>>> GOOD MORNING, WELCOME TO
THE TUESDAY, FEBRUARY 25th,
2020 MEETING OF THE PUBLIC
SAFETY AND HUMAN SERVICES
COMMITTEE.
IT IS 9:35 A.M.
I'M LISA HERBOLD, THE CHAIR OF
THE COMMITTEE.
AND COME REPRESENTING DISTRICT
1, WEST SEATTLE AND SOUTH PARK.
I AM JOINED BY COUNCILMEMBERS
PEDERSON AND MORALES.
THANK YOU FOR JOINING ME TODAY.
IF THERE ARE NO OBJECTIONS I
WILL APPROVE THE AGENDA.
HEARING NO OBJECTIONS, THE
AGENDA IS APPROVED.
TODAY'S MEETING WILL BEGIN WITH
PUBLIC COMMENT.
AND, FOLLOWED BY THE ITEMS OF
BUSINESS.
THE ITEMS OF BUSINESS ARE THE
APPOINTMENT AND REAPPOINTMENT
OF A NUMBER OF MEMBERS OF THE
COMMUNITY POLICE COMMISSION.
WE THEN WILL HEAR FROM SPD ON
THEIR STAFFING REPORT.
AND THEN, FINALLY, WE WILL JUST
SPEND A LITTLE BIT OF TIME
GOING OVER WHAT IS RIGHT NOW IN
DRAFT FORM THIS COMMITTEE'S
PUBLIC SAFETY AND HUMAN
SERVICES WORK PLAN OVERVIEW.
JUST WANTING TO SUNLIGHT A
DRAFT VERSION OF THE WORK PLAN.
HEAR FROM YOU.
LET MEMBERS OF THE PUBLIC KNOW
WHAT WE ARE THINKING OF FOCUSES
ON IN 2020 BEFORE COUNCIL'S
FUTURE ADOPTION OF ALL OF OUR
WORK PLANS VIA RESOLUTION.
THANK YOU TO BOTH
COUNCILMEMBERS SAWANT AND LEWIS
FOR JOINING AWES WELL.
WITH THAT, WE WILL MOVE RIGHT
INTO PUBLIC COMMENT.
IF YOU COULD JOIN US AT ANY OF
THE THREE MICS THEREUPON.
MAKE SURE THE GREEN LIGHT IS
ON.
YOU CAN TALK RIGHT INTO IT.
IT IS MOVABLE.
ALEX WILL KEEP TIME AND LET YOU
KNOW WHEN YOU HAVE A MINUTE AND
30 SECONDS.
TOTAL SPEAKING TIME IS TWO
MINUTES PER PERSON.
SO WE WILL START.
>> THANK YOU FOR THIS
OPPORTUNITY.
I WILL MAKE THREE POINTS.
FIRST, THANKS TO ALL WHO
FINALLY REPAIRED THE ONLINE
SEATTLE CRIME DASHBOARD.
A RESOURCE WHICH PROMOTES
INFORMED PUBLIC CONVERSATION
ABOUT CRIME IN SEATTLE.
SECOND, I LIVE IN A STUDIO
APARTMENT IN THE U DISTRICT AND
HAVE FOR DECADES, DESPITE MY
PROFOUND MISTRUST OF THE
SEATTLE POLICE DEPARTMENT.
I RECOGNIZE THAT RECENT
INCREASED PATROLS, ESPECIALLY
POLICE CARS DRIVENLY ALLEYS AND
PAST KNOWN TROUBLE SPOTS
CONTINUE TO PREVENT RANDOM ACTS
OF VIOLENCE.
PLEASE CONTINUE TO INCREASE
THESE PATROLS.
THIRD, WHILE I ACKNOWLEDGE
PERSONAL AND SOCIETAL
RESPONSIBILITY TO HELP PEOPLE
LIVING ON THE STREETS, I WANT
TO HIGHLIGHT CHALLENGES FOR
BUSINESS OWNERS LIVING NEAR THE
AV.
MANY DO THEIR JOBS DESPITE
FREQUENT SHOPLIFTING,
COUNTERFEITING, VANDALISM,
THREATS OF PHYSICAL VIOLENCE,
NEARBY PHYSICAL FIGHTS AND OPEN
AIR DRUG DEALING.
EXTRA SECURITY EXPENSE, GOODS
DAMAGED BY IRRESPONSIBLE
BROWSERS, INCREASED INSURANCE
COST, HIGH PROPERTY TAXES, AND
LOSS OF BUSINESS WHEN PRICES
CONSEQUENTLY RISE.
MANY U DISTRICT PEOPLE HAVE
SHOWED ME VIOLENCE.
FEW FIT STEREOTYPICAL IMAGES OF
GREED.
FEW ARE RICH.
I RUE THE TENDENCY, ESPECIALLY
PREVALENT IN OUR CITY'S
CULTURAL CIRCLE TO PROPAGATE
STEREOTYPES ABOUT GREED IN
BUSINESS.
TRY RUNNING A BUSINESS IN THE U
DISTRICT.
YOU WILL KNOW DAILY STRESS AND
THREATS.
BUSINESS PEOPLE ALSO DESERVE
COMPASSION.
NO ONE INCLUDING BUSINESS
PEOPLE AND POLITICAL MODERATES
EXISTS AS A MERE STEREOTYPE OR
LABEL.
THANK YOU FOR YOUR TIME.
>> THANK YOU.
>>> CHAIR HERBOLD, MEMBERS OF
THE COMMITTEE.
I'M VELMA, A STATE
REPRESENTATIVE REPRESENTING THE
FILIPINO COMMUNITY OF SEATTLE.
I UNDERSTAND EMMA KATAGO HAS
BEEN REMOVED FROM THE
COMMISSION.
I'M IN SUPPORT OF HAVING HER
RETURNED TO THE COMMISSION.
EMMA IS A PASSIONATE PERSON FOR
THE STRUGGLE, FOR THE PEOPLE.
SHE KNOWS THE ISSUES AND SHE IS
GOING TO BE AND WILL BE AND HAS
BEEN AN ASSET TO THE CPC.
SO, PLEASE RETAIN EMMA IN THE
COMMISSION.
THANK YOU.
>> GOOD MORNING COUNCILMEMBERS.
I'M HERE TO SUPPORT EMMA KATAGI
AND THE CBC AND THE FUTURE OF
INDEPENDENT AND ROBUST
ACCOUNTABILITY SYSTEM.
I HAD THE PRIVILEGE OF SERVING
WITH COCHAIR WITH HARRIET
WALDEN WITH EMMA FOR YEARS.
IT IS A FULL TIME POSITION AND
A THANKLESS JOB TO SERVE AS A
COCHAIR.
IT IS ALSO A VOLUNTEER
POSITION.
BOTH REVEREND WALDEN AND EMMA
HAVE PUT IN THOUSANDS OF HOURS
EVERY YEAR.
I CAN SAY WITHOUT RESERVATION
THAT EMMA HAD BEEN AN
INCREDIBLE COCHAIR.
SHE IS HONEST AND
STRAIGHTFORWARD.
BEHIND THE SCENES SHE IS THE
WAY SHE IS IN FRONT OF THE
SCENES AND FAITHFUL TO
COMMUNITY.
SHE HAS PUT IN THE THOUSANDS OF
HOURS OF SERVICE.
NO QUESTION WHEN YOU LOOK AT
THE COMMISSIONER IFS TOP TO
BOTTOM, THEY PUT IN BY FAR, THE
MOST TIME OF SERVICE.
AND, YOU KNOW, WITH ALL DUE
RESPECT, THE DROPOFF AFTER
THOSE TWO COMMISSIONERS IS VERY
STEEP.
ON INDEPENDENCE.
EVEN BEFORE THIS MAYORAL
ADMINISTRATION, THERE WERE
EFFORTS TO CHANGE THE
COMPOSITION OF THE CDC.
THESE WERE CONVERSATIONS I WAS
A PART OF AND I KNOW THEM
FIRSTHAND.
THOSE WERE FOREMOST IN FIND
WHEN THE 2017 ACCOUNTABILITY
ORDINANCE WAS DRAFTED WHICH IS
WHY THERE ARE THREE APPOINTING
BODIES AND NOT JUST ONE LIKE
THERE WAS BEFORE.
I WANT TO READ FROM WHEN I MADE
THE DECISION TO FINALLY LEAVE,
I WROTE A MESSAGE TO MY
COCHAIRS WHEN I WANT TODAY
ADDRESS THAT THE CPC IS OVERLY
CONFRONTATIONAL.
I REJECT THE SUGGESTION THAT
ALL THE CPC DOES IS FIGHT.
ACTING IN A WAY THAT ALWAYS
AGREES WITH THE MAYOR.
WHERE THE DEGREES MAY RESULT IN
HARMONY WITH THOSE ENTITIES BUT
RENDER THE CPC UTTERLY USELESS
AND IRRELEVANT.
WE SHOULD CALL IT AS WE SEE IT
AND I BELIEVE WITH EMMA, AND
WITH REVEREND WALDEN AND THE
CURRENT LEADERSHIP, THAT'S THE
DIRECTION IT WILL CONTINUE TO
GO IN AND THANK YOU FOR
REPOINTING HER.
>> THANK YOU SO MUCH.
OUR LAST SPEAKER THAT WE HAVE
SIGNED UP IS RUBY HOLLAND.
>> YES.
MY NAME IS RUBY HOLLAND.
I APPLAUD THE CITY COUNCIL FOR
VOTING TO ADD MORE TINY HOUSE
VILLAGES TO HOUSE SEATTLE'S
HOMELESS FAMILIES WITH
CHILDREN, WORKING ADULTS,
COLLEGE STUDENTS, AND SENIORS
ON SOCIAL SECURITY.
THESE RESPONSIBLE CITIZENS WANT
HELP AND WOULD CONSIDER IT A
BLESSING TO HAVE EVEN A TINY
ROOF OVER THEIR HEADS AND A
DOOR THAT THEY COULD SHUT AT
NIGHT.
I APPLAUD THE COUNCIL FOR
APPROVING SAFE LOTS FOR PEOPLE
LIVING IN THEIR VEHICLES.
THEY ARE TRYING TO KEEP A ROOF
OVER THEIR HEADS AND THEIR
DESERVE OUR SUPPORT.
FORCING THEM TO MOVE REGULARLY
WAS ESPECIALLY CRUEL IN LIGHT
OF SEATTLE'S HOUSING CRISIS.
IT IS MY HOPE THAT ALL NEW CITY
SANCTIONED SITES WILL BE SPREAD
THROUGHOUT THE CITY INCLUDING
MAGNOLIA, LAUREL HURST AND
QUEEN ANNE MAKING OUR
NEIGHBORHOODS SHARE IN
SEATTLE'S HOMELESS CRISIS.
DON'T JUST DUMP THEM IN THE
SEEDY SOUTH END LIKE THE ZONING
WAS IN THE LAND GRAB DESIGNED
AS THE MHA.
I STILL HAVE A PROBLEM WITH
DURKAN'S DRUG CARTEL ALLOWING
HOMELESS ADDICTS TO LIVE LIKE
ANIMALS IN DOWNTOWN SEATTLE.
I ALSO CHALLENGE DURKAN,
HOLMES, AND SATTERBURG TO
EXPLAIN WHY THERE IS COMPASSION
WITHOUT ACCOUNTABILITY NOW THAT
WHITES ARE POSSESSING AND
DEALING DRUGS BUT WHEN IT WAS
MAINLY BLACKS AND PEOPLE OF
COLOR DOING THE SAME THING,
THERE WAS NO COMPASSION, ONLY
HARD PRISON TIME.
CRACK, METH, HEROIN.
SAME ILLEGAL ACTIVITY FOR WHICH
BLACKS ARE DEEMED CRIMINALS AND
NEED TO BE LOCKED UP WHILE
WHITES ARE SICK AND IN NEED OF
OUR JOINT COMPASSION.
THIS FROM OUR ELECTED
OFFICIALS.
PLEASE EXPLAIN, INQUIRING MINDS
WANT TO KNOW.
THANK YOU.
>> THANK YOU.
AND IT TURNS OUT WE DO HAVE ONE
ADDITIONAL PERSON SIGNED UP TO
SPEAK.
>> HELLO, THANK YOU SO MUCH FOR
ACCOMMODATING ME LAST MINUTE.
FIRST AND FOREMOST, I'M A
COMMUNITY MEMBER AND A
COMMUNITY MEMBER OF THE
FILIPINO COMMUNITY CENTER AND
ONE OF THE THINGS I'M HERE FOR
IS DURING THE FOR EMMA KATAGI.
I RENT CENTLY WAS AWARE SHE WAS
REMOVED FROM THE SEATTLE POLICE
COMMISSION.
I'M HERE TO TESTIFY FOR HER
CHARACTER AND HER ACTIVISM IN
THE COMMUNITY AND HER
CONTINUOUS ENGAGEMENT AND
ALWAYS PROVIDING EQUITY LENS
AND EVERYTHING THAT SHE DOES
AND ALWAYS BRING EQUITY AND
PEOPLE OF COLOR FIRST.
SO, I REALLY WANT TO ASK THE
COUNCIL TO CONSIDER THIS AND
LOOK AT THE CHARACTER OF EMMA.
AND, REINSTATE HER.
THANK YOU SO MUCH.
>> THANK YOU.
THANK YOU ALL.
WE WILL MOVE INTO THE ITEMS OF
BUSINESS AND WE WILL ACT ON
ITEMS ONE THROUGH SIX TOGETHER.
AND, IF YOU COULD READ ALL SIX
OF THOSE INTO THE RECORD, AND
IF FOLKS COULD JOIN US AT THE
TABLE, ALL OF THE INDIVIDUALS
WHO ARE INVOLVED IN ITEMS ONE
THROUGH SIX.
THANK YOU.
>> ITEM ONE, APPOINTMENT 01555,
REAPPOINTMENT OF JOSEPH SEIA
HAS MEMBER OF COMMUNITY POLICE
COMMISSION FOR A TERM OF
DECEMBER 31, 2021.
APPOINTMENT 2, REAPPOINTMENT OF
MARK MULLENS FOR A TERM TO
DECEMBER 31, 2022, APPOINTMENT
NUMBER THREE, APPOINTMENT OF
EMMA MONANEZ CROSS CATAGUE FOR
A TERM OF DECEMBER, 31, 2021.
APPOINTMENT OF DOUGLAS WAG NOR.
DECEMBER, 31, 2020.
ITEM SUZETTE DICKERSON AS
MEMBER, POLICE COMMISSIONER FOR
A TERM OF DECEMBER 31, 2020.
MONISHA R. HARRELL AS MEMBER
FOR A TERM OF DECEMBER 31,
20221.
>> I'M SUZETTE DICKERSON.
>> MONISHA HARREL.
PAREN WALDEN.
>> DOUGLAS WAGNER.
>> GREAT.
THANK YOU ALL.
AND SO, AS MENTIONED EARLIER,
THE APPOINTMENTS TYPICALLY
COVER A NUMBER OF DIFFERENT
RESPONSIBILITIES.
REPRESENTATION OF DIFFERENT
COMMUNITIES.
BUT THEY ALSO HAVE BEEN BROUGHT
FORWARD BY DIFFERENT APPOINTING
AUTHORITIES.
SO TODAY, WE HAVE EACH, THE
APPOINTMENTS FROM EACH THE
MAYOR'S OFFICE.
THE CPC, AND, THE COUNCIL.
AND SOME OF OUR APPOINTMENTS
ARE REAPPOINTMENTS AND SOME OF
THEM ARE NEW APPOINTMENTS.
AND I THINK I WILL DEFER IF IT
IS OKAY, REVEREND WALDEN, WE
DIDN'T TALK ABOUT THIS
BEFOREHAND, SO I'M COUNTING ON
YOU TO BE AT THE READY.
TO MAYBE QUICKLY DO A QUICK
OVERVIEW SINCE YOU ARE ONE OF
THE COCHAIRS.
A QUICK OVERVIEW OF THE CPC.
>> THANK YOU.
THE CPC WAS SET UP ON THE
SETTLEMENT AGREEMENT.
OF 2012 WHEN THE DOJ CAME BACK
WITH A FINDING OF
UNCONSTITUTIONAL POLICING IN
SEATTLE.
THE COMMUNITY POLICE COMMISSION
CAME FROM THAT AND OVER TIME IT
HAS BECOME PERMANENT WITH THE
LEGISLATION IN 2017 FOR POLICE
ACCOUNTABILITY INTO WORK FOR
POLICE REFORM AND TO ENGAGE THE
COMMUNITY.
THAT'S A QUICK OVERVIEW AND WE
DO TONS AND TONS OF WORK.
>> THANK YOU.
I THINK ONE OF THE THINGS THAT
IS REALLY UNIQUE ABOUT THE CPC
IS IT IS NOT A STAFF DRIVEN
AGENCY.
THE WORK OF THE CPC IS THE WORK
OF THE COMMISSIONERS.
THAT'S WHY SO MANY OF THE
RESPONSIBILITIES REQUIRE SUCH A
COMMITMENT OF TIME AND ENERGY.
THE EXPECTATION IS INDIVIDUAL
CPC MEMBERS ARE REPRESENTING
THEIR COMMUNITIES.
NOT, THE WORK PRODUCT IS NOT A
PRODUCT OF STAFF.
IT IS REALLY A PRODUCT OF WHAT
YOU DO AND WHO YOU REPRESENT.
AND SO, THE RESPONSIBILITIES
INCLUDE NOT ONLY PRODUCING
ANNUAL REPORTS, YOU ALSO HAVE
AN OFFICIAL ROLE IN BEING ABLE
TO DO FILINGS AS PART OF THE
CONSENT DECREE.
AND, YOU ARE ALSO TASKED WITH
PROVIDING TECHNICAL ASSISTANCE
AND THE OFFICE OF THE INSPECTOR
GENERAL.
YOUR TASK WITH IDENTIFYING AND
ADVOCATING TO REFORMS TO STATE
LAWS.
YOU ARE TASKED WITH PROVIDING
SPD, OPA TO FEEDBACK RELATIVE
TO THEIR OPERATIONS.
TO DO THAT, YOU HAVE TO GO OUT
AND GET COMMUNITY FEEDBACK.
YOUR TASK WITH MAINTAINING
CONNECTIONS WITH
REPRESENTATIVES OF
DISENFRANCHISED COMMUNITIES AND
ALL OF THE CITIES' SEVEN
COUNCIL DISTRICTS AS WELL AS
WITH SPD DEMOGRAPHIC AND
PRECINCT ADVISORY COUNCILS.
AND, ANOTHER IMPORTANT ROLE IS
SPECIFICALLY ENSURING THAT WE
ARE INFORMED ABOUT HOW FROM A
POLICY PERSPECTIVE, THE POLICE
ACCOUNTABILITY SYSTEM, POLICE
SERVICES, SPD POLICIES AND
PRACTICES OF SIGNIFICANCE TO
THE PUBLIC ARE REALLY
ADDRESSING THE NEEDS OF OUR
DIVERSE COMMUNITIES THROUGHOUT
THE CITY.
SO I REALLY APPRECIATE YOUR
WILLINGNESS TO SERVE IN THIS
REALLY IMPORTANT ROLE.
AND I THINK A REALLY IMPORTANT
TIME IN THE WORK THAT WE ALL
HAVE TO DO TOGETHER.
BOTH TO ENHANCE CONSTITUTIONAL
POLICING WHILE ALSO INSURING
THAT WE ARE ADDRESSING THE
PUBLIC SAFETY NEEDS OF OUR
COMMUNITY.
SO WITH THAT, I WILL TURN IT
OVER TO EACH OF YOU TO TALK
ABOUT WHY IT IS THAT YOU ARE
INTERESTED IN SERVING IN THIS
ROLE.
AND, IF YOU COULD EACH OF YOU
SAY WHETHER OR NOT YOU ARE
REPOINTED.
ARE YOU POINTED BY THE CPC, THE
MAYOR, OR THE COUNCIL.
AND WE WILL START WITH YOU,
SUZETTE DICKERSON.
>> I AM BEING APPOINTED BY THE
MAYOR'S OFFICE.
I'M A NEW APPOINTEE.
THE REASON I WANTED TO JOIN THE
CPC IS I THINK I CAN BRING A
DIFFERENT PERSPECTIVE.
I DO COME FROM THE LABOR
BACKGROUND.
I'M A STAFF REPRESENTATIVE WITH
COUNCIL 2 AND SERVE KING COUNTY
SO I HAVE MEMBERS HERE IN THE
SEATTLE LIMITS.
ALSO, I CAME FROM, I WORKED FOR
THE COUNTY AND THE PROSECUTOR'S
OFFICE.
I HAVE A LITTLE BIT OF LAW
BACKGROUND AND A LOT OF
COMMUNITY TIES.
SO WORKING WITH THE CITY OF
RENTON, WITH THE YOUTH OVER IN
THE CITY OF RENTON, AND DOING
SOME CHURCH ENGAGEMENTS WITH
THE BLACK COMMUNITY.
>> THANK YOU.
>> MY NAME IS MONISHA HARRELL.
I WOULD BE A NEW APPOINTEE.
I HAVE A LONG INTEREST IN
POLICE ACCOUNTABILITY.
I HAVE SERVED THE CITY IN A
COUPLE OF DIFFERENT POSITIONS.
ONE WAS ON THE HATE CRIMES TASK
FORCE FOR CAPITOL HILL A FEW
YEARS AGO.
AND MOST RECENTLY, I WAS ONE OF
THE COCHAIRS FOR THE DEESCALATE
WASHINGTON INITIATIVE 940
REQUIRING ALL LAW ENFORCEMENT
OFFICERS ENGAGE IN EXTENDED
DEESCALATION TRAINING, ANTI-
BIAS TRAINING AND BASIC FIRST
AID TO RENDER ON SCENE TO SAVE
LIVES.
REALLY PROUD OF THAT WORK THAT
WAS A LOT OF ENERGY AND EFFORT.
AND, THIS, I'M VERY INTERESTED
IN THE CPC.
GIVEN WHERE WE ARE AS A CITY
WITH THE NEW CONTRACTS BEEN
NEGOTIATED, THIS SEEM TO BE A
GOOD TIME TO ENSURE WHAT I HAVE
BEEN WORKING ON, ON A STATEWIDE
LEVEL, AND, ON A LOCAL LEVEL IS
ABLE TO ACTUALLY HAVE SOME
ROOTS AND GROW.
AND SO, THIS IS AN EXCITING
OPPORTUNITY TO BE ABLE TO CARRY
THAT WORK THROUGH.
I KNOW THAT, YOU KNOW, WITH ONE
INITIATIVE OR WITH ONE EFFORT
THERE ARE STILL A LOT MORE TO
DO SO I'M LOOKING FORWARD TO BE
HERE CONTINUING TO DO THAT THE
NEXT FEW YEARS.
>> I'M DOUGLAS WAGNER.
A NEW APPOINTMENT THROUGH THE
CITY COUNCIL.
I GREW UP IN THE SEATTLE AREA
AND CURRENTLY LIVE IN WEST
SEATTLE.
MY MOM'S AN IMMIGRANT FROM
HAITI WHO WORKS FOR THE HIGH
LINE SCHOOL DISTRICT AND MY DAD
IS AN ENVIRONMENTALIST WHO GREW
UP ON CAPITOL HILL.
I FIRST GOT INTERESTED IN THE
CRIMINAL JUSTICE SYSTEM WHEN MY
FRIENDS IN COLLEGE WERE VICTIMS
OF LGBTQ HATE CRIME.
AND I DISCOVERED THE POWEROVER
RESTORATIVE JUSTICE AND ITS
ABILITY TO HEAL AND REPAIR HARM
MORE THAN THE TRADITIONAL
CRIMINAL JUSTICE SYSTEM.
I MOVED TO SAINT LOUIS,
MISSOURI WHERE, WORKED ON THE
YOUTH VIOLENCE PREVENTION PLAN
THROUGH THE CITY'S DEPARTMENT
OF HEALTH.
AND TODAY, I SERVE AS A
COMMUNICATION STAFF WITH THE
OFFICE OF HEALTHY AND SAFE
COMMUNITIES AT THE WASHINGTON
STATE DEPARTMENT OF HEALTH.
SO, IN THAT ROLE, I HELP
INCREASE PUBLIC OUTREACH FOR
PROGRAMS THAT WORK TO PREVENT
INJURY, VIOLENCE, AND PREMATURE
DEATH.
AND I ALSO SERVE AS A BOARD
MEMBER AT THE WEST SEATTLE FOOD
BANK WHERE I CHAIR THE ADVOCACY
COMMUNITY AND INCREASE SUPPORT
FOR THOUSANDS OF SEATTLEITES
EVERY YEAR IN WEST SEATTLE.
AND SO, I'M INTERESTED IN THE
CPC BECAUSE I HAVE SEEN SINCE
THE FEDERAL CONSENT DECREE HAS
GONE INTO EFFECT, WE HAVE SEEN
COMMUNITY INVOLVEMENT, REALLY
IMPORTANT IMPROVEMENTS IN
DEESCALATION.
POLICE REFORM.
BUT PROBLEMS STILL REMAIN.
THE DISPROPORTIONATE USE OF
FORCE AGAINST PEOPLE OF COLOR
IN PARTICULAR.
AND BECAUSE OF THAT, LIVES
REALLY ARE AT STAKE,
PARTICULARLY BLACK, BROWN, AND
LGBTQ LIVES.
SO I WANT TO JOIN THE CPC TO
CONTINUE TO MOVE THE NEEDLE ON
REFORM.
AND I'M PERHAPS MOST EXCITED
ABOUT YOU KNOW, BRINGING SOME
UPSTREAM PREVENTION, PUBLIC
HEALTH.
HARM REDUCTION THROUGH THE
PROCESS OF GETTING COMMUNITY
IMPUT AND CREATING BETTER
POLICING IN THE CITY OF
SEATTLE.
>>> SO WHAT WE WILL DO IS WE
WILL HEAR FROM FOLKS
REPRESENTING EACH OF THE
APPOINTING AUTHORITIES TO ADD A
FEW EXTRA WORDS ABOUT WHY YOU
ARE PUTTING FORWARD THE
INDIVIDUALS THAT YOU ARE
PUTTING FORWARD.
FIRST, JESSE, ON BEHALF O THE
CPC, YOU WANT TO SPEAK ON
JOSEPH SEIA AND MARK MULLENS.
>> ABSOLUTELY.
JOSEPH SEIA HAS BEEN PART OF
THE COMMUNITY SINCE 2017.
WORKING AS THE YOUTH HOMELESS
MANAGER ON ENDING YOUTH
HOMELESSNESS IN KING COUNTY.
HE HAS SPENT TWO DECADES.
ON HIS ROLE IN THE COMMUNITY
POLICE POSITION, HE HAS CHAIRED
THE CPC'S COMMUNITY ENGAGEMENT
COMMITTEE WHICH PLAYS AN
IMPORTANT ROLE IN CREATING
STRATEGIES ABOUT HOW WE
INTERACT WITH COMMUNITY GROUPS,
ESPECIALLY GROUPS MOST EFFECTED
BY POLICING IN SEATTLE.
HE WAS TO FILL COMMISSION SEAT
12 THROUGH THE END OF 2021.
OUR SECOND NOMINATION FROM THE
CPC WAS FOR THE SEATTLE POLICE
OFFICER'S GUILD SEAT.
AS MANY OF YOU KNOW, THE 2017
ACCOUNTABILITY LAW EXPANDED THE
COMMISSION TO 21 SEATS, SEVEN
APPOINT BID THE CPC.
TWO OF THOSE REPRESENT POLICE
OFFICERS FROM EACH OF THE
POLICE UNIONS.
MARK MULLENS IS THE SPOT
REPRESENTATIVE FROM THE POLICE
OFFICER'S GUILD.
WORKED WITH THE DEPARTMENT
ABOUT 30 YEARS.
MOST OF THAT TIME IN THE SOUTH
PRECINCT.
HE SPENT A LOT OF THAT TIME
WORKING IN COMMUNITY
ENGAGEMENT.
SPECIFICALLY FOR THE LAST FIVE
YEARS, WORKING THE RAINIER
BEACH AREA, WORKING WITH
COMMUNITY GROUPS TO TALK ABOUT
THEIR NEEDS AND HASN'T REALLY
DONE PATROLS OR RESPONSE TO 911
CALLS BUT IS SPECIFICALLY
FOCUSED ON THAT.
HE HAS ALSO BEEN THROUGH
DEESCALATION TRAINING AND
CRISIS INTERVENTION TRAINING
AND BRINGS IMPORTANT
PERSPECTIVE TO THE CDC AND WAS
UNANIMOUSLY NOMINATED BY THE
CPC AND HIS TERM WOULD BE
THROUGH 2022.
>> THANK YOU SO MUCH.
AND JUST A CLARIFICATION AS IT
RELATE TO REAPPOINTMENTS, WE DO
NOT EXPECT THEM TO JOIN US.
THEY HAVE ALREADY COME BEFORE
US IN THEIR ORIGINAL
APPOINTMENT SO THAT IS WHY THEY
ARE NOT HERE WITH US TODAY.
WE HAVE SOME OTHER
REAPPOINTMENTS AS WELL WHO
WON'T BE JOINING US.
BUT, WE VALUE THEIR WORK.
CAN YOU SPEAK TO THE, WELL, THE
COUNCIL APPOINTMENT AND
REAPPOINTMENT?
>> YES.
THE FIRST IS EMMA CATAGUEG, THE
FORMER EXECUTIVE DIRECTOR OF
THE INTERNATIONAL HOUSING
ALLIANCE.
COFOUNDER AND LONG TIME FORMER
STAFF OF THE ASIAN PACIFIC
ISLANDER WOMEN AND FAMILY
SAFETY SPINNER NOW KNOWN AS API
CHIA.
PART OF THE POLITICAL ACTION
GROUP OF WASHINGTON, A
BILINGUAL IMMIGRANT.
SHE HAS IN THE PAST WORKED WITH
SEATTLE POLICE DEPARTMENT ON
RECRUITMENT EFFORTS FOR
PERSONNEL, FROM THE APA
COMMUNITY.
AND HAS PARTICIPATED IN
COMMUNITY ADVISORY GROUP.
SHE HAS A WEALTH OF EXPERIENCE,
CULTURALLY COMPETENT,
LINGUISTIC SERVICES FOR
IMMIGRANTS, REFUGEES, DOMESTIC
VIOLENCE VICTIMS.
VICTIMS OF HUMAN TRAFFICKING
AND LOW INCOME RESIDENTS OF THE
INTERNATIONAL DISTRICT AND
SOUTH SEATTLE.
FOR DOUGLAS WAGNER, IN ADDITION
TO WHAT HE HAS SAID, HE HAS A
BROAD RANGE OF SERVICE IN STATE
AND LOCAL GOVERNMENT.
AND, IN ADDITION TO HIS DUTIES
WITH THE STATE, SERVES AS CHAIR
OF ADVOCACY COMMITTE FOR THE
WEST SEATTLE FOOD BANK BOARD OF
DIRECTORS.
HE HAS SERVED IN THE PAST AS
COMMUNICATIONS DIRECTOR FOR
U.S. REPRESENTATIVE LARSEN AND
DEPUTY PRESS SECRETARY DIGITAL
MEDIA MANAGER FOR CANTWELL.
HE EXECUTED AN INDEPENDENT
PROJECT TO EVALUATE AND
IMPLEMENT THE SEATTLE YOUTH
VIOLENCE PREVENTION PLAN IN
COORDINATION WITH THE CITY OF
SAINT LOUIS DEPARTMENT OF
HEALTH AND THE MAYOR'S OFFICE.
HE HAS FOUGHT TO IMPLEMENT
RESTORATIVE JUSTICES AT UC
ISN'T BARBARA AND SERVED AS A
YOUTH ADVOCATE TRAINING WITH
OFFICIALS IN SCHOOLS, FOSTER
HOMES, AND TEAM CRISIS CLINICS
TO PRODUCE CULTURALLY SENSITIVE
PROGRAMMING FOR LGBT AND YOUTH
OF COLOR.
>> AND WE HAVE THE TWO MAYOR
APPOINTMENTS.
IF WE COULD HEAR ABOUT THEIR
WEALTH OF EXPERIENCE.
>> IT IS HI PLEASURE TO PRESENT
THE MAYOR'S NOMINEES FOR THE
COMMUNITY POLICE COMMISSION,
SUZETTE DICKERSON AND MONISHA
HARRLL.
SHE IS SKILLED IN TEAM
LEADERSHIP.
A STRONG BUSINESS DEVELOPMENT
PROFESSIONAL WITH A PROJECT
MANAGEMENT CERTIFICATE FOCUSED
ON MANAGEMENT FROM BELLEVUE
COLLEGE.
PRIOR TO HER CURRENT ROLE,
SUZETTE WORKED FOR TEAMSTER
LOCAL 117.
SHE HAS A STRONG PASSION FOR
HELPING OTHERS.
FINDING EQUITABLE SOCIAL
JUSTICE SOLUTIONS.
THESE ARE A DRIVING FORCE FOR
HER WORKDAY IN AND DAY OUT.
SHE WAS BORN AND RAISED IN
SEATTLE WASHINGTON AND ATTENDED
COLUMBIA UNIVERSITY FOR HER
UNDERSTOOD GRADUATE DEGREE.
SHE OWNS AND OPERATES A SMALL
MARKETING FIRM.
FOCUSED ON COMMUNITY DRIVEN
OUTREACH AND ENGAGEMENT.
AS A VOLUNTEER, MONISHA BEGAN
HER BOARD SERVICE FOR A FELLOW
OF LIFELONG AIDS ALLIANCE AND
APPOINTED TO THE LGBTQ PUBLIC
SAFETY TASK FORCE FOR THE CITY
OF SEATTLE.
IN 2017, SHE WAS APPOINT BID
THE CITY OF SEATTLE TO BE A
MEMBER OF THE SEARCH COMMITTEE
FOR THE NEW DIRECTOR OF THE
OFFICE OF POLICE
ACCOUNTABILITY.
SHE SERVED AS A COCHAIR FOR THE
DEESCALATE WASHINGTON.
SHE CURRENTLY SERVES AS THE
BOARD CHAIR FOR EQUAL RIGHTS
WASHINGTON AND CHAIRS THE LGBTQ
TASK FORCE ACTION FUND.
IN ADDITION TO BOARD SERVICE.
MONISHA ALSO VOLUNTEERED WITH
SPECIAL OLYMPICS WASHINGTON
FROM 2007 TO 2009.
AND COCHAIRED SPECIAL OLYMPICS
WASHINGTON, 2010 AND THE 2011
POLAR PLUNGE EVENTS IN SEATTLE.
AND IN 2013, THE STRANGER NAMED
MONISHA ONE OF THE STRONGEST
PEOPLE IN SEATTLE POLITICS AND
THE DEVELOPMENT CENTER NAMED
HER THEIR ALUMNI OF THE YEAR.
SHE WAS RECENTLY HONORED AS THE
GSBA'S COMMUNITY LEADER OF THE
YEAR IN 2019.
>> REALLY EXCITED FOR WHAT YOU
HAVE TO OFFER THE COMMISSION.
I JUST LIKE TO OPEN UP TO
QUESTIONS AT THIS POINT.
YEAH.
COUNCILMEMBER MORALES?
>> I DON'T HAVE ANY QUESTIONS.
BUT I DO WANT TO THANK ALL OF
YOU FOR YOUR WILLINGNESS TO
SERVE ON THE CPC.
THIS IS PART OF OUR EFFORT TO
REFORM THE DEPARTMENT AND
ENSURE POLICE ACCOUNTABILITY IN
THE CITY.
AND SO, I'M SURE YOU ALL KNOW
THAT YOU WILL BE IN A SPOTLIGHT
AND IN THE HOT HEAT AS MUCH AS
WE WILL BE.
TOY WANT TO HAVE A SPECIAL
COMMENT ABOUT EMMA.
I DO UNDERSTAND SHE COULDN'T BE
HERE TODAY BUT I'M EXCITE TODAY
SEE SHE IS BEING APPOINTED TO A
NEW SLOT.
I KNOW THAT EMMA HAS BEEN
SERVING OUR COMMUNITY FOR
DECADES AND I WANT TO
PERSONALLY THANK HER FOR THE
WORK THAT SHE HAS BEEN DOING.
AND I WANT TO APOLOGIZE BECAUSE
I KNOW SHE HAD TO BE
REAPPOINTED INTO A DIFFERENT
SEAT.
I WANT TO APOLOGIZE SHE HAD TO
GO THROUGH AN EXTRA STEP FOR
THIS PROCESS AND I WANT EMMA TO
KNOW THIS COUNCIL HAS THE
DEEPEST RESPECT FOR HER AND THE
FILIPINO COMMUNITY THAT SHE
SERVES.
AND I WANT TO SAY HOW IMPORTANT
IT IS THAT WHAT SHE WILL BRING
TO THIS COMMISSION, THE
EXPERIENCE SHE HAS, ADVOCATING
FOR VICTIMS OF DOMESTIC
VIOLENCE AND HUMAN TRAFFICKING
IS REALLY IMPORTANT.
I'M GLAD TO SEE THAT WE WON'T
LOSE HER EXPERIENCE AND HER
EXPERTISE AND HER PASSION FOR
THIS WORK.
SO, I'M HAPPY TO BE SUPPORTING
HER APPOINTMENT AND I LOOK
FORWARD TO WORKING WITH HER.
>> ANY OTHER QUESTIONS OR
THOUGHTS?
YES.
IT WAS MY HONOR TO HAVE THE
OPPORTUNITY UNFORTUNATE THOUGH
IT WAS, WHEN I FOUND OUT THE
MAYOR WAS DECLINING TO
REAPPOINTMENT EMMA A COUPLE OF
MONTHS AGO.
I SAID WELL, I HAVE OPENINGS I
CAN FILL AND I WOULD LOVE TO
HAVE THE OPPORTUNITY TO PUT HER
NAME FORWARD.
SO I THINK THAT IT IS REALLY
IMPORTANT THAT WE MAINTAIN THE
LEADERSHIP SHE PROVIDES AND THE
LEGITIMACY SHE GIVES TO THE CPC
BECAUSE HER STRONG TIES TO THE
COMMUNITY AND HER ABLE TO
REPRESENT THE NEED OF THE
COMMUNITY.
I HAVE JUST A COUPLE OF
QUESTIONS.
I WOULD LOVE TO ASK THE
NOMINEES IF THAT'S OKAY.
I KNOW REVEREND WALDEN HAD A
POINT SHE WANTED TO MAKE.
I WANTED TO GET THESE QUESTIONS
ON THE TABLE.
I WANT TO HEAR FROM YOUR
PERSPECTIVE IS ON THE CONSENT
DECREE WITH THE DEPARTMENT OF
JUSTICE.
AS WELL AS JUST REAL HIGH
LEVEL.
WHAT PART OF THE WORK OF THE
CPC IS MOST IMPORTANT TO YOU.
>> WELL I THINK THAT FOR ME,
THE HIGHEST LEVEL OF THE
CONSENT DECREE THAT IS REALLY
IMPORTANT IS THE ACCOUNTABILITY
PIECE.
I THINK THAT HOLDING PEOPLE
ACCOUNTABLE TO WHAT THEY ARE
SUPPOSE TODAY BE DOING VERSUS
WHAT THEY THINK THAT THEY CAN
DO IS A LITTLE BIT DIFFERENT.
AND SO THAT IS REALLY IMPORTANT
TO ME.
AND HAVING THINGS BE EQUITABLE
ACROSS THE BOARD AND
COMMUNITIES SERVED THE SAME WAY
REGARDLESS OF YOUR SKIN COLOR.
>> THANK YOU.
>> SO, MY MY PERSPECTIVE IS IT
IS PROBABLY ONE OF THE BEST
THING THT'S HAPPENEDIN THE
CITY OF SEATTLE.
WE ARE NOT -- THE CONSENT
DECREE DID NOT CHANGE THE WAY
THINGS WERE DONE.
THOSE ARE THE THINGS, THOSE ARE
THE WAYS THINGS HAVE ALWAYS
BEEN DONE AND PUT A SPOTLIGHT
ON IT.
SO THE FACT THE CONSENT DECREE
FORCED US TO ADDRESS THOSE
ISSUES IS ONE OF THE BEST
THINGS THAT HAPPENED TO THE
CITY.
I THINK IT SHOULD HAPPEN TO
MORE CITIES AND IT FORCES US TO
LOOK AT THE ISSUES AND ADDRESS
THEM.
I THINK THE WAY WE WORK OUT OF
IT IS REALLY IMPORTANT AND IT
WILL INVOLVE ALL EFFORTS AND I
DO BELIEVE THE MAJORITY OF THE
CITY WANTS TO DO THAT.
BUT WE HAVE TO DO IT IN A WAY
THAT DEEPLY IMPACTS THE WAY
THINGS ARE GOING FORWARD.
SO ADDRESSING IT WITH
SUSTAINABILITY WILL BE MOST
IMPORTANT.
>> I THINK THE FEDERAL CONSENT
DECREE WAS A CRITICAL FIRST
STEP IN ADDRESSING BROKEN
RELATIONSHIPS WITH THE
COMMUNITY ON INSTITUTING YOU
KNOW, MORE COMMUNITY POLICING
AND RELATIONAL POLICING MODELS.
AND, THERE HAS BEEN SOME REALLY
GREAT PROGRESS THAT HAS COME
OUT OF THE CONSENT DECREE.
WE HAVE IS A GROUND BREAKING
SYSTEM OF POLICE ACCOUNTABILITY
HERE IN THE CITY OF SEATTLE.
AND, AN OPPORTUNITY TO CONTINUE
TO MOVE THAT WORK FORWARD NO
MATTER WHAT HAPPENS WITH THE
CONSENT DECREE IN THE NEXT YEAR
OR SO.
SO, WHAT I'M MOST EXCITED ABOUT
IS CONTINUING THE PROGRESS THAT
HAS BEEN MADE THROUGH THE CPC
AND THE PROCESS OF COMMUNITY
LEADERSHIP HERE IN THE CITY OF
SEATTLE.
CONTINUING TO ADVANCE THOSE
UPSTREAM PREVENTION TACTICS
INCLUDING DEESCALATION
TRAINING, IMPLICIT BIAS
TRAINING.
AND, TOOLS AND TACTICS THAT CAN
HELP PREVENT CONFLICTS BETWEEN
COMMUNITY AND POLICE FROM
HAPPENING IN THE FIRST PLACE.
>> THANK YOU.
AND I THINK ONE OF THE THINGS
THAT IS REALLY IMPORTANT TO
NOTE ABOUT THIS PARTICULAR
CONSENT DECREE, I BELIEVE WE
ARE THE FIRST IN THE NATION TO
HAVE A CITIZEN OVERSIGHT BODY
BE AN OFFICIAL PARTY OF RECORD.
THAT'S REALLY A BIG DEAL BEING
REPLICATED IN OTHER CITIES.
THAT MEANS YOUR WORK THROUGHOUT
THE PROCESS OF OVERSIGHT IS
ALSO REALLY IMPORTANT.
YOU HAVE A ROLE TO SUBMIT
FILINGS ALONG WITH THE CITY.
ON THE DIFFERENT STAGES OF
OVERSIGHT AT THE CONSENT DECREE
AND INTO THE SUSTAINMENT
PERIOD.
SO THAT IS NOT JUST IMPORTANT
IN ITSELF.
IT IS IMPORTANT IN THE BIG
PICTURE OF NATIONAL POLICE
REFORM EFFORTS.
BECAUSE, IF YOU USE YOUR ROLE
IN A WAY THAT WE CAN
DEMONSTRATE IS HELPFUL TO
ADDRESSING POLICE
ACCOUNTABILITY REFORM, THEN WE
CAN BE SURE THAT RELATIONSHIP
OF THE COMMUNITY WITH CONSENT
DECREE COVER SIGHT IS ENSHRINED
THROUGHOUT THE COMMUNITY.
SO SUPER IMPORTANT AND I
APPRECIATE YOUR WILLINGNESS TO
SERVE.
IF THERE ARE NO OTHER QUESTIONS
WHAT I WILL DO IS I WILL MOVE
ITEMS ONE THROUGH SIX.
ALTOGETHER.
AND I WILL WAIT FOR A SECOND.
SO, I MOVE APPOINTMENT 01555, I
MOVE APPOINTMENT 01557, I MOVE
APPOINTMENT 01554, I MOVE
APPOINTMENT 01553, I MOVE
APPOINTMENT 01552, AND I MOVE
APPOINTMENT 01556.
>> SECOND.
>> THANK YOU.
ALL THOSE IN FAVOR OF MOVING
THE APPOINTMENTS AS LISTED ON
ITEMS 1-6 VOTE AYE.
NONE OPPOSING.
NONE ABSTAINING.
ITEMS 1-6 WILL MOVE ONTO THE
FULL COUNCIL ON MONDAY.
AND BEFORE WE MOVE OFF OF THIS
ITEM, I BELIEVE REVEREND WALDEN
WOULD LIKE TO TAKE US OUT.
>> THANK YOU SO MUCH.
I THANK YOU AGAIN.
I WANTED TO THANK YOU FOR YOUR
LEADERSHIP AND YOUR
REAPPOINTMENT TO EMMA CATAGUE.
SHE MEANS A LOT TO THE
COMMISSION AND WE APPRECIATE
THAT SHE IS BEING APPOINTED TO
CONTINUE HER WORK AND THE
PASSION SHE BRINGS AND I THANK
YOU FOR THE RESPECT AND
REAPPOINTING HER TO THE
COMMISSION.
>> ALL RIGHT.
WELL GREAT.
THANK YOU SO MUCH ALL FOR
JOINING US AND CONGRATULATIONS.
>> THANK YOU VERY MUCH.
>>> ITEM NUMBER 7.
>> POLICE DEPARTMENT STAFFING
REPORT.
>> IF YOU WOULDN'T MIND LEAVING
THAT SEAT FOR ME.
YEAH.
I WILL START OUT WITH THE DATA
AND MOVE DOWN THERE.
>> PERFECT.
FANTASTICS.
THANK YOU ALL FOR JOINING US.
GREG WILL KICK US OFF BUT
BEFORE WE COULD DO THAT, IF WE
COULD DO A QUICK ROUND OF
INTRODUCTIONS.
>> GOOD MORNING.
I'M MIKE FIELDS, THE DEPARTMENT
HR DIRECTOR.
>> GREG DOSS, CENTRAL STAFF,
CARRIE MCNALLY, RECRUITER
SEATTLE POLICE DEPARTMENT.
>> FAMILIAR FACES FROM
YESTERDAY.
SO GREG WILL KICK US OFF WITH A
QUICK OVERVIEW OF WHY WE ARE
HERE TODAY.
>> THANK YOU.
SO, I'M GOING TO START OUT TO
TALK ABOUT THE 2019 YEAR END
STAFFING DATA THAT IS
TRANSMITTED TO THE COUNCIL
MONTHLY.
THE DATA IS TRANSMITTED
MONTHLY.
THE PARTICULAR DATA WE ARE
LOOKING AT IS FOR THE END OF
2019.
AND THEN, I WILL TURN IT OVER
TO THE DEPARTMENT TO TALK ABOUT
THEIR RECRUITING ACTIVITIES
OVER THE LAST YEAR.
AND, WHAT THEY HAVE GOT PLANNED
FOR THE UPCOMING YEAR.
AND AS PART OF THAT
PRESENTATION, THEY MAY BE
TOUCHING ON THE MAYOR'S
RECRUITMENT AND RETENTION
INITIATIVE.
I KNOW THAT WAS TALKED ABOUT A
BIT YESTERDAY IN THE PRESS
CONFERENCE.
SO, AS BACKGROUND, I'M SURE
MOST FOLKS ARE AWARE THAT IN
2018, THE DEPARTMENT
EXPERIENCED DIFFICULTY HIRING
NEW OFFICERS WHILE ALSO
REALIZING A HIGHER THAN NORMAL
SEPARATION RATE.
THESE CHALLENGES LED TO A NET
DECREASE OF 41 OF THE NUMBER OF
OFFICERS DECREASED.
THERE IS THAT NEGATIVE 41 RIGHT
THERE.
SO, I WILL WALK YOU THROUGH
THIS TABLE.
SO YOU UNDERSTAND WHAT YOU ARE
LOOKING AT.
YOU HAVE RECRUITS THAT ARE
HIRED.
LATERALS THAT ARE BROUGHT IN
AND LATERALS ARE FOLKS THAT ARE
HIRED FROM OTHER POLICE
AGENCIES OR REHIRES.
SEPARATIONS, FOLKS THAT ARE
LEVERING THE DEPARTMENT.
AND NET NEW HIRES IS THE
DIFFERENCE BETWEEN THOSE THREE
COLUMNS.
ALL SWORN OFFICERS ARE ALL
OFFICERS, ALL SUPPORT PERSONNEL
THAT HAVE TAKEN THE OATH.
THE REASON I MENTION THAT IS
BECAUSE, WHEN SOMEONE GETS
HIRED INTO THE DEPARTMENT, THEY
GO THROUGH A PERIOD OF FIVE TO
SIX MONTHS OF THE ACADEMY.
THEY DON'T TAKE THE SWORN OATH
IMMEDIATELY.
THERE IS A BIT OF A DELAY
BEFORE THEY BECOME SWORN IN
OFFICERS AND THERE'S A FURTHER
DELAY ONCE THEY GRADUATE THE
ACADEMY, THEY HAVE TO DO RIDE
ALONG TRAINING BEFORE THEY
BECOME A FULLY TRAINED OFFICER.
I POINT THIS OUT SO YOU
UNDERSTAND AS YOU ARE MOVING
ALONG THIS TABLE, YOU CAN'T ADD
THESE NUMBERS TOGETHER AND YOU
CAN'T SAY 16 NET NEW HIRES,
PLUS 1388 WILL EQUAL 1371.
THERE'S THE DELAY IN THE
TRAINING.
AS YOU CAN SEE HERE, IN 2018,
THERE WAS THE NET 41.
IN 2019, AND, THIS IS GOOD NEWS
THAT THE DEPARTMENT WILL BE
TALKING ABOUT.
A TOTAL OF 108 HIRES.
16 LATERALS AND REHIRES.
THE TARGET HAD BEEN 104.
WAIT A SECOND.
DID I GET THAT RIGHT?
THEY DO QUITE A BIT BETTER THAN
THEY THOUGHT THEY WERE GOING TO
DO AND WOUND UP WITH A NET OF
16 HIRE.
IN 2020, THE GOALS ARE SIMILAR.
AND IF THEY WIND UP IN THE SAME
PLACE, THEY WILL END UP WITH 13
NET NEW HIRES.
THOUGH THE REPORTS FROM JANUARY
ARE STRONG SO IT MIGHT BE THEY
WIND UP IN A BETTER SITUATION
THERE TOO.
IF THERE'S NOT ANY QUESTIONS
LIKE THAT, I WILL MOVE ALONG TO
THE NEXT TABLE.
WHICH IS FULLY TRAINED
OFFICERS.
I TALKED A LITTLE BIT ABOUT
FULLY TRAINED OFFICERS.
THAT'S IMPORTANT.
BECAUSE, THESE ARE OFFICERS
THAT HAVE COMPLETED ALMOST A
YEARLONG WORTH OF TRAINING
INCLUDING RIDE ALONG.
AND NOW CAN BE LOGGED INTO THE
911 CAT SYSTEM AND ANSWER 911
CALLS INDEPENDENTLY.
SO IT IS AT THAT POINT THAT YOU
CAN SAY THAT YOU HAVE A FORCE
MULTIPLIER.
I SHOWED THIS CHART LAST YEAR
AND IT LOOKED BASICALLY THE
SAME WITH A HUGE DIP, THE
DEPARTMENT HAD BEEN PROJECTING
THIS INCREASE HERE.
THE GOOD NEWS IS, IT'S
HAPPENING.
>> YOUR LAST STATEMENT IS THE
DEPARTMENT THE PRODUCING THEY
WILL RETURN IN THE MIDDLE OF
2020.
I THINK YOU ARE POINTING TO THE
1316 NUMBER.
LOOKS LIKE WE ARE ALREADY THERE
IF THAT PROJECTION IS REAL.
BECAUSE, RIGHT?
THAT LINE, LOOKS LIKE THAT'S
THE BEGINNING OF 2020.
WHERE YOU ARE HITTING 13.
>> I THINK THAT JUST MIGHT BE
AN ARTIFACT OF THE TABLE.
RIGHT NOW, I THINK.
>> AND THAT LAST LINE THERE.
IS THAT A PROJECTED NUMBER?
IS THAT WHERE WE ARE RIGHT NOW?
>> WHERE WE ARE NOW IS THE
1331.
THIS LAST LINE, 1378 IS THE
PROJECTED NUMBER.
>> BY THE END OF THE YEAR.
>> YEAH.
BY THE END.
DOES THE FOUR MEAN THE FOURTH
QUARTER?
>> IT JUST MEANS THAT COLUMN IS
PROJECTED STAFFING.
>> OKAY.
>> IT IS A GRAY COLOR HERE, BUT
NOT SHOWING UP REAL WELL.
SO 2020, OBVIOUSLY, WE ONLY
HAVE ONE MONTH WORTH OF DATA.
THAT IS PROJECTED.
>> ALL RIGHT.
SO, THAT LINE.
>> PERFECT.
>> WE WILL USE A BAR CHART NEXT
TIME.
>> COUNCILMEMBER SAWANT?
>> THANK YOU.
I DON'T KNOW IF YOU REALIZE
THIS, BUT SEPARATIONS YOU MEAN
APPARITION.
PEOPLE LEAVING THE FORCE?
>> YES.
THAT IS A COMBINATION.
MOSTLY OF FOLKS THAT ARE
LEAVING DUE TO RETIREMENTS OR
RESIGNATION.
IN WOMAN INSTANCES IT IS WHERE
ACADEMY CADETS OR FOLKS IN
FIELD TRAINING FAIL OUT.
THOUGH THOSE NUMBERS ARE MUCH
LOWER THAN THE PREVIOUS TWO.
>> WE DON'T KNOW HOW MANY OF
THEM ARE RETIREMENT AND HOW
MANY OF THEM ARE LEFT?
>> WE DO.
MIKE CAN TALK ABOUT THAT.
>> SORRY, I'M ASKING QUESTIONS
IN ADVANCE BECAUSE I HAVE TO
RUN SOON.
IF YOU COULD ALL WHILE I'M
HERE, GIVE ME A SENSE OF WHAT
THE OFFICERS WERE LIVING BUT
NOT AT RETIREMENT.
DO WE HAVE A SENSE OF WHAT THEY
DO AFTERWARDS?
LIKE WHAT KIND OF JOBS THEY DO?
I'M JUST CURIOUS.
>> YES.
WE ENGAGE IN A SEPARATION
SURVEY WITH EVERYONE WHO LEAVES
THE DEPARTMENT TO GET A SENSE
OF WHAT THEY ARE DOING.
THE REASONS, ET CETERA.
PERHAPS A MONTH AGO, WE
PROVIDED THE EXIT SURVEYS
THEMSELVES.
AND, WE WOULD BE HAPPY TO
PROVIDE YOU WITH ANYTHING ELSE
YOU WOULD BE INTERESTED IN.
>> COULD YOU GIVE ME SOME
HIGHLIGHTS?
>> SURE.
I DON'T HAVE HIGHLIGHTS FROM
THE SURVEY.
>> WE GET THEM EVERY MONTH.
WE GET A MONTHLY STAFFING
REPORT BECAUSE OF A PREVIOUS
REQUEST THROUGH THE BUDGET
OFFICE.
AND THE MONTHLY SURVEYS ARE FOR
THAT PERIOD OF TIME.
>> I DON'T WANT THE OVERALL
SURVEY.
I'M JUST CURIOUS ABOUT WHAT DO
THE OFFICERS WHO LEAVE MENTION,
WHAT JOBS DO THEY GO TO?
PRIVATE SECURITY?
>> THE MAJORITY ARE GOING TO
OTHER POLICE AGENCIES.
>> LIKE KING COUNTY.
>> YES.
OTHER REGIONAL POLICE AGENCIES.
AND, OF THE 92 SEPARATIONS WE
HAD LAST YEAR, 45 RETIRED FOR
SERVICE.
AND, REALLY WHAT YOU ARE
TALKING ABOUT IS THE 39
RESIGNATIONS GOING ELSEWHERE.
AND SO, THEY ARE NOT REALLY
CLUSTERED.
THEY ARE SORT OF ALL OVER THE
PUGET SOUND REGION.
SOME FURTHER AWAY FOR VARIOUS
REASONS.
YEP.
>> THANK YOU.
>>> SO THE NEXT CHART IS PATROL
STAFFING.
AND, THIS IS SORT OF WHERE THE
RUBBER MEETS THE ROAD.
AS YOU CAN SEE IN THIS TABLE,
THERE'S, IT'S DIVIDED BY
PRECINCT.
IT IS DIVIDED BY OFFICER AND
SERGEANT.
DIVIDED BY JOB CATEGORIES.
THE LARGEST ONE IS 911.
THESE ARE FOLKS THAT ARE LOGGED
IN TO CAT.
AND ANSWER 911 CALLS.
THE ANTI-CRIME TEAM WHICH IS A
DEDICATED SPECIALTY TEAM
WORKING ON SPECIFIC CRIME
PROBLEMS.
BEATS ARE A COMBINATION OF FOOT
BEATS AND BIKES.
THE OFFICERS YOU SEE ON THE
STREET DOWNTOWN.
THE COMMUNITY POLICE TEAM
OFFICERS AND SOME SUPPORT
PERSONNEL.
THE REASON I SHOW YOU THIS IS
BECAUSE THIS IS WHERE YOU YOU
CAN SEE SORT OF THE DOWNSTREAM
EFFECTS OF THE 41 OFFICERS FROM
2014.
THE NUMBER OF 911 RESPONDERS IS
RELATIVELY THE SAME.
AT THE END OF LAST YEAR, IT WAS
538.
SO WHAT THAT SAYS IS THE
DEPARTMENT PUTS A PRIORITY ON
911 RESPONDERS AND HAS NOT
ALLOWED ANY OF THE ATTRITION TO
AFFECT ITS 911 RESPONDERS AND
RESPONSE TIMES.
>> BUT YOUR MEMO DOES IDENTIFY
WHAT SOME OF THE -- WHAT WE
LOSE, RIGHT?
IT IS VERY IMPORTANT WE PUT A
BRAND ON RESPONDING TO CALLS
FOR EMERGENCY.
BUT I THINK THE MEMO IDENTIFIES
THE FACT.
>> I WAS GOING TO SAY, 24
OTHERS.
17 BEATS.
>> CAN YOU GIVE ME AN EXAMPLE?
>> THE CITY IS BROKEN UP
GEOGRAPHICALLY INTO PRECINCT
AND THERE ARE DISTRICTS WITHIN
EACH PRECINCT AS WELL.
OFTEN TIMES AN OFFICER WILL BE
ASSIGN TODAY A VERY SPECIFIC
GEOGRAPHIC BOUNDARY.
IF A CALL COMES OUT IN THAT
AREA, THEY ARE RESPONSIBLE FOR
HANDLING THAT FIRST.
AND THEN WE CALL ADDITIONAL
UNITS INTO THAT AREA.
SO YOU ARE RESPONSIBLE FOR A
GEOGRAPHIC SPACE WITHIN EACH OF
THE PRECINCTS.
>> YOU MENTIONED A FOOT BEAT.
OR A BIKE BEAT.
IS THAT DIFFERENT?
>> THE SAME CONCEPT IS WE COVER
A CERTAIN GEOGRAPHIC BOUNDARY.
IN SOME CASES ESPECIALLY IN THE
WEST PRECINCT PATROL, THEY MAY
BE AUGMENTED WITH FOOT BEATS.
BICYCLE OFFICERS.
WHERE WE CAN GET TO THE MOST
ACCESS TO THE 911 RESPONSE FOR
PROACTIVE WORK.
IT IS STILL COVERAGE.
SO A BIKE OFFICER WILL RESPOND
DIFFERENTLY THAN A PATROL CAR.
>> I ASK BECAUSE THIS CHART
SHOWS THAT IN SOUTH PRECINCT
WHERE I LIVE, THERE PREVENTION
PLAN NO BEATS SO I'M LOOKING
FOR CLARIFICATION.
>> IT IS SO SPACED OUT, WE
WOULDN'T GET MAXIMUM COVERAGE
FOR OFFICERS ON FOOT PATROL OR
A BICYCLE.
AND THOSE AREAS JUST BECAUSE OF
THE DISTANCE FOR EACH OF THOSE
DISTRICTS, SO A PATROL CAR
WOULD BE THE BEST SERVED WAY TO
REACH PEOPLE AT 911 IN THOSE
PARTICULAR GEOGRAPHIC AREAS.
>> THAT DOESN'T MAKE SENSE TO
ME BECAUSE DIFFERENT PRECINCTS
ARE ALL BIG.
>> IT DEPENDS ON THE CALL LOAD.
THE UNIVERSITY DISTRICT, THERE
MAY BE A VOLUME OF CALLS ON
UNIVERSITY AVENUE WHERE A FOOT
OFFICER OR BICYCLE OFFICER
COULD RESPOND QUICKER THAN
GOING FROM RAINIER BEACH OVER
TO PARTS OF COLUMBIA CITY.
THE RESPONSE WOULD BE HINDERED
BY THE FACT THE OFFICERS
COULDN'T GET THERE FAST ENOUGH
ON A BIKE OR ON A FOOT BEAT.
>> OKAY.
>> AND SO IN ADDITION TO THE
IMPACT OF HAVING THROUGH
NECESSITY TO FOCUS OUR OFFICERS
ON 911 STAFFING IN ADDITION TO
OTHER PATROL CATEGORIES, THERE
IS ALSO A POTENTIAL IMPACT ON
INVESTIGATIONS AND SPECIALTY
UNITS.
AND I THINK THAT IS IMPORTANT
TO HIGHLIGHT BECAUSE WE OFTEN
HEAR FROM FOLKS IN THE
COMMUNITY THAT THERE ARE
CERTAIN TYPES OF PROPERTY
CRIMES.
THERE DOESN'T -- THEY DON'T
FEEL FROM THEIR INTERACTIONS
WITH THE POLICE DEPARTMENT THAT
THE POLICE HAVE THE RESOURCE TO
INVESTIGATE SOME OF THOSE LOWER
LEVEL CRIMES.
AND, AGAIN, THERE'S A RATIONAL
FOR THAT AND REALLY APPRECIATE
THE FACT THAT THE MAJORITY OF
POLICE OFFICER'S TIME IS REALLY
GOING LITERALLY FROM CALL TO
CALL.
SO, A LOT OF THE THINGS THAT
CHIEF BEST REFER TO AS HOLISTIC
POLICING, THEY DON'T HAVE THE
STAFF TIME TO DO THAT WORK.
>> ONE OF THE THINGS I MENTION
AS LONG AS WE ARE ON THE
SUBJECT OF BEATS IS THAT THE
DEPARTMENT HAS BOLSTERED THE
WEST PRECINCT PATROL.
AND, I AM LOOKING TO SEE IF
THAT'S THE CASE THAT SOME OF
THE BEATS ARE BEING BOLSTERED
AS WELL.
THAT IS PRIMARILY FOLKS
PRECINCT BASE SUPPORT THAT ARE
GOING TO BE BROUGHT INTO THE
WEST PRECINCT AND WILL AUGMENT
THESE FOLKS HERE EITHER ON
OVERTIME IN THE TRUE SENSE OF
THE AUGMENTATION OR REDEPLOYED
THERE TEMPORARILY.
I THINK DEPARTMENT HAS SAID
THAT THERE ARE ABOUT TWO DOZEN
FOLKS THAT ARE DOING THAT ON A
DAILY BASIS.
SO THAT IS THE DEPARTMENT'S
EFFORT, ONE OF THEIR EFFORT TO
MAKE SURE DOWNTOWN IS RECEIVING
THE KIND OF ATTENTION THAT IT
WOULD DESERVE.
>> CCOUNCILMEMBER LEWIS, WOULD
IT BE CORRECT TO SAY SHIFT
INSTEAD OF OFFICERS?
THOSE AREN'T REFLECTED IN THOSE
BEAT NUMBERS ON THIS CHART.
>> NO, THEY ARE NOT.
SO SOME OF THEM COME IN ON
OVERTIME AND SOME OF THEM WILL
BE DEPLOYED FROM OTHER AREAS.
>> WOULD THAT ALSO HAVE AN
IMPACT ON THE BEAT NUMBER INS
THE OTHER PRECINCTS LISTED UP
HERE?
>> SO, WHEN WE HAVE AN EMPHASIS
PATROL WE ARE HAVING DOWN AT
THIRD AND PINE, THAT IS EITHER
REDEPLOYED FROM SOME PATROL
RESOURCES OR AS WE ARE DOING
NOW, NONDEPLOYED RESOURCESFOR
A DETECTIVE UNIT MIGHT ONE DAY
A WEEK GO WORK AT THIRD AND
PINE AS PART OF THE EMPHASIS.
>> SO IF THEY ARE COMING IN ON
OVERTIME, THAT WOULDN'T
NECESSARILY RESULT IN THE
DECREASE OF SERVICE FROM OTHER
PRECINCTS AS DISPLAYED UP ON
THE CHART.
>> CORRECT.
CORRECT.
>> AND THAT'S ABOUT TWO DOZEN?
>> IT'S A MIX OF SOME OF THE
SPECIALTY UNITS AND SOME
INVESTIGATIONS.
AND THEN, SOME OVERTIME AND
SOME REGULAR TIME.
>> AND FOR THE SOUTHWEST
PRECINCT, COULD WE TAKE A
MINUTE TO TALK A LITTLE BIT
ABOUT THE METHODOLOGY THAT GOES
INTO MAKING DECISIONS?
THE SOUTHWEST PRECINCT, THE
NUMBER OF OFFICERS IS
SIGNIFICANTLY LOWER THAN THE
OTHER PRECINCTS.
I KNOW IT IS NOT JUST SIMPLY A
FUNCTION OF POPULATION BUT
THERE ARE OTHER CRITERIA THAT
GO INTO MAKING THOSE DECISIONS
AND FOR THE VIEWING PUBLIC AND
MY DISTRICT, IT WOULD BE
HELPFUL TO HAVE A BRIEF
EXPLANATION FOR WHY THESE
NUMBERS LOOK LIKE THEY DO.
HALF OF WHAT YOU SEE IN THE
NORTH PRECINCT.
>> AND WE WOULD BE HAPPY TO
BRING YOU A BREAK DOWN OF THAT.
I'M NOT SURE IF WE HAVE THE
PEOPLE AT THE TABLE TO TALK
ABOUT THE ALLOCATION.
GEOGRAPHY PLAYS INTO RESPONSE
TIME.
WILL DRIVE THE NUMBERS BUT A
LOT OF THOUGHT GOES INTO PATROL
STAFFING AND I WOULD BE HAPPY
TO PROVIDE MORE INFORMATION ON
THAT.
>> THANK YOU.
>> FINALLY, TO FINISH UP, THE
CHAIR REQUESTED ME TO RESEARCH
THE QUESTION ON WHETHER POLICE
AGENTS UNDER A CONSENT DECREE
EXPERIENCE MORE DIFFICULT
HIRING.
I CAME UP EMPTY, BUT FOUND NEW
CON SET DECREES LIKE THE ONES
IN NEW ORLEANS ARE ASKING
POLICE DEPARTMENTS TO TRACK
DEPARTMENT ACTIVITY TO SEE OVER
TIME, NOT NECESSARILY IF THE
CONSENT DECREE IS HAVING
IMPACT.
I THINK THAT WILL BE FOUND, BUT
ALSO TO SEE HOW RECRUITMENT
ACTIVITIES ARE RESULTING IN
HIGH QUALITY OFFICERS AND
DIVERSITY.
>> YEAH.
I ASKED GREG TO LOOK INTO THIS
ISSUE.
BECAUSE, WE HEAR A LOT ABOUT
POLICE MORALE.
AND, THE IMPACT OF MORALE ON
RECRUITMENT AND RETENTION AND
WAS INTERESTED TO SEE WHETHER
OR NOT THERE COULD BE NIKAU
STATION WITH THE FACT THAT WE
HAVE BEEN UNDER CONSENT DECREE
SINCE 2012.
WE MAY NOT HAVE BEEN ABLE TO
IDENTIFY DATA THAT SHOWS A
RELATIONSHIP THERE.
BUT THERE IS APPARENTLY A NEW
REQUIREMENT TO TRACK THIS VERY
ISSUE IN FUTURE CONSENT DECREES
MEANS I BELIEVE IS CONFIRMATION
THAT WE SHOULD LOOK AT IT.
>> THIS MAY BE PART OF MY NEXT
PRESENTATION.
SO LET ME KNOW IF IT IS NOT.
WE HAVE THE NUMBER OF FOLKS WE
PUT INTO NEW POSITIONS.
DO WE HAVE A NUMBER ON HOW MANY
APPLICANTS WE HAVE RECEIVED AND
HOW MANY PEOPLE WERE ACCEPTING
AND HOW MANY PEOPLE WE ARE
TURNING AWAY?
>> YES WE DO AND HAPPY TO
PROVIDE THAT AS WELL.
A LOT OF SOMEDAY TACTIC.
A LOT OF FALLOFF POINTS.
A NUMBER OF APPLICANTS VERSUS
THE PEOPLE WHO SIT FOR A TEST.
THE NUMBER OF PEOPLE THAT PASS
THE WRITTEN.
PASS THE ORAL AND THE
BACKGROUND.
THE POLYGRAPH.
WOULD BE HAPPY TO PROVIDE YOU
THE FALLOUT RATE AT EACH STEP.
BUT THAT WOULD BE BEST
PRESENTED IN A TABLE.
>> AND DO YOU KNOW, ARE WE GET
AGO HIGH NUMBER OF APPLICANTS?
A LOW NUMBER OF APPLICANTS?
>> 2018 WAS HISTORICALLY LOW
NUMBER WHICH DROVE THE 68 FOLKS
WE HIRED.
2019 UP TICKED SOME.
WE ARE STILL DOWN FROM THE
2015, 16 APPLICANT RATES.
>> GREG, YOU HAVE THE TEST
NUMBERS FOR 2018?
>> THE NUMBER OF FOLKS THAT SAT
FOR THE TEST AND I GOT THIS
FROM MIKE SEVERAL MONTHS AGO
WAS 837.
IF YOU GO BACK TO THE HIGHER
NUMBERS IN 2016, THE NUMBER WAS
1,204.
THOSE ARE NEW RECRUITS.
>> THANK YOU.
ALL RIGHT.
SO SHOULD WE MOVE?
FANTASTIC.
THANK YOU.
>> JUST GOING TO MOVE.
>> THANK YOU SO MUCH.
>> THANKS GREG AND THANK YOU
COUNCILMEMBERS FOR THE
OPPORTUNITY TO PRESENT ON OUR
HIRING LAST YEAR AND HOW WE ARE
GOING TO MOVE INTO NEXT YEAR.
LET'S SEE IF I CAN DO THIS.
HERE WE GO.
SO, TODAY, WE WILL BE RECAPPING
2019'S RECRUITMENT EFFORTS AND
RESULTS IN DESCRIBING THE PLAN
FOR 2020.
AS WE CONTINUE TO COMPETE FOR
OFFICERS, AS IT IS NATIONWIDE,
THE MARKET REMAINS TIGHT.
WITH HISTORICALLY LOW
UNEMPLOYMENT AND JURISDICTIONS
COMPETING FOR THE APPLICANTS,
THIS IS A NATIONWIDE CHALLENGE.
SO, WHAT WE DID IN 2019, BASED
ON FEEDBACK FROM THE COMMUNITY,
IN 2019, WE MADE ADJUSTMENTS TO
OUR RECRUITING MATERIALS
INCLUDING MORE PROMINENTLY
FEATURING OUR OFFICERS OF COLOR
AND RECRUITMENT MATERIALS AND
EXPANDING OUR PRESENCE IN
MINORITY OWNED PUBLICATIONS
INCLUDEING THE SAMPLES WE SEE
ON THE SIDE INCLUDING THE
NORTHWEST ASIAN WEEKLY AND THE
AFRICAN-AMERICAN BUSINESS
DIRECTORY AMONG OTHERS.
>> MIKE, ARE YOU ONLY DOING
PRINT MEDIA OR ONLINE MEDIA?
>> THANK YOU FOR THE QUESTION.
WE HAVE MULTIPLE ONLINE
CHANNELS THROUGH SOME OF THE
NATIONWIDE STUFF.
LINKEDIN, ET CETERA.
WE PUSH OUT CONTENT ACROSS OUR
INTERNAL FACEBOOK, INSTAGRAM.
WE DO SOME TARGETED PLACEMENTS
AND POLICE SPECIFIC RECRUITING
SITES LIKE POLICE ONE.
>> FANTASTIC.
I'M FOCUSED MORE ON THE
QUESTION AS IT RELATES TO PRINT
VERSUS ONLINE AS IT RELATES TO
THE NEWS PUBLICATIONS.
THOSE ARE ALL, THESE ARE ALL
PUBLICATIONS THAT I KNOW ARE,
HAVE PRINT VERSIONS BUT THERE
ARE A LOT OF NEWS BLOGS THAT
ARE GEOGRAPHICALLY FOCUSED IN
NEIGHBORHOODS WITH ETHNIC
FOCUSES THAT ARE ONLY IN BLOG
FORMAT.
SO I'M WONDERING WHETHER OR NOT
YOU ARE ADVERTISING ON THOSE
TOO.
>> I'M NOT SURE THAT WE ARE
UTILIZING ANY OF THOSE.
>> SO ONE OF THE THINGS WE DID
WHEN WE FIRST CAME TO THE UNIT
WAS MEET WITH THE MAYOR'S
OFFICE AND FIND OUT ABOUT ALL
OF THE MINORITY AND ETHNIC
PAPERS AND ORGANIZATIONS IN THE
CITY OF SEATTLE.
IT WAS VERY IMPORTANT TO US
THAT MONEY WENT BACK INTO OUR
OWN COMMUNITY AND WE WERE
ADVERTISING THROUGH THE BEST
COMMUNITY OPTIONS THAT WE HAD.
SO EVERY YEAR, WE HAVE LOOKED
FOR ADDITIONAL OPPORTUNITIES SO
CONNECT WHETHER IT BE ONLINE.
PRINT MEDIA.
SOME HAVE BEEN RELATIONSHIPS
WITH 15 OR 20 YEARS, THE MEDIA
COMES TO MIND RIGHT NOW.
AND, CHRIS BENNETT RADIO AND
THINGS LIKE THAT.
WE ARE ALWAYS SEEKING
ADDITIONAL OPPORTUNITIES.
WE ASSESS THEM AND MAKE SURE WE
HAVE AN AD REPRESENTATIVE OF
THE ORGANIZATION THAT IS
SHARING IN OUR INFORMATION.
>> THANK YOU.
>> THE NEXT ONE IS YOU.
>> WE WERE BUSY, LAST YEAR.
THIS IS ACTUALLY A FAIRLY
TYPICAL YEAR.
THERE ARE TWO OF US ASSIGNED TO
THE RECRUITING FUNCTION.
HOWEVER, WE HAVE A RECRUITING
SUPPORT TEAM OF AROUND 50
OFFICERS WHO HAVE INDICATED
úTHAT THEY HAVE AN INTEREST IN
ASSISTING WITH RECRUITING
EVENTS.
ESPECIALLY IN PARTICULAR
COMMUNITIES.
WE DO OUR BEST TO TRY TO BRING
RECRUITING SUPPORT MEMBERS WITH
US TO COMMUNITIES AND EVENTS
THEY HAVE AN INTEREST IN
REPRESENTING THE DEPARTMENT AT.
AND SO, WE HAVE ALSO BEEN LUCKY
ENOUGH.
WE GET INVITATIONS FOR HIGH
SCHOOLS, FOR COLLEGES,
ESSENTIALLY, IF YOU CALL US AND
YOU ASK, WE WILL BE THERE.
WE RECENTLY DID A KNOW YOUR
RIGHTS DAY AT SOUTH SEATTLE
COLLEGE TOO.
IT IS NOT ALWAYS ABOUT
RECRUITING BUT ABOUT COMMUNITY
ENGAGEMENT AND THAT IS
IMPORTANT TO US BECAUSE WE
DEFINITELY FIND THAT THE
COMMUNITY ENGAGEMENT YIELDS
MUCH BROADER CANDIDATES THAT
WEREN'T CONSIDERING A JOB OTHER
THAN A CAREER FAIR.
WE CONSTANTLY SEEK ADDITIONAL
OPPORTUNITIES, AND THE THING WE
ARE PROUD OF IS THE WORKSHOPS
WE OFFER.
WHETHER A CANDIDATE IS READY TO
TEST OR NOT, WE OFFER FREE
WORKSHOPS.
WE HAVE 456 ATTENDEES.
>> WE TELL YOU EVERYTHING.
THERE IS NOTHING SECRET ABOUT
OUR PROCESS.
WE WANT THEM TO FEEL CONFIDENT
AND TESTED AND WE GIVE THEM ALL
THE OPPORTUNITIES TO DO THAT.
AND, WE ARE THEIR LIFELINE AND
WE ARE THAT WHITE GLOVE SERVICE
TO HELP THEM THROUGH THE
TESTING PROCESS.
>> DO YOU HAVE METRICS THAT
TRACK HOW WELL PEOPLE WHO TAKE
YOUR WORKSHOPS DO ON THE TEST
VERSUS FOLKS WHO DO NOT?
>> WE DO.
AND IT IS VERY CLEAR
STATISTICALLY THAT THOSE WHO
ATTEND WORKSHOPS DO
SIGNIFICANTLY BETTER THAN THOSE
THAT DO NOT.
YOU DON'T HAVE TO SIGN UP FOR
THE TEST OR BE READY.
WE WANT YOU TO TAKE THE
WORKSHOP AND THAT WILL HELP YOU
ASSESS WHEN IT IS TIME TO TAKE
THE EXAM.
WHETHER IT IS THREE MONTHS, SIX
MONTHS, OR A YEAR FROM NOW, WE
WILL GIVE YOU ALL THE
INFORMATION TO HELP YOU.
>> AND JUST GENERALLY SPEAKING,
DO YOU HAVE A WAY OF, I MEAN,
LAST YEAR WAS A GOOD YEAR.
2019.
WHAT YOU WERE DOING WORKS. WE
TRACK THE OUTCOMES ASSOCIATED
WITH THESE EVENTS?
>> THERE'S TWO OF US.
WE KNOW WHO IT IS THAT WE HAVE
MET.
WE WERE AT A CAREER FAIR.
WE MET HER FOUR YEARS AGO AT
THAT CAREER FAIR AND SHE IS
GRADUATING NOW AND READY TO
TEST.
SO, WE KNOW THAT WE HAVE THE
RELATIONSHIPS THAT LAST FOR
YEARS.
ESPECIALLY IF THEY ARE YOUTH
THAT CAN'T APPLY UNTIL 21.
WE WORK WITH THOSE PEOPLE FOR
MANY, MANY YEARS.
OVERWHELMINGLY, AGAIN, I GO
BACK TO THE COMMUNITY EVENTS.
THEY ARE VERY GOOD FOR US.
BUT OFTEN IT TAKES THAT
CANDIDATE A LITTLE LONGER TO
PREPARE TO TEST.
BECAUSE, AGAIN, THEY WEREN'T
LOOKING FOR A JOB.
THEY HAD AN OPPORTUNITY TO TALK
TO AN OFFICER THAT IT SPARKED
SOMETHING LIKE I DIDN'T KNOW
THERE WASN'T AN AGE LIMIT OR
WHAT THE PROCESS LOOKED LIKE.
SO US BEING ABLE TO ASSIST THEM
WITH THAT INFORMATION BUT I DO
THINK IT TAKE THAT'S CANDIDATE
PERHAPS A LITTLE LONGER THAN
SOMEONE AT A CAREER FAIR
INSTANTLY LOOKING FOR A JOB FOR
EXAMPLE.
>> THANK YOU.
>> IF I COULD JUST ADD, COUPS,
ON THE FRONT END WHEN FOLKS
APPLY, ASK THEM QUESTIONS ABOUT
HOW DID YOU HEAR ABOUT US.
>> THANK YOU.
I HAVE A COUPLE OF QUESTIONS
ABOUT RECRUITMENT.
ONE IS AROUND LANGUAGE
PREFERENCE POINTS.
WE HAVE HEARD ANECDOTALLY,
THERE MIGHT BE A CHANGE IN THAT
CRITERIA.
WHAT WE ARE GETTING ARE PEOPLE
WHO ARE SPEAKING LANGUAGES THAT
ARE NOT NECESSARILY REFLECTED
IN OUR MOST DIVERSE
COMMUNITIES.
MAYBE EUROPEAN LANGUAGES RATHER
THAN EAST AFRICAN FOR EXAMPLE
SO I HAVE A QUESTION ABOUT
THAT.
THE OTHER QUESTION I HAVE IS,
GIVEN OUR DESIRE TO SHIFT
TOWARD RESTORATIVE JUSTICE AND
YOU KNOW, MORE DIVERSION
PROGRAMS, SEEMS THAT FINDING
CANDIDATES THAT ARE EAGER TO
LEARN THOSE TRAUMA INFORMED
APPROACHES, AND RESTORATIVE
JUSTICE PRACTICES COULD HELP
CHANGE THE NARRATIVE.
ESPECIALLY IN MY DISTRICT.
THE COMMUNITIES I'M
REPRESENTING IN TERMS OF HOW WE
INTERACT WITH FOLKS IMPACTED IN
THE CRIMINAL LEGAL SYSTEM.
AND SO, I'M WONDERING IF THERE
IS ANY CONSIDERATION GIVEN TO A
RECRUIT'S ALMOSTNESS OR
EAGERNESS TO LEARN ABOUT THOSE
KINDS OF PRACTICES.
IF THERE IS ANY CRITERIA
INCLUDED IN THE SCORING OF THE
APPLICATION PROCESSES THERE.
>> FIRST TO THE LANGUAGE
PREFERENCE.
IN 2019, WE HAD FOUR FOLKS TAKE
ADVANTAGE OF THE LANGUAGE
PREFERENCE.
THEY WERE RUSSIAN, GERMAN,
FRENCH, AND SPANISH WERE THE
LANGUAGES UTILIZED.
AND IN TERMS OF YOUR SECOND
POINT, WE REALLY GO POUT OF OUR
WAY DESCRIBING WHAT IT MEANS TO
BE A POLICE OFFICER IN SEATTLE.
AND, GIVING A REALISTIC VIEW OF
WHAT THAT LOOKS LIKE AND THE
MAJORITY OF YOUR ENGAGEMENTS
WILL BE AT THE CENTER OF PUBLIC
HEALTH AND SAFETY.
AND THAT WE DO PUT A BIG
EMPHASIS ON CRISIS INFORMED
ANTI-BIAS, DEESCALATION.
AND JUST SO THAT PEOPLE KNOW
WHAT THE SEATTLE APPROACH IS.
AND THEN IN OUR INTERVIEW,
THERE ARE QUESTIONS THAT DRAW
THAT OUT.
AND IT IS AN IMPORTANT FACTOR.
>> AND, SORRY, JUST GOING BACK
TO THE LANGUAGE.
THANK YOU.
GOING BACK TO THE LANGUAGE
ISSUE THEN, IF WE, ARE THERE
PARTICULAR RECRUITMENT EFFORTS
HAPPENING?
I SAW THE EVENT YOU DID
YESTERDAY.
AND THE CID.
BUT, NONE OF THE LANGUAGES YOU
MENTIONED ARE LANGUAGES THAT
ARE HIGHLY REFLECTED IN OUR
COMMUNITY.
PARTICULARLY FOR COMMUNITIES
THAT HAVE, THAT ARE MOST
IMPACTED BY THE LEGAL SYSTEM.
IS THERE AN EFFORT TO TARGET OR
FOCUS ON FOLKS WHO SPEAK
VIETNAMESE?
>> IT GOES BACK TO THE SAME
THING.
WE NEVER INVITE OURSELVES INTO
A COMMUNITY.
WE ASK OUR OFFICERS, IF YOU
KNOW ABOUT A CULTURAL EVENT AND
A COMMUNITY EVENT COMING UP, WE
WOULD BE ABLE TO COME AND TALK
ABOUT THIS JOB AND PLEASE DO
THAT.
THEY WILL MAKE THE INTRODUCTION
AND WE HAVE THAT ONGOING
RELATIONSHIP.
THAT'S WHAT THE IMPORTANT PIECE
OF THAT IS.
THE LANGUAGE IS OFFERED TO
EVERY CANDIDATE TAKING THE
TEST.
WHEN YOU LIST IN THE JOB
APPLICATION WHAT THE PROCESS IS
FOR GETTING THOSE LANGUAGE
PREFERENCE POINTS.
SO, THAT IS SELF-SELECTED IN A
LOT OF CASES.
AND, THA IS IN THAT JOB.
AND SO I KNOW WE CAN WORK ON A
BETTER WAY TO MAKE SURE THAT IS
HIGHLIGHTED.
IT IS FEATURED PROMINENTLY ON
OUR WEBSITE THAT THERE ARE
LANGUAGE PREFERENCE POINTS.
IT IS OFFERED IN DEPTH IN THE
TESTING PROCESS.
LIKE, WHEN WE PUT OUT THE
APPLICATION, IT DESCRIBES
EXACTLY THAT WE OFFER THE
PREFERENCE POINTS.
AND SO, WE COULD CERTAINLY LOOK
AT DOING A BETTER JOB OF
MAYBING SURE THE CANDIDATE
UNDERSTANDS THAT THE PREFERENCE
POINTS ARE AVAILABLE TO THEM.
>> SO JUST TO CLARIFY.
I DO AGREE WITH COUNCILMEMBER
MORALES THAT IS LANGUAGE IS AN
IMPORTANT PART OF THE HIRING.
AS SOMEONE WHO WAS A PROSECUTOR
BEFORE GOING HERE.
AND THERE WOULD BE THE POLICE
REPORT AND THE PERSON STARTED
SPEAKING VIETNAMESE AND THEY
WERE FLAT FOOTED IN THE
INVESTIGATION A LITTLE BIT.
JUST TO CLARIFY, WHEN, MAKINGS
WHEN YOU MENTIONED THE
LANGUAGES EARLIER THAT WERE
RUSSIAN, GERMAN, FRENCH, AND
SPANISH, THOSE WERE THE
LANGUAGES THE APPLICANTS
LISTED.
THOSE ARE NOT THE ONLY --
>> THOSE WERE THE FOUR
CANDIDATES THAT ASKED FOR THE
LANGUAGE PREFERENCE POINTS AND
TESTED IN THOSE LANGUAGES.
>> BUT ANYONE WHO SPEAKS A
LANGUAGE CAN PUT THAT ON.
>> YES.
IT WAS JUST OUT OF ALL THE
TIMES WE OFFERED THAT ON THE
APPLICATIONS, THERE WERE ONLY
FOUR PEOPLE THAT TOOK ADVANTAGE
OF THOSE PREFERENCE POINTS.
AND, THOSE WERE THE LANGUAGES
SPOKEN SO THAT IS REFLECTIVE OF
THE FOUR PEOPLE THAT TOOK
ADVANTAGE OF THAT PREFERENCE
POINT.
>> ANDLY MAKE ONE MORE POINT
ABOUT THAT.
THE POINT AFTER HAVING THIS IS
TO DRAW FOLKS IN FROM
COMMUNITIES OF COLOR.
SO IF IT DOESN'T SOUND LIKE WE
ARE GETTING THOSE FOLKS IN, IT
IS GREAT THEY WERE ABLE TO TAKE
ADVANTAGE OF IT.
BUT THE REAL POINT OF THIS IS
TO TRY TO ACHIEVE RACIAL EQUITY
IN THE POLICE DEPARTMENT.
SOUNDS LIKE WE HAVE SOME WORK
TO DO.
>> GREG, CAN YOU SPEAK A LITTLE
BIT?
BECAUSE GREG WAS REALLY
INSTRUMENTAL TO DEVELOPING THE
LANGUAGE PREFERENCE POINTS
POLICY.
THE 2017 ACCOUNTORDINANCE
REQUIRES.
I REMEMBER THERE BEING SOME
CONVERSATION ABOUT WHETHER OR
NOT TO FOCUS ON WHETHER OR NOT
THE INDIVIDUAL HAS A SECOND
LANGUAGE AT ALL VERSUS FOCUSING
ON THE FIVE STOP SECOND
LANGUAGES SPOKEN BY SEATTLE
RESIDENTS SO THAT PEOPLE
WOULDN'T GET PREFERENCE POINTS
FOR ANY LANGUAGE, BUT THEY
WOULD GET PREFERENCE POINTS IF
THEY REPRESENTED WHAT THE
LANGUAGE NEEDS OR THE
COMMUNITY.
DO YOU RECALL THAT
CONVERSATION?
>> IT MAY BE THAT IT IS TIED UP
IN SOME LEGAL ANALYSIS WE HAD
DONE.
SO, I WOULD WANT TO GET BACK TO
YOU ON THAT.
>> I THINK THE POINT
COUNCILMEMBER MORALES IS
MAKING, IS EVEN THOUGH, WE HAVE
BEEN TOLD PREFERENCE POINTS ARE
NOT MAKING OR BREAKING WHETHER
OR NOT WE ARE HIRING PEOPLE
THAT REPRESENT THE COMMUNITIES,
I THINK THERE IS AN IMPORTANT
MESSAGE THAT PREFERENCE POINTS
PRESENCE POINTS SENDS TO THE
COMMUNITIES WE ARE TRYING TO
RECRUIT FROM.
SO, IF WE ARE SPECIFICALLY
SAYING TO THE SMALLLY
COMMUNITY, WE WILL GIVE YOU
EXTRA POINTS IF YOU SPEAK THIS
LANGUAGE, THAT WILL AFFECT THE
NUMBER OF NUMBER WHO ACTUALLY
SHOW ANY INTEREST IN BEING
POLICE OFFICERS SO THERE'S
ANOTHER, I THINK ANOTHER
UTILITY FOR PREFERENCE POINTS.
AS LONG AS WE ARE TALKING ABOUT
THE SUBJECT OF PREFERENCE
POINTS, THE ACCOUNTABILITY
LEGISLATION NOT ONLY IDENTIFIED
LANGUAGE PREFERENCE POINTS,
BUT, WE ALSO IDENTIFIED
PREFERENCE POINTS RELATED TO
PEOPLE'S EXPERIENCE WORKING IN
COMMUNITIES SUCH AS EXPERIENCE
WORKING WITH THE PEACE CORP.
OTHER KINDS OF SOCIAL WORK.
THAT PART OF THE POLICY HAS NOT
YET BEEN DEVELOPED BUT I KNOW
FOLKS BOTH WITH THE CPC AND THE
MAYOR'S OFFICE AND SPD ARE HARD
AT WORK AT DOING THAT AS WELL.
INTENDED TO BE NOT JUST
ENSURING THAT WHO WE ARE HIRING
IS REFLECTING OUR COMMUNITY.
BUT ALSO, INTENDING TO HELP YOU
DO MORE RECRUITMENT WITHIN
THOSE COMMUNITIES BY US
BROADCASTING OUR INTEREST IN
PEOPLE WHO HAVE SORT OF CERTAIN
SKILL SETS AND COMPETENCIES.
>> OKAY.
>> I'LL COVER THIS A LITTLE
BIT.
AS A 3-YEAR VETERAN OF THE
DEPARTMENT, A 30 YEAR VETERAN
OF THE DEPARTMENT, IT HAS BEEN
MY GOAL TO INCREASE THE NUMBER
OF WOMEN WE HAVE IN OUR
ORIZATION AND HIGHLIGHT PUBLIC
SAFETY AS A CAREER FOR WOMEN.
WE CONTINUE TO FOCUS.
A DO A LOT OF COLLABORATION
WITH OTHER ENTITIES WHO ALSO
HAVE A LACK OF FEMALE
REPRESENTATION, ESPECIALLY IN
STEM ORGANIZATION.
THERE IS NOT ALWAYS A LOT OF
PUBLIC SAFETY, WOMEN'S EVENTS
FOCUSED SPECIFICALLY.
BUT WE FIND THAT WE WANT TO
PARTNER UP WITH ORGANIZATIONS
WITH A WOMAN FOCUS ON THEIR
CAREER OPPORTUNITIES.
IN THE LAST YEAR-AND-A-HALF, I
HAD AN OPPORTUNITY TO BE
INVITED AND SPEAK AT THREE
DIFFERENT RECRUITING AND
RETENTION CONFERENCES AND
SPECIFICALLY, I'M ASKED TO COME
TALK ABOUT WHAT WE ARE DOING
AROUND WOMEN AND PERSONS OF
COLOR SO I'M VERY PROUD OF WHAT
WE ARE DOING.
IT IS GETTING A LOT OF KUDOS
ACROSS THE COUNTRY.
I CONTINUE TO BE INVITED TO
SPEAK.
I'M SPEAKING AT TWO CONFERENCES
IN APRIL AND JUNE.
AND, SPECIFICALLY, I'M RUNNING
A WOMAN IN PUBLIC SAFETY TRACK
AT ONE OF THE CONFERENCES AND I
WAS INVITED TO START THAT LAST
YEAR AND WE ARE DOING THAT
AGAIN THIS YEAR.
SO, GLOBALLY, NOT ONLY LOCALLY,
WE FEEL LIKE WE HAVE AN
EMPHASIS ON BOOSTING WOMEN IN
PUBLIC SAFETY AND LAW
ENFORCEMENT.
SO, WE ARE ALWAYS REACHING OUT
FOR ADDITIONAL OPPORTUNITIES TO
MEET WITH WOMEN, ESPECIALLY
YOUNG WOMEN TO SEE THEMSELVES
IN THIS CAREER DOWN THE ROAD.
AND CORRECT MISCONCEPTIONS AS
WELL.
>> OKAY.
AND I WILL JUST TALK A LITTLE
BIT ABOUT HIRING RESULTS FOR
LAST YEAR.
LAST YEAR WAS THE BEST YEAR IN
HIRING IN OVER A DECADE IN
TERMS OF NUMBERS.
WE HIRED 108 OFFICERS INCLUDING
92 ENTRY LEVEL.
14 LATERAL.
AND TWO OFFICERS WHO LEFT SPD
AND CHOSE TO RETURN.
I WOULD POINT OUT, THERE ARE
SIX OTHERS WHO HAVE EITHER
RETURNED IN 2020 OR ARE IN THE
PROCESS OF RETURNING TO SPD.
IN TERMS OF SEPARATIONS, THE
DEPARTMENT HAD 92 TOTAL
SEPARATIONS INCLUDEING THE 45
RETIREMENTS, RESIGNATIONS AND
OTHERS WHO LEFT FOR OTHER
REASONS.
WE WERE PLUS 16 FOR THE YEAR.
>> ON THE LATERAL HIRES, I KNOW
LAST YEAR, THE DEPARTMENT MADE
A NUMBER OF OUT OF STATE TRIPS
FOCUSED ON LATERAL HIRES.
WONDERING IF THAT WILL BE
OCCURRING AGAIN THIS YEAR.
THE FOCUS ON LATERAL HIRES IS
AN IMPORTANT ONE.
THOSE ARE FOLKS WHO ARE NOT
GOING TO NEED THE EXTENSIVE
TRAINING.
SOME WAYS THOUGH THEIR HIRING
BONUS IS A LITTLE HIGHER THAN
NEW HIRES, IT IS A COST
EFFECTIVE QUICKER WAY TO GET
MORE OFFICERS INTO THE
DEPARTMENT.
>> ABSOLUTELY.
THE LATERAL ACADEMY IS TWO
WEEKS AS OPPOSED TO FOUR MONTHS
FOR ENTRY LEVEL.
FIELD TRAINING IS ALSO
ABBREVIATED.
WE FOUND WE WERE HAVING MORE
SUCCESS WITH OUR HOME GROWN
LATERAL EFFORTS SO THAT'S NOT
ON THE AGENDA FOR 2020.
WE HAD A LATERAL TEST LAST
WEEKEND.
AND, THE NUMBERS WERE GOOD.
THAT'S A PROMISING SIGN.
>> I JUST, THROWING AN IDEA
OUT.
YOU GUYS KNOW WHAT WORKS, BUT,
PERHAPS, DOING SOME OF THAT OUT
OF STATE WORK FOCUSED ON WOMEN
MIGHT BE THE WAY TO GO AND YOU
MIGHT FIND THAT PRODUCES
ADDITIONAL RESULT TO THE GAINS
YOU ACCOMPLISH THIS YEAR.
>> I MIGHT ADD THE BONUS, THE
15,000 FOR LATERAL HIRES AND
THE 7500 FOR RECRUITS,
HOPEFULLY, THAT PLAYED A PART
IN THE 92 ENTRY LEVEL FOLKS AND
THE LATERALS THEY GOT LAST
YEAR.
THE DEPARTMENT IS DOING SOME
WORK TO EVALUATE THAT.
AND THAT BONUS WILL SUNSET THIS
YEAR ABOUT MID YEAR.
AND SO, THE DEPARTMENT WILL
COME BACK WITH A REPORT THAT
RECOMMENDS TO THE COUNCIL
WHETHER OR NOT THEY SHOULD
EXTEND THAT.
>> THANK YOU.
>> WE WILL BE TRYING TO FERRET
OUT THE CAUSAL RELATIONSHIP
BETWEEN THE BONUS AND THE
NUMBERS.
IT'S HARD TO UNTANGLE THE
REASONS PEOPLE CHOOSE TO TAKE A
JOB.
I THINK WE HAVE SOME GOOD
SURVEYING OUT THAT WILL HELP
WITH THAT AND WE WILL BE
CIRCLING BACK AS GREG SAID WITH
A REPORT ON THAT.
>>> SO, THIS SLIDE GIVES US A
FIVE YEAR RETRO SPECTIVE ON
HIRING DEMOGRAPHICS.
THE REASON THE TOTAL HIRES
NUMBERS ARE NOT THE SAME AT
BOTH TABLES IS IF AN APPLICANT
DIDN'T INDICATE RACE, THEY
WEREN'T INCLUDED IN THE RACIAL
DATA COUNTS.
AS YOU CAN SEE, THE RECRUITMENT
OF WOMEN CONTINUES TO BE A
CHALLENGE.
AS IT IS NATIONALLY.
THE HIRING OF PEOPLE OF COLOR
HAS CONTINUED AN UPWARD TREND
WHERE THE INCOMING TRENDS WERE
THE MOST DIVERSE IN DEPARTMENT
HISTORY WITH 35% IDENTIFYING AS
PEOPLE OF COLOR.
>> IT IS INTERESTING IN 2018,
THOUGH THE TOTAL HIRE NUMBERS
WERE DOWN, THE NUMBERS FOR
WOMEN HIRED, THE PERCENTAGE IS
UP.
ANY REFLECTIONS ON WHY THAT
MIGHT BE?
>> IT IS HARD TO, IT IS HARD TO
DRAW THOSE CAUSAL CONNECTIONS.
SOME TIME WITH THE SMALLING
NUMBERS, THE PERCENTAGES CAN
SKEW.
>> ALL RIGHT.
>> OKAY, SO IN TERMS OF WHAT WE
ARE DOING IN 2020 ON THE
RETENTION SIDE OF THE EQUATION,
SEVERAL INITIATIVES ARE AIMED
AT EMPLOYEE WELLNESS AND
ENGAGEMENT.
THIS IS IMPORTANT.
IF YOU HIRE 100 OFFICERS AND
100 LEAVE, OBVIOUSLY, YOU ARE
AT NET ZERO.
SO THE RETENTION PIECE IS
IMPORTANT.
THE EXAMPLE OF THIS IS THE
NEWLY CREATED SPD WELLNESS UNIT
WHICH WILL BE ROLLING OUT A
VARIETY OF OFFERINGS AIMED AT
THE UNIQUE WELLNESS NEEDS OF
POLICE OFFICERS.
WE WILL ALSO BE WORKING TO
STREAMLINE THE HIRING PROCESS
AND HAVE A MORE FRIENDLY
APPLICANT PROCESS AND STATE THE
HIGHEST PAID IN THE STATE.
HAVING UNIQUE OPPORTUNITIES TO
WORK IN SPECIALTY UNITS.
STATE OF THE ART TRAINING AND
UP TO A $15,000 HIRING
INCENTIVE.
AND THEN, WE MENTIONED THE
LANGUAGE PREFERENCE POINTS.
WE WILL CONTINUE TO BE
ADMINISTERING THOSE.
FULLY AGREE WE NEED TO GET
THOSE RIGHT OUT IN FRONT.
BECAUSE, THEY CANNOT ONLY HAVE
AN EFFECT ON THE BACK END WITH
REGARD TO WHERE YOU SIT ON THE
REGISTER, BUT IT IS MESSAGING
FROM THE DEPARTMENT THAT
HISTORICALLY UNDERREPRESENTED
GROUPS ARE WELCOME.
SO, CAN HAVE A BENEFIT ON THE
FRONT END.
AND THEN, WITH REGARD TO THE
COMMUNITY SERVICE, PREFERENCE
POINTS, WE ARE PARTNERING WITH
OTHERS TO MAKE THAT HAPPEN.
WE HAVE A MEETING MARCH 3 TO
CONTINUE THAT WORK.
>> SO THIS SLIDE TALKS ABOUT
THE COMMUNITY FOCUSED
ADVERTISING WE WILL BE ROLLING
OUT AS OF YESTERDAY.
THIS EFFORT WILL INVOLVE A
SERIES OF BILLBOARDS FEATURING
A DIFFERENT OFFICER EACH MONTH.
ACCOMPANIED BY A VIDEO VIGNETTE
FEATURING THAT SAME OFFICER
TALKING ABOUT WHY POLICING IN
SEATTLE AND A PARTICULAR
NEIGHBORHOOD IS IMPORTANT TO
THEM.
THIS WILL RUN PARALLEL WITH
THEIR OTHER PIECES.
THE VIDEO ITSELF WILL BE
FEATURED ON A RECRUITING
WEBSITE AND PUSHED OUT ACROSS
THE OTHER ONLINE CHANNELS THAT
WE MENTIONED.
INGLY THOUGHT I REMEMBER SEEING
IN THE MEDIA COVERAGE OF
YESTERDAY'S EVENT, THAT THIS
EFFORT WASN'T PART OF THE
COUNCIL'S FUNDING.
I SEE THIS TIED INTO THE
RECRUITMENT.
THESE FOLKS ARE RECRUITMENT
AMBASSADORS.
AND THAT IS PART OF THE PLAN WE
HELPED FUND.
>> WE SEE IT AS PART AND
PARCEL.
>> WE MAY NOT HAVE A LINE ITEM
FOR BILLBOARDS BUT THIS IS WHAT
WE INTENDED TO SUPPORT.
>> AS YOU KNOW, THE LINE ITEMS
WERE PRETTY GENERAL.
SO YES, THIS IS PART OF THAT
EFFORT.
>> THANK YOU.
>> WE WILL CONTINUE TO FOCUS ON
THE HIGHLIGHT WOMEN.
WE HAVE SEVERAL EVENTS THAT ARE
COMING UP.
WE PARTICIPATE IN YOUNG WOMEN
EMPOWERED.
I WORK WITH TRANSITIONING
FEMALE SERVICE MEMBERS.
I SEE SOMETHING ON LINKED IN.
WE FIND GREAT COLLABORATION
THROUGH THOSE KINDS OF
PARTNERSHIPS.
AND, AGAIN, THESE ARE LONG
ONGOING RELATIONSHIPS THAT WE
HAVE, I'M 100% BELIEVER IN THE
PIPELINE.
WE THINK IT IS DIFFICULT FOR
HIRING ACROSS THE COUNTRY.
AND IN FIVE OR TEN YEARS IT
WILL BE CONSIDERABLY WORSE.
THAT IS A GREAT OPPORTUNITY I
HAVE TO WORK WITH AGENCIES
ACROSS THE COUNTRY ON BEST
PRACTICES AND ALSO MAKING SURE
THAT WE ARE DOING THINGS, MAYBE
NO ONE SELLS DOING.
SO I LIKE LEADING THE WAY UP
HERE IN THE NORTHWEST.
>> GREAT.
SO, IN TERMS OF ADDITIONAL
STRATEGIES WE WILL BE PURSUING
IN 2020, THEY INCLUDE
IMPLEMENTING AN ELECTRONIC CASE
MANAGEMENT SOLUTION FOR OUR
BACKGROUND PROCESS.
SORT OF A BACK OF THE HOUSE
ISSUE.
BUT, IT IS IMPORTANT.
BECAUSE WE NEED TO MOVE PEOPLE
FROM DATE OF TESTING TO DATE OF
HIRE AS QUICKLY AS POSSIBLE.
SO WE ARE NOT LOSING FOLKS TO
OTHER JURISDICTION.
WE WILL ALSO BE RUNNING A
SUPPLEMENTAL ACADEMY CLASS IN
THE END OF MARCH THROUGH A
PARTNERSHIP WITH KING AND
SNOHOMISH COUNTIES.
CURRENTLY WE HAVE FIVE ACADEMY
CLASSES.
IT IS THE MARCH CLASS ALLOWING
US TO ADD TO THAT.
>> AND I WANT TO HIGHLIGHT
THIS.
THIS ISSUE OF US HEARING FROM
THE STATE ACADEMY THAT THEY
COULD NOT TAKE MORE RECRUITS IS
SOMETHING THAT WOULD COME UP
YEAR AFTER YEAR AFTER YEAR ON
WHY SEATTLE COULDN'T DO MORE
WHEN HIRING WAS GOOD.
SO I APPRECIATE EVERYONE
GETTING INVOLVED WITH THE OTHER
JURISDICTIONS ON FINDING A WAY
FORWARD WITH THE CLASS SIZE
ISSUE AND NOT TAKING NO FOR AN
ANSWER.
I THINK IT IS REALLY IMPORTANT.
AND I THINK THERE ARE GAINS
THAT WE ARE GOING TO BE ABLE TO
REALIZE FROM THAT IN FUTURE
YEARS AS WELL.
>> AND LASTLY, BUILDING CLEAR
PATHWAYS FOR OUR CIVILIAN
EMPLOYEES.
PARKING ENFORCEMENT OFFICERS.
911 DISPATCHERS WHO MIGHT WANT
TO CONSIDER A CAREER.
>> IS THERE FUNDING IN THE
BUDGET THAT IS SUFFICIENT FOR
THE SUPPLEMENTAL ACADEMY OR
WHERE THERE BE ADDITIONAL NEED
FOR FUNDING?
>> THERE WILL NOT BE NEED FOR
ADDITIONAL FUNDING.
>> AND, CAN YOU STATE WHAT THE
CIVILIAN TO SWORN PATHWAY IS?
IS THAT THE GENERAL TERM FOR
WHAT WE ARE TALKING ABOUT OR IS
THAT SOMETHING SPECIFIC?
>> THAT IS GOING TO BE A
SPECIFIC EFFORT AS OPPOSED TO
JUST POSTING, ACTUALLY DO SOME
OUTREACH TO OUR EMPLOYEES WHO
ALREADY KNOW THE CITY.
ALREADY ARE WELL EQUIPPED ON
RADIO, HAVE ALREADY BEEN
BACKGROUNDED, ET CETERA, TO
ACTIVELY SOLICIT FOLKS WHO
MIGHT WANT TO PARTICIPATE IN
THE SWORN HAIRING PROCESS.
>> THANK YOU.
>> OKAY.
IN TERMS OF WORK IN PROGRESS,
THIS SLIDE DESCRIBES SOME OF
THE OTHER THINGS WE WILL BE
WORKING ON THIS YEAR.
SOME OF WHICH CAME OUT OF OUR
COLLABORATION WITH THE
INNOVATION TEAM LAST YEAR.
AND DISTINCT FROM PATH WAYS FOR
CURRENT EMPLOYEES TO SWORN, WE
ARE ALSO LOOKING AT YOUTH
PATHWAYS TO EMPLOYMENT.
THAT GOES TO MCNALLY'S
REFERENCE OF BUILDING A
PIPELINE WHERE PEOPLE WHO NEVER
REALIZED BEING AN OFFICER.
WE HAVE 50 FOLKS WHO HAVE
VOLUNTEERED TO GO BACK TO THEIR
COMMUNITIES AND CONNECT AND
ENGAGE IN RECRUITMENT
ACTIVITIES.
LASTLY, AS FOLKS ARE MOVING
THROUGH OUR PROCESS, INCREASING
THE FREQUENCY OF COMMUNICATION
WITH APPLICANTS TO MAKE SURE
THEY STAY ENGAGED.
>> THAT LAST ITEM IS THE ITEM
THAT I THINK WAS REFERRED TO IN
THE RECRUITMENT AND RETENTION
PLAN IS THE LEAVE NO CANDIDAE
BEHIND.
RIGHT?
JUST THAT FOLLOW UP WITH FOLKS
WHO APPLY?
>> THAT IS CORRECT.
WE HAVE A LOT OF APPLICANTS.
SO, WE NEED SOME AUTOMATION TO
ENSURE WE HAVE A HIGH TOUCH
APPROACH.
HAVING THAT HIGH TOUCH
APPROACH.
>> AND, THEN, I OFTEN ASK ABOUT
WHETHER OR NOT IT WOULD MAKE
SENSE FOR SEAT TOLL HAVE A
CADET PROGRAM AND PEOPLE REMIND
ME, WE HAVE AN EXPLORER PROGRAM
BUT I DON'T SEE THE EXPLORER
PROGRAM AS A CADET PROGRAM.
IT SEEMS LIKE THE AGE THAT THE
EXPLORER PROGRAM SERVES, THERE
NEED TO BE SOMETHING IN
BETWEEN.
THAT PROGRAM ENDING AND AN
APPROPRIATE TIME TO APPLY TO BE
A POLICE OFFICER, THERE SEEM TO
BE A BRIDGE MISSING THERE.
AND IS THAT SOMETHING THAT WE
THINK ABOUT AT ALL?
>> SO, ONE OF THE THINGS WE
HAVE DONE IN THE LAST FEW
MONTHS IN PARTICULAR, WITH WORK
CLOSELY WITH OUR COLLABORATIVE
POLICING COMMUNITY.
THERE IS SO MUCH OVERLAP.
MANY OF THE OFFICERS ASSIST US
WITH RECRUITING.
WE GO TO EVENTS THAT ARE
COMMUNITY BASED AS WELL.
ONE OF THOSE AREAS IS OUR
EXPLORER.
WE HAVE THE MOST DIVERSE IN THE
STATE.
BOUGHT WE DO FIND THAT NOT ALL
OF THOSE APPLICANTS HAVE AN
INTENTION OF BEING IN LAW
ENSURING FORCEMENT OR CHOOSE TO
STAY WITH US.
THIS IS SOMETHING WE ARE
PUTTING A LOT MORE EFFORT INTO,
MAKING SURE THE EXPLORERRING WE
HAVE SEEK CLEARER OPPORTUNITIES
TO STAY WITH US.
BUT, WE ARE ALSO LOOKING AT HOW
WE BRING MORE STUDENTS IN WITH
A FOCUS ON BECOMING A LAW
ENFORCEMENT OFFICER DOWN THE
ROAD.
WE ARE CREATING LITERATURE.
ADDING THAT TO OUR RECRUITING
MATERIALS AS WE GO TO HIGH
SCHOOLS AND DIFFERENT TRADE
SCHOOLS ACROSS THE AREA.
TONES.
WE ARE LOOKING AT HOW WE COULD
POTENTIALLY OFFER COLLEGE
CREDIT.
IF WE HAVE EXPLORERS INVOLVED
IN A COLLEGE PROGRAM.
A CRIMINAL JUSTICE PARTICULAR.
IF WE COULD WORK WITH THOSE
UNIVERSITIES TO OFFER THE PATH
OF EXPLORER AS A CREDIT.
WE ARE LOOKING AT HOW WE CAN
GET MORE INTERNSHIPS.
SOME OF OUR EXPLORERS COULD BE
EXCELLENT TO OUR COMMUNITY
OUTREACH IF WE CAN FIND AN
OPPORTUNITY TO BUILD AN
INTERNSHIP PROGRAM OVER AND
ABOVE WHAT THE CITY IS OFFERING
TO THE 200 PLUS WITH THE FOCUS
ON THE DEPARTMENT.
SO, THESE ARE ALL AREAS WE ARE
EXPLORING WITH OUR PROJECT
MANAGER.
WITH HR AND WITH THE EXPLORER
CADRE IN PARTICULAR.
>> I'M GLAD TO HEAR THAT.
I THINK FIGURING OUT A WAY TO
FORMALIZE THE RELATIONSHIP POST
MIGHT BEAR SOME FRUIT.
THANK YOU.
>> OKAY.
SO, IN CLOSING, I THOUGHT WE
WOULD SHARE AN EXAMPLE OF A
VIDEO VIGNETTE WE WILL BE
ROLLING OUT IN 2020.
>> OH!
DO YOU WANT A STICKER?
>> OH, DO YOU WANT A STICKER?
>> I HAVE BEEN WORKING FOR
ABOUT TWO YEARS NOW.
I AM OUT OF THE WEST PRECINCT.
I DIDN'T THINK I WOULD BE A
POLICE OFFICER FROM DAY ONE.
BUT SINCE I HAVE BEEN ON THE
JOB, I FELT LIKE I FOUND MY
PLACE.
I LIKE THE CHALLENGE ASPECT OF
I.
KIND OF BEING THAT PROBLEM
SOLVER.
ASSISTING SOMEONE IN THEIR MOST
CRITICAL TIME.
THERE ISN'T A MOLD TO BE A
POLICE OFFICER.
YOU DON'T HAVE TO BE A CERTAIN
SIZE, HAVE A CERTAIN MENTALITY.
I THINK IT IS A JOB YOU WANT TO
DO AND YOU WANT TO HELP PEOPLE,
I WOULD SAY APPLY.
>> TO SPD FROM CAREER IN
RETAIL.
>> YEP.
>> COUNCILMEMBER PEDERSON?
>> THANK YOU.
SO, CONGRATULATIONS ON YOUR
HIRING PROGRESS IN 2019.
IN TERMS OF THE RECRUITS.
I WANT TO THANK COUNCILMEMBER
HERBOLD IN GETTING ADDITIONAL
RECRUITMENT EFFORTS OFF THE
GROUND.
I AM CONCERNED ABOUT THE
RETAINING OF OUR EXPERIENCED
OFFICERS.
THE NET NUMBERS ARE STILL LOW.
JUST WANT TO HARKEN BACK TO THE
2016 BERKSHIRE STUDY WHICH SAID
WE NEEDED TO HIRE 175 MORE
OFFICERS.
AND THAT WAS BACK IN 2016.
OUR CITY IS OBVIOUSLY
CONTINUING TO GROW.
OUR POLICE FORCE ENDED IN 2014,
1,330 POLICE OFFICERS.
FIVE YEARS LATER THEY WERE ONLY
UP TO 1,371 OFFICERS.
BERKSHIRE STUDY CALLED FOR 175
MORE.
SO WE HAD 41 MORE DURING THAT
SPAN OF TIME.
I'M PROUD OUR CITY TAKES A
HOLISTIC VIEW TO SAFETY AND
CRIME PREVENTION.
WE TALKED OTHER PROGRAMS IN
TERMS OF RESTORATIVE JUSTICE.
AND.
THE CITY SHOULD BE SUPPORTING
THIS WHOLE MENU OF PROGRAMS.
THE BENEFIT OF HAVING
ADDITIONAL OFFICERS I THINK IS
SO THAT THEY DO HAVE THAT
BANDWIDTH AND TIME TO GET TO
KNOW THEIR COMMUNITY.
TO DO REAL COMMUNITY POLICING
BECAUSE AS WE HAVE SEEN FROM
THE NUMBERS WHILE YOU ARE ABLE
TO MAINTAIN THE 911 PATROL,
WHAT WE ARE DRAWING FROM THE
COMMUNITY POLICING TEAMS.
THE BIKE PATROL, THE AV AND THE
UNIVERSITY DISTRICT IN DISTRICT
4. I KNOW THAT CERTAIN OFFICERS
HAVE BEEN PULLED FROM THAT TO
GO TO OTHER PARTS OF THE CITY
TO DO EMPHASIS PATROLS AWAY
FROM THE NORTH PRECINCT.
I ATTENDED A ROLE CALL AND I
WAS ALARMED BY THE SMALL NUMBER
OF OFFICERS THERE.
THE NORTH PRECINCT IS 40% OF
THE CITY'S GEOGRAPHY.
THAT IS THREE COUNCIL
DISTRICTS.
SO, WHEN YOU LOOK AT THE
NUMBERS IN THE NORTH PRECINCT,
I KNOW IT IS NOT JUST BY
GEOGRAPHY.
146 OUT OF THE 656 IS 22% IF
YOU DID 40%, NORTH PRECINCT
WOULD HAVE 262 OFFICERS THERE.
I KNOW THAT'S NOT THE ONLY
METRIC YOU USE, BUT I WANT TO
FLAG MY CONCERN ABOUT THE
SHORTAGE OF OFFICERS AND I WANT
TO BE HELPFUL AND I AM GLAD YOU
MENTIONED OTHER THINGS YOU ARE
TRYING TO DO.
I ECHO COUNCILMEMBER HERBOLD'S
TRAINING ACADEMIES.
GREAT NEWS YOU WILL HAVE AN
EXTRA TRAINING ACADEMY.
YES, HISTORICALLY, THAT WAS A
MAJOR BOTTLENECK.
THE CONCERN ABOUT LANGUAGES, I
DON'T KNOW IF YOU TALKED ABOUT
USING COMMUNITY BASED
ORGANIZATIONS TO HELP YOU
BECAUSE I KNOW YOU MENTIONED
THE BENEFIT OF HAVING TWO OF
YOU INVOLVED IS YOU KNOW ALL
THE RECRUITS BUT I GUESS THE
DOWNSIDE IS YOUR OWN BANDWIDTH.
IF YOU NEED ADDITIONAL
BANDWIDTH, ADDITIONAL COMPANIES
ARE HIRING HUGE NUMBERS OF
PEOPLE.
THEY HAVE HEAD HUNTERS AND HUGE
TEAMS THAT HELP WITH THAT.
AND COMMUNITY BASED
ORGANIZATIONS SPEAKING THOSE
DIVERSE LANGUAGES COULD HELP SO
I WANT TO SIGNAL THAT I THINK
WE NEED MORE POLICE OFFICERS TO
DO THAT COMMUNITY POLICING AND
GET TO KNOW THE COMMUNITIES
BETTER AND I JUST STAND TO WANT
TO SUPPORT YOU IN YOUR EFFORTS
IN 2020 AND BEYOND.
>> THANK YOU.
OTHER COMMENTS OR THOUGHTS?
BEFORE WE CLOSE, I WANT TO
EMPHASIZE THAT I THINK WE ALL
BELIEVE THAT A POLICE
DEPARTMENT THAT REFLECTS OUR
CITY'S DIVERSITY HAS TO BE
PRIMARY PILLAR OF ANY EFFORT TO
GROW THE SIZE OF OUR FORCE.
I THINK IT IS ALSO IMPORTANT TO
RECOGNIZE THAT THE ANNUAL
PUBLIC SAFETY SURVEYS THAT
SEATTLE UNIVERSITY DOES, THE
NEED FOR MORE OFFICERS, BOTH TO
RESPOND TO CALLS FOR SERVICE AS
WELL AS TO DO PROACTIVE
POLICING IS RATED AS A TOP
PRIORITY.
THE SURVEYS ARE WEIGHTED TO BE
ACCURATE REPRESENTATIONS OF
DEMOGRAPHICS.
AND, I THINK THAT IS AN
IMPORTANT THING TO RECOGNIZE.
LOW INCOME COMMUNITY OF COLORS
SEE THESE COMMUNITIES ARE OFTEN
THE COMMUNITIES THAT ARE MOST
VICTIMIZED BY CRIME.
AND I APPRECIATE REALLY THE
LASER FOCUS THE POLICE
DEPARTMENT AND THE MAYOR'S
OFFICE HAVE PUT INTO STAFFING
AND RECRUITMENT.
AS MENTIONED EARLIER, WE WILL
BE GETTING A REPORT BACK FROM
SPD, SPECIFICALLY ON THE 12
RECOMMENDATIONS, FUNDING AS
PART OF THE RETENTION AND
RECRUITMENT PLAN.
I THINK THAT IS GOING TO BE
COMING TO US IN LATE MAY.
SO, WE WILL HAVE THAT
OPPORTUNITY TO HAVE YOU BACK
SOME TIME AFTER THAT.
AND WE ALSO, I URGE FOLKS TO
REVIEW THE MONTHLY REPORTS ON
STAFFING.
WE WILL NOT HAVE YOU IN EVERY
MONTH TO HEAR ABOUT THE LAST
MONTH'S STAFFING
ACCOMPLISHMENTS BUT I ENCOURAGE
FOLKS TO READ THOSE.
ONE POINT THAT I WANTED TO, AND
IT IS NOT SOMETHING I NEED AN
ANSWER TO NOW.
BUT, ONE OF THE THINGS THAT I
SAW IN THE LAST STAFFING REPORT
IS THAT THE NUMBER OF OFFICERS
ON DISABILITY IS INCREASING
OVER THE LAST COUPLE OF YEARS
FROM HIGH 30s TO HIGH 40s AS
A REPRESENTATION OF THE NUMBERS
OF OFFICERS ON DISABILITY.
JUST WONDERING WHETHER OR NOT,
AS IT RELATES TO ALL OF THE
COMPONENTS THAT GO INTO
ENSURING THAT OFFICERS ARE ON
THE STREETS, IT IS NOT JUST
RETENTION.
IT IS NOT JUST HIRING NEW
OFFICERS.
IT IS ALSO LOOKING AT THE
DRIVERS THAT MAY BE LEADING TO
FULLY TRAINED OFFICERS NOT
BEING ABLE TO WORK.
AND JUST WONDERING WHETHER OR
NOT THERE IS ANYTHING THAT CAN
BE DONE TO REVERSE A TREND.
PUTTING OFFICERS ON LIGHT DUTY
WHEN THEY ARE SHOWING SIGNS OF
AN INJURY.
THAT IS JUST SOMETHING I WOULD
LIKE TO PUT IN AND TAKE A LOOK
AT LATER.
>> THANK YOU.
>> THANKS AGAIN FOR JOINING US.
REALLY APPRECIATE IT.
>>> ALL RIGHT, THE LAST ITEM ON
THE AGENDA IS A REVIEW OF OUR
DRAFT, PUBLIC SAFETY AND HUMAN
SERVICES COMMITTEE WORK PLAN,
AGAIN, THIS IS A DRAFT DOCUMENT
AT THIS POINT, JUST WANTING TO
HIGHLIGHT IT.
BOTH FOR COMMITTEE MEMBERS AS
WELL AS MEMBERS OF THE PUBLIC.
AT A LATER DATE.
MAYBE GREG AS OUR COMMUNITY
COORDINATOR CAN FILL US IN ON
THIS.
BUT, THE PLAN IS EVENTUALLY FOR
ALL COMMITTEES TO ADOPT THE
COUNCIL WORK PLAN BY
RESOLUTION.
SO I SEE GETTING THIS DRAFT OUT
THERE IS PART OF THAT PROCESS.
>> YES, COUNCILMEMBER.
I BELIEVE THAT ALL OF THE
COUNCIL COMMITTEE WORK PLANS
ARE GOING TO BE ADOCUMENTED BY
RESOLUTION ON MONDAY.
SO, THIS DRAFT WORK PLAN IS ONE
THAT IS ONE OF MANY WORK PLANS
OTHER COMMITTEES ARE PUTTING
TOGETHER AND THAT WILL BE
ATTACHED TO THE RESOLUTION THAT
YOU ALL WILL SEE ON MONDAY.
>> GREAT.
QUICK INTRODUCTION AND THEN
GREG, KICK US OFF.
>> SURE, HI.
NOT SURE IF THIS IS ON.
CHRISTINA, WITH COUNCILMEMBER
HERBOLD'S OFFICER.
>> STILL GREG DOSS.
>> LISA KAY, CENTRAL STAFF.
>> AMY GORE, CENTRAL STAFF.
>> ALEX CLARK.
COUNCILMEMBER HERBOLD'S OFFICE.
>> I ASKED MY FELL ROW CENTRAL
STAFFER TO JOIN ME HERE.
BECAUSE IT IS IS A LONG WORK
PLAN WITH A LOT OF COMPLEXITY.
WHILE WE WILL BE GOING THROUGH
IT AT A VERY HIGH CLIP, I DON'T
KNOW MANY OF THE ISSUE AREAS
THAT ARE NOT CRIMINAL JUSTICE
RELATED AND SPECIFICALLY POLICE
RELATED SO I AM GOING TO LOOK
TO MY COLLEAGUES TO HELP
DESCRIBE THOSE.
SO WITH THAT, ACTUALLY, I AM
GOING TO GO AHEAD AND TURN IT
OVER TO ASHA TO AT A VERY HIGH
LEVEL START CAPTURING SOME OF
THE CRIMINAL JUSTICE POLICY
REFORM ITEMS.
AS SHE IS TALKING, I WILL MOVE
THROUGH THE ITEMS.
>> SO, A LOT OF THE ITEMS
LISTED UNDER CRIMINAL JUSTICE
POLICY REFORM, I WANT TO ZOOM
OUT A LITTLE BIT TOE THE
PROCESS THAT MY COLLEAGUE
CARLOS IS CURRENTLY ENGAGED IN
AROUND CRIMINAL LEGAL SYSTEM
ALIGNMENT.
AND SO, A LOT OF IF ITEMS YOU
WILL SEE IN HERE AS FAR AS
REFORM, CONFERENCES, THERE ARE
A COUPLE OF OTHER ITEMS AROUND.
HIGH BARRIER PROBATION.
TO FIGURE OUT MOVING NORTH
PRECINCT WARD WHAT IT IS THAT
COUNCIL CAN USE WITH THE INTENT
THAT THE WHOLE CITY COULD BE
ALIGNED AROUND WHAT KIND OF
PRINCIPLES THAT EVERYONE SHOULD
USE TO FIGURE OUT WHAT POLICIES
SHOULD MOVE FORWARD.
HOW INVESTMENTS SHOULD MOVE
FORWARD.
SO, AS WE ARE TALKING ABOUT THE
PIECES THAT ARE IN THIS WORK
PLAN, A LOT OF THEM CAME UP
DURING LAST BUDGET CYCLE SO A
LOT OF THEM ARE ABOUT ASKING
THE EXECUTIVE OR THE COURTS OR
THE CITY ATTORNEY'S OFFICE TO
REPORT BACK HOW THEY ARE
DEVELOPING SOME OF THE POLICIES
THEY WANTED TO MOVE FORWARD
DURING THAT TIME.
AND WHAT IT WOULD LIKE LIKE TO
IMPLEMENT THOSE.
SO,LY START ON A HIGH LEVEL
WITH BAIL REFORM.
COUNCILMEMBER HERBOLD HAD PUT
TOGETHER A STATEMENT OF
LEGISLATIVE INTENT ASKING
AROUND WHAT KIND OF PRETRIAL
RELEASE STRATEGIES WE WERE
USING.
IF CASH BECAME WAS A THING WE
WOULD CONTINUE TO DO.
SO THAT EFFORT HAS BEEN FOLDED
INTO THIS CRIMINAL LEGAL SYSTEM
ALIGNMENT EFFORT AS A MORE, AS
A BROADER QUESTION ABOUT HOW TO
DO PRETRIAL REFORM EFFORTS.
THE CAPTURING RACE DATA PIECE,
I'M NOT PERSONALLY STAFFING BUT
GREG, IF YOU HAVE THOUGHTS
ABOUT THAT?
>> THIS ONE WAS A PARTICULAR
ADD TO THE BUDGET THAT
COUNCILMEMBER GONZALEZ MADE
THAT IS SPECIFICALLY AROUND SPD
CAPTURING RACE DATA RELATED TO
LATINO BUT I THINK IT IS,
LATINEX.
SORRY.
>> THEY ARE CLASSIFIED UNDER
THE CAUCASIAN CATEGORY.
>> YES.
EXACTLY.
THAT IS A PARTICULAR ISSUE THE
COMMITTEE WILL BE FOLLOWING.
>> ON THE CASE CONFERENCING
PIECE, THIS IS ONE OF THE ITEMS
THAT CAME OUT OF THE HIGH
BARRIER INDIVIDUALS WORK GROUP.
AND, THE INTENT WAS FOR THE
CITY ATTORNEY'S OFFICE TO ADD A
PROSECUTOR TO CONVENE CASE
CONFERENCING.
THEY ARE SUPPOSED TO BE COMING
BACK WITH IT I BELIEVE IN APRIL
ABOUT HOW THEY WILL GO FORWARD
IMPLEMENTING ANY KIND OF CASE
CONFERENCING WHAT A RUSH EQUITY
ANALYSIS LOOKS LIKE.
>> CHARGED BY OFFICER PROGRAM,
THE SPD HAS THE ABILITY TO
WRITE CRIMINAL CITATIONS FOR
SOME MISDEMEANORS, SEND FOLKS
DIRECTLY TO THE COURT RATHER
THAN BOOKING THEM INTO JAIL.
THIS IS A SLIDE THAT GOT PASSED
SO THE COUNCIL COULD GET A
LITTLE INFORMATION ABOUT HOW
MUCH THAT PROGRAM IS BEING
USED.
AND, TO WHAT END IT IS BEING
USED AND HOW THOSE FOLKS ARE
BEING PROCESSED BY THE COURT.
>> FOR THE NEXT TIME ON THE
CRIMINAL LEGAL SYSTEM, THIS IS
FOLLOWING SUNDAYING THAT THE
COUNCIL HAD ALLOCATED TO THE
OFFICE OF CIVIL RIGHT TO DO
OUTREACH AROUND THE CRIMINAL
LEGAL SYSTEM ALIGNMENT PIECE AS
WELL AS IN RESPONSE TO THE
RECOMMENDATION THAT'S CAME OUT
A COUPLE OF YEARS AGO, THERE
WERE SOME SLIDES THAT ASKED THE
EXECUTIVE TO REPORT BACK ON HOW
TO BETTER INCREASE
OPPORTUNITIES FOR THOSE WITH
CRIMINAL HISTORY IN TERMS OF
EMPLOYMENT FROM THE CITY.
SO, THIS FUNDING IS INTENDED TO
GO TOWARD THAT OUTREACH THAT
WOULD COVER THAT PIECE AS WELL
AS THE OUTREACH THAT CAME OUT
OF THE SLIDES AND PROVISOS ON
THE WORK GROUP AND OTHER LEGAL
ASSISTANT ALIGNMEN ISSUES.
ON THE TOP OF THE NEXT PAGE,
YOU WILL SEE THE CRIMINAL LEGAL
SYSTEM ALIGNMENT PIECE
GENERALLY JUST DESCRIBED IN
TERMS OF HOW WE ARE WORKING
TOWARD CREATING A STRATEGIC
PLAN.
>> WE ARE ON DIFFERENT LISTS.
>> GUN SAFETY.
THIS IS GENERALLY AN ITEM TO
FOLLOW.
THE REGIONAL DOMESTIC VIOLENCE
TASK FORCE.
THERE WAS A LAW AD THAT PLACED
AN ANALYST ON THAT TASK FORCE.
>> SPECIFICALLY, THE GUN TRACE
DATA, IS THAT COMING TO US IN
THE FORM OF A REPORT THIS YEAR?
>> I DON'T KNOW.
I HAVE TO CHECK IN ON THAT.
>> ON THE HIGH BARRIER
PROBATION PIECE, THIS IS ONE OF
THE RECOMMENDATIONS FROM THE
WORKING GROUP.
WE ASKED THAT THE MUNICIPAL
COURT REPORT BACK ON HOW IT
WOULD REPORT IT IN LINE WITH
RACIAL EQUITY PRINCIPLES.
WE ARE HOPING FOR THAT BACK I
BELIEVE IN APRIL.
>> AND UNLIKE CASE
CONFERENCING, WE DID NOT
PROVIDE THE FUNDING FOR THAT
ELMENT CORRECT IN WHERE CASE
CONFERENCING WE DID PROVIDE THE
FUNDING BUT STILL PROVISO DID.
>> YES.
>> THE SLIDE FOR THE KING
COUNTY JAIL WAS INTRODUCED BY
COUNCILMEMBER PRESIDENT
GONZALEZ IN THE LAST BUDGET
SESSION FOLLOWING UP ON
PREVIOUS SLIDE IN 2019 ABOUT
THE JAIL SERVICES AND THE USAGE
OF BEDS.
THE CITY IS AT THE FLOOR BED.
WE ARE LOOKING AT FEWER THAN
187 BEDS BUT CAN'T ADJUST OUR
CONTRACT AMOUNT.
IS THERE IN FLEXIBILITY IN HOW
THE CITY'S FUNDING COULD BE
USED TO SUPPORT OTHER SERVICES
WITHIN THE COUNTY JAIL?
>> OKAY, YEAH, I THINK THAT
THIS IS A QUESTION THE BUDGET
OFFICE I THINK HAS HAD SOME
SHARED INTERESTS WITH THE
COUNCIL ON.
BUT THERE IS A QUESTION OF HOW
DO YOU TRANSLATE THOSE SAVINGS.
IT IS IMPORTANT TO UNDERSTAND
THE REDUCTION IN THE USE OF
JAIL TIME.
HAS A COST BENEFIT.
AND HOW DO WE CAPTURE THAT COST
BENEFIT AND PLUG THE DOLLARS
INTO OTHER TYPES OF
INTERVENTIONS THAT CAN EVEN
FURTHER REDUCE JAIL TIME?
TRYING TO GET AT THAT, I THINK,
WE HAVE BEEN ABLE TO DO THAT
WITH OTHER TYPES OF
INVESTMENTS.
I APPRECIATE THE EVERY SIS ON
THIS WORK THIS YEAR.
>> THE NEXT PIECE AROUND
NONTRADITIONAL APPROACHES TO
THE JUSTICE SYSTEM FOR YOUTH IS
MORE OF A TRACKING EFFORT
AROUND IF THERE ARE EFFORTS
MOVING FORWARD TO DO SOMETHING
OTHER THAN YOUTH DETENTION.
SOMETHING ALONG THE LINES OF
COMMUNITIES THAT WOULD BE ABLE
TO HOLD THOSE YOUTH AND STILL
GET TO THE AIMS OF PUBLIC
SAFETY THAT ISN'T NECESSARILY
INCARCERATION.
>> WE HAVE A PREFILING DIVERSE
PROGRAM.
IT IS FOR UP UNTIL 24 YEARS
OLD.
AND SO, ONE OF THE
RECOMMENDATIONS THAT CAME OUT
OF THE REENTRY GROUP'S REPORT
WAS THAT WE LOOK INTO WHAT
DIVERSION LOOKS LIKE FOR THOSE
OVER THE AGE OF 25.
THIS ASKS US TO COME BACK WITH
WHAT THAT MIGHT LOOK LIKE.
THE PIECE AROUND PROBATION ASKS
THE CITY AUDITOR TO LOOK AT
SMC'S PROBATION PROGRAM.
AND, IT IS, THERE ARE A COUPLE
OF OTHER ITEMS IN HERE THAT
CAME FROM THE HIGH BARRIER WORK
GROUPS.
WHAT HIGH BARRIER PROBATION
LOOKS LIKE.
AND ALSO, THIS IS MORE SPECIFIC
TO WHAT THE CURRENT PROBATION
PROGRAM LOOKS LIKE.
AND HAS THAT AUDIT BEEN SCOPED
BY THE CITY AUDITOR?
>> THEY ARE IN THE PROCESS OF
LOOKING AT IT.
THE INTENT, THEY WERE GOING TO
DO A REPORT ON PROBATION.
WE ARE WAITING ON THAT TO BE
ISSUED BEFORE LOOKING AT WHAT
THE SCOPE AROUND THIS WILL BE.
I KNOW THE AUDITOR'S OFFICE HAS
BEEN IN CONVERSATION WITH THE
MUNICIPAL COURT ABOUT THIS.
>> THANK YOU.
>> THE NEXT ITEM AROUND ENTRY,
FOR PERSONS FORMERLY
INCARCERATED.
THERE WAS A REENTRY WORK GROUP
THAT ISSUED A REPORT WITH A
SERIES OF RECOMMENDATIONS ON
HOW TO SUPPORT PEOPLE WHO HAVE
BEEN PREVIOUSLY INCARCERATED
AND REINTOING INTO SOCIETY.
SO, THIS PIECE IS AN ASK FOR
THOUSAND THE RECOMMENDATIONS
HAVE IMPLEMENTED AND PLANS TO
MOVE FORWARD ON THOSE
RECOMMENDATIONS.
AND IT CONNECTS TO ONE OF THE
HIGH BARRIER WORK GROUPS.
THE INTENT WAS TO CONNECT
PEOPLE WHO HAVE BEEN DETAINED
FOR UNDER 72 HOURS WITH
SOMEBODY THAT COULD HELP THEM
REENTER SOCIETY AND SO, THOSE
THINGS ARE MOVING FORWARD IN
THE SAME EFFORT.
RESTORATIVE JUSTICE.
SO, IN THE 2020 BUDGET, THE
COUNCIL HAD ALLOCATED $1
MILLION TOWARD COMMUNITY BASED
ORGANIZATIONS CREATING
RESTORATIVE JUSTICE.
AND THAT IS A PROCESS THAT IS A
COLLABORATIVE GRANT MAKING
PROCESS.
ONE OF THE INTENTS YOU HAD
SPONSORED COUNCILMEMBER HERBOLD
IN THE LAST BUDGET CYCLE WAS TO
USE SOME OF THAT ONE MILLION
DOLLARS TO FIND A COMMUNITY
BASED ORGANIZATION THAT DOES
RESTORATIVE APPROACHES TO
INDIVIDUALS THAT COMMIT HATE
CRIMES.
SO, INSTEAD OF JUST HAVING THEM
GO THROUGH THE REGULAR CRIMINAL
JUSTICE SYSTEM PROCESS, GETTING
TO TRYING TO GET PEOPLE TO
UNDERSTAND WHY HATE CRIMES ARE
SO HARMFUL IN A WAY THAT IS
ALSO RESTORATIVE NOT ONLY TO
THE VICTIM, BUT TO THE
INDIVIDUAL PERPETRATING THE
CRIME.
>> ON THE SEATTLE POLICE
DEPARTMENT IMPLEMENTATION OF
THE I-940, AS MOST OF YOU ARE
PROBABLY AWARE, THE RULE MAKING
PROCESS FOR I-940 IS WRAPPING
UP.
IN DECEMBER, THE RULE ON
INDEPENDENT INVESTIGATIONS WAS
ADOPTED.
AND NOW, IT WILL BE UP TO LAW
ENFORCEMENT JURISDICTION TO
FIGURE OUT HOW THAT WILL COME
TOGETHER.
IF THERE WILL BE A REGIONAL
INVESTIGATIVE TASK FORCE.
THIS WILL BE SOMETHING THAT THE
COMMITTEE WILL BE MONITORING
PER THE CHAIR'S RECOMMENDATION.
>> OKAY.
ON THE NEXT SECTION, MOVING
AHEAD TO THE DISTRICT ONE
PRIORITIES, AM WONDERING
WHETHER OR NOT IT MIGHT BE
BETTER FOR MY STAFF TO QUICKLY
GO OVER THOSE.
I KNOW THE FIRST ONE IS
SOMETHING ALEX IS TRACKING.
THE NEXT FOUR TRACKING THE
TERMINAL FIVE IS ALEX.
CAN WE GO THAT WAY?
I THINK FOLKS ON MY STAFF MIGHT
HAVE A LITTLE MORE DETAIL ON
THESE ITEMS THAN Y'ALL.
ALEX, YOU WANT TO START?
>> THE FIRST ON THE LIST IS
COPPER WIRE.
THERE WERE SLIDES INCLUDED.
SPD982 AND 10A2.
THE FIRST ONE THERE REQUIRED
SPD TO REPORT ON ASSET LOSS.
GENERALLY, BUT SPECIFIC TO
COPPER WIRE.
AND, REPORT BACK TO COUNCIL ON
KIND OF CREATING A MORE ROBUST
AND FUNDAMENTAL WAY OF
REPORTING FOR CROSS CITY
DEPARTMENTS WITH COPPER WIRE
SPECIFICALLY.
WE WERE SEEING CITY LIGHT AND
PARK INS PARTICULAR WITH
SIGNIFICANT LOSS.
THE SECOND ONE IS OUR
REQUESTING SPD TO REPORT ON
COPPER WIRE LAWS THERE.
THE ONLY LOCAL AGENCY ABLE TO
REQUEST THE SCRAP METAL
RECYCLERS TO INSPECT THEIR SALE
LOGS TO ENSURE THAT WE ARE NOT
SEEING ANY TRENDS IN THE SALE
OF SCRAP METAL TO THOSE
RECYCLERS AS WELL.
TRYING TO HONE IN ON THE BLACK
MARKET THERE TO ADDRESS AS WE
SAW IN RECENT SEATTLE TIMES
ARTICLE, SIGNIFICANT OUTAGE IN
CITY LIGHT INFRASTRUCTURE DUE
TO THE THEFT OF SCRAP METAL AND
PARKS AS WELL.
>> AND THE CITY OFFICER
RELEASED A REPORT THAT
HIGHLIGHTS THIS ISSUE.
AND, THE NEED TO ADOPT BEST
PRACTICES FOR SCRAP METAL
THEFT.
>> FERRY PLANNING IS BEGINNING
BY STATE FERRY TO REPLACE THE
EXISTING DOCK, BUT IT COULD
ENTAIL ANYTHING FROM
REPLACEMENT OF THE CURRENT DOCK
TO EXPANSION WHICH COULD HAVE
TRANSPORTATION IMPACTS OF
STRONG COMMUNITY INTEREST.
PUBLIC SAFETY DISTRICT ONE IS
DESIGNED TO COVER PUBLIC SAFETY
IN THE DISTRICT AND LIST SOME
OF THE AREAS IN STRONGEST
INTEREST LAST YEAR.
THE RAPID H LINE WAS FUNDED IN
THE BUDGET LAST YEAR.
AND, IMPLEMENTATION IS PLANNED
FOR THIS YEAR.
AND, NEXT YEAR, SO, THIS
MONITORING THAT PROJECT.
TRANSIT THREE IS, THIS IS
WORKING TOWARD THE DRAFT IS TO
BE RELEASED IN EARLY 2021 IN
CONSIDERATION OF THIRD PARTY
FUNDING.
DURING 2020.
>> THANK YOU.
ALEX, BACK TO YOU?
>> YEP.
TERMINAL FIVE HERE.
THE MONITORRIZATION, TERMINAL
FIVE, JUST OVER THE WEST
SEATTLE BRIDGE IS UNDERGOING A
PROJECT.
OUR TWO SPECIFIC INTERESTS HERE
ARE MAKING SURE THAT A SHORT
POWER WILL BE UTILIZED.
THAT CITY LIGHT IS ALLOWING FOR
IT TO BE UTILIZED.
THE SECOND IS THE
IMPLEMENTATION OF THE QUIET
ZONE WHEN WE SEE FURTHER
INCREASE TRAIN TRAFFIC IN THE
AREA THERE.
>> CHRISTINA?
>> SURE, THE SEATTLE JUNCTION
ASSOCIATION, THIS IS WORK THAT
HAD PREVIOUSLY BEEN CARRIED OUT
UNDER THE COMMITTEE.
I WILL FORGET WHAT THE ACRONYM
STANDS FOR.
THEY HAVE ASKED FOR TO
CONTINUE, GIVEN THIS IS A
PROJECT TO CONTINUE ON THE
COMMITTEE THIS YEAR.
>> THIS IS BASED ON A PLAN
ADOPTED BY THE COUNCIL AND A
REPORT REQUESTED IN APRIL ON
COMMUNITY LED PLACE BASED
VIOLENCE.
BROADLY MODELED ON RAINIER
BEACH.
A BEAUTIFUL PLACE.
>> I HAD A FANTASTIC
IMMEDIATING WITH COMMUNITY
YESTERDAY ON THIS EFFORT.
AS WELL AS INVITING SPD,
DEPARTMENT OF NEIGHBORHOODS,
AND SCHOOL DISTRICT REPS.
EXCITED ABOUT MOVING FORWARD ON
THIS.
>> COUNCILMEMBER MORALES?
>> I HAVE TO LEAVE.
BUT BEFORE I GO, I HAVE TO SAY
THANK YOU, THIS WILL BE A VERY
BUSY COMMITTEE.
THERE ARE SEVERAL THINGS I LOOK
FORWARD TO WORKING WITH YOU ON
PARTICULARLY AS IT RELATE TO
RESTORATIVE JUSTICE AND THE
YOUTH VIOLENCE PREVENTION WORK.
>> THANK YOU SO MUCH.
YEAH.
I APPRECIATE THE OPPORTUNITY TO
KEEP WORKING ON THE LEGACY
ISSUES I STARTED JUST LAST
YEAR.
AND RECOGNIZE THERE WILL BE A
LOT OF CROSSOVER WITH THE WORK
THAT YOU DO OVERSEEING THE
OFFICE OF RIGHTS.
>> YEAH.
>> THANKS EVERYONE.
>> YEP.
>>> AND, LET'S SEE.
LET'S KEEP TALKING.
I'M NOT QUITE SURE IF WE LOST
COUNCILMEMBER LEWIS.
IF WE HAVE, WE DON'T HAVE
QUORUM ANYMORE.
LET'S SEE IF HE COMES BACK AND
GO THROUGH THE EMERGENCY
MANAGEMENT ITEMS.
>> WE HAVE FOUR ITEMS.
ONE OF THEM FOR A BRIEFING.
THE FIRST ONE, THE ALL HAZARDS
MITIGATION PLAN, THE OFFICER OF
MANAGER MANAGEMENT WILL BE
SEEKING ENDORSEMENT OF THIS
PLAN BETWEEN JULY AND
SEPTEMBER.
THE THE STRATEGIC PLAN IS
SOMETHING THAT IS ONGOING.
WE DON'T EXPECT LEGISLATION.
THIS IS A PLAN TO MIGRATE THE
911 PLAN TO NEXT GENERATION
TECHNOLOGY.
AND AS YOU HAVE PROBABLY BEEN
FAMILIAR WITH, THERE ARE
QUESTIONS ABOUT HOW TO PAY FOR
THAT.
YOU WILL BE HEARING ABOUT THAT
PERIODICALLY.
WE WILL COME WITH A BRIEFING
THE NEXT COUPLE OF MONTHS.
THE PUGET SOUND RADIO NETWORK,
THERE WILL BE A NEW INTERLOCAL
INGREDIENT FOR AN OPERATING
ENTITY WE EXPECT TO COME FROM
THE EXECUTIVE IN THE NEXT MONTH
OR TWO I THINK IS WHAT CHIEF
SCOGGINS IS ANTICIPATING.
REENFORCEED MASONRY BUILDINGS.
THIS IS MOVING FORWARD ON THE
OTHER HAND GETTING A PROGRAM TO
HELP FIND A WAY TO FUND RETRO
FITS FOR THESE REBUILDINGS.
>> FANTASTIC.
THANK YOU.
>> AND, WE SPENT A PERIOD OF
TIME TALKING ABOUT RECRUITMENT.
THERE WILL BE ONGOING SPD
REPORTS AS THE CHAIR MENTIONED
ON A MONTHLY BASIS THAT PROVIDE
DATA ON SPD'S RECRUITMENT
EFFORTS.
THOSE WILL LIKELY BE THE NUMBER
OF FOLKS IN AND OUT THE DOOR.
ON NOR OF A QUARTERLY OR A
PERIODIC BASIS THAT THE
DEPARTMENT WILL COME IN AND
GIVE THE PRESENTATION IT DID
TODAY.
THE SAME THING WITH FIRE.
SPECIAL EVENT FEES IS SOMETHING
THE COMMITTEE HAD BEEN
MONITORING LAST YEAR.
THE EXECUTIVE HAS DONE A STUDY
LOOKING AT SPECIAL EVENT FEE
STRUCTURES AROUND THE NATION.
AND, MAY BE COMING SOON WITH A
REPORT THAT RECOMMENDS CHANGING
TO OUR SPECIAL EVENTS
ORDINANCE.
WE HAVE NO TIME LINE ON THAT.
MOVE INTO THE HUMAN SERVICES
AREA, AMY?
>> THANK YOU.
AS GREG MENTIONED, THE NEXT FEW
ITEMS ALL RELATE TO THE HUMAN
SERVICES DEPARTMENT.
WE HAVE THE AGING AND
DISABILITY SERVICES INCLUDING
ITEMS RELATED TO AGE FRIENDLY
SEATTLE DESIGNATION AND AN RFP
FOR OLDER ADULT PROMOTION.
RELATED TO DOMESTIC VIOLENCE
AND SEXUAL ASSAULT.
THEIR PROGRAMMING RELATE TODAY
THE FIREARMS FORFEITTURE
PROGRAM.
WE WILL BE MONITORING COUNCIL
BUDGET ACTION FOR HARM
REDUCTION OUTREACH PROGRAM FOR
STREET BASED WORKERS AND DRUG
USERS GOING THROUGH THE MAYOR'S
OFFICE ON DOMESTIC VIOLENCE.
RELATED TO HEALTH, WE WILL BE
MONITORING THE BOARD OF HEALTH.
HEALTHY FOODS AND FOOD DESERTS
AND THE HEALTHY YOUTH AND
FAMILIES.
THE LEADERSHIP AND
ADMINISTRATION DIVISION, WE
HAVE BEEN WORKING QUITE A BIT
ON THE BEGINNING OF THE YEAR TO
TRACK THE STATUS OF THE BUDGET
WE HAVE BEEN HERE TO TALK ABOUT
ALREADY.
WE WILL ALSO BE PAYING CLOSE
ATTENTION TO THE DEPARTMENT AS
A WHOLE AS HSI GOES TOWARD
REGION ANALOGONNING.
UNDERSTANDING THE STRUCTURE AND
STAFFING OF WHAT IS LEFT OF
HSD.
WE WE ALSO HAVE WHAT WE ARE
CALLING PROVIDER ISSUES WHICH
REFLECT COUNCIL'S INTENTION TO
MAKE SURE THAT THE SERVICE
PROVIDERS AND THEIR STAFF ARE
WELL TAKEN CARE OF.
THAT INCLUDES THE TRANSIT
PASSES FOR HUMAN SERVICES
PROVIDERS WHICH WAS A SLIDE
THAT WAS PASSED LAST YEAR.
AND I THINK THE YEAR BEFORE
THAT AS WELL.
WE ALSO WILL BE TRACKING HUMAN
SERVICES WAGES WHICH INCLUDES
THE IMPLEMENTATION OF THE
AUTOMATIC INFLATION ADJUSTMENTS
THAT COUNCIL HAS PASSED AS WELL
AS THE COUNTY WIDE NONPROFIT
WAGE SURVEY WHICH WILL PROVIDE
A LOT MORE DATA FOR US TO MAKE
THE POLICY CHOICES ON.
YOUTH AND FAMILY EMPOWERMENT IS
THE DEPARTMENT THAT GETS
EVERYTHING THAT DOESN'T FIT IN
ENTER ELSE SO WE WILL BE TRACK
THE FOOD BANK SERVICES RFP
GOING OUT THIS YEAR.
POTENTIALLY, THE REENTRY,
REROOTING OF INDIGENOUS
COMMUNITY HEALING RSP.
>> AMY IF I MIGHT INTERRUPT
YOU, I THINK THAT IS MOVED TO
COUNCILMEMBER HORACE'S
COMMITTEE.
>> WE WILL TRACK THE
IMPLEMENTATION OF THE SAFETY
RFP WHICH COUNCILMEMBER MORALES
MENTIONED, THE OUTGROWTH OF THE
SEATTLE YOUTH VIOLENCE
PREVENTION INITIATIVE AND HAS A
NEW, THEY HAVE REALLY RETOOLED
THAT ENTIRE FUNDING SOURCE AND
THE PROGRAMS THAT IT SUPPORTS.
SO, TRACKING HOW WELL THE
PROGRAMS ARE GETTING UP AND
RUNNING.
THE SUPPORTING YOUTH AND YOUNG
ADULTS FOR SUCCESS RFP IS
SCHEDULED TO GO OUT THIS YEAR.
SO WE WILL BE TRACKING THAT AS
WELL AS THE USE OF THE
SWEETENED BEVERAGE TAX FUNDS
THAT ARE RAISED.
WILL CONTINUE TO TRACK THE
DISCOUNT PROGRAM.
I KNOW COUNCILMEMBERS ARE
ENTRUSTED IN GETTING THOSE
NUMBERS UP.
WE HAVE SEVERAL REPORTS ON HOW
BEST TO DO THAT.
>> I'M JUST NEWLY HEARING THAT
IF WE WANT THE NUMBERS UP, THEY
HAVE MET THEIR GOALS.
AND THE GOALS ARE WHAT THEY
WERE FUNDED TO DO.
IF WE WANT THEM TO REACH DEEPER
INTO INCOME ELIGIBLE GRAPHICS,
I THINK THEY ARE AT 35,000 OF
POTENTIALLY ELIGIBLE.
TO REACH INTO THAT 90,000
NUMBER, WE HAVE APPRECIATE YOUR
DOGGING THAT ISSUE.
AND PROVIDING US WITH
RECOMMENDATIONS.
>> ABSOLUTELY HAPPY TO DO THAT.
WE WILL ALWAYS BE LOOKING AT
YOUTH DIVERSE.
WHICH IS ANOTHER COUNCIL ACTION
FROM LAST YEAR.
WE WILL BE MAKING SURE THAT IS
INTERACTING WELL WITH THE SOCR
FUNDING FOR PROGRAMMING.
>> OKAY, THE NUMBER OF ISSUES
THAT WILL BE EXAMINED OVER THE
YEAR, THE LEAD DATA BASE, THERE
WAS MONEY IN 2019, ADDED TO THE
2019 BUDGET THAT GOT SPD AND
SEATTLE IT TO WORK TOGETHER TO
HELP PUT UP A DATA BASE FOR
LEAD.
AND, THAT WAS FUNDED BY
MICROSOFT MONEY AS WELL.
A PRIVATE PUBLIC PARTNERSHIP.
EVERYONE CAME TOGETHER THAT
WILL HOPEFULLY GO ONLINE SOON
AND ALLOW FOR SPD OFFICERS TO
KNOW WHEN THEY HAVE ENCOUNTERED
A LEAD PROGRAM PARTICIPANT.
THE LEAD EXPANSION AS YOU MAY
KNOW, THERE WAS $3.5 MILLION
ADDED TO THE LEAD PROGRAM.
AND SO, AS THAT HAPPENS, WE
WILL BE MONITORING HOW MANY
CASE MANAGERS COME ON BOARD.
HOW THAT AFFECTS CASE LOADS.
THERE IS A LEGISLATIVE STUDY ON
LEAD FROM MIDLAND STUDY THAT
THE MAYOR IS DOING.
THIS PARTICULAR STUDY WILL
EXAMINE THE RELATIONSHIP
BETWEEN THE CRIMINAL JUSTICE
CENTER HERE IN SEATTLE AS WELL
AS HOW THE LEAD MODEL WORKS
NATIONALLY IN OTHER CRIMINAL
JUSTICE SYSTEMS.
AND FINALLY, STUDYING, A STUDY
OF 1 HUN THOUSAND DOLLARS TO
DETERMINE THE STAFF AND BUDGET
NEEDED AS LEAD COMES TO SCALE.
SO, THE 3.5 MILLION THAT GOT
ADDED IN THE LAST SESSION WAS
AN AMOUNT THAT WAS REASONABLE
AMOUNT FOR THE GROWTH THAT IS
EXPECTED IN 2020.
IT IS DIFFICULT TO KNOW WHAT
KIND OF GROWTH THAT WILL COME
IN 2021 OR BEYOND.
AND THIS STUDY IS TO TRY TO GET
A HANDLE ON THAT.
>> FOR THE CITY ATTORNEY'S
OFFICE, IT IS JUST A COUPLE OF
ITEMS KEEPING A TAB ON WHAT'S
HAPPENING WITH THE EXISTING
PREFILING DIVERSION PROGRAM.
AND THEN, JUST REGULAR
LEGISLATION THAT COMES THROUGH
EVERY YEAR.
THAT UPDATES THE UNION CODE ON
TRAFFIC AND CRIMINAL TITLES.
>> AND, IT DOESN'T MATTER HOW
MANY TIMES I LOOK AT THIS.
I ALWAYS NOTICE, I HAVE MISSED
SOMETHING.
I THINK WE SHOULD ALSO FLAG
UNDER CITY ATTORNEY'S OFFICE OR
UNDER SEATTLE MUNICIPAL COURT,
THE REESTABLISHMENT OF
COMMUNITY COURT.
I KNOW THAT IS A PRIORITY FOR
THE CITY ATTORNEY AND THE
COURT.
I BELIEVE FOR 2020.
SO, I WOULD LIKE TO MAKE SURE
THAT THIS COMMITTEE IS INFORMED
ON THOSE EFFORTS.
>> OKAY.
>> SO, WITH THE SEATTLE FIRE
DEPARTMENT, A FEW OF THE ITEMS
HERE ARE JUST GENERAL ITEMS
THAT THE COMMITTEE FOLLOWS
EVERY YEAR.
FIREFIGHTER SAFETY IS ONE OF
THEM.
ONE OF THE BUDGET ADDS LAST
YEAR WAS TO EXPAND RECRUIT
CLASSES AND THERE WERE 600,000
ADDED TO AUGMENT ONE OF THE
THREE RECRUIT CLASSES THAT SFD
HAS.
AND SO, THE COMMITTEE WILL BE
MONITORING HOW THAT RULES OUT.
IT WAS SOMETHING FUNDED IN 2019
IN THE MID YEAR.
AND AGAIN IN THE 2020 BUDGET
THAT IS A UNIT HEALTH ONE THAT
HAS TWO FIREFIGHTERS AND ONE
MENTAL HEALTH WORKER.
IT HAS MANAGED HOURS INTO OTHER
NONHIGH CASE LOAD HOURS.
CONCEIVABLY WEEKENDS AND
EVENINGS.
AND WE WILL MONITOR THE EFFECTS
OF THE SERVICE EXPANSION.
>> COUNCILMEMBER LEWIS.
>> WOULD BIT WARRANTED TO PUT
HEALTH ONE IN AS AN ITEM AS
WELL?
I HAD A CONVERSATION WITH CHIEF
SCOGGINS ABILITY IT AND THE
PROJECTS THEY WANT TO DO TO
EXPAND HEALTH ONE.
IT SEEMS LIKE THAT MIGHT IN AND
OF ITSELF BE AN ENTIRE SEPARATE
PLANK SO I WANTED TO FLAG THAT.
>> ABSOLUTELY.
THEIR PROGRAM IS MUCH WIDER.
SO WE WILL DO THAT.
>> YEAH.
>> AND ANOTHER ITEM I DON'T SEE
LISTED RELATED TO THE FIRE
DEPARTMENT IS THE FIRE STATION
RELOCATION ON THE NORTH END.
>> OKAY, WE WILL ADD IT.
>> ALL RIGHT.
THANK YOU.
>> ON THE SEATTLE MUNICIPAL
COURT, THERE IS A COUPLE OF
BASIC THINGS THAT WE ALWAYS DO
WHICH IS THE CAPITAL OVERSIGHT
PIECE.
SO, JUST PAYING ATTENTION TO
WHERE SMC IS ON PUTTING IN
THEIR NEW CRIMINAL JUSTICE
INFORMATION SYSTEM IS.
AS WELL AS THE PIECE AROUND
JUDICIAL APPOINTMENTS.
SO ANY TIME, THERE IS A
VACANCY, JUST MOVING THAT
THROUGH COMMITTEE.
THE BIASED CRIME AUDIT RELATES
TO THE TWO-PHASE STUDY THE CITY
AUDITOR'S OFFICE DID AROUND
WHAT BIASED CRIME LOOKS LIKE IN
SEATTLE.
AND SO, LOOKING AT POTENTIAL
LEGISLATION TO IMPROVE THE
CITY'S RESPONSE AND ALSO ONE OF
THE BUDGET ACTIONS TAKEN LAST
YEAR WAS TO PROVISO $15 MILLION
TO HELP COMMUNITY BASED
ORGANIZATIONS RESPOND TO HATE
VIOLENCE.
TO GET TO A PLACE WHERE PEOPLE
ARE MORE IMPORTANT.
AND, THE OTHER ITEM UNDER
CLIENT SERVICES IS ASSOCIATED
WITH THE CRIMINAL LEGAL SYSTEM
ALIGNMENT PIECE.
SO, HOW ALL OF THESE PROGRAMS
SEATTLE MUNITION PAL COURT PUTS
OUT, HOW THOSE THEY WILL
EVENTUALLY ALIGN WITH THE
STRATEGIC PLAN.
>> THANK YOU.
>> MOVING INTO THE SEATTLE
POLICE DEPARTMENT, 911 RESPONSE
TIMES IS A LEGACY ITEM THAT THE
COMMITTEE GENERALLY FOLLOWS.
YOU'LL GET MORE INFORMATION ON
THAT DURING THE BUDGET PROCESS.
I GENERALLY HAVE AN ISSUE PAPER
THAT RULES OUT SOME INFORMATION
ON THAT.
ALSO, ON DOMESTIC VIOLENCE.
HAS BEEN AN ISSUE THAT THE
COMMITTEE HAS EXAMINED BEFORE.
WITH COMMUNITY SERVICE
OFFICERS, THERE WILL BE A
REPORT ON APRIL 1. AS TO THE
ROLL-OUT OF COMMUNITY SERVICE
OFFICERS AND WHAT THE
DEPARTMENT EXPECTS BY WAY OF
STAFFING, HAVING FOLKS ON
STAFF.
IN THE MIDDLE OF THE YEAR,
TOWARD THE END OF THE YEAR, HOW
THEY MIGHT BE DEPLOYING.
THEY WILL PROBABLY NOT HAVE TOO
MUCH INFORMATION ON OUTCOMES OR
METRICS YET.
BUT THEY WILL GIVE US AN
IMPLEMENTATION REPORT.
POLICE ACCOUNTABILITY.
THIS ITEM IS A LEGACY ITEM AS
THE CITY BEGINS TO NEGOTIATE TO
ENSURE THAT THE ACCOUNTABILITY
PREFERENCES OR THE ISSUES
ARTICULATED BY THE
ACCOUNTABILITY AGENCIES ARE
BEING BROUGHT TO THE TABLE IN
THE NEGOTIATING OF THE
TENTATIVE AGREEMENT.
I WILL ASK THE CHAIR IF SHE HAS
ANYTHING SHE WANT TO SAY ON
THAT.
>> I DON'T, BEYOND THE FACT
THAT I AM WORKING WITH THE
EXECUTIVE IN THE LAW DEPARTMENT
TO BRING COUNCILMEMBERS MORE
INFORMATION ABOUT THAT PRIOR TO
THE BEGINNING OF NEGOTIATIONS,
I KNOW THERE'S A LOT OF
INTEREST IN THIS AREA.
AND SO, WE ARE WORKING ON
TRYING TO SCHEDULE A BRIEFING.
>> THE POLICE ACCOUNTABILITY
AGENTS, THE CPC, OPA, ALL HAVE
A NUMBER OF REQUIREMENTS UNDER
THE ORDINANCE.
AND SO, AS THEY COME FORWARD,
THE OIG AND OPA IN THEIR
VARIOUS WORK PLANS AND ANNUAL
REPORTS WILL BE BROUGHT TO
COMMITTEE.
THE OIG WILL BRING A NUMBER OF
AUDITS THIS YEAR.
THAT ARE GOING TO LIKELY BRING
AN AUDIT ON A K-9 MUTUAL AID,
DNA DESTRUCTION.
THEY ARE LOOKING AT ISSUES OF
DISCIPLINE.
THERE IS A PROVISO ON SEX
WORKER TRAINING, THE $200,000
PROVISO ASKING SPD TO WORK WITH
SEX WORKERS TO BETTER
UNDERSTAND SEX WORKERS AND,
YEAH.
I'M JUST GOING TO STOP THERE.
[ LAUGHTER ] FEDERAL TASK
FORCES, AND, I WILL STOP THERE.
>> OKAY.
>> IT IS STILL BEING
DETERMINED.
>> I THINK THE POINT BEING IS
THAT THE COUNCIL IDENTIFIED A
NEED FOR OFFICERS TO RECEIVE
ADDITIONAL TRAINING ON THEIR
WORK WITH INDIVIDUALS ENGAGED
IN SEX WORK.
>> THANK YOU.
>> AND AS YOU SAY, THE TRAINING
IS BEING DEVELOPED.
THERE IS AN EXISTING TRAINING
AND I THINK THEY ARE TRYING TO
WORK WITH MAKING IT MORE
RELEVANT FOR WHAT OUR VALUES AN
OUR EXPECTATIONS ARE.
>> THANK YOU COUNCILMEMBER.
FEDERAL TASK FORCES, THERE IS
AROUND FEDERAL TASK FORCES AND
SHARING OF INFORMATION AND
CONSISTENCY WITH SEATTLE POLICE
DEPARTMENT POLICIES.
AND THEN, FINALLY STAFFING AND
RETENTION IS THE REPORT THAT
WILL BE COMING ON MAY 29th
PROVIDING THE COUNCIL WITH AN
PDATE ON THE 12 DIFFERE
INITIATIVES OR 12 DIFFERENT
ACTIVITY THAT'S ARE UNDER THE
STAFFING RETENTION INITIATIVE.
>> FANTASTIC.
THANK YOU ALL.
AND, THANK YOU COUNCILMEMBERS
FOR IDENTIFYING THINGS THAT WE
MISSED.
SO, THAT IS SUPER HELPFUL.
AND, LOOKING FORWARD TO GETTING
THIS OUT ON LOG THIS WEEK.
SO, IF WE HAVE ANY ADDITIONAL
LATE BREAKING CHANGES, WE WILL
BE SURE TO GET THEM TO Y'ALL
WELL BEFORE MONDAY'S VOTE.
AND, THANKS FOR COMING AND
JOINING US WITH DOING THIS
OVERVIEW.
APPRECIATE IT.
AND, WITH THAT, UM, IF THERE IS
NO FURTHER ITEMS, IT IS 11:47
P.M.
THANKS FOR STAYING LATE
COUNCILMEMBERS AND WE ARE
ADJOURNED.
AT 11:48 A.M.