>>> WE ARE RECORDING.
>> THANK YOU SO MUCH.
THE MARCH 22nd, 2022 MEETING OF
THE PUBLIC SAFETY AND HUMAN
SERVICES COMMITTEE WILL COME TO
ORDER.
IT IS 9:30 6 AM.
I AM LISA HERBOLD, CHAIR
COMMITTEE . WE'LL, WILL THE
CLERK CALL?
>> COUNCILMEMBER MOSQUEDA?
COUNCILMEMBER MOSQUEDA?
>> APOLOGIES.
PRESENT.
>> THANK YOU YOUR COUNCILMEMBER
NELSON?
>> PRESENT.
>> COUNCILMEMBER PEDERSEN?
>> PRESENT.
>> CHAIR HERBOLD?
>> HERE.
>> FULL PRESENT.
>>> ON TODAY'S AGENDA, WE WILL
BE HEARING THE ADOPTION OF THE
OFFICE OF POLICE ACCOUNTABILITY
DIRECTOR SEARCH PROCESS.
I'LL BE MOVING TO ADOPT THE
PROCESS AS OUTLINED IN THE MEMO
, AND THE SCHEDULE THAT SENIOR
DEPUTY MAYOR HARRELL HELP YOU
DID SCHEDULE HAS BEEN UPDATED
TO INCLUDE FEEDBACK RECEIVED AT
LAST PUBLIC SAFETY AND HUMAN
SERVICES COMMITTEE MEETING TO
INCLUDE A FORM AS REQUESTED
DURING THAT DISCUSSION VIA
COUNCILMEMBER OFFICE OF POLICE
ACCOUNTABILITY WE OFFICIAL
UPDATE FROM THE MAYOR'S OFFICE
THIS MORNING, AND MY STAFF
EMAIL COMMUNITY MEMBERS AN
UPDATED VERSION 2 OF THE
SCHEDULE THAT UPDATES THE FIRST
LINE ON MARCH 11th OR WITH SDH
ARE SEARCH PROCESS.
SECONDLY ON OUR AGENDA THIS
MORNING, WE HAVE A REPORT FROM
THE OFFICE OF EMERGENCY
MANAGEMENT ON THEIR 2021 RACE
AND SOCIAL JUSTICE INITIATIVE
REPORT. WE'LL BE SCHEDULING
THESE REPORTS MUCH LIKE WE DID
THE HUMAN SERVICES DEPARTMENT'S
REPORT THAT WE'LL BE SCHEDULING
THESE REPORTS OVER THE NEXT
SEVERAL COMMITTEE MEETINGS.
>>> THIRD ON THE AGENDA, WE
WILL HEAR FROM CHIEF DIAZ, WHO
WILL PRESENT ON THE SEATTLE
POLICE DEPARTMENT STRATEGIC
PLAN FOR 2022.
>>> FINALLY, WE WILL HAVE A
SECOND BRIEFING AND A VOTE ON
COUNCIL BILL FOR GRANT RELATED
TO THE URBAN AREA SECURITY
INITIATIVE, OTHERWISE KNOWN AS
UASI.
THAT AMENDMENT IS LINKED TO THE
AGENDA.
THE AMENDMENT NOTES THAT THE
EXPENDITURES MADE BY THE
ORDINANCE WHICH, WHEN THEY ARE
SPENT, THOSE EXPENDITURES ARE
SPENT ON EQUIPMENT FOR USE BY
FPD. IT IS SUBJECT TO CODE 1418
REGARDING ACQUISITION OF
SURVEILLANCE TECHNOLOGIES,
INCLUDING DETERMINATION AS TO
WHETHER.
>>> THOSE ARE THE FOUR ITEMS ON
TODAY'S AGENDA.
WE WILL NOW APPROVE OUR AGENDA
FOR THE COMMITTEE MEETING, IF
THERE IS NO OBJECTION.
HEARING AND SEEING NO OBJECTION
. TODAY'S AGENDA IS ADOPTED.
AT THE TIME, WE WILL TRANSITION
INTO PUBLIC COMMENT.
I WILL MODERATE THE COMMENT
PERIOD IN THE FOLLOWING MANNER.
EACH SPEAKER IS GIVEN TWO
MINUTES TO SPEAK.
I WILL CALL EACH SPEAKER BY
NAME AND IN THE ORDER IN WHICH
THEY ARE REGISTERED ON THE
WEBSITE.
IF YOU HAVE NOT REGISTERED TO
SPEAK BUT WOULD LIKE TO DO SO,
YOU CAN SIGN UP BEFORE THE END
OF THE PUBLIC HEARING BY GOING
TO THE COUNCIL'S WEBSITE.
THIS LINK IS ALSO LISTED ON
TODAY'S AGENDA.
ONCE I CALLED A SPEAKER'S NAME,
YOU WILL HEAR A PROMPT, AND
ONCE YOU HAVE HEARD THAT
PROMPT, YOU WILL NEED TO PRESS
SIX, STAR SIX TO UNMUTE
YOURSELF.
PLEASE BEGIN SPEAKING BY
STATING YOUR NAME AND THE ITEM
WHICH YOU ARE ADDRESSING.
SPEAKERS WILL HEAR A TIME WHEN
TEXANS ARE LEFT OF THE ALLOTTED
TIME, AND ONCE THE SPEAKER
HEARS THAT TIME, WE ASK HE
BEGAN TO WRAP UP YOUR PUBLIC
COMMENT.
IF SPEAKERS DO NOT END THEIR
COMMENTS AT THE END OF THE
ALLOTTED TIME, THE SPEAKER'S
MIC WILL BE MUTED TO ALLOW FOR
US TO HEAR FROM THE NEXT
SPEAKER ONCE YOU'VE COMPLETED
COMMENT, PLEASE TO DISCONNECT
FROM THE LINE IF YOU PLAN TO
FOLLOW THIS MEETING, PLEASE DO
SO VIA THE SEATTLE CHANNEL OR
LISTENING OPTIONS LISTED ON THE
AGENDA.
WE'VE GOT THREE PEOPLE IN THE
QUEUE SIGNED UP FOR PUBLIC
COMMENT, AND I WILL READ EACH
SPEAKER'S NAME.
WE HAVE HOWARD. HOWARD?
>> GOOD MORNING.
HOWARD GALE, DISTRICT 7. THE
NATIONAL POLICE KILLED LANDON,
A MAN EXPERIENCING A BEHAVIORAL
HEALTH CRISIS AND WILTING AN
EDGED WEAPON.
WITHIN 24 HOURS, THE NATIONAL
CITIZEN OVERSIGHT BOARD
OFFICIALLY RELEASED A STATEMENT
CALLING THE KILLING, QUOTE,
GRAVELY DISTURBING AND
IMMEDIATELY INITIATING AN
INDEPENDENT INVESTIGATION.
NATIONAL NAACP STATED, QUOTE,
IT APPEARED AS A FIRING SQUAD,
AS AN EXECUTION.
THE NATIONAL AND INDEPENDENT
MEANS EXACTLY THAT.
AN INVESTIGATION DOES NOT
INVOLVE POLICE OFFICERS DOING
THE INVESTIGATION.
IN SEATTLE, ON JANUARY 5th, THE
SEATTLE POLICE KILLED A MAN
EXPERIENCING A BEHAVIORAL
HEALTH CRISIS AND WIELDING
EDGED WEAPONS KID NEARLY 3
MONTHS LATER, WE STILL DO NOT
EVEN KNOW HIS NAME. HIS CASE
HAS DISAPPEARED FROM THE
HEADLINES OF PUBLIC AWARENESS
WITHIN DAYS, AND THE CPC HAS
RELEASED NO OFFICIAL STATEMENT
OF ANY SORT.
IF AND WHEN AN INVESTIGATION
HAPPENS, IT WILL BE POLICE
INVESTIGATING POLICE.
TO BE MORE PRECISE, IT WOULD BE
FPD OFFICERS INVESTIGATING OTHER
SPD OFFICERS.
IT IS HARD TO COPPER AND TWO
SET RADICALLY DIFFERENT
APPROACHES FROM TWO SUCH
SIMILAR CITIES HAVING NEARLY
SIMILAR POPULATIONS IN NUMBERS
AND DEMOGRAPHICS, AND IT'S
UNAMBIGUOUSLY CLEAR A PROACTIVE
HUMIDITY HELPS PRODUCE A
RADICALLY DIFFERENT RESPONSE
FROM THE LOCAL NEWS AND
COMMUNITY ORGANIZATIONS WHEN
COMPARED TO WHAT HAPPENED IN
SEATTLE.
IN SEATTLE, IT IS THE SILENCE
OF THE SPD.
CPC THAT GETS EVERYONE SILENCE.
NATIONAL HAVE HAD THEIR
CITIZENS OVERSIGHT BOARD FOR
THREE YEARS AND TWO MONTHS.
THERE IS A SYSTEM CHOSEN BY THE
PEOPLE THROUGH THE INITIATIVE.
THREE YEARS AND TWO MONTHS.
ON MARCH 27th, THIS MONTH, THE
SEATTLE CPC WILL BE STARTING
ITS 10th YEAR.
OVER 10 YEARS NOW, WE HAVE HAD
A POLICE FULL ACCOUNT ABILITY
PROCESS.
WE NEED AN INDEPENDENT
OVERSIGHT BOARD.
FIND OUT HOW, SEATTLESTOP.ORG.
>> THANK YOU AT OUR NEXT
SPEAKER IS BEBAY.
>> GOOD MORNING.
MY NAME IS BJ.
I'M CALLING ON SPD'S 2020
STRATEGIC PLAN.
THAT INCLUDES MULTIPLE
INACCURATE PLEASE SUCH AS
CLAIMS THAT THE BUDGET IN 2021
AND 2021.
SPEAKING OF THE BUDGET IN 2020,
SPD AND ITS DEFENDERS INCLUDE A
MONITOR THAT SPENT THE FIRST
EIGHT MONTHS OF 2000 $0.21 ANY
ATTEMPTS TO HOLD SPD
RESPONSIBLE FOR OVERSPENDING
WOULD SOMEHOW RUIN THE
DEPARTMENT.
SPD CONTINUED THIS OVERSIGHT
IN 2021 BY SHIFTING FUNDING AND
PAY FOR NEW PROJECTS PRIOR TO
THE PROJECTS SENT TO COUNCIL
FOR APPROVAL . THE PLANT ALSO
DOES NOT MENTION WHAT SPD IS
CURRENTLY DOING.
IT DOES NOT TALK ABOUT
OFFICERS DEALING WITH HOMELESS
ENCAMPMENTS. IT DOES NOT
MENTION ALLOCATING OFFICERS WITH
PREVENTION, IT DOES NOT MENTION
REPEATING DISCREDITED BROKEN
WINDOWS PLANS WITH OFFICERS AND
CITY BLOCKS AROUND THE CLOCK.
WHAT THE CLIENT DOES MENTION
LARGELY TECHNOLOGY AND SYSTEMS,
ALL OF WHICH RAISE A LOT OF
QUESTIONS.
WE TALK ABOUT LOOKING AT THE
DATA INFORMED 911 ON SPD
RESPONSES TO LAST YEAR, TWO
STUDIES CAME OUT ON CRIMINAL
JSTICE REFORM AND LAW
ENFORCEMENT ACTION OWNERSHIP.
THOSE STUDIES USE DIFFERENT
METHODOLOGIES AND BOTH FOUND
THAT SPD SHOULD BE HANDLING
LESS THAN 30% OF THE CALLS IT'S
CURRENTLY HANDLING.
SPD HAS SHIFTED ZERO CALL TO
NON-SPD SOLUTIONS, SO WHAT IS
THE STATUS OF THAT?
WHAT IS THE TOP PRIORITY IN
STRATEGIC PLANNING, AND WHAT IS
BEING DONE?
WHY IS CHAIR HERBOLD CONTINUED
TO DRAG THIS ONE OUT WITH
ADDITIONAL ANALYSIS ?
>> BIG MAC, BJ.
OUR LAST SPEAKER IS DAVID
HANKS.
DAVID?
>> BIG MAC, DAVID HANKS,
DISTRICT SEVEN.
PUBLIC SAFETY IS AT AN ALL-TIME
LOW.
IT'S TOTALLY UNSAFE TO GO OUT
IN THE CITY, YET THE POLICE
CHIEF REFUSES TO ARREST.
ESCALATING VIOLENCE. WHILE
LYING ABOUT BLAMING COPS FOR
THEIR PROBLEMS SO THEY CAN HAVE
EASY PAYDAY DOING POLITICKING,
MISS LEADING US, ALWAYS
BLAMING COUNCIL, CITY HALL, AND
THE PROSECUTOR'S OFFICE IN
THEIR GREEDY OVERTIME NOT
FIGHTING BUDGET FOR REFUSING TO
ARREST, CREATING A BUNCH OF --
REPEAT OFFENDING MENTAL HEALTH
CRISIS PSYCHOS.
THE POLICE CHIEF ALI FORESTRY
TIME FOR EIGHT YEARS A LONG
TIME AGO AND HAVE SPENT ANOTHER
17 YEARS NOT FIGHTING STREET
CRIME, INSTEAD WORKING OVERTIME
GETTING RICH AND PLAYING POLICE
PROPAGANDA WITH COFFEE OUTREACH
AND FLOOD DATA.
THE POLICE CHIEF HAS ADVERTISED
EVERY UNIT AND CREATED HIS OWN
TRAINING PROGRAM, AND IT'S
COMPLETELY MISMANAGED THE WHOLE
EFFORT A PROPER POLICING.
IT IS OBVIOUS THE POLICE CHIEF
IS ALLOWING MEDIA REPORTS AND
FOLLOWING MEDIA REPORTS AND ONLY
SWEEPING OUT FROM HOT SPOTS
THAT ARE ALLOWING TO CONTINUE
CRIMES AROUND THE CORNER AND
OTHER REGIONAL AREAS OF HOT
SPOTS BUT ONLY TIMES YOU HAVE
POLICE TAKING CREDIT IS WHEN
YOU RELY ON THE FEDERAL AGENCY,
ONLY GOING UP WHILE SEATTLE
POLICE CHIEF REFUSES TO GO
AFTER ALL THE EVIL PEOPLE
CONNECTED TO HOUSES AND
TRAFFICKERS, WHICH RESULTS WITH
PEOPLE BEING ROBBED BY ANOTHER,
RESULTING IN GUN VIOLENCE.
IT'S OBVIOUS TO ME BETTER
POLICE CHIEF NEEDS TO BE
CONDUCTING MORE IT.
JUST TAKE A LOOK AT THE CRIME
SEATTLE FOCUSES ON.
THEY DON'T --
>> THANK YOU. JUST WANT TO NOTE
THAT IN PUBLIC COMMENT, I ASK
THAT FOLKS PLEASE REFRAIN FROM
MAKING ACCUSATIONS OR IMPUGNING
THE MOTIVES OF INDIVIDUALS AND
TO KEEP YOUR COMMENTS FOCUSED
ON POLICIES AND ON ACTIVITIES
OF THE CITY, SO BIG MAC SO
MUCH, THAT WILL END OUR PUBLIC
COMMENT.
>> PLEASE READ ITEM NUMBER ONE.
>> EXCUSE ME, COMMITTEE AGENDA
ITEM, ADOPTION OF OFFICE OF
POLICE ACCOUNTABILITY DIRECTOR
SEARCH PROCESS.
>> THANK YOU. ITEM NUMBER ONE,
AS MENTIONED, EARLIER WILL
RELATE TO THE ADOPTION OF THE
OFFICE OF POLICE ACCOUNTABILITY
DIRECTOR SEARCH PROCESS. GREG
DOSS OF COUNCIL CENTRAL STAFF
IS HERE TO PRESENT.
WE HAVE SENIOR DEPUTY MAYOR
HARRELL WITH US TO EXPLAIN BOTH
THE NEED OF THIS COUNCIL ACTION
AS WELL AS THE PROPOSED PROCESS
MOVING FORWARD. GREG, CAN YOU
BRIEFLY SUMMARIZE THE ACTION
FOR US TODAY?
>> GOOD MORNING, MADAM CHAIR.
THANK YOU, AND GOOD MORNING,
MEMBERS OF THE COMMITTEE.
THE ACTION BEFORE YOU TODAY IS
A MEMO WHICH WILL BE PUT BEFORE
YOU FOR A VOTE, AND IF YOU VOTE
ON THE MEMO, THEN IT WILL BE
FORWARDED TO THE CLERK TO BE
FILED.
THE MEMO BASICALLY STATES THAT
THE ACCOUNTABILITY ORDINANCE,
WHICH IS SECTION 3.2 9.115,
GOVERNS THE APPOINTMENT OF THE
OPA DIRECTOR, AND THAT UPON THE
VACANCY OF THAT DIRECTOR , IT
IS THE MAYOR THAT HAS
REAPPOINTMENT AUTHORITY, AND
THAT THE MAYOR IS REQUIRED BY
THE ORDINANCE TO MAKE THE
APPOINTMENT IN 90 DAYS AND THAT
IF THE MAYOR DOES NOT MAKE THAT
APPOINTMENT WITHIN 90 DAYS
CONSISTENT WITH THE TERMS OF THE
ACCOUNTABILITY ORDINANCE, THAT
APPOINTMENT AUTHORITY FALLS TO
THIS COMMITTEE, AND SO WHAT THE
MEMO IS DOING IS ADOPTING THE
DOCUMENT THAT THE DEPUTY MAYOR
PUT BEFORE YOU ON MARCH 8th AS
THE SEARCH PROCESS THAT THE
MAYOR'S OFFICE IS GOING TO USE
AS THE COMMITTEE'S OWN SEARCH
PROCESS SO THE PROVISIONS OF
THE ACCOUNTABILITY ORDINANCE
ARE BEING MET, AND THE MEMO IS
MORE OR LESS ACTING AS AN
EXTENSION PROCESS, SO THAT THE
MAYOR'S OFFICE HAS ENOUGH TIME
TO DO THE SEARCH, AND THE
COMMITTEE AND THE MAYOR'S OFFICE
ARE IN ALIGNMENT ON THE SEARCH
PROCESS.
THAT IS AN OVERVIEW OF WHAT IS
HAPPENING HERE TODAY.
THE CLERK HAS ASKED THAT I SHOW
AN UPDATED SEARCH PROCESS, SO
WITH THE CHAIR'S PERMISSION, I
WANT TO GO AHEAD AND DO THAT.
SHARE MY SCREEN.
AND THIS IS NOT WORKING.
THERE WE GO.
CAN EVERYONE SEE THE NEW SEARCH
PROCESS?
OKAY, SO JUST A COUPLE THINGS
TO POINT OUT HERE PETER THIS IS
THE SAME SEARCH PROCESS THAT
THE DEPUTY MAYOR PRESENTED ON
MARCH 8th, EXIT YOU WILL SEE
IT IS VERSIOIN TWO.
A COUPLE CHANGES THAT HAVE BEEN
MADE.
I THINK THE CHAIR NOTED IT AT
THE START OF THE HEARING.
THE FIRST IS THAT THE SEARCH
ITSELF IS GOING TO BE CONDUCTED
BY THE SEATTLE DEPARTMENT OF
HUMAN RESOURCES INSTEAD OF BY
AN OUTSIDE FIRM.
THE SECOND IS THERE IS GOING TO
BE A FORUM WITH THE FINALISTS,
SO THIS UPDATED VERSION OF THE
SEARCH PROCESS WILL BE POSTED TO
AND THAT WILL BE POSTED TO THE
WEBSITE AFTER THIS, AFTER THIS
HEARING, BUT WANTED TO SHARE
THAT WITH YOU SO YOU'RE AWARE
THAT THE CHANGE WAS MADE, AND
AS I SAID, WE WILL ADOPT THAT
SEARCH PROCESS AS THE
COMMITTEE'S PROCESS OF THE
MAYOR AND COMMITTEE ARE IN
ALIGNMENT WITH THE
ACCOUNTABILITY ORDINANCE.
>> PERFECT, THANK YOU AGAIN.
I JUST WANT TO SAY A FEW WORDS
ABOUT, I THINK, THE LANGUAGE
THAT IS IN THE 2017
ACCOUNTABILITY ORDINANCE WAS
VERY FORWARD THINKING IN THAT
THE RESPONSIBILITY FOR
APPOINTING AN OPIATE DIRECTOR
FALLS TO THE PUBLIC SAFETY AND
HUMAN SERVICES COMMITTEE IN
THOSE INSTANCES IN WHICH THE
MAYOR DOES NOT ACT, AND I THINK
THAT WAS INTENDED TO ELIMINATE
THE POSSIBILITY FOR A SITUATION
WHERE A NEW EXECUTIVE THE
PRIORITIZES THE IMPORTANCE OF
FILLING THIS POSITION, AND I AM
VERY SUPPORTIVE OF MAKING SURE
THAT, THAT DOES NOT HAPPEN, AND
I AM REALLY GLAD THAT THE MAYOR
HAS COME TO US WITH THIS
REQUEST FOR ADDITIONAL TIME
BECAUSE IT IN ITSELF IN ESSENCE
FULFILLS THE INTENT OF THE
ORDINANCE, WHICH IS TO JUST
CONFIRM THAT THE EXECUTIVE
PRIORITIZES THIS POSITION AS A
VERY IMPORTANT COMPONENT OF OUR
POLICE ACCOUNTABILITY SYSTEM
HERE IN SEATTLE.
SO I AM HAPPY TO BRING THIS
FORWARD AND ALSO WANT TO THINK
IS A MEMBER MOSQUEDA FOR HER
SUGGESTION IN THE LAST
COMMITTEE MEETING, THE ADDITION
OF A PUBLIC FORUM IS CRITICAL,
AND I THINK WE HAVE SEEN WITH
OTHER HIGH-PROFILE APPOINTMENT
PROCESSES THAT THAT IS SORT OF
THE STANDARD IN THE CITY OF
SEATTLE AND OUR PUBLIC
INSTITUTIONS THAT FINALISTS
HAVE AN OPPORTUNITY TO MEET
WITH THE PUBLIC, AND THE PUBLIC
HAS AN OPPORTUNITY TO MEET WITH
THEM, SO I'M GOING TO WORK TO
GET THE ITEM IN FRONT OF US,
AND IF THERE ARE QUESTIONS OR
COMMENTS, WE CAN TAKE THEM
THEN.
I MOVE THAT THE COMMITTEE WITH
VERSION 2 OF THE SEARCH PROCESS
FOR THE MAYOR BRUCE HARRELL
DIRECTOR.
IS THERE A SECOND?
>> I CAN.
>> THANK YOU.
ARE THERE FURTHER COMMENTS OR
QUESTIONS FROM COMMITTEE
MEMBERS?
THANK YOU.
SEEING NONE, IT HAS BEEN MOVED
AND SECONDED THAT THE OPA
SEARCH PROCESS CONTINUE.
AFTER NO COMMENTS, WILL THE
CLICK PLEASE CALL THE ROLE?
>> COUNCILMEMBER MOSQUEDA?
>> AYE .
>> COUNCILMEMBER NELSON?
>> AYE.
>> COUNCILMEMBER PEDERSEN?
>> AYE.
>> CHAIR HERBOLD?
>> YES.
>> THE LETTER WILL BE SENT TO
THE OFFICE OF THE CITY CLERK
FOR FILING.
>>> MOVING FORWARD TO THE NEXT
ITEM ON THE AGENDA, WILL YOU
PLEASE READ AGENDA ITEM TWO?
OH COMMITTEE MEMBER A NUMBER
NODE OR TWO, 2021 RACE AND
SOCIAL JUSTICE INITIATIVE
REPORT.
>> THANK YOU SO MUCH.
WE DO A QUICK ROUND OF
INTRODUCTIONS FROM FOLKS FROM
THE OFFICE OF EMERGENCY
MANAGEMENT.
I SEE WE HAVE DIRECTOR MAYER
HERE.
LET'S DO A QUICK ROUND OF
INTRODUCTIONS, AND I WILL HAND
IT OFF TO YOU GUYS.
>> THANK YOU VERY MUCH.
>> CURRY MAYER, DIRECTOR OF
EMERGENCY MANAGEMENT, AND I AM
THANKFUL AND PLEASED TO HAVE
TWO OF MY TEAM MEMBERS HERE
WITH ME TO PRESENT ON THE WORK
THEY HAVE BEEN DOING RELATED TO
OUR ACCOMPLISHMENTS, SO LUCY A
AND TEY, CAN YOU PLEASE
INTRODUCE YOURSELF?
>> GOOD MORNING, LUCIA SCHMIT.
EMERGENCY PLANNING COORDINATOR
WITH OEM.
>> GOOD MORNING, EVERYONE?
TEY THACH, OUTREACH SPECIALIST.
>> GREAT, THANK YOU.
THANKS FOR BRINGING -- YEAH.
JUST REINFORCING SOMETHING I
MENTIONED EARLIER.
THE DEPARTMENTS UNDER THIS
COMMITTEE WILL HAVE
PRESENTATIONS SIMILAR TO THE
ONES WE'RE GOING TO HEAR TODAY
FROM THE OFFICE OF EMERGENCY
MANAGEMENT ON THE 2021 RACE
AND SOCIAL JUSTICE INITIATIVE
ACCOMPLISHMENTS . I WILL BE
BRINGING THEM FORWARD.
WE HAVE THE HUMAN SERVICES
DEPARTMENT IN A PREVIOUS
COMMITTEE MEETING, AND WE'LL BE
BRINGING FORWARD.
I KNOW THE COMMITTEE POLICE
COMMISSION HAS IDENTIFIED A
DESIRE TO DO A PRESENTATION
SOON, SO WE'LL BE SCHEDULING
THOSE OVER THE NEXT SEVERAL
WEEKS, AND WITH THAT, WE WILL
HAND IT OVER TO DIRECTOR MAYER.
>> THANK YOU VERY MUCH.
THANKS, CHAIR HERBOLD.
IT IS MY PRIVILEGE TO BE WITH
YOU TODAY, AND I'M REALLY PROUD
OF WHAT THE TEAM HAS
ACCOMPLISHED IN THE LAST YEAR.
SO, I DON'T KNOW.
DO I HAVE CONTROL, OR IS
SOMEONE ELSE DOING THE SLIDES?
NOT SURE.
>> I THINK I AM DOING THE
SLIDES, CURRY.
JUST LET ME KNOW WHAT TO MOVE
ON.
>> ALL RIGHT, NEXT SLIDE,
PLEASE?
JUST TO SET THE STAGE, WE
WANTED TO TALK A LITTLE BIT
FIRST ABOUT WHAT WE WORKED ON AS
OUR RACE AND SOCIAL JUSTICE
STRATEGY. REALLY, LOOKING AT
ALIGNING EVERYTHING THAT WE DO
WITH RACE AND SOCIAL JUSTICE
PRINCIPLES SO THAT WE HELP ALL
COMMUNITIES IN SEATTLE BUILD
RESILIENCE, AND WHAT THAT MEANS
IS THAT COMMUNITIES ARE ABLE TO
NOT ONLY WITHSTAND CHALLENGES
THAT MIGHT OCCUR DURING A
DISASTER OR RIGHT AFTER A
DISASTER, BUT WHAT ARE THE
THINGS THAT ARE CHALLENGING FOR
THEM ALL THE TIME, MEETING
PEOPLE WHERE THEY ARE,
INTENTIONAL FOCUS ON THOSE MOST
IMPACTED BY STRUCTURAL RACISM.
IT'S REALLY IMPORTANT TO NOTE
THAT IF PEOPLE ARE NOT ABLE TO
DO THEIR DAILY ACTIVITIES AND
HAVE DAILY CHALLENGES, THEY ARE
NOT GOING TO BE TAKING A
PREPAREDNESS, SO WE'RE LOOKING
AT THAT ALL THE TIME.
WE ALSO FOCUS ON ASSISTING
COMMUNITIES BY LISTENING TO
THEIR PERSPECTIVES AND SEEKING
TO UNDERSTAND WHAT ARE THE
CRITICAL NEEDS AND WHAT
PREPAREDNESS AND MITIGATION
ACTIONS WILL BE MOST MEANINGFUL
FOR THEM. OKAY, NEXT SLIDE,
PLEASE?
>> SO, THERE ARE A NUMBER OF
CHALLENGES IN EMERGENCY
MANAGEMENT AS THERE ARE IN MOST
OF GOVERNMENT, NOT THE LEAST OF
WHICH IS HAVING DEDICATED
FUNDING FOR ALL OF OUR OUTREACH
ACTIVITIES.
CURRENTLY, WE DON'T HAVE THAT.
WE DID HAVE SOME UASI FUNDS
DEDICATED TO OUTREACH, AND THAT
DOES NOT GO AWAY.
THAT DOES NOT CHANGE OUR WORK.
THAT JUST MEANS WE ARE LOOKING
FOR OTHER WAYS TO DO GOOD WORK,
AND SOMETIMES, FUNDING IS A
BARRIER TO BRING EVERYONE TO
THE TABLE THAT NEEDS TO HAVE
THEIR VOICES HEARD.
I KNOW THAT YOU ARE AWARE THAT
BIPOC COMMUNITIES ARE
SIGNIFICANTLY IMPACTED BY
NATIONAL DISASTERS AT A HIGHER
RATE THAN THEIR WHITE
COUNTERPARTS.
USUALLY, THIS IS TIED TO EITHER
LACK OF INDIVIDUAL OR FAMILY
WEALTH, AND AS I MENTIONED
EARLIER, IF FOLKS ARE CONCERNED
ABOUT DAILY CHALLENGES, THEN
THEY ARE NOT GOING TO BE
THINKING ABOUT PREPAREDNESS
THERE'S A HIGHER CONCENTRATION
OF BIPOC COMMUNITIES IN AREAS
WHERE THERE IS ELEVATED
VULNERABILITY.
IT COULD BE THE NEIGHBORHOOD,
BUILDINGS ARE UNSAFE, OR THEY
HAVE NOT HAD ANY MAINTENANCE IN
QUITE SOME TIME.
THEY MAY LIVE CLOSER TO WATER
BODIES OR PLACES THAT HAVE
LANDSLIDES FOR OBVIOUS REASONS.
SO IN EMERGENCY MANAGEMENT, WE
LIKE TO THINK OF WHAT WE DO AS
CONSEQUENCE MANAGEMENT, AND
THAT MEANS WHAT IS HAPPENING
AFTER AN EVENT OF OCCURS, AND
THEN WE COME IN AND HELP PEOPLE
WORK ON HOW THEY WILL RECOVER
FROM THAT. BUT IT REALLY IS
ONLY SUCCESSFUL IF THERE IS
WORK DONE IN THE PREPAREDNESS
AND MITIGATION SPACE PRIOR TO
AN EVENT, SO LOOKING AT WHAT
OUR COMMUNITY'S NEEDS, WHAT ARE
THEIR CHALLENGES, THAT ALSO,
FOR THIS TO BE THE MOST
SUCCESSFUL, THOSE ROOT CAUSES
OF WHY PEOPLE ARE MOST
WONDERFUL WILL NEED TO BE
ADDRESSED FOR THERE TO BE
SUBSTANTIVE CHANGE, AND THAT'S
REALLY THE JOB OF ALL OF
GOVERNMENT, SO ALL OF THE CITY,
AND WE HAVE THAT COMMITMENT
FROM OUR OTHER CITY DEPARTMENTS
TO LOOKING AT HOW DO WE MAKE
THOSE SUBSTANTIVE CHANGES PRIOR
TO A DISASTER BEFORE THE
DISASTER OCCURS. SO, MITIGATING
RISK ALSO IN A PHYSICAL
ENVIRONMENT CAN GET REALLY
EXPENSIVE, AND AS YOU KNOW,
GRANT REQUIREMENTS FROM THE
FEDERAL GOVERNMENT AND OTHER
SOURCES ARE USUALLY PRETTY
COMPLEX AND HAVE VERY STRICT
REQUIREMENTS ABOUT WHAT YOU CAN
SPEND MONEY ON.
SO JUST A QUICK NOTE ABOUT AN
EXAMPLE OF MITIGATING RISK IN
THE PHYSICAL ENVIRONMENT WOULD
BE RETROFITTING OF UNREINFORCED
MASONRY BUILDINGS, WHICH I KNOW
YOU'RE ALL FAMILIAR WITH. IT
TAKES A NUMBER OF YEARS FOR
THAT TO OCCUR.
YOU HAVE TO DISPLACE PEOPLE
WHILE YOU'RE DOING THAT WORK,
SO THOSE ARE ALL FACTORS WE
THINK ABOUT.
ALSO, THE UNEQUAL ACCESS FOR
COMMUNITIES DUE TO THEIR LACK
OF TRUST OF GOVERNMENT. IT MAY
BE A CULTURAL THING.
IT ALSO MAY BE A LACK OF
RESOURCES, SO THOSE ARE THE
CHALLENGES THAT WE LOOK AT WHEN
WE'RE THINKING ABOUT INVOLVING
THE COMMUNITY AND ASKING THEM
WHAT MAKES THE MOST SENSE TO
THEM, SO JUST TO KIND OF GIVE
YOU AN OVERALL PICTURE OF WHAT
WE'RE THINKING ABOUT PRIOR TO
ENGAGING WITH THE COMMUNITY.
ALL RIGHT, NEXT SLIDE?
>> SO TODAY, THESE ARE THE
PROJECTS YOU WILL HEAR ABOUT,
HOW WE CHANGED OUR EMERGENCY
MANAGEMENT PLANNING POLICIES SO
THAT IT IS MORE INCLUSIVE, AND
WE REALLY HEAR A LOT FROM THE
COMMUNITY THAT WE SERVE. WE'LL
ALSO TALK TO YOU BRIEFLY ABOUT
WORKFORCE RALLYING POINTS.
A PROGRAM WE CALL STOP THE
BLEEDING WHICH IS A DISASTER
SKILLS TRAINING, AND ALSO OUR
COMMUNITY SAFETY AMBASSADOR
PROGRAM.
SO, NEXT SLIDE, THEN I WILL
HAND IT TO SEE A.
>> THANKS, CURRY.
SO WHEN DEVELOPING EMERGENCY
PLANS, OEM SERVES AS A
CONVENER.
WE HOLD THE PEN AND RELY ON THE
VARIOUS DEPARTMENTS AND
ORGANIZATIONS WE SPEAK TO TO
DESCRIBE THEIR CAPABILITIES,
WHICH THEN BECOME THE
FOUNDATION OF THE CITY'S
RESPONSE PLANS.
WE HAVE GREAT PROCESSES AND
STANDING COMMITTEES AND PLAY
FOR COLLECTING THIS INPUT FROM
OTHER DEPARTMENTS AND FROM
PARTNER ORGANIZATIONS, BUT
HISTORICALLY, THE COMMUNITY
INPUT ON PLAN HAS BEEN
PRIMARILY PROVIDED BY
PREDOMINATELY WHITE VOLUNTEER
GROUPS . AND OBVIOUSLY, THIS
CAN LEAD TO THE MISMATCH WE
SOMETIMES SEE WHERE THE CITY'S
SERVICES DURING DISASTER ARE
GOING UNREALIZED, WHAT THE
COMMUNITY'S NEEDS REMAIN
UNADDRESSED.
EARLY LAST YEAR, WE FINALIZED A
POLICY THAT DOVETAILS WITH OUR
OFFICE'S EXISTING OUTREACH PLAN
AND EXPLICITLY DEFINES HOW WE
WILL CONDUCT COMMUNITY FOCUSED
OUTREACH FOR DIFFERENT KINDS OF
DOCUMENTS.
BY BETTER UNDERSTANDING OUR
BIPOC COMMUNITY'S NEEDS DURING
DISASTERS, WE CAN IMPROVE OUR
PLANS OVERALL AND ESPECIALLY
OUR PLANS AND ASSUMPTIONS
AROUND HELPING THE CITY'S MOST
VULNERABLE COMMUNITY MEMBERS
DURING DISASTERS.
NEXT SLIDE?
>> SO, HERE ARE A FEW OF THE
RSJ BENEFITS.
AT A VERY HIGH LEVEL, JUST
HAVING THE POLICY HAS IMPROVED
THE TRANSPARENCY OF OUR
GOVERNMENT PROCESSES, SO PEOPLE
CAN UNDERSTAND HOW THEY MIGHT
PROVIDE INPUT INTO THE PLANNING
PROCESS , AND IT HAS
INSTITUTIONALIZED THE NEED TO
SPEAK TO THE PEOPLE WHO WOULD
BE MOST DIRECTLY IMPACTED BY
DISASTER RESPONSE PLANS.
AT A MORE PRACTICAL LEVEL,
IMPLEMENTING THE POLICY IS
PROVIDING VALUABLE INPUT INTO
SPECIFIC PLANS.
WE WILL BE UPDATING THE CITY'S
EVACUATION TO OUR OUTREACH TEAM
CONDUCTED A PILOT FOCUS GROUPS
TO UNDERSTAND THE COMMUNITY'S
NEEDS AND EXCITATIONS AROUND
EVACUATION, HOW THEY WOULD
EXPECT TO BE NOTIFIED, WHAT
WOULD ENCOURAGE THEM OR PREVENT
THEM FROM TAKING ACTION, AND SO
ON.
IN THE COMING WEEKS, WE'LL BE
CONDUCTING FOCUS GROUPS ON
EXTREME HEAT, THEN WE CAN TAKE
WHAT WE LEARNED FROM THAT TO
OUR COLLEAGUES WITHIN THE CITY
AND WITH PARTNER ORGANIZATIONS
TO DISCUSS HOW WE CAN
COLLECTIVELY IMPROVE OUR
RESPONSE.
SOME OF THE CITIES' EMERGENCY
PLANS ARE MORE INTERNAL FACING,
SO THE COMMUNITY WE NEED TO
GATHER INPUT ON FROM IS THE
CITY WORKFORCE, AND THE
WORKFORCE RALLYING POINTS ARE
AN EXAMPLE OF THIS, AND I WILL
DISCUSS MORE IN THE NEXT SLIDE.
ONE LESSON WE LEARNED THAT WE
IMPLEMENTED THIS NEW POLICY IS
THE IMPORTANCE OF REIMBURSING
COMMUNITY PARTNERS FOR THEIR
TIME AND INPUT IN OUR PLANNING
PROCESSES.
THIS IS SOMETHING OUR OFFICE
HAS NOT HAD THE BUDGET FOR IN
THE PAST, AND SO FOR THE CURRENT
AND PLANNED OUTREACH WE HAVE
RIGHT NOW AS CURRY MENTIONED,
WE'VE BEEN ABLE TO USE ONE-TIME
FUNDING SUCH AS URBAN SECURITY
INITIATIVE FUNDING, BUT AS TEY
WILL DISCUSS MORE, THE SPENDING
IS UNRELIABLE.
NEXT SLIDE?
>> CATASTROPHIC EARTHQUAKE
WOULD DAMAGE TRANSPORTATION AND
COMMUNICATIONS INFRASTRUCTURE,
PREVENTING CITY STAFF FROM
REACHING THEIR WORK ASSIGNMENTS
AND PREVENTING REMOTE WORK,
WHILE SIMULTANEOUSLY CREATING
AN UNPRECEDENTED NEED FOR
SKILLED WORKERS. THE WORKFORCE
RALLYING POINTS ARE A STRATEGY
TO ADDRESS THIS, AND I DO WANT
TO EMPHASIZE THAT OUR
CONSTRUCTS SPECIFICALLY FOR THE
BIG ONE, A BIG ONE THAT CAUSES
SYSTEMWIDE COMMUNICATIONS AND
TRANSFORMATION FAILURES.
A WORKFORCE RALLYING POINT IS
ESSENTIALLY A PREDETERMINED
LOCATION FOR CITY STAFF WHO ARE
UNABLE TO MAKE IT TO THEIR
NORMAL WORK LOCATION CAN SHOW
UP AND BE CONNECTED WITH THE
CITYWIDE RESPONSE AND GUIDANCE
VIA AMATEUR RADIO OPERATORS.
THIS PLANNING ADVANTIS EQUITY
BY SUPPORTING DECENTRALIZED
RESPONSE AND DECISION-MAKING,
MEANING THE RESPONDERS THAT ARE
ON THE GROUND IN AN IMPACTED
NEIGHBORHOOD WHO, BY DESIGN,
ARE MORE LIKELY TO LIVE IN THAT
NEIGHBORHOOD, ARE THE ONES
DETERMINING THAT COMMUNITY'S
NEEDS. WE'RE STRUCTURING THE
GUIDANCE AT THE RALLYING POINTS
TO IDENTIFY KEY COMMUNITY
LIFELINES AND GATHERING PLACES
WHERE STAFF SHOULD GO TO LEARN
ABOUT SPONTANEOUS COMMUNITY
RESPONSE EFFORTS AND HEAR FROM
THE COMMUNITY WHAT THEIR GAPS
ARE.
WE'RE BUILDING GUIDANCE TO
EMPHASIZE SUPPORTING AND
EMPOWERING COMMUNITY RESPONSE
BECAUSE WE KNOW THAT AFTER
CATASTROPHIC DISASTER,
GOVERNMENT ALONE WILL NOT BE
ENOUGH.
WE'RE DOING WORK NOW IN THE
INITIAL PLANNING STAGES TO
BRING IN LABOR PARTNERS AND
FRONTLINE STAFF TO ENSURE WE DO
THIS PLANNING WITH INTERNAL
STAFF EQUITY CONSIDERATIONS IN
MIND.
AND WE ARE STILL IN THE EARLY
STAGES OF PLANNING, SO PERHAPS
NEXT YEAR, WE'LL BE ABLE TO
PRESENT A FOLLOW-UP IN HOW
SUCCESSFUL WE WERE IN THESE
AREAS.
NEXT SLIDE, AND TEY, I WILL
HAND IT OVER TO YOU.
>> BIG MAC, LUCIA.
A TIE, EVERYONE.
I AM TEY THACH . AT OEM, I WILL
BE TALKING ABOUT TWO PROGRAMS
IN OUR COMMUNITY ENGAGEMENT
TEAM, AND THE FIRST ONE IS
THOUGHT WOULD LEAD.
AS MENTIONED EARLIER, THIS IS
GRANT FUNDED.
BY THE UASI GRANT.
STOPPED THE BLEED IS A NATIONAL
PROGRAM THAT TEACHES
INDIVIDUALS HOW TO STOP A
PERSON FROM BLEEDING OUT,
WHETHER IT BE HOW TO USE A
TOURNIQUET OR HOW TO PACK A
WOUND, AND THE OUTCOME FOR THIS
PROGRAM IS FOR BIPOC AND
UNDERSERVED COMMUNITY MEMBERS
TO BE PREPARED TO RESPOND TO A
MASS CASUALTY EVENT OR INCIDENT
HERE YOU KNOW, THE GENERAL GOAL
IS TO SAVE LIVES.
WE PARTNER WITH COMMUNITY-BASED
ORGANIZATIONS OR NONPROFIT
ORGANIZATIONS TO TRAIN STAFF ON
STOP THE BLEED, AND THE PROGRAM
IS CURRENTLY MANAGED BY AN
INDIVIDUAL IN OUR TEAM, BUT WE
HAVE VOLUNTEERS GO OUT AND
TEACH THE SKILLS . TO BE ABLE
TO GO OUT AND TEACH STOP THE
BLEED, YOU MUST BE A PARAMEDIC,
RN, PHYSICIAN'S ASSISTANT,
MEDICAL DOCTOR WHO HAS
SUCCESSFULLY COMPLETED EIGHT
BLEEDING CONTROL PROVIDER
COURSE.
CURRENTLY, WE HAVE SIX
VOLUNTEERS GOING OUT TO TEACH,
AND THE PROGRAM STARTED IN 2018
, AND WE TAUGHT 621 INDIVIDUALS
SINCE 2018, BUT DUE TO COVID,
THE NUMBER WAS NOT AS BIG AS WE
ALL WANTED IT TO BE, BUT WITH
RESTRICTIONS LIFTING, YOU KNOW,
RECENTLY, OUR LAST CLASS, WE
TAUGHT SEATTLE ARMORY SERVICES
CLASS, AND WE HAD 66 ATTENDEES,
SO WE EXPECT THE NUMBER OF
INDIVIDUALS TAUGHT TO INCREASE
THIS YEAR. WE HAVE PURCHASED 85
STOP THE BLEED KITS WHICH WE
DISTRIBUTED TO NONPROFIT AND
COMMUNITY-BASED ORGANIZATIONS IN
THE SEATTLE AREA, AND WE HOPE
TO GET THOSE STAFF FROM THOSE
NONPROFITS TRAINED UP ON STOP
THE BLEED.
AGAIN, IT IS FUNDED BY UASI,
SO IT HAS THE TERRORISM TIED TO
IT , SO WE ARE LOOKING TO TRAIN
ORGANIZATIONS THAT HAVE HIGH
FOOT TRAFFIC, BUT WE HOPE TO BE
ABLE TO NOT BE SO RELIANT ON
THE UASI GRANT ANYMORE AND TO
FOCUS TRAINING SEATTLE FOLKS ON
HOW TO STOP THE BLEED IN A MORE
INDIVIDUAL BASIS AND FOR
GENERAL COMMUNITY, NOT JUST
STAFF THAT WORKS COMMUNITY-
BASED ORGANIZATIONS, SO THAT IS
ONE PROGRAM.
THAT THE REAL QUICK QUESTION ON
THAT ONE?
THANK YOU.
CAN YOU JUST -- IS THERE AN
ANNUAL MS WITH COVID, THE
NUMBERS HAVE REDUCED.
IS THERE AN ANNUAL GOAL FOR THE
NUMBER OF TRAININGS YOU STRIVE
TO DO, AND JUST TALK A LITTLE
BIT MORE ABOUT HOW YOU CAN AND
THAT'S HOW YOU ARE ASSURING
THAT YOU ARE REACHING THE TARGET
POPULATION, SPECIFICALLY BY
POCKET UNDERSERVED COMMUNITY
MEMBERS.
THE GOAL, IT'S AS MANY PEOPLE
AS POSSIBLE, AND WE ARE LOOKING
AT COMMUNITY-BASED
ORGANIZATIONS THAT SERVE BIPOC
COMMUNITIES, SO THAT IS HOW WE
TARGET OUR ORGANIZATIONS IF WE
GO ON THE WEBSITE AND SAY THEY
MAKE A COMMENT ABOUT THEIR
FOCUS IS ON BIPOC UNDERSERVED
COMMUNITY SPIRIT WE INVITE THEM
TO APPLY FOR A STOP THE BLEED
KIT, AND EVERYONE IS WELCOME TO
APPLY.
BUT WE DO TARGET THOSE
COMMUNITIES AND MAKE SURE THAT,
HEY, THIS IS FREE. THE KIT IS
FREE, AND WE PROVIDE TRAINING
FOR YOU.
DOES THAT ANSWER THE QUESTION?
>> I REMEMBER A FEW YEARS AGO,
I RECEIVED AN ADVOCACY REQUEST
TO GET THIS PROGRAM IN THE
PUBLIC HIGH SCHOOLS. I'M
WONDERING IS THERE A PROGRAM
LIKE THIS IN THE HIGH SCHOOLS?
>> NOT TO MY KNOWLEDGE. WE ARE
IN THE BEGINNING STAGES OF
TRYING TO START A YOUTH PROGRAM
WITH SEATTLE PUBLIC SCHOOLS IN
MIND, AND I THINK STOP THE
BLEED WOULD BE GREAT FOR THEM.
>> THANK YOU.
>> ALL RIGHT. THE SECOND
PROGRAM IS THE COMMUNITY SAFETY
AMBASSADORS PROGRAM, AND THIS
PROGRAM HAS BEEN AROUND SIX
SINCE 2014, AND IT IS FUNDED BY
A UASI GRANT.
THE RSJI . AS CURRY MENTIONED
EARLIER ON DISASTERS IMPACT LOW
INCOME BIPOC FOLKS THE MOST,
AND WITH COMMUNITY SAFETY
AMBASSADORS, THEY ARE
INDIVIDUAL VENDORS THAT ARE
MULTILINGUAL. SOME SPEAK THREE
LANGUAGES, WHO LIVE IN THE
SEATTLE AREA, AND THEY ARE
TRAINED IN DISASTER
PREPAREDNESS , AND THEY GO OUT
AND PROVIDE OUTREACH AND
ENGAGEMENT TO THEIR LANGUAGE
COMMUNITY.
WE CURRENTLY HAVE CSAS
PROVIDING OUTREACH AND
ENGAGEMENT IN 12 LANGUAGES.
HERE ARE JUST SOME PICTURES OF
CSAS IN ACTION. THEY GO OUT AND
PRESENT ON TOPICS SUCH AS
DISASTER PREPAREDNESS, HEAT AND
WINTER PREPAREDNESS, ALERT
SEATTLE EDUCATION, WHICH ALERTS
SEATTLE IS THE CITY'S OFFICIAL
ALERT AND WARNING SYSTEM, SO
THEY TEACH FOLKS HOW TO SIGN UP
FOR THAT TODAY TEACH CPR
EDUCATION, 911 EDUCATION,
DISASTER SKILLS CLASSES, AND
DISASTER SKILL CLASSES INCLUDE
HOW TO USE A FIRE EXTINGUISHER,
HOW TO SHUT OFF YOUR GAS AFTER
A MAJOR DISASTER, HOW TO CLEAN
WATER, ALL IN LANGUAGE.
IT'S IMPORTANT TO NOTE NOT JUST
IN LANGUAGE, BUT CSAs ALSO
PROVIDE A CULTURAL KNOW-HOW, A
CULTURAL LENS TO THE COMMUNITY
THAT THEY TEACH BECAUSE THEY DO
COME FROM THAT COMMUNITY.
AND I SAY THAT BECAUSE, YOU
KNOW, NOT ALL CULTURES, NOT ALL
CULTURES VIEW DISASTER
PREPAREDNESS THE SAME WAY.
SO, THEY BRING THAT
UNDERSTANDING ON HOW TO ENGAGE,
AND THEY NOT ONLY GO OUT AND
TEACH CLASSES, BUT THEY ALSO
PROVIDE ME WITH FEEDBACK ON,
OKAY, THIS PRESENTATION WOULD
WORK FOR THIS COMMUNITY, OR YOU
SHOULD APPROACH THIS TOPIC THIS
WAY, SO THEY, AGAIN, PROVIDE
CULTURAL KNOW-HOW.
COMMUNITIES THAT THEY WORK WITH
, LEP COMMUNITIES, BIPOC
COMMUNITIES, ELDERLY
COMMUNITIES, LOW INCOME
COMMUNITIES, AGAIN, ALL
POPULATIONS THAT WE KNOW ARE
IMPACTED MORE BY MAJOR
DISASTERS.
UNDER THE CSA PROGRAM, WE ALSO
WORK WITH COMMUNITY-BASED
ORGANIZATIONS THAT HELP US CAST
A WIDER NET TO THE POPULATIONS
WE WANT TO SERVE, SO IN THE PAST
THREE YEARS, WE'VE HAD
PARTNERSHIPS WITH INTERNATIONAL
RESCUE COMMITTEE, PACIFIC
ISLANDER COMMUNITY, AND VILLA
COMUNITARIA.
WE PRINT MATERIALS, GETTING
THINGS TRANSLATED, PAYING CSAs
FOR THEIR TIME.
AGAIN, IT IS ALL FUNDED BY THE
UASI GRANT THAT WILL PROBABLY
NOT BE HERE IN THE NEXT YEAR OR
SO. AND, YOU KNOW, THAT IS THE
CSA PROGRAM.
IT'S BEEN AROUND SINCE 2015,
AND IT IS STILL GOING STRONG,
AND WE'RE CONTINUING TO LOOK
FOR FUNDING FOR THAT PROGRAM AS
WELL.
AND I THINK THIS NEXT SLIDE IS
CURRY.
>> GREAT, THANKS VERY MUCH, TEY
AND LUCIA.
REALLY APPRECIATE IT.
JUST TO SUM THINGS UP AND GIVE
YOU ANOTHER LENS TO LOOK AT
WHAT IT IS WE'VE BEEN WORKING
ON.
SO, OUR ACCOMPLISHMENTS LAST
YEAR INCLUDED ONE, REALIGNING
STOPPING FOR EQUITABLE
ENGAGEMENT, SO MOVING FORWARD,
WE ARE TALKING ABOUT THE
VOLUNTEER PROGRAM THAT HAD KIND
OF THE SAME GROUP OF PEOPLE ALL
THE TIME, SO THAT PLANNER
POSITION REALLY LOOKS AT HOW WE
ENGAGE DIFFERENT PARTS OF THE
COMMUNITY TO GET REALLY GOOD
DATA ON HOW OUR PLANNING
EFFORTS AFFECT PEOPLE AND
WHETHER OR NOT THAT MAKES SENSE
TO THEM.
THE IMAGE THAT YOU SEE HERE IS
PART OF OUR -- THE WAY THAT WE
LOOK AT THE ANALYSIS OF
EARTHQUAKE IMPACTS, SO PART OF
OUR SEATTLE HAZARD
IDENTIFICATION AND
VULNERABILITY ANALYSIS, WHICH
IS PART OF OUR OVERALL
EMERGENCY PLANNING, BUT ALSO
PART OF OUR PLANNING EFFORTS
INCLUDING MITIGATION.
WE HAVE LOOKED AT NOT ONLY WHO
IS GOING TO BE IMPACTED, BUT
WHAT MAKES THEM VULNERABLE,
WHETHER IT'S THE NEIGHBORHOOD
THEY LIVE IN, WHETHER OR NOT
THEY HAVE ACCESS TO A HIGHWAY
OR ACCESS TO RESOURCES, SO
THERE IS A SOCIAL VULNERABILITY
PIECE THAT IS RATED AS PART OF
THAT HAZARD IDENTIFICATION, SO
IT'S NOT JUST WHAT ARE THE
HAZARDS, BUT HOW DOES IT AFFECT
THE PEOPLE THAT ARE CLOSE BY.
WE ALSO DID SOME WORK THIS PAST
YEAR WITH THE AFGHAN COMMUNITY
OUTREACH UNDER THE CSA PROGRAM,
AND ALSO, THE INTERNATIONAL
RESCUE COMMITTEE TO PROVIDE
DISASTER PREPAREDNESS EDUCATION
FOR NEWLY ARRIVED IMMIGRANTS
FROM THE AFGHAN COMMUNITY,
LETTING THEM KNOW WHAT ARE THE
HAZARDS IN SEATTLE, HOW DO THEY
PREPARE FOR THOSE, AND WHO ELSE
COULD THEY CONNECT WITH.
WE ALSO MADE SURE THAT OUR
APPLICATION PROCESS FOR PARTNER
ORGANIZATIONS TO BE ENGAGED
WITH US OR TO APPLY FOR GRANTS
HAD THE LOWEST BARRIER
POSSIBLE, INCLUDING PROVIDING
SOMEONE THAT WOULD HELP THEM GO
THROUGH THAT PROCESS AND REALLY
UNDERSTAND WHAT THE APPLICATION
IS ABOUT AND HOW BEST TO ACCESS
THOSE RESOURCES. WE'RE ALSO
REALLY PROUD OF THE SEISMIC
RETROFIT OF THE APARTMENTS THAT
WAS COMPLETED LAST YEAR.
THAT WAS AN UNREINFORCED
MASONRY BUILDING. THIS PROJECT
WAS THE FIRST TIME THAT A
PARTNER ORGANIZATION THAT WAS
NOT A GOVERNMENT ORGANIZATION
COULD APPLY FOR THAT MITIGATION
MONEY TO DO THAT RETROFIT, AND
THEY WERE SUCCESSFUL IN DOING
THAT AND PARTNERING WITH US AND
LEARNING THE ROPES AND
EVERYTHING FOR A FEMA
APPLICATION, SO THAT WAS JUST
FINISHED.
IT'S VERY EXCITING THAT THE
BREHMER APARTMENTS ARE VERY
CLOSE BY HERE IN DOWNTOWN
SEATTLE.
SO, NEXT SLIDE, PLEASE?
>> SO, JUST WRAPPING UP, I'M
HAPPY TO ANSWER ANY QUESTIONS
THAT YOU MAY HAVE ABOUT OUR
PRESENTATION.
>> THANK YOU AGAIN FOR INVITING
US AGAIN.
I DO HAVE A COUPLE ADDITIONAL
QUESTIONS, BUT I WILL PAUSE TO
SEE IF ANY OTHER COUNCILMEMBERS
MAY HAVE SOME BEFORE I GO AHEAD.
ALL RIGHT, NOT SEEING ANY.
MAYBE THEY WILL CHIME IN
AFTERWARDS, BUT I JUST WANT TO
TALK A LITTLE BIT MORE ABOUT
EARTHQUAKE TRAINING EXERCISES.
YOU KNOW, WE HAVE HEARD THE
MESSAGE THAT INDIVIDUALS WILL
BE EXPECTED TO TAKE CARE OF
THEMSELVES FOR AT LEAST THE
FIRST 10 DAYS AFTER A MAJOR
EARTHQUAKE. I APPRECIATE
UNDERSTANDING A LITTLE BIT FOR
THE CITY STAFF RESPONSE HUBS
THROUGHOUT THE CITY NEARBY
WHERE PEOPLE LIVE IN ORDER TO
INJECT SOME EQUITY PRINCIPLES TO
THE CITY RESPONSE. I'M
WONDERING ARE THERE OTHER THINGS
THAT THE CITY IS DOING TO HELP
REPAIR AND SUPPORT VULNERABLE
BIPOC COMMUNITIES WHO AREN'T IN
A POSITION TO SET ASIDE
RESOURCES TO MAINTAIN THEMSELVES
FOR AT LEAST 10 DAYS, AND I
WANT TO UNDERSTAND A LITTLE BIT
ABOUT WHETHER OR NOT THIS
YEAR'S EARTHQUAKE TRAINING AND
EXERCISES ADDRESS THE TOOLS AND
RESOURCES NEEDED TO HELP BIPOC
COMMUNITIES AFTER A MAJOR
EARTHQUAKE, OKAY?
OH GREAT, THANK YOU FOR THAT
QUESTION.
ALWAYS LIKE TALKING ABOUT
EARTHQUAKE PREPAREDNESS.
SO, IN ADDITION TO BEING
CONCERNED ABOUT THOSE MOST
PORTABLE AND BIPOC COMMUNITIES
IN PARTICULAR, WE REALLY ARE
FOCUSED ON HELPING EVERYBODY
THAT LIVES AND WORKS AND PLAYS
OR IS IN SEATTLE AT ANY TIME,
SO THERE IS TWO THINGS.
ONE IS HELPING THOSE WHO DO
HAVE THE RESOURCES TO
UNDERSTAND WHAT IT IS THEY NEED
TO DO, SO THEY CAN BE ON THEIR
OWN, AND WE CAN FOCUS ON THOSE
WHO WERE NOT ABLE TO DO THAT.
A COUPLE THINGS WE DO RELATED
ARE -- THE WORKFORCE RALLYING
POINT AS PART OF THAT EFFORT TO
HELP COMMUNITIES IS BECAUSE
MOST LIKELY WITH THE
CATASTROPHIC EARTHQUAKE, THEY
WILL BE GEOGRAPHICALLY ISOLATED
AREAS THROUGHOUT THE CITY BASED
ON HOW THE DAMAGE OCCURS TO
BRIDGES, FREEWAYS, OVERPASSES,
ALL OF THOSE THINGS WILL MAKE
IT SO THERE ARE COMMUNITIES
THAT ARE ISOLATED AND CAN'T GET
TO OTHER PLACES, SO BY HAVING
WORKFORCE RALLYING POINTS WHERE
WE CAN HAVE CITY WORKFORCE THAT
ARE TRAINED IN DIFFERENT
DISCIPLINES, SO NOT JUST
EMERGENCY MANAGEMENT, BUT
TRANSPORTATION OR, YOU KNOW,
HUMAN RESOURCES OR WHATEVER
THOSE DEPARTMENTS THAT MIGHT
HELP IS THAT THEY HAVE A
LOCATION WHERE THEY CAN RALLY,
IF YOU WILL, OR GO TO TO START
TO PROVIDE INFORMATION ABOUT
WHAT THE DAMAGE IS IN THAT
PARTICULAR AREA AND WORK WITH
OTHER CITY PERSONNEL TO GET
THOSE RESOURCES TO THOSE FOLKS,
SO THAT IS ONE PIECE.
THE OTHER WILL TAKE FUNDING,
BUT WE'RE ALSO LOOKING AT
HAVING COMMUNITY-BASED RESOURCES
PLACED THROUGHOUT THE CITY IN
THOSE AREAS THAT WE BELIEVE,
BASED ON HAZARD ANALYSIS AND
SEISMIC HAZARD ANALYSIS OF
WHERE THOSE COMMUNITIES WILL BE
IMPACTED AND ISOLATED, THEN
HAVING RESOURCES STRATEGICALLY
PLACE THERE.
WE HAVE BEEN LOOKING AT THAT
FOR A WHILE.
WE SOMETIMES CALL -- YOU MIGHT
HEAR THE TERM PREPAREDNESS
ISLANDS, AND IT WOULD BE
EXACTLY THAT, STRATEGICALLY
PLACED RESOURCES SO PEOPLE, IF
THEY ARE ISOLATED, DON'T HAVE
TO GO OUTSIDE.
THE COMMUNITY PREPAREDNESS IS
ALSO AN IMPORTANT PIECE FOR
PEOPLE WHO CAN'T, FOR WHATEVER
REASON, SPACE REASONS, INCOME,
THEY ARE WORRIED ABOUT WHAT
THEY ARE DOING ON A DAY-TO-DAY
BASIS AND DON'T HAVE TIME TO
PLAN FOR PREPAREDNESS.
IF YOU DO THINGS IN THE
COMMUNITY AND WITH THE
COMMUNITY GROUP THE PEOPLE
ALREADY TRUST AND HAVE THEM DO
COLLECTIVE PREPAREDNESS
ACTIVITIES, THAT IS ALSO
HOPEFUL SO WE DON'T EXPECT
EVERYONE TO HAVE, YOU KNOW, A
BUNCH OF SUPPLIES IN THEIR
HOUSE OR GARAGE OR CAR, SO WE
ARE LOOKING AT A NUMBER OF
THOSE THINGS TO ADDRESS THOSE
ISSUES. ALSO, AWARENESS OF WHAT
THE HAZARDS ARE AND HOW YOU ARE
LIKELY TO BE ON YOUR OWN IS A
REALLY BIG PART OF PREPARING,
AND THAT GOES BACK TO WORKING
WITH THE CSAs, THE COMMUNITY
SAFETY AMBASSADORS TO
UNDERSTAND WHAT COMMUNITIES ARE
THINKING ABOUT AND TO ALSO GIVE
THEM SOME INFORMATION ABOUT HOW
THEY MIGHT BE ISOLATED FOR A
WHILE, WHERE TO GO TO GET THAT
COMMUNITY SUPPORT, AND PLUGGED
INTO THE PREPAREDNESS OF THOSE
ORGANIZATIONS.
>> SO, JUST TO BE CLEAR,
THOUGH, THERE AREN'T STOCKPILES
OF FOOD AND WATER TO SURVIVE 10
DAYS LOCATED IN AREAS WHERE WE
KNOW THERE ARE HIGH
CONCENTRATIONS OF BIPOC AND
VULNERABLE COMMUNITY SPIRIT
THAT IS SOMETHING WE'RE WORKING
TOWARDS.
IS THAT WHAT I AM HEARING?
OH YEAH, IT'S A LITTLE MORE
NUANCED THAN THAT BECAUSE THERE
ARE COMMUNITY ORGANIZATIONS
THAT DO HAVE SUPPLIES, SOME
FAITH-BASED ORGANIZATIONS AND
SOME OTHER COMMUNITY GROUPS DO,
SO WHERE THERE ARE CURRENTLY
SUPPLIES?
PART OF OUR JOB IS MAKING SURE
PEOPLE KNOW WHERE TO GET THAT.
>> BUT IF WE HAVE THE FUNDING,
ABSOLUTELY, WE WOULD HAVE,
SEVEN TO 10 PLACES THROUGHOUT
THE CITY WHERE WE KNOW YOU'RE
NOT GOING TO BE ABLE TO GO TO
THIS GRANT ARE THIS PART OF THE
FREEWAY IS LIKELY TO BE DOWN,
AND YOU'RE NOT GOING TO GET
PAST THAT.
WHERE IS THE COMMUNITY RESOURCE
HUB, IF YOU WILL, OR CASH OF
SUPPLIES ? THAT WOULD TAKE
ADDITIONAL FUNDING FOR US TO BE
ABLE TO DO THAT, BUT WE'RE
ALREADY PLANNING WHAT THAT
WOULD LOOK LIKE AND HOW TO
PROPERLY INVEST STRATEGICALLY
PLACED RESOURCES, SO YEAH, I
APPRECIATE THE QUESTION.
THANK YOU.
>> THANK YOU.
WE DON'T HAVE ANY ADDITIONAL
QUESTIONS.
NOT SEEING ANY FROM MY
COLLEAGUES.
AGAIN, REALLY APPRECIATE ALL
THE CARE THAT GOES INTO THIS
WORK, CARE FOR OUR CITY AND
CARE FOR THE RESILIENCY OF OUR
RESIDENTS, SO AGAIN, THANK YOU
FOR BEING WITH US TODAY.
>> THANK YOU FOR HAVING US.
I APPRECIATE THE OPPORTUNITY.
THANK YOU.
>> THANK YOU.
>>> ALL RIGHT, WILL CLICK READ
EVENT ITEM NUMBER THREE?
>> MEETING AGENDA NUMBER THREE,
SEATTLE POLICE DEPARTMENT
STRATEGIC PLAN .
>> THANK YOU SO MUCH.
WE ARE JOINED BY IN SEATTLE
INTERIM CHIEF ADRIAN DIAZ AND
THE CHIEF OPERATING OFFICER,
BRIAN MAXEY HERE THEY ARE BOTH
HERE TO PRESENT THE SEATTLE
POLICE DEPARTMENT'S STRATEGIC
PLAN.
APPRECIATE THE NOTE IN THE
FOREWORD OF THE STRATEGIC PLAN.
IS GOING TO MAKE A POINT OF
THIS BEFORE WE JUMP IN.
THIS IS NOT A CLOSED PLAN, AND
THAT YOU ENCOURAGE ENGAGEMENT
AND IDEAS. THANK YOU SO MUCH,
AND I WILL HAND IT OVER. THANK
YOU FOR BEING WITH US TODAY.
>> THANK YOU FOR HAVING THE.
THANK YOU, FOLKS, CHAIR HER BOLD
. I FIRST WANT TO ACKNOWLEDGE,
START OFF WITH ACKNOWLEDGMENT
REGARDING THREE HOMICIDES
WITHIN THE LAST FIVE DAYS.
EACH OF THESE INCIDENCES, THE
VICTIM HAS BEEN HOMELESS FOR
THE CENTRAL DISTRICT, THE
CHINATOWN INTERNATIONAL
DISTRICT, AND THE U DISTRICT
COMMUNITIES HAVE ALL BEEN
IMPACTED.
WE CONTINUE TO SEE THAT
ESCALATION OF GUN VIOLENCE,
WHICH IS ALMOST DOUBLE SINCE
LAST YEAR BUT OFFICE OF
RESPONDED TO OVER DOZENS OF 911
SHOTS FIRED CALLS THIS LAST
WEEK AND.
ALL THE CALLS WERE ABLE TO
RECOVER SHELL CASINGS A BULLET
DAMAGE, BUT WE KNOW OUR
COMMUNITY CONTINUE TO FEEL THIS
VIOLENCE.
WE'VE HAD OVER 95% INCREASE IN
MORE SHOTS FIRED, WITH 171%
INCREASE IN PEOPLE BEING SHOT
COMPARED TO LAST YEAR.
THE LAST YEAR WAS ONE OF OUR
HIGHEST YEARS WE COULD ACTUALLY
HAVE ON RECORD . WE CONTINUE TO
WORK IN STRATEGIES TO DEAL WITH
COMMUNITY VIOLENCE FOCUSED ON
COMMUNITY INTERVENTION,
ANALYTICS PREVENTION, A
CHANGING ENVIRONMENT, AND
ENFORCEMENT.
HOW DO WE KNOW THERE ARE
LIMITED RESOURCES?
TWO YEARS AGO, WE WERE MOVING
FORWARD.
OUR DEPARTMENT, WAS IN THE
DIRECTION OF CHANGE.
SINCE GEORGE FLOYD WAS
MURDERED, WE'VE HAD A MASSIVE
CHANGE IN OUR CITY IN REGARDS
TO POLICING.
THE SEATTLE POLICE DEPARTMENT
HAS HIT THE RESET BUTTON, AND
DURING THIS TIME, I'VE HAD TO
ADJUST TO MAKE CHANGES TO A
DEPLOYMENT THROUGHOUT THE
DEPARTMENT.
WE HAVE WORKED TO BUILD A
STRATEGIC PLAN FOR THE FUTURE
POLICING IN SEATTLE.
IT LAYS THE FOUNDATION FOR
COMPASSION AND EMPATHETIC
DEPARTMENT AND WE SOLVED THE
PROBLEM BY CREATING IN ABOUT OF
APPROACHES TO SAFETY.
IN OTHER WORDS, WE ARE HERE TO
HELP YOU.
THAT IS WHAT WE HAVE DONE AND
CONTINUE TO DO.
IN BUILDING A STRATEGIC PLAN,
WE MUST BE ABLE TO ACCOMPLISH .
WE WORKED WITH THE SEATTLE
FIREMEN TO ESTABLISH THE
COUNTRY'S COVID TESTING. WE
DISTRIBUTED FOOD AND SUPPLIES
TO PORTABLE COMMUNITY FOR
RELAUNCH THE ACTIVE BYSTANDER
TRAINING FOR LAW ENFORCEMENT
TRAINING FOR THIS TRAINING IS
USED TO GIVE EMPLOYEES TOOLS
AND SKILLS TO INTERVENE IN
MISCONDUCT, AND WE CONTINUE TO
SEE OFFERS A COMPLAINTS DROP.
WE CHANGED OUR POLICIES AND
TACTICS REGARDING CROWD
MANAGEMENT COULD WE HAVE NOT
DEPLOYED CONTROL TOOLS OR
WEAPONS IT SEPTEMBER 26 AT 2020
AND OCTOBER 3rd, 2020.
THAT IS 18 MONTHS.
WE HAVE UNDERTAKEN A COPPERHEAD
TO REVIEW OF THESE TOOLS AND
ARE LAUNCHING THE PILOT OF A
BOLO WHIP.
WE NOW HAVE A POLICY IN PLACE.
WE CONTINUE TO PARTICIPATE AND
LEARN FROM THE OFFICER
INSPECTOR GENERAL REVIEW
PROCESS . WE CONTINUE TO ENGAGE
COMMUNITY AND PEACE DIALOGUE
SESSIONS BY IMPACTING
COMMUNITIES.
WE CONTINUE TO HAVE 42% OF OUR
HIRES FROM DIVERSE COMMUNITIES.
MORE IMPORTANTLY, WE CONTINUE
TO SEE OFFICERS DOING AMAZING
WORK HERE WE CONTINUE TO SEE
SOME OF THE HIGHEST AMOUNT OF
CALLS FOR HOSTAGE NEGOTIATION
TEAM AND PUTTING S.W.A.T.
EVEN BARRICADED IN CRISIS
SITUATIONS, AND ALMOST ALL
HANDLED WITH NO FORCE EVER
BEING USED.
AS I PRESENTED A FEW WEEKS AGO,
WE WERE MOVING TOWARDS
RELATIONAL POLICING MODEL.
IN THE COMING MONTHS, WE WILL
WATCH.
PREVIOUSLY, THIS WAS REFERRED
TO AS. WE ARE GOING TO BE
UTILIZING VIRTUAL REALITY TO
TRAIN OFFICERS.
WE ARE LAUNCHING THE FIRST IN
THE COUNTRY MODEL FOCUS ON
EQUITY AND EQUALITY IN
POLICING, KNOWN AS EAU, EQUITY,
ACCOUNTABILITY, AND UNITY.
>> THAT IS A MUCH BETTER
BRANDING FOR THE BRANDING
RATHER THAN PREBIA.
>> BEFORE THE BADGES.
THIS WILL BE ROLLED OUT IN
PHASES ON THE EAQ, WE KNOW
THERE ARE DISPARITIES TO
INCLUDE THE CRIMINA JUSTICE
SYSTEM, AND WE CONTINUE OVER
THE COURSE OF MY CAREER TO
CONDUCT A RESEARCH DOCUMENT
USING CENSUS DATA, KNOWING
THESE DISPARITIES.
AS REPORTS ARE DONE YEARS AT
THE POLICE WORK IS DONE.
WE NEED TO HAVE A BETTER MODEL,
WHICH CO MAXEY WILL GO TO
FURTHER DETAIL, BUT WE NEED A
MODEL THAT CAN GO INTO DATA
REAL-TIME, USING PROPENSITY
SCORE MATCHING THAT COINCIDES
WITH THE CO-VARIANTS.
IN DECISIONS, POLICIES,
TRAININGS, AND WELLNESS EFFORTS
AND TACTICS ALIGNED TO INTRA-
PUBLIC SAFETY WHILE PROTECTING
THE SAFETY OF EVERYONE.
WE ARE CONTINUE TO HIRE AND
BUILD AT THE COMMUNITY SERVICE
OFFICER PROGRAM FOR THIS
EXPANSION WILL INCREASE NEW
OPPORTUNITIES TO HAVING
CIVILIANS ENGAGE COMMUNITY,
FOLLOW UP ON CONCERNS, AND WORK
ON NONCRIMINAL CALLS NAVIGATING
SERVICES.
IT IS DIFFICULT WHEN THE
PERSONNEL ARE WORKING LONG
HOURS, RESPONDING TO MORE CALLS
FOR SERVICE THAN EVER BEFORE.
WE HAVE CREATED SIGNIFICANT
INVESTMENT INTO OFFSHORE
WELLNESS AND WE WILL CONTINUE
THESE INVESTMENTS AND EXPAND IT
WE KNOW A HEALTHIER OFFICER
WILL RESPOND IN A SAFE AND
HEALTHY WAY.
WE WILL CONTINUE TO TRAIN OUR
STAFF WITH THE BEST TRAINING
FOR A TRAINING ENVIRONMENT THAT
WE WILL BE CONDUCTING TRAINING
FOR ALL SUPERVISORS IN AN
OUTWARD AND GROWTH MIND-SET,
AND LAW ENFORCEMENT CASUALTY
CARE PROGRAMS.
WE HAVE CONTINUED TO INNOVATE
OUR POLICING.
WE CONTINUE TO SAVE LIVES WE
CONTINUE TO RESPOND TO 911
CALLS, WE CONTINUE TO HAVE A
STAFFING CRISIS.
WE'RE SEEING POSITIVE RESULTS
THAT WE ALL WORK TOGETHER TO
TACKLE ISSUES LIKE 12 AND
JACKSON AND THIRD AND PINED
THERE ARE A LOT OF AREAS
THROUGHOUT THE CITY OF SEATTLE
THAT NEED LEASING RESOURCES,
AND I'M COMMITTED TO ENSURING
WE HAVE FULL COVERAGE TO MAKE
SEATTLE SAY.
I'M PROUD OF WHAT WE'VE BEEN
ABLE TO ACCOMPLISH, AND I CAN
TURN IT OVER TO C.O.O.
MAXEY TO PROVIDE DETAILS
REGARDING EAQ, BUT IF THERE ANY
QUESTIONS, I CAN ALSO ANSWER
QUESTIONS AS WELL.
>> I WANT TO THANK YOU FOR
THIS OVERVIEW. DO I TAKE A
PAUSE IN CASE THEY ARE
QUESTIONS FOR THE CHIEF BEFORE
WE GO INTO THE PRESENTATION?
I DO HAVE ONE.
YOU MENTIONED IN THE LAUNCH, I
BELIEVE. YOU LET US KNOW WHEN
WE EXPECT THAT PILOT TO LAUNCH.
ALSO, ON THE ISSUE OF BUILDING
UP THE CSO STAFFING, WONDERING
IF YOU COULD LET US KNOW, SORT
OF, WHERE WE'RE AT ON THAT.
ARE WE ON TARGET FOR HIRES FOR
2022, AND ARE WE HAVING THE
SAME CHALLENGES ON RECRUITMENT
FOR CSOS AS WE ARE FOR OFFICERS?
OH YEAH, WE DID SEE A BIT OF A
DECLINE IN APPLICATIONS FOR
CSOS.
HOWEVER, WE ARE ON PACE TO DO
HIRING IN 2022 TO MEET THE
HIRING DEMANDS.
WE'VE ACTUALLY JUST DID
INTERVIEWS OVER THE LAST
SEVERAL WEEKS, AND SO I KNOW
THAT SOME OF THOSE INTERVIEWS
WILL THEN GO THROUGH THE
PROCESS OF OFFERING PEOPLE
EMPLOYMENT, THEN BACKGROUNDS,
AND THOSE BACKGROUNDS DO TAKE A
LITTLE BIT OF A TIME, BUT WE
ARE PREPARED TO MAKING SURE THAT
WE RUSH SOME OF THOSE
APPLICANTS TO THE BACKGROUND
PROCESS.
>> AND THE BOLAWRAP?
>> BOLAWRAP.
ON THE BOLAWRAP, THERE ARE A
COUPLE OF VERSIONS OF IT, SO
WE'RE LOOKING AT THE LATEST
VERSION.
THE LATEST VERSION USE THE
TECHNOLOGY VERY SIMILAR TO AN
AIRBAG DEPLOYMENT, SO THEY ARE
USING MICROCHIPS TO BE ABLE TO,
YOU KNOW, BE ABLE TO PUSH OUT
HOW THE WRAP IS ACTUALLY DONE,
AND IT IS A MUCH SAFER PROCESS.
>> WE DON'T WANT IT TO SOUND
LIKE A GUN YOUR TOPIC YOU WE
DON'T WANT IT TO SOUND LIKE A
GUN, SO WE WANT TO MAKE SURE WE
GET THE LATEST VERSION AND
MOVING THAT FORWARD BEFORE WE
ACTUALLY TEST IT OUT, SO THAT'S
WHAT WE'RE WAITING ON RIGHT
NOW.
>> DO YOU HAVE AN ETA ON THAT?
>> NO THAT, I DON'T KNOW.
IT'S REALLY UPON WAITING TO
MAKE SURE WE HAVE THE VERSION
TWO MODEL THAT ALLOWS US TO HAVE
A BETTER DEPLOYMENT YOUR TOPIC
I'M SORRY.
THE QUESTION, IS THE VERSION 2
MODEL AVAILABLE AND WE JUST
HAVE NOT ACQUIRED IT YET, OR IS
NOT AVAILABLE YET?
OH THAT IS WHAT THEY ARE
WORKING ON TO PUSH OUT HERE
THAT IS WHAT THE COMPANY IS
STILL WORKING ON, SO YEAR.
WE HAVE ACTUALLY A POLICY IN
PLACE READY TO TRAIN AND READY
TO MOVE EVERYTHING FORWARD ON
OUR SIDE.
>> THANK YOU.
>> DON'T NEED TO JUMP IN HERE.
WE WILL HAVE THE NEW MODEL AS
EARLY AS NEXT WEEK I THINK.
>> OH, THAT IS GREAT.
THANK YOU.
YOU HEARD IT HERE FIRST, FOLKS.
[ LAUGHTER ] ONE OTHER QUESTION
, AND BRIAN, IF THIS IS COVERED
IN YOUR PRESENTATION, I'M HAPPY
TO HOLD IT, BUT ON THE
>> OF OFFICER WELLNESS , AS A
HIGH-PRIORITY RETENTION POLICY
THAT WAS RECOMMENDED SEVERAL
YEARS AGO IN A RETENTION AND
HIRING STUDY THAT I THINK CAME
OUT IN 2019, MOVING THE STAFFING
TO A MODEL, AND I KNOW THAT THE
DEPARTMENT HAS BEEN
EXPERIMENTING WITH A PILOT TO
DO SO.
I'M WONDERING IF YOU CAN TALK A
LITTLE BIT MORE ABOUT THAT.
>> I CAN FOLLOW UP ON THAT.
WE ARE STILL WORKING WITH THE
UNION ON A SCHEDULE, JUST
WORKING OUT SOME OF THE
DETAILS.
ONE OF THE CONCERNS IN GENERAL
IS JUST THE STAFFING LEVEL AND
MAKING SURE THAT THERE IS NOT
SOME SORT OF MANDATORY
OVERTIME.
THE WHOLE GOAL IS TO, YOU KNOW,
FOR WELLNESS, AND PEOPLE WOULD
GET TIME OFF AND THEN TO PUT ON
SOME LEVEL OF MANDATORY
OVERTIME WOULD NOT BE IN THE
BEST INTEREST OF US, SO THOSE
ARE THINGS WE ARE STILL WORKING
THROUGH IN DETAIL, BUT WE KNOW
THAT GETTING MORE PEOPLE DAYS
OFF, SETTING THEIR DAYS OFF,
MORE RECOVERY TIME MAKES IT
MUCH MORE COMPETITIVE NOT ONLY
FOR OUR OFFICERS TO BE WELL, TO
HAVE A LEVEL OF WELLNESS, BUT
IT'S COMPETITIVE OR WITH OTHER
JURISDICTIONS AS WELL.
>> MY RECOLLECTION, MAYBE I AM
REMEMBERING INCORRECTLY, BUT
YOU HAD STARTED SEPARATE FROM
THE DISCUSSIONS WITH SPUD THAT
WE HAD ACTUALLY STARTED TO TRY
OUT A PILOT OF FORT ANN'S.
IS IT INCENTIVE TO MOVE FOLKS
OVER TO THE NEW UNIT THAT YOU
TEMPORARILY CREATED?
AM I REMEMBERING CORRECTLY?
IF I AM RIGHT, WERE THERE ANY
LESSONS LEARNED FROM THAT
PILOT?
>> SO OUR PATROL, OUR PATROL
DEPLOYMENT IS NOT ON A 4-10.
HOWEVER, OUR COMMUNITY RESPONSE
IS ON A 4-10.
THAT IS THE NEW GROUP I CREATED
IN 2020 TO BE ABLE TO RESPOND
TO THE EMERGING NEEDS AND ALSO
HAVE A TIME FRAME OF THEM
DURING THE CALLS PER SERVICE
DURING THE DAY, SO THEY HAVE
REALLY APPRECIATED THAT
SCHEDULE, AND MANY OF THEM
STAYED ON JUST BECAUSE OF THE
SCHEDULE CUTE EVEN THOUGH THE
HOURS HAVE CHANGED, YOU KNOW,
WHEN THEY WERE IN PATROL
SCHEDULE.
SO, THOSE ARE THINGS WE'RE ALL
LOOKING AT AND EVALUATING,
TAKING THAT INFORMATION AS WE
MOVE FORWARD ON THE 4-10S.
>> GREAT, THAT'S VERY HELPFUL.
I THINK THAT FOLKS HAVE STAYED
ON IN THAT UNIT FOR THE SCHEDULE
I THINK TELLS US A LOT.
APPRECIATE YOUR EFFORTS IN THAT
AREA, IMPORTANT AREA OF OFFICER
WELLNESS AND RETENTION.
THANK YOU.
BRIAN, DO YOU WANT TO TAKE IT
AWAY?
THAT PITCHER, COUNCILMEMBER,
AND THANK YOU FOR THE
OPPORTUNITY TO TALK ABOUT THE
EAQ, EQUITY, ACCOUNTABILITY AND
QUALITY PROGRAM WE ARE
DEVELOPING AT THE SEATTLE
POLICE DEPARTMENT.
FROM THE OUTSET, LET ME SAY I
HAVE A MASTERS IN PUBLIC
ADMINISTRATION AND ROUTINELY
USE DATA IN MY DAILY JOB TO
UNDERSTAND DEPARTMENT OPERATIONS
AND OFFICER ACTIVITIES.
I JUST GOT TO GET RIGHT OUT OF
YOU AND SAY I KNOW ENOUGH ABOUT
THIS PROGRAM CAN BE DANGEROUS.
THE MATH THAT IS INVOLVED IN
THIS AND THE ANALYTICS ARE AT A
LEVEL THAT I GRASP AND
UNDERSTAND, BUT I DO UNDERSTAND
THE FUNCTIONALITY OF THE
PROGRAM AND HOW IT'S GOING TO
BE VERY, VERY USEFUL TO THE
DEPARTMENT, SO I WILL SAY UP
FRONT THIS WILL BE AN
INTRODUCTION TO WHAT IT IS
WE'RE DOING, BUT IN ORDER TO
GET MORE IN DEPTH, WE'LL
PROBABLY WANT TO SCHEDULE A
FOLLOW-UP SESSION WITH SOME OF
OUR ACTUAL RESEARCHERS TO
PRESENT THE DETAILED
EXPLANATION FOR WHAT IS
HAPPENING HERE THAT BEING SAID,
THIS MATH, THESE COME LOOK IN
THE ANALYTICS THAT THE PROGRAM
USES, IT'S ALL OPEN SOURCE,
WE'RE GOING TO BE PUTTING IT OUT
PUBLICLY.
THERE IS NOTHING TO HIDE HERE.
WE ARE NOT DOING SOME SECRET
SAUCE MATH, SO IT WOULD BE
AVAILABLE FOR PUBLIC CONSUMPTION
TO PICK THIS APART, GIVE US
BETTER SUGGESTIONS ON HOW WE
CAN APPROACH THIS.
SO, WHAT IS THIS THING?
THE EQUITY, ACCOUNTABILITY, AND
QUALITY PROGRAM IS AN ADVANCED
ANALYTICS PROGRAM THAT ANALYZES
OUTCOMES, OFFICER ACTIVITY,
USING A CLINICAL RESEARCH MODEL
AND SCORING TO DETERMINE
PROCESSES ACROSS THE DEPARTMENT
. SO AS I THINK YOU ARE ALL
WHERE OH WHERE OF, AS PART OF
INCENTIVE, OF THE DEVELOPMENT
OF THE SEATTLE POLICE
DEPARTMENT DATA ANALYTICS
PLATFORM , AND THAT CONNECT
MOST DATA AROUND OFFICER
ACTIVITIES AND PERFORMANCE AND
ALLOWS THAT ANALYSIS AND
PRESENTATION OF THAT DATA.
HISTORICALLY, SPD HAS REPORTED
OUT ON OUR CRISIS CONTACTS, OUR
STOPS, ARRESTS, USE OF FORCE ,
AND A COMMON QUESTION HAS BEEN
ABOUT DISPARITIES THAT ARE
IDENTIFIED IN POLICE
ACTIVITIES.
WHETHER THOSE DISPARITIES ARE
DRIVEN BY POLICE BEHAVIOR OR
SIMPLY REFLECT THE DISPARITIES
GENERATED UPSTREAM OF
GOVERNMENT INTERACTION . AND,
YOU KNOW, I WOULD SUBMIT THE
ANSWER TO THAT HAS BEEN
PRIMARILY DRIVEN BY BELIEFS ,
NOT DATA, AND THERE ARE
MECHANISMS THAT HAVE BEEN USED
HISTORICALLY AS TO THROW
OFFICER ACTIVITY OR ANY
GOVERNMENT ACTIVITY OVER
POPULATION CENSUS DATA TO
DETERMINE WHETHER THERE IS ANY
DISPARITY IN COMPARING THE
OUTCOMES OF THE OFFICER
ACTIVITY AND THE REPRESENTATION
OF ANY DEMOGRAPHIC IN THE
CENSUS DATA.
THIS METHODOLOGY HAS BEEN LONG
DISPARAGED IN THE RESEARCH
COMMUNITY AS THE CENTER FOR
POLICING EQUITY SAID, THE
SCIENCE OF JUSTICE, RACE,
ARRESTS, POLICE USE OF FORCE.
POPULATION BENCHMARKS ONLY
PROVIDE A CRUDE METHOD FOR
ESTIMATING DISPROPORTIONALITY,
AND IN PARTICULAR, THEY DO NOT
ALLOW FOR CLEAR INFERENCE AS TO
WHETHER THE POLICE ACTIVITY IS
THE PROPORTIONATE TO PRESENCE
IN ANY PARTICULAR AREA OR TO
LEGITIMATELY PROVOCATIVE
BEHAVIOR.
AND BY DOING THIS TYPE OF
ANALYSIS, IT REALLY HAS PUT THE
SEATTLE POLICE DEPARTMENT ON
THE DEFENSIVE AND AT A
DISADVANTAGE BECAUSE THERE ARE
CLEAR DISPARITIES WHEN YOU
THROW OFFICER ACTIVITY OVER
POPULATION DATA.
BUT FRUSTRATINGLY, THIS
METHODOLOGY, AND WE SUBMIT IT'S
NOT A VERY GOOD ONE, REALLY
DOES NOT PROVIDE ACTIONABLE
INTELLIGENCE FOR IMPROVING OUR
ACTIVITIES.
HOW DO WE, BASED ON THE
INFORMATION WE HAVE, IMPROVE?
WE SET OUT TO SOLVE THIS, AND
THE EAQ, THE EQUITY,
ACCOUNTABILITY, AND QUALITY,
REALLY HAS THREE ASPECTS.
THE EQUITY ASPECT, THE E,
ATTEMPTS TO RESOLVE THIS PROBLEM
OF DISPARITIES USING
STATISTICAL MODELING, AND SO WE
START WITH THE DECISION TO
FRISK.
BASICALLY, BY CONTROLLING FOR
ALL THE COLLECTING VARIABLES,
AND THERE'S OVER 100 OF THEM,
THE DEPARTMENT IS ABLE TO
IDENTIFY DECISIONS SYSTEMICALLY
. THIS IS NOT THE INDIVIDUAL
OFFICER LEVEL.
WE ARE LOOKING FOR PATTERNS AND
AREAS AND THESE OUTCOMES, BUT
THIS ALLOWS US TO FIND THE
PATTERNS THAT ARE ONLY DRIVEN
BY SUBJECT RACE DATA.
IN OTHER WORDS, WE'RE ABLE TO
CONTROL THAT AND SEE, REALLY,
WHAT, BUT WE CANNOT EXPLAIN
EXCEPT BY THE SUBJECT RACE.
AND THIS IS DONE, YOU KNOW, IN
THE FRISK CONTEXT BY LOOKING AT
PERCEPTIONS OF DANGEROUSNESS,
WHICH IS A PROXY FOR IMPLICIT
BIAS IN HUMAN DECISION-MAKING,
AND BY LOOKING AT THIS, WE'RE
ABLE TO THEN DEVELOP A COMPANY
HAS A PROGRAM ABOUT WHAT DO WE
DO WITH THIS DATA, AND WE ARE
STARTING A PROGRAM WHERE WE ARE
GOING TO ON A MONTHLY BASIS
PROVIDE THIS INFORMATION TO
LEADERSHIP, AND WHEN THEY LOOK
AT THE PATTERNS, AND I LOOK AT
THE INFORMATION IN THESE
DASHBOARD SO WE'RE ABLE TO
PRESENT, WE CAN START HAVING
COMMENDABLE DISCUSSIONS ABOUT
WHAT IS DRIVING THIS, IF THERE
HAS BEEN A CHANGE IN CRIMINAL
ACTIVITY THAT MAY HAVE SOME
RACIAL UNDERPINNING COULD THAT
COULD EXPLAIN DISPUTE I WOULD
NOT NECESSARILY BE AN HOUR
DATA, BUT THE IMPORTANT PART
HERE IS, WHILE THE INFORMATION
THAT WE'RE PUTTING FORTH IN
THESE MATTERS DOES NOT NEED ANY
DECISION TO FRISK WITH RACIST
ARE BIASED.
IT MEANS THESE ARE THE ONES
THAT SPD IDENTIFIES AS WE DO
NOT HAVE AN ALTERNATIVE
EXHALATION OTHER THAN RACE, SO
IT NARROWS THE FOCUS AND
ALLOWS FOR A REAL CONVERSATION
ON FAR MORE NUANCED DATA, AND
IT'S FASCINATING TO LOOK AT
BECAUSE, YOU KNOW, IN SOME
AREAS, IN SOME LOCATIONS AND
TIME PERIODS, DISPARITIES FLIP,
AND, YOU KNOW, WE'RE ACTUALLY
OVER FRISKING MEMBERS OF THE
WHITE POPULATION AS OPPOSED TO
THE NONWHITE POPULATION.
ONE INTERESTING THING HERE IS,
YOU KNOW, I KNOW THERE WILL BE
CONCERNS ABOUT HOW WE CALCULATE
THIS, AND IN OUR DATA, THERE
ARE A LOT OF UNKNOWNS ON
SUBJECTS STOPPED.
IT IS SOMETHING WE ARE WORKING
IN THE TRAINING TO RESOLVE, BUT
IN THIS ANALYSIS, AN UNKNOWN
DEFAULTS TO NOT WHITE IN THE
ANALYSIS, SO TO ANY DEGREE
WE'RE PUTTING OUR THUMB ON THE
SCALE, IT'S ACTUALLY TO ASSUME
THAT RACE IS A DRIVING FACTOR.
YOU KNOW, THIS, THIS TYPE OF
WORK IS UNPRECEDENTED AT A
POLICE DEPARTMENT.
THESE ANALYSES HAVE BEEN
CONDUCTED IN RESEARCH, IN
CAMBRIDGE'S IS THE MOST
NOTABLE, BUT THAT IS BASED ON
INFORMATION THAT HAS OCCURRED
AFTER THE FACT HERE THIS IS A
REAL-TIME APPLICATION TO
DIRECTLY SHAPE OPERATIONS, AND
IT'S ACTUALLY A PRETTY NOVEL
STEP IN POLICING, AND I'M
PRETTY EXCITED TO SEE HOW THIS
ROLLS OUT, SO THAT IS THE E IN
EA Q, THE ACCOUNTABILITY.
WHAT WE'RE LOOKING AT IS HOT
AND COLD SPOTS IN POLICING,
AND YOU HAVE THESE COMPETING
ALLEGATIONS OF OVER POLICING IN
COMMUNITIES AND UNDER POLICING
IN SOME COMMUNITIES, AND OFTEN
THOSE ALLEGATIONS ARE COMING
FROM THE SAME COMMUNITY, SO THE
PERCEPTION IS ARE WE THERE TOO
MUCH, FOR THE WRONG REASONS,
WHAT IS DRIVING OUR
DEPLOYMENTS?
SO, WHAT WE DID IS TOOK THE AVL
DATA.
THIS IS OUR GPS DATA, AND PLACE
IT OVER CALLS FOR SERVICE, AND
WE DEVELOPED A HEAT MAP WHICH
SHOWS WHERE WE ARE NEEDED BASED
ON CALLED AND WHERE WE ARE OVER
PRESENT, WHERE THERE IS LESS
CALL ACTIVITY.
AT THE MOST BASIC LEVEL, THIS
CONTROLS DEMAND FOR SERVICE AND
VISUALIZES OUR DISCRETIONARY
POLICE PRESENCE, AND THIS TELLS
US ABOUT OPPORTUNITIES FOR
PROBLEM SOLVING IN COLD SPOTS
AND SHOWS HOT SPOTS WHERE
DEMAND DOES NOT SUPPORT THE
MEASURE.
HOT SPOTS.
THIS IS GOING TO ALLOW US TO
LOOK AT OUR DEPLOYMENTS, HOW
WE'RE MANAGING IT, AND HOW WE
MAKE OPERATIONAL DECISIONS TO
MAKE SURE WE ARE WHERE WE ARE
NEEDED.
THE LAST PIECE, AND THIS IS
HIGHLY OTHER DEVELOPMENT, AND I
LOOK FORWARD TO PRESENTING
AGAIN ON THIS.
IS IT REALLY THE QUALITY PIECE?
FOR THIS, WE ARE USING AN
APPLICATION THAT I THINK WE ARE
STILL IN THE MIDDLE OF
ATTAINING.
SOMEWHERE IN THE CONTRACT
LEVEL.
WHAT THIS APPLICATION WILL DO
WILL READ AND CLASSIFY
INFORMATION FROM DATA, AND THIS
WILL GIVE US AN ESTIMATION OF
QALITY SERVICE BASED ON AN
ANALYSIS ALL RECORDED
INFORMATION THAT WILL LOOK AT
EXPRESSED LEVELS, BE ABLE TO
READ AND CLASSIFY INFORMATION
FROM THESE VOLUME COUNT DATA.
SO THOSE ARE THREE THINGS THAT
ARE IN THE SYSTEM AS IT'S BEING
DEVELOPED RIGHT NOW, AND THE E
PART EXISTS, THE ACCOUNTABILITY
PART EXISTS, AND THE QUALITY
PIECE IS STILL BEING FILLED,
BUT ONCE THIS SYSTEM IS IN
PLACE, WE'LL BE ABLE TO ADD NEW
COMPONENTS TO IT, AND WHAT WE
WOULD BE ABLE TO DO IS LOOK AT
OFFICER DISCRETION IN MAKING
THOSE STOPS SO, IN SUM, THIS IS
A HIGH-LEVEL STATISTICAL
APPROACH TO BETTER UNDERSTAND
OUR ACTIVITIES, TO EXPLAIN THEM
AND CORRECT THEM WHEN NEEDED.
AND I WILL STOP THERE FOR
QUESTIONS.
>> THANK YOU.
I JUST WANT TO NOTE THAT
FUNDING FOR THE EA Q WAS A
TECHNOLOGY INVESTMENT THAT THE
COUNCIL DEBATED DURING THE
BUDGET DISCUSSIONS, AND IT WAS
TECHNOLOGY INVESTMENT THAT THE
COUNCIL WAS CONSIDERING CUTTING
. MY RECOLLECTION IS THAT THE
MONITOR FOR THE CONSENT TO
CREATE WEIGHT IN, AND THEY LET
US KNOW THAT, FROM HIS
PERSPECTIVE, THAT WAS A BAD
IDEA, AND SO THERE IS HIGH
INTEREST I THINK IN THE UTILITY
OF THE DATA ANALYSIS FOR
PURPOSES OF COMPLIANCE WITH
CONSENT TO CREATE.
I'M WONDERING IF YOU COULD TALK
A LITTLE BIT ABOUT THAT, AND
TWO, I WANT TO FLAG THIS AND AS
I'M VERY INTERESTED IN THIS
>>, FIRST LET ME PREFACE MY
COMMENT WITH THAT.
WHEN WE TALKED ABOUT THIS
PRESENTATION, I THOUGHT WE WERE
GOING TO COVER THE STRATEGIC
PLAN, AND THAT IS THE DOCUMENT
THAT IS AVAILABLE FOR PUBLIC
REVIEW WITH THE AGENDA. IF
WE'RE GOING TO DO A DEEP DIVE IN
THE ELEMENT OF THE STRATEGIC
PLAN, BECAUSE THERE WAS SUCH
HIGH INTEREST IN THIS
PARTICULAR LINE OF WORK, IT
WOULD BE GREAT TO GET SOME
ADVANCED MATERIALS ON THAT SO
WE HAVE THE BENEFIT OF HAVING
MAYBE A MORE ROBUST CONVERSATION
. THAT WOULD BE SUPER
APPRECIATED, BUT THAT SAID,
MAYBE YOU CAN TELL US A LITTLE
BIT MORE ABOUT HOW THE EAQ
RELATES TO OUR COMMITMENTS AND
OBLIGATIONS UNDER THE CONSENT
DEGREE.
TASK AND I CAN BRIEFLY JUST
MENTION AS WE COVERED THE
STRATEGIC PLAN THAT WE
OBVIOUSLY COVER THE RELATIONAL
PLEASING EARLIER ON?
>> EAQ IS JUST A COMPONENT OF
IT.
WE WILL DO SOMETHING THAT'S A
LITTLE BIT MORE COMPREHENSIVE
FOR A DEEPER DIVE INTO IT, BUT
I DID WANT AND THAT IS ONE OF
THE FOUNDATIONS WE'RE BUILDING
OUT FROM OUR STRATEGIC PLAN, SO
I WANTED TO HAVE JUST A LITTLE
BIT OF A SNAPSHOT INTO IT
TODAY, SO.
>> I GUESS I'M JUST REACTING TO
THE FACT THAT I ALREADY FEEL
THAT IT'S LIKE UP HERE, EVEN
THOUGH I REALIZE THAT IN
REALITY, WE'RE JUST DUMPING OUR
TOE IN, SO THANK YOU.
>> AND COUNCILMEMBER, AS CHIEF
SAID, FULLY EXPECT TO DO A FULL
PRESENTATION TO THIS COMMITTEE
ON THIS, WHERE WE WILL ACTUALLY
HAVE PHYSICAL AND GET MATERIALS
IN ADVANCE, SO YOU CAN REALLY
DIG INTO THIS, BUT I THINK THE
IMPETUS FOR BRINGING IT FOR
TODAY IS THAT WE ARE REALLY
EXCITED ABOUT THIS, AND
CERTAINLY, I SPENT A LOT OF
TIME LOOKING AT OTHER POLICE
DEPARTMENTS, AND I'VE NEVER
SEEN ANYTHING THAT APPROACHES
THIS LEVEL OF SOPHISTICATION,
SO I TOO AM VERY EXCITED ABOUT.
IN TERMS OF CONSENT TO CREATE,
I WOULD SUBMIT THAT THE WHOLE
GOAL OF CONSENT TO CREATE IS TO
CREATE A LEARNING ORGANIZATION,
ONE LOOKS AT ITSELF, THIS
RIGOROUS, CRITICAL SELF-
ANALYSIS INTO ACTIVITIES.
WHEN YOU LOOK AT THE CONSENT TO
CREATE, IT'S REALLY ABOUT
POLICY TRAINING AND REVIEW AND
THEN ASSESSMENTS OF ALL THIS
CRITERIA.
I SEE THIS AS THE NEXT
EVOLUTION.
I THINK THIS IS BEYOND CONSENTS
TO CREATE NONE OF THIS IS
REQUIRED BY IT.
CERTAINLY, THE ANALYTICS
PLATFORM WAS PART OF IT THAT
GAVE US THE BUILDING BLOCKS,
BUT WHERE WE ARE TAKING IT WITH
THIS, THIS WILL CERTAINLY
SUPPORT OUR EFFORTS IN CONSENT
TO CREATE.
IT WILL SHOW THAT WE'RE
CONTINUING THE MOMENTUM THAT
WAS GENERATED BY THE CONSENT TO
CREATE, BUT THIS IS THE BEYOND,
AND WHERE WE GO WITH THIS AND
AS WE CONTINUE TO DEVELOP THIS
IN THE FUTURE, YOU KNOW,
CERTAINLY, WE ARE DOING THIS
OPENLY, AND IT IS OUR
UNDERSTANDING THAT OUR
ACCOUNTABILITY PARTNERS WILL
EVENTUALLY BE THE BACKSTOP TO
THE WORK WE'RE DOING TO ENSURE
THAT WE'RE CONTINUING DOWN THE
RIGHT PATH, BUT THIS I THINK IS
JUST DEMONSTRATING THE
DEPARTMENT'S COMMITMENT TO
ITERATIVE IMPROVEMENT AND
REFORM AND EVOLUTION.
>> THANK YOU HERE TO CORRECT
FOR THE RECORD, I HAVE BEEN
REMINDED THAT I WAS INCORRECT.
IT WAS NOT THE EAP THAT THE
MONITOR WEIGHED IN ON.
IT WAS THE DAP, THE DATA
ANALYTICS PLATFORM.
BUT NEVERTHELESS, WE HAVE
LISTENED AND MADE SEVERAL OF
THE TECHNOLOGY INVESTMENTS AND
REALLY APPRECIATE THAT WE'RE
GOING TO HAVE CONTINUED
CONVERSATIONS ABOUT THE
APPLICATION AND HOW IT WILL
IMPACT OUR COMMITMENTS TO EQUITY
, ACCOUNTABILITY, AND QUALITY.
GOT IT.
ANY OTHER QUESTIONS FROM
COUNCILMEMBERS?
COUNCILMEMBER NELSON?
>> THANK YOU VERY MUCH FOR THIS
PRESENTATION.
I WAS READING THE STRATEGIC
PLAN, THINKING WE WERE GOING TO
GET INTO IT IN DEPTH, AND IN
THE EXECUTIVE SUMMARY, IT IS
NOTED THAT BETWEEN 2020 AND
NOVEMBER 2021, SPD HAS SEEN
OVER 325 OFFICERS LEAVE THE
DEPARTMENT. IT IS ON PAGE 4.
AGOSTA STAYED IN THE FACE OF
THE STEPPING CONSTRAINTS, THE
DEPARTMENT HAS IDENTIFIED NEW
APPROACHES TO RECRUIT AND
MAINTAIN RETENTION OF QUALIFIED
OFFICERS, ET CETERA, AND THAT
IT GOES ON AND TALKS.
THERE ARE SEVERAL BULLET POINTS
IN, YOU KNOW, THE INITIATIVES,
AND ONE OF THEM IS LAUNCHED
DIRECT RECRUITMENT STRATEGY TO
MAINTAIN RECORD LEVELS OF
DIVERSITY AND QUALITY IN
HIRING.
WE NOTICED THAT IN THE
INTRODUCTION, BUT MY QUESTION
IS AROUND INCENTIVES. MAYOR
DURKAN ORDERED HIRING AND
RETENTION INCENTIVES. THAT IS
NO LONGER ON THE TABLE.
WHAT I WANT TO KNOW FROM YOUR
PROFESSIONAL PERSPECTIVE IS DUE
THOSE, DO THOSE KINDS OF
INCENTIVES WORK?
WHAT CAN YOU TELL ME ABOUT THAT
HERE OR MAC ELSEWHERE?
>> YEAH, YOU KNOW, THERE'S BEEN
A LOT OF RESEARCH IN REGARDS TO
RETENTIONS.
I DON'T THINK ANYBODY HAS SEEN
LIKE WHAT WE HAVE SEEN OVER THE
LAST COUPLE OF YEARS.
MOST AGENCIES ARE STRUGGLING
WITH HIRING.
WE ARE ALL TRYING TO LOOK AT
THE SAME CANDIDATE FOR WHEN.
WHEN I STARTED LOOKING AT 2016
DATA ON LATERAL TESTING, WE
HAVE 95 APPLICANTS THAT TESTED
IN 2016, AND THAT IT WAS
CONSISTENT AROUND 60 AND 68 AND
57, SO OVER THE YEARS, IT'S
BEEN A LITTLE MORE CONSISTENT,
AND IN 2020, WE SAW A DROP-DOWN
OF 30.
SO A THIRD OF THE TOTAL
APPLICANTS, AND WE'RE SEEING
THAT EVEN WHEN IT COMES TO THE
BASIC LAW ENFORCEMENT HIRING,
WHERE WE'RE ACTUALLY SEEING A
MUCH SMALLER AMOUNT OF
POPULATION THAT IS LOOKING TO
BECOME POLICE OFFICERS, AND ONE
OF THE STRUGGLES THAT WE HAVE IS
WHEN YOU HAVE OTHER CITIES THAT
ARE OFFERING INCENTIVES, SO
ANYTHING FROM TACOMA, YOU'RE
TRYING TO CREATE A LEVEL
PLAYING FIELD.
YOU'RE TRYING TO, OUT OF SOME
OPPORTUNITIES, WHAT MAKES
PEOPLE COME TO DIFFERENT
AGENCIES. YOU START TO THINK
ABOUT SOME PEOPLE, SOME
AGENCIES HAVE TAKE-HOME
VEHICLES.
KING COUNTY SHERIFFS IS ONE OF
THOSE.
PIERCE COUNTY ALSO.
SNOHOMISH COUNTY IS ALSO AN
AGENCY, SO THOSE ARE AGENCIES
THAT HAVE SOMETHING THAT WE
DON'T HAVE. YOU LOOK AT
TRAINING.
WE DO HAVE SOME OF THE BEST
TRAINING IN THE COUNTRY, AND
THAT IS A BENEFIT TO US.
PROBABLY BETTER TRAINING THAN
ANY LOCAL AGENCY AROUND.
THAT'S A GOOD THING.
WHEN YOU START TO LOOK AT PAY
AND INCENTIVES AND JUST THE
ABILITY TO FEEL LIKE PEOPLE
FEEL LIKE THEY ARE VALUED IN
THE JOB, THAT IS ONE OF THE
STRUGGLES WE HAVE EXPERIENCED
OVER THE LAST COUPLE OF YEARS.
WE KNOW THAT MORALE CAN BE LOW
WHEN THEY ARE NOT APPRECIATED,
SO WE REALLY SPENT A LOT OF TIME
ALSO AS WELL ON TRYING TO FIND
A SCHEDULE IN OUR SHIFT THAT
ACTUALLY GETS PEOPLE THE
WELLNESS THAT THEY NEED, THE
TIME OFF THAT THEY NEED,
ABILITY TO RECOVER AND RECOUP.
WE'RE ALSO WORKING TWO OR THREE
SHIFTS EXTRA A WEEK, AND SO
WHEN I LOOK AT THE LATERAL
TESTING IN 2022, WE'VE HAD 23
PEOPLE TEST IN 2022. OF THAT,
THE FIRST TEST IN JANUARY, WE
HAD 17, THEN IN MARCH WE ONLY
HAD SIX PEOPLE SIGN UP.
WE KNOW THAT IN JANUARY, THAT
WAS KIND OF AT THE HEIGHT WHEN
WE STARTED ANNOUNCING
INCENTIVES, AND THEN IN MARCH,
THOSE INCENTIVES HAD GONE AWAY,
SO WE DID SEE A DRASTIC DROP IN
THE AMOUNT OF PEOPLE JUST
SIGNING UP TO THE TESTING
PROCESS. IN MARCH OF THAT MARCH
TEST, WE ONLY HAD ONE THAT
ACTUALLY FINISHED OUT THE ORAL
BOARD, SO IF WE'RE LOOKING AT
TRYING TO HIRE PEOPLE AND FIND
GOOD QUALITY CANDIDATES, HAVING
MORE LATERAL IS GOING TO BE --
>> SO YOU ARE MAKING IT A DIRECT
CORRELATION, BUT WAS THE
EXECUTIVE ORDER BUT WAS THERE
AN UPTICK IN INTEREST?
>> IN JANUARY WE HAD OUR
HIGHEST SIGN-UP SINCE 2020 AND
THEN IN MARCH, WE DROPPED
DRASTICALLY DOWN.
TO JUST SIX PEOPLE SIGNING UP.
>> OKAY, THANK YOU.
I APPRECIATE, AS WELL, THE
CONVERSATIONS THAT YOU AND I
HAVE HAD AROUND HOW TO FASHION
AN INCENTIVE PROGRAM TO BE MORE
FOCUSED ON WHAT MAKES IT MORE
DESIRABLE FOR LATERAL HIRES.
FROM, PERHAPS, FROM
JURISDICTIONS WHERE OFFICERS
HAVE LESS OF A PAY SCALE THAT
ALLOWS THEM TO ACTUALLY SAVE
MONEY TO FUND THE HIGH COST OF
RELOCATING TO A CITY LIKE
SEATTLE.
WHEREAS OUR SALARIES ARE VERY
COMPETITIVE.
THAT DOES NOT HELP SOMEBODY
WHEN THEY NEED TO HAVE
RESOURCES TO PAY FOR FIRST,
LAST, SECURITY.
THEIR UNIFORMS, EQUIPMENT, THAT
THEY ARE NOT ACTUALLY
COMPENSATED FOR.
A LOT OF THE COSTS ASSOCIATED
WITH BECOMING A POLICE OFFICER,
HERE IN SEATTLE.
SO I REALLY APPRECIATE THE RE-
CENTERING OF YOUR PROPOSAL FOR
AN INCENTIVE PROGRAM TOWARDS
RELOCATION.
I THINK WE MIGHT BE SEEING
SOMETHING SIMILAR FOR THAT,
PERHAPS FOR OTHER DEPARTMENTS.
WE HAVE ASKED FOR A STUDY, A
REPORT, FROM THE EXECUTIVE TO
LOOK AT THE NEEDS OF ALL
DEPARTMENTS.
THEY ALSO WANT TO FLAG THE
CONVERSATIONS THAT WE HAVE ALSO
HAD AROUND HER ATTENTION AND
THE LEGISLATION THAT WAS
RECENTLY PASSED IN THE STATE
LEGISLATURE, REGARDING THE
POLICE DEPARTMENT PENSION
PROGRAM.
AND SOME REFORMS THAT WERE DONE
TO MAKE THE PENSION PROGRAM
MORE SOLVENT, BUT THAT MIGHT
HAVE THE CONSEQUENCE OF
ENCOURAGING OFFICERS TO RETIRE
EARLY AND I APPRECIATE THAT
THERE MIGHT BE SOME KIND OF
COUNTER INCENTIVES THAT WE
MIGHT WANT TO CONSIDER, TO SORT
OF BALANCE OUT THE INCENTIVE
CREATED BY THAT NEW, STATE
LEGISLATION.
TO KEEP GOOD OFFICERS, WITH
EXPERIENCE, HERE.
THIS IS REALLY IMPORTANT, I
THINK.
WHEN YOU LOOK AT OUR SPECIALTY
UNITS, WHICH OFTEN OUR
SPECIALTY UNITS ARE FULL OF
POSITIONS THAT ARE HELD BY
DETECTIVES WHO HAVE BEEN AROUND
FOR A LONGER PERIOD OF TIME AND
RIGHT NOW WE ARE SEEING THOSE
NUMBERS, STILL, VERY LOW, IN
EACH OF OUR SPECIALTY UNITS.
THINGS LIKE DOMESTIC VIOLENCE.
ELDER ABUSE.
AND SOME OF THE OTHER REALLY
IMPORTANT, BOTH PREVENTION AND
VICTIM SUPPORT WORK THAT IS
NECESSARY, THAT IS HELD BY
DETECTIVES WHO HAVE BEEN WITH
THE DEPARTMENT FOR A LONGER
PERIOD OF TIME.
>> YES AND WE HAVE DONE SOME
ADVERTISING, TO THAT POINT,
COUNCILMEMBER.
NOT ONLY ARE WE HITTING LOCAL
ADVERTISEMENT AND A LOT OF
VARIOUS ETHNIC AND COMMUNITY
NEWSPAPERS, BUT WE ARE FOCUSED
ON FINDING AREAS THROUGHOUT THE
COUNTRY, SUCH AS GEORGIA AND
SOME OF THE CITIES IN THE SOUTH
AND MIDWEST, THAT HAVE A LOWER
PAY STRUCTURE.
THAT ALSO MAKE IT A BETTER
OPPORTUNITY.
BECAUSE BEING A LARGE
DEPARTMENT IN A MAJOR CITY, WE
DO HAVE A VARIETY OF DIFFERENT
SPECIALTY UNITS THAT PEOPLE DO
LOOK TO EVENTUALLY WORK TO
ACHIEVE.
HAVING ITS OWN DEDICATED
HOMICIDE.
HAVING ITS OWN HARBOR UNIT.
HAVING A S.W.A.T.
TEAM.
HAVING A VARIETY OF DIFFERENT
UNITS THAT DO MAKE THIS AN
ATTRACTIVE DEPARTMENT, SO WE
ARE LOOKING AT DIFFERENT
AGENCIES THAT HAVE A MUCH LOWER
PAY STRUCTURE AND WE ALSO WANT
TO MAKE SURE WE ARE HIRING THE
RIGHT OFFICERS, TOO.
WHEN WE DO LOOK IN THESE AREAS,
WE DO SEE A MIX OF DIVERSE
COMMUNITIES IN THESE AREAS.
THAT IS A GOOD POPULATION THAT
WE CONTINUE TO GET NEW HIRES
FOR.
IN FACT, I JUST SWORE IN
SOMEBODY FROM MOBILE, ALABAMA.
IT JUST HAPPENED THAT HIS WIFE
HAD BEEN TRANSFERRED TO WORK
FOR STARBUCKS, SO WE WERE ABLE
TO HIRE HIM AS WELL.
>> AND WHAT IS THE LEAD TIME
FOR LATERAL TRANSFERS, COMPARED
TO A NEW HIRE, AS FAR AS THE
REDUCTION, SIGNIFICANT
REDUCTION IN TRAINING?
I KNOW THERE IS STILL SEATTLE
SPECIFIC TRAINING THAT IS
NECESSARY, BUT CAN YOU TALK A
LITTLE BIT ABOUT THAT?
>> OUR LATERAL ACADEMY IS
ROUGHLY THREE WEEKS LONG.
BECAUSE THEY HAVE ALREADY GONE
THROUGH IN ACADEMY IN THEIR
STATE.
THEN THEY DO A COMPONENT WHERE
THEY ARE LEARNING SEATTLE
SPECIFIC WORK.
THAT USUALLY RUNS ABOUT A
MONTH, SO YOU ARE LOOKING AT
ABOUT A MONTH AND A HALF OF NON-
ABILITY TO DEPLOY.
THEN THAT STILL RUNS THE COURSE
OF SEVERAL MONTHS.
BUT YOU'RE LOOKING AT A LATERAL
APPLICANT DROPPING OFF ABOUT 6
TO 9 MONTHS WORTH OF TRAINING
TIME.
SO THAT TRAINING AND DEPLOYMENT
TIME IS HUGE, PLUS YOU ARE
GETTING SOMEBODY WITH A LOT OF
EXPERIENCE.
WE HAVE ACTUALLY HAD PEOPLE
WITH EXPERIENCE IN DETROIT THAT
HAVE WORKED IN A DETECTIVE UNIT
AND NOW THAT THEY ARE IN OUR
DEPARTMENT, THEY HAVE ALREADY
MOVED TO DETECTIVE UNIT AND ARE
ALREADY MAKING AMAZING ARRESTS,
AMAZING CASES.
SO, HAVING THAT EXPERIENCE HAS
BEEN INVALUABLE.
>> GREAT.
I THINK THERE IS A LOT OF GOOD
REASON TO FOCUS ON LATERAL HIRES
AND RECRUITMENT.
BEFORE WE CLOSE THIS LINE, NOT
ENDING THIS CONVERSATION, BUT
AS FAR AS THE ISSUES AROUND
HIRING, WE ARE JUST WONDERING.
COULD YOU SPEAK -- YOU MAY HAVE
ALREADY COVERED THIS AND IF SO,
JUST RESTATED.
ARE THERE TRENDS IN RECRUITMENT
AS IT RELATES TO THE BALANCE OR
THE NUMBER OF NEW RECRUITS,
VERSUS LATERALS?
THAT EITHER HAVE REMAINED
CURRENTLY OR HAVE REVERSED?
YOU KNOW, BEFORE 2020, BRINGING
IN MORE NEW RECRUITS THAN
LATERALS?
AND THAT HAS FLIPPED?
OR IS IT STILL THE SAME BASIC
PROPORTION?
>> IT IS STILL THE SAME BASIC
PROPORTION.
THE MAJORITY OF PEOPLE WE ARE
BRINGING IN OUR FROM BASIC LAW
ENFORCEMENT.
IN FACT, WE HAVE SEEN THE
NUMBERS DRASTICALLY DROP IN THE
LATERAL APPLICANTS, AS WELL AS
ACTUALLY FINISHING THE PROCESS.
THE GOOD THING IS, WE HAVE DONE
A PRETTY GOOD JOB OF DOING A
THOROUGH BACKGROUND AND SOME OF
THE PEOPLE THAT APPLIED IN 2021
THAT WERE LATERAL APPLICANTS,
OUR BACKGROUND DETECTIVES HAVE
DONE A LOT OF MAKING SURE THAT
WE DON'T HIRE SOMEBODY ELSE'S
PROBLEM AND ACTUALLY WE HAVE
BEEN ABLE TO ENSURE THAT WE
WEEDED OUT PEOPLE WHO HAVE HAD
LESS THAN STELLAR CAREERS AND
THAT ARE JUST LOOKING TO SWITCH
OVER BECAUSE THEY CAUSED A
PROBLEM IN THE CITY.
THOSE ARE THINGS WE ARE GOING
TO CONTINUE TO DO, THAT WE DO
NOT RELAX THOSE STANDARDS.
WE WANT TO MAKE SURE THAT WE UP
THE AMOUNT OF PEOPLE THAT ARE
IN THE LATERAL PROCESS, BUT WE
ARE NOT GOING TO RELAX THE
STANDARDS.
WE DON'T WANT TO INHERIT
SOMEBODY ELSE'S PROBLEM.
>> THANK YOU.
ALL RIGHT.
COUNCILMEMBER PEDERSEN.
>> THANK YOU, CHAIR HERBOLD.
THANK YOU FOR ACKNOWLEDGING THE
RECENT VIOLENT CRIMES AND THAT
IS CONSISTENT WITH THE YEAR-END
CRIME REPORT.
VIOLENT CRIMES, PROPERTY CRIMES
HAVE INCREASED.
REGARDING THE STRATEGIC PLAN, I
WANT TO MAKE SURE I UNDERSTAND
HOW IT WILL BE USED.
AS I UNDERSTAND IT IS ONLY 29
PAGES.
IT IS MORE OF A HIGH-LEVEL,
VISIONARY DOCUMENT, RATHER THAN
AN IMPLEMENTATION PLAN WITH
DETAILS ON HOW TO REDUCE CRIME.
IS THAT CORRECT?
>> THAT IS CORRECT.
>> OKAY.
SO I APPRECIATE COUNCILMEMBER
NELSON'S QUESTIONS AND CHAIR
HERBOLD'S FOLLOW-UP ON
RECRUITMENT AND RETENTION.
I KNOW A LOT OF US ARE FOCUSED
ON THAT, WITH 300 OFFICERS
HAVING LEFT THE DEPARTMENT.
I WANTED TO ASK ABOUT PAGE 10
IN THE COMMUNITY COLLABORATION
SECTION WHERE IT SAYS SPD
EXPECTS EVERY MEMBER OF ITS
FORCE TO WORK TO RESTORE AND
STRENGTHEN COMMUNITY
RELATIONS.
WITH COMMUNITY POLICING OFFICERS
REASSIGNED TO PATROL, DUE TO
THE SEVERE REDUCTION IN STAFF,
WHAT ARE SOME SPECIFIC WAYS SPD
OFFICERS CAN WORK ON COMMUNITY
RELATIONS?
>> A COUPLE OF AREAS WHERE WE
ARE FOCUSED.
WE STARTED WITH THE RELATIONAL
POLICING MODEL TRAINING AND IT
IS GOING TO FOCUS ON OUTWARD
MINDSET.
WHICH IS REALLY ON PROBLEM
SOLVING.
WHAT WE ARE TRYING TO RE-SHIFT,
BECAUSE WE DON'T HAVE AS MANY
SPECIALTY UNITS, IS REALLY
MAKING EVERY OFFICER A
GENERALIST.
BEING ABLE TO BE GOOD AT
BUILDING RELATIONSHIPS AND
COMMUNITY.
PROBLEM SOLVING AND ALSO BEING
ABLE TO HAVE THE SKILL SET TO
HANDLE AN ACTIVE SHOOTER
SITUATION.
SO WE ARE ALREADY STARTING TO
IMPLEMENT THE TRAINING AS PART
OF OUR RELATIONAL POLICING
MODEL.
THAT STARTED IN 2020.
WE ARE ALSO DOING OUTWARD
MINDSET.
WE ARE ACTUALLY TRAINING ALL OF
OUR SUPERVISION, SERGEANTS,
LIEUTENANTS, AND CAPTAINS, IN
OUTWARD AND MINDSET.
THAT ALLOWS OUR SUPERVISORS TO
ALSO BE ABLE TO ASSESS AND
TRIAGE WHEN THERE IS A
COMMUNITY PROBLEM, TO FIGURE
OUT WHERE IT NEEDS TO BE BEST
ASSIGNED AND HOW IT CAN BE
ACCOMPLISHED.
I AM DRASTICALLY MISSING MY
COMMUNITY POLICING TEAMS.
THEY REALLY WERE ABLE TO HANDLE
A LOT.
PUT OUT FIRES BEFORE THEY
BECAME BIG ISSUES.
AND NOT HAVING THOSE, IT HURTS
US QUITE A BIT.
IT IS REALLY HAVING US RETHINK
HOW WE TRAIN OUR OFFICERS INTO
MORE OF A GENERALIST MENTALITY.
SO YOU MIGHT NOT SEE THAT WORK
ON THAT END UNTIL A LITTLE BIT
LATER IN THE PROCESS, BECAUSE
WE STILL WANT TO MAKE SURE --
>> THANK YOU.
>> I'VE GOT A FOLLOW-UP.
>> OH, OKAY.
GO AHEAD, COUNCILMEMBER
PEDERSEN.
I ALSO HAD A FOLLOW-UP, BUT I
THINK MAYBE YOU WILL COVER THE
TOPIC.
>> IT IS ACTUALLY A SECOND
QUESTION, RATHER THAN A FOLLOW-
UP, SO IF YOU WANT TO GO FIRST.
>> MAY I?
>> YES.
>> WHAT I THOUGHT I UNDERSTOOD
COUNCILMEMBER PEDERSEN TO BE
ASKING, AND I APPRECIATE THE
ANSWER, BUT WHAT I THOUGHT I
HEARD HIM ASKING IS HOW WE ARE
GOING -- GIVEN THAT THERE ARE
ONLY SO MANY OFFICERS THAT WE
KNOW THAT WE CAN HIRE IN A YEAR.
AND WE ARE GOING TO DO OUR BEST
TO HIT THAT NUMBER.
WE HAVE A DEPARTMENT THAT I
THINK IS ACTUALLY 375 FEWER
OFFICERS NOW THAN IT DID IN
EARLY 2020.
BUT WHAT ARE WE GOING TO DO TO
MAYBE SORT OF REFOCUS SOME OF
OUR PUBLIC SAFETY WORK TOWARDS
NONUNIFORM PARTS OF THAT
APARTMENT?
THAT IS WHAT I AM HEARING FROM
A LOT OF COMMUNITY MEMBERS.
PEOPLE ARE STARTING TO
UNDERSTAND THAT WE HAVE FUNDED
THE DEPARTMENT FOR AS MANY
OFFICERS AS YOU CAN HIRE, BUT
IT IS NOT ENOUGH.
BECAUSE WE NEED TO BE DOING
SOMETHING DIFFERENT TO ACTIVATE
THE STAFF THAT WE HAVE OR TO
INCREASE THE STAFFING FOR
NONUNIFORM FOLKS WHO ARE
FOCUSED ON PUBLIC SAFETY, LIKE
THE CS OWES.
>> THAT IS A GOOD POINT.
WE ARE IN DISCUSSIONS AND I
DON'T WANT TO GET TOO FAR AHEAD
OF US, BUT HOW WE ARE DEPLOYING
CSOS AND HOW WE SUPPORT THEIR
LEVEL OF WORK.
OUR CRIME PREVENTION
COORDINATORS ARE TYPICALLY ON
THE FRONT-END, DOING PREVENTION
WORK.
AND CSOS IS ON FOLLOW-UP AND
DOING DIFFERENT ENGAGEMENT.
WE HAVE DEPLOYED A COUPLE OF
THE CSOS, IN CONJUNCTION WITH A
HYBRID MODEL, WHERE WE HAVE
THREE OFFICERS AND TWO CSOS TO
ENGAGE COMMUNITY AND ALSO BE
ABLE TO SUPPORT THAT EFFORT
THAT WE ARE WORKING TO MAINTAIN
THAT SITE.
RATHER THAN MOVING ALL OF OUR
RESOURCES TO THIRD AND PINE.
THIS ALLOWS US TO STILL HAVE A
VISIBLE PRESENCE.
SO THAT IS ALREADY STARTING.
WE ARE ALREADY STARTING TO MAKE
THOSE EFFORTS NOW.
AS WE BUILD THE PROGRAM OUT AND
HAVE MORE CSOS TO BE ABLE TO DO
THAT, OBVIOUSLY IT WILL BE ABLE
TO START HITTING DIFFERENT
AREAS AND ALSO BE ABLE TO LOOK
AT EVEN THIRD AND PINE IS BEING
ANOTHER LOCATION WHERE WE WOULD
HAVE THAT LEVEL OF SUPPORT AS
WELL, FOR A NON-SWORN PRESENCE,
AS WELL.
>> SORT OF RELATED TO THAT
BEFORE WE GO BACK TO
COUNCILMEMBER PEDERSEN, CAN YOU
TALK A LITTLE BIT ABOUT THE
ANALYTICAL WORK RELATED TO THE
911 CALL ANALYSIS THAT WILL,
AGAIN, THIS IS NOT WITHIN THE
CONTEXT OF REIMAGINING POLICING.
AND THE RACIAL RECKONING OF
GEORGE FLOYD'S MURDER.
THIS IS ALSO SO IMPORTANT,
GIVEN OUR STAFFING CHALLENGES.
AND THE WORK TO IDENTIFY THE
TYPES OF 911 CALLS THAT WE
DON'T NEED TO BE SENDING SWORN
POLICE TOO, SO THAT WE CAN MAKE
SURE THAT WE HAVE SWORN POLICE
TO ANSWER THE CALLS THAT ONLY
THEY CAN MAKE.
I AM WONDERING IF YOU CAN TALK
A LITTLE BIT ABOUT THAT
PROJECT.
>> I WILL TURN IT OVER TO CLO
MAXEY.
THERE IS A RISK ASSESSMENT THAT
IS GOING TO BE CONDUCTED, BUT I
WILL LEAVE IT TO YOU.
>> THIS IS THE PROJECT BEING
UNDERTAKEN RIGHT NOW.
AGAIN, THIS IS USING ADAPT,
USING 911 CALL DATA.
REALLY WHAT IT IS DOING IS
CREATING A RISK INDEX FOR EACH
CALL AND LOOKING AT WHAT DID
THE CALL STARTED AS?
HOW DID IT END AS, TO SEE IF WE
CAN IDENTIFY THE TYPE OF THE
CALL THAT IT ACTUALLY IS.
IT IS USING ALL OF THE
AVAILABLE ANALYTICS TO
CATEGORIZE THESE CALLS, BASED
ON OUR BEST UNDERSTANDING.
THIS WILL BE SUPPORTED BY
DISPATCHER PROTOCOLS ON HOW TO
TEASE OUT THE PROPER
INFORMATION ABOUT THE CALL.
IN THE END, ONCE THIS ANALYSIS
IS COMPLETE, THIS WILL GIVE A
CATEGORIZATION OF THE CALLS, AS
TO WHETHER THERE WILL BE DEATH,
SERIOUS INJURY, MINIMAL INJURY,
OR PROPERTY DAMAGE STEMMING
FROM ANY INDIVIDUAL CALL, WHICH
WILL HELP US ASSESS THE RISK.
SO THIS IS THE RESPONSIBLE WAY
TO DETERMINE WHICH CALLS COULD
BE SERVED BY AN UNARMED
RESPONDER.
WE ARE STILL WORKING ON THIS.
I THINK WE WILL REPORT OUT TO
THIS COMMITTEE AT THE END OF
THE FIRST QUARTER ON WHERE
EXACTLY WE ARE AND A LOT MORE
BREADTH OF DETAIL.
ONE MORE THING I DID WANT TO
SORT OF LEVEL SET IS LOOKING AT
THE CALLS AND LOOKING AT THE
DIRECTION WE ARE GOING WITH
THIS, I THINK THIS IS MORE THAT
IT IS NOT CURRENTLY BEING
SERVED THAN IT IS SUPPLANTING
THE CURRENT OFFICERS.
THERE ARE THINGS THAT OFFICERS
ARE SIMPLY NOT GOING TO AT THIS
POINT.
THOSE ARE THE CALLS THAT WILL
BE FILLED BY THIS ALTERNATIVE
RESPONSE.
>> THAT IS A HELPFUL
DISTINCTION.
COUNCILMEMBER PEDERSEN.
>> THANK YOU.
YES.
I APPRECIATE TALKING ABOUT
THESE ALTERNATIVE RESPONSES.
FOR THE VIEWING PUBLIC, YOU
KNOW THE CRIME PREVENTION GOES
BEYOND THE POLICE DEPARTMENT.
I HAD A MEETING RECENTLY WITH
NEIGHBORHOOD BUSINESS DISTRICT
LEADERS WHO ARE SEEKING TO HAVE
A POSITION THAT ALSO HAS CROSS
DEPARTMENTAL AUTHORITY TO LINK
PEOPLE TO SERVICES, AS WELL AS
TO CALL UPON THE POLICE
DEPARTMENT AS NEEDED.
AS WE ATTEMPT TO RESTORE THE
OFFICERS THAT LEFT, ALSO
LOOKING AT NEW MODELS
POSITIONED TO LINK TO OTHER
CITY DEPARTMENTS IN THE FIELD,
ESPECIALLY IN THOSE
NEIGHBORHOODS.
THIS IS DISTRICTS WHERE WE ARE
SEEING A SPIKE IN CRIME.
MY LAST QUESTION ABOUT THE
STRATEGIC PLAN, ON PAGE 22 IT
TALKS ABOUT WELLNESS.
I KNOW THAT OFFICER HARRIS,
HONORED IN THE STRATEGIC PLAN,
WHO WAS KILLED ON I-5, THAT WAS
IMPORTANT TO HER AS WELL.
WHERE ARE YOU LOOKING FOR BEST
PRACTICES ON OFFICER WELLNESS
AND WHAT CAN WE, AS A
COMMITTEE, DO TO HELP?
>> SO, WE WERE ACTUALLY AWARDED
AND ASSISTANCE WHERE WE CAN GET
EXPERTISE FROM ACROSS THE
COUNTRY.
WE HAD INDIANAPOLIS AND SAN
DIEGO BEING ABLE TO ASSESS SOME
OF OUR PROGRAMS.
WE HAVE 70 PIERCE SUPPORT
VOLUNTEERS THROUGHOUT THE
DEPARTMENT, INCLUDING ALL
PRECINCTS AND ALL WATCHES.
WE ALSO HAVE MENTAL HEALTH
PROFESSIONALS ON CONTRACT AND
WE ARE DEPLOYING THEM AT THE
VARIOUS PRECINCTS, INCLUDING
THE EAST AND WEST PRECINCTS,
WHICH HAVE SEEN PROBABLY THE
MOST ACTIVITY.
AS FAR AS DEMONSTRATIONS FROM
YEARS AGO.
BUT WE WANT TO MAKE SURE THAT
WE ASSIGN THEM IN EACH OF OUR
PRECINCTS OF THE GET TO KNOW
EACH OTHER, BUILD A
RELATIONSHIP AND SEE THE VERY
EARLY ONSET, WHERE THERE CAN
POTENTIALLY BE A DECLINE IN AN
OFFICER'S PERFORMANCE.
WE ARE ALSO DOING THAT WORK.
FOUR OFFICERS WERE VETERANS,
THEY PROVIDE BENEFITS AND
SERVICES.
ONE OF THE THINGS IS ALSO
MAKING SURE YOU MAINTAIN JUST
BEING PHYSICALLY HEALTHY.
WE HAVE A TACTICAL ATHLETE
PROGRAM.
IT ACTUALLY PROVIDES NUTRITION
ASSISTANCE AS WELL.
THE OTHER THINGS WE ARE LOOKING
AT ALSO DOING HIS LEADERSHIP
TRAINING, SO WE HAVE BEEN
WORKING ON BRINGING IN
DIFFERENT PROFESSIONAL SPEAKERS
FOR THE DEPARTMENT.
WE HAVE DIFFERENT APPS BECAUSE
OF THE NATURE OF OUR WORK.
WE HAVE A PROTOCOL APP, WHICH
IS A WELLNESS APP.
IT PROVIDES DIFFERENT CONTACTS
AND DIFFERENT ABILITY FOR
PEOPLE TO REACH OUT.
WE HAVE A MENTOR PROGRAM.
THAT WAS VERY IMPORTANT FOR ME
WHEN I CAME ONTO THE
DEPARTMENT.
HAVING SOMEONE WE COULD ASK
QUESTIONS TO AND GUIDANCE.
TO GUIDE THEM THROUGH THEIR
FIRST YEAR OF THE DEPARTMENT.
ONE OF OUR PERSONNEL THAT IS
CERTIFIED TO RUN OUR ALCOHOL
AND SUBSTANCE ABUSE PROGRAM.
WE KNOW WHEN OUR OFFICERS FIND
OURSELVES NOT IN A GOOD PLACE,
SOMETIMES ALCOHOL CAN BE A
CONTRIBUTING FACTOR.
WE WANT TO MAKE SURE THAT WE
ARE DOING A LOT OF WORK ON THE
PREVENTION SIDE, SO WE CAN MAKE
SURE OFFICERS ARE GETTING
POTENTIAL TREATMENT, SHOULD
THEY BE GOING DOWN THE WRONG
ROAD.
ONE OF THE COOLER THINGS WE ARE
DOING, WE HAVE FACILITY DOGS
THAT WE ARE NOW BRINGING IN.
WE RECEIVED A DONATION.
WE HAVE THREE FACILITY
EMOTIONAL SUPPORT DOGS COMING
THIS SPRING, FROM VET DOGS.
YOU KNOW, THESE TYPE OF DOGS
HAVE BEEN DEPLOYED IN A VARIETY
OF DIFFERENT SITUATIONS AND
MASS CASUALTY SITUATIONS AND
SITUATIONS WHERE THERE IS A
HUGE DISTURBANCE OR CRITICAL
INCIDENT, THAT IF IT GOES ON IN
THE COMMUNITY.
THESE DOGS KNOW WHEN SOMEBODY
IS FEELING SAD AND HAVING A
CERTAIN LEVEL OF EMOTION.
THEY COME RIGHT UP TO THE
PERSON AND WE HAVE DEPLOYED
THEM.
WE HAVE ACTUALLY DEPLOYED THEM
IN A VARIETY OF OTHER
SITUATIONS.
SO HAVING THESE TRAINED DOGS TO
BE ABLE TO SUPPORT, AND THEY
WILL BE AVAILABLE FOR CRITICAL
INCIDENTS, OFFICER INVOLVED
SHOOTINGS, RIOTS, ET CETERA,
AND A VARIETY OF DIFFERENT
NEEDS.
I THINK THIS WILL BE CRITICAL
FOR OUR OFFICERS TO BE ABLE TO
HAVE THOSE DOGS BE PART OF
THEIR LIVELIHOOD.
>> THANKS SO MUCH AND I THINK
IT IS REALLY IMPORTANT TO NOTE
THAT WHEN WE TALK ABOUT
RETENTION, A LOT OF RETENTION
POLICIES ARE ALSO WELLNESS
POLICIES.
I MENTIONED EARLIER AND I THINK
IT IS REALLY GOOD TO THINK OF
THAT AS FULFILLING TO,
IMPORTANT, DUAL PURPOSES.
THANK YOU.
COUNCILMEMBER MOSQUEDA.
>> THANK YOU VERY MUCH, MADAM
CHAIR.
I WOULD LIKE TO CONTINUE WITH
THE THEME YOU BROUGHT UP AROUND
RETENTION.
I THINK IT GETS LOST SOMETIMES.
WHAT WE HEARD DIRECTLY FROM
OFFICERS, OFFICERS IN SEATTLE
AND ALSO ACROSS THIS COUNTRY
HAVE BEEN SAYING THEY CANNOT BE
MENTAL HEALTH PROVIDERS.
THEY CANNOT BE HOUSING
CONNECTORS.
THEY CANNOT BE CRISIS
MANAGEMENT RESPONDERS WHEN THEY
ARE NOT SOCIAL WORKERS AND IT
IS BECAUSE OF THE DIRECT
FEEDBACK WE RECEIVED FROM
OFFICERS THAT THERE HAS BEEN A
DIRECT EFFORT TO TRY TO MAKE
SURE, AS COUNCILMEMBER HERBOLD
NOTED, THAT CALLS DO NOT
REQUIRE AN OFFICER WITH A GUN
TO SHOW UP, GO TO SOMEONE ELSE.
THAT IS WHAT WE HAVE BEEN
ACTIVELY FUNDING AND TRYING TO
MOVE TOWARDS.
I KNOW YOU SPENT A LOT OF TIME
AND COUNCILMEMBER SPENT A LOT
OF TIME TALKING ABOUT
RECRUITMENT.
WE HAVE DONE RECRUITMENT BONUSES
IN THE PAST.
WE HAVE NOT SEEN A CHANGE IN
RECRUITMENT STRATEGIES AND THE
CONVERSATION THE COUNCIL AND
LARGER PUBLIC IS HAVING AROUND
HOW WE OFFLOAD SOME OF THESE
JOBS THAT ARE NOT NECESSARY FOR
OFFICERS TO RESPOND TO, WILL BE
A VERY IMPORTANT ELEMENT OF
RETENTION STRATEGIES.
I, TOO, HAVE EXTENDED FAMILY
MEMBERS WHO ARE OFFICERS.
I'M SYMPATHETIC TO THEIR
CONCERNS ABOUT NOT WANTING TO
BE CASE MANAGERS AND MENTAL
HEALTH COUNSELORS.
I WANT TO MAKE SURE WE CONTINUE
TO UNDERSCORE WHY WE ARE
INTERESTED IN MOVING SOME OF
THE STRATEGIES.
IT WILL ALSO HELP WITH
RETENTION.
I ALSO WANT TO MAKE SURE WE ARE
HAVING A CONVERSATION ABOUT THE
DATA ANALYTICS AND YOU
MENTIONED THE CONVERSATION WE
ARE LOOKING AT, IN TERMS OF
WHAT THE ALTERNATIVE IS.
THE ALTERNATE RESPONSE COULD BE
BASED ON OFFICER INTERACTIONS,
BUT I WOULD LIKE TO KNOW IF
THERE IS AN OUTSIDE PARTY
HELPING WITH THAT ANALYSIS.
FOR EXAMPLE, I THINK IN SOME
CASES THE FACT THAT AN OFFICER
SHOWED UP TO SOME OF THESE CALLS
WITH A BADGE AND A GUN, VERSUS
A MENTAL HEALTH COUNSELOR WITH
THE TRAINING AND SKILLS TO DE-
ESCALATE, USING MENTAL HEALTH
COUNSELING STRATEGIES OR
ENGAGEMENT STRATEGIES THAT A
CASE MANAGER MIGHT BE EQUIPPED
TO HAVE, THERE IS A DIFFERENT
OUTCOME.
FOR EXAMPLE IF YOU LOOKED AT THE
LYLES CASE AND THE ANALYSIS OF
THE INTERACTION WAS THAT YES,
AN OFFICER WAS NEEDED, BECAUSE
THERE ENDED UP NEEDING TO BE AN
INTERACTION.
THE OUTCOME COULD HAVE BEEN
COMPLETELY DIFFERENT IF A
MENTAL HEALTH PROVIDER HAD
SHOWED UP TO THAT CASE, SO I AM
VERY INTERESTED AND WONDERING
IF WE CAN HAVE THAT ANALYSIS
DONE WITH AN OUTSIDE PARTY TO
LOOK AT THE TYPE OF SITUATIONS
THAT YOU ARE EVALUATING WITH
THE 911 CALL SERVICES.
BECAUSE THE OUTCOME WOULD BE,
POTENTIALLY, COMPLETELY
DIFFERENT.
AGAIN, FOR THE INDIVIDUAL WHO
WAS ON THE PIER AND HAD A KNIFE
AND WAS IMMEDIATELY SHOT.
I WOULD VERY MUCH LIKE TO HAVE
A CONVERSATION ABOUT ANALYZING
THAT WITH AN OUTSIDE PARTY, AS
WELL.
AND IF I MAY, I DO HAVE TWO
QUESTIONS RELATED TO THE
STRATEGIC PLAN.
ON PAGE 12, THERE IS A
CONVERSATION IN THE STRATEGIC
PLAN.
IT SAYS, QUOTE, FOCUS ON
COLLABORATION WITH COURTS,
JAILS, AND SERVICE PROVIDERS TO
FIND BETTER JURISDICTIONS FOR
REPEAT -- AGAIN, THIS IS WITH
INTERACTIONS WITH THE COMMUNITY.
ON THIS BULLET AS IT RELATES TO
THE OPERATION NEW DAY AND
SHOPLIFTING, WE TALKED A LOT
ABOUT THIS LAST TIME.
VERY SYMPATHETIC TO SMALLER
SHOPS WHO ARE SEEING HIGHER
RATES OF THEFT AND VANDALISM.
I ALSO HAVE CONTINUED CONCERNS
ABOUT THE PRESENCE OF OFFICERS.
SOME OFFICERS IN LARGER CHAINS
WHO ARE INTERACTING WITH
INDIVIDUALS WHO THEY MAY BE
ENGAGED IN SHOPLIFTING.
AN EXAMPLE IS ON FRIDAY,
FEBRUARY 11, SPD STATIONED A
PLAINCLOTHES OFFICER IN THE
DOWNTOWN TARGET AND ARRESTED
SHOPLIFTERS.
ALL FIVE BOOKED THAT DAY WERE
INDIGENOUS AND REPRESENTED BY
PUBLIC DEFENDERS.
ONE WAS INITIALLY TOO SICK TO
COME TO COURT.
ANOTHER WAS CHARGED WITH $6.99
OF MERCHANDISE AND IS NOW IN
COMPETENCY PROCEEDINGS BECAUSE
OF THEIR INABILITY TO
UNDERSTAND THE CHARGE AGAINST
HIM AND ASSIST IN THEIR
DEFENSE.
ANOTHER HAD A DELAY BECAUSE OF
A LACK OF INTERPRETER AND CHOSE
TO GO FORWARD WITHOUT AN
INTERPRETER, BECAUSE THE COURT
FAILED TO PROVIDE ONE AT THE
SECOND SCHEDULED ARRAIGNMENT.
I AM WONDERING IF YOU HAVE ANY
INFORMATION FOR US ON THE
DEMOGRAPHICS OF THE INDIVIDUALS
ARRESTED WITH OPERATION NEW
DAY, GIVEN THE SHORT STAFFING
THAT YOU CITED.
DESPITE THE CITY COUNCIL FULLY
FUNDING THE HIRING PLAN.
I AM WONDERING HOW MUCH THESE
OPERATIONS ARE COSTING IN TERMS
OF TIME AND CAPACITY.
AND I WILL ALSO ASK ABOUT
WHETHER OR NOT ON PAGE 25 YOU
CAN HELP ME UNDERSTAND THE
DIFFERENCE BETWEEN A TERRY STOP
AND A STOP AND FRISK.
>> IT IS ACTUALLY CASE LAW.
IT IS TERRY VERSUS OHIO.
BASICALLY REASONABLE SUSPICION.
STOP AND FRISK IS SOMETHING
THAT WAS CREATED IN NEW YORK
AND IT IS LESS GROUNDED IN
LEGAL AND CONSTITUTIONAL LAW.
SO, WE DO ALL OF OUR WORK BASED
ON TERRY VERSUS OHIO.
WE BASE OUR STOPS ON REASONABLE
SUSPICION STOPS GROUNDED IN
CONSTITUTIONAL LAW AND NOT ON A
STOP AND FRISK.
ONE OF THE CASES YOU BROUGHT UP
ON THE $6.99, ACTUALLY THEY
HAVE ASSAULTED ONE OF THE STAFF.
AT THAT TIME WE HAVE NOT BOOKED
THEM UNDER THE CASE NUMBER,
BECAUSE WE COULD NOT LOCATE THE
CASE NUMBER.
WE WERE ABLE TO DO THAT, WE PUT
A SUPPLEMENTAL REPORT, AND
ENDED UP HAVING CHARGES FOR
ASSAULT ON THAT CASE.
WE HAVE BEEN DOING TRIAGING OF
A LOT OF CASES, SO WE ARE NOT
TRYING TO BOOK THEM.
TRYING TO ISSUE OUT WARNINGS.
HOWEVER, WHEN THERE ARE
SITUATIONS THAT THERE ARE
MULTIPLE CHARGES, THEN WE ARE
AT THOSE TIMES MAKING CERTAIN
ARRESTS.
WE CAN GET TO SOME OF THE
DEMOGRAPHIC DATA OR WE CAN WORK
TO GET SOME OF THE DEMOGRAPHIC
DATA TO YOU AS WELL.
>> I DO WANT TO CONFIRM, SINCE
IT CAME UP IN A PREVIOUS
COMMITTEE MEETING.
THE QUESTION AROUND THE
RELATIVELY MINOR TARGET,
SHOPLIFTING.
THAT EVEN THOUGH THE REPORT
THAT HAD BEEN ATTACHED TO SOME
CIRCULATION IN THE PUBLIC
AROUND THIS CASE, NOT INCLUDE
REFERENCE TO THE ASSAULT ON A
TARGET EMPLOYEE.
WHERE SHE STRUCK THE EMPLOYEE
WITH A BOTTLE, MULTIPLE TIMES.
IT WAS DOCUMENTED.
THE ASSAULT WAS DOCUMENTED
UNDER A DIFFERENT REPORT.
AND THE THEFT, THE VICTIM, THE
STORE EMPLOYEE, DID NOT HAVE
THE INCIDENT NUMBER FOR THE
ASSAULT.
TO USE.
AND APPARENTLY THERE IS A
FOLLOW-UP REPORT THAT WAS
GENERATED, REQUESTING TARGETED
ASSAULT ON THE INDIVIDUAL.
SO I JUST WANT TO FLAG THAT.
THIS IS SOMETHING THAT WE DID
LOOK INTO.
IT WAS BROUGHT UP IN PUBLIC
COMMENT IN A PREVIOUS COMMITTEE
MEETING.
BUT I DO AGREE.
WE HAVE ASKED FOR AND RECEIVED
DEMOGRAPHIC INFORMATION AS IT
RELATES TO CITY ATTORNEYS.
WE RECEIVED THAT DEMOGRAPHIC
INFORMATION AND IT WILL BE VERY
HELPFUL.
I UNDERSTAND THAT THERE WAS A
PLAN FOR WEEKLY REPORTING ON
OPERATION NEW DAY AND HOPEFULLY
IT ADDRESSES THE DEMOGRAPHIC
COMPOSITION OF FOLKS ARRESTED,
AS WELL.
COUNCILMEMBER NELSON.
>> I AGREE THAT RETENTION IS
IMPORTANT.
IT IS THE BIGGEST BANG FOR THE
BUCK TO KEEP THE OFFICERS WE
HAVE AND IF THERE IS AN
INCENTIVE PROGRAM, IT IS BEST,
YOU KNOW, WE SHOULD REWARD
PEOPLE WE ALREADY HAVE FOR
DOING THE WORK THAT THEY ARE
DOING.
THAT HAS TO BE BARGAINED, SO
THAT IS A DIFFERENT STORY.
TO COUNCILMEMBER MOSQUEDA'S
POINT, I AGREE.
WE NEED TO MAKE SURE THE RIGHT
PEOPLE ARE GOING OUT ON THESE
CALLS AND SPD DOES HAVE CRISIS
RESPONSE TEAMS THAT HAVE SOCIAL
WORKERS IN THEM.
I DON'T KNOW HOW MANY OF THESE
UNITS EXIST, BUT THAT IS A
MODEL THAT HAS PROVEN TO BE
EFFECTIVE AND IT IS SIMILAR TO
THE FIRE DEPARTMENT.
WHERE EMTS GO OUT WITH SOCIAL
WORKERS.
I LIKE THAT APPROACH AND UNTIL
WE HAVE TRIAGE ONE SET UP, SO
THERE IS A PLACE FOR THESE
CALLS TO GO THAT DOES NOT
REQUIRE A UNIFORMED POLICE
RESPONSE, WE NEED TO FOCUS ON
COMBINING SPECIALTIES IN THESE
CALL RESPONSES.
SO, THANK YOU VERY MUCH FOR
BRINGING THAT UP.
>> SORRY ABOUT THAT.
>> AND I THINK COUNCILMEMBER
PEDERSEN HAD ANOTHER QUESTION
ALONG TIME AGO.
I DON'T WANT TO JUMP IN.
>> I WAS JUST GOING TO RETURN
BACK TO THAT, THANK YOU SO MUCH.
COUNCILMEMBER PEDERSEN.
>> I WAS ABLE TO ASK ALL MY
QUESTIONS AND YOU ASKED MY
RECRUITMENT AND RETENTION
QUESTIONS, SO THANK YOU.
>> PERFECT.
ANY OTHER THOUGHTS THAT WE
WOULD LIKE TO COVER ON THE
TOPIC OF THE STRATEGIC PLAN?
I JUST WANT TO NOTE, THAT I
APPRECIATE THAT IN 2020 THE
SEATTLE POLICE DEPARTMENT
BLOTTER WAS EXPANDED TO ADD A
REPORT ON DAILY SIGNIFICANT
INCIDENT REPORTS.
PROVIDING COMMAND STAFF AND
RAPID NOTIFICATION EVENTS OF
POTENTIAL CROSS PRECINCT ISSUES.
TO MAKE SPECIFIC INFORMATION
ABOUT SPECIFIC EVENTS DIRECTLY
AVAILABLE TO OFFICERS.
AS I UNDERSTAND IT, REPORTS ARE
AVAILABLE TO THE PUBLIC.
I THINK IT IS GOOD PRACTICE IN
ORDER TO ENHANCE COMMUNICATION
FOR THE DEPARTMENT, AS WELL AS
INFORMING THE PUBLIC.
OFTEN THE EYES AND EARS TO THE
DEPARTMENT OF EMERGING ISSUES.
SO I JUST WANTED TO FLAG THAT.
IT LOOKS LIKE WE MIGHT BE ABOUT
TO CLOSE OUT HERE.
>> WELL, THANK YOU.
THANK YOU EVERYONE FOR THE
QUESTIONS AND DISCUSSION.
WE WANT TO MAKE SURE WE ARE
MOVING THE DEPARTMENT IN THE
RIGHT DIRECTION.
SO AS I NOTED IN THE EXECUTIVE
SUMMARY, THIS IS REALLY NOT A
CLOSED DOCUMENT.
IT REALLY IS BASED ON A LOT OF
FEEDBACK AND CONTINUED FEEDBACK
FOR US TO MOVE THE DEPARTMENT.
>> THANK YOU AND EVEN THOUGH WE
DID NOT DO A DEEP DIVE INTO THE
ISSUE, WE DO WANT TO, AGAIN, AS
I DO OFTEN RECOGNIZE AND FLAG
THE AMAZING WORK THAT APARTMENT
IS DOING, GETTING GUNS OFF THE
STREETS.
JUST REALLY, UNFORTUNATELY,
THERE ARE SIGNIFICANT INCREASES
IN GUNS AND YOU ARE DOING A
GREAT JOB MAKING SURE THE FOLKS
WHO SHOULD NOT HAVE THEM, DO
NOT.
>> THANK YOU.
THANK YOU.
>> ALL RIGHT, BE WELL.
THANK YOU AND LET'S MOVE ON TO
THE LAST ITEM ON THE AGENDA,
AGENDA ITEM NUMBER FOUR.
>> COMMITTEE AGENDA ITEM NUMBER
FOUR.
COUNCIL BILL 120280, AN
ORDINANCE RELATING TO THE
BUDGET ORDINANCE.
CHANGING APPROPRIATIONS TO
VARIOUS DEPARTMENTS AND BUDGET
CONTROL LEVELS.
ADDING PROVISOS.
AND RATIFYING AND CONFIRMING
CERTAIN PRIOR ACTS.
>> AGAIN, THIS IS AN ITEM WE
DISCUSSED AT THE MARCH 8
MEETING OF THE PUBLIC SAFETY
AND HUMAN SERVICES COMMITTEE.
GREG DOSS IS HERE FOR A SECOND
BRIEFING AND AS MENTIONED AT
THE START OF THE MEETING, I DO
HAVE AMENDMENT 1 TO COUNCIL
BILL 120280.
>> THANK YOU, MADAM CHAIR.
GREG DOSS, COUNCIL CENTRAL
STAFF.
COUNCIL BILL 120280, AS A
REMINDER, WOULD APPROPRIATE TO
THE SEATTLE POLICE DEPARTMENT
FUNDING FROM THE DEPARTMENT OF
HOMELAND SECURITY FOR THE GRANT.
THE COMMITTEE HEARD ON MARCH 8,
TESTIMONY FROM THE ASSISTANT
CHIEF AND BRIAN MAXEY, WHO YOU
JUST HEARD FROM, ABOUT THE
PURCHASES THEY INTEND TO MAKE
WITH THE $3.2 MILLION IN
HOMELAND SECURITY UASI FUNDS.
ADDITIONALLY, THERE IS A
SPREADSHEET POSTED TO THE
AGENDA THAT DETAILS EACH OF THE
PROGRAMS AND PROJECTS THAT
WOULD BE HIGHLIGHTED WITH THAT
FUNDING.
WE WENT OVER THAT, THE
COMMITTEE DID, IN DEPTH ON
MARCH 8. THERE WERE A COUPLE OF
QUESTIONS THAT WERE LEFT
OUTSTANDING FROM THAT MEETING.
I WANT TO ADDRESS THOSE NOW.
THE FIRST ONE WAS FROM THE
CHAIR AND THAT WAS FOR THE
DEPARTMENT TO IDENTIFY WHICH OF
THE ITEMS ON THE LIST WOULD BE
SUBJECT TO THE CITY
SURVEILLANCE ORDINANCE.
OF COURSE, THEY ARE ALL SUBJECT
TO THE SURVEILLANCE ORDINANCE,
BUT WHICH ONES WOULD MOST
LIKELY TRIGGER THE DEFINITION
OF SURVEILLANCE AND REQUIRE A
SURVEILLANCE IMPACT REPORT?
THERE WERE FOUR THAT THE
DEPARTMENT THOUGHT WOULD MOST
LIKELY BE CATEGORIZED AS
SURVEILLANCE.
THE FIRST WAS CYBERSECURITY
SOFTWARE THAT THE CENTER IS
GOING TO PURCHASE.
ANOTHER WAS THE LONG RADAR
SYSTEM THAT WAS GOING TO BE
PURCHASED.
THIRD, THE BINOCULAR NIGHT
VISION SYSTEM AND ENHANCED
THERMAL IMAGER.
THE LAST IS THE DIGITAL X-RAY
SYSTEM.
I THINK THAT IS THE ONE WE
TALKED ABOUT AT LENGTH.
THOSE FOUR WOULD REQUIRE
SURVEILLANCE IMPACT REPORTS,
MOST LIKELY.
THE SECOND QUESTION THAT WAS
ASKED, WHETHER THE DEPARTMENT
HAD ANY SPECIFIC POLICIES THAT
WOULD PROHIBIT THE SYSTEM FROM
BEING USED TO TRACK CIVILIANS?
AS A REFRESHER, THAT IS THE
SYSTEM THAT ALLOWS THE POLICE
DEPARTMENT TO TRACK ITS UNITS
DURING AN EMERGENCY.
SPD INDICATED IT DOES NOT HAVE
POLICIES TO PROHIBIT THAT,
BECAUSE THE SYSTEM IS ONLY
CAPABLE OF TRACKING POLICE AND
NOT CIVILIANS.
THOSE ARE THE ONLY QUESTIONS ON
THAT LIST.
THAT IS THE ONLY INFORMATION I
HAD FOR YOU TODAY.
BECAUSE THERE ARE NO AMENDMENTS
THAT WOULD SEEK TO PROHIBIT OR
CONDITION THE SPENDING IN ANY
WAY THAT WOULD POTENTIALLY
DISRUPT THE GRANT, THERE IS NOT
A NEED TO DISCUSS ANY FISCAL
MATTERS, RELATIVE TO PROVISOS.
SO AT THAT POINT, I THINK THE
COMMITTEE IS READY TO VOTE.
AND I AM ABLE TO ANSWER ANY
QUESTIONS OR DISCUSS AMENDMENT
ONE, AT THE CHAIR'S DISCRETION.
>> I JUST WANT TO FLY WITH THE
SIGNIFICANCE OF A TECHNOLOGY
THAT REQUIRES, TO THE FUNDING
THAT WOULD BE AUTHORIZED UNDER
THIS GRANT.
THE SIGNIFICANCE IS THAT THE
SURVEILLANCE ORDINANCE
PROHIBITS ANY DEPARTMENT FROM
SPENDING FUNDS THAT REQUIRE A
SERVER, UNTIL SUCH TIME AS THE
COUNCIL ACTS ON THAT.
WE HAVE IDENTIFIED THE
TECHNOLOGIES THAT ARE LIKELY TO
REQUIRE A S.I.R.
AND WE WERE HEARING BOTH THAT
THEY WERE HOPING WE WOULD ACT
ON THIS GRANT IN A WAY THAT
ALLOWED THEM TO, AS SOON AS
POSSIBLE, DO THE PURCHASES, SO
THEY COULD CLOSE OUT THE GRANT.
WE DID ASK A FINER POINT ON THE
QUESTIONS.
WHAT DO WE DO WHEN WE HAVEN'T
ACTED ON S.I.R.'S THAT ARE
REQUIRED AND THUS THE
DEPARTMENT ISN'T DOING
SPENDING?
WE GOT A GREAT ANSWER FROM SPD.
THEY NOTE THAT AGAIN THEY ARE
MAKING THE COMMITMENT THAT ANY
ITEMS THAT INCLUDE TECHNOLOGY
THAT WILL AUTOMATICALLY GO
UNDER THE PRIVACY REVIEW AND IF
THEY ARE INSTRUCTED TO PREPARE
A S.I.R., THEY WILL COMPLETE
THAT PROCESS BEFORE THEY MAKE
THE PURCHASE, AS REQUIRED BY
THE SURVEILLANCE ORDINANCE.
THEY GO ON TO SAY IF THE S.I.R.
IS NOT APPROVED, THEY WILL
COORDINATE WITH THE STATE TO
REQUEST AN EXTENSION FROM FEMA
AND IT IS NOT UNCOMMON TO ASK
FOR CONTRACT EXTENSION FOR
GRANTS.
AND THAT IT IS UP TO THE FEDS.
SO, I AM SATISFIED WITH THAT
RESPONSE.
AND I REALLY WANT TO THANK
COUNCILMEMBER MOSQUEDA FOR ALL
OF THE GREAT QUESTIONS THAT SHE
HAD IN COMMITTEE.
LAST COMMITTEE MEETING.
IT REALLY GAVE US, I THINK, AN
OPPORTUNITY TO LEARN MORE AND
GET MORE IN THE WEEDS ABOUT
THIS PROGRAM AND HOW IT IS NOT
USED, AS IT RELATES TO YOUR
GENERAL, ORDINARY, RUN-OF-THE-
MILL POLICING FOR TACTICS
ASSOCIATED WITH COMMUNITY
SAFETY.
THEY ARE GENERALLY NOT USED IN
CROWD CONTROL SITUATIONS.
THERE IS A REALLY TARGETED FOCUS
FOR MOST OF THESE GRANT
PROGRAMS.
>> THERE ARE NO GENERAL
QUESTIONS.
GREG, COULD YOU DESCRIBE THE
AMENDMENT, PLEASE?
>> YEAH, THANK YOU.
AMENDMENT ONE SIMPLY
ESTABLISHES THAT THE PROJECTS
THAT WOULD BE FUNDED WITH UASI
FUNDS ARE SUBJECT TO THE
SURVEILLANCE ORDINANCE AND THE
AFFECT STATEMENT THAT I WAS
GOING TO DESCRIBE.
I THINK YOU JUST GAVE A PERFECT
EXPLANATION OF.
THAT UNTIL SUCH TIME AS THE
S.I.R.
IS APPROVED, PURCHASES CANNOT
BE MADE.
THE DEPARTMENT HAS INDICATED
THAT IF THEY CAN'T SPEND THE
MONEY BY THE END OF THE GRANT,
WHICH IS DECEMBER 31, 2023,
THEY WILL ASK FOR AN EXTENSION.
>> THANK YOU SO MUCH, GREG.
THE COMMITTEE AGREES, I WOULD
LOVE TO PUT THE AMENDMENT
BEFORE US.
SO, I MOVED TO ADOPT AMENDMENT
ONE TO COUNCIL BILL 120280.
IS THERE A SECOND?
>> SECOND.
>> THANK YOU.
IT HAS BEEN MOVED AND SECONDED.
RECOMMEND PASSAGE -- I'M SORRY,
THAT'S NOT RIGHT.
IT HAS BEEN MOVED AND SECONDED
TO ADOPT AMENDMENT ONE TO
COUNCIL BILL 120280.
CAN WE VOTE ON THE AMENDMENT,
PLEASE?
>> COUNCILMEMBER MOSQUEDA.
>> AYE.
>> COUNCILMEMBER NELSON.
>> AYE.
>> COUNCILMEMBER PEDERSEN.
>> AYE.
>> AND CHAIR HERBOLD.
>> AYE.
>> FOUR IN FAVOR AND NONE
OPPOSED.
ARE THERE ANY COMMENTS ON THE
AMENDED BILL?
THANK YOU.
I MOVE AMENDED COUNCIL BILL
120280.
IS THERE A SECOND?
>> SECOND.
>> OKAY.
ANY AMENDED COUNCIL BILL
120280, IS BEFORE US.
PLEASE CALL ON THE PASSAGE OF
THE BILL.
>> COUNCILMEMBER MOSQUEDA.
>> AYE.
>> COUNCILMEMBER NELSON.
>> AYE.
>> COUNCILMEMBER PEDERSEN.
>> AYE.
>> CHAIR HERBOLD.
>> AYE.
>> FOUR IN FAVOR.
NONE OPPOSED.
>> THE BILL IS PASSED AND WILL
BE FORWARDED TO THE CITY
COUNCIL MEETING.
THAT IS THE LAST ITEM.
ARE THERE ANY OTHER COMMENTS OR
QUESTIONS?
SEEING NONE, IT IS 11:46 A.M.
AND WE ARE ADJOURNED.
THANK YOU.