
the
volunteers
should
all
take
a
bow
for
a
well-run
event
that
showcased
our
community
again
on
awesome
operations.
We
are
seeing
a
troubling
Trend
surrounding
an
uptick
in
arsons
in
the
city
year
over
year,
there
have
been
a
50
increase
in
the
number
of
calls
for
service
related
to
fires
being
set
at
residential
or
business
buildings.
A
number
of
these
incidents
are
occurring
in
the
Rito
banye
Ward,
with
21
fire
set
in
2023,
so
we're
working
with
counselor
Russ
Stephanie
plant
to
implement
mediation
measures
and
proactive
patrols
for
reference.
G
The
Rideau
beignet
had
33
arsons
for
all
of
2021
25
and
19
2020
and
10
in
2019,
so
we
are
certainly
on
a
trend
to
exceed
those
numbers.
This
year,
we're
also
seeing
arsons
in
the
Rideau
rock
cliff
area,
with
seven
incidents
and
the
kitchissippi
and
Osgood
warts
with
five
each
so
we're
working
with
the
counselors
in
those
areas
as
well.
I
can
tell
you.
We
have
a
small
But,
Mighty
arson
unit
that
are
extremely
busy
and
I
want
to
acknowledge
their
incredible
efforts
in
managing
these
investigations
as
well.
G
We
value
the
relationships
we
have
with
the
Ottawa
fire
Services
the
office
of
the
fire
marshal
and
the
office
of
the
chief
coroner
in
advancing
these
really
complex
investigations.
We
are
asking
the
public
to
come
forward
with
any
information
they
may
have.
That
will
help
to
identify
those
responsible.
G
I
do
want
to
mention
a
few
disturbances,
we've
seen
at
local
parks
and
beaches
in
the
month
of
May.
This
is
often
a
common
occurrence
in
the
summer
and
they
can
sometimes
become
unruly
earlier.
This
month
at
Britannia
Beach.
We
responded
to
a
large
party
and
a
fight
club
that
was
that
was
occurring
this
past
Saturday.
Our
officers
again
responded
to
a
call
for
service
related
to
a
large
and
loud
crowd.
This
time
at
Moody's
Bay,
the
crowd
began
to
disperse.
G
When,
when
we
arrived,
the
officers
began
to
check
the
entire
area
and
encounter
two
young
men
fighting
they
attempted
to
intervene.
One
of
the
men
fled
on
foot
when
the
officers
ran
after
him
and
arrested
him,
he
kicked
out
them
and
was
discovered
to
be
carrying
a
machete.
He
is
now
facing
criminal
charges.
G
J
G
Continues
in
the
beaches
and
Parks
and
respect
to
gun
violence,
we
continue
to
receive
reports
across
the
city
to
date.
In
2023,
we
have
had
21
shootings
city-wide
with
two
people
killed
due
to
the
gun,
violence.
Our
guns
and
gangs
unit
continues
to
investigate
these,
as
well
as
the
homicide
unit.
They
have
seized
21
illegal
Firearms.
So
far
this
year
last
year
we
recovered
107.
Illegal
guns
in
our
homicide
unit
responded
to
five
different
deaths
as
a
result
of
the
gun.
G
Violence
with
a
hundred
percent
solvency
rate
I'd
like
to
end
this
portion
of
my
verbal
report.
By
talking
about
the
massive
food
drive
Event
in
May
that
was
organized
by
the
good
people
at
the
Khalsa
Aid
and
Ottawa
seek
Society
about
20
of
our
members,
including
those
from
our
diversity.
Relations
and
resource
section
were
involved
in
gathering
over
40
000
pounds
of
food
and
I'm
told
it
was
one
of
the
biggest
community-led
single
day.
G
Food
drive
campaigns
in
the
city,
that's
absolutely
incredible,
and
it
will
certainly
help
to
reach
so
many
people
in
need.
In
our
city,
our
20
members
were
amongst
the
over
300
people
that
volunteered
that
day
during
this
event,
and
it's
in
the
true
Spirit
of
community
and
Embraces,
the
Sikh
principle
of
Seva
or
giving
selfless,
Aid
and
service
of
others
I
want
to
thank
everyone.
Who's
involved
in
this
community
event,
which
is
a
testament
to
the
fact
that
when
we
work
together,
we
can
accomplish
some
pretty
amazing
things.
G
K
K
Commendations
that
we've
received
that
really
highlight
the
the
level
of
work
that
our
men
and
women
are
doing
out
there.
This
this
particular
accommodation
was
received
from
the
member
of
the
public
on
the
19th
of
April
I
want
to
thank
Constable
Luke
plant
for
how
absolutely
kind
and
wonderful
he
was
during
an
unfortunate
situation
involving
both
myself
and
my
child
over
the
weekend.
K
My
son
is
autistic
and
the
police
needed
to
be
called
while
I
was
out
of
town
I'm,
so
appreciative
of
his
kindness
I
really
wanted
to
commend
him
and
have
his
supervisor
know
about
it.
I
also
needed
support
in
that
situation,
and
he
was
great
and
he
followed
up
with
me
after
another
accommodation
received
by
a
member
of
the
public,
relates
to
Constable
Kevin
Williams
I
wanted
to
thank
Constable
Kevin
Williams
for
his
incredible
service
to
our
family.
Our
son
was
working
in
Ottawa.
We
live
outside
of
Ottawa
and
was
killed
in
a
car
accident.
K
Constable
Williams
has
been
so
compassionate
to
our
family
and
always
answered
our
constant
ongoing
calls
and
questions.
I
was
not
able
to
get
to
Ottawa
to
pick
up
his
belongings,
Kosovo
Williams
had
them
Courier
to
me
what
an
incredible
man
and
asset
to
Ottawa
Police.
Thank
you
so
much
Kevin
and
here's
one
that
you
don't
often
hear
usually
we're
giving
out
tickets.
But
in
this
particular
case,
I'd
like
to
say
thank
you
to
two
officers
who
woke
me
up.
I
fell
asleep
inside
my
car.
They
were
very
professional.
K
A
sense
of
community
was
felt
there.
Anyways
keep
safe
out
there.
It's
a
dangerous
job
and
I
admire
you
and
your
guys
for
what
you
do.
Thank
you.
That's
just
just
a
couple
of
the
the
accommodations
that
we
received
on
a
daily
basis
and
and
I'm
sure
you
get
them
and
read
through
them,
but
you
can
certainly
relate
to
some
of
the
accolades
that
our
members
received.
G
D
I
Thank
you.
Thank
you,
too,
for
your
report.
I
just
had
a
clarification.
Question.
I'm,
obviously
concerned
about
the
fact:
there's
been
23
arsons
in
Widow
Vanier,
and
you
spoke
about
mediation
measures
can
I.
Just
ask
you
know
specifically.
Are
these
arsons?
Is
it?
Is
it
a
trend
or
that
that's
happening?
You
know?
Is
it
suspected
that
this
is
a
grouping
and
and
I
was
wondering
about
the
definition
of
arson?
Is
it
you
know?
I
H
Thank
you,
member,
so
arson
is
when
so
it
is
a
deliberate
fire,
that's
set
and
our
arson
investigation.
They
are
engaged
also
Whenever.
There
is
a
loss
of
life,
whether
it
is
a
deliberate
fire
or
an
accidental
one.
So
they
will.
You
know
the
Orleans
explosion
is
an
example
of
a
very
thorough
and
complex
investigation
that
they
were
involved
in
as
well
as
there
was
the
high
rise
in
banging
but
oftentimes
until
it
is
ruled
to
be
accidental.
H
They
are
engaged
anyway,
so
a
lot
of
fires
I
go
to
and
after
the
fire
marshal
has
had
a
chance
to
take
a
look
at
it.
They
they
may
not
carry
on
the
investigation
when
there
is
a
significant
financial
cost
as
well
or
some
our
arson
members
are
also
engaged
and
required
to
investigate
those
ones.
The
trend
that
we're
seeing
is
not
we're
not
we're
not
seeing
an
arsonist
per
se.
H
H
You
know
whether
it's
electrical,
whether
it
is
faulty
wiring,
whether
it
is
you
know,
a
fire
on
a
stove
that
got
out
of
hand,
cooking
accidents,
those
types
of
things
and
again,
as
I
said,
they're
engaged
in
those
investigations
until
it
is
proven
that
it
is
not
actually
a
nonsense.
So
they
get
called
in
a
lot.
I
D
J
D
So
so
I
will
read
the
motion,
so
it
could
be
right
into
the
record
by
a
moving
emotion,
whereas
previous
members
of
the
auto
Police
Services
Board
had
intended
to
conduct
a
review
of
the
board's
policies
applicable
to
de-escalation
use
of
force
and
non-force
options
and
or
other
tactical
deployment
strategies,
including
but
not
limited
to
Dynamic
entries
by
way
of
motion.
M-20-04.
D
Act,
therefore
be
it
resolved
that
the
chief
of
police
be
directed
to
arrange
a
briefing
to
the
board's
policy
and
governance
committee
on
use
of
force,
including
information
on
member
training,
de-escalation,
use
of
force
and
non-force
options
and
or
other
tactical
deployment
strategies
such
as
Dynamic
entries
and
any
developments
occurring
at
the
provincial
and
or
federal
level
to
modernize
use
of
force.
Applications
by
police
services,
foreign.
E
I
Yes,
I
did
have
two
questions
on
the
the
work
plan.
I
just
was
running,
I
mean
I,
think.
Obviously
we
can
add
things
as
we
go
along,
but
there
was
two
things
that
I
was
surprised
to
not
see
on
the
work
plan
and
one
pertained
to
Staffing
with
respect
to
the
resources
that
we
need.
We
have
two
employees
presently
for
of
the
board
and
I
just
wanted.
If
you
could
speak
to
that,
maybe
it
doesn't
need
to
be
on
the
work
plan,
but
that
is
a
concern.
I
I
think
Chris
is
probably
going
to
answer
the
question
and
the
second
one
I
I,
with
respect
to
the
work
of
the
board.
One
thing
that
I
do
find
missing
and
I
I
spoke
to
the
chair
about
this
previously.
Is
you
know,
sort
of
that
Communications
and
engagement
piece,
even
in
terms
of
our
role
as
board
members
and
engagement
with
the
police
and
I
I?
C
Yes,
through
the
chair
in
terms
of
your
first
question,
it
is
included
on
the
work
plan,
it's
under
the
section
actioning
of
recommendations
arising
from
the
audit
of
the
Convoy
response
and
it's
item
number
10.
under
that
section
of
the
work
plan.
So
it's
page
nine
of
the
report
and
it
specifically
says
to
review
the
resourcing
requirements
of
the
board,
including
needs
assessment
and
review
of
Staffing
complement
at
other
large
police
boards,
and
that
will
be
undertaken
initially
by
the
HR
committee
and
myself
and
then
we'll
eventually
go
to
the
board.
Perfect.
I
D
C
D
C
She
is
planning
to
meet
over
the
summer
months
with
Community
stakeholders,
both
in
terms
of
connecting
on
behalf
of
the
board,
but
also
in
support
of
the
strategic
planning
and
budget
process
to
start
collecting
feedback
directly
from
community
members
and
I
would
also
add
that
when
the
board
does
have
an
opportunity
to
review
the
Staffing,
that's
also
an
opportunity
to
consider
what
sort
of
resources
you
would
want
to
supplement
the
board
staff
to
be
able
to
do
more.
Focused
efforts
in
terms
of
Engagement
and
communication.
I
D
I'll
just
add
two
comments
as
well:
member
car
and
I
think
one
is
on
the
actual
Outreach
and
communication
activities.
There'll
be
opportunity
for
all
board
members
to
participate
with
the
chair
in
Community
engagement,
so
I
think
that
that's
that
that'll
be
an
occasion
for
us
to
get
involved
over
the
summer
months
and
with
respect
to
your
first
question,
remind
me
again.
The
first
question
you
were
specifically
asking
was
with.
D
I
D
G
Am
I
sure
if
that
topic
is
done,
I
was
going
to
go
back
to
your
motion
for
a
quick
moment
in
regards
to
the
use
of
force,
de-escalation
Etc.
We
have
had
discussions
amongst
the
Ops
and
it
was
our
intention
to
reach
out
to
the
board
the
policy
and
governance
committee
and,
of
course,
any
other
board
members
and
bring
them
to
our
training
facility
and,
depending
on
what
we
could
fit
in
either
a
half
day
or
even
a
full
day.
G
B
D
F
Yeah,
so
just
a
couple
of
quick
questions
so
in
the
motion
itself
on
page
75,
the
second
part
of
it
says
direct
that
the
consultation
strategy
for
the
Strategic
plan
also
be
used
to
inform
the
development
of
the
2024
draft
budget.
So
my
general
comment
is
the
word
also
there.
It
I
think
it's
has
to
not
that
I
want
to
change.
The
word
I'm
just
my
point
is
that
it
has
to
inform
the
2024
budget
and
that
that's
the
order
of
operations.
F
But
if
you
look
at
the
timeline
and
that's
on
page
80,
you
see
that
the
process
goes
May
to
October
approval
of
the
final
strategic
plan.
If
we
approve
it
that
late
in
October,
then
that
gives
us
very
little
time
because
you
know,
then
we
get
into
the
city
budget
and
our
budget
I'm,
not
sure
that
I
mean.
Maybe
somebody
reassure
me
that
that's
for
teaching
pro
strategic
planning
process
is
going
to
align
with
the
budget
calendar
process
on
page
131,
which
is
another
motion
I
held,
but
only
because
the
two
are
so
related.
F
So
my
general
comment
is
the
strategic
planning
has
to
come
for
the
budget
process,
and
you
know
we
have
a
lot
of
feedback
from
the
last
budget
process.
That
I
think
is
is
very,
very
helpful
and
some
of
the
early
consultation
information
we
get
will
be
very
helpful
as
well.
I'm
just
worried
that
there
won't
be
enough
time
for
the
strategic
planning
priorities
to
then
impact
the
budget.
M
This
channel
yeah
thanks
and
just
I'll
I'll
I,
can
answer
this
for
Krista
and
myself.
So,
yes,
that
is
the
timeline
for
approval
of
the
Strat
plan,
but
we
also,
we
expect
that
by
Late
July
early
August
we'll
begin
to
get
the
bulk
of
the
consultation
in
so
that
will
include
things
like
Advantage
polling.
A
lot
of
the
discussion
that
the
chair
is
carrying
out
in
the
community,
the
chief
as
well
we're
going
to
be
supporting
board
members
in
in
some
of
their
own
efforts.
M
So
the
the
goal
is
that
by
the
end
of
August,
you'll
have
a
very
solid
package
of
consultation
and
that'll,
be
ready
for
you
for
the
cons
for
the
budget
consultation
as
well,
so
so
yeah.
Those
are
the
timelines.
We're
operating
on
the
October
timeline
takes
into
account
the
final
approvals
of
the
board
of
the
final
strategic
plan
and
that
type
of
including
publishing,
including
you
know,
reaching
out
to
the
community.
So
so,
yes,
you
will
have
a
solid
package
before
the
end
of
August.
M
Yeah,
so
so
thank
you,
member
Curry,
we're
happy
to
take
that
that
direction
and
and
I
think
we'll
be
coming
around,
though
I
don't
think
I
know
we'll
be
coming
around
to
the
individual
board
members
to
ask
these
types
of
questions.
So
we
can
structure
out
those
discussions
so
that
it
is
not
lost
on
us
if
we
wanted
to
hear
from
experts
as
well
as
the
community
and
we'll
do
that
as
part
of
it.
F
Okay,
thank
you
for
that.
I
mean
honestly.
I
know
that
logistically
will
take
some
thought.
I
know
on
other
boards,
I've
been
on,
we've
just
had
them
come
and
present
at
a
board
meeting.
You
know
have
sort
of
an
education
session,
but
I
don't
want
to
I
didn't
want
to
move
a
motion.
I
just
want
to
leave
that
with
you
to
figure
out
how
we
could
do
this
to
inform
some
of
our
strategic
planning.
D
Okay,
then
I'll
read
it
out
at
the
Ottawa
Police
Services
Board
number
one
approve
the
consultation
strategy
and
planning
process
outlined
in
this
report
to
support
the
development
of
the
board's
new
strategic
plan
for
the
Ottawa
Police
Service
and
number
two
direct.
The
consultation
strategy
for
the
Strategic
plan
also
be
used
to
inform
the
development
of
the
2024
draft
budget.
Is
the
item
carried.
G
Thank
you.
Vice,
chair,
obviously
hate
crime
and
is
something
that
we've
been
talking
about
a
lot.
In
the
last
few
years
we
have
stood
up
a
team
in
The
Honorable
Police
Service,
to
address
the
increasing
concerns
in
the
diverse
communities
that
we
have
in
Ottawa
and
with
that
comes
a
lot
of
questions
about
data
and
how
we're
compiling
the
data,
what
is
a
hate
crime
and
how
it's
spread
out
around
around
the
city.
M
M
Perfect,
thank
you.
So
last
month
the
board
asked
for
a
briefing
on
how
hate
and
bias
crime
data
is
collected
and
reported,
and
there's
also
interested
to
hear
about
some
of
the
work
we're
doing
to
develop
a
race
and
identity
based
data
strategy.
Both
initiatives
are
key
components
of
the
drive
to
strategy
that
was
approved
recently
by
the
board.
M
Today
we
have
Sergeant
Ali
togrel
who's,
going
to
give
you
a
a
presentation
of
the
first
portion
of
the
presentation
on
hate
and
bias
crime,
and
then
afterwards
we
will
have
a
superintendent,
Dave,
Zacharias
and
Dr
Anita
Grace,
who
works
with
us
on
race
and
identity-based
data
and
they're,
going
to
be
taking
us
through
the
back
half
of
the
presentation
so
Ali.
If
you're
online
go
ahead
and
we
can
advance
this
live
to
the
next.
Thank
you.
N
N
We
provide
you
with
a
brief
summary
of
what
we
deem
to
be
a
hate
crime
there.
So
now
the
formal
definition
is
the
criminal
offense
committed
against
a
person
or
a
property
that
is
perceived
to
be
motivated
and
and
or
is
motivated
and
polar
in
part
by
the
suspects,
hate
bias
or
Prejudice,
based
on
the
victim's
real
or
perceived
try
to
protect
the
rights
which
you
have
them
there
and
race,
religion,
ethnicity,
mental
or
physical
disability.
N
N
So
measuring
of
hate
crimes,
we
measure
hate
crime
stats
through
the
Uniform
Crime
reporting
survey
UCR.
This
is
done
through
stats
Canada
and
it
ensures
that
the
data
that
is
collected
is
consistently
done
across
Canada.
So
there's
no
discrepancies.
This
was
updated
in
2022
to
be
more
reflective
of
our
current
trends.
There
were
multiple.
J
N
N
We
this
was
as
a
request
of
the
community
and
United
for
all
that
we
not
only
investigated
hey
cons
but
also
hate
incidents.
The
investigations
are
identical,
as
as
we
would
do
with
a
hate
hate
crime.
There
is
a
follow-up
within
to
the
victim
complainant,
and
then
we
at
the
very
least
specifically
for
hate
incidents.
We
speak
to
both
parties.
N
N
Next
slide,
please,
and
over
here,
as
you
can
see,
those
are,
on
your
right
hand,
side.
Those
are
year-end
stats
from
2021.,
since
2020
we've
been
sharing
our
stats
semi-annually
and
again.
That
was
a
request
from
the
community
and
from
United
football
coalition.
The
stats
are
also
available
on
open
Ottawa.
M
D
That
so
I
can't
see
everyone
on
my
screen
right
now,
because
the
presentation's
up
so
I'm,
just
relying
on
is
there
anyone
could
possibly
speak
up.
If
there's
don't
see
anyone
with
their
hands
up
the
one
question
I
do
have.
If
there's
no
other
hands
up
Ali
is,
is
there
a
data
set
on
sort
of
the
intensity
of
the
crime?
D
So
you
know
it's
a
it's.
A
range
of
hate
crimes
that
take
place
is
there
is,
are
we
are
we
going
digging
deeper
like
there
could
be
graffiti,
but
there
could
also
be
physical
violence
like?
Is
there
a
a
Continuum
of
hate,
Credit
Data,
or
is
the
data
simply
sort
of
like
fits
into
one
box?
That's
the
questionnaire.
N
J
N
I'm,
looking
at
the
up-to-date
stats
threats
as
second
criminal
harassment
is
third
assaults
and
unfortunately
willful
promotion
of
agent,
which
is
an
actual
hate
crime
in
the
criminal
code,
an
actual
formal
hate
crime.
Those
typically
are
our
top
five
categories
of
offenses
that
occur,
I
would
say
every
year,
so.
J
N
Current,
currently,
you
see
again
with
some
changes
to
the
UCR
code.
So
far,
but
that's
again,
the
top
five
is
consistently.
It's
always
been:
Jewish
Community
the
black
community.
This
year
we
have
combination
of
more
than
two
motivation.
This
is
something
we
would
ask
for,
because
there
are
times
where
the
individual
who's
being
targeted
it
could,
it
could
be
reflective
of
their
ancestor
or
also
their
religion.
So
stat
Kanda
included
that
so
we
can
gather
the
the
complete
wholesome
picture
of
what
had
taken
place
and
followed
by
this
year.
N
F
N
F
It
does
includes,
because
I
would
say
that
you
have
so
homosexual,
lesbian
or
Gabe,
and
then
you
just
said
lgbtq
but
other
sexual
orientation.
My
understanding
is
the
trans.
Community
is
finding
it
has
increased
dramatically
in
the
last
year,
but
this
is
2021
but
I
wouldn't
say
that
they'd
said
it
was
Zero
before
that,
but
that's
not
actually
specified
here
eh.
In
that
the
way
we
categorize.
N
And
I
think
the
reason
that
we
provided
this
2020
in
statistic
was
to
show
you
how
limited
the
stock
Canada
categories
were,
so
in
2022
they
updated
it.
So
we
were
able
to
include
the
trans,
Community
100
agree
with
you,
but
unfortunately,
prior
to
2021
the
only
classifications
that
we
have
under
sexual
orientations.
F
Okay,
great
I
mean
that
and
I
think
too,
when
we
get
new
and
better
data,
as
we
continue
to
get
new
and
better
data,
it
might
not.
It
might
just
tell
us
Retros,
respectively,
that
some
of
this
data
wasn't
that
accurate.
It's
just
that
we
didn't
have
good
enough
data,
but
nonetheless
we
are,
you
know,
moving
forward
and
we'll
get
better
data,
but
just
just
till
we're
all
aware
that
that
might
be
what
we're
saying
shortly.
D
M
And
and
thanks
member
Curry
that
that's
a
that's,
you
know
one
of
the.
We
know
how
much
the
community
cares
about
this
data
and
we
have
been
working
to
improve
it.
You're
going
to
be
seeing
some
of
this
data
a
more
a
pull,
some
picture
of
it
in
the
annual
report
that
comes
out
in
June
and
as
the
the
changes
to
the
categories
improve
where
we're
working
to
open
data
Ottawa
to
make
sure
it's
there.
M
It's
also
going
to
be
one
of
the
features
of
the
of
the
community
dashboard
that
we're
we're
we're,
building,
thanks,
Ali
and
and
just
so
moving
on
to
the
next
portion
of
the
presentation,
which
is
around
our
race
data
and
our
debt,
race
and
identity
based
data
work.
So,
as
the
board
knows,
one
of
the
Strategic
initiatives
that
we
have
right
now
is
to
become
a
better
data-driven
organization.
M
This
is
important
for
several
reasons.
We
need
better
data
to
identify
and
understand
Community
safety
Trends,
and
we
also
want
to
optimize
our
services
for
the
community.
In
the
2023
budget,
we
made
some
key
Investments.
The
Highlight
for
the
community
will
be
in
November.
The
launch
of
the
Community
Day
safety
data
portal,
which,
as
you
can
see
on
your
far
right
around
the
dashboards,
it's
the
kind
of
thing
you'll
see
a
key
component
about
that
it'll
be
a
centralized
area
and
one
of
the
things
we're
looking
at
is
is
not
looking
at
we're.
M
Looking
to
implement
now
is
a
is
a
race,
an
identity
based
data
strategy,
I'm
going
to
ask
superintendent
Zacharias,
who
I
believe
is
online
right
now
to
take
us
through
this
and
speak
about
how
our
approach
first
fits
in
with
the
broader
approaches
being
led
by
the
Ontario
Association
of
chiefs
of
police
Dave.
If
you're
online,
could
you
yeah
thank.
O
You
John
good
evening
board
members
I'm
going
to
touch
on
the
oecp
efforts
in
relation
to
race,
identity,
based
data
collection,
analysis
and
Reporting
strategy,
that's
being
built
so
again
when
it
comes
to
developing
the
strategy
for
us,
we
will
build
on
our
own
previous
experience.
As
many
of
you
would
recall,
since
2013
we've
been
we've
been,
we've
been
collecting
traffic
stock
race
data
in
Auto
police
service.
O
Again
we're
going
to
build
on
that.
This
is,
and
also
this
includes,
following
our
legislative
responsibilities
outlined
in
the
Ontario
anti-racism
data
standards.
Our
approach
will
also
align
with
oacp's
race
and
identity
based
data
strategy.
So
what's
happened
here
is
back
in
2022
around
September
the
Ontario
Association
of
chiefs
of
police
recognized.
O
We
need
a
provincial
standards,
a
framework
for
race
data
collection,
analysis
and
Reporting,
so
they
formed
an
expert
working
group
made
up
of
pure
Region
Police
Toronto
Police
Service,
the
Ontario
Provincial
Police
Service,
RCMP,
Ontario,
Human,
Rights,
Commission,
and
also
members
from
the
academic
Community.
Many
of
you
would
recall:
Professor
Lauren,
Foster
and
Les
Jacobs
they've
been
partnering
with
us
with
the
Ottawa
Police
Service
for
many
years
now
in.
O
It's
going
to
give
police
services
in
Ontario
a
framework.
So
again,
this
is
this.
Work
at
the
provincial
level
is
establishing
a
framework
for
police
services
across
Ontario,
and
we've
been
doing
that
for
a
while
now,
but
with
this
it's
going
to
enhance
our
efforts,
the
analysis
and
Reporting
framework
will
be
developed
for
us.
It
will
be
developed
in
collaboration
with
the
community,
Equity
Council
and
academic
experts
as
well.
O
So
we're
going
to
take
some
of
those
framework,
the
standards
that
are
being
set
by
The
Province
and
we're
going
to
tailor
it
to
our
needs
to
Ottawa
needs,
and
that's
that's
that's
what
our
plan
is
and
again
there's
been
lots
of
Investments
made
within
our
service.
This
will
also
help
allow
us
to
build
on
our
internal
experience
and
expertise,
including
from
our
past
race
and
identity,
based
data
collection
reports
and
recommendations
with
new
subject
matter.
O
Experts
and
Specialists
that
we've
hired
John's
team
has
hired
new
members.
Experts
like
data
analytics
with
dedicated
resources
in
data
engineering,
spatial
analysis
and
data
science
as
well.
So
now
we
also
have
experience
equity
and
diversity
professionals
within
our
own
service,
so
we're
building
that
capacity
data
is
race.
Data
is
going
to
be
a
critical
component
moving
forward
for
us
which
is
going
to
help
us,
you
know
Advance,
intelligence-led
policing
again.
This
will
enable
a
collective
analysis
approach
with
more
prompt
and
transparent
public
reporting
of
findings.
O
P
Thank
you
and
good
evening
board.
As
it's
been
mentioned,
the
Ops
data
strategy
is
rooted
in
these
in
multiple
efforts
in
the
oacp
approach
that
superintendent
Zacharias
was
just
speaking
as
well
as
in
past
recommendations
that
we've
heard
from
committees
and
from
experts.
There
have
been
long-standing
calls
for
the
Ops
to
make
action
here
and
at
the
core.
This
work
is
part
of
our
ongoing,
continuous
Improvement
exercise.
For
the
past
decade.
P
The
Ops
has
been
a
leader
in
the
space,
but
we
know
that
there
is
much
more
work
to
do
in
2022,
our
longtime
Partners
Dr,
Les,
Jacobs
and
Lauren
Foster
examine
the
Ops
use
of
force
results
and
they
made
several
recommendations
in
collaboration
with
our
community
Equity
Council,
and
these
included
a
call
to
develop
in
partnership
with
the
community.
A
comprehensive
race
data
strategy
and
the
goal
of
this
strategy
is
to
identify
the
drivers
of
disparity
to
co-create
Solutions,
with
the
community
and
membership
to
improve
Community
safety
and
to
build
transparency
and
increase
Trust.
P
So
to
do
this,
we're
beginning
with
consultation
and
collaboration.
Our
approach
to
developing
the
strategy
builds
upon
the
previous
consultations
that
have
taken
place
as
well
as
we
are
now
reaching
out
to
more
stakeholders
to
engage.
We've
been
doing.
This
work
has
been
said
for
over
a
decade
and
we're
mindful
of
all
the
recommendations
that
have
already
been
made,
so
we're
making
sure
to
look
back
on
previous
recommendations
and
make
sure
that
we're
including
those
moving
forward,
but
we're
also
working
to
engage
again.
P
So
we
recently
presented
to
the
CEC
and
now
the
CEC
members
are
reaching
out
to
their
own
networks
to
advise
on
who
we
should
talk
to
next
we've
engaged
with
local
groups,
who
will
be
talking
to
including
Ottawa
Inner,
City,
Health
and
Ottawa
Public
Health,
the
bond
scans
women
data
committee.
These
are
groups
that
we've
already
we're
setting
up
meetings
with
we've
re-engaged
with
policing
Partners
such
as
doctors,
Foster
and
Jacob,
as
well
as
partners
like
the
RCMP
race,
B
race-based
data
collection
team.
P
We
also
have
engaged
with
our
our
own
internal
strategic
partnership
and
engagement
team
and
the
respect,
values
and
inclusion
directorate
to
assist
us
in
identifying
stakeholders
Partners.
Basically,
anyone
who
wants
to
talk
to
us
and
be
involved
in
in
these
discussions
about
the
collection
of
race-based
data,
the
analysis,
the
reporting,
there's
many
many
facets
to
this,
and
we
want
to
make
sure
that
we're
being
inclusive
as
possible
as
we
move
forward,
and
it's
also
important
to
say
that
this
is
not
a
one-time
consultation.
P
P
We
also
have
obligations
through
the
ministry
of
the
solicitor
general
on
all
use
of
force
incidents,
but
through
our
consultation,
we're
going
to
be
to
identifying
additional
areas
where
the
Ops
should
be
analyzing
and
Reporting
on
race
and
also
social
identity
data.
What
we're
already
hearing
is
that
it's
not
we
can't
just
isolate
race.
So
how
are
we
going
to
expand
that?
How
do
we
do
this
more
broadly?
P
P
The
the
a
more
fulsome
use
use
of
force
report,
which
includes
race-based
data
analysis,
we'll
also
be
presenting
the
traffic,
stop
race-based
data,
updating
those
previous
reports
and
then
has
already
been
mentioned.
Sean's
been
talking
has
mentioned.
We
have
our
community
safety
open
data
portal,
which
will
be
publicly
accessible
data,
and
a
lot
of
that
data
will
include
race
and
social
identity
data
that
we're
we'll
be
presenting.
P
M
F
Her
thank
you
very
much
for
that.
I
mean
I,
think
everyone's
very
excited
that
you
know
that
we
will
get
more
and
more
data
better
data
even
to
the
to
the
first
part
of
this
presentation,
one
of
the
things
I'm
imagining
q2q4
Q4
Q4,
though,
is
this
the
slightly
past
our
strategic
planning
process
in
terms
of
trying
to
set
some
type
of
strategic
goal
or
have
pkis
that
come
out
of
this.
F
M
M
F
F
So
anything
you
would
have
that
you
would
see
as
a
recommendation.
That
may
be
realistic.
We
have
this
debate
on
other
boards,
where
you
could
just
say:
okay.
Well,
our
goals
are
all
zero.
We're
just
gonna
have
zero
incidents,
and
that
is
really
truly
not
realistic.
It
would
be
ideal,
but
if
you
could
do
that
as
part
of
it,
I
think
that
would
be
very
helpful
for
us
and
for
the
and
in
terms
of
your
Communications
plan,
why
that
would
be.
Why
would
we
set
a
goal
at
that?
M
Know,
depending
on
so
we're
definitely
able
to
so
I
I
understand
what
you're
you're
asking
and
we're
happy
to
I'll
definitely
bring
the
report
back
as
part
of
strategic
planning
where
we
can
have
that
discussion
around
some
of
the
some
of
the
targets
that
different
other
police
services
have
looked
at
and
that
type
of
thing
to
see.
You
know
what's
reasonable,
what's
unreasonable
and
we
can
bring
that
forward
as
a
discussion
paper,
no
problem.
D
I
know,
member
henschel
will
also
be
interested
in
this
he's
a
proponent.
Fortunately,
he
could
be
with
us
today,
but
and
did
set
his
regrets,
but
he's
a
big
big
proponent
of
data
and
from
from
my
perspective,
it's
really
also
important,
as
we
as
a
service
continues
to
build
trust
with
the
community
and
have
this
data
is
communicated
with
the
public.
D
D
D
G
Thank
you,
Vice
chair
today,
we'll
be
updating
the
board
on
the
Ops
safe
workplace
program.
This
program
has
been
a
top
priority
for
the
for
me,
and
the
executive
team
and
I'm
happy
to
see
the
work
done
today
to
advance
this
important
program
going
forward.
Presenting
today
will
be
deputy
chief
Bell,
who
is
the
executive
sponsor
of
the
program
I
mean
he
has
Angela
slobodian
and
Heather
Fisher
with
him
as
well
notice.
The
presentation
over
to
Steve.
J
Q
We
go
so
thank
you
very
much.
Members
of
the
board
I'm
really
happy
to
be
here
today,
to
give
you
an
update
and
presentation
of
the
overview
of
the
this
really
important
work
that
ourselves
in
the
board
undertook
in
2020.
in
April
of
that
year.
The
Joint
strategy
on
workplace
violence
and
harassment
was
started
between
the
chief
of
police
and
the
chair
of
the
board,
assuming
rules
as
co-chairs
on
this
work.
Q
This
project
has
been
running
for
about
18
months
a
little
over
18
months,
and
what
I
can
tell
you
is
it's
included,
a
pilot
with
Reuben
Tomlinson
that
helped
us
provide
an
independent
complaint
process
for
our
members
to
have
intake
and
investigations
in
relation
to
complaints
around
sexual
violence
and
harassment,
as
well
as
rheumatologists,
have
provided
and
conducted
a
workplace
culture
assessment
Heather.
If
you
can
go
to
the
next
slide,
please.
Q
So
during
that
time,
since
the
end
of
the
pilot
we've
been
working
on
developing
the
the
safer
workplace
program,
we've
done
that
after
we
received
a
Lots
immeasurable
amounts
of
input
on
the
design
and
program
that
we
should
be
developing
in
our
organization
and
what
I
can
tell
you
is
when,
when
I
say,
immeasurable
amounts
of
input.
We
spoke
with
over
a
hundred
members
and
Community
Partners.
Q
We
had
a
core
working
group
that
was
comprised
of
the
respect,
values
and
inclusion
directorate
that
had
both
the
respect,
ethics
and
values,
branch
in
the
equity,
diversity
and
inclusion
Branch,
our
human
resources
section,
which
included
both
our
Labor
Relations
section
and
our
Wellness
section,
our
Professional
Standards
unit,
our
Legal
Services,
section
corporate
Communications
front
line
and
members
of
the
Police
Services
Board.
Being
on
that
core
working
group.
Q
Beyond
that,
we
had
an
internal
Advisory
Group
that
was
made
up
of
every
rank
within
the
organization,
both
sworn
and
civilian
and
was
drawn
from
people
from
across
all
directorates
in
the
organization.
We
also
had
an
external
Advisory
Group,
and
that
was
industry
and
Community
experts,
including
the
community
Equity
Council
city
of
Ottawa.
The
women
and
gender
equality,
Canada
shelter,
movers,
Carleton
University,
the
Canadian
Armed
Forces
sexual
misconduct,
Center
Global,
Affairs,
the
RCMP
and
in
that
external
committee,
the
PSB
chair
and
the
chief
were
both
were
both
co-chairs
of
that
committee.
Q
What
it
did
what
we
did
was
we
outlined
a
programmatic
approach
to
combating
sexual
violence
and
harassment
in
the
Ops,
with
a
multi-faceted
approach
to
implementing
a
sustainable
cross
cross-cutting
program.
That
would
look
at
all
all
of
the
various
situations
that
we're
creating
this
circumstance
in
our
organization.
B
A
All
were
incredibly
important
in
factors
that
prevented
members
from
coming
forward.
So
as
part
of
the
RT
work
that
DC
Bell
has
previously
identified,
they
provided
a
framework
and
Incorporated
many
similar
components
from
what
we
heard
in
previous
reports
and
set
out
the
core
action
items
that
our
program
should
have
so
part
of
those
core
action
items
were
seven
findings.
A
So
using
these
seven
core
action
items
as
foundational
framework,
we
identified
a
harm
reduction
strategy
that
consisted
of
unwavering
commitment
from
Ops
and
the
opsb
leadership.
We
established
a
safe
workplace
program
to
manage
and
respond
to
complaints
and
issues
and
to
strengthen
alignment
and
influences
between
the
Ops,
the
opsb,
OPA
and
SOA
and
other
influencers.
A
part
of
this
work
has
been
to
advance
our
culture
and
to
remove
systemic
barriers
within
our
organization,
and
this
strategy
sought
to
increase
the
engagement
and
support
for
members
through
the
building
of
a
safer
workplace
environment.
A
So
our
safe
workplace
program
right
now
at
Ops
as
I
mentioned,
is
all
about
advancing
our
workplace
culture
So
within
2022.
Our
goal
was
to
establish
the
workplace
program
at
Ops
to
make
impactful
changes
towards
advancing
our
workplace
culture
and
to
and
this
program
required,
multiple
director
engagement
and
unwavering
support
from
senior
leadership
which
was
comprised
of
and
has
been
comprised
of,
multiple
elements,
including
the
formation
of
the
safe
workplace
office.
A
So
I
would
like
to
just
take
a
moment
here
and
just
let
you
know
that
as
much
as
a
safe
workplace
office
is
part
of
our
respond
pillar,
they
do.
They
are
not
impacted
by
the
program
itself.
They
are
an
arm's
length.
So
today
we
are
here
talking
about
the
program
and
we
will
highlight
the
efforts
to
date
that
have
been
done
to
initiate
the
office,
but
they
will
be
coming
to
you
in
the
fall
to
to
speak
about
the
office
more
so
than
today.
A
So
part
of
these
seven
elements
that
have
created
this,
the
safe
workplace
program
are
going
to
be
shared
with
you
in
Greater
detail
further
into
this
presentation.
But
it's
interesting
to
know
that
all
of
these
pillars
are
owned
by
senior
officers
within
the
organization
and
span
across
the
organization
and
not
just
in
one
directorate.
So
the
way
that
the
program
has
been
built
is
to
increase
understanding
a
prevention,
pillar,
support,
pillar
respond
and
to
restore.
A
So
I'll
now
take
the
opportunity
to
share
with
you
some
of
the
additional
background
on
the
individual
elements
of
the
program,
what
we've
accomplished
and
outline
for
you,
the
next
steps
that
the
program
will
be
taking
in
2023
So
within
the
understand
pillar.
This
focuses
on
building
the
organization
and
members
and
the
members
understanding
of
the
overall
issues
at
Ops,
the
future
state
of
the
program
and
our
evaluation
strategy.
Over
the
last
year,
we've
been
working
towards
increasing
the
level
of
understanding
related
to
the
overall
program.
A
The
associated
processes,
such
as
prevention
initiatives,
complaint
submission
processes,
as
well
as
defining
the
roles
and
expectations
of
all
members,
managers,
supervisors
and
leaders.
As
a
service,
we
have
reinforced
the
importance
of
this
work
by
successfully
transitioning
The
Joint
strategy
of
workplace,
sexual
violence
and
harassment
project
into
the
development
of
the
safe
workplace
program.
A
A
Some
of
the
accomplishments
today
include
the
increased
training
for
our
champions
of
professional
practice.
This
group
is
made
up
of
both
sworn
and
civilian
members
from
all
ranks
across
the
organization
who
act
as
Force
multipliers
for
positive
cultural
change
and
engagement
within
the
within
Ops.
A
A
Another
key
accomplishment
has
been
the
organization's
commitment
to
the
enhancement
of
organizational
promotional
processes.
A
promotion
project
team
was
stood
up
in
December
2022
and
has
successfully
developed
and
implemented
a
refined
superintendent
promotional
process
and
are
on
track
to
launch
a
new
inspector
sergeant
and
staff
sergeant
process
starting
in
fall
2023..
A
A
The
support
pillar
components
seek
to
identify
gaps
in
support
services
and
heighten
the
available
support
systems
in
place
from
an
accessibility
and
service
perspective
to
members
involved
in
a
workplace
matter.
These
include
supports
to
complainants,
respondents,
bystanders
and
managers.
Over
the
last
year.
The
support
pillar
has
successfully
implemented
increases
in
support
services
for
all
ops
members.
A
The
next
steps
in
this
area
is
to
explore
other
opportunities
to
expand
our
mental
health
supports
and
to
continue
to
widen
the
reach
of
the
wellness
team
in
the
next
couple
months.
The
wellness
team
will
be
alternating
deployments
out
of
each
Ops
location
to
reduce
barriers
for
members.
Accessing
Wellness
supports,
as
well
as
fostering
positive
working
relationships.
A
The
respond
pillar
component
focuses
on
Three
core
functions:
the
intake
of
complaints,
the
investigation
process
and
the
resolution
process.
As
mentioned
earlier
in
this
presentation,
much
of
the
emphasis
was
placed
on
setting
up
the
Safeway
workplace
program
in
2022..
We
are
pleased
to
announce
that
this
office
officially
opened
their
doors
on
October
1st
2022,
with
a
mandate
to
serve
the
Ops
members
by
ensuring
that
applicable,
workplace
issues.
Complaints
are
addressed
fairly
and
in
a
timely
fashion,
through
assessments,
resolutions,
investigations
or
alternative
dispute
resolution
resolution
processes.
A
To
support
this
and
limit
confusion
of
the
mandates,
the
office
will
be
announcing
an
office
name
change
as
part
of
the
June
awareness
campaign.
Another
key
change
that
will
be
implemented
will
be
the
incorporation
of
standardized
reporting
throughout
our
process.
Mapping
exercises
it
was
decided
that
to
better
employ
a
member-centric
intake
process
which
would
allow
members
to
report
where
they
felt
most
comfortable
and
supported
that
the
intake
process
would
move
away
from
a
centralized
intake
to
a
standardized
intake.
A
The
final
pillar
is
our
restore
pillar.
This
pillar
focuses
on
adopting
practices
that
restore
members,
confidence
and
Trust
in
the
service,
their
colleagues
and
in
the
program.
This
restoration
work
has
increased
capacity
to
deliver
and
access
conflict,
coaching
and
workplace
restorative
processes.
These
services
are
aimed
to
address
systemic
issues
in
this
in
the
specific
work
environment.
By
helping
the
team
work
through
issues
in
a
positive
and
collaborative
and
productive
manner,
inclusive
of
this
members
can
also
access
mediation
and
facilitated
facilitated
dialogue
sessions.
A
The
next
steps
for
this
work
is
to
leverage
the
awareness
campaign
to
increase
members
awareness
of
the
variety
of
conflict
support
services
that
are
available
to
them.
We
will
also
be
launching
an
anonymous
conflict,
support
line
that
members
can
access
to
ask
questions
and
learn
what
options
are
available
then
available
to
them
to
resolve
conflicts
that
they
are
currently
experiencing
in
the
workplace.
I'll
now
turn
the
presentation
back
over
to
DC
belt.
F
I,
don't
really
have
any
questions.
I
just
wanted
to
say
that
you
know,
as
a
city,
counselor
I
go
to
a
lot
of
different
meetings.
Community
events-
that's
all
we
do
on
in
our
spare
time
and
you
wouldn't
believe
how
many
police
officers
have
come
up
to
me
to
say
that
they
are
so
they're
noticing
a
definite
culture
change
in
this
organization,
and
you
know
when
we
look
at
these
initiatives
that
have
come
before
us,
whether
it's
the
drive
to
report
and
anything
we
just
saw
today,
there's
definitely
a
different
feel.
Culture.
F
Change
is
very,
very
difficult
and
I
have
heard
it
again
and
again
at
community
events
bumping
into
people
just
even
in
the
community
and
and
people
coming
up
and
saying
I
just
want
to
let
you
know
that
I'm
really
impressed
with
what's
happening
at
the
police
services
and
the
Police
Services
Board
and
blah
blah
blah,
but
they
often
reference
this
that
there's
a
culture
change
that
is
tangible
and
so
I
just
wanted
to
say.
Thank
you
to
Angela
and
Heather
and
Steve
all
of
you
and
Dave.
Q
Thank
you
very
much.
I
really
appreciate
hearing
that.
One
of
the
things
we
wanted
to
highlight
tonight
as
well
and
I
think
we
did
is
this
started
out
from
a
place
as
a
joint
Ops,
opsb
initiative
and
I.
Think
it's
really
important
for
the
success
of
it
as
we
move
along
that
we
continue
it
in
that
way,
so
anything
that
we
can
do
to
reinvigorate
that
that
engagement
of
the
direction
of
the
board-
and
this
would
be
would
be
very
helpful.
G
Thank
you,
Vice
chair
and
member
Curry
really
appreciate
those
comments
as
well,
too.
You
know
a
tremendous
amount
of
work
that
has
been
done
on
this
topic
and
it's
so
important,
for
you
know
the
Ops
to
be
healthy,
so
we
can
be
healthy
for
the
community
and
and
do
a
really
good
job,
keeping
this
community
safe
and
there's
so
many
so
many
people,
you
know
behind
the
scenes
that
are
doing
a
lot
of
work.
G
The
people
that
present
here
are
fantastic
and
equally
fantastic
people
that
that
push
a
lot
of
these
programs.
We
have
a
lot
of
work
left
to
do.
We've
learned
made
mistakes
and
readjusted,
and
we'll
probably
continue
to
do
that,
but
you
know
as
long
as
it
keeps
going
that
way,
then
we're
doing
something
positive.
So
thank
you
for
the
team
for
presenting
today.
Thank
you,
Vice
chair.
D
Thank
you.
Thank
you,
deputy
chief
Bell
Angela,
and
had
there
for
the
presentation
today
from
if
I
could
speak
kind
of
on
behalf
of
the
chair.
Any
opportunities
for
engagement
on
this
item
from
the
board's
perspective,
I
think,
would
be
welcomed
and
if
there's
suggestions
coming
from
the
service,
we
have
a
chair
with
extensive
experience,
would
add.
Great
Value
to
the
work,
I'm,
sure
and
I
know
I'm
speaking
on
PF
of
her,
because
she
has
technical
difficulties,
so
I'm
able
to
do
that
and
take
the
prerogative
as
Vice
chair.
D
So
we
would
welcome
any
of
that
so
for
the
formalities
of
the
minutes
that
the
Ottawa
Police
Service
Board,
received
this
presentation
for
information.
Is
this
item
received
received
right?
Thank
you.
We'll
move
now
to
agenda
item
8.14
response
to
the
inquiry.
1-2120
ops's
review
of
The
Truth
and
Reconciliation
Commission
calls
to
action.
F
Yeah
I
mean
I,
guess
I
I
just
wanted
to
say
a
couple
things
I
was
surprised
that
of
the
there
was
only
recommendation.
41.
I
was
surprised
that
there
weren't
more
and
that
in
fact
what
was
asked
was
you
know,
because
you
could
have
just
stopped
there,
and
but
instead
the
the
service
looked
at
the
missing
and
murdered
indigenous
women
and
girls
recommendations
and
I
see
there's
15.
G
G
Highlighted
in
the
report
that
could
maybe
be
a
bit
more
highlighted
is
we
do
have
intentions
of
creating
an
indigenous
policing
unit
that
is
going
to
focus
on.
It
is
a
priority
for
us
to
focus
on
items
such
as
this
to
to
push
even
more
some
of
the
recommendations
that
need
that
attention.
We
have
some
people
that
do
work
on
the
on
these
topics,
but
having
in
the
hands
of
some
people
that
are
doing
it
full
time,
I
think
will
will
serve
us
better.
H
H
D
Any
other
questions
from
members,
if
not
the
one
question
I
had
concerned
recruitment,
which
was
just
mentioned
by
deputy
chief
Ferguson
and
so
not
only
recruitment
but
also
promotional
promotions
within
or
leadership
within.
Could
you
speak
to
to
that?
A
bit
further
deputy
chief
Ferguson
or
chief
steps.
G
You
know
I'll
take
that
maybe
initially
and
whether
it
goes
to
Deputy,
Ferguson
or
or
over,
to
Deputy
Bell
on
the
recruitment
side
of
the
house.
It
is
some
it
is
a
focus.
You
know
that
diversity
and
we're
recruiting,
not
just
indigenous,
but
the
representation
of
our
our
community
is
something
that
we're
keeping
an
eye
on
and
with
every
class
and
I
I've
been
through
one
process.
J
G
Want
the
the
targeted
areas,
the
locations,
the
interactions
we
can
have
with
the
groups
that
aren't
well
represented
to
increase
those
numbers
it
is,
it
is
a
it
is
a
priority
and
I
want
to
see
those
numbers
go
up,
but
I,
don't
know
anyone
will
put
their
hand
up,
Deputy,
Ferguson
or
Bell
I'm
I,
don't
know
Steve.
If
you
have
any
any
more
to
add
on
the
recruiting
side.
Since
that's
under
you.
Q
Yeah
no
I
think
you
covered
covered
very
well
Chief.
It
is
an
area
of
focus
for
us
both
from
a
recruiting
and
promotional
perspective,
so
something
we're
looking
at
to
remove
barriers
within
our
promotional
processes
and
our
recruiting
processes
to
make
sure
that
we're
we're
having
our
racialized
and
Indigenous
members
be
able
to
get
into
the
organization
to
represent
the
community,
but
then
not
have
walls
and
be
able
to
move
through
the
organization.
So
we're
absolutely
working
and
focusing
on
that
I
could
tell
you
from
a
recruiting
perspective.
Q
We've
done
quite
well
in
terms
of
recruiting
indigenous
overall
indigenous
members
overall,
and
we
have
good
representations,
good
representation
of
indigenous
members
within
the
organization
as
it
would
compare
to
the
census,
stats,
but
I
think
that
only
tells
part
of
the
story.
We
all
know
that
Ottawa
has
the
largest
Inuit
population
outside
of
the
north
and
actually
I
learned.
Last
week
we
actually
have
the
the
largest
urban
Inuit
population
in
Canada.
One
thing
we
don't
have
in
this
organization
is
any
Inuit
officers.
Q
D
D
Q
The
reason
for
that
is,
although
we
will
continue
to
work
and
dialogue
with
the
city,
there
was
concern
that
that
was
creating
a
lack
of
clarity
around
the
governance
and
the
governance
around
our
budget
is
the
board
sets
the
direction
solely
to
us
about
what
our
envelopes
are
and
what
we
are
to
bring
forward
to
them
to
table.
So
we
didn't
want
any
lack
of
clarity
that
the
city
actually
had
involvement
in
that.
So,
if
I
can
propose
that
Amendment.
F
I'm
happy
to
amend
that
I
just
and
and
we
we
can
and
no
problem
I
will
just
say
that
I
didn't
I
did
not
read
it
that
way.
I
read
it
as
you
have
to
liaise
with
the,
and
maybe
that
is
just
a
wording
but
with
the
cheat
study,
City's
Chief,
Financial
Officer
on
for
many
reasons.
As
you
go
about
doing
your
budget
preparations,
there's
information
that
the
Chiefs
Chief
Financial
Officer
at
the
city
would
have
to
be
in
dialogue
with
you.
So,
however,
let's
strike
it,
but
I
did
not
take
it.
Q
I
I
C
Fall
start
and
then
I'll
turn
it
over
to
you,
because
I'm
not
sure
what
the
services
intentions
were
with
that
inclusion.
But
normally
the
board's
process
is
to
have
delegation.
So
it's
usually
a
finance
and
audit
committee
meeting
that
occurs
after
budget
tabling
which
typically
takes
place
in
November
and
that's
usually
the
board-led
part.
Q
I
F
D
F
Okay,
I
had
a
couple
of
notes
here,
some
just
minor
ones,
maybe
but
the
five
percent
of
sworn
injuries
and
illnesses
that
resulted
from
training
activities.
How
much
of
a
deep
dive
do
we
go
into
that
to
figure
out
exactly
what
needs
to
be
done
differently?
I'm
I'm,
assuming
there
is
because
this
is
a
report,
that's
giving
us
stats,
but
I.
Just
wonder
if
there's
a
comment
on
that.
Q
So
yes,
through
the
chair
member
Curry,
every
report,
that's
submitted,
there's
an
investigation,
that's
that's
conducted
or
carried
out
on
it
to
see.
If
there's
any
areas
that
can
be
improved
upon
any
safety
concerns
that
can
be
brought
any
safety
prevention
pieces
that
can
be
brought
in
what
I
can
tell
you?
What
many
of
those
relate
to
in
terms
of
training
is
we
do
active
defensive
tactics,
training
as
part
of
our
annual
use
of
force,
recallification
and
there's
a
number
of
injuries,
although
minimal
and
declining
that
occur
during
that.
F
Okay,
good
to
hear
I
I.
Imagine
that
the
other
question
I
have
is.
You
know,
I
found
this
interesting
to
see
that
you
know
a
psychological,
so
on
page
149,
53
reports
of
psychological
incidents
occurs
when
a
member
is
exposed
to
a
psychological,
stressor
and
then
I
think.
But
if
you
look
above
that
a
contact
occurs
when
a
member
strikes
a
person
or
object
or
when
a
member
is
struck
by
cut
scratch
or
pinched
by
an
object.
I'm,
you
know,
I,
don't
know.
F
If
somebody
strikes
someone
else,
you
could
imagine
that
that
would
result
in
some
kind
of
a
psychological
stressor.
You
know
so
I
I
find
I
found
sort
of
the
lines
between
these
quite
blurred.
You
know
if
there's
a
motor
vehicle
accident
I
think
that
would
result
in
a
psychological
stressor.
You
know
so
that
I
just
was
wondering
how
it
was
that
you
can
actually
get
data
like
this,
because
I
sort
of
think
almost
100
of
these
things
could
be
psychological,
stressors.
Q
So
I
would
agree
with
that.
There's
likely
intersectionality
in
all
of
these
different
categories.
What
we
do
is
we
have.
We
actually
have
a
health
and
safety
expert
who
reviews
them
and
properly
categorizes
them,
as
is
set
out
by
the
criteria
from
wsib
to
categorize
them.
So,
although
there's
likely
work
that
can
be
done
in
that
area,
I
can
tell
you.
We
have
a
great
team
under
Angela
slobodian
that
works
hard
on
keeping
these
tracking
them
looking
for
Trends
to
move
ahead.
So,
like
any
other
data
collection,
it
it
there.
Q
F
Okay,
thank
you
for
that.
You
know
a
couple
other
things,
I
guess
on
page
five
of
this
report,
which
is
one
page
150.,
you
know,
I,
guess
it's
I
hate
to
just
focus
on
the
money,
but
if
it's
16
145
hours
per
injury
I
mean
that's,
that's
68.54
days,
two
months
really,
eight
weeks
where
people
are
off,
they
needed
time
due
to
an
injury
or
illness
that
translates
into
a
quite
a
cost.
D
D
She
fell
before
you
move
on
to
respond.
I
I
highlighted
the
similar
chart
that
member
Curry
was
looking
at,
but
I
looked
at
the
fte's
Lost,
and
that
is
quite
a
significant
number.
You
know
it's
it's
part
of
what
member
Curry's
scenario
is
is
asking,
and
my
sort
of
question
to
that
is
is
the
Ops
kind
of?
D
Q
So
we're
not
out
of
line
with
any
other
Police
Service
and
in
fact
what
I
would
say
is
we're
actually
not
in
line
with
most
sectors
right
now,
where
every
sector
is
seeing
an
increase
in
long-term
disability,
some
in
wsib
areas-
and
you
have
to
remember
police,
like
fire-
have
presumptive
legislation
around
wsib,
very
important
legislation
that
we
have
to
be
able
to
protect
our
members
who
do
an
incredibly
difficult
job.
That
obviously
is
taking
a
toll
on
them.
Q
F
We
we
have
to
do
better
for
obviously
for
the
people
and
then
when
that
translates
into
the
cost,
so
I'm
glad
to
see
that
we
we
just
had
a
report
on
some
of
the
initiatives
and
then-
and
now
we
see
not
that
we
didn't
know
before,
but
why
the
other
comment
I
was
going
to
make
is
that
on
page
153
there's
a
chart
there,
Table
Six
contributing
a
fact
contributing
factors
identified,
and
it
said
79
no
contributing
factors
identified.
I
wonder
if
there
was
another
comment
on
that.
L
Thank
you
and
I
apologize
for
my
issue
from
before.
I
am
not
John
Steinbeck,
so
I'm
otherwise
known
as
evangelist
livodian
yeah
contributing
factors,
member
Curry.
That
is
something
we
need
to
work
on.
I
think
when
we
receive
the
injury
on
duty
reports
or
the
workplace,
injury
illness
incident
forms.
There's
a
hesitancy
about.
You
know
what
are
the
contributing
factors,
but
it
often
we
know
that,
especially
if
it
is
a
mental
health
issue,
physical
muscle,
swedal
injuries.
L
L
You
know
there
was
a
wet
spot
on
the
floor
and
I
I
felt
then
we'd
see
that,
as
you
know,
equipment
or
environmental,
so
there's
work
to
be
done
there
for
sure
to
help
our
supervisors
identify
what
are
some
contributing
factors,
but
if
I,
if
I
may
I
know
that
you
know,
one
thing
that
we
do
see
reduced
in
on
page
sticks
on
table.
Four.
L
F
Okay,
well,
thanks
for
explaining
that
to
me,
I
think,
there's
some
challenges.
There,
I
mean
again
like
I
asked
on
the
last
one:
I
hope
that
there
are
really
deep
dives
into
all
of
this,
because
the
the
chart
below
that
then
indicates
that
corrective
actions
identified
no
83
of
the
time.
There's
not
a
corrective
action
identified.
So
you
know
that's
how
you
you
would
get
at
that
right
to
figure
out
what
actually
caused
it.
L
Correct
and
and
like
I
said
with
the
with
you
know
some
of
the
straightforward
ones
that
we
understand
there
may
be.
You
know,
the
corrective
action
may
be
more
obvious.
The
corrective
actions
with
relating
relating
to
trauma
mental
health
claims,
the
corrective
action
isn't
so
obvious.
That's
where
all
the
wellness
programs
at
DC
Bell
talked
about
that
our
team
has
engaged
with
that.
We're
building
and
chains
of
command
are
really
embracing.
L
F
Thank
you,
I
just
have
one
last
thing
to
say:
a
vice
chair
I
was
very
happy
to
see
the
wellness
portal
and
and
just
the
whole
paragraphs
around
that,
and
that
is
I
think
a
very
important
thing
that
will
make
a
difference.
The
next
time
we
see
this
report
I
think
the
numbers
will
be
better.
That
is
the
key
thing
and
then
the
Early
Intervention
Program
that
resulted
in
43
increase
in
the
number
of
thresholds
alerted
over
2021..
That
I
just
I
felt
a
lot
better.
F
G
A
couple
of
comments,
a
really
good
discussion
and-
and
you
know
to
your
comments.
Obviously
this
is
very
concerning
and
I
think
it's
the
most
concerning
thing
is
you
know
the
105
FTS
or
the
amount
of
members
that
we
have
off,
and
it's
disappointing
that
we
have
that
many
that
are,
that
that
are
injured
and
or
sick,
and
it
is
financially
incredible
as
well
too
and
we'd
love
to
have
them
back
in
the
office.
G
I
can
tell
you
that
the
investment
that
is
made
you
know
within
the
office
to
increase
our
programs
to
increase
the
people
in
disability
management
that
can
have
more
contact
as
Angela
says,
more
interactions
support
our
members
more.
It
is
great
that
is
a
lot
of
positive
investment,
a
lot
of
Roi
to
try
to
get
our
members
back
as
soon
as
we
can
so
we
we
certainly
want
to
do
more
and
more
of
that,
on
the
other.
G
So
it
is
very
difficult
in
our
world
to
predict
those
sort
of
things.
The
last
comment
I'll
make
in
terms
of
and
I
think
it
was
vice
chair,
prakarani's
comment
in
terms
of
is
this:
in
line
with
other
in
police
agencies
and
whatnot
certainly
can't
speak
for
all
of
them.
I
know.
In
my
previous
career
we
saw
a
significant
uptick
of
members
that
were
off
you
know,
year
over
year
the
number
was
growing
and
growing
and
growing
and
I'm
I'm.
G
B
F
I,
just
have
one
more
question:
I
know
I'm,
not
on
the
committee
Marty
I
think
is,
but
the
fire
Services
is
there
any
chance
that
they
know
what
we're
doing
here
at
Ops
in
terms
of
some
of
our
initiatives
here,
and
that
we
we
would
share
them
with
them,
because
they
have
I
mean
paramedics,
fire
ambulance.
They
have
similar
situations
and
just
wondering
if
they
are
aware
of
what
we're
doing.
G
L
Actually,
thank
you
for
raising
that
this
is
ottawa's
very
unique
pre-pandemic.
We
had
a
a
committee
of
the
First
Response
First
Responders
group.
It
had
a
longer
name
than
that,
but
it's
a
First
Responders
group
paramedic
fire
police,
as
well
as
some
folks
from
the
city
psychologists,
some
some
other
public
safety
personnel
as
a
group,
and
we
share
our
resources
ideas,
for
example,
peer
or
peer
support,
team.
We'll
often
I
know
in
this
religious
tragedy.
L
Our
peer
support,
folks
we're
helping
the
paramedics
as
well,
and
so
yes,
we're
we're
getting
as
the
email
that
went
out.
We're
getting
the
band
back
together
and
you
know
so.
Fire
paramedics
and
police
will
all
be
at
a
table
again
sharing
resources
and
opportunities,
because
it's
just
the
right
thing
to
do.
I
Remember,
Carr
yeah
thanks
member
Curry
I
just
wanted
to
were
you
talking
about
the
emergency
Preparatory
preparedness
committee
yeah,
so
I'm
not
I'm,
not
on
that,
but
I'd
be
interested
in
knowing
if
there
was
any
loot
back
to
that
committee,
that's
chaired
by
councilor,
Brockington
I
believe,
but
I
know
that
they've
discussed
issues
such
as
9-1-1
and
that
sort
of
stuff.
So
if
anyone
knows,
if
there's
any
connection
there,
that
would
be
helpful
or
I
can
check
in
with
the
the
chair
as
well,
myself.
D
F
Everything
I
mean
it
didn't
I'm
not
going
to
go
through
them
all.
But
that's
what
we
read
in
this
report
I
mean
I,
guess
this
is
the
kind
of
information
that
needs
to
be
presented
at
some
of
our
budget
presentations
to
wherever
we
go
and
and
and
at
the
very
end
of
the
day
at
budget.
So
that
is.
That
is
my
general
comment
on
this.
F
D
I
Yeah
thanks
very
much
so
I
had
a
comment
not
to
similarly
from
member
Curry.
Just
with
respect
to
the
statistics,
I
was
really
struck
by
a
number
of
things.
You
know
that
the
total
demand
for
service
was
nearly
40
higher
than
the
five-year
average.
The
one
thing
that,
and
you
know,
and
also
the
volume
of
police
reported
crime
in
the
first
quarter,
was
risen
by
seven
percent,
but
one
thing
that
I
was
just
wanted
to
add.
I
Some
clarification
on
I
was
there's
a
comment
about
the
result
being
driven
by
calls
that
initially
coded
as
emergency
911
activation
assessment
and
then
finally,
the
false
9-1-1
no
emergency
identified
I
wondered
if
you
were
able
to
speak
to
why
there's
this
uptick
in
these
9-1-1
Hang-Ups
like?
Is
it
related
to
cell
phones
like?
Does
anyone
have
any
information
on
that?
I
would
just
appreciate
that,
but
I
just
want
to
Echo
counselor
member
Curry's
comment
on
the
the
value
of
of
these
statistics.
G
Well,
thank
you
just
for
for
both
questions.
You
know
the
the
data,
and
even
some
of
the
data
that
were
that
John
Steinbeck's
team
is
developing
I
think
is
going
to
paint
the
picture.
He'll
be
able
to
tell
our
story
a
little
bit
better
by
Q4
yeah
to
the
public
and
and
that's
something
and
that's
why
we
want
that
forward-facing
public-facing
sorry
document
website
portal
that
will
assist
in
in
telling
our
story
a
little
bit
better.
G
G
Obviously
we
saw
a
real
spike
in
that
in
the
last
five
or
ten
years,
as
everybody
has
cell
phones
and
everyone
has
them
in
their
pockets
and
drops
them
and
and
everything
else,
I,
don't
quite
know
why
there
was
there's
all
I
mean
phones
aren't
just
coming
on
board.
We've
had
them
in
our
lives
for
a
number
of
years
now
so
I'm
not
really
sure
why
the
latest
Spike
has
occurred.
G
H
J
H
Lot
of
it
is
the
pocket
dials.
You
know
purse
Styles
and
things
like
that
that
they're
seeing
so
there
has
definitely
been
an
increase
in
that.
The
other
thing
is
the
technology.
Apple
watches
will
detect
if
somebody
has
fallen
and
they
automatically
call
9-1-1.
So
that
has
had
huge
impacts
on
a
number
of
of
of
services
and
I
I've
heard
of
a
story
of
you
know:
Advanced
the
the
police
station
that's
closest
to
the
ski
hill.
When
people
are
falling,
their
watch
is
dialing
9-1-1.
I
Member
car
yeah
can
I
just
ask
you
a
call
up.
Thank
you
for
that.
That's
rather
terrifying
to
be
honest,
because
I
imagine
that
there's
often
resources
that
get
deployed
even
the
resource
on
the
9-1-1
is
answering
it
when
the
you're
backing
up
the
system.
So
that's
relatively
terrifying
to
me.
My
question
is
I
just
wanted
to
understand.
If
you've
got
a
case
where
you
know
I'm,
I
call
9-1-1,
because
I'm
panicked
and
I
think
people
are,
you
know,
I,
don't
know,
teams
fighting,
you
know
something.
That's
not
9-1-1.
I
H
A
legit
911
yeah,
and
then
it
would
just
be
based
on
how
the
officers
cleared.
They
would
see
that
you
know
it
came
in
as
a
disturbance
that
you
know
the
and
a
lot
of
it
is
in
the
eye
of
the
beholder
the
caller.
What
is
their
perception
of
the
situation?
It
might
be
different,
for
you
know
six
foot
guy
than
it
would
be
for
an
older
lady,
those
types
of
things.
It's
all
your
perception
on
on
that.
K
D
You,
okay,
great
okay,
thank
you
so
that
the
Ottawa
Police
Services
Board,
received
the
performance
report
first
quarter.
2023
for
information.
Is
this
item
received
received?
Thank
you,
foreign,
not
mistaken.
That
was
our
last
item
for
discussion.
Is
there
any
Krista?
Sorry
she's
going
to
correct
me?
Sorry.
C
D
D
Yeah
and
I
just
wanted
to
close
on
that
I
know.
The
chair
is
very
disappointed
that
she,
although
she's
online,
she
is
traveling
in
Northern,
Canada
and
and
the
internet
unfortunately
was
not
viable
enough
to
to
connect
her
properly
I
know
she
did
really
want
to
participate
in
today's
meeting
and
share
it.