October 13, 2022 — Police Oversight Panel Regular Meeting

Transcript

Captions from City of Boulder YouTube recording.

[0:30] foreign

[2:26] foreign

[3:26] thank you thank you

[4:32] hey everyone Amy good it worked I was like oh for a quick second and then I think he realized you're on me yes my uh I had to get my headset working hi Daniel Chico Martha hi I haven't seen you in a long time

[5:02] set up my headphones so I remove my speakerphone okay I'm gonna play around with the lighting because it looks like I'm in a cave or something yeah thank you hey Daniel hey how's it going good really well thank you we've got a quite a crowd tonight our little pre-friday party yes free fight yes Friday Eve um Taisha and Sarah are the only ones we're not expecting right um thank you for reminding us on that and then also um it's okay if we slow our roll a little bit here in the beginning I think Chief Maris has a conflict until 6 44 so okay I'm wondering if it makes sense because

[6:00] um the pan I don't know if the panels officially met flow and that crew we could just pop that to the top yeah okay yeah let's just do that really quickly just to give and Stephen might have updated information um deputy chief Redfern my understanding is um Chief Harold is not able to come until like 644. she got it worked out so she should be on momentarily oh okay never mind scratch that I don't know what I'm talking about foreign [Music]

[7:03] whole thing oh I I do have an update before we get in for panelists um just a quick um thing Arielle and I talked with oh Joey before Joey left um just making sure in our meetings when we can to make sure we have our cameras on but especially when we take votes um to make sure that when we cast a vote we have our camera on so it's clear that we're actually the one casting the vote and Our intention is reported for the record um just a bit just a heads up on that uh just to keep us above board transparency wise on everything we do so I just wanted to get that out before we started the meeting and Victor are are you up for monitoring our q a again tonight awesome sauce and I know Ariel Ariel's going to take the first half of the meeting um she's texting me right now oh hopefully she's okay

[8:00] there we go yeah she should be here any second [Music] um G on it um I know you're the host Daniel maybe you could help me here do you one of you need to be made as a co-host as well like yeah if you can make me and when Arielle gets here make us both co-hosts of the meeting you got it thank you and it's uh uh committee co-chairs are

[9:01] any of you presenting tonight should we make you a co uh co-host as well uh Martha Victor Hadassah cool not that there was an expectation I just wanted to check though no I thought it was be loaded for the reimagining policing plan so attempt foreign and we didn't meet last week um yeah no worries no no worries um and I think one two three four five six that's Quorum Arielle if you're ready to launch us off amazing um okay sorry let me just make sure I am oriented okay perfect

[10:03] sorry I'll get Bobby bogey also is a frequent for those of the new people um my dog bogey is a frequent member of our meetings he will be popping up try to keep him quiet as best as we can bugs come on come meet everyone um Victor is going to be in charge of our q and a um and so any questions that members of the public have or press direct um to the chat and Victor will be Fielding those throughout the meeting so the rest of the panel can be focused we thank Victor for that and then for panelists um if you have any chat Communications we just remind you to keep those one-on-one rather than um generally in the chat just for ease sake um anything that you have that you need to be brought up you can also ping one of

[11:00] the co-chairs so that we can do it and then um Jan are you taking minutes for us this evening just to confirm or is there yes okay awesome wonderful um so I see that recordings going so I'm going to start with the reading of our land acknowledgment we acknowledge the Arapahoe you and Cheyenne tribes the traditional custodians of the land on which the police oversight panel and Boulder Police Department operate and pay our respects to their Elders past and present welcome everyone to the October um 2022 meeting of the police oversight panel we are in a time of transition um just like the fall as leaves are turning we are also changing so as you all know Joey has left and gone to La we wish him well there and our interim monitors are in place now

[12:00] um and we are in the midst as well of our Recruitment and selection committee and so there's a lot going on um for some of our panelists who are sitting in on that um so I wanted to say a big thank you I know it's been a heavy lift and um things are a little bit wonky and so we uh really appreciate it um I'm going to read through our agenda right now um so we are going to approve the minutes from the September meeting then the Boulder Police Department will be presenting the reimagined policing plan to us which all of us have gotten time to review hopefully throughout this week um and we are going to share some feedback and have some dialogue there um we will give a status update on member application the selection process any committees can share kind of quick updates for now um I have a feeling that will go pretty shortly

[13:01] um we will be doing in the inter monitor flow we'll be introducing herself and sharing a brief report as well then we will be selecting our cases as well as public comment Daniel have I missed anything the only thing is after the update on the application selection process we have an update for transitioning to the new co-chairs yeah perfect yes thank you for adding that in great um so with that um let's start with approval of minutes so we can hand it over to the police department so um as has everyone gotten the chance to review September minutes okay let's just do a show of hand you can vote by um Zoom uh that would probably be easiest okay great let's see panelists annual approval of minutes Martha Victor and Chico do you approve the September minutes as they stand

[14:00] great myself as well okay um Gianna can you also please just note too I forgot to add that um Tyson Sarah are not present for this meeting too just so we have that absolutely perfect and um with that I will hand it over to the police department thanks so much foreign did you want me to just um start I can but uh good evening everybody uh mayor's Harold police chief and uh I'll let uh Steve introduce himself uh so everybody's familiar with Steve good evening everybody I think I've met most of you or this is my name is good evening um police oversight panel I'm glad to be here my name is Wendy Schwartz I am the human services policy manager in our City's Department of Housing and Human Services but tonight I am speaking to you as the project manager for the

[15:01] police department master plan project otherwise known as reimagined policing and I'm just gonna pause here and um have our assistant city manager introduce herself good evening everyone my name is Pam Davis I use she her pronouns as Wendy said I'm assistant city manager and also one of the executive sponsors for the reimagining policing plan nice to meet you all thanks Pam um and then I'll have um Dr Sattler introduce herself um we have a consultant working with us on this project and I'll talk more about that a little bit later in the presentation but um we can just have Dr Sattler briefly introduce herself now hi my name's uh Patricia Sattler most people just call me Trish um and you can forego the formality of calling me doctor I I appreciate it but

[16:00] um it's not necessary I'm a senior research associate at the national policing Institute and the co-principal investigator on this uh evaluation of the draft plan for Boulder thanks Trish um and I'll just acknowledge well Amy's um on the the call tonight that um Amy Kane has also been part of our core team working with us on the reimagined policing project um so with that um then I think I'm going to um I'll share my screen to get the the brief presentation we have up when you're doing that I'm gonna just further my presence here um so one of the other reasons that I'm here is as Joey's supervisor the supervisor for the independent monitor I'm going to be going along with all of you through the next few months just to help really support

[17:00] um the police oversight panel the work that you're all doing making sure our colleagues from the office of independent review have what they need um so I'm just here to help be part of the glue as we move forward through this process and for those of you who are on the um the recruitment panel for the new panelists I'm going to be helping um organizing some of that work as well so reach out to me whenever you have any questions or concerns and I'll be emailing you as you probably have already noticed thanks so much okay so um uh we've had some tricky issues with presenting or I've had some tricky issues rather with presenting in Zoom so folks tell me what you're seeing on the screen share right now PowerPoint Wendy okay it's just the big slide we're set yes okay so now let's see if it works to advance okay so Chief are you ready to Dive In

[18:01] Here I Am um first of all I'm sorry that you had to read 70 pages of the police master plan um and then have to watch a PowerPoint and I'm gonna try to make this a seamless and um painless for you as humanly possible but I do want to just give a little bit of background on why I am in policing and how I do see uh policing very differently than most police Executives across the country um I started my career in psychology and social work and for the better part of my 20s I investigated uh sex assaults and child abuse um and vulnerable populations mostly uh in the state of Kentucky and and the City of Cincinnati um and I think it my background is different from a lot of police Executives but I was in grad

[19:00] school uh finishing up an MSW master of social work when I took a class on policing uh in grad school and I came across these pillion principles and Sir Robert peel but these principles are known as pillian's principles changed the trajectory of my life because the message from Sir Robert peel from the United Kingdom was very powerful and unfortunately his desire and commitment to policing in the 1850s is everything that I want to do and for those of you have known uh Sir Robert peel was the prime minister of the United Kingdom very Progressive for his time and he's not to be confused with his father who was not very Progressive for his time but Sir Robert peel was the Prime Minister during a ton of

[20:04] civil strife and civil unrest in the United Kingdom and he saw a lot of military presence during times of civil unrest and he saw a lot of Bloodshed during this time and he really began formulating his philosophies of having a civilian police force that would be part of the community and not be a military invading Army so to speak and so this is the foundation of everything I believe in and I am so passionate about his principles because what really when you read them you cannot believe that they were written in the 1850s I'm not going to read all of these on word for word but I do want to paraphrase this because I think they are so powerful especially when we're talking about reimagining policing so

[21:02] here are some of the foundations of the pillion principles um the police should focus on preventing harm and protecting the vulnerable we want to avoid the need to respond to crime and the need to punish people using the justice system so that we must perform in ways that secure and maintain public respect people must believe in and want to follow the rule of law they must believe laws keep people safe we never want to use Force when it is available doing so reduces public cooperation we must be servants to all segments of the population and willing to sacrifice ourselves to preserve the life of others next slide Wendy we should never use Force when we have other means to achieve Public Safety

[22:00] objections objectives police officers are members of the public they simply devote themselves to ensuring safety we only exist to stop harm never to avenge or punish people the rest of the systems has this power and finally we should be judged by our ability to prevent crime not by the number of calls we respond to and arrests we make so these principles to me mean everything I'm so passionate about this um but this is what policing has to strive for and so whenever I speak about policing you can know this is where I'm constantly trying to get to are these nine pillion principles next slide so let's look where we've been in Boulder and across the country and policing let's explore some of the

[23:00] outdated models that have the following attributes so if you look at policing across the country one of the things that really drives me insane is that we have become through technology very reactive in nature over-reliance on traditional criminal justice systems um we respond randomly to calls for service back and forth to the same people places and um victims over and over and over again this remains steady not only in Boulder but across the country um we fail to take in account other failures of Social Service systems that contribute to crime and we place disproportionate number of community members of color into systems that does not serve them well at all next slide Wendy so now let's consider where we should go reimagining police and policing envisions a new future one that will

[24:01] take time but is both achievable and recordable the vision has the following attributes I have always said and I've this has been the Cornerstone of my career that policing needs to be prevention focused we need to look at Data Systems and practices that have been proven um and I'm a big believer in using only evidence-based strategies to reduce crime and disorder we need to be more inclusive and less biased we need to emphasize collaboration and problem solving we need to be in multiple communities and convince communities that there's lasting benefits to partner with the police department we have to do better creating trust in relationships we have to keep people when possible out of the Criminal Justice System next slide please

[25:02] so I am not saying that sometimes uh police officers have to make arrests and I think we can all agree that when violence occurs between individuals that police are definitely needed you can think about active Shooters you can think about sexual assaults you can think about domestic violence um repeat offenders in the system there is a role that sometimes the criminal justice system plays a part but I believe wholeheartedly that police departments communities and other City departments can prevent opportunities for Crime occurring in the first place and that is Meaningful police reform not often talked about when we're talking about police reform but I have seen it I have been a part of it and I think that's where the future of policing lies next slide Wendy so a shared Vision that transforms policing to the future is we we we have

[26:04] to meet modern day and emerging expectations of our communities we need to bring more Justice and Equity to a problematic system system we have to create positive change in communities most in need and in that we must reduce harm to our most vulnerable populations and I think we can all agree right now the harm that is being committed across this country in large part is to our most vulnerable populations next slide and this is something again as the Cornerstone of the reimagining policing master plan and it really is how crime science addresses social inequities so some of the crime science principles is crime is concentrated it's concentrated in people places and victims we know this so a small number of vulnerable community members and places are more

[27:01] likely to experience crime victimization the cost of victimization physical economic and emotional further perpetuate social inequities particularly when repeat victimization occurs prevention must be the priority in policing repeat crime patterns are identified and prevention becomes officers primary Mission not simply reacting to Crime After it occurs prevention reduces social inequities perpetuated when cost of crime are disproportionately borne by repeat victims and then the other big concept that I am really pushing in Boulder is this concept of holistic governance which again comes from the United Kingdom as well but prevention requires analysis of repeat crime problems and local leaders commitment to direct resources toward toward these experiencing harm disrupting predictable crime patterns

[28:00] reduces further social inequities caused by victimization and the need for continuous justice system intervention including police response to calls for service and arrest and I will offer that other City departments and other alternative responses to crime and disorder many times have more impact than police officers do so if you think about police Chiefs be becoming part of a holistic City strategy about crime and disorder I think that we get closer to meaningful police reform other City departments and I've said this time and time again have meaningful impact on crime and disorder by blocking opportunities for Crime to happen in the first place we know this these are proven these are evidence-based strategies and any police chief that is not engaged with other City departments and other social service agencies and other types of

[29:00] alternative responses are missing the ball completely and this is the direction that we have to go in so when you see me presenting on holistic governance this is a big part of me reimagining policing next slide please Wendy I think that one's yours Wendy yes it is thanks Chief you're welcome so now that the chief has talked about really um the vision behind the plan um in a few slides we'll transition to um talking about some of the draft value statements um that you read in the plan and the focus areas of the plan uh but first we'll I'll just start by talking about how we got to that draft plan and uh how we've gotten there is we've been we've been working on this project for a while um we've had three public engagement Windows thus far and the feedback we got in those windows were used to develop

[30:02] the draft Public Safety value statements that are included in the plan as well as the focus areas and so now we're at the point of having a draft plan that's been released publicly and in our next window we're going to be looking for feedback on what we've released to the public so that we we know how well that plan is meeting the ideas that people have about their police department and how they want it to to address their concerns in and their values in the city um and so we we refer to that as window four and our consultant National policing Institute so which Trish and her team are leading that effort um they are they are managing the public engagement that's going to take place during that upcoming window

[31:02] and there's two kind of major branches if you will of that engagement and one of them is a community survey that's going to be offered in English and Spanish and um that there is going to be a representative statistically representative sample survey a of from the city and also that same survey will be available for anybody in the community to take it if they wish and then we have another branch which is what we've been calling alternative engagement and um what the feedback that the city has heard in recent times is that a survey which is that's a pretty traditional City method of getting feedback that works great for some of our residents but maybe not so great for others and so we wanted to make sure we offered other

[32:00] opportunities and some opportunities to kind of get some um some deeper or more nuanced qualitative feedback so there's going to be focus groups and interviews and Trish and the national policing Institute team um have linked up with um some some different Community leaders representing um different groups different segments of our population and with really an emphasis on groups that that may have historically been disproportionately impacted by policing practices or really felt like City Planning processes like this might not have been very accessible to them and so on this slide on the right hand side we have some bullets representing kind of some of the types of community segments that we're emphasizing through that process for that alternative engagement

[33:02] and after we finish the presentation then Dr Sattler Trish can answer any additional questions you might have about that um so I won't go through all of the the community value statements um that are are listed on the slide here um because we're going to um give examples of those in the upcoming slides um but these are what you you read in the plan and um they are the underpinning draft value statements um that were developed from Community input um and then there's also six Focus areas that are represented on this slide and in the plan we've grouped strategies and linked them to one or more of these these Focus areas um so in a minute for the next slide I'll turn it back over to the Chief and

[34:00] um and she'll give some examples of the types of strategies that are in the plan and how they relate to those Community value statements um we do have 13 strategies in the plan and many of those strategies have multiple tactics underneath them which is often a bit much for people in a PowerPoint presentation so for this presentation we're going to focus on examples but when we finish happy to talk about anything in any part of the plan and so with that I'll turn it over to the chief to start on the first value statement example thanks Wendy um so we are all free to enjoy public and private spaces without fear of harm and I think uh this is so important to the community to be able to trust that the police department and other City departments are engaged in evidence-based strategies that are effective Equitable and efficient

[35:01] um and so one of the ways that we are doing this we have adopted the stratified policy model which is an accountability and transparency model that puts heavy emphasis on community collaboration to solve crime problems and so this is up and running it's in its infancy stages right now but everybody from the community is welcome we we have started getting community members in both of our tactical and strategic meetings and I want the community to feel safe that they can come and understand how the police department is working in collaboration with the community in other City departments to impact crime and disorder um so that's that is a heavy lift to get off the ground uh because again police officers are trained historically just to react to crime and react to calls for service um they do normally not join the police department to prevent crime and so this

[36:00] is a huge Monumental shift for policing to get them to think more about prevention versus reacting um I think we've talked about this at length we brought on the icat model it's also known as the critical decision making model but this is a radical departure on how we train officers on use of force we have gotten away from the use of force continuum and we are now in this circular Paradigm strategy that really puts the value of all life in the middle of the model which dramatically changes tactics and strategies police officers use when they encounter somebody that is resisting or um in a behavioral Health crisis or really is not Cooperative so this radically changes uh the way police officers look at look about look and feel about uses of force and also I will say

[37:00] unfortunately the United Kingdom is very Progressive on policing this is an idea out of Scotland and so I've adopted this strategy of well as well preliminarily I can tell you since we have been engaged in it our use of force numbers have significantly gone down and we are studying this and we're going to further evaluate this so that is good news the other way that we can uh you know discuss uh policing and and communities and ensure that we're engaged in evidence-based practices is that we are trying to get Kalia accredited which is just a accreditation that police departments go through but these are third-party assessors that come in and review the police department modern policies procedures guidelines and make sure that they do meet best practices next slide Wendy so the next value statement is laws are enforced equitably just one example of what we're doing is

[38:03] that we are having a third party research firm come in review our stop and arrest data and our traffic stop data consensual non-consensual stops as well and my vision in short term is to have this all located on a community dashboard that has explanations and descriptions on force and traffic stops it includes any disparities that we have next slide uh the next value statement is police respond professionally respectfully when we need them but we need alternative and creative resources to address problems not suited to policing so Boulder is way ahead of the curve on alternative responses there is a ton of alternative responses that already exist in the Boulder Police Department auto accident Recon Reconstructionist code enforcement

[39:01] Animal Control just to name a few also we have a I think one of the best uh hot teams in the country that really work hard on assisting our own house population into housing we also have I think one of the finest Crisis Intervention response teams in the country as well and that's led by Wendy and we are looking to develop uh paramedic and a clinician response similar to what Denver has in stock star so this will all be happening probably uh in 2023 if Wendy thinks that's on target Wendy are you thinking that's on target It's On Target all right next slide Wendy so we demonstrate we are compassionate community that supports the basic needs and rights to be free from crime for all community members just one example um I have been working really hard to

[40:02] ensure that we are recruiting from diverse neighborhoods um in many ways and this is so important to me to make sure that we have people with diverse backgrounds diverse perspectives about policing um you know we have hired people from other countries we have hired people from diverse neighborhoods and we are doing really well uh in this and I continue to push this we've also signed on to the 30 by 30 initiative which is um right now I think it sits with the BGA it started at the nij I think but this is another huge recruitment strategy to get more women involved in policing because we know that women don't use use of force they don't have the level of citizens complaints like their male counterparts and um women just bring a totally different perspective to policing and so we're

[41:01] working hard on that and basically the 30 by 30 initiative um is targeting the year 2030 to have 30 percent women recruits 30 percent of women in specialized assignments and 30 percent of women in non-traditional assignments in police departments think canine uh homicide units tactical units and SWAT next slide please Wendy uh the next value statement is Criminal behavior is met with accountability measures that are fair and just within policing and other systems with opportunities for individuals to be supported in underlying issues so uh we are trying mightily to get as much racial Equity training bias and microaggression training I'm exploring evaluating the training so I know what works and what doesn't some of the other training cornerstones

[42:02] is I want the entire sworn staff to be certified in Crisis Intervention right now we're looking at about 30 percent of our officers trained in this but that's way too low a lot of our interactions on a daily basis are with people experiencing behavioral health and mental health crisis so we want to ensure that our officers are all trained in this but it is a 40-hour certification so it's it's it's a heavy lift to get everybody trained but we're committed to that um the other just an example is the active bystander ship training that is also evidence-based as well obviously I feel passionate that we evaluate all of our trainings on an ongoing basis so all of this is coming in 2023 all important to ensure the accountability measures and the transparency measures are are met next slide Wendy

[43:03] oh I'm sorry I thought we were still in the same slide Wendy um uh the next value statement officers are part of the communities they serve building relationships and understanding and addressing problems before having to step up enforcement or restore I mean resort to force so we are uh have a neighborhood policing strategy Steve and I have been working diligently to make sure officers are assigned to specific neighborhoods and we really are working hard to ensure that we have Spanish-speaking officers assigned to some of our neighborhoods that we know are Spanish-speaking from different parts of the world so we're actively involved in that um but think about vulnerable communities we are trying to have Liaisons within those communities so this will be a city-wide strategy in the department and community members

[44:01] can work together to solve problems before escalation and this is such an important thing to do because the communities really understand crime uh better than the police officers that respond they know what's happening in their communities and they want to address the that before that we have to use traditional criminal justice mechanisms so this is a constant push of mind to get police officers into these neighborhoods talk to communities we have found that communities in Boulder overwhelmingly want police to help them address crime and disorder before and to prevent bad things from happening and not simply respond to after bad things to happen and so that's the direction we are going in as well next slide Wendy I think that's it and I am I hate PowerPoints but it had to be done tonight everybody so I apologize up front and I'll be glad to answer any questions that you have thanks for your

[45:00] help Wendy thanks chief so we have 30 minutes for designated for feedback panelists um and yeah I um who's got feedback come on Victor yeah I don't know if this is feedback or more of a question but um the Staffing there's stopping issues Staffing shortages um half of the force or what is it 40 of the force is brand new in the last four years um that also impacts your ability to train people because they're also brand new right um so I guess I have two questions one it said that some of these specialized units are going to have to be disbanded because of the Staffing shortages so

[46:01] which specialized units are on the chopping block and um the second issue how are you addressing just you know the Staffing issue I saw about the the co-work with CU and trying to do the CRT or the boot camp with the post um but the stopping issues are a reality that's the 60 60 rule our officers are at 74 and we've noticed just in some of the things that we've seen that people are overworked and have multiple shifts and multiple responsibilities and then we expect them to absorb of training and do the other things that are required in this plan where there's simply stress on just try to do the the job that's at hand so if you could address that thank you Victor that's that's uh such a great observation certainly uh on my mind all the time one

[47:01] of the one of the parts of the master plan that we didn't touch tonight was officer wellness and uh um and it has it has to be addressed because if officers aren't well then there must certainly not going to treat the community well and we know that right and um so Steve and I just had a meeting um this morning and we are at a critical juncture we are at a Crossroads with Staffing there is no doubt about it but Steve has been working hard and at least for the next couple months our plan is not to take anybody out of their specialized assignments because if you think about communities such as San Juan and other vulnerable population the unhoused the work that the house housing the housing Outreach team does on a daily basis um our our officers that respond with Wendy's crew on Crisis Intervention on

[48:02] calls for service that would be devastating to the community to do that um so I'm committed and so is the city in ensuring we're doing everything we can to keep our specialized units where they need to be and that includes the impact Hill these officers are trained on how to deal with college students with excessive drinking these are our Elite officers that are working on very complex problems um so right now I can tell you we are down 29 officers I am being told this morning that we just gave officers to 15 to 20 new applicants and I can tell you if there's something that I'm proud of these officers that we are hiring are mostly people coming into Boulder because of what we're doing with reimaginated policing they are second career individuals that are older that want to be a part of service and not law

[49:01] enforcement and so this is something that I feel so passionate about we are not Law Enforcement Officers we are police officers we deal with law enforcement issues 10 percent of our time and so um we have seven new uh people coming out of the academy which will bolster Patrol in Steve's duties um and then uh we are actually um and I'd love your input um we are working on a new police recruiting video that we'll be putting out shortly but we are paying uh for a really top-notch recruiting video that emphasizes this police master plan and emphasize we want people that are smart that can prevent bad things from happening before they occur um and so we are on all cylinders trying to get good people in the department um if our numbers do not improve at some point Steve and I will have to have a real real look at our specialized assignments because we have to answer

[50:02] calls for service but you have a very valid point and we have to remember that police officers need time off they need to be with their family and sometimes we are actually forcing people to work overtime and that is never a good combination and so we are working on that this is not just a problem in Boulder it is across the state so great question great observation Victor and it's something that is on my mind all the time [Music] uh thank you so much for presenting my biggest thing I want to share is well first I just want to um say I'm really happy to hear that we are going to be doing something like the star program I've been really um a happy and encouraged by the results that have come out about Denver's program in the last few years I think especially the Stanford report that that

[51:00] came out recently um so I'm really glad to hear that and would love to hear if Boulder has more plans about what that specifically will look like and implementing and and um maybe both how it will resemble Denver's and and how it will be different and of course knowing that our communities are different um and then also I was just thinking with these presentations you know the comprehensive document that you have is is amazing and it's it's really great that you guys are doing these feedback sessions but I also think that providing um succinct list of reforms or succinct lists of of mission um will would be really helpful for resources and kind of for these conversations as jumping off points right it's it's hard to go you know page 64 or page you know 73 um of these of these large documents and that having kind of that bullet point here's a two-pager um and I think

[52:00] more so going to actual specific reforms and and what are the practical things that are going to be done rather than the values based mission-driven because I think that um Chief you summed that up really well in your presentations and that's something that can be covered um kind of verbally and so that seeing the specifics would be really helpful I think um and it's something that you know as someone who after eight hours and trying to remember you know um eight hours of work and then trying to remember this this big proposal I read a few days ago um that would be something that's helpful so just thank you and uh glad to see that steps are being taken uh I'll tell you what easy and again I apologize I know you all work hard all and the last thing you want to do is read a long document so I get it uh and uh speaking of the star program this should be up and running Sometime Late

[53:00] 2023 Wendy's on track um it'll be very similar to Star they're gonna work out an evaluation process for it um the only difference is and I'll just be honest and when to get sick of me telling you this but I'm going to tell you Denver's holistic systems and the hospitals and the services that they can bring to the table are much different than what we have in Boulder and this continues to be problematic on a lot of fronts um because at the end of the day we do not have the systems that a large city has but we are going to do our best to do our best but we we don't have the hospital systems that Denver has and the contracts that they have been able to but Wendy I know is working hard on that and we should have I know we're in front of council at some point but I will keep you in the loop on this and I know Wendy's uh on top of it yeah I'll just um add on to what the chief said um so for folks who are

[54:01] interested um we are going to be um talking to city council about that program proposal at the December 8th meeting so um folks can tune into that and high level um to answer some of your questions Ariel I'll tell you that um we are we're structuring it very similar to the response model that you see in Denver with a clinician and a paramedic where we're trying to really kind of improve on that model is we're also going to add some intensive case management so case managers for people who have really complex needs so when that team comes across them and deals with the immediate problem in the moment and maybe and helps try to connect that person depending on the person there's some time times a lot of more intensive

[55:00] work walking by their side to really you know to to really get them progress on where they need to go um and so we're we're gonna add that into the model or that's going to be our proposal at least is to really kind of amp that up for better service and it's true that the chief is right um you know one important thing whenever we're talking about a response program of any type in the community is that um you know those Upstream resources if for instance if if what somebody needs is inpatient substance use treatment and there's not enough of that in the community then there's only so far a star type team or you know any team like that and you know there's there's going to be some limitations right um so so there's I think there's going going to be a lot of great improvements there but but it's true that it doesn't

[56:00] necessarily solve all the other issues in the community um and so I hope that's does that um does that help with your your question or your comment we should all be pushing for better Regional Behavioral Health and drug addiction Services Colorado really does not do well in this area and so I'm I you know Wendy and I push hard for at the state level for these resources and uh we're just behind the curve as a state and they're desperately needed that was actually uh some feedback that I had taken away from this for the specifically reimagined policing plan you know as I'd kind of hope to see some actionable items addressing that issue you know the police police departments throughout the country have a very strong voice um uh uh there's a lot of institutional

[57:02] trust there and so I I'd personally like to see that voice and Trust used to advocate for you know increased funding going to mental mental health support towards Addiction Services towards um affordable housing because I hear The Advocates of those issues out there in the community um you know and in these meetings we hear from the police department talking about how that relates um but I I don't see the police department necessarily standing in the moment with those people advocating for that funding you know we we live in one of the richest communities in the world and and and yet we have people experiencing homelessness people going hungry people who who can't get the health they have care they need and so it just seems like an opportunity for the depletes Department to to fundamentally address the issue and help the public to come along as well in understanding that a lot of these policing problems really do come from Upstream problems of a lack of investment and my second comment is very

[58:02] small and detailed in finicky so I apologize for for that but on page 54 there's a table under the police oversight panels section about commendations the police oversight panel has not issued any commendations from the panel and very intentionally so there is a lot of good data describing our work in our annual report and so it might I would suggest swapping that table out for some information describing our work especially since the commendations might be misinterpreted as to the police oversight panel's purpose thanks Danny if I could just address um there is no more leading voice in policing on these issues than me I meet with the governor I've met with our state representatives um to the point where they're sick of hearing from me I've been public on my statements public at Council on these issues um I meet with Council all the time um in fact some of these state

[59:01] representatives set up a call again they're not going to answer me so they know how I feel about these issues and they are all intertwined and we have to do better as a state but I don't want you to think that I'm not out there uh all the time talking about the speeding the drum on these issues because at the end of the day I do feel like the police a lot of times are the last people standing in a long line of failures um across the state and I'm very vocal about that and then the other one I don't know Wendy I I can't address that like uh we just need to address it I guess yeah no I um I took a look um at what you're referencing Daniel and um and yeah it seems like you're you know your concern is maybe um getting the police oversight panel you know mixed up with you know commendations which you're not directly involved in and so it seems like we need

[60:00] to kind of rearrange some of the information so that that that if not confusing to people um since that's not a part of the panel's work is that what you're saying yeah or even to include some of the graphics we provide in our annual report about Community complaints about um our our decisions that sort of thing you know that that might be really valuable in this in um reaffirming the value of the police oversight panel to the community yeah if I can Echo that I was gonna actually say the same um we um we have a lot of beautiful Graphics that that um Joey has put together for our last annual report um and if the you know section is titled police oversight panel I would appreciate the data to be referencing our work um and have the commendations not be in that at all because that is not related to what we do thank you great that's good feedback so we can

[61:02] make a note for that change um and then just as a side note on the the earlier comment um I will say that I think something that um those of us working inside the city have you know known for a long time is that departments like housing and Human Services work a lot with the police department um you know to to try and really um bolster those all those support mechanisms because both departments come into contact with a lot of folks that need help end up in crisis but that's not necessarily to your point something that the public always directly sees it's something that just we've done for years together behind the scenes and so maybe there's some better ways to to really communicate that partnership yeah and that's just looking at this plan in FIFA and not to vulgar at the time is that what I'm saying is I would easily walk away from this plan uh understanding that the department is asking for more funding and not an understanding the department is also

[62:01] advocating for funding for upstreet issues and I think that's a that's an opportunity to if that work is happening to talk about that work in in the plan any other feedback from panelists um I've reviewed it a while ago and I did go like page by Page um I'll just pick out a couple of them um I think page 23 um references a lot about the mental health support um and I was just very curious about how of the logistics of that was going to work with mental health partners no longer providing um after hours care and support to community members um I do know that um since this was drafted

[63:00] um 988 is a thing but without those resources in the area people are going out to um Littleton Greeley areas that have the 24 hour stabilization items or they're staying out there holds in hospital ERS under security guards which is not okay if you need formal data around that I'm an LPC and can help gather that because that's a real thing especially for minors who are experiencing that a lot of them time out in in ERS yeah and because there's just no room in the entire state for them um page uh 49. um referenced that about seven percent of officers are bilingual and I thought that was actually great

[64:00] um I did do a ride-along and there was only one person who spoke Spanish um so they kind of got double the load because they not only had to respond to their own calls but then they had to double back and do extra work um and I just had wondered if there was like a dedicated person or some way to ensure that they're also being compensated for that aspect and it's not just like uh hey you've got a bigger load um I really was um curious about on page 50. um it mentioned that officers with a higher level of Education use less Force um so I thought that was a great stat so I'm wondering like what's being done to have those recruits have that that background um in the recruiting cycle um

[65:00] of course um sounded like Wendy was uh making sure not to say master and when she said the plan um I definitely think that is a word that needs to come out of there um it shouldn't be in there at all um there are a couple of alternatives um hey Martha do you mind if I share something real quickly I just wanted to share that we've heard that feedback uh not just from this group but from others and just today are um overall planning Coordination Committee that meets Citywide had a lengthy conversation about alternative titling for plans eliminating that from our studies vocabulary so um we we have a recommendation based on today that we're bringing back to our Community Connector groups um that is something that you will see change Citywide hopefully as soon as possible but just wanted to reflect that um we're taking that piece seriously and

[66:01] um like good bureaucrats are trying to get rid of that word from our dictionary yes that that means so much because I know when I read it um it was so long that I had it the robot read it and it was like it it was 140 times like oh my God um and I guess um overall I um was just really intentional about the languaging piece um on page 71 references is Zaid Atkinson incident um Sammy Lawrence incident those items did not occur because of those individuals uh it was the treatment that those individuals received so just kind of reframing that in a way that calls attention to um the action rather than the victim

[67:00] um would be helpful because it's not something that that those individuals did that prompted how they were treated um and that I think will um resolve the discrepancy and Alignment in a plan like this because I think um you know everywhere around the country is trying to reimagine policing um which is a good thing but it's the um the legs that that will have to shift a little bit I don't know if that's more community events you know what is that the cost of Pizza in a place so just different areas like that would be great um but overall I I think this is a very important and necessary start and I um was hopeful at the end of it thanks Martha I really appreciate that we'll address the language um

[68:00] and gosh well you had a lot of questions I'm wondering if Wendy do you want me did you write them all down I'll answer them really quick I I took I took some notes um I'll start with the first one since I think Martha you might have been referencing um there there has been some times um in the recent past where the mental health partners crisis center was not able to offer 24 7 service um which is what all of our our regional Community crisis centers are supposed to be doing and um and so you know so certainly you're right that that presents um a big challenge um when we're trying to direct people to Mental Health Services instead of the justice system and then you know the Mental Health Service isn't there um and so um the the crisis center is back I mean unless there's been a very

[69:01] recent change but it was able to go back to 24 7. um but uh it's I mean there's a very serious um Mental Health crisis across our country that um and part part of which is really heavily impacted by um a Workforce shortage when it comes to behavioral health professionals um and of course the least well not maybe not for everybody but for some folks the least attractive thing to do is um is work the graveyard shift at the crisis center um but um so that's I mean that's a that's obviously a bigger that's the one of those Upstream Community problems um that we really need to work hard on along with our county-wide partners our state Partners you know the federal government um to change to change those

[70:03] um because I I think like probably the chief and the deputy chief can tell you um when the police do end up in you know situations where they are kind of The Last Resort response then trying to really you know find a good place for individuals to access care can be a challenge and that's true whether it's the police responding or whether it's for instance a clinician co-response or an alternative response team because they can be there for the immediate situation and the response but that's in a lot of cases probably not all that individual needs so I don't know if that helps with your question um but I I would just the summary is you're right it's a big problem um and it's going to take a lot of a lot of work on the mental health front what else you got for me Wendy um the bilingual officers I believe

[71:02] there was a question because they're um yeah that's a great limited one and the compensation and kind of the workload they face if they're kind of the only ones that that speak the language Steve how many Spanish-speaking officers I know you're Spanish-speaking how many Spanish-speaking officers do we have we have quite a few right we've got about I think about 15 on patrol we've got a couple undetectives one of our detectives that we just moved from Patrol detector to Spanish speaking and so now he's getting the brunt of the Spanish-speaking investigations and so it's a very good point Martha um in fact the conversation just came up with the Union last week uh that they're going to try to explore some some additional compensation if it's not financial compensation some sort of benefit um an additional three hours a week of comp time or time off so uh I definitely uh it's a it's such a needed skill and it's a very keen observation those officers end up getting a lot more subpoenas for court because they go

[72:01] interpret on it's usually more serious cases and so it's we're acutely aware of it and uh and I I would support um I would support an hourly increase for our Spanish-speaking officers um but it's a union issue that has to be brought up by them and then I would support it the great great observation Mark I'm glad you got out and did a ride along uh that's awesome um there's we do have educational requirements because it was noted that we generally there's better results yeah and and this is something um I get in trouble about all the time but I'm not backing down on the education requirements because it's so important can you imagine having a medical doctor and tell them that they don't need to go to medical school um when they're performing uh life and death uh um you know surgeries and so forth it's the same way I feel about the police um it's such an important role in

[73:01] society we need education I'm not saying the education system is the best way um and we're going to be exploring that with our new police academy um and maybe it's a certification program in crime prevention and crime science principles and environmental criminology but um to say that police officers don't need higher levels of education is just not the way I want to go in and unfortunately across the country you see more and more police agencies dropping their education requirements because we are in such a crisis with policing across the country quick time check y'all we have about two minutes hey everyone I just want to say thanks a lot for sitting through all this um you know you can always call me with questions um we can always meet one-on-one have a cup of coffee uh dive deeper into these

[74:00] issues all this is so important to get right and I appreciate you reading all of that um especially with your busy schedules so thank you so much Wendy thank you um I really appreciate all of your work hope you have a great evening panel members have additional written feedback is that something they can send along to you Wendy or or chief Harold I think Wendy will take it and then she'll she'll browbeat me to address it perfect yeah um that would be great um and my contact information is listed on the reimagine policing um web page where you accessed the plan but also I do have kind of that standardized city of Boulder email address where it's Schwartz W bouldercolorado.gov so if you think of something later um absolutely feel free to reach out to me happy to talk anytime and um I will just Echo the Chiefs thanks for your

[75:02] time and really for the tremendous effort of reading um a really big city document because um that's that's not on everybody's list of fun things to do but your questions and your comments I think as a result we're just so thoughtful and helpful to us so um a great great thanks for that next thank you we really appreciate it um and appreciate the time uh panels we will also take our five minute break right now um as well before we go on with the rest of our meeting uh so bye Wendy thanks so much um yeah so we'll see you guys back here in in five minutes thank you

[76:46] back foreign flash on

[77:02] alrighty so um it looks like we don't have any members of the public on now um just for everyone as an as a status update um so we are going to next go into a status report on member application and selection process um so I will let Martha share out um as she is Our member of the um panel who is sitting on the selection committee but I can also say from um our side that applications close officially tomorrow we have gotten so many I can't say how many because I haven't checked I just know that they're all going to this email folder and it's a lot which is great that there is so much interest um and I think we're gonna have you know a lot of community members who want to get involved which is is a wonderful

[78:00] thing to see um Martha I don't know if you want to share anything specific or Daniel but that's where we are um in terms of what I have right now I don't know that I have anything specific to share other than um we're selecting dates um and that was based on a potential 50 applicants so we might need to select more time if there's more than that as of today we had 52 applicants that submitted online that does not include I think anyone who might have showed up in person so yeah foreign oh Amy I don't believe we've had anybody show up in person today thanks just gotta throw that out there thank you I appreciate it um I also I also one thing I just

[79:01] remember too is that I know that Colorado law I got an email today that they um have publicly shared it the last few newsletters that they have going around so um yeah just since that's relevant since I got that today um so next we're going to talk about selecting new co-chairs and I'll let Daniel take it away yes so um yeah Arielle and I we're doing some math on this one um and so Our intention was to solicit new co-chairs and have that vote in November um uh so that uh so our terms end technically in uh at the end of December so we were appointed on the calendar year now the issue we wanted to bring to y'all is that felt maybe a little disingenuous with bringing on our new panelists that then they would not get to vote for the co-chairs that would be managing them for the first year and managing the panel and so what Arielle

[80:00] wanted to do or be up for Coach himself or be up for co-chair that's true right exactly someone could run for co-chair uh and so what we wanted to bring to you all was um uh with uh a proposal that we can vote on tonight or postpone we can think about it as well but potentially to vote on tonight to extend Arielle and Mai's terms to the end of January um uh and so then in that case then week could we could serve through then voting that first meeting in January for co-chairs alternatively we could extend our terms to February which then would give the new panelists a full month between General meetings um to to engage with the process and so that's what we wanted to bring to you all for discussion and then hopefully just to make a decision about how we should proceed on this and also just before we opened our discussion too my term ends as a panelist in February too so that would be kind of just me rounding out um everything as as co-chairs so yeah

[81:01] open open to what you guys think but we were trying to address that I mean I see how it can make sense but in a group that is like four people not like doing weird deals and stuff that sounds kind of success I mean I totally get that we haven't had a meeting where two panelists haven't been missing uh since over a year so that's not gonna there's no way around that yeah foreign I think also I mean again this came to us in terms of thinking about the perspective of you just joined this panel and all of a sudden you're told that these two people are in charge who you don't know have not gotten any say in and they've already been on it I I think it's just um

[82:01] that's exactly what happened to us it's a hard foot to to start around how do you what do you mean how so like we all came together and we voted on people we didn't know right but we all started we all started at the same time which was was somewhat different too that's what we're Our concern is that we would appoint the new two co-chairs and the new panelists would not get the opportunity to vote for those co-chairs yeah right Hadassah um I will say the bylaws do say the election takes place annually in February and we got off because Susie that's right because Susie and Sasha left early so I think technically oh we would just stick with that I think it's great if it if it's already in the log yeah like changing stuff right because that

[83:02] sounded sketch exactly totally get that yeah yeah good character Odessa good coach we don't have to reinvent the wheel or change anything I mean it's in black and white February it is Governor's chair for the win I would like to nominate Hadassah right right we're not there yet that's not where we are don't don't start that it Victor I wanted to check just checking with you too how you're feeling sounds great okay cool well then great we'll follow our bylaws done on a bun y'all Daniel do you have anything else to add to just about um I think you have something about Communications possibly yeah that was the other one yeah yeah so our another thing Ariana had talked about um so just kind of going back a couple weeks ago so we had the case review

[84:00] um that we wanted the full panel on and then I then I ended up being the one member who couldn't make it because of my schedule and I wanted to revisit that because Arielle and I have been talking a lot lately about kind of a growing challenge that we are experiencing and facing as co-chairs and and it comes down to getting meetings scheduled and our responsibility responsiveness over email and I bring up that case specifically because you know that wasn't instance where you know most you know Joy asks for availability most of the panel communicated to Joey that we weren't available for that Wednesday night um three of our panel three of us didn't respond at all to that request then we had to go into that mad scramble to try and get the case review scheduled so that we didn't lose our opportunity and then the outcome of that then you know a panel member was excluded and I was the only panel member who actually wasn't available that night and so you know I I'd encourage us you know y'all to to think of how that would make you feel if it was that was your situation as well

[85:01] and I think it's something especially as we bring in on our new panelists you know I I just really implore all of us to be more regularly checking our emails and you know when we talk about transparency and honesty as a panel you know when we come together to find meeting times to really be transparent and honest about our availability to follow through on this commitment um because there have been several times where we have we have um jeopardized the work of the panel because we weren't responding to meeting requests or we weren't responding honestly the selection committee got really close we had to find a whole new week to schedule um you know and that was that was around one person who who was not uh being transparent with their time with us and so that hasn't ramifications and it can create an exclusionary culture as well you know if we're if we're doing this on the fly if we're not working all together on the same doodle poll or the same process you know that creates

[86:00] people who are in and that creates people who are out um and so I'm speaking as a person who was out the last time around and I'm and and I'm not holding any grudges or anything I know there was nothing personal it's just the way an accidental thing but I you know in our Eli you know to pass it to you too is just I think we both really implore you to just please please be on top of your email please be on top of meetings um we're doing our best we're working our our um this is a public meeting our butts off um and that would just really help us and help this work to go smoothly [Music] yeah I agree not a ton to add to but I think just also with um with Flo being here who you guys are going to hear from shortly and being our interim monitor um you know I think exactly what Daniel said being aware of how uh us falling behind can impact other people's time flows in New York she's helping us she's staying up late she is trying to manage a system that she just inherited and is partially here for and

[87:00] so if we can make her life easier by checking our emails and getting our schedules straight that's something that we really need to do um and take the time to do and so I know it can be hard and I know that this panel is is a lot and we are under um sized right now but you know every day every other day just be checking that email um and especially if there are scheduling or Doodles uh that's important we've also had um recently and this is just it's come up a few times too that Daniel and I haven't been transparent has been mentioned that there's been a level of um this information wasn't shared or this wasn't disseminated widely generally I can say it's being shared it and it's people not checking their email thoroughly or reviewing email before they are sending um something about Daniel or I not being

[88:01] transparent or sharing information if anything I feel like I'm bothering you all and you have more plenty of information pretty much every document is in the SharePoint and widely accessible so I would also just implore you to before sending off an email thinking that we are trying to hide anything because there's really nothing to hide at all um going to that SharePoint go through your inbox and just check your bases first um and this is to hold myself to that too right I often am checking my email in the middle of work on my lunch break I have 15 minutes I don't see something and I can jump to conclusions and that is not the most productive way to be operating um so this is just a kind just check your email step it up we all have to and we have to hold the resell ourselves and each other accountable so thank you appreciate it we

[89:01] can probably move on to committee reports at this point though I don't think from what Daniel said at the beginning of the meeting that anyone had anything too big to share right now is that correct Victor Hadassah Martha if any of you want to jump in if there's anything brief with either of yours feel free and if not you can just say pass foreign I mean I think I'm only one who sent an email so can we go back to that what'd you say I feel like I'm the only one who sent an email so can we go back to that go back to what sorry this like people not checking their emails thing like I responded and there are meetings happening then we're not getting notes for it we like I'm not sure exactly what you're referring to because I wasn't referring in specific to anyone this is more General theme that Daniel and I have seen that's that's why this was brought

[90:01] up so if you're referring to a specific email I'd have to know which one okay I I'm just asking like because we are trying to be transparent and I'm not picking up what is being said like what is being referenced exactly what's being referenced I I'm trying to understand and Amy I see your hand is raised in just a second too um we have had things where people said they don't know about meetings or they don't know how um numbers for things they don't know certain dates they think they've been locked off of Correspondence and often and I will champion Daniel in this he has often been able to find the precise email when it was sent who was included and re-forward it to people um I'm not talking about a specific instance this has been a repeated thing that has started to occur and because Daniel and I are making a huge

[91:00] effort to be as transparent and clear as possible it's um you know it feels a little disparaging because we're really putting our best foot forward yeah and that's you know that's that's that kind of uh hearing uh three times from uh three different people about secret meetings uh from the co-chairs those are the words and we have to be careful because these are things that go right at the Integrity of this panel's work you know that's where Arielle and I have not had a single meeting with the monitor that wasn't on the the list of meetings we shared with y'all at the beginning of the year you know that we give those updates you know at the next meeting about what we talked about those sorts of things and so that was something that in particular because in one instance it occurred during a public meeting um and that can be that can be really dangerous uh if when those if those misconceptions go out um and so you know to what Ariel says is you know we talk all the time about transparency and there's you know the only time that we have ever

[92:01] who've never withheld information you know for example for Joey Joey let us know when he was leaving uh uh in uh you know a few weeks before we told you all during the meeting but we also that was something that needed to be said in person we knew so that's why we delayed on that it was also a Personnel issue with the staff that's why we delayed on it that was something that was called into question you know so in those instances where we do wait to give information in in person because we feel like it's important for a lot of these conversations to happen you know eye to eye face-to-face um but as far as like withholding information at no point have Arielle and I done that but as those even just the implication that that's happening if that's voiced in public if that's voiced over email that can be that that strikes up the Integrity you know it strikes today Ariel and Maya's integrity and I know there's no malice behind it but it strikes at the Integrity of us to do this work and Martha I I know that this is not in response we've been Ariel and I've been

[93:00] balancing about how to bring this to the panel for many many months now you know these these instances have been recurring um and so that's why we're bringing it now and I do want to say that it is it is a heart-to-heart thing um you know we're not we don't mean to we're not here to guilt anyone or to blame anyone because you know honestly I think it just has a lot to do with us being the first panel and being a fresh panel and getting our feet under us like this is all new to us and we should be challenging and stepping up and questioning how we do this to make sure we're doing it right and I never want to lose that but it is one of those things is I feel I feel a lot of the reason the work is so hard right now is is you know in part just due to our responsiveness of being really attentive to our or simply to our inbox so you know we can schedule a meeting in one exchange instead of you know a whole week of like going back and forth through emails um and so that's what it is and and again it's not no shame no judgment here it is like

[94:01] let's let's work through the growing pains especially as we're about to bring all these new panelists along who are going to be bright-eyed and bushy-tailed about how we do things and how often they should be checking their emails and so I think it's important for us to be be leading that attentiveness with the new panel members I and I appreciate that because I think that's kind of more or less wanting because like I'm very like plain language so like unless we know what people need we we don't know um and then like I can't find the SharePoint all this time so it's hard to like go back and do things I don't know if that can live somewhere I don't know if we can stick it on maybe like it can be on the bottom of everybody's email or something but if that can be in an easily accessible area I know that would personally help me because for whatever reason my

[95:00] um City email is not linked to my phone anymore like I can go in and see past emails but nothing's um past July so you can download the app for SharePoint and log on to that um you can also I actually have been having some SharePoint issues and I think it's Josh fair is it fair is Gianna um who is uh disabled or Tech person is he's helping me next um week with some issues and so he could probably help you troubleshoot Martha or figure out how to make the SharePoint um you know a saved tab separate from your email so you have issues or access to all of the documentation um I'm just now using him as a resource I'm happy to put it on email he's been very friendly and very helpful um yeah I'm not a techie person whatsoever and so um I mean similarly today I I didn't have our general meeting procedure right

[96:00] before this meeting it was frantically emailing Daniel um so yeah I mean organization is also half of the challenge and half of the battle here too right and we have a not only a lot of emails but an enormous amount of documents Martha so I think it's a fair point I will forward on Josh's email address to everyone so we have it and I am working on that um it was delayed by Joy's departure I am still working on that kind of just quick one-sheet manual for panel members as well that's going to have the link to all those references as well um because Martha to to your credit uh Microsoft is a hot mess and and SharePoint is very check can be very challenging um but I so yeah I'm gonna be wrapping that up pretty soon and sharing that out too Amy your hands raised thank you for that um I we can look and see if there's some type of training that we've got somewhere perhaps there's time we can

[97:00] set up with our colleagues in our in what are they called now Innovation and technology department not information and Technology our Innovation and technology department and see what we can work out for that I can look into that but my I had a question more on the kind of logistics side for some of these subcommittee meetings that are happening so I know Joey had sent a series of them out but of course we don't have control over his inbox or his calendaring anymore and so I sent um like I know that there's a governance meeting this week so I sent um an appointment out with a zoom Link in that appointment just one just so I can hop on really quick get the meeting started so y'all can roll and that way it's not burdening Gianna as much you know when she's got things going on is there a list somewhere of all the different panel meetings when they occur so we can go ahead and send those out

[98:00] and set those up so we can plan ahead what's the best protocol so Gianna and I can support y'all so we do have um all all remind panelists we started at the beginning of the year with this full um I think it was Taisha had asked us for a fully list of meetings and so we have this document I just popped it in the SharePoint with all our meetings um and so that was the that was the meeting schedule and so panelists I think and co-chairs I think the question is how accurate that is now to any new changes of what's been going on with your committees changes and which is fine right things change that totally that's totally um but as to the list Amy this was accurate um and so maybe then co-chairs if you wouldn't mind going through and just updating your upcoming meetings that might be helpful for Amy and then of course for the rest of us to tracking meetings connections

[99:03] so which are you putting the link in the chat I'm looking through the SharePoint and I'm not sure exactly I'm still familiarize I just popped the link in the SharePoint but it's under there's a folder called managerial yep yep so that's where we've just been keeping kind of the procedural stuff okay I see you Hadassah I can confirm the uh governance are all correct awesome and I believe Martha just confirmed Legacy is also correct other than Thanksgiving I think we had changed the one of it's nice to be able to take this on at the end of the year okay got it I found it October November December so we've got the governance the Legacy and the community engagement

[100:00] okay fantastic and do we at the top have the leads of each of those could we add that like who the chair is for each of those subcommittees could somebody add that in that would be helpful too just in case there's something pops up like hey Martha can you log in five minutes early so I can pass the batons and Amy on that note too in that same managerial folder there is a file called oh God Microsoft uh panel contact sheet and committee assignments yep and so that has all the info who's in which committee who's wonderful I see it cool as well as term limits emails all and phone numbers too yeah perfect thank you so much for that appreciate it we're getting there we're getting there y'all We're All in This Together especially right now like boom in that case are y'all are you still

[101:01] there I'm here I'm eating apples and I figured I'd spare everyone from both the Crunch and watching me eat um so do people want to do a quick committee report for each one or should we move on because no one has met right now um for legacy we have not met for two months in a row but that's given me time to like start to suss through all that data that um the data doctor person gave to us so I'm noting some just Trends and stuff but um we haven't met to discuss everybody's thoughts yet okay go see Victor pass thank you Martha Hadassah anything or um nothing really notable we also um

[102:00] did not meet last month um but we will be resuming this next month focusing on um training and the other bylon amendments next meeting is the 19th of October next Wednesday um did The Guiding principals ever get approved and sent out to people I remember that was like a timetable for that I don't remember what the time was I know you asked to solve for feedback um but I think it at any point when when we're ready to vote for him in the meeting we can just call for a um call for a vote we had asked for feedback and then um there was more uh feedback than we had initially intended and so um it is taking a little bit of um we still have some wordsmithing and and editing to do based on the feedback

[103:01] so um that's where we are with the guiding principles amazing um we can go on to our interim monitors report hi I'm Flo thank all your interim monitor um Mike are you there I sure am good evening everyone share this screen because uh we have like this you know tiny PowerPoint foreign can you make flow there we go thanks um Mike I think is gonna talk first

[104:00] only to say hello it's great to be with you all uh we've had the pleasure of at least meeting a few of you over Zoom but um good to see the whole group and um um so flow is going to be your day-to-day contact I am part of uh the office of independent review group and um so the way we have sort of worked out is going to take three of us to fill the shoes of Joey um we've decided um but um day-to-day flow will be doing a lot of the uh in-depth case review case study um scheduling of of panel meetings Etc until you all get a new monitor Theresa Magoo is part of our team she was planning on being here this evening but she had a family emergency that took her away uh from from the meeting but she will uh I'm confident she'll be

[105:01] at the next meeting and we'll be backing up flow um and also helping out uh if flow is not available and I'm just really sort of the trying to make sure all the balls keep going in the right direction keep them all in the air um and providing sort of strategic advice and feedback on a on a higher level 50 000 foot level perspective um just a little bit about me I'm I've done enough oversight that we don't you know if I if I went into detail it would take all night so I'm just going to give a very the older I get the longer this takes so all I can tell you is that I was a former Federal prosecutor or police officers for a number of years in the U.S Department of Justice civil rights Division and then moved on to oversight and have been doing oversight for gosh maybe 30 different jurisdictions over the course of the last 20 years I will stop and let Flo uh take over and

[106:00] get into the meat and potatoes of of what we have for you today thanks Mike um I can't see you so I'm just gonna plow ahead and I've met four of you I met Hadassah and Martha at in Fort Worth at the Nicole conference I sit on the board of Nicole I've been a board member for five years and um just in meeting the other folks from the panel who are here like my guy was a prosecutor in the Manhattan DA's office and I ended up Prosecuting police while I was there and then I went to the New York City Civilian Complaint review board and was there for 11 years as a deputy executive director and executive director um that is the largest police oversight agency in the country and it's an independent investigative model uh I ended up uh working internally in the New York City Department of

[107:00] Correction overseeing internal investigations which was an eye-opening experience I've had a couple different consulting jobs in working for the Seattle Police monitor working for the District of Columbia Police Reform Commission and now with oir um and I'm just basically copied the format that Joey did for his PowerPoint presentation so uh since you last met you conducted one full case file review um that that file is still under uh the police department consideration there are three cases awaiting panel review I've scheduled two of them and I'm waiting for one panelist to schedule the other uh there were five total complaints uh in filed in September for misconduct complaints and one serious misconduct

[108:02] and three an in additional three uh the monitor classified as Community inquiries as of a week ago there had been no further complaints or Community inquiries and uh there are about 12 open cases on the panels docket that includes the case pending disposition in the police department and can stop sharing my screen and uh happy to answer any questions I'm anxious for the panel to go through and select what cases it's going to review in the future and get assignments for those and um yeah bye and then I will try to aggressively schedule them unless any questions or anything for

[109:00] for a microflow I will say I'm what we're going to be focusing on is basically shepherding the panel and the city through this interim process so we might keep a sort of a list of big picture ideas that we can share with you and the police department and the city we probably won't have time to work on implementing them and so my focus is going to be on case processing and in the two weeks I've been on the job um it did take we had some technical glitches and getting access to the police department databases we need I made bookmarks of the SharePoint drives so I can access them from my Mac and um and I've I've pretty much reviewed almost every single uh pending case at this point um to try to get up to speed I'm going to mention two panelists just

[110:00] practically so um the co-chairs and Amy and and and Phil Mike we've all we've been meeting uh filling our regular Joey slots with what do we do without Joey uh conversations and so um kind of generally speaking anything of Joey's work that was related to case review the police department uh um you know that's that's flowing Mike anything more administrative though uh Gianna and Amy are our resources for that and so anytime we you know if uh for setting up meetings uh if you need someone to take notes at meetings uh you know Martha your questions about I.T and that sort of things those are things we should direct to our um to our our city staff support uh because other we want to help us and flow will give us a shrug and be like hey why don't you ask Amy uh and so just keep that in mind uh over the next few months uh as as far as Joey's regular duties how they're being covered and last thing sorry also I just wanted to note that um Flo and Mike too are are great uh resources for us right now in

[111:01] terms of kind of insight into best practices right they have a lot of experience in this field and all of us are new and so I think um if you and I don't want to speak for Mike and Flo and they can talk to their availability but you know if you're curious about something that you're doing and how that fits in with what they've seen um in other cities and in other departments and how it's worked with other committees I would encourage you to use them kind of as just as a best practices resource or um using their experience as we kind of shape how we go forward and move forward um so kind of that that consult um asset can can come in so yeah thank you guys we're happy you're here Victor I saw you unmuted did you have yes so how long is this relationship going to last um we're looking like six months a year yeah

[112:02] the best position to answer yeah so we are hoping to fill this position as quickly as possible the recruiter is finishing up the profile and hoping to get that recruitment started here in the next couple of weeks usually these types of recruitments do take a couple of months um and if we hire somebody who's not local we have to factor in another month for moving and things like that so people can get their lives lives together I would say our last recruitment for this position Victor took about I think we started in February of 2020 and we had our monitor on site in August 2020. Amy can you speak to the involvement now it's like six months I know I'm like oh geez um I do believe it will go quicker um because we're not dealing with covid as much as we were at that time we were

[113:00] right in the thick of things at that point like I was at a Naco conference the week before we shut down um and so yeah I think it's probably a three to four month process um we will be working here once we get the position already and posted definitely going to be sharing that with all of you so you can share with your networks as well as well as like with our Nicole and we've got a whole list of other areas where we want to get that brochure taken out and then we're going to be talking to this panel we'd love to have a couple of you on that interview process once we get to those interviews those interviews um and then also in talking with you all about what a community engagement session would look like because we'd also like to host some type of community Forum where people can in the community can come and ask questions and get to know their candidates as well does that help Victor anyone else have questions about that

[114:02] I would like sooner rather than later but we also want to make sure that we get the right person in the role for for our community cool beans well in that case thank you uh for uh the interim report thank you for being here uh Mike flow and Amy uh and so panelists let's move on to selecting our cases for review uh so let me switch gears and so that was in our meetings folder and of course Flo sent it out to us in advance um and for we don't have any members of the community on right now but just in case anyone watches this later we'll just uh remind view of the public that what we're reviewing are case summaries these are not complaint summaries so these are summaries of anything that like any police camera footage related to the complaint any available evidence initial investigations other complaints or extenuating circumstances we do have to keep these cases

[115:01] um these case summaries private we keep all this information confidential until the case is resolved and the chief has made their determination in which case the monitor then reads out the full details of the case and determination at the next public meeting and so then that information becomes publicly available and then is also published in our annual report so without final or any more Ado oh boy I'm tired uh without any more Preamble I will read out the full code for each case panel members and then uh and then we will vote by show of hands so first up is SM 2022005 foreign policy on sexual harassment I'll give you a second just to review it that's rule one rule four and Rule eight allegations and so panelists by show of hands those

[116:01] of you would like to review this case that's one two three four five that's a majority thank you so we will review SM 2022005 next up is sm2022006 allegation City policy on sexual harassment this is a rule four and a rule eight give me a second before we vote Daniel I was confused on this one um are there more details here or something missing um I was confused I mean it seems like it pertains in some ways right to zero zero five um and is is this just what if everyone has the document open what is starred here in terms of content is that what we are reviewing no okay do you want me to respond

[117:01] uh as generally as you can yeah there's two separate cases two separate cases yeah um the two subjects in each case are sergeants okay in the second case um there are actually that's not going to be ready anytime soon I believe that um there have been additional allegations that have been raised okay and this person is also on Leave paid leave without I did not the the start is something that Joey put in just to indicate that the it was a city sexual harassment policy not the PD got it thank you okay thank you sorry so Justin since you're saying that this one so why are we even considering it when it's not ready um because it there's it's there and it was in the case summaries that he had prepared and I didn't want to you know I

[118:01] might adopt a little bit of a different system and write them up a little bit differently but I decided to err on the side of just submitting what he had prepared and I hadn't reviewed a lot of the cases at the time that this needed to go out and so in the past there was one or two other instances like this in the past panelists where we asked Joey to postpone to to come back to us with more uh to with a more fleshed out uh once what am I trying to say uh once more of the investigation proceeded and the additional allegations had been considered and so I I think we can go we can if we'd like we can ask flow to postpone the vote on this until we have that additional information that's an option as well okay um so maybe that's let's take that we like to so for sm2022006 show of hand panelists to postpone voting on review until we have

[119:00] more information one two three four five great we'll postpone that one then thank you thank you all um next up is um I think that's an i m i2022022 this is allegations rule two conformance with laws I'll give you just a second and panelists in favor of a full review of this case show of hands one I have two I have three four that's the majority then so we'll go ahead and review that that's mi2022022 that we will review next up is mi2022024 this is Rule one and Rule five give you just a second

[120:03] and panelists in favor of reviewing this case full review of this case show of hands we will not review mi202202 for them and last up is mi2022023 this is Rule one panelists in favor of a full review of this case show of hands thank you we will not review mi2022023 now panelists um so we had uh we've had a little back and forth here do we want to sign up for cases that now to review or do we want to do that over email

[121:01] I would recommend we sign up now and then flow can handle the scheduling or with Gianna too on the back end for setting up when these work but I think we should so flow has a um contacts for each case so there's that in that's there's a case pending ending 021 that I sent an email about earlier today get people outside I don't know if the panel is considered sort of just assigning people going down a list and then skipping so that you because there's only six people here so I'll do whatever you want to do about yeah and I think flow to that in the oh sorry Martha go ahead on Thursday and if we needed to set like a day like that could be review day and I could just show up but um I don't know I don't know what what the

[122:01] disconnect is but like I hate doodle polls like I've been very vocal about them I will click them and um and do it when I have to but I if there's any way to streamline it somehow where there's like a designated day or something that would be incredibly helpful ah nothing I would rather we we have a process of signing up now so that it's on record and not going back and forth because that's where the confusion is coming all along because if if you do it now yeah yeah it's it's on record that you offered to sign up for something so you better walk the talk because it'll it's uh I think it'll be a lot easier to schedule same so we have that first case zero zero five just for the record I prefer to use the

[123:00] document that we have where we all put in our names and sign up that way um I prefer like a visual I like to put it in and see who else what document is that um so it's on our thing it says sign up case reviews let me is it a Google Document it is in Google Docs it is it which SharePoint drive is it on it should be on ours let me drop it in the chat let me say Joey gave me a Google Document but I didn't know where it lives I just have the link ah okay so there's that one and I think it is let me just backtrack and find the folder that it was in give me one second boss wants to sign up and not you know go for it I'm just that's not the way I I don't work with words spoken

[124:00] I think for this month I would advise just because this is Flo's first month we sign up now if we want to propose different processes moving forward we can do that over email but for ease and so she can have the names written down now let's do that also for people who are not then you know learning via hearing which is totally fair or would like that content um circulated Gianna if you don't mind sending out a list of each of these cases and who is on the case um review for this set that would be really helpful and Hadassah maybe that would help you to digest and also find this document um and we can use that going forward but for now I think for ease sake this month and just to get flow started on a good foot let's just sign up now please great thank you I appreciate that okay so zero zero five serious misconduct

[125:03] yeah I would like to review that one in here uh who is the second one Arielle um also Gianna sorry I just before we keep going to uh we have to make sure to um I'm gonna add Taisha to that case she had sent an email today she's not here but she is willing to um she wanted us to volunteer for her on her behalf so I'm gonna just volunteer Taisha for that one so that one is now staffed um and then Sarah Daniel should we just assign Sarah too or should we ask her in an email I think once all of us have made our preferences then we can um yeah we can slot Sarah in okay so I have three people for that case okay then the next case the only other case you voted on yes was uh zero two two

[126:02] Pico and Ariel do we have one more person for that one Hadassah thank you okay and can I just go back to the one I emailed about yes please thank you I mean I know you don't you might not have that uh Victor okay Victor thanks Victor this is um Gianna this is a case ending it's um ending zero two one m12022-021 [Music] foreign

[127:04] we can put Sarah on that one too then okay thank you flow ooh flow something I Joy might have told you um our um our expectations as is that a uh each panel member needs to do at least one review each month um and so that was something uh Joey would just help us with if if we missed a month or something um because also it just as it would turn out uh you know there was an instance I think where Martha did like four in a month and so and so um in those instances too of just keeping us all abreast of you know if um uh how many cases we're doing and making sure we're hitting those expectations okay yeah aside from the six here present sorry Flo can you say that again um I gather ever all the the three absent

[128:02] panelists are also quite active in reviewing cases yes correct and it's two absent panelists so we're a panel of eight right now oh yeah yeah I mean Jen levovich is not on the panel anymore correct correct and she's still on the website oh not correct thank you Amy I see you okay I was wondering what happened to that person okay who left in good uh she was disappointed to leave for the public record Jen um jyn was eager to serve but was pulled away to to serve elsewhere in our community so yeah um any panelists any other yeah Amy go for it well we're on the topic of website so we will take that down um but we're also going to be posting the recordings to the website too so community members don't have to reach out to flow for the link and all that business we're going to make that a

[129:00] practice so I'm hoping to start that this week today is Thursday it could happen at the beginning of next week that's awesome thank you so much Amy it just as a panel so if we miss them too like that's such a really to be able to just watch the meeting totally yeah thank you my pleasure panelists any other thoughts concerns questions dreams thank you all this was a marathon of a meeting thank you so much um as usual thank you for being here I know it's that the world I swear it's not each time I say it gets a little bit worse I feel like it's I know it's hard to be here and I really appreciate you for your time your presence your feedback and your work for our community I know the next few months are going to be a wild ride for us um but I hope you are looking ahead to our new panelists with as much hope um as I am um because I um just having glanced at some of these uh applicants there's some extraordinary people uh who

[130:02] who are ready to join us and you all of course are extraordinary people who get to lead them in this work and um anyway I I just thank the world of you y'all are y'all are awesome thank you and if that's all then we can go ahead and close and I'll head to bed get a drink I'm so sorry to put the to ruin that because oh no I love her sorry uh Flo Amy Mike you don't mind staying online after we just want to coordinate the co-chairs meeting with you so we don't forget to do that either so have a good night y'all and we'll see you soon everyone