Ottawa City Council Ottawa Police Services Board, 26 Mar 2018

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From YouTube: Ottawa Police Services Board - March 26. 2018

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Ottawa Police Services Board meeting – March 26, 2018 – Audio Stream

Agenda and background materials can be found at http://www.ottawa.ca/agendas.

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Into the agenda, or we can carry the agenda. Okay. Thank you. Thank you.

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Confirmation of minutes the minutes of 26 February 26th at the auto. ah Please.

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Service port confirmed the minute of 26 February 2018 meeting on the minute.

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Declaration of interest inquiries- none at this point. Thank you.

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Item number 1 is the Chiefs verbal report, so we can hold item number one.

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Item number two is the election related resources policy. Basically, is the City.

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Of Ottawa election policy and we're adapting that policy, because that comply.

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With all boards, within the municipality on that item,.

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Okay, thank you.

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Item number three: is contract award, South Conference phase, one a prime.

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Consultant service, so this is that the Ottawa Police Service board approved the.

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Contract award to Moriyama, Maruyama and Kashima and see CSAP.

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Object for prime consultant services for the architectural design and engineering.

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Of the South Campus phase, one facility to be located at 55 bloody Road for the.

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Amount not to exceed three three million: eight hundred fifty five and five.

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Hundred thousand dollars, including taxes, so this is with our budget, and this is a.

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Primary I believe design contract right Debra, so on this item show because this.

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Is a large amount, so they need the board approve of and the money within our.

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Budget on the item- okay, thank you I remember, for igniting. The spirit is.

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Fundraising event for the webinar Center for the aboriginal health that the Iowa.

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Police Service Board approved funding for a table at the webinar Centre for.

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Aboriginal health igniting the spirit gala been held on 21st June 2018 at the.

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Ottawa Conference Center at the cause of 2500 on the item. Okay, thank you.

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Item number five is their financial status report 2017 annual report, and we.

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All that mr. chair for us, okay, so how about a thank you item number number six.

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Is a strong promotion process? 2017 annual report I I'm, going to hold this.

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Item I think we have a question for clarity, so we'll hold item number six.

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Item number seven outstanding board inquiries in motion: March 2018, the.

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Report that the Ottawa Police Service Board received this report for.

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Information on the item see item number. Eight is letters of.

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Commendation Chiefs report so that the Auto Police Service Board, received this.

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Report for information, the item receive. Thank you before I turn it over to the.

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Chief for the verbal report so just to quickly to report the HR committee met.

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In-Camera, like Thursday on confidential personal matters, who we just met and.

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Obviously, to discuss the process for staff, and so so there's nothing to.

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Report publicly at this point it was in calm, demeanor,.

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So, just just to let my colleague now and with that I've turn it over to the chief.

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Or the chief verbal report chief, thank you very much. Mr. chair board, members.

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This weekend we saw a seer shooting in the downtown area, the left a 35 year old.

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Man fighting for his life, he does remain in hospital in stable.

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Condition and our investigation is actively continuing since the start of.

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The year we have put major focus on gun violence in our community. Our frontline.

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And investigative units are very much engaged, we've seized, 13 guns to date and.

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Continue to make arrests and lay charges in relation to this type of violence, our.

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Officers have conducted over 209 compliance checks and 387 police visits.

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The problem addresses since starting this initiative in January. It's clear.

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That we need to continue this important work.

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We also will be participating in a province-wide gun. Amnesty set to run.

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Throughout April, the amnesty was announced by the Interior provincial.

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Police and we will be collecting any guns from our residents here in Ottawa.

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The program will begin on April 1st for those who are interested in bringing in.

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Guns, whatever you do, please do not bring any guns into police stations instead,.

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Please call us at our telephone number to arrange to have an officer come and.

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Pick them up, we know that stolen, legally owned guns make up a good percent.

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Of the crime guns in our city, this amnesty will provide residents with a.

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Safe way to surrender weapons, imitation weapons and related equipment and.

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Ammunition which they are not legally entitled to own or no longer want to.

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Enhance public and police officer safety. We also recognize mr. chair that.

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Criminals using illegal firearms aren't the ones that are going to be calling us.

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In calling us, what we are attempting to do is to reduce a likelihood of firearms.

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Located in residents, which are no longer needed and reduce the risk of them being.

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Stolen mr. chair was also pleased to participate a couple weeks at a national.

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Symposium organized by Public Safety Canada, which spoke of the issue of gun.

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Violence and in our communities and it's clear that this issue is facing small.

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Medium large municipalities across Canada and there's a collective effort.

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Amongst all Police Services community agencies to get a handle on this and to.

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All those accountable and to ensure that we're putting the measures in place to.

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Prevent individuals from becoming involved in this type of criminal.

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Activity last Wednesday we had the opportunity meet with the community at.

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The anti black racism town hall included at the update meeting where.

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Representatives from the City of Ottawa, two different school boards and the.

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Community health and Resource Center's it was an opportunity for us to talk.

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About some key items that we have been working on in partnership with ottawa's.

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Diverse communities, we updated the attendees on the development of a new.

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Equity diversity and inclusion office the start of a comprehensive diversity.

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Audit, a review of our anti profiling policy, the fact that we completed our.

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The fair and impartial police training the fact that our reat recruitment.

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Strategy will get more resources and improve our processes. We will introduce.

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A new by swear wariness training for our members and that we will continue with.

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Our race data collection project with respect to traffic stops.

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And that an additional analysis will be done later later this year, that we will.

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Continue to examine our new deploy model to address concerns about racial.

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Profiling and over placing and introduce a new council to replace the compact.

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Community model, which was disbanded this recent December, it's important that we.

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Continue to work together on this to create lasting solutions that will.

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Impact the Wellness of all our communities I also want to provide the.

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Board with a short update on the conducted energy weapons, consultation.

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That has been underway since the beginning of March, an online.

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Questionnaire has been posted on our website and we've been reaching out.

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Regarding the opportunity to comment through media social media and community.

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Channels, the questionnaire will be online until after the Easter weekend, a.

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Series of targeted consultations have also been scheduled with community.

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Groups, mental health advocates and practitioners and other interested.

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Parties we will use this feedback and prospective gap perspectives gathered as.

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We develop a report to the board on the expansion of CW deployment for our May.

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Meeting earlier this month, our canine team responded to a request for.

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Assistance from the atera Provincial Police, the OPP were attempting to locate.

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A vehicle that had been involved in a robbery in Rockland the area to search.

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Was quite large, so our k9 officers were called in constable. Nothing call Bay.

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Located too hot located hockey bags at the end of a remote country, road.

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Containing the stolen goods and k9 constable Jamie Desilu and Eden B BT.

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With the help of k-9 partner Freegal later located, the suspect and arrested.

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Them two firearms were also recovered as part of this investigation as the board.

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Is aware, the diversity audit requirements that I mentioned earlier on.

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Were provided to the board last year and were based on the recommendations from.

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The traffic stop raised data collection project and significant community and.

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Police input over the last several weeks we provided this update to internal and.

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External stakeholders, in order to encourage both awareness and sharing of.

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The request proposal, which closes 12 on March 27th.

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We expect to make an announcement regarding the successful proponent in.

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Early April, as soon as the selection process is complete and pleased to.

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Report that we have had significant interest in proponents to do this work.

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Our robbery unit successfully concluded its investigation of a bingo hall.

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Robbery in early March and arrested five people upon executing a search warrant.

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In relation to the investigation, our officer seized a large quantity of drugs.

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One suspect was charged in relation to the robbery and all suspects have been.

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Charged with drug related offenses, in addition, the unit also successfully.

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Clear cleared an unrelated series of investigations, including a bank robbery.

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And three retail robberies all linked to the same suspect: a series of charges.

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Have been laid and I'd like to end by highlighting an example of the difficult.

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Workout communication senator operators do each and every day to serve the.

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Residents of this great city on one such called involved, a recent murder suicide.

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With a child calling on one want to report, the incident involving two.

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Parents Amanda McConnell, took this call and remained on the line to ensure the safety of those in the house, including.

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An autistic male who was overwhelmed by the events, her compassion and care.

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Ensured that those dealing with such a terrible event felt cared for and safer.

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Until help arrived and mr. chair I want to follow up last board meeting I.

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Updated you that we promoted that six inspectors today, I had the along with.

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Executive had the honor privilege to to promote one super tenets. Ten staff.

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Sergeants and 20 sergeants, where we provided them with their their new.

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Badges and and talked to them about the significance and the importance of their.

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Leadership role in assuming supervisory positions, with the police service and.

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One of those super tenets is here with us super tenets sterling Harlan, so.

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Starting magically.

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Mr. chair, that's my verbal report. Subject any questions so before we turn.

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It to mycologists tried out their own congratulation on behalf the board to a.

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Superintendent, hardly and to all the sergeant and staff sergeant and all the.

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Folks being promoted our organization, so any question to the chief member.

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Bobstine to my car, okay, I, listen very interest here, interview on.

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The radio when you were talking about when you would attended that outreach event last week and I'm wondering when is the outreach recruitment strategy.

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Going to get officially launched, I was here about six months ago and I watched.

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A fantastic video that was supposed to be part of this, this launch, and there.

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Were many other things listed that we're going to be part of it and I'm still.

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Waiting with great anticipation for them to happen, I'm just wondering if we have.

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A date yet of when they're going to happen, director of Jenner Thank You. Mr.

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Chair the the I'm glad you asked the question actually because we've.

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Finalized the communication strategy, in conjunction with our internal resources,.

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And I expect, with the Chiefs approval that you'll see the dot start to launch.

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One of the first steps will be we'll be changing the banner on the outside of.

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474 elegant to bring our new recruitment banner there and we've got some media.

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That would rule out with community partners such as Tim Hortons, Ottawa.

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Sports & Entertainment, Group and Cineplex Odeon, so we glad to bring back.

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A report we can update you on the communication strategy and some of the.

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Resource requests that we're taking forward as part of the outreach recruitment you'll see that we talked about when we did the update. That will.

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Be reinstating our outreach team that so probably four to five sworn folks plus a.

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Civilian member, going out into the community to help.

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Market policing as a career and also find candidates, and then we've asked for.

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Some additional resources to help supplement the background investigation.

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Team with about 1,500 candidates to put through we've got additional demands for.

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The background team so we'll be happy to bring that forwards. The communication.

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Part in April and the rest of it in May and you'll see that we're adding into it.

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Additional approach to collecting the the demographic information around the.

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Recruits to see where we who starts with us and then at what point they are.

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Successful or unsuccessful in the process by their their gender background.

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Or the their cultural background, that's information in order to gather it.

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Correctly that we need to, at the beginning of the process, ask their.

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Permission and make it clear how would be used in in the selection, the.

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Selection of candidates or just for the tracking of candidates and we're trying.

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As well, to take advantage of other aspects of their current information.

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Management information system to be able to increase the the effectiveness of the.

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Process itself there are 12 steps in the process we're taking 1,500 candidates.

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Through 12 steps, so we're trying to sort out how we can do that through a lean.

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With a lean process, so it's possible to bring the candidate in only once or.

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Twice that we we as well adopt an effective process, so we've we've we've.

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Been working on it through inspector Kurt Ray, actually over the last several.

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Months we'll be happy to bring you the proposal we've got and finalize and.

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Launch it a follow-up question, so the timeline.

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Will be available for to us in April I think we'll bring you the communication.

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In April and the rest of the process in March- oh sorry, May we've just got a little bit more work to do on the process. End of it.

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And to finalize and ensure that what we do aligns with the Human Rights Tribunal.

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And the collection of information on people's gender and cultural background.

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Haven't quite close that loop yet thank you any other question, madam Bell. Okay,.

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Now see mr. Dresner chef, I'm interested I, think I know the answer, but I would.

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Really like you to explain it anyway, the whole business of collecting firearms.

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That you're going to be doing with the OPP. Can you explain why you would not.

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Take anonymous calls or just the whole idea of being able to collect as much as.

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Possible, but there are certain limitations: I understand that you can't.

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You can't do, can you explain to us why that is certainly what we'll take any.

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Phone call that will help us remove a firearm from former residence, where the.

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Owner is no longer using them. So I'm not clear on the anonymous call inspector.

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Yes, I'll try to answer that, then. The the idea with the amnesty is is to get the.

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The disused firearms that are sitting in in family homes and our are open to.

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Break-Ins, we don't tend from our experience to get a lot of actual crime.

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Guns but we remove legitimate guns that have a good chance of becoming crime.

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Guns there are other mechanisms that we find more effective for actually getting.

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Crime guns and that's from people involved in criminal activity. We get a.

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Lot of tips to Crime Stoppers and then our investigators will we'll follow that.

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Up or through through informants or other other mechanisms, we'll will target.

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Those crime guns, one of the issues with looking at anonymous- is that when we.

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Don't know where, where the guns are are coming from and it's if somebody's.

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Turning up there's some checks and balances, you have to do and check the firearms to see where they're from and it hasn't been a hindrance in the past.

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But we just got to be careful that we investigate do a due diligence on when.

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Firearms are turned in okay. Another question to the Chiefs.

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Verbal report- that not so much about that Chiefs verbal report question to.

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The Director General there was a delay in in a workplace accident and injury.

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Annual report, so is that coming in April as well liji, yes, mr. chair, okay, okay, I'm.

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There, on the chief verbal report, you see see. Thank you very much folks,.

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Thank You chief item number five finance status report: 2017. We have question from.

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Councilor hopely Thank You mr. chair and I have a few questions on the identified.

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Pressures and solutions you list WSIB claims and long term disability. Do we.

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Know if this is related to changes in the job that's being done or have we.

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Looked at the screening criteria for the new employees, so is this: you know we've.

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Heard several presentations about how we need to reduce or relax the screening.

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Criteria is that contributing to this problem here. Mr. Charles start with that.

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As far as that, we have certainly not reduced to relax that any screening.

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Criteria and our processes are not change with respect to to that. That's.

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Concerned where we're seeing a WSIB trending up across policing is some.

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Workplace injuries, some injuries with respect to a mental health and mental.

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Well-Being there has been the presumptive legislation that has been.

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Passed and approved by the province so where now we're seeing increases in that.

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Area we knew that you know as a community, we we were talking more about.

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Mental health and as a profession, emergency responders, first responders.

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Are now talking more about that? We are, we are seeing a change in the the.

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Stomach the stigma that has been associated with mental health and first.

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Responders, as a result of that, we are having more people come forth and.

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Declare mental health issues and putting claims in that is a good thing, because.

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Now we are dealing with people with mental health issues and they are.

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Getting treatment and getting better can come back to work.

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But that is that is seeing a trend across the province in pressures around.

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That WSIB and if I've missing an angle, that's it and that's that's very good.

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Chief about why we want to have these programs to look after the officers.

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Because we do ask the men and women of the police force to do especially hard.

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Jobs and unique work, so that's why I'm asking do we know like you're, saying.

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It's mostly mental health claims, that's what I'm wondering are. You is a force or.

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The service tracking this to see if there's any groupings or any trends.

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Going on here, we do collect data with respect to the types of injuries there.

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Are limitations with respect to the different classifications because of.

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Diagnosis and our new ability to gather type information, an alternative to at.

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The DG for more specific Thank You mr. chair I think this is a question we can.

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Help answer next month, when we table the accident and injury report, because it.

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Starts to outline the the factors driving WSIB claims as well, so maybe we.

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Have a more fulsome discussion when you see the data, but it will help to.

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Identify the difference, musculoskeletal injuries.

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Versus occupational stress injuries and we we get a better evidence-based handle.

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On what's pushing WSIB? Okay! Thank you. So my next question is to.

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Do with the the sails of the collision reports we talked about this before by.

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The budget process that the efficiencies are nowhere near being achieved so.

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You're, making adjustments to the budget with it is it. This was that developed by.

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A consultant, or was that developed in-house these estimates, mr. chair, that.

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Was all in-house work that was done a number of years ago, back in 2007 or 2008.

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He plays a deputy, that's when that work was done and we are achieving the.

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Majority of the objectives around the collision reporting centers, we our.

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Officers used to respond to 70% of the collisions that were occurring on the.

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Road and 30% would come to the police stations. We've actually shifted. Our.

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Trend where our officers now only respond you 30 percent and the 70.

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Percent are coming into the center, so the goal of reducing the cost reserves.

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That are taking place, providing efficiencies with respect to the service.

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Hours that our officers are out there doing more proactive work, that's been.

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Achieved the financial targets around the number and the uptake of purchasing.

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Of collision reports from the insurance companies- that's where we have not seen.

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The monies and the the revenues as we project it we've also.

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Seen the number of collisions in our city reduce, which is a great thing.

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Effort to happen, which is contributed to the revenue, so we've have a three to.

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Four year plan to right-size that budget with respect to the revenues, we continue.

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To work with insurance companies to see exactly what we can do to to make the.

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Purchase reports a little more attractive, but that's the that's. The.

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History behind that item Thank You chief, the the next one down, though we talked.

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About the there's been a reduction in Express fees, this is to do with the.

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Background checks for the same-day service, because now that's standard that.

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Was part of the whole business case as to why we're going there so I'm curious.

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As to, why were three hundred thousand dollars short? Because of that did we not.

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Anticipate that that fee would drop drastically so I'll start that one and.

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Again and turn it over to the DG for response, we're going to be coming back.

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To the board, with a new fee structure proposal with because we've gone for an.

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Online perspective, we wanted the online platform to stabilize and to see exactly.

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What the uptake was going to be? We've achieved our objectives with respect to.

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The percentage of people that are actually going online and based on that.

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We want to come back with a new free structure that ensures that we are we're.

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Covering our costs from front end to back end inclusive of.

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All the types of clearance checks that we are processing work sector volunteer.

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Sector and vulnerable sector as well. Thank you, sorry, Thank You, mr. chair, the.

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The Chiefs right in the the history of our approach, we had hoped, though, to be.

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To be to the board last year with the revised fee proposal, so when we struck.

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The budget, it was our goal to present the revised fee structure for background.

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Checks, the in the light of the new option to work online or to to offer the.

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Service online, we ran into some operational issues when.

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We went live the we pushed all the volume to queens view and the fire.

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Marshal made it clear: we couldn't have more than 60 people in the lobby at one.

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Time so we introduced a very rudimentary booking system, but we spent most of our.

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Time trying to get wait times down to an acceptable level which, for us is 20.

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Minutes in the lobby, and your transaction time is about 12 minutes at.

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The counter or zero online and that's where we invested our effort, was.

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Balancing that we didn't feel we could bring forward a new fee proposal when we.

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Still didn't have our operation settle down, so we did recognize in our budget.

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That we were going to lose Express fees, we did. We just assumed that last year we.

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Would have the new fee proposal in front of the board, so instead, what we've done.

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Is try to stabilize operations make sure that that our service is solid before we.

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Bring you change in a fee proposal sounds good.

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Two questions left chief at the front of your solutions piece the table, one in.

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Your report on page two, it shows the savings with the fleet deferral now we.

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Know you can't do fleet deferral every year, but I'm hoping that as part of that.

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Process there might have been some sort of review of how we.

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Man, it's the fleet and replace the fleet, and is there can we expect some ongoing.

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Savings from that mr. chair, without what I do recall, is that we participated with.

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The city, when they did their fleet management audit, then we were part of.

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That audit and took a none of the recommendations to ensure that we were.

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Following through with them and I'll turn it over to Deborah on that one as well mr. chair I think we can look at further.

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Fleet fleet savings, the we're getting a lot more comprehensive data out of the.

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Enterprise's asset management system- that's m1 at the city, the the fuel.

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Consumption and their experience with the SUV is improving in terms of repair.

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And maintenance, so the those are always things we can fine-tune. We can offset. We.

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Got to watch the price of fuel because we've had 2.4 million dollars with a.

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Fuel budget 2.4 million dollars worth of maintenance budget. Basically, so it might.

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Actually be a way that that we temper the risk on fuel prices, but we've been.

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Very we have a inspector in charge now of the fleet, management area and I. Think.

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You'll see that that's an area we can continue to save on, so we don't know how.

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Much but we expect to see some savings yeah this years we've been able to get.

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Sort of get a full or getting a full year of fleet management under our new.

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Approaches you're right, though we can only do that deferral once, but I think.

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You'll see that that we'll be able to continue to add efficiencies there. Ok.

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The last question the self-insured claims is up by 3 million, currently.

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There's over 90 claims outstanding. What are we doing for an analysis on these.

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Claims and try to prevent that, because, with that many claims outstanding, you.

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Could blow your budget in one year if it all comes mr. chair, we work the city.

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Manages all those those ups any claims and we've we work very closely with city.

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Legal to identify any trends or patterns, what we are seeing.

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Is a shift in trend with respect to the types of claims that we are receiving in.

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The past, where we used to see our claims associated to injuries associated use of.

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Force those are very minimal now, but what we are seeing is his injuries.

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Relating to a motor vehicle collisions involving a police vehicle, whether.

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Directly or indirectly, the trend in Canada is around any type of.

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Musculoskeletal injuries, whiplash and those types of injuries people are now.

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Suing for those and legal counsel, Jeremy Wright has, as they briefed the board.

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Previously, on the trend that we're seeing from that perspective, so from.

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From a collision avoidance strategy, we continue identify individuals that you.

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Know once they, if they have one collision and that's at fault, they will.

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Be spoken with with the supervisors and then if they have two or more, then we.

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Have a driver, training expert that sits down with them and goes through them.

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With respect to a Anti potential driver training, more driver training, they will.

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Require so we monitor those to try to reduce the number of collisions that our.

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Officers may be involved with Thank You chief and thank you mr. chair and thank.

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You at member Hubley, Thank You mr. chair I'm, just wondering.

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Why the domestication was so much above the.

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Allotted budget or the anticipated budget, or did we not have, is this.

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Something that was a surprise or is this something we're good. We can plan for.

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Better in the future, because it is part of the normal process, maybe I should.

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Take this honor, that's some arbitration award. Its arbitration awarded us to give.

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That one, that did we budget for I, mean we budget for, but we didn't budget.

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Enough, obviously, was it because we anticipate a certain case that was going.

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Forward, or was it long ago,.

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You yeah I think what you actually see is a.

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Number of years this was I mean the issue of legal identification of.

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Officers was an issue in dispute between the board and the Association for some.

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Time and I think what you actually saw was a number of years compressed with.

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The resolution of that and the single payment being made at one time remember.

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Hope you can you turn your light off. Please, okay and this question to the.

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Director General because I think it'll be helpful. If you can explain the.

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Non-Departmental taxation account which, beyond the control of us, is the 3.5.

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Million dollar and that's in the taxation portion, maybe can explain it in.

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A Canadian Tire language, if you don't mind mr. chair, the police service, has.

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Its own tax rate and Ottawa is very progressed progressive in that way, we by.

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Having our own the police tax rate, we're able to see all the costs to operate, the.

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Police service, including at cost transferred from the city, so it is a.

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Very reflective statistic to say what policing, what the cost of policing is.

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For Ottawa in other cities, they often put that cost somewhere else or they put.

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Fleet costs or facility cost somewhere else. So it's hard to say what the actual.

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Cost of policing is so many years ago Ottawa as it's a governance for taxation.

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Created the police tax rate, the police tax rate then stands alone. It has, it is.

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It has assessment base estimates that the city develops and as well as.

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Something called supplementary taxes or payments in lieu of taxes and that those.

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Revenues are taken in to offset the cost of the police service and they create.

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The tax rate that's levied on the assessment base. Well, the police service.

D

Folks, don't do the assessment based calculations or the supplementary tax.

D

Calculations, those are done by the tax experts, the revenue experts at the city.

D

And given to us and then what happens at the end of the year is a.

D

Our excesses or or deficits in those taxation revenues that can have an.

D

Impact at the end of the day on the tax rate and the that's. What we've shown.

D

Here is that that we work with the city to finalize the those the status of.

D

Those taxation accounts. What we found is that they were below estimate by 3.5.

D

Million so the the taxation revenue was lower than than expected by city staff.

D

By 3.5 million dollars, the usually the city experienced the same kind of trends.

D

But not to the same extent, so the when we put together the police operational.

D

Deficit of three point: the three million and the taxation deficit of three point.

D

Five million overall, the tax rate is at six point, eight million. The cities are.

D

Responsible to determining what to do with that deficit, it they either if.

D

They're in a surplus position generally, they cover it off, which is what happens.

D

This year, if the city's in a deficit position, then we have to look at another.

D

Way to resolve the the deficit, because you it can be carried forward into the.

D

Next taxation year, but that's direction we would receive from city staff.

D

And the 3.5, which we want to call the deficit in taxation, there's no way to.

A

Find that out ahead of time, his City do they just elated, and they tell us.

A

That's what you're gonna to see, but they were short on some of the area in.

A

Driving because we are short, 3.5 I would imagine, the city was short for five.

A

Times that, if it's not more than that, is that correct, that's correct.

D

The and I think what we could do mr. chair, to be more helpful next year, is.

D

Perhaps we can in starting with the third quarter report, get an estimate.

D

From city staff about where they see those taxation accounts coming in is by.

D

Then they generally have they're supplementary tax reports and the tax.

D

Rolls are closed off so probably starting in q3. We can see if they could.

D

Give us an estimate of the position of those accounts. Sorry, mr. chair a point.

G

Of order on that, we don't have the supplementary at the third quarter. We get the subtle of Metra's at the fourth quarter, yeah.

A

So, basically, that our deficit is 3.4 on the operation side, but 3.5 is there is.

A

The tax deficit and in this report correct, okay and yeah and I'm just I.

A

Don't know this is not going to, but this is a great way. At least we begin news is.

A

We would estimate in the overtime- and we came below that- which is a good news on.

A

A management side to to manage the overtime properly in that area. So mr.

B

Chair, we have implemented a number of systems in place. We introduced some some.

B

Tools be able to give our suppliers and managers more real-time access to where.

B

The overtime numbers are before is a very manual and labor-intensive process.

B

All that has been automated now, so we are being able to give our managers the.

B

Real-Time information as to where overtime is so that is certainly helping.

B

The last in the last quarter and our surprise has done a great job of.

B

Managing overtime, the board, as the board recalls we, the board, did approve a.

B

Recommendation that we increase overtime budget for 2018 to make it more.

B

Realistic because of the trends we've seen in the past couple years, we did.

B

Increase our WSIB budget as well, and also our legal budgets as well, because.

B

Of the indemnification and other legal costs, so we obviously a strive to.

B

Achieve a balanced budget at the end of the year and we will continue to add to.

B

Put our efforts towards balancing our budget for the year end.

A

And they had a question on Tuesday over report. So absolutely on this item number.

A

Five, so item number five is that that the arrow Police Service would receive.

A

This report for information received thank you and thank you to all my.

A

Colleague, on there question and answer in this, one I can remember item number 6.

A

Chief, the swoon promotion process and I know there were some changes introduced.

A

From the agenda audit report, can you just tell us how this process is that.

A

It's working on and in in that area in the promotion process like has a change.

A

Anything has any change been introduced in this process, just a loss a little bit.

A

About the process, because I'm not sure if that will gonna answer this, there.

A

Thank You mr. chair the in the fall. We the process that we ran the the.

D

Inspector process, we started to pick up on the recommendations that we brought.

D

Forward from and presented to the Human Rights Commission, so if you remember, we.

D

Were clear that we would train people so the participe, the panel participants who.

D

Do the interviewing, or who do the scoring of the resumes that that you.

D

That those folks would be would receive GBA, plus training and a bias neutral.

D

Interviewing training so that we would help people to start to become aware of.

D

How bias can be introduced and to try and reduce the systemic barrier around.

D

The bias that can occur in interviewing, we also look to change the composition.

D

Of the interview panels so that it would include both men and women and do that.

D

Consistently and that we would have an independent facilitator in the.

D

Sessions to be to be monitoring the questions and the answers to ensure that.

D

That we didn't accidentally wander into an area that was a creating bias, so the.

D

The results of the the process proceeded that way the results came forward. We.

D

Haven't yet introduced a placement using gender, which we've done in some of the.

D

Other processes, for example, in our development rotation process, gender, is.

D

Included if people want it to be, if you self disclose your gender, we use that in.

D

Placement that hasn't been a step that we've taken in the inspector promotion.

D

Processes, have you take those steps in other promotion like in a sergeant and.

A

Staff session so far, the inspector process was the first one to commence.

D

After we adopted the new approach.

A

Member Valiquet I know you have a question: about., yes, Thank, You, Mr., chair.

E

So are you saying, then, that if someone is applying for a position internally.

E

They're asked to self-identify or not in in the in the the most recent processed.

D

In the developmental rotation process, we outline to the the members that you.

D

Could self-identify by gender if you wanted to so it was your choice and that.

D

Once you had passed the process and qualified, so we had an equally qualified.

D

Pool that we would use if you had, if you self-identified, we would use that for.

D

Placement, so everyone is qualified, no change in qualifications, but the goal is.

D

To ensure that across the Police Service we have gender representation.

D

So we're we're the developmental opportunity was. We would check to see if.

D

That section how well they were doing on gender representation and if they were.

D

Above our 23% average not likely to place the woman there, if it's tactical.

D

Where they're zero, then then that would be a place that if someone had.

D

Self-Identified as female and they'd expressed interest in tactical that we.

D

Would use that as a way to for placement. It's a way to ensure that we that we.

D

Gain representation across the Police Service, but you choose when you declare.

D

Your gender, whether you want to participate that way or not, and some.

D

People did and some people didn't. Okay, I find that very interesting, because I'm.

E

Not sure if I was to apply for a position that I would necessarily.

E

Self-Identify because I would want to get the job based on merit. First, so I'm.

E

I'm wondering how well this is received within the membership if you're getting.

E

Any positive or negative feedback on it. How do male applicants feel about it? Do.

E

They feel that it's unfair towards them. Do they get to self-identify I'm I'm.

E

Wondering if this practice is being used anywhere else in the country and if.

E

You're able to provide us with some information how well you feel the.

E

Membership is responding to this new method, because I do think that it's it's.

E

Being done for the very right reasons, but I'm not sure to what degree it's.

E

Being well received, I think it's something we need to talk about.

B

Excellent question and it there is a mixed bag. It's certainly a bold step.

B

That we have taken as as a police service, and we are leaders in that area.

B

To ensure that, as a result of the general audit to ensure that women had.

B

Equal access to opportunities in our transfer process, a promotion policy.

B

Process and in our in our goal to ensure that we do have representation across.

B

The entire Police Service introducing this element and change into our.

B

Transfer policy which applies to development, Paul's rotations are fixed.

B

Terms and anchor positions has certainly created a lot of discussion within the.

B

Police, Service and and a it's a discussion that is it's a healthy.

B

Discussion because the discussion needs to be had and we wanted to make sure.

B

That it was discussion based on facts, so we've been out there communicating as.

B

Best as we can and our senior leadership team as well communicating the reasons.

B

Why we've made these changes and you're quite right that that there's been a.

B

Mixed reaction with males women and within you know, women as well some as.

B

You rightfully explain some want to ensure that they're chosen on merit.

B

Merit alone, what we have said is that, once you qualify for position, you are.

B

Qualified as qualified as anybody else in that pool, however,.

B

Our audit revealed that the policies that we have had and the practices we've.

B

Had for years that have been entrenched in placing have not allowed women to.

B

Succeed as well as quickly as their male counterparts, so we did have to make a.

B

Change in fundamental change in our policy to equal the playing field and to.

B

Make it equitable for everybody, so it has. We have some some happy people, some.

B

Unhappy people, but as your last statement, we have done these changes for.

B

The right reasons, and as an organization this is a big change and we're working.

B

Through it, there's nobody that would dispute the fact that this will make us.

B

A better organization, so that is not in dispute, but certainly from a culture.

B

Perspective, it's a we're working through it.

A

And if I look at just one second, okay go ahead: yeah, okay, it's just on the same I.

E

Think, from my perspective, my opinion, education is the number one thing the.

E

Number one factor, and not just for women, it's for all the members that they.

E

Understand why you're doing what you're doing and that it doesn't segregate our.

E

Membership, it doesn't, you know, make us versus them kind of thing. So I look.

E

Forward to hearing more about this and how you move forward with it and how.

E

Things will progress in a positive manner. Thank you.

E

That some of those recommendation was in the audit to gender audit recommendation.

A

So this is nothing new to us right, like your honor but I'm, going to okay, I'm.

A

Going to turn it to the Director General to answer this one. Thank thank you.

D

Mister chair, we had a very lively discussion on this this morning. Actually.

D

We have a women's information network breakfast and I'm, going to single out.

D

Inspector Kevin Maloney, who actually brought this issue for he was. We have.

D

Been attend to it's, not just the women, and he brought that question for because.

D

The speaker was one of the retired acting commissioned a coms from British.

D

Columbia and she they've introduced this in the RCMP, so Kevin actually asked her.

D

About that and she strongly supported, it said that they probably a different kind.

D

Of version of the same approach that we have and I think it will be, we've got.

D

Both men and women talking about it, which is the way to start this.

D

Conversation Deputy Bell has been down spreading information talking to his.

D

Folks about it, because it is it's a way forward and and we're definitely pushing.

D

New ground forward, that's always an exciting time that we we've got both men.

D

And women leading and talking and I think that's that's the one of the.

D

Things we'd hoped for are you down in madam Pelican yeah, see.

A

Mercy knows this: one makes it much good member block, Thank You mr. chair.

C

I'm just wondering- and this may be a very touchy subject, but can we not use.

C

The same process to ensure that we don't just have a fair spread of women across.

C

The service, but that we have people of different skin tones and different.

C

Cultures and different backgrounds equally spread across the service. If.

C

They choose to self-identify. Mr. chair, we are know, that's one of the things.

B

That we are hoping the diversity audit that we are going. We are undertaking.

B

Will help us identify, we've made the change in policy based on evidence and.

B

We want to make sure that we have the evidence to support the changes in.

B

Policies that that are required, so that is certainly an element that we are.

B

Going to be looking at through the lens of the diversity audit, which were we are.

B

A

Any other question on this sytem.

A

Soup so item item six, that the report recommendation that the Auto Police.

A

Service Board received this report for information on item receive see. Thank.

A

You very much and that will conclude our meeting in this open session. I need a.

A

Motion to move in camera so move by member Smallwood. Thank you very much.

A

Folks have a great evening.