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From YouTube: Joint Committees on Public Safety, Labor and Civil Service & Fiscal Stability 3-21-2022
Description
The Joint Committees on Public Safety, Labor and Civil Service & Fiscal Stability and Intergovernmental Cooperation of the Council of the City of Philadelphia will hold a Public Hearing on Monday, March 21, 2022, at 9:30 AM, in a remote manner using Microsoft® Teams. This remote hearing may be viewed on Xfinity Channel 64, Fios Channel 40 or http://phlcouncil.com/watch city council/, to hear testimony on the following items:
220153 Resolution authorizing the Committees on Public Safety, Labor and Civil Service, and Fiscal Stability and Intergovernmental Cooperation to hold a hearing examining the current staffing landscape within the Philadelphia Police Department to identify problems and solutions to improve public safety and ensure the best use of taxpayer dollars.
A
Thank
you
good
morning.
Everyone
this
hearing
is
called
to
order.
I
recognize
the
presence
of
a
quorum
of
committee
members,
members
of
the
committee
of
attendance
or
council
members.
My
co-chairs
today
are
council
members,
parker
and
jones
council,
member
squilla,
green
kim
thomas
gautier,
quinona
sanchez
brooks
and
o'neal.
A
This
is
a
public
hearing
of
the
committees
on
public
safety,
labor
and
civil
service
and
fiscal
responsibility
and
intergovernmental
cooperation,
and
the
purpose
of
this
public
hearing
is
to
hear
testimony
on
resolution.
Two
two
zero
one,
five
three
I
understand
state
law
currently
requires
that
the
following
announcement
be
made
at
the
beginning
of
every
remote
public
hearing
as
follows.
A
Due
to
current
public
health,
emergency
city
council
committees
are
currently
meeting
remotely
we're
using
microsoft
teams
to
make
these
remote
hearings
possible
instructions
for
how
the
public
may
view
and
offer
public
testimony
at
public
hearings
of
council
committees
are
included
in
the
public
hearing,
notices
that
are
published
in
the
daily
news,
inquirer
and
legal
intelligencer
prior
to
the
hearings
and
can
also
be
found
on
phl
counsel,
dot
com.
The
clerk
will
now.
Please
read
the
title
of
the
resolution
before
this
committee
today.
A
A
This
tragedy
reminds
us
that
law
enforcement
officers
put
their
lives
on
the
line
every
day
every
day,
and
we
thank
them
for
protecting
and
serving
our
community
I'd
like
to
ask
for
a
moment
of
silence
for
the
two
state
troopers
and
the
civilian
who
died
this
morning
and
for
all
of
our
public
service
people
who
have
lost
their
lives
in
the
line
of
duty
and
to
all
those
who
have
died
from
violence
same
moment
of
silence.
Please.
A
Okay,
it's
terrible
news
this
morning
really
sad.
We
continue
to
see
in
philadelphia
the
highest
level
of
violence
in
our
modern
history
and
it
weighs
on
all
of
us
every
single
person.
Here
knows
what
kind
of
pain
and
suffering
this
epidemic
is
causing.
It
hurts
our
communities,
our
families
and
our
city's
entire
psyche.
A
Today's
hearing
is
the
result
of
a
resolution
I
recently
introduced
to
examine
the
current
staffing
landscape
within
the
philippine
police
department
to
identify
problems
and
solutions
that
will
improve
public
safety
and
to
ensure
the
best
use
of
taxpayer
dollars
and
spending
on
what
works
for
the
results.
We
desperately
need:
hey,
senator
hughes.
How
are
you
I
just
saw
you
there?
A
I
want
to
make
it
clear
that
we're
not
here
today
to
point
fingers
or
blame
individuals
or
departments-
nothing,
productive
or
constructive-
will
come
from
playing
those
types
of
games,
we're
here
to
only
find
solutions
and
to
work
together
and
to
be
positive.
That
means
all
of
us,
local
state,
federal
officials,
all
agencies
working
alongside
our
residents
and
communities.
All
of
us
together.
It's
our
responsibility.
A
However,
I
fully
anticipate
tough
questions.
Are
we
going
to
be
asked
today,
it's
necessary
that
we
get
to
the
root
cause
of
any
staffing
issue
if
we're
going
to
get
the
city
back
on
track?
That
being
said,
we're
dealing
with
some
tough
facts.
So
let
me
share
a
few
just
to
set
the
tone
for
the
hearing.
A
The
police
department
had
603
members
unable
to
work
due
to
using
regulation,
32
and
the
heart
and
lung
benefits.
Another
107
were
on
limited
duty.
100
were
on
restricted
duty,
99
were
on
administrative
duty
and
48.
Others
were
on
other
types
of
leave
when
you
put
it
all
together,
it's
almost
a
thousand
members
about
950
or
so
unable
to
perform
the
intended
role
that
we
need
them
to
do.
A
Needless
to
say,
we
are
facing
a
serious
police
staffing
crisis,
just
as
we're
glaring
at
a
violence
epidemic.
We
have
no
choice
but
to
come
together,
put
the
politics
aside
and
figure
out
how
we've
walked
back
from
this
cliff.
We
cannot
expect
to
improve
public
safety
in
philadelphia
without
the
appropriate
levels
of
police
staff,
on
our
streets
and
in
our
communities.
A
Today
we
have
an
opportunity
to
hear
what
our
city,
where
our
city
stands
today
and
addressing
these
issues,
but
we
all,
like
stress,
all
play
a
role
in
getting
our
city
back
on
track
and
moving
in
the
right
direction
and
helping
our
police
department
step
up.
I
look
forward
to
hearing
from
everybody
today
and
I
really
hope
we
hear
answers
and
guidance
on
what
our
next
steps
must
be
by
the
end
of
the
hearing.
A
D
D
One
of
the
things
that
we've
also
found
out,
mr
chairman,
was
that
a
lot
of
the
recruits
that
watch
out
watch
out
because
of
the
physical
running
qualifications
push-ups
things
that
they
go
through
at
the
beginning
of
the
recruitment
into
the
academy.
So
we're
looking
at
some
of
the
things
and
I'm
thankful
to
you,
sir,
for
highlighting
what
we
can
do
from
a
number
of
vantage
points
to
look
at
the
problem
of
our
shrinking
cadet
population.
D
A
E
E
I
want
to
just
get
these
five
buckets
on
the
record
because
all
of
us-
and
when
I
say
us,
I'm
referring
to
city
council
as
a
whole,
have
been
working
in
one
way
or
another
to
move
these
buckets
forward.
The
first
one
chairman
is
community
policing,
as
as
I
am
concerned,
and
that
is
the
number
of
officers
who
are
in
our
neighborhoods
on
bike
patrol
and
walking
the
beat
the
way
they
used
to.
We
have
us.
E
We
seem
to
be
in
a
responsive
role
where
we
are
responding
to
crime,
but
but
but
not
as
proactive
and
being
preventive
and
in
how
we
think
about
this,
and
I
think,
a
whole
lot
of
it
will
hear
from
a
commissioner
outlaw.
I
know
I
just
viewed
her
her
powerpoint
because
of
our
need
to
get
more
officers
recruited
in
the
pipeline
and
actually
on
the
force.
E
A
C
F
Good
morning,
everyone,
while
we
are
waiting
for
director
battle,
marullo
to
get
our
slide
deck
up.
I
I
too
want
to
say
good
morning
to
the
chairpersons,
tom
jones
and
parker,
and
to
other
members
of
the
community
before
we
we
get
started.
I
too
want
to
acknowledge
the
tragic
deaths
last
night
that
happened
actually
early
this
morning
on
on
95
not
only
to
the
civilian
and
and
their
family,
but
to
the
state
troopers
that
lost
their
lives.
F
Again,
my
name
is
police.
Commissioner
danielle
outlaw
I'm
the
commissioner
of
the
philadelphia
police
department
with
me.
Co-Presenting
will
also
be
deputy
commissioner,
christine
coulter
and
deputy
commissioner
robin
wimberly
happy
women's
history
month
to
everyone
we're
still
in
the
month
of
march,
and
I'm
also
joined
by
the
rest
of
my
executive
team.
If
there
are
any
additional
questions,
deputy
commissioner
nash,
deputy
commissioner
dales
director
garvey
from
the
lab,
we
are
here
at
your
disposal,
but
I
will
go
ahead
and
get
started.
F
F
F
F
So
this
is
the
number
that
I
think
we've
all
been
going
back
to
today,
our
authorized
strength.
This
is
the
number
that
we're
allowed
to
hire
for
is
budgeted
for
and
eighty
our
actual
strength,
which
is
what
we're
going
to
go
into
in
a
little
bit,
is
around
fifty
nine
hundred.
So,
while
on
paper
we're
authorized
for
a
little
bit
over
sixty
three
hundred,
we
actually
have
about
fifty
nine
hundred
next
slide.
Please
I'll
turn
it
over
to
commissioner
coulter.
G
Good
morning,
chairman
down
rest
of
the
committee,
I'm
honored
to
be
testifying
here
today
and,
as
the
chair
said
earlier,
there's
about
close
to
900
officers
leaving
in
five
years.
I
will
be
one
of
those
who
are
retiring
in
that
time
period,
but
I
plan
on
being
a
lifelong
philadelphia
resident.
So
I,
like
you,
want
to
work
together
to
make
sure
that
we
get
this
right
and
we
make
sure
that
there's
coverage
for
the
years
many
years
ahead
of
us.
G
We
currently
have
564
officers
who
are
injured
on
duty
at
no
duty,
that's
as
of
today
and
there's
an
additional
121
who
are
unlimited
duty
status
since
december,
which
are
charts
that
we're
going
to
be
referring
to
later.
Our
actual
number
has
gone
down.
We
were
at
632
with
106,
who
are
on
limited
duty,
so
made
very
little
progress,
but
we're
at
least
going
in
the
right
direction.
There
next
slide.
Please.
G
Just
to
give
a
little
bit
about
the
process
when
an
officer
is
injured,
they're
required
to
report
that
injury
within
48
hours
and
prepare
the
necessary
paperwork.
If
they're
unable
to
do
it,
a
supervisor
will
prepare
for
them.
Supervisor
then
calls
in
the
iod
claims
line,
and
then
the
officer
is
giving
an
appointment.
G
The
officer
will
get
treatment
and
then
the
determination
is
made
whether
it
is
a
service
connected
injury.
One
of
the
issues
that
we
are
dealing
with
and
have
always
been
is
what
happens
when
fraud
is
reported.
There
have
been
instances
where
it's
either
reported
to
members
of
the
police
department
to
internal
affairs
to
outside
sources,
and
those
frauds
are
investigated
by
risk
management,
and
there
have
been
instances
where
officers
benefits
have
been
terminated.
They've
not
been
able
to
stay
on
heart
and
lung,
but
the
difficulty
in
the
challenge
is
always
with
proving
that
fraud.
G
It
was
a
record-keeping
way
of
carrying
people
who
were
out
with
covet
or
quarantining
for
covic,
but
we
didn't
see
a
significant
increase
of
number
of
people
who
were
out
through
the
course
of
the
entire
pandemic
early
on.
We
had
a
lot
of
officers,
either
testing
positive
for
covet,
as
well
as
those
who
had
to
quarantine
because
they
were
either
exposed
to
covet
or
somebody
in
their
household
had
it.
G
Closing
or
the
care
for
their
children
did
use
increased
time
and
something
that
we're
also
seeing
now,
which
is
affecting
our
time
and
our
usage
is
the
new
paternity
provisions
that
were
in
the
bargaining
units
contract
that
now
based
on
those
provisions,
an
officer
within
18
months
of
the
birth
of
their
child,
being
a
parent.
Whether
biological
or
adopted,
can
take
a
month
off
and
paternally
leave
to
care
for
those
children.
G
So
it's
starting
to
impact
our
numbers
as
well,
because
they're
it's
hard
to
plan,
because
you
don't
know
when
those
officers
are
going
to
be
requesting
the
leave.
We
also
had
an
increase
in
iod
over
that
time
period,
steadily
going
up
from
2018
with
a
huge
rise
in
2020,
which
was
right
around
the
time
when
we
had
the
civil
unrest
and
just
as
a
point
of
reference
in
that
one
week
we
had
over
60
officers
who
were
injured
on
duty.
G
G
Some
of
the
frequently
asked
questions
that
we
wanted
to
just
clarify
with
our
presentation
is
that
yes
covet
was
classified
differently.
I
was
counted
as
administrative
leave
and,
if
you
looked
at
the
previous
charts,
you
will
see
in
the
months
that
our
city,
actually
state
and
country
had
the
largest
outbreaks
is
when
you
saw
those
bumps
up
in
administrative
leave
when
we
had
we've
always
had
officers
since
the
beginning,
who
were
either
quarantined
or
affected
with
covet,
but
those
periods,
those
numbers
quadrupled
at
times
and
you'd
see
that
that
really
went
forward.
G
It
was
deemed
with
the
presumptive
illness
that
the
officer
more
likely
than
not
did
catch
covet
at
work
and
were
carried
administratively
and
just
wanted
to
point
out
that
in
that
period
we
also
had
eight
officers
who
died,
who
tested
positive
to
covet,
and
there
is
also
a
reference
on
that
chart
where
a
couple
months
july
august,
when
our
numbers
were
really
low.
That
is
not
an
accurate
counting
in
one
philly.
G
Next
slide,
please
looking
at
our
current
staffing
vacancies,
this
is
just
really
to
show
that
is
within
every
rank
and
it's
also
throughout
the
entire
department.
Everybody
thinks
of
vacancies
as
in
patrol,
but
the
ability
to
perform
all
the
other
necessary
functions
in
the
department
are
also
hit
significantly.
G
That
number
is
by
our
authorized
strength
when
we're
looking
at
the
point
of
reference
period
from
2018
on
when
our
authorized
strength
was
65.75,
it's
now
63.80
and
we're
not
at
that
number,
but
showing
a
variance
of
where
we
were
actually
four
years
ago
to
where
we
are
now,
it's
almost
750
officers
down,
and
that
does
not
count
the
ones
that
councilman
dom
explained
in
the
beginning,
who
are
not
available
for
service,
but,
as
you
can
see,
it
affects
our
investigative
ranks.
It
affects
our
support
services,
training
all
the
way
across
the
board.
G
We
contend
that,
arguably
anybody
who
wants
to
work
in
that
field
who
lives
in
philadelphia
is
already
doing
so,
so
the
ability
to
recruit
people
to
get
folks
that
have
that
skill
set
and,
quite
honestly,
our
forensic
scientists
don't
make
what
they
make
in
private
sectors.
So
it
is
a
very,
very
tough
area
for
us
to
recruit
folks
and
then
retain
them.
G
Looking
at
those
numbers
to
where
we
are
now.
The
difference
that
we've
spent
in
general
fund
over
time
is
about
five
million
dollars
and
a
large
portion
of
that
was
to
either
use
staffing
replacement
or
to
cover
details
where
we
used
to
have
more
officers
that
we
were
able
to
work
at
a
straight
time
rate.
Now
we
have
to
use
in
an
overtime
status.
But
if
you
remember
the
first
chart
the
commissioner
outlaw
showed
when
we
were
at
65-77.
G
G
F
F
F
F
21A
is
the
list
that
allowed
us
to
grandfather
in
those
individuals
who
weren't
necessarily
residents,
given
that
the
legislation
was
fairly
new
and
was
taking
effect.
But
this
is
the
breakdown
demographically
of
the
candidates
that
we
were
getting
and
then
also
it
shows
where
we
were
losing
people
about
900
people
of
the
3798
actually
attended
an
orientation.
F
122
applicants
withdrew,
570,
failed
the
reading
and
the
agility
test
and
of
the
255
applicants
that
were
interviewed
only
65
were
hired.
So
what
this
tells
us
is
that
we
need
meaningful
ways
to
continue
to
stay
engaged
with
people
throughout
the
entire
process,
given
that
the
process
is
as
lengthy
as
it
is,
and
then
we
also
need
to
which
dc
rumbly
will
step
in
and
talk
about.
F
Look
at
some
of
the
other
options,
as
it
relates
to
the
the
reading
test
and
then
we'll
tell
you
how
we've
continued
to
engage
people
with
working
with
them
early
on
for
the
physical
agility
as
well
to
make
sure
that
they
are
in
fact
prepared
to
pass
when
they're
ready
to
get
to
that
portion
dc
wembley.
You
ready
for
me
to
turn
it
back
over
to
you,
yes,
ma'am!
Thank
you.
Okay,
next
slide.
H
Please
yes,
sorry
about
that.
So
this
is
a
slide
that
shows
our
residency
requirement
and
how
it
was
broken
down
for
our
class
for
our
list
of
21a,
which
had
a
total
of
37
98
applicants.
21B
was
the
first
list
with
only
philadelphia
residents,
and
it
resulted
in
a
list
of
2478
in
total
applicants,
which
is
a
very
large
difference
in
how
many
people
applied
next
slide.
H
The
next
slides
will
show
some
of
the
recommendations
from
crytek
next
slide.
Please,
as
you
can
see,
they
gave
us
recommendations
regarding
our
recruitment
and
outreach
strategy,
some
of
which
we
have
already
implemented
our
marketing
and
communication
strategies,
which
are
some
we
are
currently
working
on,
and
our
workload
demand
and
staffing
allocation,
which
is
very
difficult
now
that
we
have
such
a
reduction
in
numbers
next
slide.
Please
again,
here
are
some
of
the
recommendations
that
we
have
been
able
to
put
in
place,
but
there
are
some
needs
that
we
have
to
further.
H
What
we
are
doing
in
helping
some
of
the
potential
recruits
to
pass
the
reading
exam
is
that
we
have
partnered
with
temple
university,
who
has
a
funded
program
for
a
literacy
program.
We
have
now
225
applicants
who
did
not
pass
the
reading
test
that
have
signed
up
for
this.
The
reading
test.
I'm
sorry,
I
was
offline.
I
don't
know
if
the
commissioner
mentioned
is
a
ninth
grade
level.
Reading
test
with
the
nelson
denny
test,
which
is
state
mandated.
H
H
We
have
a
hundred
of
those
tests,
we're
going
to
give
a
sample
set
to
50
applicants
who
did
not
pass
the
nelson
danny
test
and
50
applicants
that
are
currently
in
the
academy
and
with
we're
looking
to
gather
data
to
prove
that
we
can
use
a
different
test
and
still
get
the
results
that
we
need,
as
was
mentioned
by
councilman
jones,
community
college
has
a
program
for
those
who
are
interested
in
law
enforcement.
We
have
partnered
with
them
and
have
been
working
along
with
them
for
that.
H
Currently,
in
the
academy
we
have
class
395,
which
has
41
recruits
that
are
scheduled
to
graduate
on
april
8th.
We
have
class
396
that
currently
has
78
recruits.
They
are
scheduled
to
graduate
september
16th
and,
as
of
today,
we
put
in
class
397,
which
has
48
grand
48
recruits,
which
they
are
scheduled
to
graduate
december
of
2022.
A
H
Then
this
slide
represents
some
of
the
other,
the
initiatives
that
we
have
started
that
I've
just
spoken
about
we're
looking
to
streamline
the
applicant
process
to
increase
engagement
within
the
city,
and
there
are
some
zip
codes
that
we're
working
with
ohr
in
the
free
library
to
do
that
next
slide.
Please.
H
And
here
are
funding
requests.
I've
updated
you
on
the
nelson
denny
reading
test
and
we
need
a
real-time
applicant
tracking
system
and
the
cost
of
that
is
forty.
Five
thousand
dollars.
Also,
we
need
materials
so
when
we
go
out
to
do
recruitment
that
we
can
be
successful
in
our
endeavors
also
with
advertising
and
technology
needs
for
a
total
of
ninety
four
thousand
dollars
next
slide,
please.
H
A
There
are
questions,
yes,
I
just
want
to
recognize
council
member
bass,
who's
joined
us.
Thank
you,
council
member.
I
have
several
questions.
I
thought
I
would
ask
I'm
not
sure
who
would
be
responsible
responding
to
them,
but
I'll
just
ask
away
looking
at
the
uniformed
leave
usage
and
workforce
availability
from
the
beginning
of
fiscal
year
19
to
halfway
through
fiscal
year
22,
it
seems
that
the
overall
availability
is
declining
as
lead
usage
is
slightly
increasing.
A
G
Well,
I
I
think,
that's
a
huge
part
and
I
think
the
fact
that,
when
we're
operating
short
and
officers
are
required
to
work
more
over
time,
they're
required
to
work
additional
shifts.
It
takes
its
toll
not
only
on
officers
physically
but
also
on
their
families,
and
then
they
wind
up
taking
leave.
We
when
officers
have
authorized
vacation.
G
But
the
timing
isn't
always
good
for
the
department.
So
I
think
the
shortage
is
going
to
continue
to
take
its
toll
on
our
officers
that
you
can
only
mandatory
require
people
to
work
for
so
long
without
it
really
hitting
the
officer
and
hitting
their
ability
to
come
in
and
do
the
job.
So
I
I
think
it's
been
something
that
started
when
our
staffing
level
started
to
drop,
and
now
it's
been
exasperated
by
that
continual
drop
of
officers.
F
When
we're
you
know
we're
prepping
for
the
spring
and
summer
now,
and
so
what
we
did
last
year
was
made
sure
that
we
prioritized
our
deployments
according
to
where
we
needed
the
most
problematic
areas,
and
that
meant
problematic,
not
just
grids
or
areas
within
the
city,
but
we're
also
talking
about
rec
centers
or
wherever
there
was
summer
programming
for
our
young
people.
So
we
can
bolster
our
visibility
there,
but
we
know
that,
prior
to
the
summer,
we
had
to
extend
our
school
safety
zones
our
buffer
zones.
So
it
wasn't
just
around
schools.
F
It
was
the
areas
around
the
school
so
now
we're
again
moving
into
the
summer
and
we're
talking
about
increased
visibility,
not
only
in
these
areas,
but
then
also
accounting
for
those
folks
who
are
out
on
leave.
So
that
means
we're
pulling
people
out
of
plain
clothes
assignments,
to
put
them
back
in
marked
cars
and
in
uniforms,
and
at
some
point
you
know
that
it's
just
not
sustainable,
it's
a
short
term,
a
short-term
solution,
but
we're
going
to
need
to
make
sure
that
we
have
the
number.
So
we
can
go
back
to
what
we
know.
A
Okay,
thank
you.
I
have
a
few
more
questions.
I
know
the
and
I
just
want
to
address
this,
so
we
get
it
out
of
the
way
the
inquirer
ran
a
story
on
the
abuse
of
which
we've
talked
about
the
state
level,
heart
and
lung
leave
category,
and
so
what
it
was
evidence
of
multiple
cases
of
what
seems
to
be
leave
abuse.
G
I
know
that
there
are
challenges
once
those
move
forward
to
a
heart-lung
hearing,
because
the
medical
experts,
but
the
article
and
the
information
was
very
very
troubling,
because
we
need
every
well
body
that
we
have
available
to
be
working
working
here
for
the
philadelphia
police
department
and
looking
at
some
of
the
stories
and
some
of
the
stuff.
Now
on
the
inquire
has
not
given
us
any
additional
information.
They
said
they
had
videos
and
stuff
like
that,
but
we're
hoping
they're
working.
You
know
with
risk
and
internal
affairs
to
help
clear
up.
G
You
know
it
because
we
don't
want
folks
who
don't
want
to
be
here
either,
but
we
certainly
don't
want
people
playing
the
system
and
getting
paid
here
and
getting
paid
from
another
job
or
able
to
work.
So
I
think
deputy
wenberry
will
give
you
a
little
bit
of
the
follow-up
that
her
folks
are
doing
a
professional
responsibility.
H
Yes,
we
conducted
investigations
in
reference
to
those
that
were
in
the
paper
and
other
things
that
we
know
about,
and
we
work
along
with
risk
management
and
oftentimes.
We're
not
successful,
as
deputy
culture
said,
because
we're
not
doctors,
but
we
are
out
on
it
and
we
are
vigilant
because
we
know
just
how
abusive
it
can
be.
A
I
would
think
that
if
I'm
a
police
officer
and
someone's
abusing
the
system,
which
puts
me
with
less
stabbing
on
my
my
area,
I'd
be
pretty
upset
that
they're
abusing
the
system
right.
So
I
think
it's
a
moral
issue
too,
not
just
that
they're
taking
money
from
us
illegally,
but
it's
also
morale
showing
the
police
force.
G
Councilman,
even
talking
with
the
interviewers
from
the
paper,
all
of
their
leads
came
from
other
officers.
I
mean
this
wasn't
stuff
that
they
discovered
the
officers
who
are
good
officers
who
are
frustrated
working
without
sufficient
backup
are
the
ones
that
reported
it.
So,
at
the
end,
you're
100
right
now.
The
officers
who
are
coming
to
work
every
day
are
extremely
frustrated
and
it
does
destroy
their
morale
when
they're,
seeing
somebody
actually
being
paid
more
to
not
come
in
at
all
right.
A
I
Risk
management
is
responsible
for
our
worker
safety
and
health
program
to
make
sure
city
workers
are
safe
and
health
while
healthy,
while
at
work
we're
also
responsible
for
the
city's
employee
disability
program,
which
is
responsible
for
providing
care
to
injured
workers
who
suffer
an
injury
on
the
job.
That
program
added
the
heart
lung
benefit
in
2003,
and
that
has
been
a
program
that
we
have
managed
since
and
heart.
Lung
is
a
program
that
we
have
managed
in
addition
to
our
reg
32
program
for
our
iod
program
for
injured
workers
and
our
pennsylvania
workers.
I
I
The
the
doctors
who
are
treating
under
the
heart
and
lung
panel
or
on
the
heart
lung
panel
have
been
recommended
by
our
employee
unions
and
the
you
know
those
doctors.
We
have
seen
a
pattern
of
extended
care
for
injured
workers
under
that
program
and
that
has
been
exacerbating
over
the
years
over
the
last
10
to
12
years.
We've
seen
an
increase
in
the
duration
of
disability.
I
It
has
it.
There's
absolutely
no
value
in
this
for
us
in
the
city
to
have
injured
workers
go
back
to
work
too
soon,
when
they're
not
able
to
handle
the
workload.
And
so
that's
why,
in
our
program,
we
have
a
program
where
you
are.
If
your
injury
is
severe
you're
off
no
duty,
you
stay
off
for
a
period
of
time
until
the
doctor
determines
that
you're
able
to
return
to
limited
duty,
and
at
that
point
you
can
return
to
some
form
of
limited
duty
where
you
can
do
parts
of
your
job.
I
I
What
has
changed
over
the
years
is
the
doctors
that
are
on
the
heart
and
lung
panel
have
ex
have
really
extended
the
duration
of
disability
for
our
injured
police
officers
so
that
those
officers
are
off
much
longer
than
they
have
been
before
and
they
are
in
other
similar
types
of
injuries.
So
we
are
working
as
well
as
we
can
with
the
heart
and
lung
arbitration
panel,
which
is
the
the
adjudicative
body
that
reviews
heart
and
lung
injuries
and
approves
through
a
due
process.
Hearing
the
employees
right
to
those
heart
and
lung
benefits.
I
We,
as
commissioners,
coulter
and
wimberley
have
established
an
outlaw
have
established.
We
investigate
those
claims
where
there
seems
to
be
some
a
problem
with
the
injury
care
or
the
return
to
work
and
where
people
seem
to
be
possibly
abusing
that
system.
Those
are
followed
up
on
through
the
use
of
our
resources
and
risk
management
through
our
third
party
administrator.
I
We
investigate
those
and
process
those
to
try
to
get
those
workers
back
to
work.
We're
focused
on
getting
them
healthy
and
back
to
work
so
that
they
can
continue
to
do
the
career
that
they
signed
up
for.
So
that's
how
our
process
works
and
that's
a
little
bit
about
how
that's
worked
over
the
recent
years.
A
A
Okay-
and
I
guess
look
here-
I
think
I
speak
for
all
my
colleagues
that
those
officers
that
are
injured
and
are
deserving
of
any
benefit
we
want
to
make
sure
they
get
the
benefits,
but
those
officers
that
are
taking
advantage
of
the
system
are
really
the
focus
here
and
that's
what
we
want
to
really
get.
You
know
get
resolved,
because
that
gives
us
all
of
that
name,
including
every
police
officer,
so
we
want
to
just
make
sure
that
we're
in
those
unintended
leasing,
those
that
are
abusing
the
system.
A
A
I
guess,
is
there
a
you
know
in
today's
day
and
age
to
hire
people
a
lot
of
social
media
is
being
used,
whether
it's
instagram,
facebook
or
tick
tock
or
all
the
different
twitter
or
whatever
the
forms
are
for
social
media?
Are
we
utilizing
these
social
media
forms
in
our
hiring
of
police
officers
and,
if
so,
which
would
be
the
typical
instagram
accounts
or
other
accounts
that
we
could
look
to.
H
Yes,
we
are
using
social
media,
not
so
much
tick
tock,
but
we're
using
twitter,
facebook
and
instagram,
which
is
the
philadelphia
police
department's
contact
information
for
their
their
handles.
We
also
use
radio,
so
radio
media.
We
often
we
get
opportunity
to
be
on
das.
Some
of
those
things
actually
have
a
cost
to
them,
but
we're
utilizing
all
the
things
that
are
out
there,
especially
since
the
demographic
that
we're
trying
to
draw
uses
social
media
more
than
they
would
be
read
the
inquire.
So
we
are
utilizing
those
efforts.
A
I
think
we
and
I
would
be
I
would
be
supportive
of
investing
more
money
in
hiring
even
a
local
employment
firm
to
assist
us
in
this
process
and
give
us
the
best
strategies
and
tactics
on
how
to
help
you
staff
up,
because
I
do
think
that
social
media
is
important
today.
I
think
two
or
three
postings
a
day
would
be
appropriate
and
I
think
that
we
need
to
do
more,
and
I
want
to
ask
this
question
also
about
staffing
up.
I
know
we
have.
A
I
think
the
commissioner
who
I
think
I
think
you
remember
you're,
telling
me
that
you
were
an
explorer
when
you
were
younger
police
explorer,
and
so
I
don't
know
the
exact
program.
But
I
know
that
police
explorers.
I
think
are
for
age
14
and
up
to
20
to
20..
Is
there
a
way
for
us
to
have
explorers
from
14
to
18
and
then
create
there?
A
F
I
think
that's
a
great
suggestion,
council
member
dom
that's
exactly
the
pipeline
that
I
was
in.
I
was
a
police
explorer
and
then,
when
I
went
to
college,
I
was
a
paid
police
cadet.
That
would
call
for
a
creation
of
a
new
class,
a
job
classification
and
obviously
there's
a
process
there.
But
there's
definitely
some
added
benefits
to
that
in
creating
our
pipeline,
specifically
with
identifying
our
young
people
here
in
the
city.
A
Okay,
we
should
probably
look
into
that,
because
I
think
it
could
become
a
pipeline
for
police
officers
down
the
road
and
give
people
an
opportunity.
You
know
after
they
graduate
high
school
there's
a
gap
between
applying
for
police.
I
think
it's
22.,
at
least
this
would
give
them
a
job
and
would
help
you
support
these
administrative
functions.
H
Go
ahead,
it
has
been
true
in
our
prior
experiences
because
we
are
under
the
mandate
of
bona
fide
resident
of
the
city
of
philadelphia.
We
still
have
not
been
able
to
figure
out
how
that
would
work.
We
had
conversations
with
council
person
parker
previously
and
that
was
brought
up,
but
we've
had
we
haven't
finalized.
How
we
would
do
that
whether
they
would
have
to
have
been
a
resident
prior
to
going
into
the
military,
but
we
are
exploring
that
option.
A
H
A
G
I
mean
bonuses,
don't
ever
hurt,
but
I
don't
know
that
there's
there's
only
a
finite
number
of
people
in
an
area
that
want
this
particular
job,
so
without
widening
the
net
to
look
for
folks
that
may
be
bringing
in
some
of
the
best
and
the
brightest
who
want
to
come
and
be
that
as
an
incentive.
I
don't
know
that
a
large
bonus
would
make
a
big
difference,
but
any
bonus
would
help
to
get
people.
G
I
mean
amazon's,
giving
large
bonuses
all
the
people
who
we're
competing
with
now
to
hire
folks
are
putting
incentives
out
there
and
a
lot
of
folks
look
at
that
at
that
short
site,
because
people
are
hurting,
people
need
money
now
they
need
that
event
and
somebody's
going
to
offer
you
two
thousand
five
thousand
ten
thousand
dollars
to
come
on.
You
know,
even
if
they
say
I've
always
wanted
to
be
a
cop,
but
you
know
private
industry
or
somebody
else
is
offering
it.
A
G
If
I
may
just
one
thing
that
I
always
said
is
we
gave
a
preference
to
philadelphia
residents,
even
if
we
give
them
100
points
and
go
through
every
philadelphia
resident
first
that
we
wouldn't
hire
anybody
outside.
Until
all
of
those
were
satisfied,
I
think
we
would
still
get
every
philadelphia
resident
that
qualifies
and
wants
the
job,
but
then
making
sure
we
have
a
safety
net
with
candidates
behind
them
that,
after
we
run
out
of
viable
candidates
here
that
there's
people
who
still
want
it,
I
believe
it's
great
to
hire
philadelphia
residents.
G
G
There's
going
to
be
a
shortfall,
so
I
think
that
there's
certainly
an
advantage
to
giving
reference
to
a
city
resident
to
make
sure
that
they're
the
first
candidates,
but
as
deputy
wimberly
will
tell
you,
we
exhaust
an
entire
list
every
time,
so
there's
never
a
philadelphia
resident
that
completely
qualifies
that
ever
gets
turned
away
if
they
make
it
through
all
the
stages
they
get
hired.
So
it's
not
outside
people
taking
their
place.
It's
supplementing
the
vacancies
that
we
have.
A
A
D
Thank
you
so
much,
mr
chairman,
and
thank
you
for
your
on
point,
questions
that
answered
a
lot
of
the
things
I
had
on
my
mind.
I
want
to
first
thank
the
commissioner
and
her
team
for
for
the
progress
I've
seen
throughout
this
process
to
really
dig
down
and
figure
out
how
we
get
more
recruits
at
the
academy.
D
D
He
wound
up
now
is
a
lieutenant
about
to
retire
from
the
police
academy,
and
he
he
is
a
guardian.
You
know,
and
in
every
sense
of
the
word
and
I'm
very
proud
of
that
program
for
a
while,
it
was
limited
to
the
academy.
It
is
branched
out,
as
I
understand,
to
the
different
districts
for
accessibility
of
young
people
when
it
comes
to.
D
H
Dc
weberly,
yes,
it
is
in
its
first
year.
Most
of
the
classes
are
geared
toward
policing.
If
we
can
get
recruits
from
that
class,
then
we're
we're
definitely
going
to
benefit
their
program.
It's
only
available
to
those
who
are
already
enrolled
in
community
college.
So
it's
a
small
pool.
However,
we
we
have
gone
there
and
done
conducted
guest
speaking
with
their
classes,
so
we're
working
with
them
if
they
get
more
students
that
take
that
curriculum,
then,
of
course
that
makes
our
opportunities
larger.
D
They
take
people
outside
of
students,
so
the
general
community
can
apply
it's
a
cost
to
it,
but
they
prepare
them
for
everything,
including
firearms
training,
the
physical
aspect
of
it-
and
I
just
want
to
look
at
apple's
the
apples,
comparisons
to
see
how
we
can
enrich
the
community
college
program,
maybe
get
a
feeder
to
lincoln
of
pennsylvania
and
cheney
of
pennsylvania
to
get
more
of
our
urban
youth
involved.
In
it
question
I
know
the
class
sizes
have
shrunk
in
the
academy
and
I
think
the
latest
one
is
78
participants.
D
All
right,
how
many,
and
would
you
also
find
out
how
many
are
female,
yes
and
get
that
to
the
chairman?
I
I
would
like
to
shift
a
little
to
some
of
the
barriers
they
kept
cadets
of
color
out.
One
of
them
used
to
be,
and
that's
what
this
is
more
of
a
question,
their
credit
scores.
Have
we
eliminated
that.
H
D
All
right,
I
I
need
a
little
more
clarification.
You
don't
have
to
do
it
today,
but
by
the
budget,
because,
just
because
someone
had
late
fees
on
their
utility
bill
doesn't
necessarily
mean
they're
a
candidate
for
grafton
corruption,
and
I
just
need
to
see
how
the
correlation
between
the
two
really
really
impact.
So
that
was
one
the
other
is.
How
are
we
treating
past
consumption
of
marijuana
in
the
questioning
as
they
disqualified.
H
H
H
D
Are
we
engaging
with
people
so
way
back
in
another
time
the
agility
track
and
field
track
running
qualification
was
at
the
end
of
training,
as
opposed
to
the
front.
How
are
we
dealing
with
people
and
their
physical
fitness?
Is
there?
Some
pre
suggested
ymca
course
that
they
can
take
so
that
they're
not
flunking
out
at
the
pt
test.
H
H
We
also
have
some
of
our
officers,
who
have
gone
to
different
areas
in
the
community
to
work
out
with
some
of
the
applicants
we're
looking
to
partner
with,
I
think,
as
a
sporter,
now
we're
in
conversation
with
them.
One
thing
that
would
be
beneficial
because
people
are
looking
for
jobs
and
now
we're
talking
about
adding
the
cost
for
them
to
work
out.
H
A
E
Thank
you,
council,
member,
dom.
Just
before
I
begin
with
my
line
of
questioning.
I
just
want
to
get
a
few
points
of
information
on
the
record,
and
I
don't
know
if
a
commissioner
outlaw
or
or
colter
would
respond
to
this,
but
as
it
relates
to
a
signing
bonus,
is
it
accurate
that
a
signing
bonus
would
have
to
be
collectively
bargained
yes
or
no.
G
I
don't
know,
but
we
can
certainly
ask
the
legal
people
whether
that
would
be
necessary
to
contract
people
knowing
the
bargaining
units.
They
would
say
that
everybody
should
have
gotten
one,
but
I
don't
know
if
it's
something
I
mean
if
it's
pre-employment
before
they're
actually
represented.
It
may
be
something
that's
perfectly.
Okay,
if
it's
post
employment
and
the
only
trouble
with
a
signing
bonus
is
we
would
like
people
to
be
required
to
stay.
We
wouldn't
want
to
see
people
get
something
up
front
and
then
three
weeks
later
decide
that
they're
moving
on.
G
E
E
E
I
introduced
on
behalf
of
our
council
president,
a
bill
that
applies
to
civil
service
new
hires
and
does
not
affect
any
existing
collective
bargaining
agreement.
This
was
the
law
in
philadelphia
for
55
years,
and
it's
still
the
law
for
civil
service
laborers
that
are
represented
by
district
council.
33.,
I
want
to
know
for
the
record
what
I
said
and
I
saw
mike
zakney
mike.
E
I
I
saw
you
pop
up
on
the
screen,
so
I
want
you
to
be
ready
when
you
come
up
on
the
next
panel,
because
we're
gonna
want
you
to
address
this
issue
on
the
record.
It
is
becoming
a
tad
bit
mind-boggling
for
me
when
I
constantly
hear
that
philadelphia's
waiver
process
is
not
adequate
enough
to
fill
hard
to
fill
job
vacancies,
police
department
included,
particularly
those
that
have
special
skills
or
expertise
that
is
not
available.
E
I
want
someone
to
tell
me
if
we
know
that
the
intent
of
this
body
that
is
included
in
our
hearing
documents
the
transcript
that
a
waiver
process
be
utilized
and
employed
by
the
police
department
or
any
other
department
in
the
city
in
need
of
a
specific
talent
that
may
not
be
readily
available
here.
Someone
is
going
to
have
to
explain
to
me
why,
in
our
promotional
material
for
recruiting
there
is
not,
in
parentheses,
that
a
waiver
is
available.
If
you
do
not
meet
philadelphia's
residency
requirement.
I
don't
know
about.
E
You
doesn't
seem
real
complex
to
me,
but
I'm
going
to
wait
to
hear
a
response
to
that
question.
Are
you?
Can
you
all
wimberley
culture
commission?
Can
you
all
tell
me
what
has
been
the
problem
with
accessing
the
waiver
process
as
a
tool
and
making
this
standard
operating
procedure
and
putting
it
very
prominently
in
our
recruiting
materials?
E
F
I
can
address
the
the
first
part.
We
obviously
can't
speak
for
the
civil
service
commission,
but
what
makes
it
challenging
for
us
putting
it
on
the
front
end.
We
would
love
to
be
able
to
do
that.
That
waivers
are
available
specifically,
for
I
mean
in
the
short
term,
I
can
think
of
those
who
went
away
to
school
for
four
years
and
came
back
or
those
who
were
in
the
military
and
came
back.
We
as
the
philadelphia
police
department
cannot
guarantee
that
they
will
get
said
waiver.
F
We
have
to
apply
for
the
waiver
and
then
hear
back
from
the
civil
service
commission.
So
while
it
would
be
helpful
for
us
on
the
front
end
to
be
able
to
say
you
know
for
for
our
advertising
and
our
marketing
purposes
that
you
may
be
eligible
for
it
doesn't
necessarily
mean
that
they'll
get
this
raver
and
now
we've
invested
in
these
applicants
and
they're
at
a
certain
point
in
the
process
and
we're
kind
of
left
in
limbo.
E
So,
commissioner,
I
want
us,
I
want
to
stop
you
right
there
and
for
the
benefit
of
the
viewing
public.
It's
important
that
you
understand
what
our
commissioner
just
said.
City
council
passed
a
law
that
employed
this
city
with
a
tool
called
a
waiver
process
and
and
upon
passage
of
that
legislation,
we
readily
made
available
a
tool
that
can
be
employed
by
our
civil
service
commission
to
empower
the
police
department,
because
commissioner
outlaw
just
said
that
she
has
to
apply
well,
the
department
has
to
apply
up
to
get
the
said
waiver.
E
This
sounds
like
an
administrative
snafu
that
could
be
readily
addressed
between
our
hr
department,
personnel,
our
civil
service
commission
and
any
department
in
the
city
of
philadelphia.
That
is
in
need
of
a
a
particular
talent
that
may
not
be
readily
available.
So
commission,
I
won't
ask
you
to
respond
anymore
when
zach
cagney
comes
up.
I
will
definitely
ask
him
about
this.
I
want
to
go
back
now
to
an
issue
that
is
extremely
important
to
me
and
commission.
E
I
want
you
to
tell
us
if
you
will
about
how
we
make
readily
available,
beat
patrol
and
bike
officers
in
neighborhoods
across
of
the
city
and
the
the
prominence
and
importance
it
would
be
sort
of
on
on
your
plate,
as
I
were
a
leader
of
law
enforcement
here,
if
you
had
the
compliment
in
order
to
do
it
and
listen,
I
want
to
be
clear
to
the
public.
We
are
not
talking
about
gvi.
E
We
are
not
talking
about
staffing
up
areas
where
there
are
high
volumes
of
crime
where
you
have
to
deploy
the
most
officers
as
needed.
We
are
talking
about
prevention.
We
are
talking
about
helping
to
remove
the
the
fear
that
lawlessness
is
taking
over
the
city
of
philadelphia
and
residents
in
neighborhoods
across
the
city.
F
Sure,
and
before
I
turn
it
over
to
dc
dales,
I
I
just
want
to
acknowledge
that
I
think
you
hit
the
nail
on
the
head.
Our
ability
to
be
visible
and
to
not
also
serve
as
deterrence,
but
also
contribute
to
prevention
really
goes
to
how
readily
or
easily
we're
able
to
put
ourselves,
not
just
in
the
most
problematic
areas
in
the
city,
but
even
in
those
parts
of
the
city
where
it
might
not
be
as
much
of
a
problem
and
we're
hearing
more
and
more
I'm
hearing
more
and
more
the
team's
hearing
more.
J
F
F
You
don't,
but
I
know
who
this
child
belongs
to,
and
I
can
go
knock
on
their
door
and
say
look
what
I
caught
johnny
doing
and
having
that
relationship
in
the
community
and
then
they
know
who
our
officers
are,
and
that
means
the
the
more
we're
able
to
do
that.
The
more
we'll
be
able
to
increase
the
discretionary
time
that
our
officers
have
not
just
in
our
pinpoint
areas
but
outside
of
that
dc
dells.
You
want
to
address
the
other
part
about
bicycle
deployment.
What
we
have
and
what
we
don't.
K
Sure,
yes,
good
morning,
everyone
how
you
doing
council,
member
parker.
How
are
you
I'm
a
big
fan
of
utilizing,
bikes
and
footbeats
as
well?
Just
to
give
you
the
actual
number
we
are
at
as
far
as
qualified
we
have
785,
who
are
qualified
to
ride
a
police
bike
out
of
that
785
that
all
that
includes
from
the
rank
of
detective
all
the
way
up
to
deputy
commissioner,
which
is
me,
I'm
bike
train
as
well
as
far
as
police
officers
or
who
are
bike
qualified
there
are
624,
that's
the
total
number.
K
K
We
do
have
bike
officers
assigned
across
the
city
almost
in
every
district
captains,
utilize
them
for
business
corridors
and,
most
of
the
time
we're
utilizing
them
to
cover
down
on
our
high
crime
areas,
which
we
know
is
a
big
problem
in
our
city.
As
far
as
on
a
daily
basis,
the
number
that
that
fluctuates,
I
will
say,
depending
on
what
we
need,
what
we
need
to
use
them
for.
We
still
have
to
cover
down
on
the
school
safety
zones
we
have
to
cover
down
on
dismissal
at
problematic
schools.
K
E
Deputy,
let
me
say
this
to
you
one,
I
I
appreciate
your
response
because
you
know
when
I
can
remember
when
our
previous
commissioner
ross.
I
always
viewed
this
as
his
baby,
and
I
would
argue
to
you
that
that
not
all
of
our
captains
and
inspectors
at
that
time
had
a
great
deal
of
respect
for
our
bike
patrol
and
our
beat
offices.
They
thought
I
think
it
was
a
waste
of
time
and
did
not
value
them,
and
I
know
you
come
from
a
different
place
because
you
started
on
the
ground
and
you
value
it.
E
So
I
think
I
will
be
looking
forward
during
the
budget
process
and
your
plan.
I
think
you're
going
to
see
a
holistic
plan
sort
of
issued
or
called
for
very
soon
amongst
this
body
and
so
I'll
be
looking
forward
to
your
response,
because
the
people
in
the
city
of
philadelphia
demanded.
Mr
chairman,
I'm
gonna
get
two
other
questions
on
the
record.
They
may
not
be
answered
right
now,
but
I
wanna
just
note
this
that
there's
clearly
a
bottleneck
in
a
backlog.
E
This
is
the
quality
of
life
issue
that
we
that
we
talked
about
earlier.
Regarding
the
removal
of
these
abandoned
cars,
you
can
talk
to
any
district
council
member,
and
this
is
something
that
we've
all
been
dealing
with
and
trying
to
get
resolved
with
many
residents
reporting
wait
times
of
about
six
to
eight
months
now.
That
may
be
because
the
individuals
who
work
in
neighborhood
services
unit
of
the
nsu
of
the
department
they
have
been
redeployed
because
of
shorting
staff,
shorting
staffing
shortages,
so
to
members
of
the
viewing
public
who
are
listening.
E
Who
are
calling
your
district
council
members
or
at
large
members
about
the
removal
of
abandoned
cars?
And
you
know
how
this
process,
how
long
it's
taking?
Please
note
that
these
officers
are
now
being
redeployed
because
of
these
staffing
shortages-
and
I
just
commissioner,
want
to
get
from
you
a
yes
or
no.
Is
that
factual
or
or
not.
E
E
There
was
a
city
worker
who
was
a
custodial
worker
in
a
specific
department.
They
were
informed
that
there
was
an
opportunity
to
take
a
test
to
become
a
sheriff
in
the
city
of
philadelphia.
They
went
to
the
police
department.
Apparently,
that
test
is
given
at
a
police
department
facility
they
passed
that
test
and
that
city
worker
who
was
once
a
custodial
worker,
is
now
going
to
be
a
sheriff
talk
about
being
put
on
a
path
to
self-sufficiency,
earning
a
much
higher
wage
and
because
I
see
coulter
outlaw
in
wembley.
E
E
Tell
me
if
you
will
how
aggressive
we
are
in
amongst
city
of
philadelphia
employees
in
attempting
to
recruit
those
who
are
in
a
lower
level
based
on
salary
positions,
no
no
less
extremely
meaningful,
but
those
who
could
be
on
the
path
and
and
just
may
not
know
the
opportunity
is
available.
Do
we
use
that
as
a
part
of
our
recruitment
strategy.
E
Please
let
us
know
when
you
will
and
sent
to
chairman
dom
some
information
about
what
you
would
say
is
the
percentage
of
existing
city
workers
who
actually
apply
and
ultimately
become
members
of
our
force.
It
would
be
interesting
to
know
how
many
of
our
existing
philadelphia
city
of
philadelphia
employees
attempt
to
advance
economically
chairman
dom.
Thank
you
so
very
much
for
the
time
allotted.
I
have
some
additional
questions
and
I'll
submit
them
to
you,
mr
chairman.
In
writing.
A
E
If
you
will,
mr
cagney,
can
you
please
respond
to
that
issue
of
council's
intent,
along
with
the
city's
ability
to
place
in
our
promotional
material,
especially
since
I
know
our
civil
service
commission
and
our
human
resources
department
is
extremely
concerned
about
council's
intent
and
we've
said
on
the
record
multiple
times
the
council
president
has
said
on
the
record
multiple
times
that
the
waiver
process
should
be
sufficient
and
we
should
be
marketing
that
that
should
be
a
tool
that
the
police
department
doesn't
have
to
ask
for.
Why
isn't
it
standard
operating
procedure?
B
So
councilwoman
thank
you
for
giving
me
the
time
to
speak.
I
think
you
know
my
position
on
the
residency
requirements.
I
think
we
all
want
to
see
opportunities
go
to
residents
of
the
city.
I
think
that
was
the
intent
of
the
council's
legislation,
and
we
agree
with
that.
However,
there
are
those
times
where
that
just
doesn't
work
from
the
standpoint
of
being
able
to
supply
enough
candidates.
B
We
do
believe
this
is
also
one
of
those
times
we
had
requested
a
waiver
residency
waiver
from
the
commission
for
police
officer
recruits
last
time
we
were
able
to
get
it
for
that
specific
test.
We're
actually
going
back
to
them
again
this
wednesday.
It
is
I'm
sorry
I
forgot
what
day
it
was
everything
just
sort
of
runs
together
when
you
said
it
was
march
2022.
I
still
think
it's
march
2020.
B
E
E
Let
me
ask
you
this:
do
you
have
the
authority
to
ask
for
a
semi-permanent
use
of
the
waiver
process
of
the
civil
service
commission
until
philadelphia
has
met
its
full
complement
of
law
enforcement
officers,
so
that
would
mean
civil
service
commission.
We
have
a
public
safety
crisis
in
the
city
of
philadelphia.
E
We
need
to
have
a
semi-permanent
use
of
a
relaxing
of
our
residency
requirement
and
use
of
the
waiver
process
that
the
city
of
philadelphia
included
in
city
council
of
philadelphia
included
in
its
language,
because
they
understood
that
it
is
difficult
to
feel
fulfill
some
positions.
Can
you
just
grant
this
to
us
because
we
are
in
the
midst
of
a
public
safety
crisis,
or
is
there
a
legal
reason
why
you
can't
do
that?
Mr
zach
me.
B
Now
we're
actually
going,
as
I
was
saying,
we're
going
on
wednesday
to
ask
for
another
waiver.
I
know
we're
asking
for
at
least
this
list.
I
believe
we
have
a
two-part
request
that
would
request
the
waiver
for
the
police
officer
recruit
also,
but
I
will
double
check
that.
So
we
are
going
to
the
commission
this
wednesday
to
request
that
waiver
so
that
we
can
at
least
give
the
police
department
some
additional
support
from
the
standpoint
of
reaching
out
to
a
set
of
candidates.
E
E
The
city
of
philadelphia
is
in
the
midst
of
a
public
safety
crisis
and
that
the
hiring
and
retention
of
law
enforcement
is
essential
to
us
to
ke
for
us
to
carry
out
our
duty
to
ensure
that
every
resident
of
the
city
of
philadelphia
feels
and
is
safe.
Thank
you
so
very
much
chairman,
adam
and
chairman
jones.
I'm
gonna
get
on
the
phone
and
off
camera
with
council
president
right
now.
Thank
you.
A
K
K
Last
night
we've
been
working
very
diligently
to
try
to
address
the
the
car
accident
crisis
that
we're
facing
in
the
city,
some
of
the
infrastructure
problems
and
it's
extremely
painful,
to
know
what
took
place
and
I'm
praying
for
the
family
and
everybody
that
was
involved
in
to
the
officers.
That's
here.
I
definitely
appreciate
your
service.
Specifically,
commissioner,
outlaws
always
a
pleasure
to
see
you
and
to
work
with
you
as
well.
With
that
being
said,
I
did
have
a
couple
questions
that
I
did.
K
So
I'm
wondering
what's
being
done
to
address
that
specific
concern
and
I'm
wondering
do
we
give
officers
other
options?
So
if
a
police
officer
wasn't
comfortable
reporting
to
internal
affairs
or
communicating
issues
within
a
department
to
the
department,
do
we
offer
them
other
options
that
they
can
communicate
them
to?
I
worked
in
a
controller's
office
for
a
brief
stint
and
I
know
the
controller's
office
was
always
an
option
where
police
officers
can
report
things
anonymously.
K
K
Do
we
feel
like
they
went
to
reporters
because
they
felt
like
they
had?
No
other
means,
has
there
been
any
type
of,
and
maybe
you
can't
share
this
on
a
record,
but
I'm
just
wondering:
has
there
been
any
type
of?
I
guess
you
could
say
investigation
or
digging
into
this
issue,
because
if
it
were
me,
I'm
just
thinking
about
you
know.
K
Clearly
I
have
a
much
smaller
staff,
but
if
I'm
you
know
this
is
me,
and
you
know
I'm
in
charge
of
anything
where
my
folks
weren't
comfortable
talking
to
me-
and
you
know-
maybe
rightfully
so-
maybe
not
rightfully
so
I'm
not
sure
about
that
side.
But
I
I
would
be
concerned
with
the
level
of
communication
and
transparency.
That's
not
taking
place
and
I'm
wondering
if
there's
do,
we
feel,
like
anything,
should
be
done
to
address
that.
H
Well,
what
we
can
do
is
be
better
communicators
with
our
people.
However,
we
do
communicate
to
them
the
options
that
are
available
and
I'm
not
quite
sure
if
it's
the
comfort
level
or
is
it
just
because
they
want
to
do
it
that
way,
but
we
do
have
options
available
for
them
and
we
do
conduct
investigations.
K
Thank
you
fair
enough.
Okay.
Moving
on
to
recruitment
stuff,
I
just
want
to
start
by
adamantly
communicating
my
concern
and
disagreement
around
credit
score.
My
name
is
isaiah
thomas
right
and
you
know
yeah
right
so
clearly,
I'm
not
the
only
person
with
that
name
and
one
of
the
issues
that
I
run
into
honestly.
This
is
a
genuine
problem
I
have
is
that
there
are
things
that
are
often
put
on
my
credit
score.
K
That's
not
me
right,
so
somebody
like
curtis
jones,
to
throw
him
under
the
bus
is
a
pretty
common
name,
curtis
and
jones.
I
can
see
him
also,
and
maybe
not
the
council
member,
the
other
curtis
jones
in
philadelphia
having
similar
issues
as
it
relates
to
this
idea
of
credit
score.
I
think
that
that's
a
really
really
really
bad
idea
and
it
puts
certain
communities
and
certain
people
at
a
disadvantage.
K
I
remember
we
had
a
reporter
isaiah
thompson
and
he
would
always
get
communication
that
was
supposed
to
be
for
for
me
to
him.
I
think
council,
member
gaudier
has
a
chief
of
staff
whose
name
is
very
close
to
my
communications
director.
So
these
things
are,
you
know,
human
error.
They
happen
all
the
time
and
I
really
just
want
to
push
us
to
revisit
credit
score
being
involved
at
all
in
the
application
process,
especially
coming
out
of
a
pandemic.
Moving
on
that
was
the
statement.
I'm
sorry.
Moving
on,
commissioner
outlaw.
K
You
personally
showed
me
some
of
the
issues
that
we
have
around
forensics
in
the
city
and
I've
seen
it
multiple
times.
We've
talked
in
depth
about
the
waiver
process,
specifically
for
forensic
staff.
I'm
just
wondering
how
much
success
have
we
had
as
a
release
to
forensic
staff
specifically,
and
what
is
the
strategy
to
try
to
put
us
in
a
position
to
staff
up
on
forensic
staff.
F
B
Hi,
yes,
everyone
I
can
chime
in
we
have
put
in
for
them.
However,
we
have
not
heard
anything
on
it.
So
currently
we
cannot
hire
anyone
who
does
not
live
within
this
basic
area
for
one
year
prior.
That
basically
means
we
hire
brand
new
trainees
every
time
which
typically
take
12
to
24
months
to
train.
So
when
we
lose
someone
who's
qualified,
we
hire
someone
in
brand
new
that
takes
up
to
two
years
to
train.
K
I
I
see
the
council
president
has
joined
us,
that's
extremely
alarming
and
I
think
that
we're
having
some
miscommunication
on
our
and
and
as
well
as
through
various
departments
as
it
relates
to
this
issue.
So
I'm
not
going
to
do
a
deep
dive
into
that
because
I
know
other
council
members
will
do
a
deep
dive
into
that
in
the
waiver
process
and
things
of
that
capacity.
Shifting
over
to
the
recruitment
and
the
hiring
I'm
wondering
what
does
the
department
do
when
someone
has
not
been
hired
right?
K
So
if
you
said
that
2
000
people
applied-
and
you
know
a
lot
of
the
philadelphia
residents
who
applied,
we
don't
make,
they
don't
make
it
through
the
process.
So
I'm
wondering
what
is
the
formal
process
as
a
means
of
communication
to
constituents
who
have
not
been
selected
into
the
into
the
department?
Do
we
tell
them
what
went
wrong
why
they
are
denied?
I
think
that
is
extremely
important
and
I
know
firsthand
folks
who
have
applied
to
be
police
officers
and
everybody
has
had
different
experiences.
K
H
Yes,
the
process
that
we
have
now
is
that
the
person
is
notified
by
human
resources
department,
human
resource
department
that
they
are
not
going
to
be
hired.
However,
we
have
been
in
conversation
as
the
commissioner
agreed,
that
we
need
a
better
process
in
telling
the
person
why
they
were
not
hired,
so
we're
still
working
that
process
out.
K
So
that's
extremely
disappointing.
I
think
that
you
know
as
a
city
of
philadelphia
any
department
within
the
city
of
philadelphia,
especially
with
all
the
staffing
issues
that
we
have
when
someone
is
not
hired,
it
should
be
communicated
and
we
also
know
we
have
issues
around
trying
to
recruit
people
of
color,
and
I
think
that
for
for
us,
it's
important
that
we
do
that
and
actually
thinking
about
it.
K
At
one
point
we
had
an
officer
that
was
in
a
recruitment
department
who
was
actually
involved
in
the
insurrection,
and
I
remember
reaching
out
to
the
department
to
find
out
what
was
going
on
with
that.
Did
we
ever
get
any
type
of
communication,
as
it
relates
to
the
officer
in
the
recruitment
department
that
was
involved
in
the
insurrection
and
the
impact
that
that
person's
status
and
their
ability
and
recruitment
had
on
our
issues
around
diversity
and
inclusion.
F
So
a
couple
of
things
because
you
made
a
a
couple
of
points:
council,
member
thomas,
so
what
dc
wimberley
is
referencing
about
figuring
out
a
very
clear
way
and
putting
it
in
policy
and
therefore,
in
practice
about
notifying
people
is
I'm
looking
for
consistency?
So
there's
nothing.
I
mean
across
the
country,
there's
nothing
standardized
where
someone
sends
or
gets
a
letter
from
a
police
department.
It
says
you've
been
non-selected
or
you
haven't
been
selected,
and
here
are
the
specific
reasons
and
it
varies
from
place
to
place.
F
You
may
get
something
generic
meaning
that
you
know
you
were
disqualified
because
of
something
in
this
particular
category,
but
on
a
case-by-case
basis.
What
we've
been
doing
is
someone
asked
we'll
give
them
the
details
and
to
me
I
think
it
needs
to
be
more
standardized
than
that.
So
that's
what
we
mean
by
working
on
our
process
of
communication,
because
not
only
does
it
keep
people
engaged,
but
it
helps
them
know.
Maybe
I
shouldn't
apply
again,
because
this
is
something
that's
a
deal
breaker.
F
The
other
piece
is,
you
stated
that
someone
in
recruiting
or
backgrounds
was
involved
in
the
insurrection,
and
that
isn't
necessarily
the
case.
We
did
do
an
investigation
into
that
and
we
found
that
the
person
utilized
you
know
their
technology
in
a
way
that
wasn't
appropriate
or
within
policy,
but
they
were
not
actually
involved
in
the
insurrection
itself,
but
they
were
transferred
out
of
that
particular
unit,
and
we
did
an
audit
of
all
the
background
and
base
investigations
that
they'd
done
to
ensure
that
there
was
no
bias
there
and-
and
we
didn't
find
any.
K
K
I
think
it
was
our
chair
council,
member
dom.
He
said
the
numbers
were
normal
and
they
hadn't
seen
an
increase
in
appeals
or
challenges
that
they've
had
to
applications.
I
I
I
if
he
can
quantify
that.
That
would
really
help
I'm
not
quite
sure
what
normal
is
and
that
that
and
that
that
will
help
as
well
too
and
then
the
last
thing,
I'm
sorry
councilmember
parker
asks
for
information
as
it
relates
to
what
departments
you
have
what
the
the
process.
K
A
L
Thank
you.
Thank
you,
mr
chair
and
good
morning
to
everyone.
So
I
wasn't
planning
on
getting
on
this
hearing,
but
I
kind
of
heard
somebody
talking
about
residency,
and
this
just
and
I
and
I'm
gonna
be
a
little
rough
here,
but
I'm
I'm
really
a
little
rough.
You
know,
particularly
as
it
relates
to
the
police,
because
they
can
get
rough
back.
L
This
whole
possible
issue
with
respect
to
the
residency
being
an
impediment
on
being
able
to
get
adequate
number
of
police
recruits,
and
not
just
you
know,
I
listen,
but
I
don't
believe
it
recently.
There
was
a
a
a
forum
put
together
by
attorney
general
josh
shapiro,
and
that
issue
came
up,
but
the
simple
reality
is
that
the
conversation
was
around
the
generalization
of
the
inability
to
get
police
recruits,
and
that
was
statewide.
L
The
simple
reality
is
that
when
we've
moved
forward
on
this
and
and
as
I
was
talking
to
councilmember
parker,
you
know
early
on
in
this
conversation,
this
whole
thing
started
as
a
result,
and
this
is
not
new.
We
were
finally
able
to
get
enough
boats
to
be
supportive
is
the
fact
that
for
too
long
the
police
department
didn't
reflect
the
demographics
of
the
city
of
philadelphia,
and
I'm
not
just
talking
about
race,
but
clearly,
race
was
an
issue.
L
I'm
talking
about
culture,
I'm
talking
about
understanding
a
city
that
has
a
level
of
complexity
that
the
city
of
philadelphia
has,
and
lord
knows,
we
have
some
serious
complexity
in
the
city,
so
we
were
attempting
to
try
to
address
that
issue
by
imposing
a
residency,
just
like
all
the
other
representatives
and
city
workers.
At
the
end
of
the
day,
my
understanding
and
commissioner
correct
me.
If
I'm
wrong,
we
have
around
2500
active
inquiries
or
applications.
L
I
think
we
usually
do
maybe
as
many
as
400
recruits
a
year.
I
don't
understand
why
we
can't
get
400
people
out
of
five
hundred
and
if
that's
the
case,
then
we
have
a
challenge
either
with
the
testing.
We
have
a
challenge
with
the
process.
We
have
a
challenge
with
the
education
system
in
the
city
of
philadelphia,
there
was
some
reference
made
to
issues
with
respect
to
people
going
away
to
college
people
going
to
the
military
and
then
coming
back
and
having
to
start
all
over
again.
L
L
I'm
the
firm
believer
of
how
important
you
think
something
is
is
how
many
resources
you
throw
at
it,
and
by
that
I
mean
this
whole
recruiting
process
and
correct
me
again.
If
I'm
wrong
the
dollars
that
were
spent
on
the
recruiting
process
by
the
police
department,
slash
civil
service
commission
whomever
is
less
than
fifteen
thousand
dollars.
L
The
bottom
line
is,
you
know:
city
council
has
been
running
the
campaign
over
the
last
year,
so
we've
been
doing
these
promos
about
wearing
masks
and
we've
been
doing
promos
about
getting
boosted
the
most
recent
one
getting
your
booster
shot
spent
25
000
on
the
radio,
far
more
than
the
alleged
15
000..
So
if
you're
serious
about
this,
then
you
need
to
be
serious
about
about
throwing
resources
at
it.
I
talked
to
one
of
the
captains
that
talked
about
a
process
that
that
he
was
working
with
a
number
of
them.
L
I
don't
call
his
name.
I
don't
get
him
in
trouble.
You
know
about
how
we
can
better
get
recruits,
so
I
believe
that
we
need
a
strong
police
force.
You
know
I've
been
around
for
a
minute.
I
represent
the
22nd
police
district,
the
people
in
the
22nd
police
district
they're,
not
talking
about
defunding
the
police
they're
talking
about
where,
where
are
the
police?
You
know
when
all
this
activity
is
going
on.
L
So
I'm
I've
just
had
to
jump
in
on
that,
because
that
that's
just
not
something
that
just
passed
muster
with
me,
and
I
know
I'm
just
one
voice,
but
I'm
sure
that
there
are
a
number
of
other
individuals
that
have
similar
concerns
about
providing
opportunities
to
people
outside
the
city
of
philadelphia.
When
we
have
so
many
qualified
people
in
our
city,
that
should
be
in
a
position
to
take
these
jobs
and
understand
the
city
that
reflect
the
demographics
of
the
city.
A
And
council
president,
I
agree,
and
I
think
we
all
agree-
that
we
need
to
invest
more
money
in
the
marketing
of
these
opportunities,
especially
considering
the
size
of
our
budget
and
the
amount
of
officers
available.
I
don't
know
if
you
heard
earlier,
I
mentioned
we
might
need
to
go
outside
and
hire
a
marketing
firm
to
target
market.
L
I'm
sorry,
mr
chair,
I
didn't
want
me
to
interrupt
you
you're
speaking
to
mark,
and
I
just
got
a
text.
They
said
they
have
a
94
000
budget
for
marketing
and
recruiting.
I
don't
know
I'd
like
to
see
the
breakdown
of
that
and
how
it's
being
spent
too
frequently.
We
know
and
I'll
turn
back.
I'm
sorry,
mr
chair,
the
consultants
traditionally
get
a
bulk
of
the
money
and
we
don't
spend
the
money
where
it's
most
needed.
I'm
sorry,
mr,
I
just
want
to
say
so
thankful.
A
A
This
might
still
be
low
under
the
advertising
piece,
making
sure
we
get
the
word
out.
You
might
want
to
revisit
that,
and
maybe
the
other
thing
we
can
do
is
to
each
one
of
the
council
members,
but
we
can
get
them
more
information
on
so
they
could
post
on
their
own
social
media
pages,
to
help
the
police
department.
L
L
Yeah
I
mean
I'm
just
people
don't
know
about
the
opportunity.
It's
you
know
as
much
as
we
like
our
government
website,
the
simple
realities,
that's
not
you
know
preferred
reading
by
most
people,
so
sometimes
you
got
to
get
down
and
dirty
and
flood
the
airways,
the
social
media,
whatever
the
likelihood
is
to
reach
people.
F
A
One
of
the
areas
we
need
to
improve,
I
think,
is
on
the
social
media,
especially
instagram
and
other
media
forums,
because
when
I
looked
at
the
philly
police
department,
instagram,
not
the
hiring
one
but
the
philly
police
department,
the
last
I
think
post
was
in
november
for
new
recruits.
So
I
think
we
should
be
like
pounding
that
out
every
day
almost
to
get
people.
I
said:
that's
how
people
market
it's
consistent,
everyday
marketing
of
information.
So
all
right,
good
points!
Council.
President!
Thank
you.
L
Yeah,
I
don't
want
to
monopolize
the
conversation
because
I
jumped
in
late,
so
councilman
squilla.
I
think
he
had
his
hands
I'll
jump.
If
I
can
get
him,
it
was
a
same
same
pew,
different
prayer,
so
I
can
wait
throughout
the
day
you
had
council
present
all
right.
No,
the
the
other
issue
had
to
do
with
police
department
personnel,
slash
deployment,
that's
another
thing
that
we've
been
talking
about
for
a
long
time,
and
I
know
the
fop
hates
every
time
we
bring
this
conversation
up.
L
The
simple
reality
is
that
we
have
police
department,
members
trained
to
the
max
best
trained
people
actually
doing
things
is
directing
traffic
and
writing
tickets
for
abandoned
vehicles
delivering
mail.
I
mean
all
due
respect
with
this,
a
city
that
is
on
record
pace
again
for
homicides.
When
we
have
police
officers
doing
things
that
other
civilian
personnel
could
be
doing,
you
know
we
need
to
do
that.
I
mean
you
know
we
passed
an
ordinance,
we
passed
a
charter
change
we,
and
this
is
not
only
the
police
department.
L
This
is
on
the
administration
and
we
put
money
in
the
budget
for
public
safety
officers.
That
can
do
a
lot
of
this.
You
know
activity
and
I'm
without
to
my
understanding
they
have
yet
to
hire
a
single
person.
So
if
you're
telling
me
and
it's
based
on
again
that
there
potentially
could
be
300
people
that
have
currently
sworn
trained
to
the
finest
police
officers
or
they're
doing
work,
that's
inconsistent
with
crime
prevention
and
providing
security
to
the
city
of
philadelphia.
L
I
don't
understand
why
we
can't
address
that
in
a
meaningful
way
to
get
these
folks
back
on
the
street,
where
we
need
them
as
opposed
to
doing
other
types
of
activity.
So
I
just
wanted
to
put
that
out
there.
Mr
chairman,
I
promise
I'm
not
going
to
say
anything
else.
Thank
you.
Thank
you.
Councilman
for.
A
M
Thank
you,
mr
chair,
and
thanks
also
to
the
sponsors
of
this
resolution.
I
wanted
to
go
back
to
the
issue
of
the
heart
and
lung
program.
I
know
we've
talked
about
this
a
lot,
and
I
know
that
you
know,
commissioner,
outlaw
you
and
your
team
have
talked
a
lot
about
what
you're
doing
to
investigate
the
individual
cases,
but
I'm
wondering,
given
you
know
the
reporting
by
the
inquirer
and
some
of
the
things
that
we've
seen
as
opposed
to
just
taking
a
stronger
stance
in
investigating
individual
cases.
M
Are
we
looking
at
any
broader
policies
or
systems
change
with
relation
to
the
program?
Like?
Are
you
looking
at
things
like
you
know,
putting
a
cap
on
how
long
an
officer
might
stay
out
on
this
type
of
leave?
Are
you
looking
at
capping
the
number
of
claims
that
people
can
make
with
respect
to
this?
This
benefit?
Are
you
looking
at
putting
in
place
any
system-wide
adjustments
that
would
help
on
how
we
monitor
this?
Like
aside
from
the
individual,
are
we
looking
at
system-wide
policies
and
changes.
F
Well,
I
I
can
tell
you
really
quick,
thank
you
councilwoman
gautier
for
that
question.
In
our
last
round
of
negotiations,
we
made
the
definition
for
what
an
injury
is
under
heart
and
lung.
I
think
a
little
bit
more
restrictive
and
we're
hoping
that
that
would
change
things
moving
forward.
As
far
as
the
other
requirements
barry,
I
saw
you
hop
on.
Did
you
want
to
address
that
and
what
we
can
and
can't
do.
I
I'm
happy
to
thank
you,
commissioner.
Thank
you
councilman
gaudier,
we
are,
we
are
doing
everything
we
can
within
the
law
that
has
been
established,
the
state
law
and
the
requirements
for
a
due
process.
Hearing
for
officers
who
have
received
this
benefit
to
have
that
benefit,
terminated
or
modified.
So
on
an
individual
basis.
I
I
You
know
you
can
no
longer
receive
any
more
time.
It
is
one
of
the
challenges
of
the
law
that
it
is
a
benefit
intended
for
temporary
disabilities
and
on-
and
in
fact
when
someone
has
a
permanent
disability,
they
need
to
go
off
of
the
benefit,
but
we
have
some
individuals
who
have
had
temporary
disabilities
that
have
lasted
for
years
and
we
believe
that's
not
the
intent
of
the
law,
and
so
we
have
been
trying
to
you
know,
prosecute
those
cases
to
try
to
terminate
that
benefit.
M
I
And
you
know
it's
a
little
bit
frustrating
because
there
is
so
this,
so
the
bureau
of
workers,
compensation
under
the
state
department
of
labor
and
industry
enforces
and
establishes
regulations
about
how
workers
comp
is
handled.
But
there
is
no
such
similar
agency
that
controls
heart
and
lung,
and
so
consequently
that's
not
as
controlled,
and
you
know-
ideally,
you
know
if
the
legislature
were
to
bring
the
you
know
the
the
heart
and
lung
law
under
the
jurisdiction
of
the
state
bureau
of
workers,
compensation
on
the
department
of
labor
and
industry.
I
I
M
Okay,
I
would
I
mean
just
offline.
I
would
love
to
have
an
understanding
of
how
those
vacancies
relate
to
the
police
districts
that
you
know
are
that
are
represented
in
in
the
third
district,
and
I'm
sure
other
members
of
council
would
want
the
same
regarding
their
districts.
Can
you
also
talk
about
how
are
vacancies
filled
by
district
and
what
process
is
there
in
place
to
make
sure
that
the
districts
that
are
most
struggling
right
now
are
given
adequate
attention?.
K
Yes,
so
when
a
class
graduate,
we
look
at
the
vacancies
and
almost
busier
districts
when
I
say
busier:
districts,
the
ones
that
are
experiencing
high
level
of
violent
crime,
we
would
actually
deploy
those
assignors
officers
to
those
districts,
but
in
the
meantime,
until
the
class
graduates,
we're
utilizing
other
special
units
units
that
normally
work
playing
close
work
in
a
plan.
Close
capacity
put
them
in
uniform
to
cover
these
problematic
districts,
such
as
civil
affairs,
for
example.
We
utilize
neighborhood
services.
K
M
And
how
often
are
we
making
those
assessments?
So,
for
instance,
we
had
heard
a
lot
about
vacancies
in
the
18th
district,
where
we
had.
You
know
I
I
think
it's
been
reduced
recently,
but
we
still
have
a
significant
amount
of
gun
violence
and
it
was
hard
for
me
to
write
my
mind
around
what
the
process
is
to
fill
those
vacancies
and
how
often
we're
we're.
You
know
taking
a
shot
at
that
and
coming
back
to
the
table
to
try
to
make
sure
we
have
adequate
coverage.
K
Yes
and
southwest
is
usually
at
the
top
of
our
list
as
far
as
once
classes
graduate
from
the
police
academy.
We
you
pretty
much,
send
them
to
southwest,
because
it
is
a
very
busy,
very
busy
division
as
a
whole.
So
we
do
send
personnel
to
that
location-
and
I
will
say
southwest-
is
one
of
the
divisions
that
receives
a
significant
amount
of
resources
from
our
special
units,
such
as
hobby
patrol.
K
M
M
Thank
you
and
lastly,
I
wanted
to
talk
more
about
recruitment.
I
certainly
understand
the
challenges
with
recruiting
locally
that
you
all
have
laid
out
and
we've
talked.
You
know
a
little
bit
about
things
to
make.
You
know
the
offer
more
attractive,
whether
that's
a
sign-on
bonus
or
you
know,
amping
up
our
advertising
to
get
the
word
out
there.
M
But
it
strikes
me
that
in
looking
at
the
data,
you
know
even
with
the
challenges
that
you
all
are
outlining
around
local
hiring
we're
still
having
a
significant
amount
of
people
apply,
but
we're
turning
away
a
lot
of
people,
and
I
just
and
we're
turning
away,
in
particular
a
lot
of
diverse
candidates.
It
was
very
striking
to
me
the
amount
of
black
males
and
black
females
that
didn't
make
it
past
the
reading
test.
M
These
various
stages,
like
I
heard
that
we're
working
with
temple
and
we're
setting
up
a
program
with
ccp
on
the
reading
test,
but
is
there
anything
that
we
can
do
right
now
to
further
understand
why
folks
aren't
making
it
through
their
the
reading
portion
of
the
test
and
right
now,
work
with
folks
who
have
applied
before
to
get
them
to
a
level
where
they
can
get
through?
Is
there
anything
that
we
can
do
right
now
on
helping
people
with
their
credit?
M
I
heard
one
of
the
you
know
one
member
of
the
team
talk
earlier
about
not
being
able
to
refer
to
for-profit
companies
like
that's
something
we
should
be
able
to
figure
out.
If
you
know
we're
saying
we
need
more
police
and
we
need
to
fill
these
vacancies,
then
I
think
we
have
to
be
incredibly
creative
or
at
least
try
to
be
as
creative
and
as
flexible
as
possible
on
every
area
of
this
process.
That's
giving
us
an
issue
right.
I
heard
I
heard
someone
throw
out.
M
Be
looking
at
that
right,
if
this
is
the
most
important
issue
right
now,
then
perhaps
we
need
some
kind
of
you
know,
ad
hoc
task
force
or
something
with
all
the
folks
who
can
make
these
decisions
or
relax
some
of
these
decisions,
where
appropriate,
to
make
sure
that,
at
every
area
of
this
process,
we're
doing
as
much
as
we
can
to
get
local
hires
or
local
applicants
rather
through.
So
I
just
want
to
make
sure
you
know.
M
I
know
the
people
who
are
working
on
recruitment,
they're,
working
within
established
lines
and
boundaries
does
there
need
to
be
more
of
an
effort
to
sit
down
with
those
folks
and
to
think
about
what
we
can
do
in
a
very
creative
way
to
get
more
local
folks
in
and
to
get
them
in
right
now.
It
seems
like
we're
at
a
point
in
the
city
where
we
have
to
be.
You
know
working
at
this
in
in
maybe
more
of
an
urgent
way.
F
F
So
when
we
talk
about
the
nine,
you
know
the
570
people
that
failed
the
reading
and
the
agility
test,
I
mean
we
need
people
to
pass
these
tests
and
I
think
the
pilot
that
we're
talking
about
with
incorporating
these
other
reading
tests
to
see
if
we
find
other
successes
through
use
of
the
other
tests
as
as
opposed
to
the
one
that
we're
using
now.
I
think
that
is
short
term.
I
think
us
working
with
the
ymca
and
then
providing
workshops
for
every
stage
of
this
process,
so
we
can
tell
people
ahead
of
time
hey.
F
This
is
what
you're
going
to
need
to
clean
up
or
just
what
you
need
to
work
on.
I
think
that's
what
we
can
do
in
the
short
term.
I
think
your
suggestion
about
other
things
that
the
city
could
do
to
help
bolster
our
recruitment
efforts.
I
think,
is
a
really
good
and
a
very
strong
idea,
and
I
look
forward
to
diving
more
into
that,
but
trust
me
we're
doing
everything
that
we
can
within
these
parameters
within.
F
You
know
what
the
state
allows
us
to
do,
and
you
know
what
it
allows
us
not
to
do,
and
I
just
want
to
touch
back
on
the
the
credit
report
piece.
So
there
are
areas
of
discretion
in
these
background
processes,
and
I
think,
because
you
know
not
only
have
we
moved
with
even
more
intention
with
how
we
recruit
how
we
market
the
conversations
we're
having
with
people
we've
seen
some
some
successes
in
these
most
recent
classes.
F
F
We
all
know
we
acknowledge
that
that
has
impacts
on
the
diversity
that
we
recruit
as
well,
that
we're
able
to
to
get
in
these
classes.
So
again,
I
want
to
make
very
clear:
it's
not
just
any
one
particular
thing:
it's
a
totality
of
circumstances,
we're
looking
for
themes
and
patterns,
and
if
somebody
has
we're
hoping
and
that's
why
I
was
acknowledging
in
the
beginning,
when
I
went
through
the
slide
deck,
we
got
to
do
better
with
engaging
people
and
maintaining
engagement.
F
So
if
I
recognize
that
applicant
a
has
some
things
that
they
need
to
fix
and
they
might
not
make
this
next
class,
I
want
to
make
sure
that
we
still
have
a
hand
in
their
effort,
so
that
they'll
be
ready
for
the
next
one
and
that's
why
that
tracking
software
that
we're
asking
for
that.
Forty
five
thousand
dollars
is
so
important
because
we're
still
doing
stuff
on
a
clipboard
and
and
spreadsheets,
and
that's
just
not
what
a
21st
century
police
department
is
doing.
Nowadays.
F
M
I
appreciate
that,
and
I
want
to
be
very
clear
that
I'm
not
saying
I
want
officers
who
can't
read
or
who
are
not
in
good
physical
shape,
I'm
not
seeing
any
any
of
that.
I'm
just
saying
that
before
I
think
we
need
to
be
very
clear
that
at
each
stage
of
this
process
we
did
everything
we
could
and
I'm
not
just
talking
about
members
of
your
team
that
are
working
by
certain
rules
that
have
been
imposed
by
them.
M
I'm
talking
about
members
of
your
team
with
members
of
the
city
with
members,
maybe
of
the
broader
community
that
can
say
here's
where
people
are
getting
caught
here
are
some
things
that
we
can
put
into
place
and
do
together
to
get
people
through
right
now,
right
I
mean
on
the
you
know,
moving
people
through
the
system.
Have
we
thought
about
maybe
folks
needing
more.
I
know
you're
you're
looking
for
technology,
but
maybe
folks
need
more
hand
holding.
M
Maybe
there
needs
to
be
someone
that
is
in
more
communication
with
people
as
they're
going
through
this
process
to
move
them
through.
I
just
want
to
make
sure
that
we've
exhausted
every
single
part
of
this
process
and
our
ability
to
support
especially
diverse
candidates
through
it
before
we
come
up
with.
You
know,
before
we
move
on
to
you
know
putting
more
money
into
getting
people
from
other
places.
I
just
don't
know
if
we
have
fully
exhausted
our
ability
to
get
local
applicants
through.
A
All
right,
thank
you.
I
do
have
a
question,
commissioner,
on
that
chart
that
you
just
had
up.
I
just
want
to
make
sure
that
I
understand
myself
and
it
looked
to
me
like
when
I
was
doing
the
math.
You
had
3
700
candidates,
roughly
yeah
37.98,
when
you
do
the
math,
only
two
percent
of
the
actual
candidates
were
hired
and
seven
percent
of
the
ones
who
showed
up.
Why
are
three
quarters
of
the
people?
Not
even
attending
orientation,.
F
So
I
think
that
goes
back
to
and
I'll
allow
dc
wimberley
to
chime
in
that
goes
back
to
the
engagement
piece
when
you
think
of
the
military,
for
example,
or
private
sector,
there's
a
you
know,
not
only
are
they
hiring
quickly?
You
know
the
timeline
is
far
more
condensed.
Our
hiring
process
is
extremely
long
and
by
the
time
we
get
to
some
of
these
people
on
these
lists,
or
you
know
we
pick
up
a
phone
and
call
them
they've
already
moved
on
to
the
next
job,
because
they're
hiring
much
more
quickly.
F
The
other
piece
is
that
we
have
to
maintain
engagement
from
the
time
that
they
show
interest
to
the
time
that
they
make
it
through
the
process
and
again
that's
something
that
technology
will
allow
us
to
to
do
help
us
do
and
allow
us
to
kind
of
refocus
our
our
efforts.
That's
clearly
somewhere
that
we
need
to
strengthen.
H
Yeah
so
say
you
signed
up
in
march.
We
have
to
wait
until
we
get
the
list
from
ohr,
so
that
could
possibly
be
a
couple
months
before
we
get
the
list
from
march
and
then
we
begin
contacting
the
candidates,
starting
with
number
one
down
through
the
list.
So
it
may
be
three
four
months
before
we
contact
you
to
come
for
the
initial
orientation
and
that's
where
you
would
take
the
the
agility
test
and
the
reading
test.
We
started
emailing
the
the
applicants
once
we
get
their
information
to.
A
A
H
A
A
B
Right
so
the
average
time
for
us
to
get
all
list
out
or
under
40
days.
I
think
it's
actually
around
35
or
so
I'll
meet
with
the
department
again
to
talk
about
some
of
the
delays
with
this.
I
think
that
is
probably
some
communication,
perhaps,
and
also
some
shared
responsibility
from
the
standpoint
of
looking
through
the
lists.
B
J
A
N
Thank
you,
mr
chair,
and
I
also
just
want
to
re-emphasize
the
point
that
both
councilmember
gautier
and
you
have
made
around
this
process
and
I
think
council
president
clark
said
you
know
we're
in
a
crisis
and
we
can't
keep
acting
as
though
we're
not
competing
with
the
rest
of
the
country
and
other
cities
around
this.
And
if
we
want
this
to
be
a
priority,
you
know
having
a
plan
that
outlines.
Predictability
for
candidates
is
hugely
important
prior
to
the
residency
issue.
N
There
was
a
lot
of
debate
around
the
test
and
I'm
happy
to
hear
that.
There's
some
drilling
down
on
what
tests
we
use
and
if
there's
any
other
options,
we
all
know
the
history
of
testing
as
it
relates
to
people,
people
of
color,
some
of
the
educational
challenges
that
we
have.
Some
I'm
happy
to
hear
that,
but
I
also
would
like
you
know.
Maybe
you
know
this
is
for
the
budget
time
it's
sort
of
like
when
the
drop-offs
are
happening.
N
You
know
what
are
the
the
points
and
how
are
they
having
a
disparate
impact
of
the
people,
we're
trying
to
reach
of
color
and
of
philadelphians?
You
know
in
the
background
investigation
we
we
used
to
spend
a
whole
lot
of
time
debating
the
whole
process.
So
again
in
your
plan,
for
you
know
how
do
you
make
four
months
more
condensed?
You
know
I'd
like
to
hear
a
little
bit
about
that
as
we
move
forward,
I
wanted
to
go
back
and
it
very
very
scott
could
come
back
around
the
medical
situation.
N
You
know
very
very
eloquently
ex
explain
the
process,
but
he
didn't
give
me
or
I
didn't
hear
any
of
the
accountability
points.
There
are
doctors,
there's
data
just
like
we
know
who
abuses
overtime.
There
are
doctors
who
have
a
trend.
Are
we
able
to
remove
those
doctors
from
the
list?
I
mean
this
is
very
similar
to
the
opioid
addiction
right.
We
got
bad
actors
on
all
sides
right.
What
are
our
options
around
removing
people
making
these
decisions
that
hamper
our
ability
to
ensure
a
good
prognosis?
N
I
Thank
you
councilwoman,
good
morning
or
good
afternoon
now
we
have.
We
have
been
working
with
our
third
party
administrator
to
who
has
the
contract
with
the
doctors
to
address
where
we
see
the
doctors
not
performing
as
they
should,
and
that
has,
and
we
have
in
some
cases
been
able
to
address
that
on
a
case-by-case
basis.
We
have.
I
We
have
some
of
the
one
of
the
provider
sites
that
has
actually
had
just
two
providers
left
the
site.
One
provider
left
in
december
and
another
provider
gave
us
notice
at
the
beginning
of
this
month
that
they
were
leaving
at
the
end
of
this
month
and,
and
that
is
one
of
the
sites.
That
has
been
a
concern,
and
we
are
working
now
to
make
sure
that
those
patients
who
are
currently
under
care
get
care
so
that
they
can
continue
to
heal
and
recover
and
get
back
to
work.
I
And
so
we
are
working
very
diligently
in
order
to
get
the
doctors
working
in
a
way.
And
you
know,
and
again
we
are
not
trying
to
get
people
on
back
at
work
when
they
can't
do
the
work
that
doesn't
help
us
at
all,
because
you
know
that
they
need
to
be
able
to
do
the
work
and
so
we're
working
to
make
sure
that
the
doctors
are
providing
the
appropriate
direction,
care
and
support
for
those
employees
to
get
back
to
work.
As
soon
as
it's
appropriate.
N
N
You
know
there
should
be
some
tracking
and
there
should
be
some
swift
way
of
saying
this
is
a
problem.
This
is
a
pattern
here
and
addressing
it
because
again,
if
the
system
doesn't
hold
itself
accountable
to
that,
you
know
you're
going
to
have
what
unfortunately
has
been
reported
out.
Since
we
know
this
is
a
problem
that
requires
state
legislative
fixes.
What
I
want
to
hear
is
what
are
we
doing
with
what
we
can
do,
which
is
hold
the
people
accountable
that
we're
paying
to
administer
this
to
do
their
jobs?
N
I
Care
of
the
undercare
there
and
we
are,
and
we
are
making
sure
that
that
we
are
holding
those
doctors
accountable,
the
challenge
being,
of
course,
that
you
and
I
suffer
the
same
injury
but
you're
going
to
recover
from
that
faster
than
I
can,
because
our
bodies
are
all
different.
So
there
is
some
variation,
but
we-
and
so
doctors
explain
to
us
that,
oh
yes,
you
know,
barry
needs
more
time
to
get
back
to
work.
N
Again,
I
think
that-
and
I'm
glad
you
know
that,
there's
a
review
of
this-
you
know
there's
light
duty,
other
duties
that
folks
could
be
assigned
through
some
of
this
recovery
process,
and
I
haven't
heard
any
of
the
connectivity
around
how
we
move
people
through
through
that
through
that
process.
I
don't
know
deputy
commissioner
culture.
Could
you
speak
to
you
know
how
many
of
the
people
are
on
light
duty
or
dust
duty
as
it
relates
to
this
courthouse.
G
Yes,
good
afternoon,
councilwoman
we
have
right
now
we
have
about
112
of
those
folks
that
are
at
some
sort
of
limited
duty
status
where
they're
not
working
the
street,
but
they
are
working.
The
remainder
which
is
like
500,
are
marked
new
duty.
That
is
an
area
that
the
police
department
has
zero
discretion.
The
doctor
decides
whether
the
person
can
work
limited
duty
or
no
duty.
G
They
also
determine
whether
the
officer
can
go
to
court
or
not,
which
is
a
frustrating
point
for
us,
because
when
they
charge
no
court,
those
cases
get
continued,
sometimes
thrown
out,
but
we
can't
overrule
them.
I
do
have
molly
o'neal
on
the
call
she
may
be
able
to
give
you
a
little
bit
more
insight
as
to
the
process
and
some
of
those
like
pain
points
that
we
experience.
G
So
the
process
is
typically,
you
know
the
the
doctors,
of
course,
are
the
providers
or
the
directors
of
their
medical
care
of
their
duty
status,
and
when
those
doctors
determine
that
this,
this
person
is
capable
of
trying
to
do
some
light
light
duty.
That
is
completely
up
to
the
provider's
discretion,
and
it's
supposed
to
be
a
stepping
stone
to
return
him
to
full
duty.
Unfortunately,
sometimes
even
ends
up
being
on
a
disability
that
can
no
little
return.
G
G
N
G
I
believe
deputy
winbury's
house
is
still
doing
the
investigation.
Some
of
them
returned
actually
before
the
article
came
out,
but
there
had
been
contact
made
with
them
from
the
inquirer
from
reporters
that
they
were
investigating.
So
a
few
of
them
have
returned
to
full
duty
since
then,
but
I
don't
have
the
status
of
the
outcome
of
those
individual
investigations.
But
I
know
professional
responsibility
is
working
with
risk
on
them.
N
Do
we
have
an
idea
when
that
will
be
will
get
done?
I
think
it's
real
important
that,
if
we're
treating
this
as
a
serious
matter
that
we
bring
closure
to
that
for
public
transparency
purposes,
so
I
feel,
like
you
know
this.
The
report
has
been
out
a
while
now
how
much
longer
before
there
are
some
decision
points
around
that
those
investigations
dc
rumbly.
H
I
N
N
I
think
the
public
deserves
that,
and
you
know
the
good
officers
who
reported
some
of
this
behavior
deserve
our
ability
to
make
sure
that
this
benefit
is
appropriately
being
used,
and
so
that's
why
they
went
to
the
press
and
we
we
have
to
be
more
transparent
about
bringing
a
resolution
to
that,
and
so
I'll
be
looking
for
that
and
then.
Lastly,
one
of
the
practices
that
we
have-
and
I
don't
know,
commissioner,
now
that
we
are
being
more
transparent
about
our
challenges
and
our
recruitment
challenges.
N
You
know
how
we
carry
vacancies
and
out
of
you
know
folks,
who
are
only
on
districts.
You
know
I
think
councilmember
garcia
was
talking
about
this.
A
little
bit
for
me
has
always
been
really
challenging
when
there
are
issues-
and
all
of
you
know,
with
my
east
division
commanders,
I
have
great
respect
and
when
things
pop
off
you
know,
my
first
question
to
them
is
like
how
many
men
you
down
right,
because
I
don't
even
want
to
be
critical,
because
in
some
cases
the
the
the
list
is
is
long.
N
Sometimes,
I
only
even
want
to
talk
about
it
publicly
because
we'd
all
get
crushed
by
folks,
if
they,
if
they
knew
that,
is
there
a
better
way
that
we
can
manage
folks.
I
know
that
they're
entitled
to
go
back
to
their
post,
but
for
districts
to
carry
you
know,
10
20,
30,
40,
50,
men
or
or
people
on
their
roster.
I
think,
gives
a
false
impression
around
the
allotment
officers
assigned
by
district.
Can
anybody
speak
to?
How
are
we
reviewing
that
and
for
purpose
of
transparency?
F
I
think
there's
always
a
better
way.
I
think
one
of
the
challenges
that
we've
identified
is
that
we'll
keep
people
on
paper
assigned
to
you
know
a
certain
district
or
unit
or
a
division
when
in
fact,
they're
detailed
out
somewhere
else,
and
I
think
internally
by
policy,
we
need
to
say:
okay,
if
somebody
is,
you
know
out
for
x
amount
of
time
either
they're
permanent
or
they
need
to
go
back.
So
we
can
have
a
better
accounting
of
or
just
better
precision
control.
F
N
I
think
the
that
transparency
around
district
by
district
is
hugely
important,
and
I
think
so
again
people
deserve
that
right.
People
are
going
to
be
critical
with
us
about
it,
but
you
know
not
telling
people
the
truth
around.
What
we
have-
and
what
we
don't
have,
I
think,
is
one
of
the
places
where
we're
losing
trust
in
folks
and
it's
a
place
that
we
all
need
to
work
together
to
kind
of
restore
the
community's
faith
that
we're
being
accountable
and
transparent.
N
So
this
is
an
area
that
I
have
a
great
concern.
You
know
been
working
with
with
captains
now
for
14
years
as
a
council
person,
and
it
is
one
of
the
areas
where
I
feel
like
we
set
up
captains
for
failure
when
they
don't
have
a
full,
roster
and
they're
held
accountable
as
if
they
do
have
a
full
roster.
You
know,
and
sometimes
having
one
and
two
cars
out
in
the
street,
because
they
don't
have
the
full
courthouse.
I
think
I
think
it's
you
know.
O
N
No
now
we
have,
we
have
a
legitimate
reason
right,
we're
short
staff
in
the
past.
There
was
no
other
reason
other
than
you
know.
People
were
out
and
and-
and
we
carried
this
incorrectly,
I
just
think
there's
a
problem
around
how
we've
administratively
dealt
with
this
historically,
and
so,
commissioner,
you
know
you
bring
fresh
eyes
and
a
fresh
perspective
if
we're
building
trust
in
the
community.
That
level
of
transparency
is
is
warranted
right,
and
I
think
I
think
that
level
of
honesty
the
community
deserves.
N
Thank
you.
Yes
and
finally,
you
know,
council
president
talked
a
little
bit
around
this.
You
know.
We've
talked
about
the
fact
that
we're
short
staff
and
we
have
police
officers
doing
some
work
that
could
be
done
by
others
as
it
relates
to
neighborhood
services.
This
is
a
quality
of
life
issue
and
in
particular,
so
I
just
want
to
add
my
voice
to
you
know
we
had
gotten
a
real
good
handle
on
abandoned
cars
and
some
of
the
situation,
and
I
really
want
to
push
back
on
those
officers
being
reassigned.
N
N
So
you
know
when
we
got
get
to
the
budget,
really
want
to
talk
about
that.
Neighborhood
services
is
critical,
critical
to
some
of
like
the
basic
basic
public
safety
stuff
that
we
offer
out
in
the
community,
and
I
have
you
know
neighborhoods
like
frankfurt,
where
we
have
thousands
of
cars
and
need
to
be
moved
and
we
have
to
follow
these
processes
and
and
again
don't
want
to
over
burden
a
unit
that
I
know
can
I
can't
hold
responsible
because
they
don't
have
the
manpower.
K
K
They
do
have
a
time
frame
where
they
can
actually
focus
on
the
abandoned,
auto
issues
with
every
within
their
respective
areas,
but
and
and
on
top
of
that
we
also
run
an
initiate
a
neighbor
services
initiative
like
during
the
weekends
where
we
have
all
the
entire
unit,
which
saturate
a
certain
part
of
the
city
to
remove
those
vehicles
which
is
very
effective.
So
we're
continuing
to
do
that
which
again
requires
overtime,
but
we
are
doing
that
as
well.
We're
not
ignoring
the
abandoned
autos
problems.
We
know
that
is
conducive
to
crime.
O
Thank
you,
councilmember
tom.
My
question
is
around
again
a
heart
and
lung.
I
know
that's
been
a
major
topic
today
and
I
just
want
to
make
sure
I'm
hearing
the
numbers
right
so
in
fy
21,
the
city
spent
24
million
dollars
in
salaries
for
officers
who
were
on
the
art,
heart
and
lung
fund
is
that
the
right
amount,
24
million.
I
This
is
barry
scott
from
the
city's
risk
management
division
that
that
that's
approximately
right
and
there's
there's
money
that
we
spend
directly
on
individual
claims
and
then
on
under
heart
and
lung.
Those
workers
are
continued
on
salary
on
their
departmental
salary.
So
that
number
does
not
include.
I
O
Okay,
because
just
for
comparison,
please
forgive
my
voice.
You
know
last
year
for
the
fy
22
budget,
we
allocated
23.5
million
for
the
full
budget
for
like
agencies
like
department
of
behavioral,
health
and
intellectual
disability,
and
when
I
think
about
you,
know
just
loss
of
funds
or
money
how
money
is
being
spent,
we
could
have
actually
doubled
the
size
of
our
department
of
behavioral
health
and
intellectual
disabilities
money
just
for
what
we
spent
on
this
particular
issue
and
that's
definitely
problematic.
I
So
fire
also
has
so.
Fire
is
also
covered
by
heart
and
lung
fire.
Population
is
a
smaller
population,
a
third
or
less
of
the
size
of
the
police
department,
and
so
they-
and
they
have
you-
know
so
much
fewer
injuries
on
an
ongoing
basis.
So
the
numbers
really
need
to
be
sort
of
adjusted
in
order
to
be
well
compared.
I
So
you
know-
and
you
know,
the
investment
that
we
we
make
in
terms
of
taking
care
of
our
injured
workers
is
one
that
we
think
is
a
very
important
one
and
it's
absolutely
not
only
our
responsibility
but
our
honor
to
be
able
to
take
care
of
our
injured
workers,
and
so
we
will.
You
know
you
know
that
money
that
is,
you
know,
is
in
our
budget
that
we
have
for
our
injured.
O
Just
to
be
clear,
I
totally
support
supporting
folks
who
are
injured
on
the
job
and
hurt
on
the
job.
What
I
don't
support
is
misuse.
That's
what
I'm
talking
about,
I'm
not
saying
that
I
don't
support
officers
being
compensated
and
able
to
take
care
of
their
families
when
they're
injured
at
work.
I
wholeheartedly
support
that
my
question.
I
I
know
I
I
I
yeah
yeah,
no,
I
I
I
knew
councilwoman,
I
just
you
know.
I
just
want
to
say,
because
you
know
sometimes
in
risk.
You
know
we
get
pushback,
some
sometimes
from
workers
that
say
like.
Oh,
you
know
you're
you're,
more
worried
about
the
money
than
you
are
about
our
workers.
It's
not
true.
We
are
mainly
worried
about.
I
We
have
invested
a
lot,
as
we've
talked
about
this
morning,
in
getting
someone
on
board
as
a
police
officer
in
the
city
of
philadelphia,
training
them
equipping
them
to
do
their
job
and
we
want
to
keep
them
on
their
job
as
much
as
we
can.
So
this
is
just
another
part
of
that
of
you
know,
making
sure
that
they
can.
We
can
continue
in
that
investment
in
that
individual.
O
Is
there
a
way
that
you
know
it
seems
that,
based
on
the
past
charts
that
we
have,
as
the
benefits
began,
to
grow
through
2004
10
times
more
people
were
using
this?
However,
the
city
stopped
tracking
those
numbers.
Do
we
know
why
the
city
stopped
tracking
those
numbers,
and
is
it
possible
for
those
numbers
to
be
included
in
a
five-year
plan?
So
we
can
see
this
moving
forward.
I
So,
yes,
we
still
track
the
numbers
of
of
police
officers
and
firefighters,
who
are
off
no
duty
and
related
to
heart
and
lung
that
some
of
that
information-
I
know,
I
believe,
shows
up
in
the
quarterly
city
managers
report
and
so
and
so
but
yes
that
information
is
available
and
certainly
we
could
make
it
available
to
the
council.
If
that's
requested.
O
G
O
G
Well,
this
is
the
lowest
number
of
officers
we've
had
in
my
33
years
of
service.
So
it's
it's
continuing
to
go
down.
We
were
at
about
6
500
in
2017.
If
you
look
at
the
chart,
we
were
63
in
2016.
We
were
68
in
2008,
and
even
if
we
go
back
many
many
years
there
was
times
where
our
authorized
strength
was
over
8
000..
Those
times
have
changed
in
our
current
history.
G
A
Thank
you,
councilmember
brooks
and
I
think
I
think,
to
add
to
councilmember
brooks's
question
of
the
of
the
24
million.
I
think
councilmember
brooks
and
myself
and
all
colleagues
clearly
want
those
who
are
injured
to
get
the
monies
they
deserve.
But
I
guess
the
question
is,
and
I
don't
know
if
you
know
the
answer
is
of
that
24
million.
Is
there
an
estimate
of
what
percentage
of
that
might
be
being
abused?
Is
it
two
million
three
million
like
what
would
that
number
be?
I
think
that's
where
we
have
to
focus.
A
C
Thank
you
very
much,
mr
chair.
I
appreciate
it.
You
know
I
will
just
you
know,
I
think
at
this
stage
I
have
a
few
questions,
but
mostly
a
number
of
requests.
Following
up
on
many
of
the
questions
that
people
have,
I
think
what
we're
looking
for
is
whether
anybody
in
the
city
is
charged
with
doing
a
comprehensive
audit
of
the
heart
and
lung
and
will
be
tasked
with
making
recommendations.
C
If
you
could
one
send
those
over
to
what
you
have
now
over
to
our
chair,
I
think
that
would
be
extremely
helpful
and
then
the
second
question
would
be
whether
who,
whether
it's
risk
management
or
somebody
else,
but
somebody
needs
to
do
this
on
a
regular
basis.
This
is
not
a
one-time
thing.
I
think
it
needs
to
be
managed
and
we
need
data
over
a
period
of
time.
So
who
would
do
this
and
would
that
be
depart?
Would
that
department
be
open
to
it?.
I
I
And
yes,
we
are
looking
overall
on
an
ongoing
basis
about
how
we
can
best
manage
this
benefit
and
ensure
that
our
workers
are
receiving
the
benefit
appropriately
and
that
they
are
not
abusing
that
and
the
vast
majority
of
our
workers
are
not
abusing
that
benefit.
There
is,
we
believe,
some
abuse
there,
but
but
that
is
not
the
vast
majority
of
our
injured
workers.
C
I
understand
that
we're
focusing
very
specifically
on
heart
and
lung.
Obviously,
this
this
hearing
is
focused
specifically
on
heart,
lung
and
the
philadelphia
police
department
and,
in
particular
the
fact
that
our
police
department,
more
than
any
other
department
in
the
entire
nation,
far
exceeds
the
number
of
officers
who
are
out
on
leave
for
things
like
this.
Is
that
accurate,
mr
scott.
I
C
C
I
think
one
of
the
concerns
that
I
have,
though,
is
that
risk
management
is
responsible
for
understanding
this
kind
of
information.
You
should
have
information
on
how
our
department
compares
to
other
cities,
particularly
when
you
know
some
of
our
more
courageous
leaders
here,
including
you
know.
I
just
have
to
say,
commissioner,
outlaw
and
deputy
commissioner
coulter,
you
know
have
been
pretty
outspoken
on
the
importance
of
this
issue.
It
is
risk
management's
responsibility
to
actually
know
that
data,
because
it
helps
you
assess
whether
and
what
you're
investigating
needs
to
be
prioritized.
C
So
I
just
want
to
put
that
on
the
record,
and
I
want
to
urge
and
expect
that
risk
management
is,
I
mean,
do
you
have
a?
I
know
you
said
you
invented.
You
are
looking
into,
I'm
not
sure
what
that
means.
But
do
you
publish
publicly
a
report
on
these
funds,
the
uses
of
them
and
particularly
any
abuses
that
may
be
happening.
I
We
don't
have
a
formal
process
for
making
those
kind
of
recommendations.
However,
as
you
know,
I've
indicated
you
know
most
of
our.
You
know
we're
making
sure
that
we
are
complying
with
the
law,
and
so
we-
and
since
this
is
a
state
law
that
we
are
complying
with.
You
know
we
can
make
our
recommendations
with
regard
to
various
things
which
we
see
as
problematic,
but
those
things
are
not
things
which,
which
are
you
know
with
which
the
city
has
any
ability
to
control.
C
I
I
But
again
the
the
corrections
to
some
of
these
concerns
are
corrections
which
the
city
has
not
empowered
to
enact
because
our
fail,
our
failure
to
to
respond
in
certain
ways
in
terms
of
particular
claims,
would
make
us
in
violation
of
state
law,
and
so
we
we
have.
We
are
constrained
in
that
way,
and
so
we
so
we're
we're
limited
in
what
and
what
we
can
do
and
actually
one
of
the.
C
C
Okay,
so
the
city
is
in
control
of
contract
negotiations
that
occur
between
the
city
and
the
fop.
Is
that
correct?
That
is
correct?
Okay,
so
if
there
are
things
that
you
could
identify
that
would
be
recommended
on
a
regular
basis,
those
could
help
inform
recommendations
or
negotiations
between
the
city
and
the
fop.
Would
that
also
be
accurate.
I
It
is,
and
we
have
in
in
this
year,
as
commissioner
outlaw
indicated,
the
in
this
year's
most
recent
act,
111
arbitration
hearing
we
did
hear
and
and
see
some
improvement
in
terms
of
how
the
term
of
performance
of
duty,
which
is
the
term
which
describes
those
people
who
are
eligible
to
receive
the
heart
and
lung
benefit,
is
defined,
and
that
was
a
win
for
us.
In
terms
of
in
terms
of
heart
lung.
There
were
other
proposals
that
the
city
made
in
terms
of
its
labor
negotiations.
C
Yeah,
so
I
think
one
of
the
things
that
council
member
kenyon
sanchez
kind
of
raised
was
that
many
of
these
things
are
not
public
right,
so
that
the
public
is
not
necessarily
aware
of
some
of
the
issues
and
problems
that
are
going
on.
I
think
this
is
one
of
the
things
that
makes
the
clarity
around
who
you
know
what
is
actually
going
to
be
a
priority
here,
and
you
know
that
motivated
to
some
extent,
some
of
the
hearing
has
you
know,
brings
to
bear
right.
C
Some
of
which
clearly
have
to
be
accomplished
at
the
state
level,
but
I
think
it's
important
for
risk
management
and
the
city
if
we
want
to
have
faith
that
we
are
taking
this
issue
seriously,
that
we
try
to
do
that
in
a
public
way
in
a
very
short
time
period-
and
I
know
this
is
going
to
come
up
during
budget
session
so
we're
you
know.
I
think
it
would
go
a
long
way
if
risk
management
worked
to
have
something
more
public
to
be
able
to
present.
C
You
know
I
wanted
to
go
back
because
I
think
this
was
raised
a
little
bit
before,
but
I
just
wanted
some
clarity
that
you
know
in
the
newspaper
article
former
commissioner
ramsey
had
recommended
that
we
stop
allowing
the
use
of
individual
doctors,
some
of
whom
have
clearly
been
deeply
problematic,
and
you
know
I
mean
I
don't
know.
What's
really
going
on.
C
Some
of
it
sounds
serious
enough
for
a
referral,
but
you
know
former
commissioner
ramsay
had
recommended
a
practice
of
of
mandating
that
we
send
individuals,
particularly
because
these
could
be
some
very
serious
injuries
and
they
need
ongoing
care
to
hospitals.
And
could
you
just
explain
for
clarity?
What
would
stop
us
from
requiring
this
or
mandating
it.
C
Individuals
who
who
who
make
the
claims
are
allowed
the
practice
of
using
doctors,
individual
doctors,
some
of
whom
have
clearly
been
implicated
in
some
questionable
activity,
if
not
some
very
serious,
potentially
problematic
activity,
if
there's
any
fraud
or
anything
involved.
As
a
result,
you
know
there's
been
a
recommendation
that
we
use
hospitals
instead,
that
the
mandate
is
that
this
is
serious
issues
of
care
and
treatment
for
these
individual
police
officers,
some
of
whom,
I
absolutely
believe,
have
suffered
from
serious
injury
and
need
ongoing
care.
C
I
Certainly
so
so
our
system
has
the
ability
to
use
and
primarily
uses
a
set
of
clinics
which,
to
a
large
extent,
are
hospital-based,
but
we
use
a
hospital
base.
We
also
have
specialist
doctors
that
are
on
the
panel,
but
in
the
settlement
agreement
and
memorandum
of
understanding
that
the
city
entered
into
with
the
fraternal
order
of
police
to
provide
the
heart
lung
benefit.
I
But-
and
this
is
a
level
of
detail
that
I'm
happy
to
discuss
at
you-
know
at
greater
length
with
with
the
committee,
the
council
and
in
general,
but
we
do
work
very
hard
to
make
sure
that
we
have
that,
where
folks
have
selected
their
treatment
provider
and
transferred
their
care
to
that
treatment
provider
that
we
we
need
to
honor
that
and
tell
at
a
hearing
that
care
can
be
transferred
again.
If
we
feel
like
there's
something
going
wrong
there.
I
So
I
think
that
there
are
some
areas
that
really
need
to
be
paid
attention
to
and
that
we
have
identified
some
of
those
and
we've
talked
and
the
story
talks
about
some
of
them,
and
you
know
we've
talked
about
some
of
them
here.
We
are
in
ongoing
discussions
with
the
fraternal
order
of
police
in
order
to
address
with
them
our
concerns
about
the
care
that
their
members
are
receiving
in
the
system
from
these
providers,
and
we
are
trying
to
work
toward
getting
them
the
care
they
need
in
the
best
way
possible.
I
I
We
have
recurred
cases
working
jointly
with
them
and
with
the
district
attorney's
office,
where
we
feel
like
there
is
some
fraudulent
activity
again,
our
primary
focus
is
looking
to
get
people
back
to
work,
but
where
we
think
there
are,
there
is
evidence
of
that.
We
don't
have
the
resources
to
investigate
that
and
we
do
make
those
referrals.
I
It's
because
it's
not
something
that
I
track
like
every
day,
so
so
it
is
it
it
again.
Generally
speaking,
it
is
not
too
many
because
most
people
are
not
abusing
the
system,
so
it
is
so
you
know,
and
then
the
cases
in
which
we
have
enough
evidence
to
prove
that
someone
is
abusing
is
also
a
smaller
percentage.
I
To
say
we
believe
this
is
going
wrong.
We
have
made
referrals
but
frequently
you
know
we
don't
have
you
know
what
we
have
is
people
who
you
know
where
the
doctor
says.
We
believe
this
is
with
us,
you
know,
sort
of
within
normal
ranges
or
that
some
other
comorbidity
is
affecting
the
duration
of
disability
in
this
patient's
case.
So
it's
you
know,
because
we're
working
with
human
bodies
there's
a
variety
of
times
that
are
necessary
to
heal
so
and
we
try
to
be
to
honor
the
the
needs
of
the
worker
in
getting
healed.
C
Obviously,
every
single
individual,
and
especially
our
police
officers,
are
entitled
to
leave
to
care
and
to
healing,
but
the
question
that
we've
got
is
that
their
don't
appear,
or
the
hinting
was,
was
that
there
wasn't
an
overt
appearance
of
clear
consequences
for
individuals
who
violate
policies,
and
the
issue
is:
is
that
when
there
are
not
clear
consequences
for
individuals
who
violate
policies
and
in
fact
may
even
be
flagrantly
flaunting
the
fact
that
they
are
not
violating
the
policies?
It
becomes
very
difficult
for
other
people
to
understand
what
the
boundaries
are.
C
We
don't
have
any
documentation
that
I
I
could
be
aware
of,
and
you
know
in
part.
One
of
the
reasons
why
I'm
asking
is
that
clarity
about
the
consequences
and
that
consequences
or
serious
action
has
been
taken
seems
also
another
way
to
clarify
responsibility
and
accountability
as
well
and,
as
I
think,
council
mary
quinones
sanchez
said
very
clearly.
This
is
for
every
single
officer,
the
85
percent
of
them.
You
know,
plus,
who,
like
show
up
every
single
day,
who
go
above
and
beyond
and
who
are
incurring
an
enormous.
C
C
I
have
no
doubt
that
the
state
law
is
deeply
flawed,
but
I'm
also
worried
that
the
lack
of
ability
to
clarify
consequence
gives
a
bit
of
gray
area
for
a
number
of
individuals
and
the
more
flagrant
those
individuals
can
be
about
getting
away
with
the
work,
and
you
know
you
saw
very
clearly
if
it's
exposed
people
actually
are
going
to
close
that
off
and
they'll
go
right
back.
They
don't
need
much
more
than
that
kind
of
clarity.
C
So
I
guess
I'm
looking
from
you
and
you
know
from
others
how
you
bring
that
clarity
to
abusive
situations
so
that
the
actual
situations
where
individuals
deserve
to
heal
and
enough
and
adequate
time
to
heal
so
that
they
can
return
to
the
job
fully
supported
and
in
their
full
health
can
be,
can
actually
happen.
Because
I
do.
I
worry
that
that
is
not
happening,
and
I
think
the
data
is
very
clear
that
that's
not
happening.
C
I
will
have
a
couple
of
other
questions
for
the
commissioner,
so
I
you
know
again
this.
I
appreciate
the
commissioner's
time
and
all
of
this,
but
I
just
wanted
some
clarity,
because
I
thought
I
heard
this
a
little
earlier
and
I
know
the
council
majority
leader
had
had
raised
this
a
little
earlier,
but
is
it
your
understanding
that
if
council
were
to
s,
suspend,
you
know
the
the
residency,
the
law
that
requires
you
to
be
a
resident
in
order
to
be
hired
for
the
police
department?
C
F
I
think
so,
at
least
until
we
get
to
our
authorized
trend
and
here's
here's
why
you
know
we
don't
give
clear.
You
know
answers
around
this,
because
the
last
list
that
we
referred
to,
where
we
got
about
2500
people,
is
the
first
list
that
we've
received
with
only
residents
right
the
previous
list.
You
know
we
would
get
like
between
sometimes
between
four
and
six
thousand
people.
F
That's
a
that's
a
dramatic
jump
in
that
we
we
want
to
get
400
people
a
year,
not
just
100
people
from
you
know
from
one
list,
one
two
I
can
say
and
not
just
anecdotally.
My
colleagues
give
me
you
know
they
make
fun
of
me
all
the
time,
but
they
say
thank
you
because
we
know
that
a
lot
of
our
candidates
that
have
expressed
to
them
that
would
have
come
to
philadelphia,
have
gone
to
our
neighboring
agencies
or
neighboring
townships,
we're
all
fishing
from
the
same
pond.
F
So
again,
if
we
give
bonuses
or
whatever
it
is,
are
we
giving
bonuses
to
people
that
already
live
here?
Are
we
giving
bonuses
to
to
be
competitive,
like
our
colleagues
are
doing
and
again
we're
not
just
competing
with?
Well
now
we
are
competing
with
people
locally.
But
honestly,
when
you
look
at
policing
and
how
we
want
to
recruit,
we
would
be
you
know
we
want
as
large
of
a
pool
as
we
can
possibly
get.
F
So
you
have
places
like
dc,
that's
advertising
in
in
new
york
and
vice
versa,
and
that's
because
if
they
make
the
incentives
something
that's
attractive
enough,
we
can
get
qualified
people
from
all
over
and
I
think
going
back
to
the
the
recommendation
that
dc
culture
made.
You
know
if,
if
we
were
to
suspend
until
we
get
to
authorized
strength,
I
think
that
would
be
great,
but
then
also,
if
there's
another
way,
another
strong
alternative
to
get
to
the
intended
outcome
that
we
all
want,
whether
it's
providing
preferential
points.
F
That
would
also
be
great,
but
at
this
point
we
just
need
to
make
ourselves
as
attractive
and
as
competitive
as
possible,
because
we
know
for
a
fact
that
we're
losing
people
to
neighboring
agencies-
and
you
know
just
getting
people
to
one
want
to
be
cops-
is-
has
been
a
challenge.
So
that's
why
I
said
we
haven't
really
been
given
clear
answers,
because
we
know
that's
part
of
it
as
well,
but
anything
that
we
could
do
to
remove
the
own
institutional
barriers
that
we've
injected
in
our
processes.
I
think,
would
be
very
helpful.
Okay,.
C
C
C
But
you
know,
I
think
that
the
idea
is
that
we
ultimately
want
people
to
be
residents
who
stay,
and
you
know
welcoming
people
into
communities.
I
think
it's
extremely
important
as
well.
So
thank
you.
The
last
question
that
I
had
really
has
to
do
a
lot
with
you
know
with
women,
particularly
in
the
work
that
you've
tried
to
do
to
address
sexual
harassment
and
discrimination
of
women
in
the
in
the
police
department.
C
I
know
that
you
are
living.
You
know
what
it
means
to
be
a
leader
in
this
area,
but
can
you
talk
to
us
a
little
bit
about
what
you
are
stepping
forward
on
in
terms
of
improving
the
culture
for
women
in
all
ranks
and
roles
of
the
police
department,
and
are
there
things
that
we
can
do
things
that
you
need
to
be
more
supportive
and
to
ensure
that
harassment
in
particular,
is
not
tolerated?
That
you
know
women
who
do
raise
concerns
about
it
will
be
supported
through
the
process
and
are
not.
F
F
We
got
some
very
key
wins
there
in
that
our
discipline
guide.
Now,
when
you
look
at
the
the
consequences
or
the
proposed
discipline
for
eeo
violations
are
more
proportionate
right
and
the
reckoning
period
is
the
duration
of
employment,
whereas
before,
if
officer
outlaw
got
sustained
for
an
eeo
violation,
the
reckoning
period,
I
mean
it.
If
a
year
went
by,
then
my
my
record
was
erased
completely
and
it
couldn't
be
considered
for
future
discipline.
That
was
very
problematic.
F
So
I'm
happy
in
that
the
discipline
is
now
proportionate,
and
now
that
we
have,
you
know
a
very
close
working
relationship
with
the
eeo
and
they're
doing
the
bulk
of
these
investigations.
It
adds
a
different
layer.
I
think,
of
credibility
when
we're
going
through
this
discipline
disciplinary
process,
and
so
I
think,
we're
starting
to
see
a
turnaround.
F
So
it's
this
leadership
team
working
with
intention
with
where
we're
assigning
people,
how
discipline
is
meted
out
that
needed
change
in
our
disciplinary
guide
and
then
we've
adopted
or
we've
actually
we're
part
of
the
30
by
30
initiative,
which
is
a
pledge
for
our
department
to
be
at
30.
Now
I
know
that's
not
50,
but
to
be
at
30
percent
women
by
the
year
2030
we're
already
ahead.
The
the
national
average
is
about
12
to
13,
which
is
pretty
bad,
we're
a
little
over
20..
F
So
we
still
have
a
ways
to
go,
but
we
know
that
by
adopting
these
very
specific
strategic
objectives
within
the
30
by
30
initiative,
we're
not
only
going
to
get
more
women
in
key
positions,
we're
not
going
to
get
more
people
wanting
to
promote,
but
then
we're
also
going
to
see
diversity
across
the
board.
From
start
to
finish,
and-
and
I
think
quite
frankly,
our
last
promotional
list
was
very
telling-
we
had
a
record
number
of
women
not
just
on
the
list
but
wanting
to
take
the
test
and
take
on
added
responsibility.
C
You
know
within
the
department-
and
I
think
that
that's
incredibly
important-
and
you
know
we'll
just
want
to
continue
to
emphasize-
that
we
want
to
be
your
partners
on
that
and
if
there
are
additional
things
that
you
think
that
we
can
be
more
supportive
of
have
more
outreach
towards
I'm
we're
happy
to
be
your
partners
on.
All
of
that.
Thank
you.
Thank
you
very
much,
commissioner,
and
thank
you,
mr
chair.
A
Thank
you
councilmember
again,
I
think
you
have
a
head
on
a
really
good
point
and
I
look
forward
to
receiving,
and
that
is
the
recommendations
on
what
we
can
do
going
forward.
I
think
that's
a
great
product.
We
all
should
have
available
it's
a
great
idea.
So
let
me
just
give
you
the
game
plan.
We
still
have
council,
member
bass,
council,
member
squilla
majority
leader
parker,
and
we
had
a
second
panel
but
joe
bitkwitz
had
to
leave.
He
submitted
his
testimony.
J
Thank
you
very
much
councilman
dom.
I
applaud
all
of
the
chairs,
including
councilman
jones
and
and
councilwoman
parker,
bringing
attention
to
this
important
issue.
As
councilman
dom
said,
my
name
is
brendan
o'malley,
I'm,
the
chief
deputy
attorney
general
in
the
office
of
attorney
general,
I'm
here
to
represent
a
g
shapiro,
and
I
I
run
a
unit
that
is
not
only
in
philadelphia,
but
it's
statewide
and
as
the
attorney
general
office
is
statewide.
J
We
work
with
patrol
officers,
police
chiefs,
law
enforcement
leaders
across
pennsylvania
and
the
staffing
problems
that
you
all
see
in
philadelphia
are
similar
across
the
commonwealth.
There
is
a
historic
shortage
of
police
officers
across
the
state
and
in
fact,
in
fact,
across
the
nation,
a
look
at
data
shows
in
nearly
every
community
of
our
state.
We
need
to
hire
more
police
officers.
J
J
We
need
to
do
a
lot
to
hire
and
train
the
next
generation
of
police
officers
and
put
resources
into
that.
We
called
on
the
general
assembly
last
year
to
meet
this
statewide
emergency
and
help
hire
hundreds
of
new
police
officers.
Some
of
our
suggestions
have
been
previously
discussed
here,
which
is
a
a
hiring
bonus,
a
twelve
hundred
dollars
in
hero
pay
to
keep
current
officers
on
the
job
funds
for
local
departments,
to
set
up
crisis
intervention
and
mental
health
units,
and
also
supporting
federal
legislation.
J
J
There
was
a
as
far
back
as
2018
the
police
executive
research
forum
conducted
a
a
exhaustive
analysis
across
the
country
of
of
this
workforce
crisis
and
produced
an
extensive
report
in
2019
of
their
findings,
and
it's
echoing
a
lot
of
what
we've
heard
today
and
this
morning,
but
understand
that,
even
though
covid
and
the
the
crisis
in
law
enforcement
that
happened
as
a
result
of
the
killing
of
george
floyd
certainly
amplified
this
crisis.
This
crisis
was
was
had
done
well
prior
to
to
cover
it
and
what
happened
in
2020..
J
I
I
did
provide
that
the
report
that
has
recommendations
to
councilman
dom's
office,
and
I
would
encourage
everyone
to
read
it,
because
a
lot
of
what
we've
discussed
is
also
discussed
in
the
report.
The
reasons
for
a
reduction
in
qualified
candidates
that
that
go
well
beyond
law
enforcement
in
general,
just
the
general
ability
in
the
job
market
that
candidates
have
a
lot
of
opportunities
to
do
a
lot
of
different
things.
They
don't
stay
in
jobs
or
careers
for
25
years
in
the
same
place,
etc.
J
There
will
be
certain
departments
that
are
better
staffed
and
better
resourced
than
others.
And
what
happens
is
they
siphon
off
officers
from
neighboring
regions
and-
and
we
see
that
effect
and
I'll
speak
about
that
more
in
philadelphia?
Is
that
the
collar
counties,
police
departments
that
may
be
better
resourced
or
have
a
bit
better?
What
you
would
say,
quality
of
life
they're
not
as
high
crime,
etc,
are
taking
officers
from
the
large
department
like
philadelphia
and
in
the
content
context
of
the
residency
requirement.
J
One
of
our
recommendations
and
one
thing
that
the
ag
discusses
is
a
dramatic
increase
in
pathway
or
apprenticeship
programs.
As
councilman
jones
discussed,
we
need
to
go
beyond
the
status
quo
of
what
is
occurring
now,
those
the
cadets
programs,
the
police,
explorers
programs
they've
been
found
to
be
effective.
J
Certain
recruiting
at
as
especially
for
diversity,
candidates
at
historically
black
colleges
and
university
have
not
shown
to
be
as
effective
as
programs
like
the
explorers
program
and
and
bringing
on
cadets
that
can
can
understand
what
it
is
to
be
a
police
officer
on
a
daily
basis.
So
we've
really
been
trying
to
focus
on
those
efforts
to
have
the
those
programs
really
a
dramatic
increase
in
resources
towards
them.
As
I
said
before,
you
know
well,
prior
to
2020,
there
has
been
just
a
general
reluctance
for
people
to
enter
law
enforcement.
J
There
was
a
survey
conducted
that
said,
80
percent
of
current
officers
would
not
recommend
law
enforcement
as
a
career
to
others.
Those
are
disappointing
things
to
hear,
and
I've
certainly
heard
today,
there's
a
lot
of
support
for
law
enforcement
and
and
showing
the
vital
link
to
law
enforcement
and
public
service
and
safety
of
the
community,
and
I
really
think
that
that's
a
narrative
that
needs
to
be
pushed
out,
there's
a
lot
of
negative
attention
to
law
enforcement.
J
These
days,
and
certainly
what
I've
heard
here
today
is
people
understand
they
certainly
have
a
role
in
public
safety
and
and
that
that
should
be
more
vocal
out
in
the
in
the
community.
So
some
of
the
things
that
the
attorney
general
has
done
as
as
council
president
clark
has
indicated,
we've
convened
roundtables
across
pennsylvania
to
address
this
with
police
chiefs
and
law
enforcement
leaders.
J
We
sent
a
letter
to
the
general
assembly
last
year
requesting
resources
for,
as
I
said
previously,
bonus
to
current
officers,
a
hiring
bonus,
multiple
jurisdictions.
Do
this
denver,
arizona,
seattle
portland
across
the
country?
Not
just
in
law
enforcement,
but
across
the
country,
employers
are
giving
benefits
to
people
that
that
come
in
new
to
an
agency,
and
we
feel
that
that's
a
strong
model.
J
One
thing
I
would
say
that
we
do
know
in
the
office
of
attorney
general
is
that
when
we
are
able
to
surge
resources
to
certain
communities
like
we've
done
in
west
philadelphia,
like
we've
done
in
kensington,
it
can
have
a
profound
effect.
So
we
do
know
that
increased
resources
using
our
agents
to
complement
philadelphia
police,
does
have
an
effect
on
violent
crime
in
west
philadelphia.
It
led
to
a
40
reduction
in
shootings
in
a
six-month
period.
J
We
are
happy
to
assist.
We
are
not
a
large
agency,
but
it
just
shows
that,
with
intelligence
based
of
resources
going
alongside
philadelphia
police,
we
can
have
a
profound
effect.
The
the
final
thing
that
I'll
discuss
and
I'm
happy
to
take
questions
is
the
one
of
the
recommendations
in
the
police
executive
research
forum
paper.
It's
an
extensive.
It's
an
extensive
discussion
of
the
problem
and
possible
solutions
is
streamlining
the
process
and
you
all.
J
So
when
you
say
you
know
really
streamlining
the
process
to
make
it
easier
for
qualified
people
to
come
on
board,
the
residency
requirement
would
kind
of
do
the
opposite
there.
So
we
would
certainly
based
on
what
we've
heard
from
commissioner
outlaw
and
the
attorney
general's
discussions
with
her
and
police
chiefs
in
the
surrounding
areas
that
the
residency
requirement
is
a
barrier
to
getting
qualified
candidates
for
law
enforcement
in
the
philadelphia
police
department.
We
would
highly
encourage
to
to
streamline
that
process
and
that
the
residency
requirement
would
hamper
the
ability
to
fully
staff
up.
J
I
was
a
homicide
prosecutor
in
2010
to
2015
and
almost
every
homicide
that
I
had
when
commissioner
ramsey
was
the
commissioner.
The
first
responding
officer
was
somebody
on
a
football
because
they
were
in
the
most
violent
areas.
They
were
responding
to
these
crimes
and
it
was
a
pleasure
to
work
with
these
young
police
officers
that
were
just
coming
under
the
force
and
they
were
immediately
assigned
to
a
foot
beat
in
that
area.
So
I'm
happy
to
take
questions.
A
O
Okay,
so
just
a
few
questions
I
want
to
go
back
to,
I
would
like
to
go
back
to
some
of
the
questions
regarding
recruitment
efforts
and
also
follow
up
on
those
particular
matters
and
the
folks
who
are
selected
to
be
members
of
the
philadelphia
police
department
good
afternoon
robin.
How
are
you
it's
good
to
see
you
how
you
doing,
and
I
also
see
christine
coulter?
How
are
you
christine
good
to
see
you
as
well-
and
I
know
our
commissioner
is
on
so
real
quick?
O
Let
me
just
go
through
because
I
don't
want
to
take
up
all
day
regarding
hiring
and
the
credit
scores,
and
so
we
know
that
that
was
a
problem
for
a
long
time,
and
I
know
councilman
jones
was
the
first
one
to
really
drive
that
point
home.
Councilman
isaiah
thomas
also
made
the
point
about
credit
scores.
O
But
another
thing
that
really
came
to
my
mind
was
a
number
of
people
who
had
been
disqualified
from
being
selected
based
on
sort
of
like
the
mental
or
the
psychological
testing
that
was
done
through
the
police
department,
and
you
know
it's
easier
to
determine
if
someone
doesn't
pass.
Let's
say
a
physical,
because
you
know
exactly
what
the
requirements
are,
what
the
parameters
are
or
if
they
don't
pass.
You
know
a
written
test
because
you
can
obviously
score
it,
but
obviously
a
psychological
is
much
harder
to
score
and
easier
and
easier
way.
O
I
would
say
to
disqualify
someone
from
the
police
department-
and
I
have
that
particular
concern,
particularly
in
light
of
I
know
that
the
police
department
had
suspended
or
attempted
to
fire.
I
can't
remember
exactly
what,
but
there
was
one
person
who
was
in
charge
of
recruitment
for
the
police
department,
who
was
sort
of
questionable.
I
would
say
because
of
her
involvement
with
the
insurrection
that
happened
january
6
last
year,
so
I'm
wondering
all
those
things
taken
into
account.
F
G
G
It
was
going
to
be
an
investigative
tool,
so
we
felt
we
were
spending
money
on
something
that
wasn't
necessarily
going
to
tell
us
something.
So
we
transferred
that
into
the
psychological
exam
to
give
more
or
less
a
second
chance
to
folks
that
sometimes
you
just
could
be
before
a
doctor
in
the
way
they
read
you
like.
I
don't
pretend
to
know
exactly
what
skill
set
they're
looking
for,
but
they
do
an
mmpi
and
a
test
specifically
for
a
cop
and
just
to
be
clear.
G
When
someone
doesn't
pass
the
psychological
test,
it
doesn't
mean
that
they're
crazy.
It
doesn't
mean
that
there's
something
mentally
wrong
with
them.
It
just
means
that
in
the
doctor's
opinion
they
may
not
be
ready
to
be
a
cop
and
just
to
give
an
example,
I
had
a
young
officer
that
worked
for
me
years
ago.
He
failed
the
first
time
we
took
the
psychological
test,
took
it
like
three
years
later
passed
the
test
and
still
an
officer
today,
and
he
described
to
me
that
I
would
have
probably
been
locked
up
or
fired.
G
Had
I
become
a
cop
okay,
the
first
time
like
I
wasn't
mature
enough.
I
had
some
you
know
growing
up
to
do.
I
was
19
years
old
at
the
time
there
was
a
requirement,
so
we
have
been
very
very
intentional
in
making
sure
that
our
psychologists
get
a
diverse
group
of
doctors,
so
we
have
people
who
represent
females
and
african-americans
and
making
sure
that
if
you're
going
to
get
a
second
look,
you'll
go
to
your
doctor.
The
second
one
would
be
somebody
different.
G
O
O
You
know
if
you're,
if
you're,
trying
to
exclude
a
certain
group
of
people,
it's
an
easier
way
to
exclude
people,
because
it's
not
really
as
definable
as
I
said,
as
the
written
test
or
as
the
physical
examination
and
requirements.
So
it's
a
little.
You
know
it's
an
easier
way
to
sort
of
shift.
You
know
some
folks
out
of
the
running
to
be
a
police
officer.
So
that's
my
concern.
O
J
O
Want
anybody
who
isn't
you
know
mentally
capable
and
ready,
but
but
I
know
a
few
people
who
have
said
the
exact
same
thing.
You
know-
and
I
don't
know
if
you
know
they
said
something
different-
that
sort
of
flagged
them.
But
to
me
you
no,
they
seem
to
be
well
qualified
and
well
suited
for
the
philadelphia
police
department.
G
I-
and
I
would
just
hope
that
I
mean
the
doctors-
are
the
professionals
in
that
area
sure
I
don't
think
they
would
have
any
motive
to
try
to
exclude
anybody
other
than
making
sure
they're
putting
their
stamp
on
who
they
feel
would
be
that
fit
at
that
time
and,
like
I
said
there
are
people
who
do
come
back
and
successfully
pass
after
a
period
of
time.
Some
of
them
are
people
who
recently
returned
from
the
military.
You
know
people
see
a
lot
and
they
deal
with
a
lot,
and
I
think
that
they're.
O
I
I
would
agree,
I
would
agree.
We
want
people
who
are
in
a
good
position
mentally
as
well
as
physically
to
be
able
to
perform
this
position.
It's
much
too
important
to
you
know
not
take
that
into
account,
but
but
but
just
going
back.
I
I
mentioned
all
of
this
because
of
my
concern
around
from
what
I
understand
that
there
was
a
key
person
who
was
doing
the
recruitment
for
the
philadelphia
police
department
who
was
involved
in
you
know
like
the
insurrection
of
january
6.
O
So
I
don't
know
if
you
know
if
at
any
point,
based
on
some
of
the
concerns
that
have
been
mentioned
here
today
or
could
come
up,
you
know
later
after
I
drop
off.
I
don't
know
if
there's
going
to
be
any
sort
of
review
by
the
police
department
in
terms
of
why
people
made
it
why
people
didn't
you
know,
how
are
we
going
to
examine
all
of
these
things?
How
are
we
going
to
sort
of
do
a
reset
if
that's
necessary
and
appropriate?
O
O
O
H
O
Okay,
I
just
wanted
to
be
sure,
because
I've
sort
of
gotten
the
suggestion
that
there
are
people
who
are
going
through
the
entire
process,
who
have
passed
every
segment
of
the
way
and
who
have
still
not
been
hired
by
the
philadelphia
police
department
in
question.
Why
that
was
so,
but
you're
saying
that
that's
not
accurate.
No,
it's
not.
Okay,
all
right,
very
good,
very
good,
and
I
I
apologize,
but
I
have
to
run
to
another
meeting.
O
Like
the
you
know,
another
number
of
organizations
here
in
the
city
and
to
maybe
help
them
help
you
to
do
the
recruiting
and
also
the
selection
and
to
fill
or
figure
out
some
of
the
holes.
Sometimes
you
know
you
have
to
look
outside
to
make
a
stronger
inside.
If
you
know
what
I
mean
so
just
a
thought.
A
B
Thank
you,
mr
chairman,
and
I
appreciate
this
conversation
today.
Real
a
lot
of
things
have
been
covered.
My
questions,
and
I
want
to
go
back
to
barry
real
quick
in
in
that
how
we
look
at
the
providers
for
heart
and
lung,
and
do
we
keep
statistics
on
them
and
do
we
grade
them
in
a
way
where
we
know
the
better
providers
and
are
we
looking
for
other
providers
to
address
some
of
our
concerns.
I
Thank
you
councilman.
I
we
do,
we
do
keep.
We
don't
have
statistics
per
se
about
because,
because
the
because
providers
are,
you
know,
are
treating
a
number
of
different
kinds
of
injuries,
and
so
we
don't
have
any
sort
of
information
that
we've
been
able
to
develop
to
say
like
oh
okay,
it's
better
to
go
to
dr
a
for
a
left
shoulder
strain
because
dr
a
has
been
better
at
at
having
folks
recover
from
left
shoulder
strains
all
right.
I
We
do.
You
know
for
us
for
our
the
city's
primary
panel.
We
are
looking
to
have
folks
who
are
in
are
specialists
and
specializing
in
occupational
medicine,
so
they
are
regularly
treating
injured
workers
all
the
time
our
injured
workers
and
other
people
injured,
other
people's
injured
workers.
So
those
individuals
have
experience
in
occupational
medicine
and
they
see
a
lot
of
occupational
injuries
and
illnesses.
B
I
B
B
I
We
have
so
the
contract
that
we
have
with
with
the
provider
is
not
directly
with
the
city,
the
city
contracts
with
our
third
party
administrator,
currently
pma,
and
they
contract
with
the
providers
that
we
have
on
the
program.
So,
but
we
can
direct
pma
to
say
if
we
have
a
problem
with
a
provider
that
that
we
no
longer
want
them,
treating
the
city's
workers.
So
we
we,
we
do
have
that
ability
under
our
relationship
with
pma.
B
All
right,
so
then
we
we
do
have.
We
do
have
some
form
of
grading
system
if
we
could
provide
that
to
the
chair
for
all
the
providers
that
are
out
there
and
then
maybe
see
where
we're
going
wrong
with
some
folks
because
it
could
be,
maybe
some
providers
are
not
doing
the
job
that
they
are
really
paid
to
do,
and
maybe
we
should
be
looking
at
a
different
angle
and
a
real
quick
question
for
the
commissioner-
and
I
know
this
was
asked
about
the
hiring
practices
I
it
seemed
like
a
list.
B
B
H
G
G
We've
had
a
class
as
small
as
17
and
one
as
large
as
130,
but
ideally
we
would
love
to
be
able
to
put
like,
for
this
year,
four
classes
of
125
each
just
to
get
rid
of
our
deficit,
and
that's
not
even
counting
the
people
who
will
be
leaving
this
year,
the
known
as
well
as
the
surprise
departures.
So
we
don't.
We
have
the
facility
at
the
training
bureau
big
enough
to
accomplish
whatever
we
can
get
ready.
B
G
Well,
it's
always
our
effort
to
put
at
least
four
in
a
year,
and
we
would
do
more
if
we.
If,
if
deputy
wimberly
came
to
me
today
and
said
hey,
I
have
80
ready
in
two
months:
they'd
go
in
in
two
months
like
we
don't
hold
them
back,
because
we
don't
want
them
to
go
in.
It's
just
trying
to
get
a
class
size,
that's
going
to
make
a
difference
as
they
come
out,
but
we
know
who's
in
the
drop.
But
we
don't
know.
G
B
A
Thank
you,
councilman
suella,
and
also
I
just
want
to
reiterate
what
councilman
squilla
said:
there's
some
really
good
ideas.
Coming
from
my
colleagues
in
this
hearing
and
the
idea
of
us
being
able
to
really
I
guess
grade,
the
providers
for
these
services
would
be
very
helpful
to
see
who's
getting
them
back
into
the
job
quicker
versus
those
that
are
not
so
really
good
information
is
coming
out.
So
I
really
appreciate
that,
and
now
we're
going
to
go
to
our
majority
leader
and
co-chair
council.
E
E
So,
chief
deputy
attorney
general
brendan
o'malley,
let
me
say
a
huge
thank
you
for
your
presence
here
today
and
you're,
providing
some
state
and,
quite
frankly,
national
context
to
the
staffing
shortage
that
we
are
having
here
in
the
philadelphia
police
department
and
letting
us
know.
This
is
happening
across
the
commonwealth,
and
I
wanted
to
make
sure
I
had
that
number
correct.
Did
you
say
1200
vacancies
across.
E
Okay,
thank
you,
and
one
of
the
things
you
you
talked
about
is
the
competitiveness
and
and
regionally
what
has
happened.
I
am
familiar
with
several
members
of
the
philadelphia
police
department,
who
have
in
essence,
resigned
and
saw
employment
in
one
of
our
area
for
four
counties
where
they
have
said,
as
you
so
duly
noted
that
you
know
listen,
we
feel,
like
the
the
risk
will
be
lesser
when
we
are
there.
E
J
No,
that
is
certainly
commonwealth,
that
is
across
the
commonwealth.
There
are
counties
or
departments
for
whatever
reason
there
may
be
a
bigger
tax
base
and
a
neighboring
jurisdiction
and
they're
better
able
to
fund
their
officers.
So
we
see
it
in
altoona.
We
see
it
at
scranton,
it's
a
phenomenon
that
we
do
see
across
the
across
the
cow
and
it
has
existed
for
some
time.
I
just
think
a
lot
of
these
really
we're
in
a
perfect
storm,
where
a
lot
of
these
issues
have
have
kind
of
boiled
up
to
the
top.
E
E
It
was
like
a
staple
response
right
because
there
was
a
sense
of
distinction
and
dignity
associated
with
those
careers
that
we
have
seen
because
of
a
number
of
reasons,
sort
of
dissipate
to
the
point
where
you
know
if
you
walk
into
some
high
schools
in
the
city
of
philadelphia
today,
and
you
talk
to
students
particularly
seniors
about
considering
becoming
a
police
officer
in
our
city.
The
interest
is
not
there,
and
so
I
appreciate
you
just
noting,
for
the
record
that
you
were.
E
E
To
be
quite
frank,
it
was
not
in
vogue
over
the
past
two
to
three
years
to
say
that
out
loud,
but
I
wanted
to
state
that
for
for
the
record
and
will
continue
to
support
it
any
way
that
I
can
in
helping
to
recruit.
So
I
just
wanted
to
thank
you,
chief
deputy,
for
giving
us
that
statewide
and
or
national
context.
E
Let
me
quickly
ask
you,
commissioner,
outlaw
and
or
deputy
occult
I
don't
know
who
could
help
me
with
this,
because
you
have
shown
us
and
and
commissioner,
I
don't
know
if
you
can
put
this
slide
back
up
where
you
show
our
sort
of
staffing
our
understaffing
levels
here
in
the
city
of
philadelphia.
I
think
I
saw
a
750
number.
I
just
want
to
make
sure
that
was.
That
was
correct.
Help
me
if
I'm
wrong
there.
G
I
can
take
that
that
number
was
what
our
from
what
our
authorized
strength
was
in
2018..
It
was
our
authorized.
Strength
was
lowered
by
195
and
now
we're
still
500
below
our
new
number,
but
that
would
have
been
our
number
of
our
authorized
strength.
As
of
you
know,
2019,
which
was
the
area
that
we
were
covering
for
today's
presentation,
so
we're
down
750
officers
they're,
not
all
the
rank
of
police
officers,
750
of
our
department
strength,
some
of
that
is
captured
in
other
ranks,
detectives
and
so
forth.
E
With
that
in
mind,
can
you
all
give
me
a
dollar
amount,
then
that
we
can
attribute
to
that,
because
that
should
mean
that
we
are
in
essence
like
on
track
to
underspin
class
100,
and
that
is
that
is
our
our
class
for
salaries
in
in
this
fiscal
year.
How
much
would
you
say
we're
on
track
to
underspin.
G
So,
right
now
the
police
department
is
on
budget,
but
we're
not
under
budget,
because
every
time
we
have
a
special
event,
for
instance
like
say
the
new
year's
parade,
we
were
able
to
put
a
lot
of
officers
on
straight
time.
At
that
event,
we
no
longer
have
that
luxury
without
stripping
people
from
our
communities
that
are
working
during
those
days.
So
we
have
to
up
those
numbers
with
officers
who
are
on
overtime
and,
as
you
can
see
the
chart
that
I,
commissioner,
just
put
back
up
on
our
staffing
versus
overtime.
G
When
we
have
less
officers,
we
actually
have
to
spend
more
money
to
make
up
that
gap.
So
I
I
mean
I
I
understand
the
way
you
phrase
it,
because
it
would
make
sense
that
we
would
be
saving
all
of
those
salaries
and
lap
salary.
But
what
we're
doing
is
spending
it
in
additional
coverage
and
overtime
to
make
sure
we
have
sufficient
coverage.
Well,
not
only
details,
but
every
night
working
in
districts,
deputy
dales,
considers
his
deployment
plan
to
make
up
for
those
officers
that
he's
missing.
E
Thank
you
appreciate
the
question.
Let
me
also
ask
you
this,
and-
and
I
want
you
to
walk
me
through
this,
because
I
was
told
that
it
was
about
10
steps.
When
I
said,
can
you
can
you
walk
me
through
the
steps
that
it
takes
for
someone
to
become
a
police
academy
recruit?
Would
you
say
that
they
are
in
essence
about
10
steps
that
folks
have
to
get
through.
E
J
So
I
I
can't
say
based
on
on
this,
whether
that's
too
long
of
a
process.
But
what
I
do
know
is
this:
it's
it's
they.
They
have
cited
an
agency
that
the
previously
the
process
was
18
months
and
they
boiled
it
down
by
eliminating
redundancies
and
really
taking
a
hard
look
at
their
process
to
four
months.
J
So
I
don't
know
that
that
that
may
have
been
done
already
in
philadelphia,
but
it
was
cited
in
the
report
around
the
country
that
that
departments
are
taking
a
good
hard
look
at
at
streamlining
the
process,
so
that
may
have
already
been
done
in
philadelphia.
I
don't
know,
but
it
departments
are
yeah,
so
so,
just
to
directly
quote
that
washington
dc
the
metropolitan
police
department
reviewed
their
entire
process
from
start
to
finish,
identifying
the
steps
that
took
the
longest
amount
of
time
and
eliminating
redundancies
in
the
process.
J
Steps
that
could
occur
simultaneously
were
consolidated.
Other
components
were
outsourced
to
keep
the
process
moving
without
taxing
internal
resources,
so
metropolitan
pd.
It
was
18
months
and
they
were
able
to
reduce
that
process
to
under
four
months.
Based
on
that
that
high
level
review
that
they
did
of
their
process,
so
I
think
that
it's
proper
to
be
asking
these
types
of
questions.
E
Got
it?
Thank
you
so
very
much
for
getting
that
on
the
record.
My
last
question,
commissioner,
or
either
of
our
deputies,
because,
as
I
look
at
the
resolution
that
was
introduced
by
chairman
aside
from
the
current
staffing
landscape
within
the
police
department,
he
encouraged
us
to
identify
issues
and
solutions
to
improving
public
safety
to
make.
We
make
sure
we
are
making
the
best
use
as
possible
for
taxpayer
dollars
and
one
of
the
issues
that
has
constantly
come
up.
E
F
G
G
G
In
the
last
six
weeks,
we've
been
meeting
that
goal
every
day
and
on
weekends,
we're
at
about
83
or
84,
which
is
pretty
good,
considering
the
volume
of
coals
that
we
experience
on
an
average
day
in
the
winter
time
in,
like
I
guess,
early
spring
is
about
6
500
calls
a
day.
Some
of
them
are
much
more
complex
than
others.
We
have
a
mental
health
script
that
we
answer
to.
G
G
If
you
didn't
get
answered
in
10
seconds,
you're
waiting
a
half
hour,
our
times
are
really
closing
in
and
we've
had
and
let's
face
it,
our
best
gauges
the
people
who
call
and
complain
and
tell
us
how
long
they've
waited
they've
decreased
significantly
over
the
last
six
weeks,
because
our
response
has
been
better
we're
still
not
staffed
where
we
need
to
be.
We
have
a
class,
that's
in
right
now
of
16
that'll
be
graduating
in
about
four
more
weeks.
G
The
key
is
to
get
people,
we
get
a
new
list
and
sometimes
the
first
10
people
on
the
list
don't
come
in
for
the
interview
now
they're
new
lists.
So
it's
not
like
they've,
been
waiting
a
long
time,
but
we're
competing
with
everybody
else
for
all
these
jobs,
but
we're
getting
more
people
than
we
have
in
quite
some.
G
G
G
To
get
up
to
about
360
370,
which
is
a
huge
increase
from
where
we've
ever
been,
but
this
is
the
highest
number
that
we've
had
in
the
last
six
years.
We
still
have
a
turnover
rate,
but
what
we've
been
able
to
do
in
the
last
six
weeks
since
we've
had
these
new
hires
is
eliminate
the
mandatory
overtime
for
folks,
because
it
was
really
working
against
us.
They
were
in
a
position
where
they,
too
have
families.
They
have
kids
coming
home
from
school.
G
E
Listen
what
I'm
going
to
do
deputy
and
I
appreciate
your
acknowledging
that
we've
had
philadelphians
from
across
the
city
complaining
that
they
cannot
quickly
get
through
to
9-1-1,
or
sometimes
they
can't
get
through
it
all
and
so
hearing
these
numbers
and
the
classes
that
we
are
working
on
right
now.
We
will
make
sure
we
let
you
know
from
our
perspective
whether
or
not
the
complaints
that
we
get
in
our
office
about
the
response,
whether
or
not
we've
seen
those
numbers
decrease.
E
My
final
question,
mr
chairman,
and
I
want
to
stay
on
this.
A
9-1-1
issue
is
that
we
are
more
than
20
years
into
the
21st
century
and
texting
technology.
This
is
something
you
know
I
have
been
asking
about.
Since
I've
been
a
member
of
this
city
council,
texting
technology
has
been
around
for
even
longer
than
that.
We
know.
E
They
are
not
discouraging
people
or
telling
people
to
text
instead
of
call
they're
saying
calling
is
what
we
would
prefer
that
you
do,
but
for
those
who
are
deaf,
who
are
hard
of
hearing
speech
impaired
or
those
who
may
be
impacted
by
domestic
violence,
or,
let's
think
about
somebody,
you
know
writing
on
our
mass
transit
system
and
and
they're
afraid
to
pick
up
the
phone
or
can't
get
a
signal.
You
know
under
underground
and
they
are
trying
to.
E
E
G
Yes,
councilwoman,
we
have
explored
it
and
you're
right.
We
have
some
pilots
going
on,
so
we
have
built
the
infrastructure.
What
we
don't
have
is
the
capacity
when
we
examine
the
other
major
cities
that
have
gone
to
text,
one
9-1-1
they
had
a
significant
increase
of.
I
believe
the
number
was
like
sixty
percent.
It
was
a
very,
very
high
number
because
I
guess
the
ease
of
texting
so
wait.
Wait,
wait,
wait,
wait.
E
Wait,
I
just
want
to
make
sure
I'm
clear,
because
I
want
you
to.
I
want
to
make
sure
I
heard
you
correctly
for
those
cities
that
employed
the
use
of
texting
to
911
as
their
standard
operating
procedure.
You're
telling
me
that
there
was
an
increase
in
the
volume
of
communications
with
911,
some
as
high
as
60
percent.
E
G
G
The
additional
challenges
are
with
our
mental
health
evaluations.
All
of
those
conversations
would
have
to
be
text
back
and
forth
because
they're
predicated
with
what
a
response
is
like
it's
not
just
the
standard,
here's
the
questions
you
ask
you
would
then
have
to
be
involved
with
going
back
and
forth
if
they
answer
to
the
affirmative.
What
do
we
now
ask
them
next,
and
I
actually
think
in
those
cases
it
may
cause
a
delay
as
opposed
to
being
able
to
forward
to
the
appropriate
either
mental
health
or
cit
health.
G
So
there
are
challenges
that
don't
only
affect
us
but
affect
fire
as
well,
because
we
send
calls
over
to
them
and
to
have
that
capacity
to
send
that
commissioner
teal
in
our
last
meeting,
thought
that
that
would
really
overwhelm
his
system
as
well.
So
it
would
require
that
conversation
with
all
of
our
emergency
providers.
Paramedics
fire
as
well
as
police,
to
look
at
any
way
expanding
a
rollout.
E
We
are
currently
in
conversations
with
some
law
enforcement
agencies
in
in
cities
across
the
u.s,
and
I
would
I
will
tell
you
that
it's
really
interesting
to
hear
our
response
and
some
of
the
responses
that
we've
gotten
from
some
of
the
other
departments
on
how
they
have
consume
the
cost
and
the
cost
benefit
analysis
that
they
are
sharing
with
what
it
has
meant
to
their
budget.
So
we'll
keep
that
in
mind.
E
I
think
we
need
to
make
a
significant
investment
there
and
commissioner
outlaw
I
thank
you
for
acknowledging
dc,
I'm
not
sure
if
you
say
it
baltimore,
but
other
regions
who
actually
purchase
air
time
and
radio
time
in
other
in
other
cities,
particularly
in
in
in
their
region,
council,
member
and
mr
chairman,
dom
chairman
dom.
That
is
the
same
thing
that
occurred
to
us
from
a
visitor
and
tourism
perspective
with
baltimore
strongly.
E
You
know
during
cove
encouraging
people
that
they
were
open
for
business
and
they
targeted
our
media
market
to
encourage
our
residents
to
to
come
there,
and
I
think
we
need
to
be
thinking
of
the
same
way
as
it
relates
to
recruitment
for
our
philadelphia
police
department.
Thank
you
all.
So,
very
much
for
your
time.
A
Thank
you
majority
leader
for
your
questions
and
input
today
very
valuable.
So
in
the
efforts
of
time
I
have
a
few
quick
questions,
but
I'm
going
to
call
them
lightning
round
questions,
so
you
can
give
me
very,
very,
very
brief
answers
to
them
and
I'm
going
to
start
off
with
the
director
of
forensic
science
mike
garvey.
B
A
Okay
and
so
not
today,
but
if
you
can
submit
to
us,
maybe
in
writing
to
the
police.
Commissioner
suggestions
are
on
or
ideas
and
what
we
can
do
to
help
you
step
up,
we'd
love
to
hear
them
and
that's
for
any
department.
By
the
way
we
want
to
get
all
the
input
as
much
as
possible
to
make
this
better.
So,
whatever
you
could
do
we
appreciate
it?
A
My
next
question
is
the
deputy
attorney
general
brendan
o'malley,
so
you
mentioned
it
fbag
that
80
of
the
current
police
officers
would
not
recommend
policing
as
a
career.
I
believe,
and
then
majority
leader
parker
mentioned
when
she
went
to
rowan
elementary
growing
up.
That
was
like
a
very
popular
field
to
go
into
policing
and
now
nobody
wants
to
go
into
it.
So
clearly,
this
is
not
a
philadelphia
or
pennsylvania.
A
This
is
a
u.s
problem
right
based
on
that
is
there
any
type
of
image
or
marketing
or
advertising,
as
the
state
should
be
doing
okay
to
attract
people
into
policing,
and
is
there
a
way
that
the
state
could
come
up
with
a
format
of
advertising
and
on
social
media
on
tv
and
other
mechanisms
that
they
would
recommend?
They
maybe
have
to
hire
an
agency
to
come
up
with
ideas
but
give
each
municipality
the
format
where
we
could
put
in
specifics
for
philadelphia
if
montgomery
county
wanted
to
use
it,
they
use
it
for
montgomery.
J
I
think
it's
something
we
could
definitely
explore
a
councilman,
it's
it's,
not
something
that
was
was
discussed
at
length
previously.
However,
I
I
will
say
again
the
importance
of
all
of
the
police
chiefs.
We
talked
to
said
that
the
negative
environment
surrounding
policing
now
is
is
having
a
a
really
deleterious
effect
on
on
recruiting
and
that
when,
when
we
do
have
people
like
yourselves,
that
that
will
support
law
enforcement
for
the
right
reasons
that
that
goes
a
long
way.
So
even
just
public
statements
or
public
comments.
J
That
would
support
them
when,
when
they
do
do
the
right
thing,
instead
of
just
the
negative
attention,
when
sometimes
it
is
warranted,
it
is
really
important
and
impactful,
and
that's
police
chiefs
across
the
state
have
said
that.
But
we
can
certainly
look
into
a
more
a
blueprint
and
a
format
for
the
state
to
push
out
messaging.
Regarding
the
the
positive
aspects
of
being
in
law
enforcement
and
even.
A
Even
for
our
public
schools
and
other
schools,
we
should
have
that
messaging
out
there
for
our
students
to
see
that,
because
this
is
not
just
the
philosophy
problem.
This
is
a
nationwide
issue,
correct
all
right.
Well,
thank
you
for
being
here.
I
want
to
also
thank
each
witness
for
being
here
today
and
for
your
insight.
We
appreciate
your
testimony
today
and
look
forward
to
working
with
you
in
the
future,
and
I
also
want
to
say
you
know.
I
think
this
discussion
was
really
very
important
today
and
there's
great
ideas
that
came
out
of
it.
A
Okay,
seeing
none,
I
have
three
quick
closing
remarks
I
want
to
make
on
the
lighter
side.
I
will
say
this:
I'm
very
impressed,
commissioner
atla
with
the
philippine
police
department
and
I'll
say
I'll.
Give
you
my
reasons
why
one
eight
o'clock
sunday
morning
dc
dales,
calls
me
and
says
I
just
want
to
let
you
know
councilman.
A
We
had
a
big
issue
with
atvs
and
dirt
bikes
without
getting
into
the
detail.
We
took
care
of
it
saturday
night
and
they
did
a
great
job
so
kudos
to
everyone
in
that
department
and
two
I'll
just
share
with
you,
a
quick
one.
I
took
a
ride
along,
I
think,
was
a
friday
night.
Six
to
ten
in
the
24th
police
district
back
in
november,
sat
in
the
front
seat,
more
bulletproof
vest
watch
your
officers.
A
Work
like
it
was
amazing.
I
think
they
made
two
or
three
arrests
in
that
four
hour
period
and
I
have
a
totally
really
so
proud
of
the
officers
that
worked
in
that
24th.
This
district
gave
me
like
it
still
gives
me
like.
I
have
such
pride
for
these
people
what
they're
doing
every
day
to
keep
us
safe
and
that
I
gotta
tell
you
they
did
a
great
job
and
last
but
not
least,
on
the
lighter
side,
the
entrance
physical
fitness
requirements
that
eric
grips
put
in
the
chat.
Everyone
should
print
that
out.
A
I
looked
at
it
and
I
looked
for
my
age,
which
is
the
oldest
one.
Okay,
that
I
think
three
of
the
four
things
I
could
do
and
I
have
to
check
on
the
fourth
one,
which
is
the
1.5
mile
run,
but
I
think
I
could
do
the
other
three.
So
if
you
get
really
short,
give
me
a
call
anyway.
Thank
you
for
being
here
today
and
this
concludes
our
hearing
on
the
res.