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From YouTube: Salt Lake City Council Work Session - 5/4/2021
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A
A
B
I'd
like
to
welcome
everyone
to
today's
council
meeting.
We
are
a
little
bit
late,
but
it
was
simply
because
we
were
having
a
very
robust
discussion
in
our
rda
meeting
if
anyone
was
able
to
tune
in
to
that,
I
think
it's
an
incredibly
important
discussion
that
we
were
having,
and
luckily
I
think
that
we
can
still
make
it
through
our
council
meeting
right
on
time.
B
So
thank
you
for
apologies
to
the
public
and
to
the
mayor
for
keeping
you
waiting,
but
thank
you
very
much
for
understanding
that
it
wasn't
because
we
were
just
lollygagging
around.
We
were
certainly
trying
to
make
sure
that
we
were
getting
the
important
work
of
the
rda
done
and,
having,
like,
I
said,
important,
robust
discussions.
B
We
welcome
the
members
of
the
public
who
may
be
watching
our
usual
video
feeds
and
even
though
we
are
not
in
person,
the
meeting
is
still
considered
an
open
and
public
meeting.
As
many
of
you
know,
there
is
no
public
comment
during
a
work
session.
However,
we
will
be
having
a
formal
session
at
7pm
and
we
would
encourage
you
to
share
any
of
your
comments
at
that
time.
B
As
always,
your
feedback
is
always
welcome
and
you
can
share
that
with
the
city
council
anytime
by
mailing
us
at
p.o
box,
145,
476,
salt
lake
city,
utah,
eight,
four
84114
or
emailing
us
at
council.comments
slcgov.com
or
by
calling
our
24-hour
phone
comment
line
at
801-535-7654,
and
we
will
now
move
into
our
work
session.
Items
first
and
foremost
is
updates
from
the
administration
again
mayor
mendenhall.
Thank
you
so
much
for
your
patience
and
for
joining
us
today.
I
will
turn
the
time
over
to
you
and
your
staff.
C
C
Thank
you,
and
I
think
you
probably
heard
that
our
covid
end
game
was
just
met
according
to
the
metrics
that
the
legislature
laid
out.
This
was
just
announced
in
the
last
hour
that
the
state
of
utah
has
now
received
over
the
1.633
something
prime
doses
of
the
vaccine,
and
so
now
all
of
the
the
authorities
that
cities
and
counties
have
had
under
the
state's
emergency
mandate
are
gone.
C
Here's
the
metrics,
an
84101
is
still
under
just
under
that
target
of
189
per
100
000
cases
we're
at
191
there,
but
quite
close,
and
we
wanted
to
update
you
with
the
vaccination
numbers
for
those
hardest
hit.
Zip
codes
in
salt
lake
city
you'll
see
that
there
are
more
people
fully
vaccinated
than
partially
vaccinated
and
we're
grateful
for
that.
So,
essentially,
you
could
combine
the
fully
vaccinated
and
the
partially
vaccinated
percentages
for
each
zip
code.
So
84101
is
about
65
vaccinated
either
fully
or
partially
or
about
30
their
dogs
wrestling.
In
the
background
here.
C
32
percent
for
84104
and
36
percent,
or
so
for
eight
four
one
one
six
and
on
your
agenda
today,
is
both
an
extension
of
the
covet
emergency
declaration
that
we've
just
talked
about
as
we
per
whatever
authorities.
B
C
Here's
an
update
on
some
of
the
vaccination
clinic
work,
that's
happening
in
those
specific
zip
codes
and
we're
looking
at
other
ways
that
we
can
help
incentivize
organizations
in
in
our
communities
who
need
a
higher
rate
of
vaccination
than
we're
currently
having
to
host
clinics
at
their
upcoming
events
and,
as
always,
council
members
we'd
love
to
hear
from
you
and
conversations
that
you
have
with
community
members.
If
there's
ways
that
we
can
help
to
facilitate
and
make
those
vaccination
clinics
happen.
C
I'd
like
to
tell
you
now
about
our
employee
numbers.
If
we
can
go
to
the
next
slide,
and
these
are
again
slides
that
we
hope
to
keep
updating
for
you
become
familiar
with
them,
but
in
total,
we've
had
just
over
1200
total
utilizations
of
the
emergency
responder
pandemic
leave,
so
those
are
just
for
our
first
responders,
as
defined
by
the
feds
and
of
those
1200
or
so
utilizations
that
represents
about
514
employees.
C
So
514
employees
have
used
the
erpl
over
1200
times
in
total,
so
some
people
have
used
it
two
times.
Some
people
have
used
it
three
times
and
that's
to
care
for
the
members
of
their
family,
who
have
coveted
or
are
sick
or
them
or
if
they
themselves
have
been
exposed
and
have
to
quarantine
or
they
become
sick
themselves.
C
When
it
comes
to
our
other
employees
who
aren't
covered
under
the
erpl,
that's
where
the
ffcra
that
family
federal
family
first
coronavirus
act
comes
in
and
we've
had
305
utilizations
of
that,
and
I
wanted
to
mention
also
that
the
1282
number
I'm
sorry.
The
514
number
of
total
employees
that
have
used
erpl
is
up
28
employees
since
our
last
payroll,
so
we've
had
28
new
employees
access
that
we
can
go.
The
next
slide.
C
This
is
just
a
little
bit
more
detail
on
those
514
employees
that
we
talked
about
utilizing
the
erpl
by
department.
You
can
see
that
down
on
the
green
bar
graph
on
the
left
side
and
then
the
pie
chart
is
interesting,
where
I
told
you
that
some
employees
have
used
it
more
than
once,
and
this
breaks
out,
where
only
four
percent
of
those
514
employees
have
accessed
100
of
their
potential
erpl
leave
and
it
goes
down
from
there
so
that
you
can
see
how
much
capacity
is
left
in
employees
who
have
already
used
erpl.
C
C
Talking
about
how
distinctly
different
this
partnership
really
is
from
those
that
we've
executed
in
the
past
around
homeless,
resource
center
creation,
where
the
the
city
was
had
as
an
ownership
in
the
property
itself
until
the
time
that
it
opened
and
a
very
different
role
in
terms
of
the
decision
making
around
the
creation
of
the
the
building
itself.
C
With
the
other
side
academy,
we
are
partnering
with
them
so
that
they
can
execute
something
that
has
never
happened
in
the
state
of
utah
before,
and
we
know
you
know
very
well
as
the
land
use
authority
in
the
city
that
there's
a
lot
of
paths
that
the
city
needs
to
help
them
navigate
in
order
to
be
able
to
make
this
come
to
reality
from
zoning
and
utilities
and
the
coordination
with
the
community
wherever
it
may
be
cited.
C
So
we
do
not
know
where
it
will
be
just
yet,
but
I
know
that
the
other
side
academy
is
actively
at
work
every
day
right
now
trying
to
come
to
a
determination
on
where
a
good
site
would
be
and
I'll
just
stress,
one
more
piece,
which
is
the
permanence
that
we
I
have
no
interest
in
temporarily,
citing
the
tiny
home
pilot
community
somewhere,
and
we
know
from
our
city
work
that
there's
nothing
more
permanent
than
a
temporary
use.
C
Yesterday
we
announced
the
creation
of
a
volunteer
corps
for
salt
lake
city
and
haley
in
our
office,
who
ran
the
census,
coordination
for
the
city
over
2019
and
2020.
She
is
now
helping
to
create
the
slc
core
and
it's
the
potential,
for
this
is
tremendous.
We
have
an
a
very
strong
volunteer
ethic,
as
you
know,
of
in
our
communities
here
in
salt
lake
city,
and
we
want
to
bring
the
city's
coordinating
efforts
to
the
advantage
of
all
the
needs
that
we
see
in
the
community
and
put
this
volunteer
work
out
there
for
good.
C
So
the
first
effort
is
around
the
magnolia
project.
You
know
that
that's
we're
excited
about
that
opening
and
the
city
partnered.
To
make
that
happen.
C
We
will
be
sharing
with
you
if
we
haven't
already
the
link
and
it
takes
people
to
an
amazon
page
and
they
can
see
what
those
kitchen
items
are,
but
they
absolutely
can
get
them
from
anywhere
and
they
can
be
gently
used
or
new
to
set
people
up
in
their
kitchens
and
the
the
last
piece
of
that
you,
you
already
know
the
commitment
that
salt
lake
city
has
made
to
help
the
magnolia
permanent
supportive
housing
come
online,
all
right
bobby,
we
could
go
to
the
next
one.
C
Thank
you.
Our
most
recent
resource,
fair,
was
on
april
27th.
There
were
some.
There
was
really
limited
interest
in
the
group
that
was
engaged
there
in
the
shelter
options
that
were
presented,
although
some
of
them
did
move
into
the
airport
in
ahead
of
the
abatement
that
that
happened
at
the
end
of
the
engagement.
C
So
here's
some
of
the
the
stats
for
you
and
the
abatement
that
is
happening
currently
on
six
south
and
fourth
west,
as
you
know,
is
on
private
property,
and
the
health
department
has
been
working
with
the
city
and
those
owners
to
close
that
location
to
camping.
Today,.
C
When
I
say
it's
accumulation,
it's
because
it's
obviously
it's
april
26
through
the
30th,
where
on
the
dashboard,
it's
just
any
single
night.
So
we
appreciate
that
michelle
hoon
worked
with
the
service
providers
to
bring
these
numbers
together,
and
I
know
that
the
council's
requested
treatment,
bed,
occupancy
trends
and
shelter,
bed
trends
and
we're
going
to
work
to
keep
this
information
coming
to
you
in
this
format
or
whatever
you
might
request.
C
D
I
have
a
question
on
that
so
now
that
we
have
that
you,
you
and
all
of
us
have
been
able
to
collect
those
numbers
that
we
know
on
average
how
many
unoccupied
beds
there
are
at
night
at
the
hrc's.
D
So
how
does
that
translate
with
people
that
are
still
camping
and
do
not
want
to
go
to
to
the
shelters.
D
Council
member
of
aldemar
says,
as
we've
discussed
before
enforcing
the
camping
ordinance
is
a
tool,
is,
is
one
tool
that
we
have
and,
as
the
mayor
just
said,
depending
on
where
our
occupancy
numbers
are
and
if
we
have
a
a
good
faith
or
a
good,
we
can
show
that
we've
offered
somebody
shelter,
that's
available.
D
That
is
a
tool
that
we
can
use
it.
You
know,
as
you
see,
the
numbers
are
in
the
90,
the
80
to
90
percentages,
so,
depending
on
the
time
of
the
day
that
that
shelter
is
offered,
it
may
or
may
not
legitimately
be
available,
based
on
the
way
that
the
providers
track
beds
and
when
beds,
do
open
in
that
in
the
system.
D
E
D
I
I'm
not
sure
if
you
want
to
if
you
want
to
go
down
the
path
of
the
philosophical
discussion
around
it,
but
it
sometimes
gets
difficult
to.
Yes,
we
can
cite
people
for
camping
in
in
areas
and
that's
definitely
something
we
can
do
whether
that
then
translates
into
us
being
able
to
forcibly
remove
them
or
take
them
to
jail
for
an
hour.
So
is
is
kind
of
sets
into
motion
a
different
precedent
and
then
there's
the
conversation
that
we
could
have
around.
D
C
Or
does
the
accumulation
of
misdemeanors
for
camping
and
other
activities
make
it
ultimately
a
lot
harder
for
us
to
place
people
into
housing
and
become
a
sort
of
perverse
way
of
going
about
solving
homelessness?
C
Honestly,
we're
we're
not
going
to
take
any
tools
off
the
table,
and
this
has
been
a
dynamic
situation
in
our
capital
city.
Since
the
week
before
I
came
into
office
when
we
had
an
encampment
pop
crop
up
on
washington
square
for
the
first
time,
maybe
in
decades,
and
it's
going
to
keep
evolving
as
we
work
with
the
new
state
homeless,
coordinator
wayne
niederhauser
and
as
andrew
johnston
comes
on,
board
may
10th
for
the
city.
B
B
But
in
reality,
what
you
just
stated
is
100
accurate,
having
worked
in
summit
county
and
have
a
probation
provider
say
well,
we
can
take
this
person
to
salt
lake
city
because
we
just
don't
have
the
resources
here.
It
is
and,
and
that
is
with
housing.
It's
with
treatment.
B
It's
with
our
social
services
and
as
and
I
mean
there
were-
I
was
in
court
just
like
mind-
blown
that
somebody
actually
said
this,
and
so
I
think
it
oftentimes
is
overlooked
at
the
work
that
salt
lake
city
is
doing
and
the
burden
that's
not
not
burden,
but
the
the
responsibility
that
we
have
and
and
are
trying
to
really
take
care
of.
B
And
so
I
thank
you
for
bringing
that
up,
and
I
hope
that
with
the
wayne
meterhauser's
new
position,
we
will
be
able
to
really
encourage
other
communities
to
do
the
work
that
they
need
to
do
for
their
communities
as
well
and
help
help
us
out
because
it
really
isn't
just
salt
lake
city
complaining.
This
is
very
much
happening
for
salt
lake
city
in
salt
lake
county,
and
I
I
do
think
that
sometimes
that's
overlooked
is
like
oh
hush
hush
go,
do
your
job,
and-
and
so
I
appreciate
you,
saving
that
mayor.
C
B
D
B
D
Thank
you
just
two
quick
items
to
of
note
one
is
that
tomorrow
may
5th
the
full
commission
will
be
meeting
at
5
p.m.
That's,
as
we
always
say,
I
mean
meeting
that's
open
to
the
public,
including
council
members
so
tune
in.
If
you
would
like
to
see
that
the
second
thing
is,
we
wanted
to
remind
you
that
the
mission
has
scheduled
another
listening
session
on
may
19th
at
6
00
pm.
D
B
I
think
that
we've
all
appreciated
dining
outside
during
the
time
of
covid,
both
me
as
a
patron
and
my
friends
who
own
small
businesses,
so
I
will
turn
it
over
to
nick
tarbot
to
talk
about
this
from
the
council
office.
We
also
have
katie
lewis
and
ben
colander
katie,
our
city
attorney
and
ben
the
director
of
economic
development,
so
I
will
turn
it
over
to
nick.
B
D
F
Hi,
council
members,
nice
to
see
you,
I've
got
kimberly
chitrus
with
me
today
and
we
we
thought
we
would
start
with
sort
of
the
high
level
overview
which
I
know
you
know
because
the
mayor
just
discussed
it
and
in
fact
the
thresholds
have
been
met
as
as
the
mayor
mentioned.
But
you
probably
recall
that
salt
lake
city,
that
the
mayor
had
the
authority
to
issue
a
local
covet
emergency
which
she
did
about
16
months
ago
and
the
council
has
the
authority
to
extend
that
after
30
days
and
has
done
so
throughout
the
past
16
months.
F
And
in
fact
you
have
an
extension
on
your
agenda,
your
formal
agenda
for
tonight.
The
reason
for
that
is
because
the
most
recent
extension
expires
may
5th,
because
the
thresholds
have
been
met
today.
There's
actually
no
reason
to
extend
it
because
the
covet
emergency
terminates
automatically
when
the
three
thresholds
established
by
hb
294
have
been
met
which
they
were
today.
F
So
what
that
means
is
that
the
all
of
the
exercises
of
emergency
powers
that
the
mayor
has
chosen
to
do
over
the
past
16
months
also
go
away
unless
the
council
or
the
administration
take
action
to
continue
them,
and
what
you
have
before
you
today
is
an
extension
of
one
in
particular,
actually
two
emergency
proclamations
that
were
intended
to
help
local
businesses
and
restaurants
operate
safely
and
in
a
socially
distant
way.
The
the
temporary
land
use
regulation
addresses
both
outdoor
retail
and
restaurant
activities
and
temporary
structures.
F
I'm
also
happy
to
talk
about
that,
and
I
see
that
ben
is
here
to
talk
about
the
policy
priorities
that
will
hopefully
be
achieved
by
passing
this
temporary
land
use
regulation.
So
with
that,
unless
there
are
any
immediate
questions,
I'm
happy
to
hand
it
over
to
kimberly
for
a
more
detailed
discussion.
Kimberly.
B
F
All
three
of
the
local
emergencies,
so
the
windstorm
coven
19
and
the
earthquake
had
most
recently
been
extended
until
may
5th,
and
the
the
administration
concluded
that
the
windstorm
and
the
earthquake
local
emergencies
did
not
need
to
be
extended,
because
really,
the
purpose
of
keeping
those
in
place
was
to
ensure
that
we
got
federal
or
state
emergency
funding.
So
those
two
actually
will
terminate
tomorrow
as
well
and
then,
of
course,
the
kova
19
emergency
will
will
terminate
pursuant
to
state
law.
Today,.
E
You
I'm
just
here
to
answer
questions
about
what
we're
doing
with
the
temporary
land
use
regulation
and
the
difference
between
the
administrative
policies.
E
So
you
can
see.
The
first
thing
we
wanted
to
do
was
allow
outdoor
dining
on
private
property.
That's
a
function
of
our
zoning
code.
It
is
allowed
in
the
zoning
code,
but
we
wanted
to
allow
some
use
on
existing
side
yards
and
parking
lots
which
might
not
be
clearly
allowable
under
the
zoning
code,
and
so
we
had
waived
some
changes
in
the
emergency
proclamation
and
then
the
temporary
land
use
regulation
you
have
in
front
of
you
will
allow
temporary
use
to
accommodate
the
cdc
safety,
basically
distancing
guidelines.
E
So
if
a
business,
a
restaurant
has
private
property
they
want
to
expand
onto,
they
can
do
that
as
long
as
the
cdc
regulations
are
in
place,
and
they
can
do
it
at
a
rate
greater
than
they
could
do
under
the
existing
zone
code.
E
E
So
what
we've
done
is
the
same
thing:
we've
allowed
outdoor
businesses,
retail
businesses
to
expand
onto
their
private
property
they're
not
typically
allowed
to
do
this
under
the
zoning
code,
which
is
why
it
falls
under
the
temporary
land
use
regulation.
So
this
is,
if
they
wanted
to
do
some.
You
know
small
scale,
retail
racks.
E
The
next
thing
that
was
allowed
in
the
emergency
proclamation
and
those
those
two
first
things
were
accomplished
by
emergency
proclamation
number
11..
This
third
thing
was
allowed
by
emergency
proclamation
17,
which
was
allowing
temporary
structures
to
be
built
on
private
property.
E
E
We
will
continue
to
allow
temporary,
freestanding
structures
on
private
property
and
there
will
not
be
the
permit
fees
these,
as
we
set
forth
in
the
temporary
land
use
regulation
that
the
temporary
land
use
regulation
will
address
the
private
property
and
then
there's
an
administrative
policy
we'll
get
to
next,
which
will
make
some
accommodation
for
businesses
who
want
to
place
temporary
canopies
in
the
right
of
way.
We
have
any
questions
yet
on
the
temporary
land
use
regulation.
G
I'm
just
wondering
what
temporary
structure
is
there
like
a
number
of
days
that
constitutes
a
temporary
structure?
Can
a
temporary
structure
be
up
for
five
years
or
something.
E
Gosh
I
was
going
to
say
december,
but
it
was
probably
earlier
than
that
and
the
idea
really
had
to
do
with
with
snow
and
weather.
Obviously,
the
use
of
the
temporary
structure
going
forward
in
spring
and
summer
would
be
different
than
it
is
in
the
winter,
but
the
zoning
code
does
prohibit
more
than
45.
E
Days,
okay,
so
the
next
portion
of
this
chart
deals
with
an
administrative
policy
that
governs
outdoor
dining
permits.
The
idea
here
is,
we
have
always
allowed
outdoor
dining
permits
so
that
restaurants
can
put
tables
and
chairs
in
the
right-of-way
during
their
business
hours.
The
permit
is
fairly
affordable.
It
has
been
charged
on
an
annual
basis
and
that
charge
is
included
in
the
consolidated
fee
schedule.
What
we
did
under
the
emergency
proclamation
is
allow
the
fees
to
be
charged
on
a
pro
rata
basis.
E
So
when
this
first
came
out,
we
said
you
could
do
it
for
up
to
six
months,
and
so
we
would
charge
six
months
instead
of
the
full
year
to
make
it
a
more
affordable
permit.
It's
it's
about
like
on
either
side
of
150
now,
and
it
depends
for
a
restaurant
on
how
many
tables
sets
of
tables
and
chairs
they
put
in
the
right
of
way.
E
So
we
wanted
to
make
that
a
little
bit
easier
and
to
continue
allowing
that
pro-rata
fee
basis,
so
we're
working
with
the
administration
on
on
revising
the
policy
so
that
a
business
could
apply
for
the
permit
for,
however
many
months,
they
want
to
use
it
during
the
year
and
pay.
The
pro
rata
amount,
that's
on
the
consolidated
fee
schedule
and
then
the
last
thing
was
retail
business
use
has
not
been
permitted
in
the
right-of-way
and
we
and
the
emergency
proclamation
expanded
so
that
you
could
have
some
small-scale
retail
use
in
the
right-of-way.
E
And
we
would
like
to
continue
that
through
an
administrative
policy
change
where
it's
a
small
scale,
retail
meaning
probably
up
to
200
square
feet
of
the
right-of-way,
could
be
used
for
things
like
merchandise,
racks
and
display
tables
the
outdoor
dining
permit,
and
that
we
would
be
changed
to
an
outdoor
business
permit
going
forward
and
it
would
be
administered
the
same
way
as
outdoor
dining
permits
always
are,
which
is
a
review
with
a
number
of
admin
departments
and
divisions
within
the
city
to
make
sure
that
we're
not
conflicting
with
another
use
of
the
right-of-way.
E
But
it's
to
make
it
a
little
bit
more
easy
for
business
to
businesses
to
use
the
right-of-way
that
they're
connected
to
one
thing,
I'll
note
too,
is
the
temporary
land.
Use
regulation
expires
in
six
months
and
I
think
right
now
the
direction
is
those
changes
do
not
need
to
be
permanently
made
to
the
zoning
code,
but
that
the
six
months
will
get
us
through
this
emergency
period.
B
In
the
the
table-
and
something
you
mentioned,
is
that
it
to
accommodate
cdc
guidelines
for
social
distancing.
Is
this
similar
to
what
we're
seeing
in
the
state
right
now
today
that
if
the
cdc
social
distancing
guidelines
go
away,
then
the
temporary
land
use
goes
away,
or
is
it
in
effect
for
six
months?
No
matter
what.
E
I
think
it
would
be
in
effect
for
six
months,
but
if
the
cdc
stopped
advising
social
distancing
or
this
you
know
staying
away
from
people,
not
in
your
immediate
family.
I
I
think
the
idea
would
be
that
it
wouldn't
be
needed
to
continue
the
expansion
into
the
private
property.
B
So
if
we
were
to
see
that
the
cdc
came
out
and
said
everything's
back
to
normal
in
three
months,
I
mean
I'm
not
expecting
that
just
looking
at.
Would
we
then
would
this
then
come
back
to
the
council
to
expire
or
to
terminate
this
temporary
land
use
or
would
the
is
that
an
administrative
function
to
determine
that
it
would
be
terminated?
E
That's
a
good
question:
I
don't
think
it
needs
to
come
back.
I
think
it
would
expire
automatically
if
there's
no
longer
distancing
required.
We
tried
to
really
narrowly
tailor
the
temporary
land
use
regulations
so
that
we
weren't
causing
some
un
unanticipated
effects
on
other
businesses,
and
so
that's
why
it's
tied
to
the
cdc,
distancing
guidelines
and
that's,
I
think,
the
basis
for
needing
the
extra
space
and
the
private
property.
B
G
Thank
you,
council
chair.
I
just
wanted
to
thank
the
council
for
their
swift
support
and
consideration
of
this.
This
is
something
that
we've
heard
from
the
business
community
and
our
business
advisory
board
as
well,
that
this
is
something
for
us
to
give
some
special
attention
to,
because
it's
been
a
helpful
tool
in
helping
businesses
recover
from
the
pandemic.
So
I
just
want
to
say
thank
you
and
that
one
other
thing
most
of
the
businesses
that
have
utilized
this.
It's
an
overwhelmingly
high
amount
of
local
businesses,
most
of
our
franchises
or
larger
businesses.
G
B
G
If
it's
about
helping
businesses
and-
and
also
I
mean
I'm-
always
focused
on
trying
to
activate
the
street,
and
I
can't
think
of
a
better
way
to
activate
the
street
than
actually
literally
activating
the
open
space
in
front
of
the
street.
So
I
for
one
would
be
interested
in
discussing
before
this
expires,
whether
some
of
it
should
remain
permanent.
G
Well,
I
really
appreciate
that
question
councilmember
mono
and
if
I
can
just
say,
recovery
for
many
of
our
local
businesses
is
going
to
go
beyond
just
the
pandemic.
Many
businesses
have
had
to
take
on
debt
and
reduce
capacity
for
some
time
now,
and
so
this
could
be
a
tool
to
help
through
recovery,
as
well
as
the
activation,
and
I
think,
there's
another
element
to
just
thank
the
council
for
in
supporting
some
of
the
open
streets
efforts
that
have
been
taking
place.
E
B
I
don't
see
any
so
we
are,
I
believe,
said
to
take
action
on
this
tonight
in
our
formal
meeting.
So
there
you
go.
Thank
you
katie
and
kimberly
and
ben
for
joining
us
on
this.
B
We
will
move
on
to
our
next
agenda
item,
which
is
our
policing
discussion
as
the
public
and
or
council
members
and
people
out
there
in
the
virtual
world
that
listen
and
care
about
salt
lake
city,
we
have
started
sort
of
a
I,
I
want
to
say
almost
monthly
discussion
with
our
police
department
about
different
things
that
the
police
department
is
doing,
and
this
comes
from,
I
think
a
long
awaited
discussion
that
we've
been
having
over
the
last
year
or
so
and
so
different
aspects
from
the
policeman.
B
The
police
department
have
been
brought
as
a
briefing
in
the
different
in
the
last
couple
of
months
and
this
month
we
are
talking
about
officer,
training
and
promotions.
B
I
think
this
has
been
a
really
good
discussion
for
people
to
really
understand
what
has
happened,
what
is
happening,
and
maybe
some
get
some
ideas
for
all
of
us
of
what
can
happen
in
the
future
and
what
we
are
hoping
to
change
and
what
we're
working
on
changing.
So
I
want
to
thank
the
chief
for
taking
time
out
and
meeting
with
us
today.
We
also
have
ben
ludke,
our
council
office
policy
analyst
and
I
believe
deb
alexander,
is
here
yep.
B
I
see
her
title
our
hr
director,
so
I
will
first
turn
it
over
to
ben
and
we'll
go
from
there
thanks.
Everyone.
H
H
H
The
discussion
today
is
about
trainings
and
promotions.
I
thought
it
would
be
helpful
to
give
some
quick
background
and
reminders
on
this
topic
back
in
fiscal
year
2015.
This
is
six
years
ago
the
council
funded
a
use
of
force
simulator
for
officer
training.
The
training
technology
has
evolved
significantly.
H
H
H
I
Thank
you
ben
thank
you,
madam
chair
and
council.
It's
always
good
to
be
with
you
thanks
for
the
time.
I'd
also
like
to
introduce
lieutenant
alma
sweeney
alma.
Are
you
on
your
camera
on
there?
He
is
yes,
it
is
thanks,
alma
for
being
here,
he's
the
lieutenant
over
the
training
unit
and
does
a
fantastic
job.
I
So
today
we're
going
to
talk
a
little
bit
about
just
like
ben,
talked
or
introduced
the
the
salt
lake
city
police
academy,
and
what
we
accomplish
and
kind
of
the
new,
the
new,
the
nuances
of
the
the
recommendations
given
to
us
by
rep
and
what
we're
trying
to
accomplish
through
those
recommendations
and
the
things
that
have
transpired
over
the
last
little
while
but
to
talk
first,
I
think
we
should
maybe
explain
a
little
bit
about
what
we
do
in
the
training.
I
What
we
do
here
in
the
salt
lake
city
police
academy,
just
to
give
you
to
kind
of
go
back
in
in
my
career
in
1991
I
hired
on
this
month.
As
a
brand
new
officer,
I
shaved
off
my
mullet
and
I
embarked
in
a
career
in
law
enforcement.
I
At
that
time
I
hired
on
with
salt
lake
cpd,
but
they
sent
us
to
a
post
academy,
so
we
went
out
to
post
for
an
entire
academy.
Well,
that's
changed
immensely
over
the
years
right
now.
As
far
as
salt
lake
city
is
concerned,
we
now
host
our
own
state,
certified
police
academies
and
there
are
really
three
components
to
the
to
that
training
that
we
that
we
do.
I
I
Are
ethics,
leadership,
utah
criminal
code,
laws
of
arrest,
defensive
tactics,
conflict
resolution
once
you're
through
that
part
of
the
academy,
your
sfo
or
a
special
function
officer
trained,
which
means
you
can
you
have
limited
police
powers
if
you're
riding
some
agencies
have
a
reserve
program
where
officers
that
go
through
this
block
of
training
can
ride
with
a
certified
officer
and
they
can
go
out
and
do
patrol
work,
but
most
of
the
most
of
sfo
work
is
done
in
in
like
reserve
programs
or
a
jail
transport
or
protective
services.
I
I
Now
those
are
the
two
certified
or
required
post
curriculums
or
academies
that
are
required
for
law
enforcement.
Salt
lake
city
has
always
taken
it
one
step
further,
so
back
in
1991.
After
doing
our
post
certification
or
post
academy,
we
came
to
salt
lake
city
pd
and
had
our
own
academy,
and
we
still
did
the
very
same
thing
here.
Remember
that
policing
in
salt
lake
city
is
a
little
different
than
maybe
policing
elsewhere
in
the
state.
I
The
post-curriculum
really
has
to
meet
the
needs
of
the
entire
state
from
a
rural
agency
up
to
to
an
agency
like
salt
lake
city,
but
it's
just
foundational
and
it's
within
the
the
salt
lake
city
academy
or
curriculum
that
we
develop
out
and,
and
we
really
take
the
training
to
another
level.
That
training
consists
of
254
hours
and
it's
it's
not
a
separate
academy,
but
it's
interwoven
into
the
to
the
classes.
We
teach.
I
The
arbinger
training
and
the
blue
courage.
Training
that
we've
built
into
our
academy
as
well
and
then
on
top
of
that
all
the
academies
that
we
host
here
at
salt
lake
city
before
they
ever
leave
our
academy.
We
put
them
through
the
cit
training
curriculum,
which
is
another
40
hours.
So
really
we
take.
We
take
all
those
those
curriculums
and
it's
a
22
week
academy
from
start
to
finish
once
they
graduate
from
our
academy-
and
that
includes
the
the
ss
sfo
function,
the
leo
and
then
the
salt
lake
city
curriculum.
I
I
Okay,
bobby
thanks
well
anyway,
that
was
that
was
the
first
slide
that
I
just
went
through
and
then
I'd
like
to
turn
it
over
alma
slide
number,
two
and
counsel
as
we
go
through.
If
you
have
any
questions,
let's
ask
them
as
we
go
that
way.
We
don't
have
you
don't
have
to
hold
them
to
the
end
and
we
have
to
circle
back.
So
please
just
jump
in
wherever
you'd
like
lieutenant
up
to
you.
J
Okay,
thank
you.
I
appreciate
this
time.
We've
been
asked
what
the
pros
and
cons
of
running
our
own
in-house
academy
are.
First
I'll
go
over
some
of
the
pros.
First
off
we
are
able
to
train
our
officers
to
a
higher
standard.
As
the
chief
mentioned.
This
is
a
22-week
academy,
but
that's
a
minimum
number
of
hours.
J
This
includes
the
detectives
coming
in
and
teaching
a
lot
of
our
classes.
The
majority
of
our
instructors
that
we
have
for
the
in-house
academy
have
to
be
certified
through
post
through
an
instructor
development
course,
but
we're
able
to
have
our
own
officers
within
salt
lake
city
come
and
teach
that
curriculum.
J
So
when
we
have
detectives,
come
and
teach
them
about
robbery,
they're
able
to
present
cases
that
we've
dealt
with
here
in
salt
lake
city,
some
of
the
lessons
that
we've
learned
and
we're
able
to
have
a
greater
focus
on
policing
in
salt
lake
city
by
maintaining
our
own
in-house
academy,
we're
also
able
to
train
a
larger
group
of
officers.
J
A
few
months
ago,
we
tried
to
get
some
of
our
officers
into
a
post
academy
because
we
needed
to
certify
or
we
had
the
ability
to
certify
some,
and
we
were
only
provided,
I
think,
two
to
three
spots.
Currently,
we
are
running
an
in-house
academy
right
now
that
started
out
with
26
officers
for
us
to
be
able
to
do
that,
we
would
have
had
to
wait
several
months,
if
not
years,
to
be
able
to
get
those
26
officers
certified.
J
So
by
running
our
own
in-house
academy,
we
are
able
to
certify
and
train
a
larger
amount
of
recruits.
Now
there
are
some
cons
to
running
our
own
in-house
academy.
First
is
we
have
limited
training
facilities
to
give
you
some
insight
into
post
academy?
They
have
an
entire
campus
that
is
attached
to
salt
lake
city
community
college.
It's
a
couple
blocks
where
they
have
a
larger
range.
J
They
have
building
facilities
that
they
can
train
in
for
us
for
our
in-house
academy,
we
are
running
it
out
of
the
pioneer
precinct
which,
which
is
limited
in
size,
limited
in
amount
of
things
that
we
can
do
with
those
recruits.
The
facilities
do
limit
the
amount
of
training
that
we're
able
to
provide
in
the
efficacy
of
the
training.
J
There's
also
a
substantial
time,
commitment
that
we
have.
As
we
said
it's
a
minimum
of
22
weeks,
that
ties
up
our
staffing
through
the
instructors
through
the
detectives.
There
is
a
great
time,
commitment
and
limited
resources
that
we
have
to
be
able
to
provide.
This
we've
been
able
to
management
on
through
through
good
calendaring,
but
there
is
the
the
restriction
on
time
and
resources.
That
is
a
a
con
to
running
our
own
in-house
academy.
J
J
All
right
we'll
talk
about
the
impacts
related
to
increased
mandatory
training
as
we
learn
on
things.
As
we
have
seen
some
cases
across
the
nation
cases
within
salt
lake
city
there
there
becomes
more
push
for
mandatory
training
for
police
officers,
which
is
good.
We
want
more
training,
we
want
the
officers
to
be
more
trained,
but
we
think
it's
important
that
the
city
council
and
the
citizens
understand
that
every
increase
of
mandatory
training
takes
away
some
of
our
ability
to
provide
some
of
those
other
critical
training
needs
that
are
not
labeled
mandatory.
J
Those
needs
have
also
increased,
as
well
as
as
technology
has
evolved,
as
understanding
of
the
people
that
we
deal
with
has
evolved.
The
things
that
we
have
to
train
our
officers
is
also
evolving
and
we're
running
out
of
some
of
the
time
to
be
able
to
train
adequately
everything
that
we
would
like
to
to
provide
some
insight
into
that.
I
just
checked
the
the
postings
this
morning
and
there
have
been
119
line
of
duty
deaths
this
year
throughout
the
nation,
including
assaults
crashes
gunfire
stabbings.
J
Those
are
all
things
that
we
need
to
train
our
officers
on
how
to
adequately
handle
how
to
how
to
provide
the
best
officer
safe
to
them.
J
We
have
that
obligation
to
the
officers
of
our
city
to
provide
that
training
and,
as
the
mandatory
training
needs
increase,
that's
less
time
that
we
have
to
provide
some
of
those
other
life-saving
or
critical
training
needs
to
the
officers
throughout
our
department,
I'm
not
to
say
that
the
mandatory
stuff
isn't
important,
but
there
is
a
and
we're
having
to
prioritize
what
we're
able
to
provide
the
officers,
what
training
we're
able
to
provide
the
the
officers
and
chief.
I
believe
you
were
going
to
take
this
last
bullet.
I
Yeah
and
lieutenant,
thank
you.
I
just
council.
I
wanted
you
to
know,
and
maybe
we
can
have
a
discussion
on
this
or
there
may
be
questions
later,
but
the
more
training
we
do.
Every
time
we
have
a
training.
We
have
to
take
the
officers
off
the
street
and
have
them
go
to
that
training
as
we
do
more
and
more
with
training.
I
We
have
to
assign
more
officers
to
the
training
unit
because
you
know
if
we
expect
them
to
do
more
work
and
they
are
they're
doing
fantastic,
they're
stretched
very,
very
thin,
but
to
do
the
work
and
train
adequately
adequately
in
the
way
we
want
we've
assigned
a
few
more
officers
to
to
the
training
unit.
So
really
it
comes
down
to
well
I'll.
Give
you
an
example.
I
went
to
a
lineup
the
other
morning
and
I
was
sitting
in
the
line
of
crewman
and
there
were
limited
numbers.
I
The
numbers
were
small
and
I
was
just
asking
where
everybody
was
and
they
said.
Well,
we
have
this
officer
or
these
officers
are
in
this
training
this
week
and
these
officers
are
in
this
training.
So
it's
really
a
balancing
act.
When
we,
you
know,
we
want
to
assign,
we
want
to
do
these
trainings
and
when
we
assign
officers
to
the
training
unit,
it
does
those
officers
come
from
somewhere
and
they
still
have
an
obligation
and
duty
to
answer
those
calls
for
service
so
we're
doing
the
best
we
can,
but
it
is.
I
J
All
right,
we
wanted
to
give
you
guys
an
understanding
of
how
we
maintain
those
training
hours,
it's
required
by
the
state
that
an
officer
maintain
at
least
40
hours
of
training
throughout
the
year.
How
we
do
that
in
salt
lake
city
is
first,
we
have
our
trimester
training
that
encompasses
30
hours
of
training
a
year,
and
it's
broken
down
into
every
four
months.
There's
a
training
day
that
officers
will
come
to,
we
pull
them
from
the
street
from
their
regular
assignments
and
they
come
to
to
a
training
that
we
provide
for
them.
J
This
is
where
we're
able
to
cover
those
mandatory
training
topics
on
where
we
implement
equipment,
changes
or
updates
an
example
would
be
we
we
recently
transitioned
to
a
new
taser
7,
and
so
we
had
to
provide
that
training
to
all
of
the
department.
So
we
were
able
to
take
care
of
that
in
our
trimester
training.
J
This
is
where
we
also
provide
that
additional
critical
training
for
officers.
The
way
that
we're
doing
it
right
now
is
we're
breaking
up
the
morning
portion
for
the
more
hands-on
training
on
the
scenario-based
training,
and
the
afternoon
session
is
where
we
have
more
of
the
classroom
training
where
we're
able
to
do
some
of
those
updates
more
transitions
to
different
equipment.
That's
how
we
currently
have
it
broken
up
again:
that's
30
hours
that
is
offered
to
officers
throughout
the
year
with
the
understanding
that
they
need
to
acquire
10
additional
hours
to
meet
that
post
standard.
J
This
is
accomplished
through
our
policy
or
law
updates
that
are
put
out
over
lexipol,
which
is
a
case
law
type
system
or
cornerstone,
where
we're
able
to
put
videos
on
there
that
they
can
view
again.
This
is
more
the
classroom
type
stuff,
not
the
hands-on,
critical
training
that
we
like
to
offer,
but
it
provides
some
of
those
updates
to
the
officers.
The
other
way
that
they
can
get
their
hours
is
to
going
to
outside
agency
training.
J
We
like
to
send
officers
to
this
training,
because
this
is
how
we
maintain
a
standard
of
keeping
up
to
date
on
our
current
trends,
the
new
programs
that
are
out
there,
as
well
as
additional
certifications
that
we
want
those
officers
to
maintain
or
to
receive
so
that
they
can
bring
that
information
back
to
our
department.
And
we
can
then
offer
it
if
it's
something
that
we
do
believe
to
be
valuable.
We
offer
it
to
the
rest
of
the
department,
I'm
implementing
it
into
our
trimester
training
as
we
go
throughout
the
year.
K
I
Thank
you
lieutenant
next
slide,
please
all
right.
If
you're
going
to
change
the
culture
of
policing,
you're
going
to
start
with
training
and
it's
important
to
to
the
community
we
serve.
I
I
want
you
to
know
it's
important
to
us,
and
six
months
ago
we
took
a.
We
took
a
captain
captain
scott
marcos.
We
assigned
him
to
training,
that's
the
first
time
that
we've
ever
had
a
training
captain
exclusive
exclusively
over
the
training
division.
I
I
Captain
marcos
brought
this
concept
to
training
based
off
of
data
and
research
on
how
people
and
adults
learn.
What
we
do
is
we
take.
We
take
officers
in
small
groups
and
we
we
set
up
training
sessions
throughout
the
the
you
know.
The
day
shift
afternoon
shift
graveyard
shift
so
that
officers
can
take
time
away
from
patrol
for
15
or
20
minutes
and
go
through
these
scenarios.
There
is
real
life
as
possible.
I
They
induce
stress
all
the
components
of
of
maybe
doing
it
on
the
street,
but
the
the
intention
is
to
to
take
these
reality-based
trainings
and
and
to
commit
to
allow
officers
to
practice
so
that
when
they're
on
the
street-
or
they
get
into
a
situation
like
that,
they
make
correct
decisions.
I
It's
it's
it's
been,
it's
been
a
great
tool.
We
focused
on
and
elma.
Maybe
you
can
jump
in
here.
We
focused
on
some
de-escalation
training
and
techniques
over
the
last
few
months
and
we'll
continue
picking
different
topics
and
scenarios
as
we
go,
but
this
has
been
very
important
in
changing
and
changing
the
culture
so
to
speak
or
in
in
collaborative
reform
efforts.
I
Doj
has
done
a
lot
of
studies
on
this
and
basically
said
this
is,
is
really
an
important
concept
in
how
an
agency
can
really
move
the
needle
when
they
want
to
to
really
ramp
up
their
training,
and
it
really.
It
really
focuses
on
adult
learning
strategies.
It's
moderate,
moderate
frequency,
short
term.
It
has
a
much
more
a
longer
lasting
continually
month
after
month
after
month.
Is
there
anything
you
want
to
add
in
there
lieutenant.
J
J
What
we're
doing
to
incorporate
them
into
this
reality-based
training
is
at
the
first
of
the
month,
we
will
send
out
what
the
scenario
is
going
to
be
with
some
attached
training
videos,
they'll,
be
able
to
watch
these
videos
and
then
cover
some
of
this
information
that
they
have
with
their
squads,
what
they
would
do
different,
what
they
thought
was
good
and
then,
when
they
come
to
participate
with
that
hands-on
training,
we
will
have
the
sergeants
there
watching
so
that
they
can
see
what
their
officers
are
doing,
see
what
they
need
to
focus
on
a
little
bit
more
with
their
squads
and
provide
some
of
that
input
to
their
squads
as
they
go
since
they're,
the
ones
that
are
with
them
every
every
shift
that
they're
working
and
we're
trying
really
hard
to
incorporate
the
the
line
level
supervisors
into
that
training.
J
J
J
This
was
a
one
week
course,
where
it
included
supervisor
expectations,
leadership,
style,
scene
management
and
just
the
practical
topics
that
a
new
sergeant
needs
to
be
aware
of
some
of
those
included
things
that
we
had
individuals
sit
on
panels
where
they
were
able
to
ask
them
questions
of
what
they
wish.
They
would
have
done
different
as
they
were
a
new
sergeant,
what
they
learned,
what
they
wish.
J
They
would
have
learned
earlier
in
their
career
to
provide
some
of
that
practical
feedback
to
our
new
sergeants,
so
that
we
have
the
the
highest
caliber
of
sergeants
possible
with
our
line
level
officers.
J
J
I've
been
in
contact
with
fema
and
haida,
who
are
both
national
providers
of
training
and
they've,
been
able
to
offer
some
of
these
training
courses
to
us
where
we,
with
the
height
of
training,
get
some
spots
available
by
hosting
that
training,
as
well
as
bringing
the
training
in
that
we
think
is,
is
appropriate
and
important
to
our
police
department
with
fema.
J
They
are
going
to
be
bringing
some
more
active,
shooter
incident
management,
shooting
sorry
training
to
to
the
police
officers
where
we're
going
to
be
hosting
that
in
the
first
of
june
and
where
it's
going
to
be
a
large
training
with
multiple
people
throughout
the
valley
that
were,
we
think,
is
going
to
be
really
good.
Hyde
is
bringing
in
more
investigative
type
training
a
more
it's
more
classroom
training
where
they're
presenting
to
the
officers
and
we're
able
to
sign
up
a
large
number
of
officers
from
our
department
to
attend
these
trainings.
J
I
think
it's
important
that
the
city
council
understands
we
have
had
to
turn
trainings
away
for
our
for
our
police
officers.
People
have
wanted
to
host
training
here,
but
due
to
our
limited
resources,
our
limited
staffing,
we
have
had
to
turn
trainings
away
because
we
just
don't
have
the
training
facilities
that
isn't
that
are
needed
to
be
able
to
provide
that
training,
that
that
is
one
of
the
the
things
that
we
would
like
to
work
on.
J
I
Thanks
lieutenant-
and
I
just
want
to
touch
on
that
sergeants
academy-
that
was
great
training-
I
heard
throughout
the
department
how
much
those
that
went
appreciated
it
and
in
the
council.
I
just
wanted
to
know
how
important
it
is
that
we
have
the
best
the
best
sergeants
out
there,
because
that's
the
first
line
of
supervisors
to
our
officers
on
the
street,
so
that
was
great
training.
I
Next,
oh
hold
on
just
real
quick.
This
is
this
is
where
I'd
like
to
ben.
You
introduce
something
and
I'd
like
to
have
my
esteemed
colleague,
deb
alexander
jump
in
here,
but
the
rep
commission
made
a
suggestion
or
recommendation
that
we
look
at
training
from
and
about
the
communities
in
which
we
serve
so
kind
of
a
grassroots
training
that
would
be
educational
to
the
officers
to
teach
them
of
of
the
different
communities
we
serve
to
have
membership
from
those
communities.
I
People
from
diverse
backgrounds
talk
about
how
important
the
cultures
are
and
and
so
not
to
miss.
I
I
scheduled
a
meeting
with
dr
prosperos
and
commissioner
tanya
hawkins,
and
I
can't
remember
there
was
another
commissioner
there.
Oh
commissioner,
steve
andrew
warden
to
talk
about
what
what
that
training
would
look
like,
and
so
in
talking
about
it.
I
It
really
came
down
to
they
felt
like
this
may
be
something
that
would
be
professionally
done,
but
it
also
may
have
a
component
for
the
entire
city,
and
so
in
talking
with
deb
alexander
on
friday,
we
talked
a
little
bit
more
about
that
and
deb.
I
think
you
have
a
couple
ideas
on
that.
L
Yes,
just
to
just
to
add
to
what
you
said
when
you
and
I
talked
about
it
on
friday,
we
were
talking
about
it
as
maybe
initially
or
primarily,
a
training
for
the
police
department,
but
I
love
the
idea
of
it
for
all
employees
in
the
city.
Just
you
know,
new
employees
as
their
as
they're
hired
into
the
city
would
have
an
opportunity
to
learn
about
the
different
parts
of
the
city
kind
of
the
history
of
it
and
as
as
we
could
make
it
applicable
for
everyone.
L
B
B
B
If
I
say
what
did
you
learn
as
a
sergeant
or
what
do
I
need
to
know
or
here's
an
experience
I
had,
but
as
far
as
the
the
training
itself
wouldn't
having
a
third
party
where
slcpd
is
sort
of
outside
of
it
be
valuable
as
well.
I
Yeah,
madam
chair,
I
think
I
think
it
would-
and
I
think
and
lieutenant
maybe
you
can
jump
in
here
there
are.
There
are
certain
topics
that
are
taught
by
law
enforcement
or
peer-to-peer
or
supervisor
peer,
but
I
think
they
they
bring
in
professionals
from
all
different
disciplines
to
teach
many
of
the
classes
in
the
academy.
But
that
is
a
concept
that
we
could
we
could
build
upon.
It
would
certainly
be
worth
looking
into
absolutely
as
far
as
the
facilities.
I
I
know
we've
talked
about
this
with
previous
administrations
and
building
out
a
training
facility,
and
you
know
the
needs
that
we
need
for
for
an
evo
track,
a
range
we
just
recently.
I
Well,
it
wasn't
just
recently,
several
years
ago
we
lost
the
range
we
had
about
parleys
and
so
we're
now
limited
to
to
to
the
pioneer
precinct
range,
which
is
just
five
lanes,
so
we're
now
renting
space
for
murray,
pd
or
the
state.
So
I
think
it's
a
great
discussion
to
to
start
talking
about
building
out
our
own
academy
to
meet
the
needs
of
salt
lake.
J
City
and
and
to
further
answer
your
question
about
a
third
party,
we
see
tremendous
value
in
that.
That's
what
we
try
to
accomplish,
with
sending
individuals
to
outside
agency
training,
whether
it's
a
law
enforcement
training
or
not
we're
trying
to
get
the
perspective
of
outside
of
salt
lake
city
so
that
we
make
sure
that
we're
up
on
those
current
trends
and
receiving
the
training
and
not
just
insulated
to
what
we
are
aware
of.
We
we
would
like
to
bring
in
more
of
those
on
third
party
trainers
or
those
third-party
perspectives.
J
One
of
the
things
that
we
run
into
is,
if
it's
a
police
related
topic,
it's
hard
to
bring
in
a
third-party
individual,
that's
not
related
or
doesn't
have
the
experience
in
policing.
That's
that's
one
of
the
issues
that
we
run
into.
That's
why
we
try
to
send
them
to
outside
agencies
to
receive
that
training.
N
Oh
sorry,
okay,
so
what
about
doesn't
the
fire
department?
They
they
do
their
own
training
right
and
they
also
train
other
fire
departments
around
the
state
and
some
from
out
of
state.
N
J
Yeah
we
we
would
love
to
do
that.
We
would
like.
We
think
that
we're
in
the
forefront
of
policing-
and
we
we
don't-
have
the
opportunity
as
much
to
to
present
that
to
other
people.
You
look
at
one
of
the
differences
between
on
the
fire
department
and
us,
and
the
fire
department
has
a
training
facility.
J
N
And
like
what
else
is
there
other
than
like
a
shooting
range
like?
What
else
do
you
need?
I
mean
I've
been
to
the
fire
training
facility.
I
know
kind
of
what
they
have
out
there.
What
what?
What
would
you
need
for
a
police
academy.
J
Yeah,
so
what
some
of
the
stuff
that
we
need
for
a
police
academy
is
for
one
of
the
more
dangerous
things
that
we
train
officers
on
is
driving.
That's
where
we
have
a
significant
amount
of
of
traffic
accidents,
and
we
we
don't
have
the
opportunity
to
train
that
as
much.
We
have
to
rent
that
from
the
state
which
is
out
their
post
training
facility
that
is
out
south.
We
don't
have
one
of
those,
therefore
we're
not
able
to
offer
that
training.
J
Some
of
the
other
training
that
we
need
where
we
would
need
the
buildings
is
a
lot
of
policing
is,
is
going
to
be
clearing
buildings
or
responding
to
buildings
where,
where
we
would
need
some
of
that
type
of
facility
to
be
able
to
put
on
that
training,
it's
difficult
to
do
that
within
our
pioneer
precinct.
J
We
have
to
kind
of
pretend
sometimes
that
we're
responding
to
a
building
and
they
go
to
a
classroom,
whereas
you
take
the
the
fire
training
facility,
where
they
have
actually
separate
buildings,
a
fire
tower,
where
they're
able
to
provide
some
of
that
training,
because
they
have
separate
structures
to
represent
the
different
training
that
they're
doing.
Those
are
some
of
the
things
that
we
would
need.
J
In
addition
to
arrange
to
be
able
to
provide
some
of
that
training
to
be
able
to
certify
other
officers
to
continue
to
be
kind
of
that
forefront
of
the
training.
I
Yeah,
that
would
be
great.
I
mean
some
agencies
have
a
campus
type
training
facility
where
they
have
the
classrooms,
the
armories,
the
ranges,
the
ebo
the
driving,
and
then
they
have
almost
a
mock
town
where
there's
several
houses
and
buildings
and
they
they
drive
to
and
respond
to.
So
some
something
like
that
would
be
fantastic.
N
Okay
and
then
more
talking
about
like
I'm,
really
interested
in
having
officers
that
are
getting
college
degrees,
or
at
least
you
know,
even
if
it's
an
associate's
degree
or
something
like
that,
I
know
this
is
that's
different
from
training,
but
does
that
fit
into
any
of
this
discussion
at
all
and
if
so,
where?
Where
does
it
fit?
In.
I
I
We
have
council
member
wharton,
we
have
a
career
path
program
where
officers
can
attend
different
trainings
get
different,
certifications
like
if
somebody
is
able
to
be
proficient
proficient
in
a
language
or
if
they're,
swat,
certified
or,
if
they're
certified
to
on
a
motorcycle
or
cit
certified.
All
these
different
trainees
add
points.
I
If
you
get
a
number
of
points
it
gives
you
there's
incentives,
small
monetary
incentives
at
each
different
level
of
pay,
but
educational
pay
and-
and
I
think
deb
still
on
there-
we
we
do
provide
money
and
incentive
to
to
have
those
degrees,
but
if
we
really
wanted
to
make
it
a
priority,
we
would
we
would
put
more
money
right
there.
As
you
know
like
you,
don't
have
to
have
a
degree
but
an
associate.
I
think
you
get
50
more.
I
I
L
The
numbers
are
something
along
the
lines
of
what
you
just
said.
In
addition,
we
as
we
we
chatted
about
this
so
a
couple
months
ago.
We
have,
we
actively
support
our
officers
when,
in
terms
of
financial,
reimbursements
and
incentives
for
getting
advanced
degrees.
I
you
may
remember
the
briefing
we
did
on
that.
I
don't
remember
it
feels
like
it
was
just
a
couple
months
ago.
L
It
might
have
been
longer,
but
at
that
time
I
think
we
identified
450
individuals
in
the
pd
who,
over
a
period
of
five
years,
had
availed
themselves
of
that
tuition
reimbursement,
as
as
we
are
able
to
continue
to
recruit
and
have
educational
attainment,
support
that
that's
certainly
something
that
we're
looking
for
ways
to
make
it
happen.
N
Do
we
like
have,
we
talked
to
you,
know,
slick
or
the
university
of
utah
about
I
mean
do
it
first
of
all,
do
we
offer
tuition
reimbursement
or
is
it
just
like
a
tuition
discount
or
is
it
full
reimbursement?
And
what's
that
situation
like.
L
It's
full
reimbursement
and
salt
lake
salt
lake
community
college
and
the
university
of
utah
are
both
one
of
an
array
of
institutions
that
our
our
individuals
will
go
we'll
go
to.
We
offer
the
benefit
up
to
the
maximum
allowed
by
the
irs
and
accounts.
N
L
I
can
speak
to
that
from
an
hr
perspective
from
an
hr
perspective.
What
we
have
always
found
is
that
supervisors
are
typically
very
willing
to
work
with
an
individual
who
wants
to
go
and
pursue
a
degree
and,
as
you
know,
council
members
options
for
for
pursuing
advanced
educational
attainment
have
changed
and
become.
You
know,
there's
lots
more
options
than
there
used
to
be,
as,
as
I'm
sure
you
know,
chief
I'll,
let
you
I'll
let
you
answer
that
specifically.
I
I
Reimbursement
is
great
and
working
with
people
on
their
schedule
to
do
that,
but
if
they
have
those
degrees
and
we
hire
them,
we
ought
to
incentivize
that
a
little
bit
more
to
make
it
more
of
a
priority,
and
then
you
would
attract
people
that
already
have
those
degrees.
You
know
through
the
front
door
before
they
even
start
in
the
academy.
That's
a
great
point.
L
Chief,
just
one
thing
too,
that
I,
for
I
didn't
mention
individuals
with
edu,
you
know,
associates
degrees
or
bachelor's
degrees,
receive
a
preference
when
they
apply
with
us.
So
that's
a
that's,
also,
a
factor
that
we're
working
on
as
well.
L
I
Let's
go
to
the
next
slide.
I
think
our
time
is
running
short
and
I
don't
want
to
leave
deb
with
with
no
time,
but
just
a
couple
things
I
want
to
touch
on
ben
talked
about
the
ti
machine
that
the
council
bought
us
several
well
five
years
ago.
It
was
a
great
machine,
but
in
technology
years
it's
ancient
and
antiquated
it's
worn
out
and
the
cost
of
upkeep
is
is
almost
I
mean
it's
very
expensive
to
keep
it
up.
Virtual
reality,
training
is
is
where
we
need
to
go.
I
Those
are
the
goggles
there
you
can
have.
I
mean
endless
scenarios,
you
can
branch
them
to
successes,
you
don't
have
to
have
a
room
dedicated
to
the
machine.
You
can
use
any
room,
you
can
take
them
anywhere,
and
so
we
would
love
to
explore
the
the
possibility
of
obtaining
that
type
of
training
system,
because
it
really
does
induce
almost
the
real-time
training
that
an
officer
may
see
on
the
street
the
the
adrenaline,
the
anxiety
it
it's
a
it's
the
way
to
go.
How
would
you
have
anything
on
that.
J
I
I
think
that
covers
it.
A
big
point
would
be
the
storage
of
it.
We
don't
have
a
space
to
to
store
a
lot
of
this
stuff,
we're
at
our
max
at
pioneer,
but
a
virtual.
We
were
talking
about
it
today,
a
virtual
training
platform.
You
can
go
anywhere,
you
can
go
in
a
parking
lot.
You
can
go
in
a
room
and
set
it
up
like
you
would
having
that
machine
dedicated
to
a
room
so.
J
Yeah
yeah
so
we'll
cover
this
really
really
quick.
Like
we
mentioned
earlier,
there
are
40
hours
throughout
the
year
that
an
officer
has
to
maintain
these
are
post
requirements
with
some
of
those
requirements
being
recertifying
on
your
taser
mosi
baton,
firearms,
defensive
tactics
and
those
are
things
that
post
requires
that
we
have
to
put
into
that
trimester
training
that
we
go
throughout
the
year
this
year.
J
We
also
had
some
legislative
requirements
that
came
out
with
no
less
than
16
hours
of
training,
I'm
dedicated
to
a
focus
on
mental
health
crisis,
intervention
response
risk
control,
de-escalation,
as
well
as
another
house
bill
that
deals
with
mental
illness,
autism
spectrum
disorder
and
other
neurological
and
developmental
disorders,
so
those
16
hours
would
be
incorporated
into
the
30
hours
of
trimester
training
that
we
have
throughout
the
year.
J
There's
also
several
specialties
throughout
the
department
where
they
have
to
maintain
additional
certifications
or
training
with
some
of
those
I'm
dealing
with
crisis
intervention,
specialty
impact
munitions,
bias-based
policing.
This
is
additional
training
that
we're
trying
to
offer
to
the
officers
I'm
trying
to
get
out
to
them.
That
would
be
in
addition
to
the
40
hours
of
of
training
that
they're
expected
to
maintain
throughout
the
year.
I
And
then
council,
just
real
quick
house
bill
162
dealt
with
mental
health,
cit
training
we
when
it
became
a
recommendation
from
the
rep.
We
scheduled
five
academies
this
year,
so
that
we
could
catch
up
everybody
that
wasn't
certified
in
cit
or
to
recertify
them.
That's
a
huge
undertaking.
Those
are
that's.
Five
40-hour
classes
that
we're
we're
spacing
out
throughout
the
year
and
so
that'll
be
completed
by
the
fall,
and
then
the
sensory
needs.
The
autism
training.
I
We
just
became
the
first
public
safety
or
organization
in
the
world
to
have
that
that
type
of
training-
and
we
did
that
through
culture
city,
so
in
true
salt
lake
city
fashion,
we're
leading
the.
J
All
right
it
has
with
everybody
in
the
world,
there
was
an
impact
on
training
for
officers
with
covet
some
of
those
impacts
where
trainings
were
canceled
or
more
specifically,
attendance
was
limited
to
to
provide
the
the
safe
distancing
protocols.
J
What
will
happen
with
this
is
there
will
probably
be
a
difficulty
of
getting
some
of
those
officers,
their
40
hours
throughout
the
year,
because
so
many
trainees
got
cancelled
or
the
attendance
was
limited.
J
We're
pushing
some
trainings
out
we're
trying
to
to
accommodate
those
officers,
but
that
has
been
a
pretty
big
impact
on
training
is
maintaining
those
hours.
Another
large
impact
has
been.
The
move
to
online
training
is
what
we
were
able
to
do
as
we
cancelled
some
of
these
trainings,
but,
as
we've
talked
about,
the
majority
of
police
training
is,
is
not
suited
for
online
training.
It's
more
hands-on.
J
We
need
to
be
exposing
these
officers
to
the
different
scenarios
and
that's
very
difficult
to
do
with
an
online
setting,
so
that
has
impacted
some
of
the
training
value
and
the
efficacy
of
the
training
that
was
provided.
We
are
excited
to
be
getting
back
to
more
of
these
trainings
to
be
able
to
catch
up
with
some
of
the
on
the
trainings
that
that
we
weren't
able
to
do
over
the
last
year.
I
And
then
just
to
kind
of
wrap
it
up
again.
A
lot
of
the
training
that
we
want
to
do
is
impacted
by
our
limited
staffing.
But
I
want
you
to
know
last
august,
when
we,
when
the
mayor,
introduced
the
executive
order
on
use
of
force,
we
asked
for
volunteers
throughout
the
department,
we
had
a
well
over
40
officers,
step
up
and
basically
spend
a
month's
time
reviewing
the
use
of
force,
the
different
policies-
and
I
remember
alma-
you
were
one
of
them
and
in
those
conversations
it
really
came
down
to
our
officers
said.
I
Look
we
want.
We
want
this
training,
the
chief.
We
only
get
40
hours
a
year,
we'd
love
to
have
200.,
and
so
I
want
you
to
know,
council
that
your
your
police
department
wants
this
training.
They
seek
this
training
and
it's
important
to
them,
because
it's
important
to
serve
our
community
at
the
very
highest
level.
L
Yes,
thank
you.
Thank
you.
I
understand,
ben
that
the
person
we
asked
to
put
up
the
slides
is
bobby.
L
L
The
old
procedures
which
were
were
governed
by
the
civil
service
commission
have
been
were
replaced
in
early
january,
and
the
new
rules
about
promotional
how
promotional
processes
in
pd
would
would
take
place
were
put
into
place
in
february
of
2021
that
they
went
into
effect
at
the
same
time
when
the
rules
went
into
effect
about
how
hirings
would
be
done
so
that
both
both
both
sets,
both
of
them
went
into
place.
At
the
same
time,
we
can
go
to
the
next
slide.
L
Thank
you.
So
what
might
what
I'm
going
to
just
take
a
few
minutes
about
and
talk
about
is
what
have
been
the
improvements
and
advantages
we've
seen
from
that,
and
when
I
prepared
the
slide,
I
was
really
into
explaining
advantages
and
using
e
words,
so
you'll
notice
that
the
major
advantages
I'll
start
with
e,
really
that
that
boils
down
to
conversations
we've
had
about
this.
L
L
While
we
continue
to
provide
opportunity
and
preference
for
our
internal
employees
when
it
comes
to
promotions,
the
rules
that
went
into
effect
in
february
allow
the
department
to
recruit
for
external
applicants
for
promotions
above
sergeant
and
then.
Finally,
the
rules
allow
the
hiring
official,
which
was
expanded
to
be
not
only
the
chief
to
choose
from
a
larger
and
more
diverse
field,
and
I'm
going
to
say
a
little
more
about
each
one
of
those
in
the
next
three
slides.
So
next
slide,
please
bobby
so
under
the
csc.
This
is
a
side-by-side
comparison.
L
I
thought
that
maybe
that
would
be
helpful
to
kind
of
illustrate
the
difference
in
the
process.
So
under
the
old
rules,
an
applicant
for
promotion
and
and
really
the
entire
promotion
had
to
wait
for
multiple
stage
approvals
from
the
csc.
So
you
know
the
first
stage
would
be
done.
Approval
would
have
to
be
sought.
Next
stage
could
commence
and
so
on
and
and
as
as
the
slide
notes,
the
csc
had
to
approve
all
the
details
of
each
and
every
promotion
process
in
advance,
even
when
a
similar
process
had
been
conducted
previously.
L
So
what's
what's
our?
What's
our
our
new
improvement,
the
the
process
for
the
applicant
is
much
more
timely.
The
promotional
process
can
commence
when
the
chief
or
the
designated
hiring
official
determines
there's
a
need
to
per
to
promote
a
per
to
fill
a
promotion,
human
resources,
as
it
always
did-
and
this
is
important
to
know
human
resources
always
has
conducted
these
processes,
and
we
continue
to
do
so.
L
L
So
there
we
go.
Thank
you.
So
as
you,
as
you
may
recall,
an
individual
who
was
an
applicant
for
promotion
had
to
come
be
an
existing
employee
in
the
salt
lake
police
department,
and
that
meant
that
leadership
was
drawn
from
that
internal
pool
of
candidates.
L
While
there
were
there
were
once
in
a
while
rare
exceptions
to
that
by
and
large,
and
especially
when
it
came
to
sworn
exclusively
when
it
came
to
swarm
positions,
promotions
were
were
drawn
from
the
same
internal
pool
of
applicants.
L
Now
the
improved
the
improved
process
means
that
an
applicant
for
any
promotion
above
sergeant
can
be
external
and
to
include
inclusivity
and
diversity
of
all
sorts.
The
promotional
process
can
include
internal
and
external
applicants.
L
So
what
that?
What
does
that
mean
recently?
Well,
since
the
council
approved
the
titles
of
three
new
appointed
positions
for
pd,
mid-march
recruitments
commenced
the
day
after
those
that
the
day
after
that
approval
was
given
the
promotions
or
the
positions
opened
as
of
right
now.
Well,
over
half
of
the
applicants
we
have
for
those
three
senior
positions.
You
may
remember
what
they
were.
L
L
And
then,
finally,
under
csc
rules,
the
chief
who
was
the
only
person
who
could
make
a
promotional
decision
selected
from
five
candidates-
and
that
was
after
the
candidates
had
completed
exam
modules
and
I've
listed
the
exam
modules.
Just
as
a
reminder.
So
what
would
happen?
Is
the
position
would
open?
L
Each
of
the
each
of
the
candidates
for
promotion
would
complete
one
or
more
typically,
more
than
several
of
those
exam
modules
and
then,
at
the
end
of
the
day,
the
decision
had
to
be
made
by
the
by
the
chief
one
of
the
disadvantages,
particularly
with
that
is
that,
where
the,
where
the
promotional
and
the
hiring
process
are
so
are
so
structured
and
and
scores,
are,
are
given
to
the
candidates
and
the
applicants
based
on
on
their
successful
completion
of
each
of
those
pieces.
L
Now
that
hiring
official
can
choose
from
20
candidates,
once
the
promotional
testing
is
completed
again,
the
exam
modules
will
will
potentially
include
many.
Many
and
a
couple
more
of
the
things
that
they
used
to
ranking
is
still
done
on
a
very
precise,
in
a
per
very
precise
manner
that
the
hiring
official
gets
to
select
from
a
much
more
diverse
pool,
because
it's
larger
four
times
as
large.
B
Thank
you
deb,
and
I
I
really
appreciate
that
update.
I
think
it
meets
the
the
goals
that
I
think
the
council
had
in
mind
when
we
were
re-looking
at
the
csc
and
and
getting
rid
of
it.
So,
madam
mayor.
C
Thanks
for
giving
me
just
a
second,
I
know
I
didn't
plan
to
speak,
but
I
want
to
thank
the
council
too,
for
taking
the
action
that
you
did
months
ago
to
remove
the
csc
and
put
in
a
far
more
appropriate
path
for
that.
C
As
debs
talked
about
this,
the
applicants,
the
department
itself,
the
people
and
the
public
that
we
serve
is
better
because
of
this
new
approach
and
our
ability
to
even
create
the
kind
of
cultural
change
that
chief
talked
about
with
alma
by
having
a
broader
pool
of
applicants
for
those
above
sergeant
level.
So
thanks
council,
because
this
has
been
on
the
list
of
many
a
past
administration
and
never
accomplished
until
now,.
B
Thank
you
madame
well,
chief
and
dev.
Thank
you
so
much
for
joining
us
today
and
detectives.
We
need
officer,
sweeney,
sergeant,
sweeney.
B
B
I
think,
if
that's
all
right
with
everyone,
just
it's
been
a
long
day
for
a
lot
of
us
and
just
to
like
I
said
before
my
judge
calls
it
a
comfort
break,
go
get
your
water
come
back
in
about
five-ish
minutes.
Please
thanks.
Everyone.
A
A
A
A
A
A
B
B
That's
correct
well,
so
this
is
our
first
briefing
on
this.
We
are
set
to
hold
the
public
hearing
tonight
and
take
potential
action
on
may
18th.
I
have
ben
ludke
from
the
council
office
here
and
mary
beth
thompson,
the
financial
chief
financial
officer,
along
with
chief
brown.
If
there
are
questions
on
certain
items,
so
I
will
go
ahead
and
turn
it
over
to
bin.
H
There
are
three
items
proposed
by
the
administration:
they
total
2.4
million
dollars.
There's
also
one
potential
council
added
item.
If
all
the
items
are
approved,
then
fund
balance
above
the
13
minimum
target
would
be
7.2
million
dollars
and
we
have
a
sales
tax
update
from
mary
beth
bobby.
Can
you
put
the
pdf
up
on
the
screen.
H
Nope,
that's
not
it
either
I'll
screen
share
it.
I've
got
it
on
my.
H
D
D
That
was
for
some
reason
in
fiscal
year.
2020
our
february
number
was
significantly
low,
not
sure
why,
but
it
almost
was
like
that
was
the
start
of
the
pandemic
for
sales
tax
and
then
the
rest
of
it.
We've
projected
out
projecting
a
budget
up
about
6.6
million,
so
that's
where
it
will
come
in
and
our
budget's
at
62
million,
so
it'll
be
about
4.9
million
above
budget.
D
B
B
H
The
first
item,
a
one,
is
a
request
for
315
000
from
the
holding
account
created
in
the
last
annual
budget,
which
has
a
balance
of
2.8
million
dollars
to
hire
12
lateral
police
officers.
Lateral
officers
are
ones
that
are
already
certified
and
working
as
police
officers
at
another
law
enforcement
agency.
H
The
administration
indicates
there's
an
urgent
need
for
this
class
to
address
the
current,
prolonged
reduced
staffing
of
officers
available
to
respond
to
calls
for
service
bobby.
Could
you
put
attachment
one
back
up
on
the
screen?
Chief
brown
has
three
charts
in
this
attachment
that
are
talking
about
the
urgent
need
for
this
class.
I
Thank
you,
ben
council
again,
thank
you
for
your
time
this
evening
and
I'll
be
quick
2020.
I
I
don't
need
to
tell
anybody,
especially
you
what
a
difficult
year
that
was,
but
it
had
an
impact,
an
unintended
impact
on
law
enforcement.
As
you
know,
everybody
was
thinking
that,
with
the
pandemic
working
from
home
teams,
webex
virtual
school
or
online
schooling
that
there
wouldn't
be
much
movement
in
the
city
or
that
perhaps
calls
for
service
would
go
down.
I
I
That
trend
continued.
If
you
look
at
the
bottom,
we
looked
at
january
and
february,
and
this
snapshot
in
time
is
what
we
were
calculating
as
as
as
we
when
we
were
talking
about
these
things.
But
if
you
look
progressively,
the
calls
for
service
have
continued
to
go
up
through
through
those
years
and
even
into
this
year
I
took
a
snapshot
through
our
compstat
model.
We
look
at
calls
for
service
every
week
to
determine
the
impact
what's
happening.
What's
working?
I
What's
not,
and
we
looked
at
just
to
kind
of
validate
the
information,
but
the
week
of
march
1st
through
the
7th
calls
for
service
that
week
we're
up
26
the
week
of
march
29th
to
april
4th.
They
were
up
25
so
week
by
week
we
kind
of
tracked
these
things
and
they
continually
are
rising
and
rising.
If
you
look
at
the
the
top
graph,
there
separations
retirements
and
resignations,
you
start
with
2016,
and
you
see
that
we
had
approximately
28
between
those
that
we
separated
those
that
retired
and
then
resignations.
I
Last
year,
2020
was
the
highest
year
on
record.
We
had
eight
separations,
25,
retirements
and
36
resignations,
and
looking
at
this
year
going
forward,
we
have
12.
so
at
this
that
at
the
pace
we're
going,
we
would
have
72
if
we
calculate
calculated
out
the
the
entire
year
for
2021..
I
Another
factor
that
plays
into
it
is
the
department
leads
by
month.
If
you
look
at
that
graph
is
a
little
bit
convoluted
as
you
see
it,
but
if
you
look-
and
I
don't
have
my
cursor,
but
in
october
of
20
2019,
we
had
25
individuals
within
the
department.
Take
some
sort
of
leave
that
would
be
either
admin
leave
erpl,
leave,
fmla,
leave
military
leave,
parental
leave,
move
that
forward
to
october
of
last
year
we
had
70
people,
and
maybe
you
can
show
your
banner
or
bob.
I
You
can
maybe
use
your
cursor
to
point
to
that
october
of
2020
and
then
thinking
things
may
have.
You
know
calmed
down
in
20
in
in
february
of
2021,
we
reached
an
all-time
high
of
85
individuals
within
the
department
that
are
taking
some
sort
of
leave,
so
the
impact
is
the
vacancies.
The
staffing
has
had
a
huge
impact
on
our
ability
to
to
do
the
work
that
we
needed
to
do.
We've
recently
reorganized
the
department,
knowing
that
the
patrol
is
the
backbone
of
our
organization.
I
We've
again
put
more
officers
back
to
patrol
to
accommodate
those
calls
for
service
that
have
been
increasing
and
right
now
we're
to
the
point
where
we're
asking
for
some
help
to
hire
some
lateral
officers
so
that
we
can,
you
know,
fill
this
gap.
We
do
have
24
officers
that
we
hired
in
february
of
this
year
that
are
in
the
academy,
but
there's
a
22-week
academy
like
we
just
talked
previously
there's
an
18-week
fto,
so
we
won't
see
those
officers
on
the
street
until
december
of
this
year.
I
The
eight
that
we
hired
in
november
of
2020
won't
be
on
the
street
until
october,
so
we're
trying
to
hire
a
lateral
class
to
fill
that
gap
or
several
lateral
classes
to
fill
that
gap
as
we
move
forward.
Another
consequence
that
we're
looking
at
is
that,
because
of
everything,
the
officers
were
tasked
with
last
year
last
year,
the
different
events
and
some
of
the
protests
and
civil
unrest.
I
We
didn't
have
a
lot
of
time
for
them
to
take
vacation
or
holidays,
and
so
they
were
able
to
carry
those
over,
but
shelly
dietrich
she's
on
the
phone
and
she's
got
another
graph.
But
if
we
take
the
amount
of
time
and
calculate
what
officers
have
to
use
this
year,
that
would
be
another
17
officers
every
day
off
on
vacation
or
holidays.
So.
D
Thank
you
chief,
thank
you,
council,
while
we're
waiting
for
this
slide
to
come
up
the
data
on
those
that
user
lose
time
for
vacation
was
from
february,
and
we
looked
at
it
quickly
and
it's
still
trending.
That
way,
we've
been
able
to
use
some
time
and
some
of
the
officers
with
some
of
that
time
has
retired,
but
we're
still
trending
at
losing
a
lot
of
officer
time
during
the
period
so
that
they
can
use
their
vacation
time
before
they
lose
it.
H
H
It's
a
different
tab
bobby.
I
think
it's
two
to
the
left
of
this.
H
One
one
more
over
yep.
D
So
the
first
top
piece
of
this
table
shows
what
it
was
like
when
we're
holding
that
30
officers
to
for
that
2.8
million
dollars
that
went
into
the
holding
account
and,
as
you
can
see
at
the
bottom,
the
staffing
after
user
lose
vacation
and
the
classes
that
are
unavailable.
We
had
406
that
are
available
in
march
in
july,
that's
trending
to
3.94
in
december.
It
would
be
3.78,
so
we're
continually
losing
staffing
and
the
ability
to
get
them
out
of
the
classes
and
back
into
the
the
force
is
delayed
there.
D
Slide
if
we're
able
to
hire
and
use
that
holding
account
to
get
some
laterals
back
in
for
fiscal
year
22
and
higher
this
current
year
with
that
in
budget
amendment,
eight
that
starts
to
bring
our
staffing
numbers
up.
It
still
trends
low
through
december.
But
then
you
start
to
see
the
benefit
by
march
again
we're
estimating
that
we're
going
to
lose
for
three
officers.
I
think
a
month
which
is
low,
we're
losing
six
six
to
eight
on
average
right
now.
D
So,
but
this
is
this
just
kind
of
gives
you
a
quick
picture
of
what
we're
looking
at.
If
we
don't
start
hiring
into
those
classes
and
how
fast
that
trend
will
continue
to
go
down
when
we're
out
10
months
for
filling
those
positions,
it
will
create
a
huge
gap
in
calls
for
service
and
the
ability
to
respond
to
those
chief.
Do
you
have
anything
else
on
him,
yeah.
I
M
B
Ben,
can
you
clarify
about
the
2.8
million
and
where
that
holding
account
came
for
that
money
came
from
and
then
my
recollection
and
please
correct
me:
if
I'm
wrong
then
is
there
was
some
intent
from
the
council
behind
that
holding
account
and
that
2.8,
and
so
it
can.
You
just
clarify
that
and
for
council
members
that
are
wondering
why
I'm
asking
these
questions.
I
can
explain
in
a
minute,
but
that
would
be
after
there
are
other
questions,
but
ben.
H
H
Now
the
number
of
vacancies
was
greater
than
anticipated,
so
the
800
000
is
what
was
expected
at
the
start
of
the
fiscal
year
and
of
course,
the
experience
to
date,
as
the
chart
chief
discussed
show,
was
significantly
more
than
that,
so
the
800
000
vacancy
savings,
the
2
million,
is
the
amount
that
the
department
dropped
to
fund
balance.
I
believe
it
was
in
fiscal
year
19.,
and
so
because
the
2
million
was
dropped
to
fund
balance.
H
H
N
Yes,
so
I
I
wasn't
fast
enough
writing
down
all
the
numbers.
So
if
we
have
the
officers
that
will
come
online
in
december,
I
think
was
25
and
then
eight
coming
on
in
october.
O
C
Yes,
ask
a
question
of
sorts.
I
I
think
that
characterizing,
those
as
additional
officers,
isn't
accurate
because
we're
still
trying
to
rebuild
to
normal
staffing
levels
and
characterizing
them
as
additional
officers
sounds
like
it's
a
growth
of
the
department
when,
in
fact
we're
in
a
great
deficit.
I
So
if
you
take
the
46
that
we
have
vacant
the
24
that
we
have
in
the
academy,
the
eight
in
the
in
the
smaller
academy,
we
have
78
officers
that
are
not
on
the
street,
so
the
12
would
be
part
of
that.
46
that
we're
trying
to
replenish
just
like
the
mayor,
talked
about.
N
Okay
and
that's
what
I'm
trying
to
figure
out,
that's
what
I'm
trying
to
understand
when
I'm
saying
like
this
class
in
addition
to
the
25
class?
Is
that
still
just
in
the
building
up
phase,
or
does
that
put
us
in
the
what
the
distinction
that
the
mayor
pointed
out
putting
us
in
the
more
than
we
had
in
2019,
so.
B
I
I
So
if
you
take
off
the
24,
if
you,
if
you
take
off
the
the
12
from
the
46,
that's
34
officers,
so
we
can
still
hire
the
12
laterals
and
still
be
in
the
vacancy
of
34.
N
Okay,
so
and
then
my
my
second
question
is-
and
I
you
know
I
I'm
asking
this
mo
more
for
the
public,
because
I
I
know
the
answer,
but
I
want
you
to
talk
about
this
for
the
benefit
of
the
public.
What
you
asked
the
rep
commission
about
this
and
what
was
their
recommendation
and
and
response.
I
Ward
and
we
we've
spent
probably
a
good
half
hour,
45
minutes,
maybe
even
up
to
an
hour
talking
with
the
rep
commission
and
explain
the
situation
and
and
with
some
of
the
recommendations
that
the
rep
is
making
to
move
into
a
co-responder
model
and
some
of
the
things
that
we're
they're
looking
at
training
is
a
big
component
of
what
they're
looking
at,
and
we
just
spent
almost
an
hour
talking
about
how
important
training
is,
if
you're,
if
you're,
really
going
to
move
the
needle
and
if
you're,
looking
for
police
reform
and
changing
a
culture.
N
Okay-
and
I
just
think
it's
important
to
know
that,
because
when
we,
you
know
when
we
were
last
year
talking
about
the
the
reforms
and
and
making
the
commitments
that
we
made
to
to
lead
out
and
to
really
and
to
elevate
the
voices
of
the
communities
that
have
traditionally
been
underserved
by
police,
or
that
you
know
black
and
round
voices
in
particular,
I
want
people
to
know
that
we're
maintaining
the
commitment
to
give
to
have
to
elevate
those
voices
and
have
them
be
part
of
this
process.
N
Every
time
we
make
these
decisions,
so
thank
you
for
for
making
sure
that
you
included
them
in
that
process
and
for
updating
us
on
on
their
response
and
your
dialogue
with
them.
I
appreciate
that
a
lot
and
it's
just
something
that
I'm
going
to
continue
to
ask
every
time
we
come
through
one
of
these
requests.
F
I
just
wanted
to
kind
of
add
on
to
what
council
member
wharton
was
just
saying.
There
was
extremely
important
to
us,
and
I
wanted
to
thank
the
commission
on
racial
equity
and
policing
for
meeting
with
us
and
hearing
us
out
and
actually
agreeing
with
us
that
our
efforts
to
build
a
more
just
police
department
and
the
police
reforms
that
you
all
want
to
enact
are
not
in
conflict
they're,
not
in
conflict
with
our
efforts
to
address
rising
crime
rates.
So
that's
a
false
narrative.
They
recognized
it.
F
I
And
just
one
thing
that
council
in
true
pastor
davis
fashion
the
one
recommendation
he
said
after
that
it
was
a
unanimous
vote.
He
said
chief,
we
don't
want
just
numbers,
we
want
the
right
officer
serving
our
community
and
he
said
we'll
hold
your
feet
to
the
fire
on
that,
and
so
our
commitment
to
him
and
the
rep
and
to
the
community-
and
you
is
that
we'll
get
the
right
officers
in
here
to
do
to
serve
our
city.
B
Thank
you,
council
members,
any
other
questions
at
this
time.
I
would
propose
a
straw
poll
on
this
item.
I
there.
The
item
is
314
899,
that's
the
request.
The
request
is
that
it
come
from
the
2.8
million
holding
account.
I've
talked
with
our
staff
and
we
have
sufficient
funds
in
the
general
fund
to
fund
this
out
of
the
general
fund.
B
Instead
of
that
2.8
million
holding
account
the
as
ben
mentioned,
when
we
put
that
2.8
million
in
a
holding
account,
it
was
there
so
that
we
could
implement
some
of
the
recommendations
from
the
rep
and
the
audit.
While
the
rep
supports
the
hiring
of
these
lateral
officers,
and
I
appreciate
their
input,
I
read
the
letter
from
them
and
certainly
from
that
core.
The
core
commission
group
appreciate
their
input.
I
think,
having
the
2.8
maintain
in
that
holding
account,
so
that
other
recommendations
that
come
out
of
both
the
rep
and
the
audit.
N
Before
we
do
just
do,
we
have
any
cons.
What
are
are
there
any
concerns
from
or
from
the
administration
about,
using
this
from
general
fund?
Thank
you.
C
Sure,
thanks
and
perhaps
mary
beth
would
have
a
second
to
chairman.
Also,
I
don't
know
if
she's
available
at
the
moment,
but
this
is
a
a
pretty
blind
straw
poll
without
any
council
conversation
about
the
context
of
the
general
fund
and
it
you
know
it
affects
our
ability
to
do
other
things
in
the
city
and
I
think
that
it
warrants
a
bigger
conversation
about
the
general
fund
as
a
whole.
C
Also
I'll
say
that
it's
pretty
darn
hard
to
implement
any
changes
in
our
police
department
when
the
officers
are
so
understaffed
that
they
don't
have
time
for
training.
They
don't
have
time
for
the
maybe
more
the
things
that
might
be
more
attractive
to
council
members
to
use
the
two
point.
Many
million
dollars
for.
B
Understandably,
I
I
understand
the
need
and
there's
not
I'm
not
suggesting
like
I
said,
I
think
we
are
able
to
move
forward
and
from
the
discussions
that
I
have
had
this
is
we
have
the
ability
to
have
this
three
three
hundred
thousand
come
out
of
the
general
fund.
Just
for
council
members,
knowledge,
I
have
talked
with
our
staff
and
have
had
discussions,
and
I've
talked
with
some
of
you
offline
about
this
as
well,
but
happy
to
have
more
discussion
on
it.
This
is
my
strategy.
B
N
N
B
D
What
I
would
say
is
that
that's
one-time
funding
for
ongoing
needs
just
so.
Everyone
is
aware.
B
N
But
okay,
but
I'm
just
talking
about
the
class,
the
lateral
class,
not
the
two
point
yeah
or
not
the
not
the
full
request
of
the
budget.
Amendment.
N
Okay,
okay,.
M
N
Okay,
anybody
else
want
to
discuss
this
before
we
throw
a
thumbs
up
and
support,
or
yes,
council
members.
D
Have
one
question
so:
let's
say
we
do
take
it
out
of
the
general
fund.
We
found
this
letter,
lateral,
lateral
class
and,
and
will
will
this
be
funding
for
one
year
of
employment
or
or
do
we
need
to
look
at
funding
that
in
in
the
future,
with
other
funds,
or
do
we
have
a
plan
for
that
or
does
administration
have
a
plan
for
that?
How
we're
going
to
continue
funding
these
officers.
C
I'll
respond
and
mary
beth
could
clarify
if
I
don't
get
it
right,
that
the
2.8
million
was
a
part
of
the
ongoing
police
budget.
The
council
pulled
that
back.
We
still
have
2.8
dollars
worth
of
needs
in
our
police
department
in
an
ongoing
way.
That's
why
we
raise
sales
tax
with
the
funding
our
future
years
ago,
so
that
we
could
have
ongoing
revenue,
so
the
council's
clawed
back
a
portion
of
the
the
like
needs
meeting
operational
budget
for
the
police
department.
C
K
Oh
I'll
try
just
a
few
pieces
of
information,
especially
since
you
mentioned
that
you
talked
to
council
staff.
So
one
of
the
items
that
we
had
in
mind
is
that
first
of
all,
the
money
is
all
taxpayer
money
and
there
are
probably
five
different
ways
that
you
could
fund
every
single
thing
in
the
budget
with
some
exceptions.
But
so
the
biggest
question
to
me
is:
do
you
want
to
fund
a
class?
K
And
I
think
I
hear
that
the
answer
is
yes,
and
so
now
we're
on
to
the
logistics
of
it,
and
I
I
get
that
there
are
some
policy
considerations,
but
what
we
were
thinking
of
when
we
answered
your
question
council
member
chair
fowler
is
that
we
do
have
money.
The
council's
goal
was
13
above
fund
balance,
the
er,
sorry
above
10
of
yeah,
sorry
13
of
the
general
fund
as
the
fund
balance.
K
We
have
that
and
we
have
seven
million
dollars
beyond
that.
So
to
us
that
says
that
you
have
a
little
bit
of
flexibility,
seven
million
dollars
worth
of
flexibility.
Now
we
don't
know
you
know.
Maybe
the
mayor's
budget
addresses
that
in
some
way,
but
that's
what
we
were
thinking
and
so
ongoing
versus
one
time.
Yes,
that
is
an
issue,
but
we
three
hundred
thousand
dollars
is
not
a
huge
amount
of
money,
so
it's
usually
it's
usually
something
that
can
be
figured
out.
K
N
No
you're
great,
you
have
you
have
anything
else:
councilmember
fowler,
oh,
so,
let's
just
council
member
work,
you
still
have
your
mic
on,
so
I'm
gonna
check
and
see.
If
you
have
anything
else,
you
wanted
to
add.
Oh,
I
was
just
gonna
say
I.
N
I
think
that
that
I'm
supportive
of
taking
the
300
000
from
general
fund
for
this
time
but
like
let's
I
hope,
maybe
we
can
address
as
we
go
into
the
budget
discussions,
how
we
want
to
do
this
moving
forward,
and
maybe
that
can
be
a
separate
discussion
from
having
to
to
make
that
decision
right
now
for
for
like
for
future
years,
so
yeah
councilmember.
N
What
knight
that
was
going
to
be
my
suggestion
as
well
is
that
when
we
dive
into
the
budget
that
we
can
do
that,
because
that
2.8
million
that
we
do
have
set
aside,
that
we
have
clawed
back,
we
want
to
hear
back
from
the
wreck
and
understand
what
they
want
to
support
and
put
push
forward
as
well
to
implement.
You
know,
changes
in
our
police
department.
That's
what
we've
heard
about
all
night
is
changes
and
changes
and
that's
comes
with
training
right.
N
So
I'm
ready
to
to
to
fill
the
straw
poll
by
council
member
fowler,
chair
fowler,
so
if
you're
in
support
of
this
300
and
some
odd
thousand
dollars
pulling
from
the
general
fund,
reserving
the
2.8
million
to
be
discussed
once
rec
comes
back,
give
your
support
with
a
thumbs
up.
N
I
see
everybody
on
my
screen:
council
member
wharton,
council
member
baldomoros,
councilmember,
fowler,
councilmember,
dugan
myself.
Let
me
flip
the
screen
you're,
looking
good
council
member
mono,
that's
a
unanimous
decision
with
the
district
two
council
member
vacancy,
not
here
so
great
council
member
fowler
turn
it
back
to
you.
B
H
Yes
and
a
note
that
the
letter
from
the
rep
commission
is
attachment
three.
If
anyone
wants
to
read
it,
the
next
item
is
a2.
This
is
a
request
for
117
000
from
the
police
training
holding
account.
The
council
created
this
second
holding
account
in
the
last
annual
budget.
H
H
H
H
H
Are
there
any
questions
on
the
table
before
it's
taken
off
the
screen,
and
this
is
certainly
something
that
we
can
track
moving
forward
to
show
progress
on.
G
Probably
for
next
fiscal
year
and
follow
on
years,
I
have
to
believe
that
all
this
extra
recertification
training
is
budgeted
for
to
keep
us
at
100
or
close
to
100
percent
for
all
the
officers.
H
The
need
for
overtime
may
continue
into
fiscal
year,
22,
because
there's
still
reduced
staffing
of
officers
and
so
balancing
the
need
of
having
enough
officers
in
the
field
responding
to
calls
with
making
the
officers
available
for
trainings.
They
may
still
need
overtime
funding
whether
the
department
would
have
enough
existing
funding
to
cover
that.
H
H
I
also
want
to
point
out
that
the
cit
instructors
are
the
same
officers
that
work
with
the
social
workers
on
the
co-responder
model.
So
when
those
officers
and
social
workers
are
providing
a
cit
training,
there
are
fewer
available
to
do
the
co-responder
model
when
those
type
of
calls
come
in.
So
that
is
a
limitation
under
the
current
setup.
D
A
question
on
this:
obviously,
this
training
is
extra,
super
duper
needed,
and
it's
and
it's
a
and
I
would
like
to
I
mean
it-
would
be
a
lot
of
reasons,
but
130
officers
not
trained
at
all
certified
at
all.
That's
alarming
to
me
like
what
happened?
Was
it's
not
why?
Why
not?
D
That's
one
question
that
I
have
why
these
people
that
these
officers
were
not
trained,
then
two.
If
we
have
low
numbers
on
the
people
that
will
train
on
cit,
can
we
outsource
the
instructors
so
that
those
that
instruct
with
the
like
within
our
house
can
actually
be
doing
the
work
that
they
need
to
be
doing
for
the
correspondent.
H
H
I
Yeah
council,
member
of
all
tomorrow's
good
questions,
give
me
a
chance
to
look
into
those
130
and
see
exactly
where
they
are
and
who,
where
they
came
from
and
how
they
slipped
through
the
cracks,
they
may
have
been
some
lateral
classes
that
we
hired
that
we
didn't
have
the
academy
to
get
them
through.
So
let
me
do
some
research
on
that
part.
I
The
other
side
is,
we
have
a
kind
of
a
collaborative
effort
with
west
valley
and
some
of
the
agencies
in
the
valley,
where
we
make
up
this
cit
training
that
we
do
and
so
they're
helping
out
they're
providing
as
much
as
they
can
as
well
we're
just
this
is
a
huge
lift
to
do
this,
and
so
I
think,
with
the
overtime
and
the
way
we've
got,
the
scheduled
out.
This
would
probably
be
the
most
efficient
if
we
were
to
ask
somebody
else
to
do
it.
I
I
don't
know
if
they
could
actually
pick
up
that
amount
of
work
and
carry
it
to
where
we
want
to
be
as
fast
as
we
want
to
be
there.
So
once
we
get
caught
up,
I
think
it'll
be
just
a
maintenance
program
for
for
new
for
the
new
lateral
hires
for
the
new
classes
and
then
just
to
refresh
your
courses.
It
won't
be
the
huge
lift
that
we're
doing
right
now.
H
Yep
three
is
a
request
for
two
million
dollars
for
a
donation
to
the
non-profit
switch
point
to
create
a
shelter
for
low-income,
seniors
and
veterans.
Attachment
four
has
switchpoint's
original
proposal.
The
funding
sources
are
each
one
million
dollars.
There
are
two
one
million
dollars
from
the
general
funds
fund
balance
and
another
one
million
dollars
from
funding
our
futures
fund
balance
the
purchase
would
be
the
winter
overflow
shelter.
The
airport
inn
at
2333,
west
north
temple
switch
point
would
own
and
operate
the
property.
H
H
H
B
I
don't
see
any
hands.
Okay,
thanks
for
that
ben
appreciate
you
there,
council
members,
we
are
on
budget.
Excuse
me.
Yes,.
B
H
Is
it's
a
potential
council
added
item
staff
added
this
based
on
your
vote,
to
do
ranked
choice,
voting
for
the
city
election
this
year
and
the
funding
would
be
for
a
public
awareness
and
education
campaign.
H
N
I
just
want
to
point
out
that
I've
had
a
couple
actually
several
potential
appointees
to
this
district
2
seat
and
people
who
are
running,
who
have
actually
sat
down
with
sherry
swenson
after
the
confusion
that
came
about
from
our
last
discussion
and
they
said
councilmember
rogers,
you
are
right
on
with
this.
This
is
this
is
going
to
be
a
very
difficult
scenario
going
forward
with
this
vote.
They
don't
not.
N
B
Okay,
we
will
move
to
our
next
agenda
item.
Thank
you
ben.
We
are
on
agenda
item
number
six,
which
is
budget.
Amendment
number
nine,
however,
considering
that
it
is
6
44
and
we
have
two
other
agenda
items
of
people
that
have
been
waiting.
We
are
going
to
bump
ba
9
to
next
week.
B
So
with
that
being
said,
we
are
on
agenda
item
number
seven,
ken
anderson,
who
is
going
to
be
our
new
city,
building
official
and
director
of
the
building
services,
division
and
ken
we
originally
had.
You
scheduled
welcome,
thank
you
for
being
here
and
joining
us.
We
originally
had
you
scheduled
as
sort
of
an
interview
and
then
realized
that
you,
you
don't
need
us,
so
this
is
just
a
nice
little
meet
and
greet
for
you
to
introduce
yourself
to
the
other
council
members.
O
O
I
was
promoted
to
a
senior
plans
examiner
through
a
development
review
supervisor,
and
six
years
ago
I
was
promoted
to
building
services
manager
for
the
permits
department
under
the
direction
of
rory
goff,
and
I
appreciate
all
of
his
influence
and
training
and
helping
me
to
understand
my
role
and
being
very
supportive
and
helping
me
to
be
in
this
position.
O
So
you
know
I
am
married,
been
married
for
almost
41
years
lived
in
utah,
most
of
my
life
and
I
should
say
happily
married
for
41
years,
but
you
know
it's.
It's
been
a
challenge.
This
last
year
has
been
quite
a
challenge
for
all
of
our
groups
because
of
this
covenant.
O
It's
unreal
to
think
that
we've
had
such
a
high
volume
of
implications
that
have
come
in
right
now.
I
don't
think
I'm
going
to
take
the
time
to
bring
up
the
charts
that
I
provided,
but
just
a
summary
currently
with
two
months
left
in
this
fiscal
year.
The
total
valuation
of
our
projects
that
have
come
through
the
city
is
2.17
billion
in
value,
which
is,
it
is
huge
compared
to
other
years
and
we're
on
track
to
be
approximately
11
to
12
000
permits
issued
this
year.
O
So
also
we
have
our
permits,
our
inspectors,
the
building
called
civil
enforcement,
which
is
under
my
guys.
Now
we
have
a
good
number
of
inspections
that
we
do
every
year
and
I'm
just
happy
to
be
part
of
that
group
and
overseeing
what
they
do.
You
have
a
dog,
don't
you.
O
Time
so
anyway,
you
know
I'm
very
honored
to
be
putting
this
position
the
public
at
the
best.
I
can.
I
feel
that
I've
got
a
good
background.
I've
got
a
background
in
construction
as
well
as
mechanical
engineering,
and
so
the
group
of
people
that
I
have
that
work
under
me
now
are
just
exceptional.
O
They
do
their
ultimate
best
to
be
considered
to
our
our
public.
We
don't
try
very
well.
We
set
a
goal
to
have
our
first
reviews
completed
within
a
one-month
period,
and
I
can
say,
over
the
last
four
or
five
years
we've
been
able
to
hit
that
mark
and
that's
incredible
for
the
volume
of
work.
We
have
again
kudos
to
the
people
that
do
this
job,
so
I
have
a
work
influencer
organizational
chart.
O
I
could
bring
up,
but
I
just
you
know
we
have
65
people
between
building
permits,
inspections
and
civil
enforcement
and
they're
all
stellar
people.
We
are
a
regulatory
agency,
you
know,
and
so
we
don't
make
people
happy
all
the
time
and
we
will
do
our
best
and
I'm
here
to
build
complaints
as
well,
as
you
know,
hear
all
the
great
things
that
our
people
do,
and
so
with
that
said,
I
know
that
there's
other
things
on
the
agenda
and
so
I'll
just
kind
of
back
out.
B
F
Thank
you,
madam
chair.
I
just
wanted
to
take
a
second
and
tell
you
how
excited
I
am
to
endorse
and
support
my
friend
ken
anderson
he's
an
incredible
human
being
on
top
of
being
an
incredible
public
servant.
So
I've
known
him
for
a
lot
of
years
outside
of
this
city,
employment
and
inside
of
the
city,
employment,
and
he
and
I
also
share
something
kind
of
special
which
is
both
of
our
wives-
are
named
holly,
so
big
shout
out
to
holly
tell
her
hi
from
me
anyway.
F
I
I
just
really
support
you,
ken
I'm
just
so
proud
of
you
you're
perfect
for
this
position.
You
have
my
full
support.
Thank
you
very
much,
madam
chair.
B
Yes,
and
and
when
I
can,
when
I
said
you
don't
need
us
it's
because
it's
not
at
a
position
that
needs
to
be
on
the
advice
and
consent
you're,
you
got
the
job
already,
so
it's
congratulations
and
we
we
really
look
forward.
Thank
you
for
staying
on,
even
though
you
didn't
need
to
be
here
to
at
least
have
a
little
meet
and
greet
with
us.
Thank
you
so
much
ken
blake
you
popped
in.
Did
you
want
to
say
something
quickly
here.
D
Echo
lisa's
comments
as
far
as
how
excited
we
are
to
have.
N
D
D
B
Great
thanks
everyone.
Our
next
agenda
item,
is
a
board
appointment
to
the
public
utilities
advisory
committee
danny,
if
danny's
with
us
somewhere,
hopefully
hi
yes,.
B
Hi
danny
so
good
to
see
you
nice
to
see
you.
I
will
just
ask
that
you
tell
us
a
little
bit
about
yourself
and
what
is
drawing
you
to
the
public
utilities
advisory
committee.
M
M
I
know
how
important
public
utilities,
including
public
utility
infrastructure,
is
and
also
recognize
that
it
may
not
be
the
sexiest
or
most
enticing
committee
to
get
people
to
be
part
of,
and
so
that
that
was
one
way.
I
thought
that
I
could
contribute
and
give
back
to
the
community
is
to
participate
in
this
committee.
B
Awesome,
thank
you
so
much
danny
and
you
have
been
incredibly
instrumental
throughout
the
legal
community.
So
I
look
forward
to
you
bringing
all
those
that
skill
and
knowledge
and
passion
that
you
brought
to
the
legal
community
and
continue
to
bring
to
the
legal
community
to
our
public
utilities.
B
N
I
just
wanted
to
thank
you
danny
for
for
applying
for
this
and
stepping
forward.
I
know
when
you
take
on
these
things
that
you
are
always
really
thoughtful
and
put
a
lot
of
time
and
energy
into
being
prepared
and
to
making
the
right
decision,
and
I
think
you'll
be
a
perfect
addition,
and
I
was
really
excited
when
I
saw
your
name
come
up
for
this.
So
thank
you
for
your
service
and
I
think
you're
you'll
be
a
great
addition.
So.
M
B
Great
danny,
we,
you
will
be
on
our
advice
and
consent
agenda
later
in
at
our
formal
meeting.
You
do
not
have
to
log
in
if
you
do
not
want,
but
of
course,
you're
more
than
welcome
to
and
you're
more
than
welcome
to
watch
it.
So
thank
you
so
much
for
being
here
laura
thank
you
for
being
here
and
we
look
forward
to
having
you
serve
with
us.
B
Hurry
we
are
on
to
agenda
item
number
nine,
which
is
a
written
briefing.
B
D
That's
okay.
I
just
wanted
to
also
thank
dany
for
applying
for
this
role.
I
think
she
would
be
a
great
addition
to
our
advisory
committee
and
help
advise
me
on
many
issues
related
to
budget
and
infrastructure
and
all
of
the
water
resource
challenges
and
opportunities
we
have
so.
Thank
you
very
much,
danny.
B
B
Okay,
I
do
not
have
anything
report
announcements
from
our
executive
director,
miss
cindy
gus
jensen,.
K
An
abbreviated
version
in
your
packet
and
online
there's
a
draft
list
of
questions
that
we
pulled
out
from
your
previous
process
when
you're
selecting
a
replacement
for
a
council
member
this
time,
district
2..
So
if
you
could
get
your
feedback
to
us
or
or
send
in
your
suggestions,
the
idea
would
be
that
we
get
these
out
to
the
people
who
applied
on
wednesday
or
excuse
me
immediately
after
this.
K
This
closes
the
application
period.
Then.
The
next
item
is
just
that
during
the
budget.
In
order
to
help
us
turn
things
around,
we
need
some
extra
time,
so
we
won't
be
getting
the
packets
out
on
thursdays.
We
will
shift
and
get
them
out
on
fridays
to
you
so
and
and
staff
is
available.
If
you
want
to
talk
through
any
of
the
issues
or
if
you
have
questions
or
that
type
of
thing,
that's
it.
B
Thank
you
so
much
cindy
okay,
I
we
don't
have
a
closed
session.
So
we
are.
Our
work
session
is
adjourned.
We've
got
two
minutes
before
our
formal
session,
so
we
may
start
about
five
minutes
late.
Just
to
so
fyi
thanks.