►
From YouTube: Ottawa Police Services Board – February 24, 2020
Description
Ottawa Police Services Board meeting – March 23, 2015 – Audio Stream
Agenda and background materials can be found at http://www.ottawa.ca/agendas.
Category
B
B
Your
return
it
over
to
you
merci
beaucoup
mr.
chair
and
everyone,
hello,
and
thank
you
for
being
here.
We're
going
to
be
making
these
check,
presentations
and
I
hope
we're
ready
to
go
over
there.
Okay,
so
chair
board.
Folks,
in
the
audience
the
10th
annual
Ottawa
police
gala
was
held
on
November,
9th
2019
at
the
Shaw
Center.
It
was
a
particularly
a
grand
day
for
my
family
and
I
was
our
first
big
event
in
the
city
and
we
enjoyed
it
a
lot.
B
It
was
a
huge
success
recognizing
and
celebrating
the
service
of
our
members
to
the
community,
while
raising
funds
to
improve
the
lives
of
residents.
For
the
first
time,
the
gala
was
sold
out
and
big
thanks
to
Jim
Elves
and
Miss
Catherine
Clark,
who
I
know,
is
here
for
their
exceedingly
hard
work,
along
with
the
planning
team
to
put
this
on
it's
important
for
the
community
and
the
police
to
recognize
the
role
that
each
play
in
making
Ottawa
a
great
and
livable
place.
B
It's
even
better
when
we
can
raise
money
for
important
organizations
that
provide
services
to
some
of
our
more
vulnerable
community
members,
especially
youth
I'm,
happy
to
report
that
eighty
six
thousand
five
hundred
dollars
was
raised.
The
snowsuit
fund
was
selected
as
a
beneficiary
for
their
commitment
to
providing
new
snow
suits
for
less
fortunate
youth
of
the
National
Capital
Region.
The
money
we
raise
will
help
to
ensure
they're
able
to
provide
their
annual
target
goal
of
sixteen
thousand
snow
suits,
delivered
operation
come
home
was
selected
as
a
beneficiary
for
their
work
with
the
vulnerable
youth
operation.
B
Come
home,
offers
a
multitude
of
programs
and
educational
opportunities
that
help
hundreds
of
at-risk
and
homeless
youth
to
access
the
services
and
support
that
they
need
in
order
to
make
positive
changes
in
their
lives.
Both
of
these
programs
provide
confidence
and
skills
for
youth
to
create
brighter
futures
for
themselves
as
well.
The
gala
proceeds
were
donated
to
the
Beachwood
Cemetery
for
the
Ottawa
Police
Service
memorial
as
a
way
of
honoring
those
who
have
dedicated
their
lives
to
serving
and
protecting
our
community.
None
of
this
would
be
possible
chair
without
the
ongoing
support
of
our
sponsors.
B
The
generosity
and
commitment
they
have
demonstrated
supporting
the
gala
confirms
why
this
city
is
one
of
the
best
places
to
live.
We
appreciate
every
sponsor
donor
and
volunteer.
We
could
not
have
accomplished
this
without
them
as
a
reminder
to
everybody.
The
11th
annual
o-p-s
gala
will
take
place
on
Saturday
November
7th
2020
at
the
Shaw
Center.
The
application
process
will
open
soon
for
new
charities
to
pitch
their
ideas
that
create
assistance,
support
or
opportunities
for
residents
in
our
community.
B
We
hope
that
everyone
will
be
there
with
us
to
make
the
gala
another
wonderful
success
and,
as
a
reminder
to
date,
the
gala
has
raised
1
million
dollars
and
again
I
want
to
thank
everybody.
Who's
contributed
in
any
way
to
this
excellent
initiative.
Thank
you.
Unless
there's
questions
from
the
board
or
comments
I
think
we
can
make
the
presentation
Oh
Kathryn
is
here
and
we'd
ask
Kathryn
to
say
a
few
words.
Thank
you.
C
The
counselors
mr.
chair,
as
well
your
worship,
ladies
and
gentlemen
Madame's
mr.
donfield
a
twist
about
my
wardrobe,
usually
missus
Emma,
develop
children,
a
community
positive
enmity
special
in
our
in
my
role
as
co-chair
of
the
community
co-chair
of
the
gala.
It
really
is
an
opportunity
for
us
to
be
able
to
celebrate
the
fact
that
policing
is
about
more
than
protection.
It's
about
community
building,
it's
about
strengthening
relationships,
often
for
those
who
are
the
most
marginalized.
C
And
so
we
are
really
delighted
to
be
able
to
have
these
check
presentations
today
and
to
be
able
to
continue
to
show
the
tremendous
dedication
of
the
Ottawa
police
force
to
this
community
and
at
just
as
a
citizen
of
Ottawa
I.
Thank
each
and
every
one
of
you
for
the
service
that
you
provide
to
all
of
us
and
to
our
our
families
and
to
the
organizations
that
you
support.
Thank,
You
chief.
A
Okay,
so
moving
on
with
the
agenda
now.
The
first
thing
is
the
confirmation
of
the
agenda
that
the
Ottawa
Police
Services
Board,
confirmed
the
agenda
of
the
24th
of
February
2020
meeting
confirmed.
Thank
you,
confirmation
of
minutes
minutes
number
17
of
the
27th
of
January
2020
that
the
Ottawa
Police
Services
Board,
confirmed
minutes.
Number
17
of
the
27th
of
January
2020
meeting
confirmed.
Thank
you.
Are
there
any
declarations
of
interest?
None.
A
There
are
committee
reports
now
from
the
committee
chairs
and
minutes.
The
first
one
is
the
Human
Resources
Committee
draft
meant
it's
number
six
of
the
5th
of
February
2020
the
which
I
chair
the
Human
Resources
Committee
met
on
the
5th
of
February.
We
discussed
a
new
draft
framework
for
conducting
the
performance
evaluations
of
the
executive
command
members.
One
of
the
main
responsibilities
of
the
board
is
the
evaluation
of
the
Chief
of
Police.
A
We
are
looking
to
revise
our
framework
in
order
to
one
include
more
tangible
performance
measures
to
take
into
account
the
contributions
of
the
individual,
as
well
as
the
executive
team
to
reincorporate
a
form
of
360
review
and
finally
build
in
more
face-to-face
time
with
the
executive
command
to
focus
on
their
objectives
and
ongoing
process
at
multiple
points
through
the
air.
We
also
discussed
the
draft
equity
diversity
and
inclusion
action
plan.
A
D
Now
see
mr.
gwizdo
policy
and
Governance
Committee
met
on
February
the
7th
we
discussed
an
internal
communications
protocol
for
the
board,
which
is
on
this
evenings
agenda
for
approval.
We
also
talked
about
the
development
of
a
crisis
communications
plan,
which
is
part
of
the
board's
2020
work
plan.
This
communications
plan
will
be
developed
jointly
with
the
service
with
input
from
board
members.
D
Finally,
we
discussed
a
board
policy
pertaining
to
the
commemorative
naming
of
police
facilities
in
the
coming
month.
The
committee
will
be
looking
to
recommend
to
the
board
a
commemorative
naming
of
a
space
within
the
New
South
Division
building,
and
this
we
will
do
in
cooperation
with
the
service.
The
commemoration
will
be
intended
to
honor
flora
Campbell,
the
first
policewoman
ever
hired
by
the
Ottawa
Police
Service,
as
well
as
the
overall
contribution
of
women
in
policing.
Thank
you,
Thank.
E
Thank
you
to
white
I,
reiterate
full
faith
and
confidence
in
your
leadership,
an
executive
director
and
fellow
board
members.
It
is
my
considered
suggestion
that
the
entire
document
about
the
internal
communication
is
indeed
a
great
initiative
and
well
documented.
Thank
you.
However,
it
is
my
view
and
suggestion
that
there
be
minor
variants
at
point
number.
A
E
A
The
report
yeah-
that's
one-
can
we
receive
the
report
received.
Thank
you,
okay.
Then.
The
the
next
item
on
the
agenda
are
inquiries
and
I
have
two
inquiries.
The
first
null
read
the
inquiries.
The
first
one
is
with
respect
to
a
an
article
that
was
recently
brought
to
my
attention
appeared
inaudible,
Life
magazine.
It
was
with
respect
to
a
public
complaint
lodged
by
mr.
Rodney
McClure,
with
the
O
I
PR
D,
concerning
the
conduct
of
an
Ottawa
police
officer.
A
The
article
alleges
subsequent
that
the
subsequent
investigation
by
the
Ottawa
Police
Service
into
the
matter
in
question,
was
found
to
be
not
reasonable
and
contained
a
number
of
deficiencies.
The
article
states
that
the
o-p-s
was
asked
by
the
oip
Rd
to
conduct
another
review
of
the
matter
and,
as
a
result
of
which
was
then
found
to
be
reasonable.
As
a
board
member
who
represents
community
interests,
I
was
concerned
when
I
read
that
an
investigation
by
the
o-p-s
into
a
public
complaint
was
characterized
as
not
reasonable,
containing
deficiencies
and
requiring
another
review.
A
So
I
would
like
a
comment
on
this.
In
particular,
I'd
like
to
know
what
was
not
done
in
the
initial
review
to
make
it
not
reasonable
and
deficient,
and
why
was
the
board
not
advised
of
this
finding
and
what
subsequently
was
subsequently
completed
in
the
second
review?
And
what
were
the
lessons
learned?
A
Yes
and
my
second
inquiry
was
with
respect
to
recently
a
story
appear
at
the
Ottawa
Citizen
pertaining
to
a
judge's
ruling
whereby
an
Ontario,
Superior
Court
judge
said
that
the
Ottawa
police,
tactical
units
use
of
dynamic
entry,
while
executing
a
search
warrant
at
a
home
in
November
of
2016,
was
described
as
serious
misconduct
and
a
casual
disregard
of
search
warrant.
Laws
for
those
who
are
not
aware,
dynamic
entry
is
a
practice
that
has
masked
officers
breaking
down
the
door
and
tossing
in
a
flash
grenade
with
guns.
Drawn
I
would
like
to
know.
A
First
is
dynamic
entry,
a
common
practice
in
executing
search
warrants
by
the
o-p-s.
Secondly,
what
is
the
decision-making
process
to
determine
whether
a
dynamic
entry
is
required?
And
thirdly,
will
there
be
a
change
in
the
process
going
forward
based
on
the
judges
comments?
So
those
are
my
requires.
Are
there
any
other
inquiries,
memmer
nerman
thank.
E
You
Ottawa
Citizen
reporter
February
13th,
which
lead
that
about
the
o-p-s
violated,
controversial
facial
recognition
software.
There
have
been
similar
reports
from
few
other
major
cities
in
the
province.
One
of
the
renowned
professor
onset
matters
from
university
of
ottawa
has
stated
that
there
are
significant
concerns
about
the
uses
of
this
art
software.
So
can
the
chief
assured
the
board
that
due
diligence
would
be
undertaken
prior
to
full
implementation
of
this
program
to
ensure
public
confidence
and
observance
of
the
privacy
law
to
its
fullest
extent?.
A
The
first
item
on
the
agenda
is
of
a
Chiefs
verbal
report
which
we
shall
hold.
The
second
item
is
outreach
and
recruitment
update,
which
is
a
presentation
so
we'll
hold
that.
The
third
item
is
the
internal
board
communications
protocol
and
remember:
nerman.
Did
you
have
a
question
on
that?
So
what
do
you
want
us
to
hold
it
for
you?
Okay,
we'll
hold
this
one.
A
The
fourth
one
is
the
equity,
diversity
and
inclusion
action
plan.
2020
2022
Chiefs
report
that
the
Ottawa
Police
Services
Board
approved
that
the
Ottawa
police
service,
equity
diversity,
inclusion,
action
plan,
2022
2022,
as
amended
that
was
originally
tabled
and
presented
at
the
board
meeting
on
27th
of
January
2020.
Is
this
approved?
Thank
you.
Number
five
appointments
made
under
the
inter
provincial
policing,
Act
2019
annual
report
that
the
Ottawa
police
board
received
this
report
received.
Thank
you.
Work
force
management
report.
The
the
Ottawa
police
part
approve
the
appointment
of
sworn
officers
identified
in
this
document.
A
Member
valach
8.
Did
you
have
a
question?
Did
you
want
this
held
you're?
Fine,
okay?
Is
this
approved
and
received?
Thank
you.
Okay,
number.
Seven
is
the
positive
workplace,
2019
annual
route,
or
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
received.
You
have
a
question.
Would
you
like
this
help?
Okay
number
eight
Quality
Assurance
2019
annual
report,
compliance
with
ministry
standards,
but
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
Is
this
received?
Thank
you
number
nine.
The
performance
report.
A
Fourth
quarter,
the
Auto
Police
Services
Board,
received
this
report
for
information
received.
Thank
you.
Number
ten
modernization
roadmap
program
update
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
this
received.
Just
for
your
for
those
of
you
know
this
is
this
will
be
the
final
report
on
this
subject
this.
This
is
a
defendant
finalizes.
This
update
to
the
board
number
eleven.
The
report
on
the
siu
investigation
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
Is
it
received?
Thank
you.
Number
twelve
legal
services
report.
A
Fourth
quarter,
2019
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information,
received
number
thirteen
outstanding
board
inquiries
in
motions
every
20
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
received.
Thank
you.
Letters
commendation
Chiefs
report
that
the
Auto
Police
Services
Board,
received
this
report
for
information
received.
Thank
you.
So
going
back
to
item
number
one,
which
is
the
Chiefs
verbal
report
chief,
can
I
turn
it
over
to
you.
B
Thank
You,
chair
board
bonsoir
reduces
good
afternoon
everyone.
Since
the
new
year,
we've
made
a
series
of
announcements
that
will
set
the
path
for
the
art
of
a
Police
Service
over
the
next
five
years.
I
want
to
thank
the
board
for
your
support
on
these
initiatives.
Good
Counsel
and
good
tough
questions
as
well.
I
also
want
to
thank
the
community
equity
counsel,
representing
a
unique
and
diverse
view
of
folks
in
Ottawa,
who
again
have
challenged
us
to
make
sure
that
we
are
bringing
the
best
that
we
possibly
can
around
diversity,
equity
and
inclusion.
B
Not
last
last
but
not
least,
I
want
to
thank
the
Ottawa
Police
Association,
follow
the
senior
officer
association
again
asking
tough
questions
and
ensuring
that
their
members
and
their
constituent
priorities
are
incorporated
meaningfully
into
our
deliberations
and
decisions.
We
have
made
significant
steps
to
increase
frontline
staffing
boost
overall
organizational
morale,
double
our
investment
in
neighborhood
policing
and
yes,
advance
equity
diversity,
inclusion
within
the
Ottawa
Police
Service.
These
changes
will
impact
and
improve
almost
everything
we
do
as
an
organization
both
internally
and
externally.
B
These
decisions
are
important
to
building
up
the
Ottawa
Police,
Services
effectiveness
and
our
members,
individual
resiliency,
while
also
improving
organizational
transparency
and
accountability
to
the
board
and
beyond.
It's
important
that
these
changes
are
something
that
we
do
together
as
part
of
the
mandate
handed
down
to
me
by
the
members
of
the
board.
B
After
my
first
hundred
days
on
the
job,
as
chief
I
recorded
a
video
for
all
the
members
that
I
wanted
to
share
with
the
board,
as
well
as
to
those
who
are
present
in
the
audience.
The
video
outlines
in
greater
detail
the
work
that
we've
done
together
so
far
to
move
this
service
forward
and
to
address
the
needs
of
our
community
and
ask
an
act
cohn
to
play.
The
video.
B
Hi
folks,
just
about
100
days
ago,
at
6:45
a.m.
in
the
morning,
I
had
the
honor
of
receiving
my
chief
of
police
badge
from
Constable
Corey
McNeil
I
have
to
tell
you
it's
one
of
the
best
moments
in
my
entire
life.
It's
certainly
one
of
my
best
moments
in
policing.
A
lots
happened
since
at
that
moment,
we've
done
a
lot
together
and
there's
a
lot
more
to
come.
So
we've
done
a
lot
in
the
first
hundred
days.
We've
done
a
lot,
not
me.
This
is
a.
B
We
exercise,
you're
the
ones
that
honestly
came
in
and
told
me
straight
to
my
face.
What
was
going
on,
what
we
needed
to
do
to
make
it
better
and
your
own
personal
commitment
to
work
with
me
to
make
this
happen.
All
the
listening,
all
the
learning.
All
the
planning
and
discussing
we've
now
hit
a
point
where
we're
making
major
decisions,
major
announcements
and
we're
about
to
pivot
from
that
first
hundred
days
of
listening
learning
and
deciding
into
action,
implementation
and
driving
this
organization
forward.
B
One
of
the
first
things
that
we
needed
to
look
at
coming
into
the
new
year
was
a
doubling
of
our
commitment
to
neighborhood
policing.
You
know
I
know,
neighborhood,
policing
makes
a
difference,
but
now
we're
doubling
down
and
in
fact,
we've
doubled
the
number
of
neighborhood
resource
teams
that
will
be
deployed
out
there
in
six
neighborhoods
before
the
end
of
the
year.
B
Those
are
frontline
officers
who
are
going
to
be
doing
the
heavy
lifting
of
getting
to
know
the
community
earning
their
respect,
addressing
problems
at
the
root
level,
still
targeting
the
high
of
the
high
offenders
who
are
who
are
victimizing
those
communities.
It's
going
to
be
a
new
way
of
doing
policing,
built
on
on
the
oldest
tradition
in
policing
and
I'm,
confident
that
the
Ottawa
Police
Service
is
going
to
be
the
leader
in
neighborhood
policing
in
this
country
and
around
the
world.
B
B
We've
seen
a
rise
in
hate,
related
crimes
and
violent
extremism,
not
just
here
in
this
country,
but
around
the
world.
Ottawa
Police
Service
has
a
rightful
reputation
of
being
the
first
police
agency
in
Canada
to
implement
a
hate
crimes
unit
back
in
1993.
We're
gonna
make
a
reinvestment
in
the
hate
crime
section
here,
we're
adding
two
new
detectives
in
there
we're
going
to
be
even
more
coordinated
with
our
city
partners
and
our
community
partners
we're
going
to
produce
more
meaningful
data
to
advance
our
investigations
and
to
help
the
community
to
understand
what
we're
doing.
B
Why
we're
doing
and
ultimately,
how
well
we're
doing
I'm
grateful
for
the
hard
work
of
people
like
detective
togoro
who's
been
in
that
area
for
years,
leading
the
charge.
On
behalf
of
this
organization
and
we're
providing
more
resources
and
more
community
partners
to
get
to
a
better
result
here
in
this
city,
one
of
the
first
times
I
met
with
frontline
officers,
a
group
of
25
officers
for
varying
degrees
from
across
the
service,
sat
down
and
gave
me
my
first
real
straight
talk
as
Chief
of
Police
and
believe
me,
they
held
nothing
back.
B
In
fact,
the
very
first
officer
who
came
in
front
of
me
was
from
our
sexual
assault
in
child
abuse
section
and
that
Officer
looked
at
me
straight
in
the
face
and
said
we
need
help
in
the
Sacre
unit.
We
need
help
across
this
organization.
We
need
resources,
we
need
staffing,
we
need
you
to
listen,
we
need
you
here.
We
need
you
to
respond.
We
need
you
to
act
on
what
we're
telling
you
and
I
will
tell
you
that
presentation
hit
me
hard.
This
officer
represented
the
feelings
that
I
was
hearing
from
across
this
organization.
B
We
need
more
resources
to
do
our
job
to
a
better
degree,
I'm
proud
of
the
work
being
done
by
the
sac
members,
the
previous
members
in
that
unit
and
the
current
members.
It
should
be
a
unit
that
that
protects
victims
that
promotes
the
quality,
this
organization,
and
that
puts
some
of
the
most
dangerous
predators
behind
bars.
We've
talked
a
lot
about
the
advancements
we've
done
in
our
operations,
but
I
will
tell
you
one
of
the
most
important
things
that
we
have
done
to
date
in
my
tenure.
B
As
chief
is
look
after
the
members
themselves,
I
remember
the
tragic
circumstances
of
the
death
of
Officer
Thomas
Roberts.
It
happened
before
I
took
office
and
before
I
was
sworn
in
as
their
chief
of
police,
but
it
hit
me
like
a
hammer
as
I'm
sure
it
did
for
you.
That
was
a
signal
to
me
that,
coming
into
this
organization,
we
had
to
fix
our
own
house.
We
had
to
increase
the
health
of
our
family,
we
to
build
a
resilience
of
our
frontline
officers
and
frontline
civilian
members.
B
We
have
to
better
understand
the
trials
and
tribulations
that
you're
facing
not
just
your
physical
health,
but
your
emotional
health
and
your
psychological
health,
underneath
the
equity
diversity
and
inclusion
plan
is
an
attempt
to
build
resilience.
Improve
wellness,
improve
your
safety,
your
physical
safety,
free
from
a
workplace
of
bullying
and
intimidation,
your
psychological
safety
that
you
can
bring
your
entire
self
to
work
and
be
confident,
no
matter
what
your
lived
experience.
B
What's
your
background,
what
your
race,
your
gender,
your
sexual
orientation,
what's
your
religion,
that
you
can
come
to
the
Ottawa
Police
Service
and
bring
your
full
self
and
and
invest
in
yourself,
allow
yourself
to
reach
your
full
potential
and
by
doing
that,
allow
this
organization
to
reach
its
full
potential,
the
equity
diversity
and
inclusion
plan.
The
EDI
plan
at
its
heart
is
for
everybody
in
this
organization,
not
just
for
women,
not
just
for
racialized
minorities,
it's
for
everybody.
Everyone
has
skin
in
this
game
and
we're
all
have
to
work
together.
B
To
make
this
a
better,
safer,
healthier
place.
We
now
have
an
action
plan
that
will
allow
us
to
do
that.
I'm
very
proud
of
the
team
that
put
it
together
and
I'm
very
proud
for
all
of
you
that
made
a
contribution
to
helping
us
to
understand
what
we
needed
to
do
better
together
through
your
contributions
through
your
urging,
through
your
feedback
through
the
work
of
the
command
team,
the
senior
leadership
team
and
members
across
this
organization.
We've
come
up
with
a
plan
to
accelerate
our
hiring
in
2020.
B
Instead
of
waiting
over
the
course
of
four
years
to
accumulate
a
hundred
extra
hires
to
grow
our
organization,
we're
going
to
do
it
all
in
one
year
in
2020,
we're
gonna
hire
100
new
growth
officer
positions
into
the
audible
police
service.
The
largest
year
of
hiring
in
our
history
I
know
it's
going
to
put
a
lot
of
stress
on
the
organization,
but
I
know
this
is
what
the
organization
wants
and
needs
and
we're
gonna
do
this
together.
We're
gonna
hire
top
quality
group
of
new
officers,
very
diverse,
very
capable
of
advancing
our
public
safety
agenda.
B
They're,
going
to
take
the
stress
off
your
backs,
it's
going
to
raise
morale.
It's
going
to
give
more
opportunities
for
transfers
around
the
organization.
It's
going
to
create
a
level
of
excitement
and
energy
in
this
organization
that
is
long
overdue
and
well
deserved.
I
want
to
thank
all
of
you
for
hanging
in
they're
for
working
hard
for
going
the
extra
mile
for
doing
everything
you
could
to
keep
this
organization
on
track
until
we
could
get
a
little
bit
of
relief
come
in.
It's
not
going
to
solve
all
of
our
problems.
B
We're
gonna
have
to
make
sure
we
prove
a
return
on
this
investment,
but
this
is
a
single
biggest
hiring
inaudible,
police,
history
and
I'm,
proud
of
the
team
that
led
the
charge
to
get
this
done.
I
want
to
single
out
Chief
Administration,
Officer,
Jeff
Letourneau
and
the
HR
team
and
Finance
team
that
allowed
us
to
dot
the
I's
and
cross
the
t's
to
convince
the
mayor
and
the
board
to
make
this
investment
now
get
out
there
and
recruit
for
us
the
best
most
talented,
most
diverse
workforce.
B
We
can
possibly
have
let's
get
them
hired
in
on
the
ground
and
out
there
working
in
the
front
lines.
The
plans
are
our
plans.
The
implementation
of
them
will
be
up
to
us
and
the
ultimate
success
will
be
shared
across
the
entire
organization.
These
are
very
exciting
times.
Folks,
I
am
absolutely
proud
and
excited
to
be
a
member
of
the
Ottawa
Police
Service
I'm,
proud
and
humbled
to
be
your
chief
we're
going
in
the
right
direction.
It's
only
gonna
get
better.
Thank
you
for
everything
you've
done
for
me
and
my
family.
Thank
you
for
everything.
B
B
So
the
first
hundred
days
were
exciting.
The
next
hundred
days
are
gonna,
be
even
more
exciting.
I
suggest
even
more
challenging
and
again
I'm
grateful
for
the
support
and
guidance
with
the
board
and
my
command
team
and
and
the
leadership
around
here,
much
more
to
be
done.
While
we're
doing
all
this,
our
frontline
officers,
our
members,
are
doing
their
very
best
to
protect
and
serve
this
community.
Our
neighborhood
response
teams
continue
to
demonstrate
that
investing
in
community
policing
is
yielding
results.
Just
last
week,
our
South
End
team
seized
a
handgun
during
a
traffic
stop.
B
It
was
the
20th
crime
gun
that
our
service
has
seized
and
removed
off
the
streets.
This
year
to
date,
neighborhood
response
team.
We
saw
a
neighborhood
Resource
team
constable,
patty
McGill
has
made
it
her
mission
to
make
meaningful
changes
for
those
that
she
serves
and
protects.
She
has
started
to
work
with
residents
living
out
of
the
carling
avenue,
motel,
introducing
them
to
support
services
that
will
help
them
console
Miguel,
learned
about
a
summer
intern
program
with
the
city
and
that
one
of
the
teenagers
at
the
hotel
might
be
an
ideal
candidate.
B
She
worked
with
a
young
lady
to
create
a
resume.
This
led
to
the
idea
for
a
consul
mcgill
to
create
a
workshop
for
all
the
residents
of
the
motel
to
firm
up
and
revamp
their
resumes,
so
they
could
apply
for
jobs
and
successfully
secure
those
jobs.
She
also
contacted
Dress
for
Success,
a
local
charity
that
provides
professional
clothing
for
anyone
in
need,
as
well
as
working
with
residents
of
the
motel
to
identify
barriers
that
they
were
experiencing
in
trying
to
gain
meaningful
employment.
B
We
received
a
letter
from
a
mental
health
worker
who
was
assisted
by
our
officers
on
a
difficult
call
for
a
client.
The
letter
states,
both
constable
Stephanie
de
quay
and
Jeremy
Brazeau,
were
extremely
empathetic
and
compassionate
towards
my
client.
They
made
efforts
to
engage
her
and
managed
to
have
her
agree
to
willingly,
go
to
hospital,
no
easy
feat
with
this
woman.
Finally,
a
mom
wrote
to
us
to
thank
us
for
the
care
that
we
gave
her
daughter
during
a
mental
health
crisis.
B
I
quote
I
want
to
thank
and
commend
the
officers
who
helped
my
daughter
during
a
mental
illness
crisis
they
kept
her
safe
and
were
very
empathetic,
respectful
and
professional.
Finally,
board
I
failed
to
mention
earlier
in
the
chec
presentations.
In
regards
to
the
cheque
we
gave
to
operation
come
home,
acting
inspector
Dana
Reynolds,
who
was
in
the
front
row
there
in
the
gray
suit
she's,
the
actual
executive
director
of
operation
come
home
again.
B
This
is
work
that
she
does
entirely
on
her
own
time
to
promote
and
support
this
charity
and
I'm
grateful
for
officers
like
her
all
across
this
organization.
These
are
only
a
few
of
the
dozens
of
letters
we
receive
every
month,
and
these
are
only
a
few
of
the
examples
that
happen
every
single
day
and
it's
the
reason
why
I'm
so
proud
to
be
the
chief
of
the
Ottawa
Police
Service
and
with
that
I'll
turn
things
back
over
to
you,
sir.
Thank.
A
You
very
much
chief
I
just
wondered
it
remember,
Norman's
question
earlier:
I
had
heard
and
response
from
the
police
service
about
the
use
of
facial
recognition.
Software
and
I
know
that
and
various
committee
meetings
we
had
been
briefed
on
that
so
I'm
just
wondering.
Did
you
want
an
opportunity
to
answer
inquiry
now?
I
think.
B
A
B
Was
a
limited
pilot
that
took
place,
the
data
was
very
limited
in
terms
it
was
nothing
external
to
the
organization.
After
doing
an
assessment
to
see
if
there
was
any
efficacy
it
was.
It
was
terminated
at
that
point
and
it
has
not
been
revisited.
It
won't
be
until
we
bring
it
to
the
board
and
there
is
a
full
exploration
of
the
ethical
and
legal
and
practical
implications
of
it.
Who.
A
And
I
can
confirm
that
that
was
something
we
were
where
it
was
internal,
that's
before
your
time,
but
we
were
where
it
was
only
being
used
internally.
It
wasn't
being
used
to
the
public
and
we
were
very
insistent
that
before
any
external
use
of
it,
they
would
come
back
to
the
board
for
privacy
policies.
F
Thank
you
very
much
appreciate
it
and
I
want
to
say
thank
you
to
the
chief
on
on
many
of
these
initiatives
that
he's
putting
forward
I
appreciate
very
much
the
introducing
reintroduction
of
the
hate
crime
unit.
We've
already
seen
examples
in
our
city.
There
was
some
some
pretty
terrible
ones
and
I
appreciate
the
fact
that
that
was
taken
seriously.
So
thank
you
for
that.
F
I
have
a
question
for
you
in
terms
of
four
on
the
on
the
gender
side,
on
liaison
on
women
and
gender
equity
and
I'd
like
to
find
out
what
is
being
done
with
these
hundred
officers.
What
efforts
are
being
made
to
recruit
more
women
and
attracting
more
women
to
to
policing
it's
more
than
that?
It's
not
just
the
recruiting.
F
It's
also
reaching
out
to
them
at
an
earlier
stage
to
get
them
interested
in
the
profession
and
making
it
so
that
they
would
like
to
be
in
that
profession
and
getting
rid
of
issues
within
the
force
that
would
make
them
feel
uncomfortable
and
to
ensure
that
when
someone
is
recruited
that
they
feel
very
positive
about
it,
so
I'll
start
there.
Thank
You.
B
I
will
tell
you
one
of
the
things
that
excited
about
me
once
I
was
announced,
as
chief
but
prior
to
my
swearing-in
was
one
of
the
most
innovative
initiatives
to
outreach
to
women,
explain
to
them
what
the
profession
was
about
and
to
mentor
them
at
a
very
early
stage,
some
of
our
senior
female
leaders
in
the
room
here
today.
Maybe
you
can
put
your
hands
up,
who
were
part
of
that
effort
there
you
go
so
there's
been
a
number
of
initiatives
that
we've
already
undertaken.
B
It
will
continue
to
undertake
to
make
the
Ottawa
Police
Service
a
destination
sort
of
choice
for
everyone,
but
in
particular
for
female
applicants.
Who'd
like
to
have
a
career
in
policing,
but
if
you're
able
to
hang
tight
for
another
20
minutes
or
so
mark
Patterson
will
provide
a
much
more
detailed
overview
of
what
we're
doing
going
forward.
F
A
B
You're
gonna
ask
actually
superintendent
Patterson
to
kick
off
the
presentation.
I
know
he's
also
going
to
be
very
proudly
introducing
you
to
some
of
the
folks
on
the
front
lines
who
are
doing
the
heavy
lifting
to
help
us
to
accomplish
what
I
hope
will
be
not
only
an
unprecedented
quantity
but
quality
and
diversity
of
members
coming
into
the
organization.
G
G
So
mr.
chair
I'm,
going
to
introduce
the
panel
members
last
but,
as
the
chief
spoke
about
accelerated
hiring
was
as
one
of
his
priorities
and
I've
got
the
majority
the
recruiting
team
here
and
like
to
introduce
them
they're
setting
up
in
the
in
the
up
in
the
public
seating
there.
So,
hopefully
I,
don't
miss
anybody.
G
Constable,
Isabel
Sierra
talk.
She
can
stand
she's
a
temp
assignment
to
our
recruiting
team
constable.
Hak
tang
haqq
is
one
of
our
gurus
when
it
comes
to
technology.
He's
the
he's
behind
all
the
social
media
stuff
that
Maria
keen
is
certainly
keen
on
open
intended
on
putting
out
and
constituent
counsel
acting
as
part
of
our
recruitment
team
constitute
angioma,
Mackay
and
Annie
Constable
Heather
since
Heather.
G
Here,
no
constable
genitive
Lupe
one
of
our
new
additions
to
the
recruitment
team,
constable
fern
John,
Simon
constable
Stefan,
Fournier
constable
Alexi
campoli,
councillor,
Denis
Olivia,
a
temp
assignment
with
us
constable
su
right
and
missus
Melvin,
Han
rahimova.
You
stand
so
malvit
melville
like
to
stanford,
but
because
malva
is
the
mouth
was
a
glue
she's,
the
civilian
coordinator
and
probably
the
longest
standing
member.
I've
actually
did
be
part
of
the
panel
up
front,
but
she
was
too
shy.
G
So
I
wanted
to
make
her
stand
a
little
bit
longer
so
that
everybody
gets
a
good
look
at
moment,
so
Thank
You
Melvin
he
can
sit.
No
thank
you
and
for
our
panel
I'll
introduce
them
did
I
miss
anybody.
Hack
No
got
everybody
perfect
College.
Here's
a
panel
inspector
Heather
Lachine
she's,
going
to
be
speaking
about
the
Colchester
program.
I
was
with
our
PDC
acting
inspector
John
on
Bakula
from
the
recruitment
team,
acting
Staff,
Sergeant,
Jonathan,
Abdullah
and
Sergeant
Maria.
Keen,
as
we
all
knows,
the
face
of
social
media
there.
G
So
without
further
ado,
we
will
turn
the
presentation
over
to
them.
Oh
sorry,
okay
and
the
reason
why
I
missed
surgeon
says
Smith
is
because
certain
Smith
is
actually
starting
with
us.
Next
week,
I
apologize
to
Eva
didn't
see
at
the
end
with
the
uniforms.
The
surgeon,
Steve
Smith
is
a
he's
coming
from
our
PSS
section
and
he
will
be
starting
with
us
next
week.
I
apologize
for
that
Steven
without
further
ado,
I'll
turn
over
to
John
and
Heather.
H
Good
afternoon,
chair
members
of
the
board
and
members
of
the
o-p-s
executive,
we're
going
to
begin
our
presentation,
providing
a
an
overview
of
the
recruitment
initiative
and
efforts
that
we've
made
over
the
last
couple
of
years
and
further
discuss
changes
that
we
have
also
incorporated
with
the
coach
officer
program
and
as
we're
looking
into
this
exciting
year.
We're
building
and
hiring
more
than
we
have
ever
in
the
history
of
OBS.
H
And,
as
you
are
well
aware,
on
January
27th,
the
Police
Services
Board
approved
the
revised
sworn
hiring
plan
for
2020,
which
will
result
in
the
greatest
ever
hire
of
sworn
members
in
our
history.
This
has
required
a
lot
of
effort,
coordinated
effort
across
the
organization
in
order
to
make
this
a
reality.
H
Changes
to
our
hiring
process
are
not
new.
This
year
they
began
a
couple
of
years
ago,
particularly
particularly
with
the
creation
in
2019
July
of
that
year
of
the
outreach
and
recruitment
team
headed
by
sergeant
Keene.
Since
that
time,
we
have
worked
to
streamline
the
application
process
and
reduce
barriers
for
all
applicants
to
the
era.
Police
Service,
as
well
as
introduced
new
training
and
changes
for
our
background
investigators
and
increased
our
training
capacity
for
coach
officers,
which
inspector
Lachine
will
discuss
in
a
few
minutes.
H
In
July
2018,
we
saw
the
creation
of
the
outreach
recruitment
team,
headed
by
sergeant
Keene
through
this
process.
Through
this
team,
we
sought
to
have
a
mentorship
program
for
potential
recruits
and
applicants
to
our
service
and
to
have
a
unit
dedicated
not
only
to
helping
applicants
currently,
but
those
that
consider
policing
as
a
viable
career
choice
in
the
future
were
seeking
single
handedly
to
reach
out
to
all
members
of
our
community
and
encourage
them
to
make
our
police
ask
the
employer
of
choice.
H
H
H
This
process
is
comprised
of
nine
separate
steps
and
I'll
describe
them
shortly.
The
first
step
is
a
meet
and
greet
which
can
happen
in
person
online
over
the
phone.
It's
a
non
mandatory
step
just
for
applicants
to
get
to
know
the
HR
section
and
for
us
to
be
able
to
discuss
with
them
any
and
all
questions
or
concerns
they
may
have.
As
the
January
of
this
year,
we
have
introduced
an
online
application
requirement
which
sees
the
applicants
filling
out
an
online
and
online
document
and
submitted
to
us.
H
This
is
free
of
cost
and
it
has
replaced
the
previous
testing
and
application
process
that
we
had,
which
came
at
a
cost
to
applicants
through
this
applicants
that
I
deemed
to
be
competitive,
are
invited
to
a
pre
background
questionnaire
where
they
get
to
fill
out
a
personal
history.
Information
form
from
there
successful
applicants
are
the
ones
at
every
single
step
that
are
view
to
be
competitive
as
they
move
forward
they're
invited
to
a
blended
interview.
This
is
comprised
of
essential
competencies,
interview
local
focus,
interview
and
value
based
interview.
H
The
competitive
applicants
from
this
process
are
moved
to
a
fitness
assessment.
This
fitness
test
mirrors
the
one
that
they
will
have
to
pass
at
Ontario
Police
College
and
has
been
deemed
as
a
bona
fide
occupational
requirement
from
their
applicants,
undertake
a
psychological
assessment
comprised
of
a
personality
assessment
as
well
as
a
meeting
with
a
psychologist
from
there.
The
applicants
move
to
an
employment
screening
comprised
of
a
background
investigation
as
well
as
checks
with
several
of
our
law
enforcement
partners.
Engine
seized
both
provincially
as
well
as
nationally.
H
H
H
We
have
also
focused,
as
mentioned
on,
creating
a
better
interview
in
order
to
streamline
our
application
process,
and
we
now
also
run
several
of
these
processes
such
as
this
I
call
a
psychological
assessment
and
the
screening
the
value
in
the
background
investigations.
Concurrently.
This
enables
us
to
process.
Applicants
are
a
much
faster
pace,
keeping
us
on
a
competitive
pace
with
other
police
services,
as
well
as
the
large
employers
here
in
our
region.
So.
I
I'll
just
speak
to
this
we've
seen
this
timeline
previously.
This
was
changed
recently
at
the
end
of
last
year
with
respect
to
the
timeline
for
the
recruits
that
come
through
the
Professional
Development
Center.
So
when
the
recruits
start,
they
get
their
hire
date,
they
come
to
PDC
and
they
do
their
training.
For
four
weeks
now,
I
am
gonna
note,
with
the
increase
with
the
accelerated
plan.
I
This
is
going
to
increase
the
time
it's
going
to
become
five
weeks
at
the
Professional
Development
Center
because
of
the
requirement
to
get
that
number
of
candidates
through
they
will
go
to
OPC
and
do
their
training
for
thirteen
weeks.
They'll
come
back
to
PDC
and
rather
than
ten
weeks,
it's
actually
going
to
be
twelve
weeks
and
again.
This
is
going
to
be
for
this
one
year.
It's
going
to
be
for
the
one
year
with
the
accelerated
plan,
and
then
we
will
go
back
when
we
when
and
if
we
go
back
to
smaller
classes.
I
They
will
then
have
their
swearin
date,
and
that
is
just
prior
to
them
going
out
with
their
coach
officer,
and
that
is
the
start
of
their
probation
period.
They
then
go
with
their
training
officer
and
I'll
go
into
it
a
little
bit
in
more
detail
with
respect
to
the
the
tracking
of
the
performance
of
the
recruits
later
on
in
the
presentation.
So
what
we
have
is
every
two
weeks
they
have
a
progress
report
and
that
leads
up
to
their
250
our
review
and
that's
the
midpoint,
an
assessment.
I
So
what
has
changed
for
the
recruits
now,
which
started
with
two
classes
ago,
is
rather
than
breaking
up
their
training
with
their
coach
officers
and
sending
them
back
to
PD,
see
they
remain
with
their
coach
officers
for
their
full
500
hours,
and
that's
why
it's
it's
the
ten
weeks.
Well,
the
twelve
weeks
with
the
accelerated
plan
prior
to
the
coach
officer,
training
at
500
hours.
They
get
their
final
assessment
and
they're
released.
Then
two
independent
Patrol
and
they
have
the
12-month
posts
where
on
date,
which
is
the
end
of
their
probation
period.
B
Just
gonna
jump
in
with
some
color
commentary,
great
presentation.
So
far,
probably
the
number
one
question
that
gets
asked
externally
and
internally
are
we
dropping
the
standards
I
tell
you
I,
probably
wouldn't
be
the
Chief
of
Police.
If
the
standards
are
this
high,
the
standards
have
never
been
higher.
The
processes
have
never
been
more
customer-friendly.
The
rigor
of
the
review
to
bring
a
member
before
the
command
for
approval
to
hire
it's
higher
than
it
was
in
my
previous
organization.
B
It
is
a
huge
myth
and
a
disservice
to
the
members
who've
been
hired
by
this
organization
and
to
the
recruiting
team
now
and
before
to
say
that
we've
dropped
the
standards.
What
we've
done
is
exponentially
increased
ability
to
bring
quality,
quantity
and
diversity
into
this
organization
and
I
stand
by
that.
H
And
on
the
here,
the
chief
mentioning
that
I'm
just
gonna
give
you
some
brief
numbers
about
our
recruitment
efforts.
By
adopting
this
new
process,
we've
been
able
to
attract
a
far
greater
number
of
applicants
since
January
of
this
year,
when
we've
adopted
our
new
process,
we
have
received
over
700
applicants
and
of
those
50
percent
come
from
racialized
and
female
candidates.
Well,
that's
important
and
why
that's
remarkable
is
that
in
the
past
or
the
previous
three
years,
we've
only
averaged
approximately
650
applications
per
year
with
roughly
25
percent
racialized
and
female
applicants
combined.
H
We
are
now
at
the
forefront
in
the
province
in
terms
of
the
applicants.
What's
the
quality
of
applicants
that
we're
seeing
through
some
of
my
anecdotal
interviews
of
applicants
and
seeing
who's
coming
in
we're
seeing
applicants
that
would
have
otherwise
been
attracted
by
the
largest
employer
here,
not
about
the
federal
public
service?
H
To
begin
with.
All
of
our
background
investigators
that
we
hire
are
former
police
officers
both
from
ATO
spas
from
other
police
services.
They
are
all
provided
the
same
training
required
of
all
civilian
members
of
the
our
Police
Service.
This
includes,
among
others,
training
tour
such
as
towards
authentic
inclusion,
as
well
as
respectful
workplace.
H
The
background
investigators
that
are
selected
provide
us
with
their
reports.
These
reports
are
standardized
based
on
a
form
provided
and
on
a
template
provided
by
HR,
which
focuses
on
fact-finding
corroborated
by
witnesses
and
evidence.
These
reports
are
not
the
subjective
views
of
the
background
errs
on
a
particular
applicant,
and
they
do
not
provide
a
pass
or
fail
recommendation
for
that
applicant.
H
Those
decisions
are
made
following
careful
consideration
by
the
members
of
the
HR
section.
The
process
is
as
follows:
once
the
background
investigator
has
provided
a
report
that
file
is
reviewed
by
the
file
manager,
as
well
as
the
second
reader,
which
are
the
officers
that
have
been
introduced
earlier
from
there.
The
background
investigators
are
invited,
along
with
all
members
of
the
team,
to
discuss
the
applicants
and
the
sergeant's
staff
sergeant
and
inspector
further
read
all
background
investigation
reports
at
the
conclusion
of
this
activity.
H
I
I
Just
to
note
on
that,
I
just
I
just
want
to
note
that
there
are
three
courses
planned
currently
for
2020
and
we're
working
with
the
frontline.
A
PDC
is
working
with
superintendent
Ford
to
ensure
that
all
of
the
courses
are
full
which
would
equal
72,
more
coaches.
Moving
forward
to
assist
with
the
accelerated
hiring
plan.
Coach
officer
selection
is
currently
still
being
completed
by
the
chain
of
command,
who
identifies
informal
leaders
in
the
organization,
so
the
chain
of
command
on
each
platoon
keeps
an
eye
on
on
what
the
officers
are
doing.
I
They
identify,
they
know
their
teams.
They
identify
the
informal
leaders
on
their
teams.
The
the
members
who
are
doing
a
good
job
on
platoon
and
also
one
important
thing
I
want
to
note,
is
we
want
the
chain
of
command,
looks
for
members
who
want
to
become
coach
officers.
It's
really
important
that
the
coach
officers
identified.
I
They
want
to
do
the
job
so
they're
eager
to
take
on
the
recruits
and
lead
them
through
the
organization.
Also,
it
states
they're
the
member
self
identifies.
So
if
a
member
is
interested
they'll
come
to
the
chain
of
command
and
identify
that
they,
they
would
like
to
become
a
coach
officer.
There's
a
commitment
to
revising
the
coach
and
recruit
matching
process
in
2020.
This
is
still
being
reviewed.
I
If
they
don't
feel
as
though
they
can
approach
their
coach
officer.
For
example,
they're
advised
to
go
through
the
chain
of
command
when,
when
recruits
come
through
for
their
initial
probationary
period,
they're
still
I,
don't
like
to
say
owned,
but
PDC
oversees
the
entire
recruitment.
So
they're
advised
as
well
that
they
can
come
back
to
PDC
at
any
time,
and
I
also
know
that
they
develop
very
strong
relationships
with
the
outreach
recruitment
team
and
they
often
can
reach
out
to
them
as
well.
So
they
are.
I
Thank
you
so
I'm
going
to
touch
on
coach
officer
training
now
the
current
o-p-s
coach
officer
course
is
a
four
day
course,
and
it
includes
these.
These
subjects
that
are
listed
leadership
and
ethical
decision-making
situational
leadership
model
for
coaching.
The
toward
authentic
conclusion
is
an
update
for
2020.
This
looks
at
leadership
and
an
ethical
decision
making
human
rights
bias,
aware
in
it,
awareness,
GBA,
plus
and
o
PS
policies
and
procedures.
I
The
disc
evaluation
training
that
we
do
with
the
coach
officers
is
is
new
and
what
it
does
is.
It
looks
at
it's
a
behavior
assessment
tool
and
it's
designed
to
help
build
better
relationships
in
the
workplace.
So
what
it
does
is
disc
stands
for
dominance,
influence,
steadiness
and
conscientiousness
evaluation,
so
it
just
looks
at
the
different
different
behaviors
you
could
have
in
yourself
and
that
others
have
as
well
to
help
everyone
work
better
together.
I
Further
to
that,
I
also
stated
already
the
o-p-s
policy
policies
and
procedures.
We
added
this
into
the
coach
officer
training
to
ensure
that
that
everyone
is
up
to
date
on
that.
We've
also
started
a
coach
officer
advisory
committee.
This
is
made
up
of
senior
and
experienced
coach
coach
officers
with
the
intention
of
meeting
together
ongoing
meetings,
identifying
gaps
and
making
positive
improvements
continuously
for
the
coach
officer
program.
I
also
want
to
note
that
there
was
a
coach
officer
audit
completed
and
we're
currently
waiting
for
recommendations
from
the
pp
and
they
audit.
I
Okay,
so
I
touched
a
little
bit
on
the
recruit
performance
management.
In
the
previous
slide
there,
like
I,
stated
there
are
performance
reports
that
are
completed
every
two
weeks
once
once
recruits
start
with
their
coach
there,
they
continue
to
work
on
their
progress
first
leading
up
to
the
250
our
assessment
and
then
their
500
our
assessment.
During
this
entire
time,
there
is
ongoing
communication
between
our
talent
development
team,
the
frontline
and
with
a
professional
development
team
to
ensure
that
the
recruits
are
getting
everything
that
they
need
with
respect
to
their
performance.
I
What
is
important
to
note
is
with
the
performance
reports
that
come
every
two
weeks.
If
there
is
an
issue
recruit,
it
is
identified
very
early
on
so
that
the
Professional
Development
Center
can
work
closely
with
the
coach
officer
with
the
recruit
to
ensure
that
their
they
get
improvement
on
whatever
they
could
be,
having
issues
with
with
respect
to
their
performance
and,
as
I
stated,
the
Midway
evaluation
and
the
final
evaluation.
I
I
H
Concerns
that
have
previously
existed
or
may
exist
with
the
background
check
that
recruit
would
be
recruits
go
through
us
in
speculation
has
mentioned.
We
have
also
worked
hard
to
ensure
that
we
have,
and
we
will
have
a
multitude
of
well-qualified
coach
officers
to
properly
prepare
and
on
board.
Our
new
recruits
I
say
begin
their
exciting
career
with
o-p-s,
and
with
that
we
just
I'd
like
to
thank
you
soul
as
inspector
Sheen
for
your
time
and
believe
we
have
a
video
and
that
follows
the
latest
hires
that
we
have
made
for
this
upcoming
April
class
before.
J
It's
no
secret
about
the
job
poses
that
we've
been
doing.
It's
gone
viral
international
for
this
particular
general
two
gentlemen,
there's
best
friends,
they
went
through
the
process.
Together
they
did
the
testing
together.
They
went
through
our
recruiting
process
together
and
we
planned
it
on
Friday
to
meet
with
their
mentor
Brad
peek,
and
he
said
it
so
that
to
tell
them
he
was
going
away
for
two
weeks
that
he
wanted
to
talk
to
them
about
what
was
coming
up
in
the
next
couple.
Weeks:
heat
it
and
the
rest
you'll
see.
C
H
G
Mr.
chair,
before
it
before
I
know,
the
chief
wants
to
comment.
Thank
you
very
much
inspector
and
Bakula,
as
well
as
inspector
Machine
and
I
introduced
the
our
recruitment
team
up
top
and
the
accelerated
hiring,
which
is
one
of
the
cheese
priority,
has
been
it's
a
very
difficult
process.
Like
the
cheese
said,
we
don't
water
down
our
post
s,
but
the
people
that
I
introduced
the
officers
as
well
as
this
event,
email
or
mail.
The
Henry
do
a
lot
of
work.
G
They've
been
inundated
with
work
from
setting
up
our
mouseka
beacuse
doing
air
interviews
and,
like
the
chief
said,
there
were
some
also
preparing
the
future,
but
there
I
can
assure
you,
mr.
chair
that
they're
hiring
the
best
quality
candidates
for
our
service,
and
I
said
this
before
at
the
board.
You
know
hashtag
make
ottawa
your
best
decision
thanks
to
Maria
keen
we
have
people
that
want
to
come
to
where
the
employer
of
tourists.
So
thank
you
for
those
people
that
are
tender
for
the
recruiting
section
and
thank
you
for
presenting.
B
Final
Comet,
you
know
it's
not
a
spike
the
football
but
I
think
we
can
all
take
credit
for
the
advancement
of
this
particular
critical
portion
of
our
human
resource
chain.
That
said,
the
EDI
action
plan,
which
was
presented
at
the
book
to
the
board
of
the
last
meeting,
hopefully
we'll,
have
full
approval
after
the
establishment
of
the
EDI
unit
itself.
B
The
first
action
item
and
the
most
important
action
item
is
for
the
EDI
unit
to
go
back
through
and
retest
everything
that
you
just
heard
here
to
make
sure
we
get
to
the
next
level
and
the
next
level
we're
not
going
to
take
any
satisfaction
with
how
far
we've
come.
I
want
you
to
build
confidence
in
you
and
the
members
of
the
public
and
the
service
and
how
far
we've
come.
B
We're
not
taking
satisfaction
where
you
keep
pushing
and
pushing
and
pushing,
and
so
I
suspect,
we'll
be
back
here
again
in
relatively
short
order,
telling
you
about
even
more
advancements
and
improvements
on
quality,
quantity
and
diversity
within
the
process
that
we've
just
outlined
here
today
and
I'll.
Just
echo
the
superintendent's
comments
grateful
for
the
efforts
of
everybody
involved
directly
in
this
and
turn
things
over
to
you,
chair
for
any
questions
or
comments.
A
Thank
You,
chief
and
Thank
You
superintendent,
and
thank
you
to
the
team
for
that
presentation.
I
think
when
we
accepted
the
accelerated
hiring
which,
as
you
mentioned,
was
historic.
This
is
where
the
rubber
hits
the
road
and
we
appreciate
as
a
board
how
this
is
where
the
real
work
begins
and
how
important
this
stage
is,
and
I
really
appreciate
all
of
the
comments
and
working
to
put
into
this.
So
I'll
turn
it
over
to
my
fellow
board
members
for
questions.
Member
Norman
thank.
E
You
Jim
thanks,
sir,
to
you
all
for
a
wonderful
presentation.
I
see
we,
the
EDI
plan
is
coming
into
action,
have
a
few
small
clarifications
and
if
you
can
enlighten
me
with
that
on
page
9,
you
commented
upon
the
background
investigators.
Can
you
please
advise
me
in
that
background
group
of
the
background
investigators,
how
many
of
the
females
racialized
females
and
visible
minorities
into
that
group.
H
Currently,
we
have
24
bad
background
investigators
of
which
four
are
female.
There
are
no
racialized
members.
That
being
said,
we
have
recently
concluded
a
hiring
process
for
an
additional
12
background
investigators
and
pending
successful
completion
of
a
background
check
for
it,
for
the
new
members
will
hire
an
additional
three
women
and
two
racialized
males
as
part
of
the
new
background
investigator
team.
E
E
Yeah,
that's
right.
Just
a
final
comment
to
the
chief
thief
in
the
process
of
the
o-p-s
hiding
I
have
seen.
I
have
learned.
There
are
various
steps
from
from
the
time
the
applicant
decides
to
put
in
the
application
to
the
high
link.
Can
you
please
ensure
that
all
the
steps,
including
the
background
that
everything
is
fully
transparent
and
the
people,
especially
who
do
not
have
any
connections
with
the
police
or
who
do
not
know
what
the
police
is?
They
have
full
faith
in
to
a
discount
into
this
process.
E
E
C
Thank
You,
chair
I,
have
to
commend
you
I
think
the
process
is
wonderfully
streamlined,
very
detailed
of
the
700
applications
so
that
you
see
since
January
I
mean
I
know
that
we
are
trying
to
get
as
many
through
how
many
fail
to
get
through
there.
Like
the
of
the
applicants
through
this,
the
stages
that
we've
now
set
up,
does
it
wheat,
I'm
saying?
Does
it
weed
out
people
we
really
don't
want
to
see
as
well?
I
guess
is
it
it.
H
H
We,
whatever
the
parameters
of
our
success,
is
that
when
the
RCMP
called
us
a
couple
of
months
ago-
and
they
invited
me
to
have
a
discussion
to
attend
to
their
headquarters,
to
see
how
we've
been
able
to
have
this
marked
increase
so
when
one
of
our
competitors
is
calling
us
to
find
out
how
we're
doing
things
and
they're
being
so
successful,
I.
Look
at
that
as
a
measure
of
our
success.
I
guess.
H
Right
now
we
don't
have
those
numbers
because
we're
just
in
the
process,
so
just
initially
it
passed
takes
two
to
four
months
from
the
date
of
application
until
somebody's
being
screened
out.
At
the
same
time,
we're
now
adopting
a
new
software
program,
and
some
of
those
rejections
have
not
gone
out
yet.
But
at
the
numbers
being
said
by
the
end
of
the
process
from
when
I
recruit,
one
recruits
apply
to
the
end
over
80%
or
more
are
screened
out
through
each
and
every
success
server
stage.
H
B
Me-
and
maybe
this
is
helpful
by
the
end
of
the
year
and
I
just
had
a
quick
chat
with
the
CEO.
We
should
be
able
to
give
you
a
full
breakdown
of
where
we're
seeing
people
progress
through
and
ideally
again,
it's
not
an
exact
science,
but
as
people
as
far
as
people
self-identify,
we
can
see
where
we're
losing
candidates
who
are
quality
and
potentially
diversity
and
we'll
make
fine-tuned
adjustments
around
that
right.
C
It,
but
it's
doing
that
and
I
think
that's
really
what
I
was
getting
at
that
in
our
zeal.
Her
and
I
request
to
hire
we're
we're
we're
we're
weeding
out
the
people
who
should
be,
and
we
are
getting
the
best,
the
best
so
I'm,
confident
of
hiring
Frankie,
and
you
know
what
I've
known
him
forever.
I
don't
know
his
last
name
he's
my
son's
friend
he'll
make
an
excellent
police
officer,
I'm,
serious
and
I
say
that
say
that
because
I
I
know
him,
but
it's
a
good
kid
yeah.
Thank
you.
Thank
you.
D
H
D
H
Get
and
I
can
also
let
s
Argentino
respond
to
this
shortly,
but
it
starts
from
the
onset
right
from
our
literature
right
from
our
earliest
contacts
with
any
members
of
the
public.
What
we
offer
it
and
then
the
people
that
are
interested
are
then
forwarded
to
sergeant
scheme
for
the
mentorship
Maria.
H
J
The
acting
inspector
said
it's
through
our
travels
and
events
reaching
out
doing
outreach
speaking
to
people
that
have
never
really
considered
policing
as
a
career.
We
have
people
in
our
mentorship
program
have
been
with
us
for
a
year
and
a
half
as
you
see
Sayid.
He
was
in
our
mentor
program.
Really
it's
it's
for
anybody.
We
encourage
them
first
to
obviously
come
to
our
info
session
and
and
look
at
our
website.
It's
it's
pretty
detailed,
but
once
you
know
they've
exasperated
that
and
they
still
wanted
that
one-on-one.
We
obviously
welcome
that.
D
I
can
imagine
700
applicants,
that's
mind.
Boggling
so
say
you.
You
have
this
number
of
700
and
they're
interested
in
becoming
a
police
officer
to
get
through
all
of
the
different
steps.
Can
that
be
something
that
they
do
like?
What's
the
shortest
period
of
time
that
you
can
spend
going
through
the
full
cycle
and
what
would
be
the
longest
right.
H
As
the
change,
these
are
just
strictly
my
own
personal
views
as
to
changes
to
policing
are
becoming
more
complex.
We've
seen
the
increased
needs
on
police
officers
and
with
that
a
person's
education
times
is
correlated
to
the
person's
capability
and
their
dedication
to
bettering
themselves.
We
have
seen
now
increased
demands
on
police
officers
throughout
and
by
valuing
education
and
making
that
one
of
the
cornerstones
of
our
career,
not
just
at
the
answer
but
lifelong
learner.
We're
able
to
increase
the
quality
of
officers
that
we're
putting
out
there
on
the
streets
are.
D
H
Just
that
just
need
some
clarification.
What
EDI
lens
means
for
us
as
a
recruitment
section.
The
EDI
lens
for
us
is
to
ensure
that
we
have
at
the
answer
a
barrier-free
process
that
we
make
ourselves
the
employer
choice
for
all
members
of
our
community,
regardless
of
their
demographics,
regardless
of
their
gender,
regardless
of
their
orientation.
We
try.
H
We
seek
to
ensure
that
applicants
from
our
entire
community
are
welcome
to
the
supported
and
that,
ultimately,
are
hiring
make
up,
for
our
classes
are
reflective
of
our
community
so
through
that
and
every
single
step
along
the
way
and
following
their
hiring,
it's
not
just
the
hiring,
but
also
the
retention
piece
and
the
training
piece
at
which
inspector
Lachine
spoke
earlier.
We're
doing
the
most
to
support
the
people
that
we've
hired,
because
we
certainly
don't
want
to
welcome
them
in
only
for
them
to
to
leave
within
a
short
order
of
time,
with
a
negative
experience.
H
Generally,
no,
we
don't
come
to
the
background
and
say
because
that
would
be
that
exercise
would
be
saying
that.
Well,
this
person
be
good
for
this
type.
We
trust
all
of
our
background
investigators
to
be
equally
professional
and
whether
they're
man
or
woman,
whether
they'll
be
our
new
racialized
background
investigators.
We
trust
them
to
be
able
to
to
conduct
full
fair
and
frank
reports
and
investigations
for
us
and.
H
Supervised
by
the
sergeants
directly,
as
well
as
by
the
staff
sergeant
and
ultimately
the
inspector
who
reads
all
the
reports
so
when,
if
and
when
issues
should
arise,
the
chain
of
command
will
address
that
with
the
background
investigator.
This
is
similar
to
any
other
employee
of
the
auto
Police
Service.
Okay,.
A
H
B
B
As
much
as
we
are
confident
that
we
have
a
an
effective
and
equitable
background
check,
I
mentioned
before
we're
going
to
put
it
through
the
EDI
action
plan.
It'll
be
the
first
most
important
place.
We
turn
that
unit
towards
to
make
sure
that,
if
there's
anything
else,
we
can
do
to
improve
it
and
I'm
sure
there
is
that
we
will
do
those
improvements
and
report
back
to
the
board
in
due
course.
B
F
You
very
much
I
appreciate
all
the
efforts
that
are
being
made
right
now.
There's
about
1,300
police
officers
in
the
force
and
you're
bringing
in
100,
which
is
a
pretty
good
proportion,
I'm
wondering
about
what
efforts
are
being
made
in
terms
of
sensitization
and
training
for
the
current
officers
and
in
terms
of
integrating
these
new
recruits
in.
A
I
Well,
currently,
we
have
done
a
number
of
that
training
through
the
years
and
this
year
we
are
doing
for
all
of
our
officers,
the
towards
authentical
inclusion
course.
So
we
ran
it
initially
through
the
supervisors
of
the
organization
and
by
the
end
of
the
year,
every
single
member
of
the
organization,
civilian
and
sworn
will
have
received
that
training
and
it's
also
training
that
is
given
to,
as
in
spectrum
culo
said
to
the
background
errs
as
well.
I
Correct
it's
a
classroom,
training,
it's
members
of
our
organization
would
have
done
a
train-the-trainer
with
global
global
affairs
Canada
and
they
come
in
and
come
together
and
it's
various
scenarios
that
they
go
through
and
actually
the
scenarios
that
they're
using
our
scenarios
that
are
based
from
our
own
neighborhoods
within
the
City
of
Ottawa.
So
it
is
specific
to
our
own
city.
F
B
B
Are
is
well
chief,
outstanding
good
can
I
also
point
out,
because
if
training
was
the
solution
for
all
the
problems
that
ALU
Manatee,
we
will
solve
all
the
problems
of
humanity.
A
long
time
ago,
I
have
David
snotty
in
the
back
and
I
have
Deb
our
know.
If
you
guys
could
just
raise
your
hands.
More
importantly,
quite
frankly
than
any
bucket
of
training
we
can
pour
on
top
of
human
beings,
is
creating
systems
and
capacity
within
an
organization
of
this
size
and
complexity,
to
make
sure
that
we
address
respect
in
the
in
the
workplace.
B
You've
heard
about
the
coach
Hofstra
piece,
but
there
may
be
more
that
inspector
wants
to
add
to
that
any
member
and
any
supervisor
and
any
supervisor
is
not
just
responsible
to
receive
that
concern,
but
to
report
that
in
to
the
the
organization
again,
we
are
lucky
to
have
one
of
the
best
respectful
workplace
units
in
the
entire
Police
Service.
We're
going
to
be
making
further
investments
into
that,
but
encouraging
people
to
come
forward.
If
there
is
an
issue
in
a
proactive
way,
is
one
of
the
important
pieces.
I
Correct
so
as
a
as
I
stated
earlier,
they
when
the
recruits
begin,
they
develop
strong
relationships
initially
with
the
outreach
recruitment
team
who
they
use
as
a
resource
from
the
very
beginning
and
I
know
in
speaking
to
the
team.
This
continues
on,
even
when
they
become
members
of
the
organization.
I
Further
to
that,
through
the
training
at
the
Professional
Development
Center
they're
advised
the
sports
that
are
available
to
them.
Also,
we
have
employee
resource
groups
that
have
that
we
have
in
the
organization
and
they
are
becoming
directly
involved
as
well
to
come
and
speak
to
our
recruits
to
make
sure
that
they're
aware
that
this
is
another
resource.
I
That
circumstance,
if,
if
they
come
to
any
of
these
members-
and
there
is
a
there-
is
a
complaint,
then
if
we
do
not
deal
with
it
ourselves,
we
will
direct
them
to
the
to
the
correct
the
correct
mechanism,
the
correct
people,
be
it
our
respectful
workplace
advisor,
be
it
the
professional
standards
section
we
have.
We
have
an
accountability
to
do
that.
So
yes,
okay,.
I
F
A
You
very
much
I,
think,
chief,
you
can
see.
This
is
a
very
important
issue
for
the
board
and
we're
all
looking
forward
to
to
seeing
the
the
fruits
of
this.
Your
efforts
here
on
this
presentation
that
the
Ottawa
Police
Services
Board,
received
this
presentation
for
information
it's
received.
Thank
you
very
much.
A
E
Thank
You
Jana-
and
this
is
just
a
my
suggestion
and
while
I
reiterate
full
faith
and
confidence
in
our
executive
director
and
yourself,
and
it
is
my
belief
that
the
entire
document
about
the
internal
communication
is
a
great
initiative
and
well
documented.
But
before
that,
let
me
apologize.
I,
messed
up
and
I
raised
this
issue
earlier,
while
it
should
have
been
now
and
I
apologize.
E
It
is
my
considered
view
that
minor
variance
to
the
point
six
of
the
document
be
done.
I
would
suggest
that
the
board
should
consult
expert
in
the
corporate
oneness
matter
for
the
police
ports
and
shall
draw
the
parameters
about
the
issues,
especially
the
critical
and
non-routine
communications.
And
then
such
matters
upon
the
advice
and
the
consent
of
the
board
be
embedded
in
this
policy
document.
B
E
So
you
want
to
raise
my
consent
once
again.
Okay,
my
suggestion
is
in
in
terms
of
this
number
point
number
six,
which
is
internal
board
communications
and
using
the
discretionary
information
which
flows
down
from
the
chair
and
the
executive
director
to
the
board
members
we
should
be
consulting.
The
board
should
be
consulting
expert
in
the
corporate
oneness
matters
for
police
pours
and
the
cert.
E
D
You
I'm
rereading
point
number
six
and
it
says,
as
the
initial
point
of
contact
for
information
coming
to
the
board,
the
chair
and
Eadie
will
exercise
their
discretion
in
how
information
is
best
brought
forward
to
the
board,
for
example,
email
committee,
board
meetings,
etc.
Should
the
chair
and
the
ad
have
irreconcilable
differences
on
the
handling
of
a
matter?
The
vice
chair
will
be
consulted.
It
is
also
acknowledged
that
routine
matters
can
escalate
over
time
and
necessitates
changes
in
how
the
board
is
notified
and
or
how
information
on
that
matter
is
shared.
D
E
A
Maybe
I
can
suggest
because
I
don't
think
we
want
to
rewrite
this
document
here.
If
you
have
concerns,
you
actually
were
part
of
that
committee.
So,
if
you're
have
concerns,
I
suggest
you
take
your
suggestion
back
to
the
committee
and
then
come
forward
with
something
you
agree
to:
okay,
I'm.
Okay,
thank
you.
So
then,
on
that
item,
internal
board
communication
protocol
that
the
Ottawa
Police
Service
Board
approved
the
internal
board.
Actually,
in
this
case
we
won't
well.
What
we'll
do
is
we'll
table
it
until
you
come
forward
with
a
new
one.
That's
acceptable!
Okay,.
A
D
B
There
were
a
number
of
surveys
that
were
conducted
so
there's
that
qualitative
piece
another
way
of
measuring
is
whether
or
not
we're
still
seeing
members
coming
forward
with
concerns
and
complaints
and
and
while
we've
seen
a
relatively
steady
approach
there,
an
increase
in
some
cases
can
be
an
indication
of
a
positive.
The
people
are
more
confident
to
come
forward.
B
I
mean
you've
heard
about
an
extensive
effort
that
will
be
doing
on
behalf
of
the
coach-office
a
program
to
make
sure
that
concerns
are
brought
forward
more
frequently
and
more
clearly,
in
a
way
that
we
can
address
them
more
proactively.
I
will
tell
you
that
this
is
an
area
that
is
under
some
substantive
review
by
myself
and
the
new
command
team
about
how
we
can
build
out
our
capabilities
around
not
just
professional
standards,
respect
in
the
workplace,
but
integrating
that
across
all
the
different
channels.
B
So
we
have
concerns
that
come
up
through
the
performance
channel
through
the
health
and
wellness
channel
through
the
labor
Channel,
yes,
through
professional
standards
and
respect
in
the
workplace
and
sometimes
they're
not
as
fully
connected
as
they
need
to
be.
So
this
is
an
area
that
we're
going
to
put
more
investment
in
in
the
in
the
short
term
and.
B
Certain
legislation
will
guide
that
so
under
the
OPR
d
and
in
SIU
legislation.
Yes
internally,
there
are,
there
are
less
rigorous
benchmarks.
We
just
had
a
substantive
meeting
today.
Our
chief
counsel
Christian,
who
know,
is
actually
going
to
be
producing
an
interim
strategy
around
how
we
connect
all
these
different
areas,
and
that
would
be
part
of
a
longer-term
review
that
we
do
before
the
end
of
the
year.
C
Read
this
this
report
with
great
interest
the
the
thing
that
caught
my
eye
and
just
worried
me
a
little
bit
was
that
the
near
the
end
and
the
conclusions
it
seem
to
be
contradictory
in
the
conclusions
it
says
the
o-p-s
is
committed
to
a
respectful
workplace
and
there's
an
exact
accent.
Examples
of
tools
that
were
ensuring
all
members
can
feel
their
concerns
that
can
be
heard
and
addressed,
and
we're
talking
about
equity
and
diversion
diversity,
training
and
we're
getting
along
in
the
workplace.
C
And
yet
the
volume
of
files
being
handled
continues
to
be
significant
and
growing
and
seems
to
me
on
one
hand
like
we're
doing
a
lot
of
things
right.
Yet
the
cases
are
growing.
Is
it
just
a
K?
Is
it
is
it
a
matter
of
I
mean?
Are
the
keys
is
actually
growing
or
are
people
more
confident
to
bring
those
cases
forward,
I'm
just
trying
to
reconcile
what
we're
saying
here.
B
B
The
board
should
not
be
surprised
that
we
see
an
increase
in
reporting
over
the
next
several
years,
as
we
increase
the
ability
and
confidence
of
our
members
to
come
forward
and
report.
What
we
should
see
is
a
leveling
off
of
that
at
some
point.
In
the
same
way,
when
we
put
neighborhood
teams
in
the
into
communities
that
have
for
some
any
combination
of
reasons
disengage
from
policing
and
all
we
see
we
all
of
a
sudden,
we
see
an
increase
in
reporting
of
behind
door.
K
You
mr.
chair
one
thing
to
look
at
the
files
that
they're
not
all
necessarily
complaints.
There
are
also
many
proactive
files,
so
a
member
may
come
through
or
supervisor
might
come
to
our
executive
advisor
or
her
ethics
team
and
also,
for
example,
a
read
file.
Yes,
the
risk
is
very
high,
but
they're
intervening
in
a
proactive
way
from
a
perspective
of
how
do
we
best
proceed
and,
and
perhaps
in
our
reporting,
we
can
better
in
the
future
divvy
those
up
from
a
perspective.
But
what
is
actually
an
advice
file?
K
It
might
take
a
lot
of
work
as
well,
but
where
it's
a
proactive
endeavor
on
behalf
of
a
supervisor.
Someone
come
into
our
office
to
say,
here's
an
issue
that
we
have,
how
best
to
proceed
as
opposed
to
a
complaint
and
that
way
you'll
be
able
to
better
see
how
the
office
is
being
used
on
a
positive
way
from
a
proactive
way
from
our
members
using
it
to
get
advice
on
how
to
proceed
with
an
issue
would
be
an
employee
or
be
it
from
their
work
day
that
they
work
on
the
street.
K
For
like
ethics,
when
you
talk
about
the
ethics
files,
as
was
I,
think
you're,
referring
to
as
you
can
imagine,
are
a
lot
of
our
world.
Is
it
very
much
in
the
gray
so
sometimes
they'll
approach
the
office
to
give
them
examples
or
things
that
they're
facing
and
and
gain
garner
advice
on
how
to
best
proceed?
So
there
is
a,
although
obviously
you
have
a
high
30
to
read
files.
It
sounds
like
it's,
but
if
those
are
not
necessarily
all
necessarily
complaints
against
the
organization,
they're
also
proactively
moving
forward
to
get
answers
that
makes
sense.
A
Okay,
thank
you
very
much
that
the
item
number
seven
on
this
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
received.
Thank
you.
So
now
is
there
any
other
business
there
being
no
other
business
and
consideration
and
consideration
of
motion
to
move
in
camera
that
the
other
Police
Services
Board
adjourned.
The
public
portion
of
its
meeting
move
in
cameron
to
discuss
confidential
items
pertaining
to
legal
and
personal
matters
in
accordance
with
section
35
4b
of
the
police
services
act.
B
Have
to
check
but
I
know
it's
in
the
room.
I
saw
it
earlier
on,
but
I
do
have
some
some
commentary
around
it:
okay,
whenever
you're
right
over
to
you
merci
beaucoup
mr.
chair
and
everyone,
hello,
and
thank
you
for
being
here-
we're
going
to
be
making
these
check,
presentations
and
I
hope
we're
ready
to
go
over
there.
Okay,
so
chair
board,
folks,
in
the
audience
the
10th
annual
Ottawa
police
gala
was
held
on
November,
9th
2019
at
the
Shaw
Center.