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From YouTube: Police Services Board – February 26, 2018
Description
Police Services Board meeting – February 26, 2018 – Audio Stream
Agenda and background materials can be found at http://www.ottawa.ca/agendas.
A
A
Conformation
up
minute,
January
29
2018
that
the
auto
Police
Service
Board,
confirmed
the
minute
of
29
January
2018
meeting
confirmed.
Thank
you
declaration
of
interest.
Thank
you.
We
start
with
the
committee
meeting.
We
had
two
committee
meetings
in
January
and
in
February
we
said
with
the
policy
and
government
committee.
Mr.
chair
of
that
committee,
member
Nicholson
Thank.
B
You
mr.
chair,
the
policy
on
Governance
Committee
meeting
committee
actually
met
on
January,
19th
and
again
on
February
17th,
now
the
minutes
of
January
1913
year
package.
Although
at
the
last
board
meeting
we
did
report
on
the
matters,
we
discussed
that
that
meeting,
which
was
primarily
the
board
work
plan
on
February
or
February
7th
meeting.
B
We
received
up
a
presentation
from
the
service
on
the
acquisition
of
to
remote
pilot
aircraft
systems,
which
made
possible
by
funding
from
safer
roads
Ottawa.
We
also
began
discussing
board
community
outreach
efforts
in
terms
of
who
we
want
to
go
to
and
whom
we
want
to
hear
from,
and
we
want
to
ensure
that
the
people
that
we're
reaching
out
to
are
those
we
haven't
traditionally
heard
from.
B
So
this
is
the
board's
role
in
delivering
a
strategic
plan
or
a
business
plan
for
the
police
service
for
the
next
three
years,
so
we
are
still
discussing
who-
and
we
will
soon
be
discussing
the
hub
right,
Randy
and
when
and
what,
in
terms
of
our
outreach
plans.
So
that
was
the
content
of
our
boarding
of
our
committee
meeting.
Thank.
C
Thank
You
mr.
chair,
the
complaints
committee
met
in
camera
on
February
1st.
The
committee
had
previously
received
one
request
from
a
member
of
the
public
to
review
their
service
complaint.
The
committee
made
recommendations
as
to
the
disposition
of
the
complaint
and
this
will
be
considered
by
the
board
in-camera
later.
Thank
you.
Thank.
A
A
A
A
Our
special
constable
Carleton
University
that
the
Ottawa
Police
Service
board
approved
the
appointment
listed
in
document
one
as
a
special
constable
pursuant
to
section
53
of
the
police
service
act
in
accordance
with
the
terms
and
conditions
set
forth
in
yet
in
attach
approval
of
appointment
form
on
the
item.
Okay.
Thank
you
item
number.
Eight
also
is
appointment
of
special
constable
to
the
auto
police
service
chiefs
record.
A
The
LWOP
resource
board
approve
the
area
Portland
listed
in
document
one
as
a
special
constable,
pursuant
to
section
53
of
the
Police
Service
Act,
in
accordance
with
the
terms
and
conditions,
had
worked
in
the
attach
approval
of
appointment
form.
Okay,
thank
you
item
number.
Nine
is
silly
action
plan
on
future
development
of
conduct
and
energy.
Rockman,
obviously
known
as
a
Taser
that
the
arrow
police
service
board
approved
a
consultation
plan
on
the
future
deployment
of
conduct
energy
weapon
of
South
line.
And
this
report
item
to
receive
this
report
for
information.
A
Some
question:
ok,
we
can
hold
item
number
nine.
Okay.
Thank
you
item
number.
Ten
is
the
workforce
management
report
and
that
the
adult
Police
Service
Board
approved
the
appointment
of
sworn
officer
identifying
that
document
to
and
received
this
report
for
information
and
question
this
item.
We
do
have
some
new
guests
that
there
will
be
introduced
earlier
from
the
chief
so
but
on
this
report,
can
we
care
and
receive
it
receive
and
carry
ahead?
Thank
you
item
number
11
performance
report,
fourth-quarter
2017
Chiefs
report
that
the
Auto
Police
Service
Board,
received
this
report
for
information.
A
You
see
just
sir
congratulations
to
our
staff,
because
this
item
really
got
my
attention.
As
I
said
in
that
in
20
in
2014
we're
talking
about
the
expanding
of
online
reporting,
it
was
1700
report
received
in
2014.
Now
we
have
up
to
16,000
last
year,
so
congratulation
I,
think
the
message
is
working
and
our
resident
are
are
reporting
on
line.
Item
number
12
is
a
positive
workplace.
A
2017
annual
report,
the
Ottawa
Police
Service
Board,
received
this
report
for
information,
see
I
can
number-13
a
report
and
siu
investigation
that
the
Ottawa
Police
Service
Board,
received
this
report
for
information
item
14
outstanding
board
inquiries
in
motion.
February
2018
see
item
15s
Chiefs
report
that
the
Ottawa
police,
Service
Board,
received
this
report
for
information.
Thank
you
and
we'll
go
in-camera
after
so
I'm
going
to
turn
it
to
to
the
chief
for
item
number
one.
Then
you
can
be
legislation
and
in
the
impact
on
policing
in
Ottawa,
and
we
have
a
presentation.
E
Thank
You
mr.
chair
as
the
board
well
knows:
federal
legislation
is
coming
to
effect
sometime
this
year,
potentially
July
or
for
this
fall
and
all
police
services
across
Canada
working
very,
very
hard
at
ensuring
that
they
have
a
plan
in
order
to
be
able
to
operationalize
and
train
and
acquire
the
necessary
equipment.
E
To
make
sure
we
respect
a
new
legislation,
deputy
chief
les
Skinner
and
specially
marine
oils
and
staff
sergeant
Jim
Devine
is
the
team
that
is
getting
ourselves
ready
for
this
new
legislation
and
they're
here
tied
to
give
you
a
presentation
on
the
framework
and
the
approach
that
we
are
taking
to
make
sure
that
we
are
ready.
So
deputy
chief
Skinner.
F
Thank
you
very
much,
sir
chief.
Well,
thank
you
very
much
for
the
opportunity
to
provide
some
information
on
this
pending
legislation.
As
you
have
been
hearing
in
the
media,
the
legislation
is
still
an
evolution.
We
are
trying
to
keep
up
with
legislation
unfolds
and
we
will
be
in
a
position
to
respond.
F
F
We're
going
to
speak
a
bit
of
both
the
legislation.
Much
of
this
has
already
been
report
of
the
media,
but
I
just
want
to
give
you
a
little
bit
of
highlights
from
what
we
see
to
the
legislation.
That's
coming.
There
are
a
number
of
aspects
of
it
that
will
have
elements
that
affect
policing.
We
know
that
will
have
a
significant
impact
on
o-p-s
service
delivery.
It
will
impact
our
resources
and
our
budget
for
years
to
come
and
I
will
speak
much
more
about
the
budget.
F
All
right,
as
has
been
noted
here,
we
are
not
sure
when
that
legislation
is
actually
going
to
be
enacted.
Initially,
it
was
said
to
be
July
1st.
We
now
know
that
it's
likely
more
early
fall
with
that
allows
us
a
little
bit
more
time
to
prepare
ourselves,
but
unless
regulations
come
forward,
we
are
still
kind
of
operating
in
a
in
a
gray
zone.
F
The
total
costs
associated
with
this
legislation
is
still
not
known
to
us,
because
we
cannot
put
processes
in
place
until
we
know
what
those
rules
and
regulations
are.
We
also
know
that,
because
the
legislation
is
is
not
there,
some
of
our
processes
may
have
to
play
catch-up.
That
is
a
risk
for
us
when
it
comes
to
our
officers
being
out
on
the
road
doing
enforcement
of
this
legislation,
and
we
could
have
impacts
for
years
to
come
from
a
civil
and
a
legal
criminal
responsibilities
of
liability.
F
F
So
we
need
to
recognize
that
our
employees,
or
also
members
of
our
community
and
cannabis,
is
allowed
going
to
be
allowed
to
be
used
by
them.
There
are
some
legislative
or
policy
perspectives
that
we
need
to
put
in
place
right
now.
We
have
an
alcohol
policy
and
we
will
have
to
add
on
a
drug
policy
there.
There
are
aspects
of
that
legislation,
member
legislation
that
we
will
have
to
ensure
addresses
our
community
and/or
officer
safety
and
we'll
talk
a
little
bit
more
about
that
later
on.
F
Under
the
proposed
legislation,
adults
can
possess
up
to
30
grams
of
licit,
which
is
legal
cannabis
outside
of
the
home.
There's
no
restriction
for
indoor
possession
as
long
as
it's
not
budding
plants.
So
from
our
members
perspective.
You
know
that
is
something
they
will
be
allowed
to
do,
obviously,
not
in
our
workplace,
possession
or
distribution
of
50
grams
or
less.
F
As
long
as
over
five
to
six
budding
plants
will
result
in
ticket
Abul
offenses
and
we're
working
with
the
prosecutors
offices
to
determine
what
that
looks
like
once
again,
they
don't
have
the
legislation
in
place
so
that
they
can
understand
what
that
means.
For
them.
One
of
the
complexities
of
legislation
is
our
duty
as
an
employer
we're
looking
at
some
of
the
evolving
leadership
coming
from
the
CHP
and
the
OACP
and
the
industry
to
develop
policies
and
SOPs
the
drug
impaired
driving.
This
is
obviously
one
of
the
more
significant
concerns.
F
Impaired
driving
is
a
concern
in
our
community,
and
this
does
not
help
bill.
174
actually
proposes
a
zero-tolerance
policy
for
novice
or
young
drivers,
and
those
drivers
cannot
have
any
amount
of
drug
in
their
body
when
they're
operating
a
motor
vehicle,
it
does
subject
them
to
find
their
suspensions.
This
is
still
being
looked
at
by
the
province.
It
also
imposes
a
zero
drug
tolerance
for
commercial
drivers.
This
is
also
still
being
looked
at
by
the
profit.
F
Regardless
of
these
two
absolute
prohibitions.
Enforcement
of
impaired
driving
by
drugs
poses
many
obstacles
for
us.
The
testing.
All
of
the
other
aspects,
the
ability
to
pull
vehicles
over
are
reasonable
grounds
to
believe
all
those
aspects
have
not
been
weighed
out
in
the
legislation.
That's
proposed
youth
consumption
or
possession
from
a
personal
perspective.
I
think
this
is
one
of
the
areas
that
we
should
be
most
concerned
with.
We've
done
a
lot
of
work
as
far
as
alcohol
and
other
drug
use,
and
now
we're
telling
you
that
it's
okay
to
consume
and
possess
drugs.
F
It
doesn't
really
make
a
lot
of
sense
for
us
to
be
delivering
this
double-entendre
message.
Youth
under
18
will
be
allowed
to
possess
five
grams
and
that's
between
five
and
ten
joints.
So
I'll
leave
it
to
you
under
the
draft
legislation.
It
may
also
fall
on
us
to
to
seize
and
hold
property.
That's
that's
consumes
or
seized.
So
when
we
do
the
seizures,
we
will
be
in
a
position,
particularly
with
the
grow.
The
plants
who
are
growing
still.
F
There
may
be
a
responsibility
on
us
to
retain
those
keep
them
growing
so
that
they
are
still
worth
the
same
value
when
we
have
to
return
them.
If,
for
some
reason,
the
the
charges
didn't
go
through
the
courts
so
there
when
you're
looking
at
it
from
a
governance
perspective,
that
does
add
some
governance
issues
on
you
know
whether
we
make
the
decision
of
dispose
of
and
then
pay
that
person
back
for
their
cannabis.
F
F
So
when
back
to
the
retail
enforcement
piece
right
now,
the
government
has
said
there
will
be
operated
similar
to
the
LCBO.
So
there'll
be
a
store
right
now,
they're
talking
about
one
store
for
our
city
as
well
as
an
online
purchase,
they
will
have
exclusive
rights
to
sell
in
Ontario.
One
of
the
issues
for
us
obviously,
is
we're
very
close
to
Quebec
and
there
may
be
different
regulations
in
that
province.
F
Illegal
dispeller
dispensaries
will
continue
to
be
illegal
and
there
is
plans
from
a
CI.
So
a
criminal
investigation
serves
criminal
intelligence
service
of
Ontario
to
develop
task
force
that
to
work
across
the
province
to
address
some
of
the
dispensaries
that
continue
to
pop
up
on
to
Ottawa
actually
is
a
second
second
leader.
As
far
as
dispensaries,
we
run
about
thirteen
to
fifteen
on
an
ongoing
basis.
We
close
one
an
hour
reopens,
so
those
are
issues
for
us
for
sure.
F
So
the
goals
of
our
actual
project
is
they're
highlighted
right
there.
It
really
is
about
to
ensuring
Community
Safety,
and
you
know
trying
to
adjust
to
the
way
that
this
is
used
in
our
community.
We
don't
know
what
the
uptake
will
be
in
cannabis.
We
can
guess,
and
we
can
try
and
put
processes
in
place
to
address
it,
but
until
it
actually
starts
to
roll
out
we're
going
to
be
operating
a
bit
in
the
vagueness
we
are
operating
towards
that
July
date.
F
So,
from
a
project
perspective,
we
are
using
project
methodology
so
something
that
you've
seen
on
a
number
of
occasions.
We
have
myself
as
the
executive
sponsor
we
have
spectra,
Knowles
who's,
the
business
lead
and
acting
Staff,
Sergeant
Jim,
Devine
who's
really
operation
lead.
He
is
working
along
with
inspector
Knowles
with
a
number
of
other
leads
from
all
the
various
projects
that
we
have
ongoing.
We
have
work
projects
in
a
various
areas,
so
employee
wellness
is
one
we
have
youth
and
that
we
have
to
look
at
a
diversion
program
there
right
now.
F
There
are
no
places
for
us
to
divert
people
young
people
if
they're
involved
in
drugs,
so
that
is
something
else
that
our
community
is
going
to
have
to
come
up
with
and
obviously
we're
expecting
that
they
will
be
supported
by
the
province.
We
also
have
to
look
at
prevention
from
a
youth
perspective,
controls
which
would
be
obviously
policies
procedures,
SOPs.
F
We
will
be
looking
at
the
procurement
of
specialized
equipment.
We
have
sergeant
john
Kish,
who
is
on
the
OAC
P
traffic
committee,
who's.
Basically
a
subject
matter
expert.
He
has
been
working
long
and
hard
to
try
and
ensure
that
you
know
we're
providing
input
right
now.
There
is
no
tool
that
has
been
I
that
has
been
approved
for
us
to
use.
So
it's
not
even
that
we
can
go
ahead
and
start
to
think
about
what
this
is
going
to
look
like
from
a
facilities
perspective.
F
As
I
said
earlier,
we
may
have
to
do
upgrades
as
far
as
storage
and
the
seizures
that
we
do
or
we
make
determination,
do
seizures
a
different
way.
I
T
the
records
management
piece
is
going
to
be
quite
significant.
What
we
are
starting
to
do
right
now
is
to
identify
what
the
cost
are
to
us,
because
we
know
that
the
province
and
the
feds,
if
they
do
give
us
money,
they're,
going
to
be
expecting
us
to
tell
them
the
actual
costs,
probably
in
year
three.
F
Obviously,
comms
we
need
to
ensure
that
we're
the
community
talking
about
this
in
various
levels
right
to
the
from
the
young
people
up
to
the
seniors,
making
sure
everybody
understands
the
impacts
and
how
it
does
change.
The
way
we
think
about
our
community
training
is
another
quite
significant
piece
of
work.
Right
now
we
have
quite
a
number
of
field
sobriety
officers
who
are
able
to
do
the
testing.
F
Thank
you
moving
on
to
stakeholder
engagement,
pretty
small
writing,
but
you
can
see
that
there's
quite
a
variety
of
people
who
are
working
on
this
project
internally
and
externally.
Some
of
the
players
from
an
external
perspective
that
some
people
haven't
really
cast
their
mind
to
is
auto
community
housing.
You
know
we
see
already
that
home
takeovers
happen
in
OCH
residences.
We
want
to
ensure
that
those
residents
do
not
become
grow-ops
in
the
future.
With
grow-ops
you
get
mold
and
all
kinds
of
other
health
and
safety
concerns
we
want
to
ensure
those
CH
is
on
board.
F
So
the
total
resource
implications
and
and
you've
probably
heard
in
the
media
that
we've
been
discussing
a
6.2
million
dollar
implementation
cost.
We
base
that
on
New
York
Police
York
Police
has
a
quite
robust
ability
to
look
at
their
data.
They
have
dashboards
there
that
they're
able
to
really
identify
costs
right
down
to
the
call
type
and
they're
then
able
to
tell
us
the
cost
for
this
type
of
enforcement.
What
we
then
did
was
look
at
our
city
and
try
and
do
comparators.
There
are
some
comparators
force.
F
Ottawa
is
a
little
bit
more
of
a
less
of
a
suburban
area
than
York
is
we
have
a
slightly
higher
crime
severity
index?
We
have
a
slightly
higher
population
and
we
have
a
slightly
lower
budget
police
budget.
So
when
you
start
to
look
at
those
things,
that's
how
we
got
the
6.2
million
dollars
for
the
year
for
the
actual
implementation
cost.
F
We
have
five
hundred
thousand
put
aside
in
a
project
fund
and
we
are
going
to
be
looking
at
using
that
when
I
talk
about
budget
perspective
for
2018,
when
this
legislation
comes
in,
it's
important
that
you
all
know
that
we
do
not
have
money
set
aside
in
our
budget
for
implementation.
The
so
the
actual
operating
costs
are
not
in
2018
S
budget
and-
and
we
don't
know
if
we
will
have
the
numbers
in
time
for
the
2019
budget.
F
Excuse
me:
we
we
plan,
obviously
on
keeping
the
board
updated
as
we
move
forward
with
this
implementation,
as
the
legislation
rolls
that
we
will
continue
to
provide
reporting
to
you
and
that
will
be
done
by
inspector
Knowles
in
the
future.
So
it's
important
that
he
is
very
conversant
in
all
of
the
aspects
of
this
project
and
you
will
see
him
a
lot
more.
As
far
as
this,
this
implementation.
F
F
The
financial
impacts
I
think
I've
spoken
about,
but
I
cannot
highlight
enough
that
we
do
not
know
true
costs
of
cannabis
legalization
until
it
actually
comes
to
us.
We
don't
know
how
much
of
an
uptake
there
will
be
in
our
community
for
this
drug
and
finally,
on
the
governance
piece.
There
are
several
intersection
points
for
the
board.
F
Often
when
legislation
is
first
rolled
out,
the
realistic
perspective
isn't
applied
until
later
on
and
we're
seeing
that
now
anybody-
that's
watching.
The
senator
has
house
debates
they're.
Seeing
are
many
many
questions
arising
out
of
the
preliminary
draft.
It
is
our
hope
that
some
of
those
that
legislation
changes
so
that
it's
more
realistic
and
continues
to
address
community
safety.
Subject?
Questions
that's
it!
Thank
you.
Thank.
A
C
You
mr.
chair
and
thank
you
deborah
chief
for
the
excellent
presentation,
it
certainly
sounds
to
me,
like
the
federal
government
wants
to
implement
this
before
police
forces
have
a
chance
to
put
in
any
kind
of
tools
that
will
allow
you
to
test
for
the
level
of
marijuana
or
THC
in
the
blood.
So
that's
very
troubling
it
from
what
you're
telling
us
there's
no
interest
in
putting
the
delay
in
place
until
these
tools
can
be
approved
for
testing
and
put
into
the
Criminal
Code
as
acceptable
for
testing
or
whatever
legislation
that
needs
to
be
in
place.
F
The
chair
tools
have
not
been
approved
yet
Health
Canada's,
so
working
on
identifying
a
tool
that
will
be
defensible
in
court.
Impaired
driving
is
one
of
the
most
contested
court
charges
that
we
have
the
Woodfill
library,
the
number
of
cases,
because
drill
public
is
involved,
impaired
driving.
So
when
we
start
to
see
cannabis
being
legislated,
we
are
going
to
see
a
change
in
people's
attitudes
towards
cannabis
and
without
the
tools
we
cannot
stop
drug
impaired
driving.
So
you
know
we
know
that
it
there's
carnage
on
our
highways
as
a
result
of
impaired.
F
C
You
were
saying:
50
grams
will
be
allowed
to
be
on
a
person
they'll
just
get
a
ticket
for
it.
My
understanding
is
that
Baron
exceeds
any
daily
use,
I'm
out
that
somebody
would
be
allowed
to
use.
Do
we
know
what
the
Health
Canada
or
anybody
says
is
the
daily
amount
that
someone
could
possibly
use
and
therefore
reasonably
you
could
expect
that
they
could
be
allowed
to
carry
that.
It's
only.
F
A
C
C
F
We
will
have
to
weigh
it
to
ensure
that
it's
under
the
30
grams,
the
reason
that
they've,
given
that
no,
they
really
want
to
get
low-level
drug
possession
over
the
criminal
courts.
So
you
know
that
is
the
rationale
behind
this.
They
do
not
belong
in
the
courts.
So,
although
it
may
seem
like
a
relatively
high
amount,
it's
really
to
keep
it
out
of
the
criminal
court
until
it
gets
the
point
where
somebody
is
over
using
drugs.
F
C
F
This
is
actually
going
to
be
operated
under
the
criminal
intelligence
service
of
Ontario
and
they've
divided
the
province
up.
As
you
know,
the
ACP
divides
the
province
up
into
sectors.
We
are
three
and
in
that
they
will
be
had
a
coordinator
who
then
reports
back
to
Toronto.
That
will
be
the
coordination
of
where
the
resort,
where
the
task
force
teams
actually
go
to,
because
Ottawa
and
Toronto
are
the
two
highest
areas
of
having
dispensaries.
C
And
the
chief
has
explained
this
very
well
in
the
past
that
you
know
part
of
that
as
a
bylaw
or
a
planning
issue
in
there
too.
So
there
is
a
need
for
coordination
here,
but
if
this
is
a
provincial
body
that
just
sounds
like
nothing's
going
to
happen
for
a
while
and
we're
hearing,
you
know
councillors
are
hearing
from
residents
saying.
Why
are
these
places
open?
It's
clear
in
the
legislation
they're
not
going
to
be
allowed,
there's
no
chance
of
and
being
grandfather.
Why
are
they
still
open
so.
F
Dispensaries
are
open
because
it
takes
investigations
to
ensure
that
this
is
actually
a
dispensary.
They
usually
take
three
to
five
weeks
to
conduct
those
types
of
investigations.
So
you
you
put
a
drug
team
on
them.
They
they
do.
The
investigation,
that's
required,
put
the
case
together,
bring
it
to
court
and
they
reopen
under
a
different
name
or
are.
F
Mr.
chair,
we
do
have
a
committee
that
works
with
all
the
city
partners,
including
planning.
In
fact
today
was
one
of
our
meetings.
We
do
have.
We've
had
some
conversation
about
licensing
and
bylaws,
but
you
cannot
legislate
any
illegal
activity,
so
it's
already
illegal.
So
you
know
they're,
making
it
quite
clear
that
you
can't
create
a
license
about
any
illegal
activity.
You'd
be
like
saying
that
I
don't
give
an
example.
You
know.
C
C
Below
my
five
minutes
right
Provencher,
you
mention
the
provinces,
sending
the
OPP
officers
to
Florida
for
training.
I,
think
other
forces
in
Canada
are
doing
the
same.
Is
there
any
discussion
between
o-p-s
to
have
these
OPP
officers
train
our
officers
because
I
hate
to
have
half
police
force
down
in
Florida,
getting
trained
on
things
that
we
don't
even
know
yet
how
we're
going
to
test
so.
F
As
far
as
the
drug
recognition,
that
is
a
program
that's
operated
by
the
RCMP,
they
provide
us,
usually
two
seats
a
year,
so
we
have
two
members
that
get
on
that
training.
It
is
not
something
that
can
be
operated
here
in
Ontario,
based
on
the
ethics
of
testing
live
subjects.
We
are
looking
because
in
Nicollet
in
Quebec
they
do
have
enough
training
opportunity
there.
So
the
OACP
is
looking
to
determine
whether
or
not
that
will
be
feasible
here
in
Ontario.
But
at
this
point
we're
still
in
conversation
we're
not
at
the
place.
F
G
Great
thank
you
very
much
mr.
chair,
and
thank
you
for
that
presentation,
and
it's
funny.
You
are
mentioning
you
work
with
FCM
and
amo
on
the
Ontario
caucus
chair
for
the
FCM
and
literally
eyes
on
the
phone.
Not
even
three
hours
ago,
talking
to
my
Ontario
caucus
next
week,
we're
going
to
be
in
Laval-
and
this
is
this
is
the
topic.
This
is
what
all
municipalities
across
the
entire
country
are
wrestling
with
right
now
and
well
in
the
dark.
I
asked
many
of
my
caucus
members.
G
Where
are
you
at
oddly
enough,
every
presentation
at
our
police
board
this
evening?
Maybe
I
can
glean
some
information
and
bring
it
to
you
guys
in
Laval.
So
we
can
have
that
as
part
of
our
discussions.
They
have
no
information
in
any
other
areas.
So
when
I
see
York
with
the
6.2
million
is
this
is
this
the
number
that
they
want
to
present
present
as
what
they
think
it's
going
to
cost
them.
F
Mr.
chair,
the
the
presentation
by
York
is
based
on
a
number
of
assumptions.
So,
yes,
that
is
the
number
they're
standing
by
they
basically
have
said,
and
I've
got
a
few
points
here.
I'll
just
run
through
them,
2%
of
their
operating
budget,
annual
operating
budget
6.9
million
per
year
average
or
20.7
over
36.2
and
one-time
costs,
14.5
an
ongoing
costs
7.8
in
annual
costs
per
year
after
2020
and
time
to
sufficiently
trained
and
meeting
the
July.
1St
deadline
is
quite
challenging
and
preliminary
estimates
with,
as
information
comes
in
these.
If
this
might
change
great.
G
And
we
peewit,
obviously
the
city
and
a
lot
of
people-
don't
know
this,
but
on
average
the
municipality
has
17
different
areas
within
a
municipality.
They
have
to
make
modifications
to
rules.
For
example,
people
can
grow
pot
plants
at
home
now,
so
fire
has
to
be
involved
or
PHS.
Many
different
facets
is
this
just
for
the
policing
side,
or
is
this
in
coordination
with
the
city
as
well?
So.
F
It
is
a
mr.
chair,
it
is
in
coordination
with
the
city
of
Tony.
Amante
is
leading
from
the
city.
He
actually
represented
the
city
last
week
in
replacement
for
mr.
Sikandar
lacus
with
amo.
They
were
they
with
Windsor,
Toronto,
Smith,
Falls,
Nappanee
Ottawa
and
look
they
had
conversations
and
they
will
continue
to
have
conversations.
We
have
city
led
project
team
as
well,
and
basically
the
17
years
that
you
spoken
about
all
at
that
table.
We
continue
to
have
conversations,
but
it's
I
think
it's
important
to
remember
that
there
is
a
separation
between
police
and
city.
F
So
from
a
governance
perspective,
this
is
going
to
fall
to
the
Police
Services
Board.
To
do
that
advocating
the
city
is
going
to
be
looking
at
for
city
concerns,
recognizing
that
the
budget
all
comes
from
the
same
place.
They
are
very
focused
on
city
aspects
and
not
so
much
the
police,
so
the
police
have
to
lead
the
way
themselves
and.
G
F
It
really
depends
mr.
chair
on
on
what
the
legislation
says
and
and
of
course,
the
the
decision
by
the
police
services
board
whether
or
not
we
continue
to
maintain
those
plants
or
just
assume
the
risk
and
sell
them
or
destroy
them.
And
then,
if
the
person
is
found
not
guilty
pay
them,
the
money
would
have
gotten
for
that
plant.
So
there
are
different
ways
for
you
to
in
met.
Manage
that
my
view
would
be
you
destroy
the
plants
and
you
pay
them.
G
F
G
And
I'll
just
I'll
wrap
up
on
a
couple
of
things.
Mr.
chair,
to
follow
up
on
my
colleagues
point
about
the
pot
shops
it's
becoming
worse
and
worse
and
as
councillors
I
think
it's
one
of
the
things
we
hear
the
most
because
they're
gateways
to
our
downtown
now
I
have
a
one.
It's
not
my
ward.
It's
my
neighboring
councillors,
word
I,
wish
you
would
put
his
foot
on
the
gas
little
more
on
it,
but
the
window
is
all
smashed
out.
There's,
there's
plywood
and
spray
paint
all
over
the
place.
It's
disgusting!
G
It's
an
eyesore
to
the
community
and
I.
Don't
know
how
to
get
this
thing
closed.
Its
I
know
it's
not
my
ward
I've
definitely
indicated
it
and
I
know
actions
are
underway
now,
but
but
this
this
is
a
big
frustration
room
having
to
use
building
goods,
services
and
bylaw
to
try
to
shut
down
things
that
frankly,
I
I
think
there's
an
expectation
that
police
can
do.
G
F
G
A
E
G
E
Can
add,
add
to
that
so
we've
had
the
discussion
before
around.
What
action
are
police
serve?
Is
the
police
director
is
doing
and
closing
these
illegal
dispensaries?
We
have
executed
a
number
of
search
warrants.
We
have
charge
number
individuals,
some
of
those
have
pled
guilty.
Some
of
them
did
found
guilty.
Some
of
those
are
still
before
the
courts.
E
E
A
lot
of
our
resources
are
dealing
with
some
face
and
giving
investigations
dealing
with
death
sort
of
chat
that
are
happening
with
with
respect
to
opioids
and
fentanyl,
and
we
also
have
a
number
of
shootings
of
fake
plates,
which
are
all
drug-related,
so
our
resources
I've,
been
focused
on
the
animal
on
operational
play
right
now
is
to
stem
the
the
violence
associated
with
the
guns
in
our
community.
So
we
are
always
balancing
those
priorities
and
right
now,
I've
directed
the
all
resources
to
be
able
to
deal
with
those
two
top
priorities:
ya.
G
F
G
No,
no
fair
enough.
I
was
just
wondering
if
we
have
input
as
a
city
or
what
are
they
doing
it
as
part
of
consultations
to
say
which
LC
Bureau?
Is
it
going
to
be
a
part
of
I'd
hate
them
to
automatically
make
a
decision
where
they
think
it
should
go
like
everything
else,
though,
you
know
has
been
decided,
I
think.
F
There
has
been
some
conversation
about
appropriate
places.
You
know
not
near
schools,
not
near
residential
areas,
so
there
are.
There
are
some
criteria
that
has
come
from
the
forefront,
but
you
know
advocating
is
definitely
part
of
the
role
of
the
PSP
and
I
would
definitely
encourage
as
much
as
possible
to
have
those
conversations
with
the
Minister
Health
Minister
finance
and
our
ministry
great.
G
And
into
final
ones,
so
I'm
mr.
chair,
there's
that
it
there
I
think
there's
a
lot
of
confusion
with
counselors
too
amongst
the
and
Thank
You
chief.
You,
you
clarified
that
on
the
radio
several
times
it
is
illegal.
If
you
operate
of
a
pot
shop,
the
pot
on
the
sidewalk
you'll
still
an
offense
correct
to.
F
G
Canvas
yeah
and
smoking
right
on
right
now,
yes,
okay,
good
and
last
but
not
least,
I
think
this
is
a
very
one
of
our
biggest
issues
we
have
to
deal
with
as
part
of
this
board.
How
often
are
we
going
to
get
updates,
I'd
hate
to
say,
Oh,
we'll
come
back
in
three
or
four
months.
We
only
have
like
five
left.
So
is
this
something
we
can
expect
on
a
monthly
agenda?
G
A
Before
we
there's
a
a
bit
of
change
and
I'm,
not
sure
if
they
will
have
anymore
edition,
because
it
seems
like
it's
a
moving
target
at
first,
we
thought
the
July
is
is
that
they
then
exchanged
and
yeah
the
deputies
talking
about
it.
I
mean
there's
a
quite
a
better
organization
working
together,
the
Ontario
Chief
of
Police,
the
Ontario
Police
Board,
with
meeting
in
Roma
and
a
more
we're
talking
about
funding
and
there's
a
there's.
A
Many
I
mean
I'm,
not
sure
if
his
monthly
is
the
right
time,
but
I
think
whenever
we
feel
there's
a
new
information,
they
should
bring
it
to
us
like
I
mean
I,
don't
want
to
put
a
time
on
it,
but
then
it's
got
a
some
information.
We
had
in
discussion
with
a
more
about
the
fondant
and
it
seems
like
as
much
as
their
problem
for
us
as
a
city
that
you
get.
You
can
appreciate
the
small
town
325
Community
Police
by
to
OPP.
They
have
barely
any
budget
to
keep
policing
on
the
ground.
A
Now
you
can
add
this
to
it.
So
yeah,
there's
a
mood
but
I'm.
Not
sure,
if
is
monthly
update,
is
a
valid
or
two
month
or
two,
but
whenever
we
have
a
new
information,
I
expect
the
chief
and
and
and
the
exact
if
to
bring
it
to
us,
because
this
is
we
want
to
work
together
with
them
also
to
support
them
on
the
other
level
with
the
government,
because
our
current
government,
as
of
May,
they
will
not
make
any
decision.
So
we
have
to
Fenny
thing
we
have
to
do.
A
Right,
I'm
a
disappearing,
the
debate,
their
legislation
it
solved
because
you
are
not
the
lawmakers.
We
just
need
to
work
with
our
service
to
provide
them
the
tool
Denny,
but
as
the
legislation
which
should
opinion
on
it.
Whether
you're,
like
I,
mean
we
can
debate
that
somewhere
else.
But
it's
not
here
again.
G
H
F
So,
from
our
team's
perspective,
we
do.
We
do
obviously
have
a
couple
of
very
strong
concerns.
The
first
one
is
impaired,
impaired
driving,
it's
already
a
very
significant
concern
in
our
city
in
our
country,
and
it
is
something
that
we
think
is
not
going
to
be
helped
by
it
by
adding
in
another
drug
that
can
impair
people's
ability
to
drive
when
I
look
at
when
I
look
at
this
from
a
resident
of
this
city,
the
impact
on
youth
is
actually
a
bigger
challenge.
I've
got
a
couple
of
stats
here.
F
Drug-Free
Canada's
found
that
forty
percent
of
teens
between
16
and
19
think
that
driving
high
makes
them
a
better
driver,
and
while
one
in
five
or
21
percent
of
our
high
school
seniors
say
they
have
a
written
with
a
high
driver.
So
when
you
start
to
take
those
kinds
of
numbers
and
make
that
a
reality,
you
know
it
really
doesn't
bode
well
for
the
future.
From
my
perspective,
no
automated
cars
can't
come
quick
enough.
F
If
that's
the
reality
of
our
future,
this,
this
really
is
going
to
have
a
negative
impact
on
the
safety
in
our
community
and
the
way
that
our
young
people
think
about
about
using
drugs
and
the
other
piece
of
young
people
and
using
this
is
we've
done
a
phenomenal
job.
As
far
as
keeping
young
people
away
from
smoking,
the
smoking
cessation
done
by
the
City
of
Ottawa
is
through
the
roof
and
now
we're
going
to
say
smoking.
Cannabis
is
okay.
So
it
sounds
like
a
double
message
to
me.
F
That
I
think
is
just
going
to
confuse
young
people
so
well.
We
continue
to
work
with
the
C
ACP,
the
Oh
ACP
MADD
Mothers
Winx
drunk
driving
to
really
push
those
messages,
but
it's
not
just
going
to
be
a
policing
poll
and
it
is
going
to
be
a
community
problem
and
we
need
to
do
something
together
on
it.
B
Thank
you
very
much
deputy,
and
this
has
been
a
great
presentation
and
thanks
for
reassuring
us
that
you
know
you're
looking
at
it.
I
am
just
considering
it
as
wondering
what
are
some
of
the
most
important
lessons.
We've
learned
from
other
jurisdictions
that
have
had
you
know
a
decriminalization
or
legalization.
You
know
with
respect
to
things
like
employee
wellness
policies,
you
know
SOPs
the
impact
on
youth
costs.
What
are
some
of
the
critical
things
that
we
can
learn
from
as
other
jurisdictions
have
done?
It.
F
So
mr.
chair
two
states
that
we've
looked
at
Washington
and
Colorado
they've
done
quite
a
bit
of
work.
Initially
the
costs
remain
relatively
low,
but
now
they're,
seeing
that
the
uptake
has
increased
significantly
and
they
are
seeing
the
costs
increased
to
the
same
levels
they're
going
through
the
roof
of
them.
F
You
know
the
use
of
cannabis
has
increased
significantly
in
those
two
states,
but
it's
really
early,
there's
only
been
a
few
years
for
there
for
us
to
have
data
to
be
able
to
analyze
them
and
look
at
what
the
future
actually
looks
like
and-
and
you
know
can't
say
enough-
that
United
States
is
not
Canada.
So
you
know
we
are
really
operating
the
dark
here.
We
do
not
know
what
the
uptake
is
going
to
be,
whether
or
not
people
are
going
to
use
while
they're
driving.
D
I
That
I
have
is
the
all.
The
reports
say
that
young
people,
especially
under
age
25,
who
use
cannabis
specially
on
a
regular
basis,
are
more
prone
to
mental
health
issues
down
the
road.
Have
we
looked
at
that?
Are
we
analyzing
what
the
employment
impacts
could
be
on
development
of
things
like
schizophrenia
and
other
mental
health
issues
for
our
youth.
F
We
have
not
looked
at
that.
The
public
health
is
on
the
committee
with
us
and
they
are
looking
at
that.
Certainly
the
research
that
I've
read
schizophrenia
and
Parkinson's,
or
two
factors
that
say
they're
now
seeing
in
people.
But
you
know
you
can
find
research
that
says
anything
if
you
want
it
to
so.
You
know
what
I
think.
Now
that
we've
said
that
we're
going
to
legalize
it
they'll,
probably
start
doing
a
lot
more
research
on
on
what
it
looks
like.
A
Any
other
question,
so
thank
you
very
much
deputy
one
of
the
area
deputy
you
talked
about
working
with
the
city
and
their
general
manager.
I
think
there's
a
lot
of
us
in
this
room
involved
with
other
organization
in
Ontario,
whether
roma-amor
FCM,
the
chief
of
Ontario.
If
there
is
something
on
that
level
of
that
table,
you're
talking
about
you
need
some
motion
to
be
sent
to
our
local
government
and
local
ministers.
A
I
think
we
need
to
work
together
and
they
say
I
know
a
mo
is
always
concerned
about
the
cost
and,
and
they
were
successful,
to
receive
3/4
of
the
proceed
to
the
provincial
government
versus
the
federal
at
least
for
the
first
year.
But
if
something
specific,
you
think
we
need
to
ask
I
think
this
is
the
time
to
do
it
now,
because
we
can't
do
it
in
May.
So
if
anything,
you
have
to
do
it
with
the
next
couple
months.
F
Thank
You
mr.
chair,
certainly
York
place,
has
put
together
a
number
of
recommendations
or
motions
to
a
more
and
FCM
I
have
copies
of
those
I
think
it
might
be
something
that
we
consider
I.
Think
that
anywhere
that
we
can
advocate
to
put
more
controls
and
restrictions
and
understand
what
this
legislation
actually
means
will
put
us
in
a
better
place.
Well,.
A
As
you
heard,
our
colleague
is
on
FCM.
We
have
somebody
from
mo
I'm
drama
and
the
entire
associate
Police
Board.
Our
chief
is
with
the
unfair
chief,
but
I
think
we
need
that
to
coordinate
and
say
right.
Maybe
the
city
follower
can
present
them
also
to
support
the
city
field,
because
your
didn't
ask
us,
as
a
city
to
support
them,
but
I
would
I
would
suggest
we
should.
We
should
do
it
as
a
city
basically,
but
we
need
your
guidance
which
one
we
should
be
asking
for,
and
support
for.
Thank.
F
You
I
think
I
think
you
know
coming
from
the
city
meeting
today,
it's
clear
to
me
that
we,
as
the
police
have
to
do
own
getting
the
city
is
going
to
advocate
on
their
baths
and
we're
going
to
have
to
come
up
with
a
communication
strategy
and
that
kisi
strategy,
and
that
is
part
of
a
work
plan.
Okay,.
A
E
You
much
and
thank
you
very
much
I
appreciate
asking
up
for
the
work.
You've
done
the
team
so
as
we're
preparing
for
the
next
presentation,
just
to
remind
the
board
that
in
September
we
came
and
talked
about
an
introduction
to
our
new
outreach
recruitment
strategy
in
November.
We
give
a
presentation
to
the
HR
committee,
and
today
we
are
coming
back
with
a
more
meat
to
the
information
as
to
how
we
are
moving
forward
with
the
important
work
of
diversifying
our
workforce.
E
It
will
link
to
a
couple
of
inquires
that
we
have
I
received
from
board
members
over
the
past
couple
of
meetings
and
in
line
with
with
that
message.
I
just
want
to
recognize
four
of
our
new
Spectras
that
are
in
the
room
tonight.
Inspector
Paul,
Burnett
inspector
came
conveyed
inspector
genell's
and
inspector
Heather.
Lachine
were
just
promoted
last
week
for
congratulations.
A
E
Many
outstanding
members
of
our
Police
Service
and
two
other
inspectors
that
couldn't
be
here
tonight
as
Belle,
Granger
and
Patricia
Ferguson
are
also
promoted,
so
very
proud
of
them
and
and
the
future
continues
to
look
great.
We
have
an
amazing
pool
of
inspector
candidates
that
are
ready
for
promotion
and
we
continue
to
do
the
difficult
work
around
and
the
important
work
of
diversifying
work,
our
workplace
with
great
people
turnover
now
to
a
direct
general
phasors,
petrichor,
Carl,
Carey
and
Sergeant
Deborah
Miller.
This.
A
I
I
We
want
to
thank
you
for
the
opportunity
to
be
here
tonight
so
that
we
can
bring
you
up
to
date
on
the
work
we've
been
doing,
since
we
were
last
here
in
September
and
at
the
HR
committee
in
November
and
it's
our
goal
has
been
to
to
get
gain
input
and
so
that
we
can
finalize
the
framework
that
we'll
be
relying
on
to
diversify
the
o-p-s
workforce.
We
know
we're
facing
a
significant
challenge,
because
over
the
next
five
years
we
expect
to
hire
between
four
and
five
hundred
additional
sworn
officers.
I
Currently
we,
when
we
translate
that
into
the
number
of
prospects
that
we
need
to
meet,
that's
probably
about
1500
potential
police
officers
and
that's
assuming
that
one
out
of
every
three
of
our
prospects
becomes
it
successful,
hire
the
that
we've
identified.
Some
of
the
the
areas
that
we
want
to
reach
into
to
broaden
the
diversification
of
the
workforce
and
that's
come
about
from
our
work
on
gender.
We
need
more
women
in
the
police
service.
I
At
the
end
of
the
presentation,
I'll
give
you
some
specifics
about
some
of
the
data
we
found
so
far,
but
this
is
an
issue,
the
the
notion
of
barriers
into
the
the
console
selection
system.
That's
an
issue
for
all
police
services.
It's
one
that
osep
is
working
on
and
will
be
working
with
them
to
provide
more
data
to
support
the
need
for
changes
to
the
process,
I'm
going
to
turn
it
over
to
Carl.
Now,
for
the
next
part.
J
In
continuation
to
this
presentation,
also
to
some
of
the
items
that
we
mentioned,
that
our
last
presentation,
mr.
chair,
some
of
the
best
practices
that
were
looking
into-
and
we
have
looked
into
one
of
the
great
challenges-
is
that
we're
all
reaching
to
the
same
pool
for
candidates
in
looking
out
to
some
of
our
partners,
the
Ontario
provincial
police,
or
just
to
mention
they've
they're.
Also
looking
at
streamlining
our
processes,
they're
looking
at
a
three
to
six
month
process,
they
have
extremely
capable
online
presence
more
than
ourselves
and
they
go
in.
J
Do
some
virtual
ride-alongs
and
use
media
use
the
technology
in
different
ways
in
attempting
to
reach
their
candidates
they're
all
can
you
amount
police
themselves
there?
She
laying
there
process,
where
they're,
accepting
candidates
a
higher
education
and
not
going
through
the
entire
testing
phases
of
doing
the
written
test
and
the
Edmonton
Police
Service
was
highlighted
just
a
few
months
ago,
and
they
have
certain
programs
which
were
we're
also
looking
at
what
some
of
our
partners
are
doing.
J
So
everybody
is
attempting
to
streamline
their
process
in
looking
at
some
of
the
best
practices
we're
doing
the
same.
The
Edmonton
Police
Service
just
a
few
months
ago,
was
in
town
and
we
were
currently
having
we're
having
a
conversation
and
they're
they're
dealing
with
the
same
obstacles
but
they're
extending
their
reach
beyond
their
own
province
and
throughout
the
country.
One
of
the
items
were
also
going
to
be
look
at
moving
forward
is
our
outreach.
Outreach
is.
J
Increasing
our
outreach
internally
within
our
own
members
and
externally,
the
outreach
that
that
we
currently
have
is
that
we
are
going
to
I'm
going
to
go
into
detail,
how
we're
going
to
tackle
the
outreach
process
itself
and,
secondly,
streamlining
the
process.
Also
I've
indicated
how
other
agencies
have
gone
through,
highlighting
their
processes
to
align
their
process.
I'll
go
into
detail
the
next
slide
right
now
and
which,
if
we
look
into
investment
to
our
reach
team.
Currently
we
are
looking
at
a
dedicated
outreach
team
to
supplement
the
current
recruiting
team.
J
A
decade
dedicated
outreach
team
would
only
would
not
only
physically
enable
us
to
reach
not
only
those
communities
that
we
are
not
able
to
reach
our
that
are
not
normally
coming
to
the
table.
Right
now,
when
we
look
at
our
process,
the
general
applicant
that
comes
through
us,
educationally
I,
can
tell
you,
come
from
comes
from
college,
a
great
percentage
comes
from
Algonquin
or
last
see
patients,
their
local
I
can
state
those
two
and
there's
programs
directly
directed
to
to
policing.
J
Some
may
think
that
that's
exactly
where
we
as
a
service
are
looking
for
it
is.
It
just
happens
to
a
large
number
of
applicants
are
coming.
Think
is
already
interested.
Well,
we're
always
going
to
get
those
applicants.
Now,
how
do
we
get
those
out
because
they're
not
generally
interested
in
policing?
We
actually
have
to
go
devise
a
marketing
strategy.
J
Well,
the
initial
marketing
strategy
is
to
market
ourselves
and
our
best
marketers,
our
own
members,
putting
an
outreach
team
of
individuals
out
there
to
communicate,
to
be
visible
in
the
community
and
to
reach
and
educate
the
community
not
only
to
the
police
presence
to
now
have
policing
being
a
a
profession
of
choice
where
one
of
the
challenges
where
I
didn't
get
before
that
is
not
so
today.
At
this
point,
the
increased
can
be
involved
will
come
through
the
outreach,
but
the
community
involvement
is
a
shared
responsibility.
J
We
bear
that
responsible
as
a
police
service,
but
we're
also
looking
for
the
kudos
communal
leaders,
we're
looking
for
members
on
the
board
to
assist
us
in
achieving
this
outreach
and
identifying
those
key
leaders
who
then
identified
those
members
of
our
communities,
who
believe
would
be
well
represented
within
the
police
service
that
we
serve
to
represent
their
community.
Our
also
communication
strategy,
initially
I,
indicated
that
our
reach
team,
those
members,
would
be
part
of
that
communication
strategy.
However,
we're
devising
currently
a
two
separate
communication
strategy.
J
One
is
the
general
communication
strategy
and
the
other
one
is
a
targeted
and
specific
strategy
to
market
those
marginalized
groups
that
you
know
do
not
see
represented
generally
in
policing.
The
general
strategy
is
really
to
market
ourselves,
not
only
to
market
ourselves
much
to
market
our
own
community,
the
City
of
Ottawa
to
market
OPI,
yellow
police
service
as
an
employer
of
choice
and
marketing
marketing
the
profession
fairly
soon
you'll
actually
see
the
banner
on
the
side
of
the
building
being
a
new
recruitment
banner
indicating
that
basically
were
open
for
business.
J
As
the
Director
General
indicated
earlier,
we
are
going
to
have
to
hire
375
to
500
officers,
I
do
believe
in
the
next
five
years.
That
means
that
if
we
are
successful
one
of
the
through
out
of
three
candidates,
that's
that's
1,500
applicants.
In
order
to
advise
individual
out
there
that
were
open,
we
are
recruiting
we're.
Accepting
qualified
candidates
were
having
a
recruiting
team
or
outreach
team
on
the
ground.
Okay,
doing
doing
the
hard
work
and
also
advertising
I
was
asked
a
question
mr.
J
chair
last
time
about
how
we're
going
to
do
that
I
had
indicated
by
every
means
possible.
It's
looking
at
technology,
look
at
the
social
media
and
I
believe
one
of
my
colleagues
that
indicated
to
me
the
proper
turn
to
be
used
is
cross-cultural
marketing
and
that's
an
indicator
when
you
have
somebody
from
a
particularly
cultural
background
that
may
be
in
Ottawa
generally,
I
will
speak
for
myself
as
Haitian
origin,
I
watch
all
the
Haitian
news.
J
I
am
always
looking
to
keep
myself
up
to
date,
however,
cost
marketing,
meaning
that,
through
the
MS
social
media,
be
able
to
recognize
that
I'm,
actually
not
in
Haiti
but
I'm,
actually
right
here
in
Ottawa
and
targeting
that
message
through
social
media
to
those
sites
that
I
by
use
Google.
Does
it
quite
well
I
assume
to
be
always
looking
for
material.
J
At
the
end
of
the
day,
our
goal
really
is
to
increase
the
number
of
candidates
who
are
really
reflect
reflective
of
the
community.
Okay,
by
engaging
our
members
by
engaging
our
outreach
team
and
by
engaging
the
community
and
learning
about
the
issues
really
learning
about
the
issues
and
addressing.
Why
is
policing
no
longer
a
viable
career
of
choice
and
for
those
who
do
consider
policing?
How
do
we
facilitate
them
in
entering
the
process?
We
are
looking
at
edifying
and
removing
all
the
barriers
within
our
own
processes.
J
I
think
we
are
limited
to
our
own
processes,
which
I
will
go
through
the
steps
there
are.
Approximately
10
steps
to
the
recruiting
process
will
come
in
through
the
the
next
slide,
reducing
the
overall
time.
Currently,
we
can
think
it
can
take
up
to
over
nine
months
for
a
file
to
be
process
from
beginning
to
end.
Our
goal
would
be
to
cut
up
extremely
approximately
a
third
of
that
about
six
to
nine
months.
J
Well,
hopefully,
from
the
time
an
individual
is
first
walks
through
the
door
just
indicate
their
interest,
hopefully
have
that
narrowed
down
by
three
months.
We
also
are
looking
at
ensuring
all
the
steps
and
processes
abide
by
the
equitable
work
environment
policies,
for
example,
currently
interviews
by
now,
interviews
are
conducted
by
two
in
by
two
versus
one,
also
looking
at
our
background
interviewers
when
they
do
attend
and
do
home
interviews,
in-person
interviews
that
there
are
two
individuals
that
currently
perform
those
interviews
and
also
ensure
that
all
trainers
and
all
recruiters
everyone
involved
within
the
recruiting
process.
J
As
the
gender
bias
analysis,
training
has
biased,
neutral
training
and
that's
provided
to
every
single
individual
in
the
process.
Also
we're
currently
looking
at
standardizing
and
the
background
investigator
process
increasing
a
number
of
backgrounders
currently
in
the
process
that,
as
we
have
it,
one
of
the
chokeholds.
J
One
of
the
points
that
we're
reaching
is
we're
not
able
to
put
a
file
fast
enough
to
our
background
investigators,
so
by
increasing
the
pool
of
trained
background
investigators
who
will
be
able
to
speed
up
the
process
and
be
able
to
have
more
valid
candidates
faster,
we
look
at
the
next
slide.
Sorry,
I
didn't
change
my
own
slide.
The
next
slide
poll
shows
the
current
recruiting
process.
I
do
mean
current
recruiting
process.
The
one
highlighted
in
green
is
obtaining
your
OACP
certificate.
J
That
is
currently
a
CSS
standard
that
is
currently
run
by
application
text,
Testing
Services,
which
is
the
private
entity
that
does
the
testing
for
the
province
currently
for
any
candidate
to
enter
our
process.
They
must
have,
and
that's
not
our
process,
that's
for
every
individual
organization
that
abides
by
that
which
I
think
the
numbers
crossed
me
46
in
the
province.
The
cost
of
that
certificate
can
range
from
anywhere
up
to
330.
J
J
We
allowed
them
to
enter
a
process
without
having
that
what
that
allowed
us
above
everybody
else
is
that
nobody
was
looking
at
these
candidates
what
we
decided
to
look
at
them
first,
so
he
give
us
first
pick
at
the
draft
and
if
they
were
qualified
and
then
we
mentored
them
and
they
were
able
to
get
their
certificate,
we
actually
hired
from
that
I'd
said
they
think
25
s
between
25
and
28
28.
We
hire
10
so
that
that
percentage
was
quite
high.
J
We're
looking
now
making
that
the
norm,
but,
however,
we're
going
to
instill
that
into
number
four
right
after
number,
four
right
after
pre
background
question
the
logic
behind
that
is
that
sometimes
it
takes
some
time
for
the
candidates
to
actually
obtain
that
certificate
and
if
we
move
it
further
back
that
may
very
well
delay
our
process
so
coming
forward.
Once
all
the
Reese's
resources
are
in
place.
That
is
the
current
process.
As
you
will
see
it,
it
has
yet
to
be
implemented
because
we
do
anticipate
once
once.
J
We
do
advertise
that
that
there's
going
to
be
an
influx
of
candidates
and
we
want
to
make
sure
that
we're
prepared
to
deal
with
them
because
it's
only
going
to
slow
things
down.
If
we
we
say,
hey
we're
open
for
business
and
we
know
we
don't
have
the
people
to
serve
you
so,
but
for
2018,
that's
one
of
our
key
keep
things
that
were
going
to
push
forward.
I
Mr.
chair
inspector
Cartwright
has
done
a
great
job
of
summarizing
all
the
internal
things
that
we
can
do
in
order
to
change
our
recruitment.
Recreating
the
outreach
recruitment
team,
which
we
got
great
feedback
off
from
the
community,
that
that
was
an
effective
tool
and
it
worked.
We
can
streamline
our
processes
based
around
the
information
that
we
look
from
the
gender
audit,
there's
absolutely
nothing
that
prevents
us
from
doing
that
and
revisiting
our
approach
to
back
rounding.
That's
another
point
that
we've
heard
about
reordering
our
internal
steps.
I
Those
are
all
things
we
can
do
on
our
own
and
you'll
see
us
doing
them
over
the
next
starting
immediately
and
hopefully
hoping
to
be
in
our
new
environment
over
the
next
twelve
months.
But
there
are
a
few
things
that
are
still
on
the
horizon
that
we'll
need
help
with
in
order
to
really
nail
down
the
diversification
work.
We
talked
about
the
diversity
audit,
that's
not
yet
within
our
domain
about.
I
We
know
that,
as
it
comes
to
life
over
the
next
12
months,
we'll
learn
more
about
what
we
can
do
to
remove
barriers
so
that
we
have
a
process
that
is
fair
to
all
and
we'll
ensures
that
the
candidates
that
we
attract
have
a
fair
opportunity
to
become
a
sworn
officer.
We
know
that
we
need
to
work
more
with
applicant
testing
services
and
the
OACP
and
the
ministry
around
the
constable
selection
process.
I
The
the
profile
of
applicants
that
we
are
receiving
right
now
is
not
consistent
with
who
we
want
to
hire
and
I'll
just
use
the
data
that
was
shared
with
us
around
the
female
candidates.
To
give
you
an
example,
so
there
are
5000
candidates
who
go
through
the
applicant
testing
process
a
year.
That's
the
first
step
in
in
the
holes
in
the
whole
process.
Ten
percent
of
them
are
of
the
10%,
so
they
were
down
to
500,
then
of
that
10%,
roughly
half
passed
so
out
of
that
pool.
I
Hospital
selection
doesn't
have
doesn't
make
available
to
us
any
data
on
race
or
ethnicity.
So
we're
not
sure
when
we
go
to
look
at
the
next
aspect
of
culture
and
language.
There
isn't
data
from
that
group
that
helps
us
analyze
that
we've
taken
that
to
heart
as
well
ourselves,
though,
because
we
know
that
we
need
to
track
data
right
from
the
beginning
of
our
our
process.
I
Ask
permission
from
candidates
to
look
at
their
their
gender
to
look
at
their
sexual
orientation
to
look
at
their
background
culture
and
language
and
to
share
that
data
as
we
move
through
the
process
that
will
be
new
for
us,
but
very
helpful
in
understanding
where
our
issues
lie.
We
also
want
to
we've
got
a
meeting
scheduled
with
the
Montreal
police
early
this
next
month
to
have
a
look
at
their
process,
because
they've
succeeded
to
a
greater
level
than
we
have
in
bringing
the
number
of
women
into
the
police
service.
I
We're
also
done
a
little
bit
of
background
work,
though,
and
also
learned
that
Quebec
has
a
much
higher
labor
force
participation
by
women
because
of
other
aspects
of
that
environment
day.
Care
is
much
more
accessible,
training
and
education
much
more
accessible.
So
there
are
some
other
key
ingredients,
probably
that
have
helped
them
along
the
way.
But
we
want
to
see
the
exact
strategies
they've
taken
within
the
police
service.
I
We
know
that
the
board
can
help
with
us
with
the
work.
Primarily,
what
people
have
have
identified
is
the
need
to
add
a
value
of
diversity
as
part
of
the
board's
values,
mission
and
vision.
It's
important
as
we
go
forward
to
be
able
to
say
that
the
board
stands
behind
this
we're
at
work,
and
this
is
one
way
to
demonstrate
that
so
mr.
chair
I,
don't
think
we
have
every
answer
here
tonight.
I
We
have
a
way
forward
and
we
know
that
over
the
next
12
to
18
months,
we'll
put
in
play
the
things
that
we
can
control
internally
right
away
and
we'll
be
looking
to
work
with
our
other
stakeholders
to
find
other
ways
to
eliminate
barriers
and
bring
o-p-s
a
diversified
workforce.
We'll
be
happy
to
take
any
questions.
E
Mr.
chair
just
add
to
that,
so
you
heard
the
the
last
piece
around
at
the
root
of
the
issue
is
the
candidate
pools
is
challenging.
The
OCP
is
a
partner
with
the
Ministry
and
app
can
take
testing
services
that
manage
that
program.
The
board
I
still
said
on
the
OACP
board,
and
we
met
two
weeks
ago
in
London
Ontario
and
as
a
result
of
our
inquiries,
the
ministry
and
ATS
actually
came
and
gave
us
a
presentation
and
I
had
very
good
discussions
with
Commissioner
Hawkes.
E
Have
all
the
answers
with
respect
to
the
questions
that
we're
asking
with
respect
to
the
data
and
the
ministry
right
now
is
undergoing
an
audit
of
the
constable
selection
system
and
looking
for
a
way
forward,
and
we,
as
certainly
as
your
acp
border,
is
holding
the
ministry
feet
the
fire
with
respect
to
identifying
any
systemic
barriers
that
exist
in
that
whole
process
and
looking
at
strategies
that
will
help
us
diversify
an
increase
the
number
of
candidate
through
applying
through
the
process.
There
are
a
number
of
attic
total
pieces
of
information
and
we're
getting
that.
E
You
know
why
women
are
failing
at
such
a
high
rate.
There
may
be
one
aspect
of
the
physical
testing
that
is
challenging,
so
we're
getting
data
with
respect
to
that,
but
certainly
we've
sent
a
strong
message
to
the
ministry
that
this
needs
to
be
fixed,
because
if
we
want
we
are
all
facing
the
same
challenges
with
respect
to
hiring
women
and
and
ensuring
that
we
are
reflective
of
the
communities.
We
serve
we're
all
facing
the
same
challenges
and
we
need
this.
This
issue
fixed
at
the
beginning.
A
C
You
mr.
chair,
thank
you
for
the
excellent
presentation
and
the
work
you're
doing
on
this
file.
It's
important
and
I
like
to
see
the
progress
being
made.
I
just
have
a
question
around
the
idea
that
you
want
to
hire
500
new
officers
over
five
years
and
now
that
will
take
you
1,500
prospects
to
do
that.
So
that's
telling
me
you're
going
to
hire
one
in
three
is
that
what
these
other
agencies
are
experienced
and
I
would
have
thought
that
number
would
have
been
a
lot
different.
J
G
Great
thank
you
for
the
presentation
was
great
I
definitely
see
some
changes
happening
even
on
social
media.
Now,
as
far
as
recruitment
in
general
goes
some
very
pleased
to
see
that
just
wandering
about
at
the
high
school
level,
whether
it's
through
SROs
or
just
in
general,
going
into
the
high
schools.
Are
we
doing
any
of
that
kind
of
stuff
right
now,
because
when
I
go
out
to
a
lot
of
the
graduation
ceremonies,
I
talk
to
a
lot
of
the
kids
to
see
what
they
want
to
do
and
some
have
a
master
plan
they're
already
there.
G
J
J
High
school
students
are
a
target
area
for
us.
What
we
have
to
realize
we
focus
on
high
school
students.
That
reward
is
like
an
investment
in
future.
That
will
not
be
seen
immediately
on
the
last
presentation.
I
believe
it
was
September
where
we
presented
said
we're,
looking
really
for
that
generation
that
Generation
X.
J
So
what
is
going
to
the
communication
strategy
that
we're
going
to
have
now
we'll
focus
on
those
people
post
in
high
school
that
have
already
passed
their
high
school
education
and
because
we
do
have
organizational
priorities,
operational
pressures,
we
need
to
put
identify
those
individuals
and
put
them
in
the
a
in
the
seat
fairly
quickly.
So,
however,
the
long
term
process
is
using
and
also
when,
when
our
marketing
strategy
is
completed,
for
you
to
be
able
to
see,
you'll
see
that
how
we're
going
to
use
social
media.
J
G
That's
good
news
and
I
agree
as
all
those
are
great
ambassadors
and
they
can
create
that
kind
of
discussion
with
the
students
and
say
you
should
think
about
so
when
you're
doing
social
media
marketing,
for
example,
you're
not
going
to
just
say
how
we're
going
to
set
it
from
21
years
age
of
older,
for
the
target
on
Facebook
you're,
going
to
leave
the
threshold
much
lower
it'd
be
like
a
16
or
something.
So
you
can
engage
people.
J
D
I
Mr.
chair
I'm
disappointed
to
say
that
no
we
don't
have
that.
But
that's
our
goal.
Moving
forward
is
to
be
able
to
to
gain
some
insight
into
those
bad
data
across
Ontario
and
see
how
we
make
out
and
if
we
can
take
it
down
one
more
level
to
see
at
which
stages
we
find
out
that
the
issues
are
so
the
with,
with
the
chief
and
OACP
helping
to
lead
a
discussion
on
data.
I
think
we
could
see
if
we
can,
as
a
police
services
across
Ontario,
start
to
compare
and
see
where
the
issues
are.
D
I
We'll
be,
we
will
be
able
to
do
it
in
the
very
short
term
meeting,
probably
in
the
next
three
months.
We
have
to
show
that
all
our
literature
aligns
with
that,
so
that
when,
as
people
disclose,
the
demographic
characteristics
we're
looking
for
that
we're
clear
with
them
that
it
will
be
part
of
how
we
track
and
follow
through
success.
And
once
we've
done
that,
then
we
have
the
ability
to
share
at
a
high
level
in
a
public
forum.
B
I
Mr.
chair,
we
have
data
that
we're
actually
going
to
assign
to
a
data
analyst
to
have
a
look
at
that
the
and
we
had
the
diagram
on
the
on
the
screen
that
showed
the
various
steps
that
we
had.
A
goal
is
to
take
as
much
of
our
previous
year
data
and
analyze
it
by
step.
What
we
won't
be
able
to
do
is
probably
divide
that
into
either
men
and
women
or
other
demographic
groups,
because
we
didn't
ask
for
permission
to
do
that
coming
in
so
the,
but
certainly
by
by
number.
I
We
can
identify
that
and
I
think
that
will
be
revealing
because
often
that
points
to
where
there
is
a
barrier
and
then
it
takes
a
little
bit
of
expertise
to
go,
find
what
the
barrier
is.
But
that's
what
we've
learned
through
the
gender
on
it
and
what
we'll
see
from
the
diversity
audit
about
what
some
of
these
perhaps
unknown
barriers
are.
So
we
can
certainly
go
back
through
the
last
couple
of
years
of
files
and
gather
that
data.
It
will
just
be
at
one
level.
Okay,.
B
And
finally,
you
know
I
liked
your
future
discussion.
Notes
that
you
know
you
might
want
to.
You
might
want
to
consider
coming
to
the
board
and
asking
us
from
time
to
time,
but
you'll
tell
us
how
we
can
help
you.
You
know,
certainly
adding
diversity
as
a
value.
I'm
surprised,
I
thought
we
had
that
already,
but
we
don't
so
we'll
have
to
take
steps
to
fix
that.
Thank
you.
Thank.
H
J
There
was
initial
date,
however,
there's
no
firm
date
for
that,
yet,
once
again,
I
want
to
make
sure
we
want
to
make
sure.
Thank
mr.
chair
that
all
the
pieces
are
in
place
that
the
outreach
strategy
outreach
team
is
in
place
and
that
we
have
the
supporting
cast
for
the
recruitment
process.
As
you
see
a
lengthy
it
is
it's
also
very
demanding.
J
J
That
sort
of
indicates
that
okay,
the
progress
is
being
made
now
the
strategy
our
marketing
strategy
is,
is
in
different
steps
right
and
the
first
step
is
to
actually
start
typing
into
those
social
media
group
is
those
outlet
to
the
cross-cultural
aspect
of
it
once
that
is
underway,
we
better
have
everything
in
place.
We
both
handle.
What
I
believe
will
be
the
influx
of
candidates
and
they
look
at
what
we
want
to
prevent
is
having
a
number
of
individuals
come
through
and
be
disappointed.
J
We
can't
process
them
because
all
we're
going
to
lose
their
trust
and
they're
going
to
apply
to
unload
police
service
which
defeats
the
purpose
of
actually
taking
the
ATS
portion
out
of
it,
because
we
want
individual
be
committed
to
us
as
an
organization
as
a
service
as
a
city
before
they
commit
to
the
opp
or
any
other
police
service.
Okay,.
H
Thank
you.
I
also
am
interested
in
the
different
tools
that
you're
going
to
use
and
I
would
like
to
suggest
one
to
you.
You
may
have
already
considered
it,
but
if
you
haven't,
maybe
you
want
to
look
into
it
movie,
theaters,
more
and
more
movie.
Theaters
are
using
the
period
before
the
movie
starts
too.
So
that's
on
your
list.
I
gather
from
your
your
smile.
J
H
H
Look
forward
to
what
what
it
is
that
they
have
to
report
back
to
you
and
finally,
I
have
just
one
last
comment
and
it's
to
do
with
a
little
bit
what
the
chief
spoke
about,
the
barriers
that
women
have
I
don't
know
if
this
is
still
the
way
it
is,
but
it's
likely
on
the
physical
aspect
where
there
might
be
some
barriers,
and
is
it
true
that
we
still
ask
women
to
climb
over
a
six-foot
wall?
Is
that
so
part
of
the
testing.
E
They
bought
two
years
ago.
They
modified
the
the
testing
through
research
and
evidence,
evidence-based
practices,
and
you
only
have
to
look
over
the
wall
now
because
they
try
to
make
it
more
realistic
to
what
actually
happens,
though,
and
fences
are
six
feet,
six
feet
tall
and
you
just
have
to
look
over,
but
there's
some
other
tests
that
are
or
CV
problematic,
but
the
challenge
we
have
with
880's
is
that
they
don't
collect
the
data
on
each
individual
test.
They
just
collect
the
data
on.
Did
you
pass
or
fail
the
entire
physical
component?
H
I
Mr.
chair
this,
this
is
something
we'll
investigate
as
we
go
through
and
look
at
the
pieces
of
the
puzzle.
What
we
find
is
that
it's
the
most
time-consuming
portion
of
the
of
the
whole
process
and
so
putting
it
and
it's
a
very
expensive
when
you
look
at
it's,
what
takes
a
background
investigator,
roughly
40
hours,
to
complete
a
file
so
generally,
then
we're
trying
to
make
sure
that
we're
down
to
the
group
of
people
that
that
are
that's
their
last
step
before
we
apply
48
out
40
hours
of
a
backgrounder
to
it.
I
But
what
we're
learning
is
that
there
are
a
lot
of
ways
to
maybe
split
that
in
half
earlier
on
get
a
feel
for
whether
the
person
would
pass
before
we
send
them
the
to
have
the
more
extensive
one.
So
all
of
this
is
up
for
discussion
and
I.
Think
we'll
learn
more
as
well
about
the
drop-off.
At
the
background,
if
there
isn't
a
significant
drop-off
at
the
background
stage,
then
then
perhaps
it's
appropriate
where
it
is.
I
The
data
will
help
us
have
a
look
at
that
and
we
can
also
see
where
it
makes
sense
to
invest
the
the
decision
to
move
the
ATS
certificate
down
is
also
really
a
good
one,
because
we,
those
are
candidates,
nobody
else
knows
about,
but
us
and
we
get
to
to
form
a
relationship
with
them.
So
we're
kind
of
trying
all
aspects
of
the
strategy
to
come
up
with.
What's
optimal.
B
We'll
just
a
comment
I
just
started:
take
they
have
a
look
at
my
my
records
here
on
17th
of
March
2006.
The
other
equipment
project
made
a
presentation
to
the
board
the
results
of
a
lot
of
investigations.
It
did
and
included
17
recommendations.
The
first
one
was
that
we
should
add
a
value
of
diversity.
We
haven't
done
it,
and
here
we
are
in
2018.
A
A
If
you
any
other
question
from
my
colleague
before
I
I
have
couple
before
you
put
your
hand
up
the
electro
germ
inspector
prop
right.
Thank
you
for
your
presentation,
one
of
the
biggest
concern
I
hear
from
the
community,
and
we
heard
it
with
you
when
we
had
the
open
houses
they
need
mentorship
mentorship
before
they
apply,
because
the
fear
when
they
are
going
to
the
process
without
any
mentorship
when
we
say
mentorship,
I'm,
not
saying
give
them
the
answer
to
the
question.
A
We're
asking
you
how
you
mentor
them,
how
you
guide
them
to
apply
what
they
need
to
study.
They
can
should
I,
read
history
about
Canada
or
about
you.
Whatever
the
test
is,
that's
the
mentorship
and
I.
Think
more
than
once,
and
thanks
to
Deborah
Dahl
I
usually
send
those
names
to
him
and
he
passed
them
out
to
you,
folks
that
boardmember
have
some
of
those
names
and
someone
asked
question
we
I
mean
by
all
means:
send
it
we're
not
interfering
with
the
process.
A
J
Yeah
Thank
You
mr.
chair
for
the
question
mentorship
is
still
is
still
being
done.
However,
based
on
current
constable
selection
system,
more
membership,
more
mentorship
can
be
done.
One
of
the
goals
of
the
outreach
team
of
those
additional
members
will
be
for
all
those
information
sessions.
Okay,
to
able
to
have
those
outreach
recruiters
having
individuals
which
they
will
mentor
and
I
must
tell
the
board
we're
not
attempting
to
recreate
the
wheel
here,
we're
chanting
to
reach
an
area
where
we
were
successful.
We
had
greater
success.
J
Outreach
team
was
able,
by
all
numbers,
to
have
forty
to
sixty
sixty
percent
greater
numbers
of
diverse
candidates
coming
through
by
actually
the
mentorship
by
doing
the
mentorship,
but
actually
being
visible
in
the
community.
So
what
we
have
presented
you
to
today,
as
some
of
it
marketing
strategy,
will
be
absolutely
new
for
this
Police
Service,
as
technology
has
changed,
but
actually
not
forgetting
the
ground
work.
J
Forty
hours
up
to
six
weeks
complete
a
background
on
one
individuals,
is
very
time-consuming
and
costly
that
currently
impacts
our
ability
to
mentor
the
number
of
individuals
we
would
like
to
mentor
and
having
that
marketing
strategy
we're
putting
forward
if
it's
going
to
attract
more
members
and
that's
where
the
personnel
hours
will
be
spent
to
mentor
those
individuals.
So
they
have
a
greater
likelihood
of
success.
I.
J
And
I
must,
as
my
colleague
just
mentioned,
Stafford
Miller.
Currently
we
are
very
much
relying
an
eternal
membership.
People
are
volunteering
a
lot
of
their
time
and
that's
the
individual,
our
mentoring,
they're
mentoring
candidates
on
their
own
and
when
they
believe
those
candidates
already
they're
forwarding
them
to
us
to
highlight
their
success.
So.
J
I
Chair
I
just
want
to
recognize
the
couple
of
other
folks
in
the
room
who
helped
a
lot
with
our
presentation
by
McNally's
here,
I
think
from
imaging
services,
and
they
are
the
the
brains
and
the
talent
behind
our
communication
strategy.
So
as
we
share
it
with
you
more
and
you
see
it
unfold,
you'll
know
that
it's
our
own,
talented
folks
that
are
helping
us
out
and
Heather
Fischer
has
been
coordinating
all
of
this.
I
A
E
E
Mr.
chair
I
know
that
board
members
are
aware
of
the
SAU
investigation,
curling
underway
in
in
Westborough
end
of
our
city.
As
the
siu
announced
last
night,
our
officers
responded
to
a
call
for
service
at
a
grocery
store
for
a
man
with
a
weapon.
During
the
response
an
officer-involved
shooting
occurred.
One
man
is
deceased.
There
were
no
auto
police
service
members
that
were
injured.
E
This
is
a
difficult
instant
for
everyone
involved
that
no
one
wants
to
see
a
friend
or
loved
one
hurt,
and
no
member
of
our
service
wants
to
be
involved
in
this
type
of
situation.
We
expect
this
investigation
to
take
some
time.
We
need
to
allow
that
process
to
occur
while
the
assess
our
investigation
is
underway.
A
separate
investigation
on
the
incidents
that
occurred
inside
the
grocery
store
is
being
conducted
by
the
auto
police
service.
E
The
siu
has
given
us
carriage
of
that
part
of
investigation
and
they
will
do
the
actual
shooting
supports
have
been
put
in
place
for
all
our
members
involved
in
this
incidents,
both
through
the
chain
of
command
through
the
Auto
Police
Association,
and
our
peer
support
program
and
I'll
provide
the
board
with
updates.
As
they
come
from
the
SIU
inmate
late
January,
a
man
walked
into
a
East
End
Bank,
with
a
note
indicating
that
he
had
a
gun
that
robbery
set
off
a
police
response.
E
That
I
want
to
highlight
as
an
example
of
how
we
work
as
a
team.
As
soon
as
as
soon
as
the
robbery
unit
detectives
were
notified,
they
will
send
out
an
alert
to
frontline
officers.
A
team
of
officers,
including
sergeant
Walter,
do
make
constables
corneas
per
seen.
Patrick
Alden,
Andrew,
Thompson
and
group
dhaliwal
converged
on
the
area
with
the
assistance
of
the
robbery
detective,
they
located
the
suspect
and
arrested
them.
They
are
all
supported
by
our
comm
center
team
and
our
operational
center.
The
money
was
recovered
and
returned
to
the
bank.
E
It
was
exceptional
teamwork
and
I
want
all
the
members
that
were
involved
in
this
I
also
want
to
update
you
on
the
gun,
violence,
suppression
strategy.
Our
services
engaged
in
this
issue
continues
to
be
a
service.
Why
priority?
Since
the
start
of
the
year,
we
have
seized
ten
crime,
grant
guns,
compliance
checks
and
proactive
police
Vegas
visits
to
problem
areas
and
addresses
continue.
Our
targeted
response
to
the
increase
in
shootings
we
saw
at
the
start
of
the
year
remains
focused
on
the
individuals
that
are
responsible.
E
Several
investigations
remain
underway
and
we
will
continue
to
send
a
clear
message
that
this
kind
of
activity
isn't
acceptable
in
our
community.
At
the
same
time,
we
do
continue
our
partnership
work
with
community
groups
and
agencies
on
the
implementation
of
the
auto
Street
violence
and
gang
strategy
enforcement
alone
is
not
the
answer.
We
must
continue
to
work
with
the
community
to
help
identify
those
commuting
violence
and
to
dissuade
those
who
may
be
attracted
to
lifestyle
of
gangs
and
criminality.
E
We
continue
to
focus
also
on
an
increase
of
opioids
and
drug
overdoses
in
our
community,
2017
saw
approximately
30
opioid
overdoses
per
month.
The
largest
number
of
opioid
overdoses
related
emergency
department
visits
to
date
at
the
end
of
January.
At
the
end
of
January.
We
also
saw
an
increase
in
serious
overdoses
at
the
to
local
supervised
injection
sites
in
Ottawa.
This
is
a
serious
public
health
issue
that
we
expect
will
continue.
Our
drug
unit
continues
to
find
opioids
and
fentanyl,
and
it
continues
to
conduct
investigation
and
seized
drugs.
E
We
have
also
made
analog
shown
available
to
all
trained
frontline
police
officers.
The
Auto
Police
Service
issued
kits
have
already
been
used
three
times
by
Auto
pleasers
members.
Additionally,
our
school
resource
officers
continue
to
partner
with
Public
Health,
all
four
school
boards,
real
wood,
addictions
and
Family
Services
and
mezzo
effect
Mt
to
ensure
that
students
and
parents
groups
have
consistent
and
accurate
in
from.
E
Regarding
substance,
use
prevention,
especially
opioids
analog
shown
in
schools,
we're
also
watching
for
the
predatory
drug
trafficking
occurring
outside
supervised
injection
sites
that
we
saw
late
last
year,
this
type
of
activity,
Garner's
complaints
from
residents,
businesses
and
the
operators
of
the
facilities,
and
we
are
aware
of
the
issue.
We
continue
to
maintain
a
strong
relationship
with
the
operators
of
these
sites.
We
also
share
in
the
goals
of
helping
the
most
vulnerable
in
our
community
and
keep
keeping
people
safe,
while
our
Nick
won't
watch
them
in
a
next
one.
E
This
global
forum
was
an
opportunity
to
highlight
the
collaborative
work
being
done
with
our
yak
team
and
while
there
they
were
invited
to
be
part
of
the
world
urban
youth
councils
network,
the
highlights
of
the
presentation
included
an
outline
of
how
yak
is
structured
and
governed,
how
youth
led
initiatives
and
are
implemented
and
the
breakdown
of
the
core
four
key
pillars
to
youth
and
community
safety,
protection
prevention,
partnerships
and
disengagement
and
reintegration.
The
work
these
young
people
do
is
very
important
to
our
success
as
a
service.
E
A
A
D
Thanks
very
much
I,
first
of
all,
I
want
to
start
off
by
saying
that
I
was
one
of
the
people
who
was
had
a
lot
of
concerns
with
the
original
deployment.
The
expansion
of
deployment
of
CW,
so
I
must
say.
I
was
really
happy
and
to
read
in
your
report
that
there
was
a
a
decrease
that,
after
the
implementation
of
the
usage
of
CW's
you're
indicating
there
was
a
decrease
in
the
usage
of
other
types
of
force,
including
a
thirty
nine
percent
reduction
in
the
use
of
the
discharge
of
firearms.
That's
startling!
It's
it's!
D
B
D
Okay,
that's
that's
to
me!
That's
a
really
critical
component
to
see
that
I
know
that
on
page
four,
you
make
there's
a
comment
about
calls
from
the
forum
or
de-escalation
training
I'm,
assuming
that's
by
that
you
mean
from
the
general
public,
no
I
think
what
you're
referencing
is
the
Train
provided
to
officers.
D
B
B
D
D
I
D
That's
what
I
need
to
vote
I
just
want
to
convince
page
six.
It
says
with
respect
to
de-escalation,
training
and
I
thought.
This
was
really
critical,
a
very
important.
It
says
the
o-p-s
has
consistently
exceeded.
Training
for
CW
is
recorded
by
required
by
the
provincial
government,
and
you
go
on
to
say
that
on
page
seven
in
reference,
increased
de-escalation
and
communication
training,
all
of
which
I
think
are
really
great
and
I'm
just
wondering.
Would
it
be
possible,
as
part
of
this,
just
to
give
us
a
baseline
when
you
talk
about,
for
instance,
consistently
exceeding?
D
Is
there
a
possibility
and
I'm
sure
you
don't
have
it
now,
but
it's
a
possibility
to
give
us
an
idea
of
what
is
the
baseline
across
the
province?
Maybe
it's
something
we
can
get
from
the
Ontario
Association
of
police
service
sports.
How
much
training
is
the
the
big
12?
Are
they
giving?
How
much
are
we
giving
and
can
we
make
a
commitment
to
always
be
the
leader
in
terms
about
I?
Think
you've
made
it
very
clear
that
this
is
really
important.
E
A
Okay,
so
on
item
9,
we
need
to
icon
number.
One
approve
the
consultation
plan
on
a
future
deployment
of
conducted
energy
weapon,
as
outlined
in
this
report
and
I
to
receive
this
report
for
information.
So
on
item
1
is
item
approved
I
can
to
receive.
Thank
you
that
would
conclude.
Our
public
portion
of
the
meeting
folks
and
I
need
a
motion
to
move
on
camera,
so
move
okay.
Thank
you
very
much.