>>> GOOD MORNING.
IT IS 9:35 A.M., MARCH 28,
2023.
I'M LISA HERBOLD, CHAIR OF THE
PUBLIC SAFETY AND HUMAN SERVICES
COMMITTEE.
WELCOME EVERYBODY FOR JOINING US
TODAY.
AND CAN YOU PLEASE CALL THE
ROLL?
>> COUNCIL MEMBER MOSQUEDA?
>> PRESENT.
>> COUNCIL MEMBER NELSON?
>> PRESENT.
>> COUNCIL MEMBER PEDERSEN?
>> PRESENT.
>> VICE CHAIR LEWIS?
>> PRESENT.
>> CHAIR HERBOLD?
>> THANK YOU.
>> FIVE PRESENT.
>> I APPRECIATE THAT, MR.
CLERK.
ON TODAY'S AGENDA, WE WILL HEAR
THE REAPPOINTMENT OF TASCHA
JOHNSON TO THE COMMUNITY POLICE
COMMISSION, THE APPOINTMENT OF
RICHARD GREENE, AND POLICE
DEPARTMENT RECRUITMENT PLAN AND
SHIFT CHANGES PRESENTATION.
LASTLY WE'RE GOING TO HEAR FROM
THE OFFICE OF EMERGENCY
MANAGEMENT ON THEIR COMMUNITY
ENGAGEMENT PLAN.
I'D LIKE TO ALSO JUST MAKE A
QUICK NOTE THAT THIS MORNING THE
U.S. DEPARTMENT OF JUSTICE WILL
BE HOSTING A PRESS CONFERENCE AT
10:00 A.M.
REGARDING THE CONSENT
DECREE BETWEEN THE DEPARTMENT OF
JUSTICE AND THE CITY OF SEATTLE,
AND A JOINT MOTION FROM THE DOJ
AND THE CITY OF SEATTLE.
MOVING ALONG,
WE'LL NOW APPROVE OUR AGENDA FOR
OUR COMMITTEE MEETING TODAY.
THERE IS NO OBJECTION.
TODAY'S COMMITTEE AGENDA WILL BE
ADOPTED.
HEARING AND SEEING NO OBJECTION,
TODAY'S COMMITTEE AGENDA IS
ADOPTED.
AT THIS TIME, WE'LL TRANSITION
INTO PUBLIC COMMENT.
I'LL MODERATE THE PUBLIC COMMENT
PERIOD IN THE FOLLOWING MANNER.
EACH SPEAKER IS GIVEN TWO
MINUTES TO SPEAK.
I WILL ALTERNATE BETWEEN VIRTUAL
AND IN-PERSON PRESENTERS, BUT I
BELIEVE WE ONLY HAVE AN
IN-PERSON PRESENTER TODAY, SO I
WILL NOT NEED TO ALTERNATE.
IF YOU'VE NOT YET REGISTERED TO
SPEAK, BUT YOU'D LIKE TO DO SO,
YOU CAN SIGN UP BEFORE THE END
OF THE PUBLIC COMMENT SESSION.
I'LL CALL ON EACH SPEAKER BY
NAME.
ONCE I CALL YOUR NAME, IF YOU
ARE USING THE VIRTUAL OPTION,
YOU'LL HEAR A PROMPT.
AND ONCE YOU'VE HEARD THAT
PROMPT, PLEASE PRESS STAR SIX TO
UNMUTE YOURSELF.
PLEASE BEGIN SPEAKING BY STATING
YOUR NAME AND THE ITEM, WHICH
YOU'RE ADDRESSING.
THE SPEAKERS WILL HEAR A CHIME
WHEN TEN SECONDS ARE LEFT OF THE
ALLOTTED TIME.
ONCE THE SPEAKER HEARS THAT
CHIME, WE ASK THAT YOU BEGIN TO
WRAP UP YOUR PUBLIC COMMENTS.
IF SPEAKERS DO NOT END THEIR
COMMENTS AT THE END OF THE
ALLOTTED TIME PROVIDED, THE
SPEAKER'S MIC WILL BE MUTED
AFTER TEN SECONDS, SO WE CAN
HEAR FROM THE NEXT SPEAKER.
ONCE YOU'VE COMPLETED YOUR
PUBLIC COMMENT, WE ASK THAT YOU
PLEASE DISCONNECT FROM THE LINE,
BUT OF COURSE, WE WELCOME YOUR
CONTINUED FOLLOWING OF THIS
MEETING.
YOU CAN DO SO VIA THE SEATTLE
CHANNEL OR THE LISTENING OPTIONS
LISTED ON THE AGENDA.
WE HAVE ONE PERSON SIGNED UP FOR
PUBLIC COMMENT.
I'LL MOVE RIGHT
INTO PULLING UP THE SPEAKERS
LIST.
THE FIRST
SPEAKER AND THE ONLY SPEAKER WE
HAVE IS MR.
GAIL.
>> GOOD MORNING.
HOWARD GAIL WITH SEATTLE STOP.
JUST A FEW HOURS AGO THE SEATTLE
TIMES REPORTED THE MAYOR AND
U.S. DOJ WILL BE CALLING FOR AN
END TO MOST OF THE FEDERAL
OVERSIGHT OF THE SPD, CLAIMING
IN PART, "STRONG COMMUNITY
PARTICIPATION AND CIVILIAN
OVERSIGHT."
AT A TIME WHEN SEATTLE'S
COMMUNITY POLICE COMMISSION HAS
TAKEN TO ATTACKING VICTIMS OF
POLICE VIOLENCE, SHUTTING DOWN
ANY PUBLIC COMMENT IN MEETINGS,
AND AS SUSPENDED THEIR COMMUNITY
ENGAGEMENT FORUMS DUE TO THEIR
FEAR OF THE COMMUNITY.
THE NOTION THAT WE HAVE STRONG
COMMUNICATION PARTICIPATION IN
OVERSIGHT IS BEYOND ABSURD.
IN ITS 11th YEAR, 11th, THE
CPC HAS CONSISTENTLY ISSUED ANY
ENGAGEMENT WITH THE VICTIMS OF
POLICE VIOLENCE.
IN FACT THEY HAVE NEVER HAD A
COMMISSIONER THAT HAS BEEN A
VICTIM OF SERIOUS POLICE
VIOLENCE.
IN THEIR DECADE OF EXISTENCE,
THEY HAVE HAD DIRECTORS AND
EMPLOYEES THAT HAVE ENGAGED IN
SCANDAL AND SOMETIMES SIMPLY
DISAPPEARED AS WITH THE RECENT
DIRECTOR.
THE CPC HAS CONSISTENTLY FAILED
TO UPHOLD LEGALLY MANDATED
DUTIES AND FOUGHT ACCOUNTABILITY
FOR ITSELF, WHILE CLAIMING TO
FIGHT FOR POLICE
ACCOUNTABILITY.
IN THE LAST COUPLE OF YEARS, CPC
HAS FOUGHT AGAINST ANY ATTEMPTS
TO HAVE AN OUTSIDE AUDIT AND
FOUGHT THE SEATTLE HUMAN RIGHTS
COMMISSION ATTEMPT TO GIVE VOICE
TO THOSE MOST IMPACTED BY POLICE
VIOLENCE.
THE CPC REMAINS AN UNDEMOCRATIC,
UNACCOUNTABLE BODY, HOSTILE TO
THE COMMUNITY.
SEATTLE'S ENTIRE POLICE
ACCOUNTABILITY SYSTEM HAS FOUGHT
TO EXCLUDE THE VOICES OF THOSE
DIRECTLY IMPACTED BY POLICE
ABUSE AND POLICE VIOLENCE.
DESPITE THE COUNCIL HAVING
PASSED LEGISLATION LAST FALL TO
CREATE A PROGRAM TO GIVE AN
OFFICIAL VOICE TO THOSE IMPACTED
BY POLICE VIOLENCE, FOLKS WITHIN
THE COUNCIL AND WITHIN THE
ACCOUNTABILITY SYSTEM HAVE
UNRELENTINGLY TRIED TO UNDERMINE
THIS PROGRAM.
WITH A QUARTER OF THE YEAR NOW
GONE, THIS PROGRAM HAS FAILED TO
PROGRESS, HAS NOT HAD A SINGLE
LEGALLY MANDATED REPORT IN ITS
FIRST THREE MONTHS, AND HAS BEEN
SET BACK VIA ATTEMPTS TO ONCE
MORE EXCLUDE FROM DECISION
MAKING THE VERY PEOPLE THIS
PROGRAM WAS DESIGNED TO SERVE.
IS THIS STRONG OVERSIGHT?
>> CLERK, PLEASE READ IN AGENDA
ITEM NUMBER ONE.
>> AGENDA ONE, REAPPOINTMENT OF
TASCHA JOHNSON AS MEMBER,
COMMUNITY POLICE COMMISSION FOR
A TERM TO DECEMBER 31, 2025.
>> THANK YOU SO MUCH.
NEWELL ALDRICH FROM MY
STAFF WILL BE JOINING THE
PRESENTATION.
WE KNOW THE POLICE COMMISSION
COCHAIR HAD CONFIRMED TO ATTEND
THIS MORNING, BUT HAS BEEN
CALLED TO THE DOJ EVENT TAKING
PLACE THIS MORNING THAT I
MENTIONED ON THE TOP OF THE
MEETING.
I JUST WANT TO NOTE THAT THE CPC
PROVIDES ONGOING COMMUNITY BASED
OVERSIGHT OF SPD AND THE POLICE
ACCOUNTABILITY SYSTEM.
I'LL REQUEST THAT NEWELL PRESENT
THAT APPOINTMENT.
>> THANK YOU, CHAIR HERBOLD.
TASCHA JOHNSON SERVES AS THE
ASSOCIATE EXECUTIVE DIRECTOR FOR
CHOOSE 180, BUILD THE
INFRASTRUCTURE OF PROGRAMS, AS
WELL AS IMPLEMENTATION PROGRAMS
WITH COMMUNITY PARTNERS, IN
CO-CREATING THE LGBTQ+ STAFF
TRAINING WORKSHOP AND MANUAL.
SHE HAS A MASTERS IN SOCIAL WORK
FROM THE UNIVERSITY OF
WASHINGTON, AND A BACHELOR OF
SCIENCE IN HEALTH SCIENCES AT
PORTLAND STATE UNIVERSITY.
SHE COMPLETED THE PUGET SOUND
STAGE COMMUNITY LEADERSHIP
INSTITUTE.
THIS IS A REAPPOINTMENT.
>> THANK YOU NEWELL.
TASCHA IS A REAPPOINTMENT I'D
LIKE TO ENTERTAIN ANY QUESTIONS
OR COMMENTS THAT YOU MIGHT
HAVE.
>> THIS WAS GOING TO BE A
QUESTION DIRECTED AT JOEL, BUT
MAYBE YOU COULD ANSWER IT.
I JUST LOOKED AT THE MATRIX AND
I SEE EIGHT OF THE 21 POSITIONS
ARE VACANT.
IS THERE EVER A PROBLEM WITH
QUORUM?
DO THEY TRACK ATTENDANCE OR CAN
YOU JUST --
>>
THE CPC HAS QUORUM REQUIREMENTS
THAT ARE FOLLOWED.
AND THE ISSUE OF
ADDRESSING VACANCY IS AN ISSUE
THAT THE CPC, THE MAYOR'S
OFFICE, AND THE COUNCIL ARE
WORKING TOGETHER ON.
AND WE DO HAVE
SOME ADDITIONAL APPOINTMENTS
THAT ARE COMING FORWARD.
>> WOW, OKAY.
>> AND MORE TO SAY ON THAT
BECAUSE YOU DEFINITELY RAISED
THOSE QUESTIONS.
>> RIGHT.
AND NOT SEEING
ANY OTHER QUESTIONS.
AND WITH THAT, COMMITTEE
MEMBERS, I MOVE THE COMMITTEE TO
RECOMMEND THE CONFIRMATION OF
APPOINTMENT 02502.
IS THERE A SECOND?
>> SECONDED.
>> THANK YOU.
AND MOVED AND
SECONDED TO RECOMMEND
CONFIRMATION OF APPOINTMENT
02502.
IF THERE ARE NO FURTHER
COMMENTS, PLEASE CALL THE ROLE.
>> COUNCIL MEMBER MOSQUEDA?
>> AYE.
>> COUNCIL MEMBER NELSON?
>> AYE.
>> COUNCIL MEMBER PEDERSEN?
>> AYE.
>> VICE CHAIR LEWIS?
>> YES.
>> CHAIR HERBOLD?
>> YES.
>> FIVE YES.
>> THANK YOU.
THIS APPOINTMENT WILL MOVE ON TO
THE FULL COUNCIL MEETING ON
APRIL 4.
PLEASE READ IN AGENDA ITEM
NUMBER 2.
>> AGENDA NUMBER 2, APPOINTMENT
02501, APPOINTMENT OF RICHARD
GREENE AS MEMBER, PUBLIC SAFETY
CIVIL SERVICE COMMISSION FOR A
TERM OF DECEMBER 31, 2025.
>> THANK YOU, SIR.
I APPRECIATE PUBLIC SAFETY CIVIL
SERVICE COMMISSION DIRECTOR
SCHEELE FOR JOINING US ON THIS
ITEM.
I UNDERSTAND NEWELL, YOU ARE
ALSO GOING TO BE PLAYING A ROLE
IN THIS PRESENTATION AS WELL.
THANK YOU.
OFF BY SPEAKING BRIEFLY TO THE
WORK OF THE PUBLIC SAFETY CIVIL
SERVICE COMMISSION.
JUST A QUICK OVERVIEW.
>> CAN YOU HEAR ME?
MY NAME IS ANDREA
SCHEELE, THANK YOU FOR HAVING ME
HERE TODAY.
I'M THE EXECUTIVE DIRECTOR OF
THE PUBLIC SAFETY CIVIL SERVICE
COMMISSION.
THE PUBLIC SAFETY CIVIL SERVICE
COMMISSION IS AN INDEPENDENT
BODY AUTHORIZED BY THE REVISED
CODE OF WASHINGTON AND SEATTLE
CITY CHARTER.
THE COMMISSION'S WORK IS MAKING
AND ENFORCING RULES FOR
EXAMINATION APPOINTMENTS,
PROMOTIONS, TRANSFERS, AND
SERIOUS DISCIPLINE FOR THE
SEATTLE POLICE AND FIRE
DEPARTMENT, MEMBERS OF THE
PUBLIC SAFETY SERVICE
COMMISSION.
THE MISSION PROVIDES SWORN
POLICE AND UNIFORMED FIREARM
EMPLOYEES WITH A HEARING PROCESS
FOR APPEAL'S HEARINGS FOR
SERIOUS ACTIONS, INVESTIGATES
ALLEGED LEGISLATION, AND DIRECTS
THE PROGRAM, WHICH DEVELOPS AND
ADMINISTERS ENTRY LEVEL, AND
PROMOTIONAL SERVICE EXAMS FOR
MOST RANKS IN THE SEATTLE FIRE
AND POLICE DEPARTMENT.
THE PSCSC CONSISTENTS OF THREE
COMMISSIONERS AND AN EXECUTIVE
DIRECTOR.
THE MAYOR AND THE CITY COUNCIL
EACH APPOINT ONE COMMISSIONER,
AND THE THIRD COMMISSIONER IS
ELECTED BY THE MEMBERS OF THE
PUBLIC SAFETY CIVIL SERVICE
SYSTEM.
THE PSCSC IS A LITTLE KNOWN PART
OF SEATTLE'S PUBLIC SAFETY
ACCOUNTABILITY SYSTEM, BY
CONDUCTING INDEPENDENT REVIEW OF
SERIOUS DISCIPLINARY ACTION AND
PROVIDING A ROBUST AND
INDEPENDENT PROCESS FOR
EVALUATION OF CANDIDATES FOR
HIRING AND PROMOTIONAL
CONSIDERATION.
AS EXECUTIVE DIRECTOR, I
RECOMMEND MR.
GREENE'S NOMINATION.
AND MR.
ALDRICH WILL SPEAK TO HIS
QUALIFICATIONS.
>> THANK YOU SO MUCH, DIRECTOR
SCHEELE.
NEWELL ALDRICH FROM MY OFFICE,
PLEASE DO PRESENT THE
APPOINTMENT.
BEFORE YOU GET TO THAT, WELCOME
MR.
GREENE BACK TO THE COMMITTEE
TABLE.
GO AHEAD, NEWELL.
>> PRIOR TO HIS RETIREMENT,
RICHARD GREENE SERVED AS A
PROSECUTOR WITH THE SEATTLE
ATTORNEY'S OFFICE PROVIDING
BRIEFS AND ORAL ARGUMENTS IN
MUNICIPAL COURT AND APPELLATE
COURTS, WRITING ORDINANCES, AND
PERFORMING LEGAL RESEARCH.
HE PREVIOUSLY SERVED AS STAFF
ATTORNEY FOR THE ASSOCIATED
COUNCIL OF THE ACCUSED,
REPRESENTING JUVENILE DISTRICT
AND MUNICIPAL COURTS.
HE ALSO SERVED AS A LAW CLERK TO
ESTATE COURT OF APPEALS JUDGE
PERFORMING LEGAL RESEARCH AND
ASSISTING AND WRITING OPINIONS.
HE BRINGS EXTENSIVE BACKGROUND
AND KNOWLEDGE ABOUT PUBLIC
SAFETY PRACTICES AND STANDARDS.
>> THANK YOU, NEWELL.
THANK YOU FOR BEING HERE,
RICHARD.
CAN YOU SPEAK BRIEFLY TO YOUR
INTEREST IN SERVING THIS
IMPORTANT ROLE.
A LITTLE KNOWN AND IMPORTANT
ROLE.
DIRECTOR SCHEELE ON THE PUBLIC
SAFETY CIVIL SERVICE
COMMISSION.
>> THANK YOU COUNCIL MEMBER
HERBOLD.
I WOULD LIKE TO BE APPOINTED TO
THIS COMMISSION BECAUSE I THINK
IT'S VITALLY IMPORTANT TO THE
PROSPERITY OF OUR CITY THAT WE
ENHANCE THE INTEGRITY AND
PROFESSIONALISM OF POLICE AND
FIRE DEPARTMENT PERSONNEL AND
ENSURE THOSE PERSONNEL REFLECT
THE VALUES OF THE CITY.
THE COMMISSION PLAYS AN
IMPORTANT ROLE IN ACHIEVING
THOSE GOALS THROUGH THE REVIEW
OF DISCIPLINARY DECISIONS AND
THEIR OVERSIGHT OF THE CIVIL
SERVICE EXAMINATION PROCESS.
I'VE HAD A FAIR AMOUNT OF
EXPERIENCE IN REVIEWING
CHIEF OF POLICE THROUGH MY WORK
IN THE CITY ATTORNEY'S OFFICE.
ABOUT ONCE A MONTH I WOULD GET A
REPORT FROM THE OFFICE OF POLICE
ACCOUNTABILITY REGARDING THE
CHIEF'S DECISION ON CASES
INVOLVING MISCONDUCT, SO I'M
FAMILIAR WITH THE TYPES OF
BEHAVIOR, THE RESULTS, AND THE
FINDING OF MISCONDUCT, AND HOW
THE CHIEF RESPONDS TO THOSE.
I'VE ALSO HAD A
FIRM EXPERIENCE IN APPLYING AND
UNDERSTANDING THE TYPES OF
ORDINANCES AND STATUTES THE
COMMISSION ENFORCES.
I'VE ATTENDED A COUPLE OF
MEETINGS OF THE COMMISSION IN
THE LAST YEAR, SO I THINK I'M
GETTING A GOOD SENSE OF WHAT
TYPES OF ISSUES THEY ADDRESS AND
THAT I THINK THOSE ISSUES ARE
VERY INTELLECTUALLY ENGAGING.
LAST BECAUSE I'M RETIRED, I
THINK I HAVE AMPLE TIME TO
DEVOTE TO THE WORK OF THE
COMMISSION, WHICH I THINK IS OF
GREAT IMPORTANCE TO THE CITY.
I ASK THAT YOU APPROVE MY
APPOINTMENT.
THANK YOU.
>> THANK YOU SO MUCH.
COUNCIL MEMBER LEWIS?
>> THANK YOU SO MUCH, COUNCIL
MEMBER HERBOLD.
I AM VERY EXCITED TODAY TO
CONFIRM RICHARD GREENE TO THIS
POSITION.
I HAD THE PLEASURE AND HO FOROF
WORKING WITH RICHARD GREENE WHEN
I SERVED AS AN ASSISTANT CITY
ATTORNEY, AND CAN JUST SAY THAT
HIS RETIREMENT FROM THAT OFFICE
IS A HUGE BLOW TO THE CITY IN
LOSING HIS EXPERTISE THAT THE
COUNCIL HAS RELIED ON TIME AND
TIME AGAIN AS WELL AND THE
DRAFTING OF ORDINANCES AND
LAWS.
I AM REALLY GLAD TO HAVE RICHARD
BEFORE US TO CONTINUE TO SERVE
THE CITY IN A DIFFERENT CAPACITY
AND THE FACT HE WOULD BE WILLING
TO SPEND A PART OF HIS
RETIREMENT IN ADDITION TO
SPENDING HIS CAREER IN SERVING
THE CITY.
AND IT IS A TESTAMENT TO HIS
COMMITMENT TO THESE CRITICAL
ISSUES, AND REALLY EXCITED TO
HAVE A NOMINEE OF THIS CALIBER
BEFORE US AND LOOKING FORWARD TO
CONFIRMING HIM.
>> THANK YOU, COUNCIL MEMBER.
I WAS WONDERING -- I UNDERSTAND
WHEN WE MET, YOU TALKED A LITTLE
BIT ABOUT YOUR ROLE WHEN YOU
WERE AN ASSISTANT CITY ATTORNEY
ON THE BRADY COMMITTEE.
I'M WONDERING IF YOU COULD TALK
A LITTLE BIT ABOUT YOUR ROLE ON
THE BRADY COMMITTEE AND HOW YOU
THINK THAT EXPERIENCE WILL SERVE
YOU AS COMMISSION MEMBER.
>> WELL AGAIN AS PART OF THE
BRADY COMMITTEE, I WOULD GET
REPORTS FROM THE OFFICE POLICE
ACCOUNTABILITY REGARDING
MISCONDUCT FINDINGS.
IF THERE WERE FINDINGS OF
DISHONESTY OR BIAS POLICING, WE
WOULD THEN DECIDE WHETHER TO PUT
THAT OFFICER ON OUR BRADY LIST,
WHICH AGAIN IS SIMPLY A --
IT'S -- IF THAT OFFICER IS GOING
TO TESTIFY AT TRIAL, IT WAS OUR
OBLIGATION TO DISCLOSE THAT
INFORMATION TO THE DEFENSE.
AND SO THEY COULD MAKE WHATEVER
USE OF IT THEY WANTED.
SO WE WOULD HAVE TO DECIDE
WHETHER THE FINDING OF
DISHONESTY OR BIASED POLICING,
OR IF THERE IS A CRIMINAL
CONVICTION OF THE OFFICER, THAT
WE WOULD THEN DISCLOSE THAT
INFORMATION.
WE WEREN'T SAYING IT WAS
RELEVANT IN ANY CASE, IT WAS A
DISCLOSURE REQUIREMENT THAT WE
HAD THAT WAS OUR OBLIGATION.
AGAIN, I'VE SEEN THE TYPES OF
BEHAVIOR THAT RESULTS IN A
FINDING OF DISHONESTY OR BIAS
POLICING.
I'VE SEEN HOW THE CHIEF RESPONDS
TO THOSE.
SO I THINK I HAVE A FAIR AMOUNT
OF EXPERIENCE IN LOOKING AT
THOSE TYPES OF CASES.
>> THANK YOU.
I DO AGREE THAT EXPERIENCE WILL
SERVE YOU WELL.
COUNCIL MEMBER NELSON?
>> HELLO, YES.
SO THIS MUST BE THE SMALLEST
COMMITTEE, BUT WITH SOME OF THE
GREATEST RESPONSIBILITY.
THERE ARE THREE PEOPLE HERE.
WHEN YOU TALK ABOUT THE TEST
CIVIL SERVANTS TAKE, CAN YOU
GIVE AN EXAMPLE OF ANY -- ARE
YOU INTERESTED IN LOOKING AT ANY
OF THE TESTS THAT ARE CURRENTLY
PROVIDED?
OR HOW DOES THE REQUEST FOR YOUR
INPUT COME TO YOU?
DO YOU INDEPENDENTLY GO THROUGH
THEM OR ARE YOU ASKED BY
DEPARTMENT HEADS?
WE'LL BE TALKING ABOUT
STREAMLINING THE APPLICATION
PROCESS, AND I'M WONDERING IF
THAT IS A PART OF IT AS WELL.
>> THE COMMISSION, IF A PERSON
TAKES A TEST AND HAS A DISPUTE,
THEY CAN CHALLENGE THAT QUESTION
AND THEY SORT OF REVIEW THE
VALIDITY OF THE QUESTIONS, AND
THE ANSWERS, THE SET ANSWERS,
THEY WERE, IN FACT, ACCURATE AND
REFLECTS SORT OF WHAT THAT
QUESTION WAS DESIGNED TO GET
AT.
WHAT THEY DO IS REVIEW THOSE
CHALLENGES, AND THEN HEARS FROM
THE OFFICER INVOLVED, SORT OF
WHY HE OR SHE THINKS THE
QUESTION WAS EITHER IMPROPER OR
CONFUSING, AND THEN HERE IS FROM
THE EXAMINER TO DETERMINE WHY
THAT QUESTION WAS ASKED AND WHY
THEY THINK THE ANSWER THEY
BELIEVE IS CORRECT IS INDEED THE
CORRECT ONE, AND THEY GET TO
DECIDE WHETHER THAT APPEAL OF
THE QUESTION SHOULD BE ACCEPTED
OR REJECTED.
AND IN THE LAST MEETING THAT I
OBSERVED AT THE COMMISSION, THEY
REVIEWED FOUR QUESTIONS THAT A
POLICE SERGEANT HAD RAISED
REGARDING THE LIEUTENANT
EXAMINATION.
AND THEY WENT THROUGH EACH
QUESTIONS SORT OF WHY THE
OFFICER THOUGHT THAT WAS AN
IMPROPER QUESTION.
WHY THE EXAMER'S THOUGHT THAT
WAS A VALID QUESTION.
WHY THE ANSWER THEY GAVE WAS
INDEED THE VALID ONE.
SO THEN THE COMMISSION DECIDED
ON EACH OF THOSE QUESTIONS
WHETHER AGAIN THE QUESTION WAS
VALID.
SO THAT IS THE PROCESS THAT IT
GOES THROUGH.
NOW IN THIS CASE AS I THINK ALL
FOUR OF THE QUESTIONS THE
COMMISSION THOUGHT THEY ANSWERED
WERE PROPER, BUT CERTAINLY IT
WAS ONE OF THE QUESTIONS THAT I
HAD SERIOUS DOUBTS ABOUT.
IT'S NOT A RUBBER STAMP, BUT A
VERY ENGAGED PROCESS OF LOOKING
AT THOSE QUESTIONS AND THE
ANSWER AND SEEING IF THOSE WERE
PROPER.
>> AND THE COMMISSIONERS SERVE
AS MY SUPERVISORS AS THE
EXECUTIVE DIRECTOR AS WELL.
SO AS I'M SORT OF ON THE GROUND
FULL-TIME EXECUTIVE DIRECTOR IN
DIRECTING THAT WORK.
IF THERE IS AN ADDITIONAL LEVEL
OF SUPERVISION, RATHER HIGH UP.
>> THANK YOU.
>> ALL RIGHT, JUST LOOKING TO
SEE IF THERE ARE ADDITIONAL
QUESTIONS.
AND BEFORE I CALL FOR A VOTE ON
YOUR APPOINTMENT, JUST WONDERING
IF YOU COULD SPEAK A LITTLE BIT
FOR THE BENEFIT OF THE VIEWING
PUBLIC TO YOUR UNDERSTANDING OF
POLICE ACCOUNTABILITY SYSTEM.
>> I'M SORRY?
>> I WAS WONDERING IF YOU COULD
SPEAK A LITTLE TO YOUR KNOWLEDGE
OF THE POLICE ACCOUNTABILITY
SYSTEM FOR THE BENEFIT OF THE
VIEWING PUBLIC THAT THIS IS AN
AREA YOU HAVE A LOT OF EXPERTISE
IN.
>> I WOULD GET THOSE REPORTS
FROM THE OFFICE OF POLICE
ACCOUNTABILITY REGARDING THAT.
I'VE ALSO SPENT A LOT OF TIME
ACTUALLY LOOKING THROUGH THE
POLICEMAN YUILLE.
ACTUALLY MY WORK IN RESPONDING
TO APPEALS, FIGURING OUT EXACTLY
WHAT THE PROCEDURE IS OR A
PRETTY CLEAR CONDUCT.
AND LET'S SAY A DEFENDANT
WOULD CHALLENGE A STOP OR A
SEARCH OF A VEHICLE IMPOUNDMENT,
I WOULD GO THROUGH THE POLICE
MANUAL.
I'VE DONE A FAIR AMOUNT OF WORK
BOTH IN REVIEW AND DISCIPLINARY
ACTIONS, AND EXAMINING SORT OF
THE POLICE MANUAL OF HOW IT IS
DEVELOPED AND SORT OF WHAT THE
STRUCTURE IS.
>> THANK YOU SO MUCH.
IF THERE ARE NO FURTHER
QUESTIONS, AND I AM NOT SEEING
ANY, I WOULD LIKE TO FIRST
BEFORE ASKING THE CLERK TO CALL
THE ROLE, I WOULD LIKE TO MOVE
CONFIRMATION OF APPOINTMENT
02501.
>> SECOND.
>> IT'S BEEN MOVED AND SECONDED
TO RECOMMEND CONFIRMATION OF
APPOINTMENT 02501.
IS THERE ANY ADDITIONAL
COMMENTS?
SEEING AND HEARING NONE, JUST
REALLY EXCITED TO HAVE YOUR
EXPERTISE IN THIS IMPORTANT ROLE
THAT IS INTEGRAL TO ENGENDERING
COMMUNITY TRUST IN OUR PUBLIC
SAFETY AND FIRST RESPONDERS
SYSTEMS, SO THANK YOU.
WITH THAT, WILL THE CLERK PLEASE
CALL THE ROLL?
>> COUNCIL MEMBER MOSQUEDA?
>> AYE.
>> COUNCIL MEMBER NELSON?
>> AYE.
>> COUNCIL MEMBER PEDERSEN?
>> AYE.
>> VICE CHAIR LEWIS?
>> YES.
>> CHAIR HERBOLD?
>> YES.
>> FIVE YES.
>> THANK YOU SO MUCH AND
CONGRATULATIONS.
ALL RIGHT, MOVING ON TO THE
NEXT ITEM ON OUR AGENDA.
WILL THE CLERK PLEASE READ IN
AGENDA ITEM NUMBER 3.
>> AGENDA ITEM 3, SEATTLE POLICE
DEPARTMENT RECRUITMENT PLAN AND
SHIFT CHANGES.
>> THANK YOU SO MUCH.
AND WE'RE BEING JOINED AT THE
TABLE BY A NUMBER OF
PRESENTERS.
WE'LL WAIT UNTIL EVERYBODY IS
SEATED AND DO SOME INTRODUCTORY
REMARKS AS WELL AS
INTRODUCTIONS, AND KICK OFF THE
PRESENTATIONS.
APPRECIATE DEPUTY MAYOR HARRELL
FROM BEING HERE, AND THE SEATTLE
POLICE DEPARTMENT AND THE PUBLIC
SAFETY SERVICE COMMISSION ALL
FOR A PRESENTATION ON THE LONG
AWAITED RECRUITMENT AND
RETENTION PROJECT STATUS UPDATE
FOR SPD.
IT'S A PRIORITY FOR THIS
COMMITTEE TO SUPPORT THE
EXPANSION OF OUR PUBLIC SAFETY
NETWORK TO INCLUDE A VARIETY OF
NON-POLICE RESPONSES.
BUT THIS COMMITTEE AND THE
COUNCIL HAVE SUPPORTED
RECRUITMENT IN HIRING FOR SPD
STAFFING NEEDS AND JUST AS A
LITTLE BIT OF A BACKGROUND.
LAST YEAR WE PASSED COUNCIL BILL
120389, CREATING NEW HIRING
INCENTIVES AND FUNDING
ADDITIONAL RECRUITERS FOR THE
DEPARTMENT.
AND IN THE BUDGET PROCESS, WE
FULLY FUNDED SPD'S HIRING PLAN.
TODAY PRESENTERS WILL SHARE WITH
US AN APP UPDATE ON SPD'S
RECRUITMENT AND RETENTION
PROJECT.
I'LL HAND IT OVER TO YOU TO
INTRODUCE YOURSELF AND PRESENT
WITH YOUR PRESENTATION.
>> ALL RIGHT, THANK YOU COUNCIL
MEMBER HERBOLD.
WE ARE JUST GETTING OURSELVES
SET UP HERE.
I WANT TO THANK THE COMMITTEE
FOR HAVING US TODAY.
MY NAME IS MONISHA HARRELL, I'M
THE SENIOR DEPUTY MAYOR.
I'D LIKE TO INTRODUCE THE TEAM.
WE'RE GOING TO BE LED BY SARAH
SMITH WHO IS OUR MAYOR'S OFFICE
PROJECT MANAGER TODAY.
WE'LL ALSO BE HEARING FROM
ANDREA SCHEELE, THE EXECUTIVE
DIRECTOR OF PUBLIC SAFETY CIVIL
SERVICE COMMISSION, AND FROM
MIKE FIELDS WHO IS OUR HR
DIRECTOR AT SPD.
WE ARE LOOKING FORWARD TO GOING
THROUGH TODAY'S PROGRAM WITH
YOU.
WE WILL BE TALKING ABOUT SPD
RECRUITMENT AND RETENTION,
PARTICULARLY IN SUPPORT OF THE
LEGISLATION THAT COUNCIL PASSED
LAST YEAR.
THANK YOU VERY MUCH FOR THAT, TO
HELP US INCREASE OUR NUMBERS.
WE'RE GIVING YOU A LITTLE BIT OF
AN UPDATE ON THE PROCESS, WHERE
WE ARE, AND WHAT WILL BE NEXT.
SO I'M GOING TO HAND IT OFF TO
SARAH TO TAKE IT AWAY.
>> ALL RIGHT.
SO I THINK I FIGURED OUT THE
TECHNOLOGY, SO THAT IS
EXCITING.
GOOD MORNING EVERYONE, MY NAME
IS SARAH SMITH.
I AM IN THE MAYOR'S OFFICE, AND
I'M THE PROJECT LEAD ON THIS
PRETTY AMAZING PROJECT.
TODAY WE'LL BE TALKING ABOUT
SEVERAL DIFFERENT TOPICS AND
UPDATES, SO IT WILL BE A CONTACT
SETTING AS I WANT TO EXPLAIN WHY
I'M HERE AND THEN WE'LL GO
THROUGH THE UPDATES ON THE
CANDIDATE EXPERIENCE, AND THEN
WE'RE GOING TO GO OVER OUR
MARKETING UPDATES, THE
RECRUITING UPDATES, AS WELL AS
RETENTION.
THEN WE WILL TALK ABOUT HIRING
TOTALS, WHERE WE ARE SO FAR, AND
WHAT IS COMING SOON.
THAT IS OUR AGENDA TODAY.
ALL THE GRAPHICS YOU'RE GOING TO
SEE ON THIS POWER POINT ARE
ACTUALLY GRAPHICS THAT ARE PUT
OUT IN OUR SOCIAL MEDIA.
YOU CAN SEE THEM OUT AND ABOUT.
SO THIS IS ONE OF THOSE
EXAMPLES.
IT'S PRETTY EXCITING.
ALL RIGHT.
SO BACKGROUND.
SINCE WE ALL KNOW WE'RE
EXPERIENCING HISTORIC STAFFING
LOWS IN THE SEATTLE POLICE
DEPARTMENT.
SINCE 2019 WE'VE SEEN OVER 400
OFFICERS ACTUALLY LEAVE THE
DEPARTMENT.
AND IN ORDER TO COMBAT AGAINST
THIS AND TO REALLY MOVE FORWARD,
THE MAYOR ANNOUNCED THE
RECRUITMENT PLAN LAST YEAR THAT
FOCUSED ON THREE MAIN GOALS.
FIRST, MAKING HIRING EASIER,
FASTER, AND MORE EFFICIENT.
SO THAT IS TALKING ABOUT
BUILDING A BETTER PROCESS AND
SYSTEM TO ALLOW PEOPLE TO COME
IN EASILY AND QUICKLY.
THE SECOND IS TO ATTRACT TOP
RECRUITS WITH COMPETITIVE
COMPENSATIONS AND AS WELL AS
TALKING ABOUT NEGOTIATIONS WITH
OUR CONTRACTS.
THREE, RECRUIT CANDIDATES TO OUR
COMMUNITY BECAUSE WE BELIEVE OUR
COMMUNITY IS OUR MAIN PRIORITY.
IT'S A LOT OF WORK AND A PRETTY
HUGE TASK IN FRONT OF US AS WE
ALL KNOW.
THERE ARE SOME AMAZING PEOPLE ON
THIS TEAM.
OUR TEAM IS MUCH LARGER THAN
THAT AND CONSISTENTS OF SPD,
CIVIL SERVICE COMMISSION,
SEATTLE HUMAN RESOURCES, AND THE
MAYOR'S OFFICE.
SO A LOT OF DIFFERENT
DEPARTMENTS ARE A PART OF THIS.
KNOWING THERE IS SO MUCH WORK
THAT HAS TO BE REALLY FOCUSED IN
ON, WE HAVE ACTUALLY SPLIT IT
INTO THREE DIFFERENT BUCKETS.
AND THAT IS REALLY TALKING ABOUT
WHEN SOMEONE APPLIES THROUGH THE
SERVICE COMMISSION ALL THE WAY
UP UNTIL THEY RECEIVE THEIR
OFFER, SO THAT IS THE CANDIDATE
EXPERIENCE.
AND HOW DO WE GET PEOPLE TO KNOW
ABOUT US AND TO REALLY WANT TO
JOIN THE SEATTLE POLICE
DEPARTMENT.
AND THEN WE'LL TALK ABOUT
RETENTION.
HOW DO WE KEEP PEOPLE?
AND SO NOW I'M GOING TO ACTUALLY
PASS TON OVER, AND WE'RE GOING
TO START WITH OUR UPDATES FOR
CANDIDATE EXPERIENCE.
THAT'S FIRST GOING TO
START WITH OUR EXAMINATION AND
APPLICATION PROCESS.
I'LL PASS IT ON OVER TO ANDREA.
>> THANK YOU, SARAH.
HELLO AGAIN COUNCIL MEMBERS.
THIS IS SORT OF A HIGH-LEVEL
OVERVIEW OF THE DATA AS A
CANDIDATE APPLIES AND THEN MOVES
THROUGH THE TESTING PROCESS.
YOU SEE THERE ARE MULTIPLE
STEPS, AND DURING THE PANDEMIC,
WE TRANSITION TO AN ENTIRELY
REMOTE TESTING MODEL FOR TESTING
THAT WAS IMPOSSIBLE, OF COURSE,
TO BRING PEOPLE TOGETHER AND THE
NUMBERS WE HAD PREVIOUSLY.
SO THIS ILLUSTRATES THE NUMBER
OF APPLICANTS WE RECEIVED IN
2022.
THIS IS TO GIVE YOU AN IDEA OF
THE FUNNEL.
NOT ALL OF OUR APPLICANTS
SUCCEED BECAUSE, OF COURSE, WE
HERE PEOPLE WHO ARE DEDICATED,
QUALIFIED, AND READY TO BECOME
AND DO THE WORK OF THE SEATTLE
POLICE OFFICER.
BUT A GREAT NUMBER OF PEOPLE
THAT MAY APPLY ALTHOUGH I'LL
TELL YOU THESE NUMBERS ARE
SIGNIFICANTLY LOWER AND IT WILL
BE NO SURPRISE TO YOU THAN IN
THE APPLICATION YEARS.
FOR 1,895 FOLKS WHO APPLIED, WE
HAD 494 FOLKS WHO MOVED ON TO
THE SEATTLE POLICE DEPARTMENT
FOR THE PRE-HIRE ASSESSMENT
PARTS OF THE EVALUATION.
SARAH, WE CAN GO
TO THE NEXT SLIDE.
BEFORE WE MOVE ON.
I UNDERSTAND THE TOTAL NUMBERS
OF APPLICANTS IN 2022 ARE
SIGNIFICANTLY FEWER THAN
PRE-PANDEMIC.
IS THE RATE OF PEOPLE PASSING AS
A PERCENTAGE OF THOSE WHO
SUBMITTED APPLICATIONS THE
SAME?
>> I WOULD SAY FOR 2022 AND
2022, THE RATE OF PEOPLE PASSING
THROUGH TO THE ASSESSMENT PHASES
WAS LOWER THAN PREPANDEMIC,
PRE-PROTESTS.
I THINK THOUGH
AND WE ONLY HAVE EARLY NUMBERS
FOR 2023, THOSE NUMBERS ARE
IMPROVING, SO PEOPLE ARE PASSING
THROUGH IN A HIGHER RATE.
>> AND IT IS MORE OR LESS ONE IN
FOUR?
>> FOR 2022 --
>>
A LITTLE LESS THAN THAT.
>> I BELIEVE THE RATE WAS --
>>
ONE IN SIX?
>> FOR -- DO YOU KNOW?
>> WE CAN FOLLOW UP ON THAT.
AND THAT'S TOTALLY FINE.
DO YOU ATTRIBUTE
ANY CHANGES AND PRACTICES THAT
RESULT IN THE CHANGE OF RATE OF
COMPLETION?
OR IS IT JUST MORE OF THE CHANGE
OF THE JOB SEEKING MARKET OR
PEOPLE IN THE JOB SEEKING
MARKET?
>> I HAVE FOR EVERY 12
APPLICANTS IN 2021, WE HIRED ONE
POLICE OFFICER.
I DON'T HAVE THE SPECIFIC DATA
FOR 2022.
FOR THE SECOND PART OF YOUR
QUESTION, I THINK IT IS BOTH.
I THINK IT'S PROBABLY MORE SORT
OF THERE AND THINGS ARE
TRANSITIONING A LITTLE BIT IN
THE WORLD.
THE ECONOMY IS CHANGING A LITTLE
BIT.
AND HOPEFULLY IT WILL BE
IMPOSSIBLE FOR US TO KNOW A LOT
OF THE WORK THAT WE'RE DOING IS
HAVING AN IMPACT.
>> THANK YOU.
>> ALL RIGHT.
SARAH MENTIONED THE CANDIDATE
EXPERIENCE AND THAT IS WHERE WE
HAVE PUT A LOT OF ATTENTION
ESPECIALLY FOR THE PUBLIC SAFETY
COMMITTEE AND THE STAFF.
I HAVE TO CALL OUT SARAH'S
REALLY EXCELLENT PROJECT
MANAGEMENT AND SUPPORT OF THIS
WORK.
WE DID SIMPLIFY OUR JOB
WORKINGS.
THERE WASN'T TOO MUCH
INFORMATION, BUT WE REPACKAGED
IT, SO IT IS MORE READABLE,
FLOWS MORE NICELY, AND THAT
REPRIORITIZED -- JUST
REEVALUATED WHAT INFORMATION IS
MOST IMPORTANT TO GO FIRST AND
WHAT CANDIDATES REALLY NEED TO
KNOW.
AND SO IT DOES LOOK A LOT BETTER
AND READS A LOT BETTER, I
THINK.
WE ARE DOING MORE FREQUENT EXAM
CYCLES THANKS TO THE ORDINANCE
THAT PASSED LAST YEAR.
WE ARE ABLE TO GO FROM WHAT WAS
PREVIOUSLY BETWEEN FOUR TO FIVE
CYCLES PER YEAR TO SIX OR SEVEN
CYCLES PER YEAR.
HOWEVER, INDIVIDUALS CAN APPLY
TO BE A SEATTLE POLICE OFFICER
ALMOST ANY DAY OF THE YEAR.
THAT HAS NOT CHANGED.
BUT WHAT THE MORE FREQUENT EXAM
CYCLES HOPES TO DO IS TO PROVIDE
PASSING CANDIDATES NAMES TO THE
SEATTLE POLICE DEPARTMENT MORE
QUICKLY, MORE EFFICIENTLY, SO
THAT CANDIDATES SPEND A SHORTER
AMOUNT OF TIME IN THAT SORT OF
TESTING AND THEN WAITING TO SEE
HOW THEY SCORED.
THEY ALSO GET THEIR NOTICE OF
WHETHER THEY PASS THE EXAM
IMMEDIATELY INSTEAD OF HAVING TO
WAIT FOR A PERIOD OF TIME.
HOPEFULLY MAKING THAT EXPERIENCE
BETTER FOR THEM AND MORE
EFFECTIVE FOR THE SEATTLE POLICE
DEPARTMENT.
WE CHANGED OUR TESTING PROCESS
AFTER WE WENT REMOTE.
WE REALIZED THERE WERE SOME
BARRIERS FOR CANDIDATES
REQUIRING THEM TO FILL OUT
ADDITIONAL FORMS OR GO TO
DIFFERENT SITES.
WE HAVE STREAMLINED THAT
PROCESS, NOT ONLY TO MAKE IT
EASIER FOR CANDIDATES, BUT TO
BRING OUR APPLICATION PROCESS
INTO LINE WITH OTHER PUBLIC
SAFETY AGENCIES THAT ARE USING
OUR CONSULTANT COMPANY.
THIS IS REALLY IMPORTANT.
WHEN PEOPLE APPLIED, WE FOUND
AND WHEN PEOPLE APPLY TO BE A
LAW ENFORCEMENT OFFICER, THEY
DON'T USUALLY JUST APPLY TO ONE
JURISDICTION.
THEY WANT TO CAST
A WIDE NET.
AND THEY MAY HAVE
FAVORITES, AND WE HOPE SEATTLE
IS THEIR FAVORITE, OF COURSE.
BUT BY REMOVING ANY ADDITIONAL
STEPS OR DIFFERENT PROCESSES
THAT CANDIDATES HAVE TO GO TO TO
APPLY TO SEATTLE, WE HOPE TO SEE
EVIDENCE WE ARE INCREASING THE
NUMBER OF CANDIDATES WHO ARE
APPLYING.
COMMUNITY SERVICE
PREFERENCE POINTS.
I BELIEVE I'VE SPOKEN TO THIS
COMMITTEE BEFORE ABOUT, BUT THIS
IS SOMETHING THAT WILL BE
IMPLEMENTED FOR THE CYCLE AFTER
JUNE 1, 2023.
AND CHAIR
HERBOLD, THIS IS SOMETHING YOU
HAVE BEEN WORKING ON FOR A VERY,
VERY LONG TIME.
WE ARE FINALLY BRINGING TO
FRUITION WHERE CANDIDATES WHO
HAVE ACCOMPLISHED TWO OR MORE
YEARS OF DIRECT SERVICE TO THEIR
COMMUNITY, AND THAT CAN LOOK
LIKE A VARIETY OF THINGS.
IT IS NOT AN UNLIMITLESS OF
TYPES OF VOLUNTEERS OR PAID WORK
THE CANDIDATES COULD HAVE DONE
TO EARN THESE POINTS, BUT THEY
WILL HAVE AN ADDITIONAL 5% IF
THEY APPLY AND THEIR WORK
EXPERIENCES ARE VERIFIED.
THEY WILL HAVE AN ADDITIONAL 5%
TO THE PASSING SCORE OF THEIR
ENTRY LEVEL POLICE OFFICER
EXAMS.
WE'RE EXTREMELY EXCITED ABOUT
THAT.
>> IF I MAY, I WILL SPEAK TO
THAT AND ONE OF THE POINTS ABOVE
AS THEY RELATE TO THE LANGUAGE
PREFERENCE POINTS.
I THINK THE BIGGEST UTILITY AND
I HOPE WE USE THIS IN THE
RECRUITMENT AREA.
GIVEN THAT I THINK IT'S A
PRACTICE TO HIRE EVERYBODY WHO
MAKES THE WAY THROUGH AND
THEY'RE QUALIFIED.
PREFERENCE POINTS DON'T ACTUALLY
BUMP SOMEBODY UP ON THE LIST OF
LIKELY HIRES, BUT THEY'RE VERY
USEFUL TO NOTIFY MEMBERS OF THE
PUBLIC THAT THIS IS A CITY THAT
VALUES THEIR EXPERIENCE.
THE PREFERENCE POINT IN OUR JOB
MARKET RIGHT NOW FOR POLICE
OFFICERS IS A VERY USEFUL
RECRUITMENT TOOL.
I HOPE WE'RE USING IT.
NOT ONLY CAN WE BE SENDING THE
MESSAGE TO PEOPLE WHO MIGHT BE
INTERESTED IN WORKING FOR THE
CITY THAT WE VALUE THESE SKILLS
AND THESE EXPERIENCES.
IT WILL ALSO HELP MAKE SURE OUR
HIRING IS REFLECTIVE OF THOSE
SKILLS AND EXPERIENCES.
SO REALLY APPRECIATE YOUR WORK,
DIRECTOR SCHEELE ON EXPANDING
THE REFERENCE POINT SYSTEM
BEYOND LANGUAGE TO COMMUNITY
SERVICE.
ON THE, AGAIN, THE CANDIDATE
EXPERIENCE APPLICATION AND
EXAMINATION, IT LOOKED LIKE FROM
THE CHART THAT THE BIGGEST
DROPOFF WAS FOR THE APPLICANTS
WHO DO NOT SCHEDULE AN EXAM AND
THE APPLICANTS THAT DON'T
COMPLETE THE EXAM.
CAN WE EXPECT AS A RESULT OF
ADDITIONAL FREQUENCY OF TESTING
FOR THAT TO NOT BE SUCH A STEEP
DROP OFF IN FUTURE REPORTS?
>> I HOPE THAT WE WILL SEE THAT
AS A RESULT OF THAT FACTOR, BUT
ADDITIONALLY MY FINAL POINT, WE
HIRED ADDITIONAL STAFFING.
AND WE HAVE RECENTLY BROUGHT IN
ANOTHER STAFF PERSON WHO WILL
ALLOW US TO INCREASE THE
COMMUNICATIONS BETWEEN FOLKS WHO
ARE IN THAT PHASE OF TESTING.
WE'RE THINKING ABOUT MULTIPLE
MODES OF COMMUNICATION.
WE NEED TO KEEP IT VERY GENERAL
BECAUSE IT IS A PART OF THE
CIVIL SERVICE PROCESS.
WE NEED TO MAKE SURE CANDIDATES
ARE TREATED THE SAME.
BUT THIS NEW THING WILL NOT ONLY
BOLSTER OUR EXISTING PROCESS
INCLUDING PROMOTIONAL, BUT BE
ABLE TO PROVIDE SUPPORT FOR
THOSE CANDIDATES WHO FOR
WHATEVER REASON GETS STUCK AT A
DIFFERENT PHASE.
WE CANNOT FORCE THEM TO
SCHEDULE, BUT WE CAN PROVIDE,
YOU KNOW, MORE INFORMATION OR
WHATEVER CONTACT THAT THEY DO
NEED.
>> AND ONE OF THE THINGS THAT WE
ADD AS WE WOULD SEE WITH THE
OTHER JURISDICTIONS IS WHAT
WE'RE ADDING TO OURS IN TERMS OF
ADDING TO RECRUITERS.
THE RECRUDERS THAT WE HAVE
BROUGHT IN TO SUPPORT THIS
PROCESS.
THEY WILL ADDITIONALLY BE DOING
COMMUNICATIONS WITH THE PEOPLE
WHO ARE APPLYING TO TELL THEM
HEY, THE EXAM IS COMING UP.
GIVE THEM THE REMINDERS TO LET
THEM KNOW LIKE THESE ARE THE
NEXT STEPS.
A LOT OF THE PROCESSES IS
DEMYSTIFYING WHAT THE NEXT STEPS
ARE FOR THOSE PEOPLE WHO ARE IN
THE PIPELINE.
AND SO WHERE YOU SEE SOME OF
THAT DROPOFF, WE ARE HOPING TO
BE ABLE TO REDUCE SOME OF THE
DROPOFFS BY DEMYSTIFYING THE
NEXT STEPS ARE, AND THE EXAM AND
THIS AND HELPING THEM SCHEDULE
AND THEN REMINDING THEM OF WHEN
THEY SIGNED UP AND WHEN THEY
SHOULD BE MOVING FORWARD.
>> THANK YOU FOR DELVING A
LITTLE BIT INTO THE ROLE THAT
THE ADDITIONAL STAFF COULD PLAY
IN HELPING US MEET OUR GOAL
HERE, THANK YOU.
>> AND IF I COULD PIGGYBACK
BRIEFLY ON THAT POINT.
AS WE AND OTHER JURISDICTIONS
HAVE TRANSITIONED TO ELECTRONIC
ONLINE PORTAL, UNLIKE YEAR'S
PAST, WHERE ONE WOULD SIGN UP TO
SIGN UP IN PERSON, IT IS QUITE
EASY TO CLICK MANY JURISDICTIONS
IN TERMS OF WHO YOU WANT TO
APPLY FOR.
IT'S ALL THE MORE IMPORTANT TO
FOLLOW UP WITH THAT GROUP.
THAT'S A BIG DROPOFF.
AND IF WE COULD ADDRESS THAT AT
THE BOTTOM LINE AND THEY COULD
INCREASE SIGNIFICANTLY.
>> WITH THAT, WE'RE ACTUALLY
GOING TO MOVE ON.
>> AND SO IN THE NEW YEAR, WE
IMPLEMENTED AN ALL-ELECTRONIC
BACKGROUND SYSTEM, WHICH
CONVERTED SEVERAL STEPS IN OUR
PROCESS TO A VIRTUAL PROCESS.
AND FOR EXAMPLE THE SYSTEM SENDS
LINKS AUTOMATICALLY AND ROUTES,
FILES FOR APPROVAL,
ELECTRONICALLY, AND ALLOWS FOR
MORE APPLICANT TRACKING, TO THAT
TIME IT TAKES TO COMPLETE THAT
BACKGROUND SIGNIFICANTLY AND
LOKING AT 8 TO 12 WEEKS IF WE
HAVE A CHART IN THAT MOMENT THAT
SHOWS THE SIGNIFICANT DECREASE.
AND THROUGH OUR PARTNERSHIP WITH
NATIONAL TESTING NETWORK, WE
HAVE BEEN ABLE TO ADD MORE
LOCATIONS THROUGHOUT WASHINGTON
STATE FOR CANDIDATES TO TAKE THE
TESTS OUT.
FOLKS CAN TAKE THEIR P.A.T.
WITHOUT HAVING TO TRAVEL.
AND I WILL SAY WE FOUND THOSE
TRIPS, WHICH IS ON THE
APPLICANTEST' DIME, SO WE'RE
HOPING THAT CAN HELP.
AND THESE STEPS ARE ALL AIMED AT
REDUCING THE BARRIERS AND
REDUCING THE HIRING TIMES.
ANOTHER ONE OF
THE STEPS IN THE HIRING PROCESS
IS A MEDICAL SCREENING AND
HAVING THEIR OWN STAFFING
CHALLENGES THAT WE FOUND IT
DIFFICULT TO GET THEM IN AS
QUICKLY AS WE WOULD LIKE AND
ANOTHER VENDOR TO HELP WITH THAT
TO REDUCE THEIR TIMES.
IN TERMS OF THE OUT-OF-STATE
APPLICANTS, WE HAVE ADD VIRTUAL
OPTIONS FOR THE BOARDS, WHICH IS
THE INTERVIEWS, AND THE
BACKGROUND INTERVIEWS.
AND HERE AGAIN THIS WILL REMOVE
THE NEED FOR FOLKS TO TRAVEL
EVEN IN-STATE APPLICANTS, TAKING
A DAY OFF, TRAVELING ACROSS THE
STATE, ETC., ETC., THIS HAS BEEN
A BIG HELP.
AND THEN TO PIGGY PAC ON WHAT Z
WAS SAID EARLIER AS THE MANAGER
AND THE ON BOARD SPECIALIST,
WHICH WE ARE REALLY EXCITED
ABOUT, AND TO HELP COORDINATE
EFFORTS AND PROVIDE NOT ONLY
MORE FREQUENT CONTACTS WITH
APPLICANTS, BUT THE SEEMLESS
CANDIDATE EXPERIENCE.
>> PERFECT.
SO NOW ROLLING THAT ALL UP
TOGETHER, WHAT DOES IT ACTUALLY
MEAN?
IT MEANS SOMETHING VERY
SIGNIFICANT.
THIS IS PRETTY EXCITING.
AND PREVIOUSLY JUST A FEW MONTHS
AGO, THE PROCESS OF APPLYING TO
BE GIVEN YOUR OFFER, THAT COULD
BE MORE THAN EIGHT MONTHS.
AND I DON'T KNOW IF PEOPLE LOOK
FOR DIFFERENT ROLES, THAT IS A
LONG TIME TO BEING WITHOUT THAT
AND ALSO EASY TO FIND SOMETHING
ELSE, SO THAT IS JUST A HUGE WIN
FOR THIS TEAM TO BE ABLE TO GET
THAT DOWN TO FOUR TO FIVE
MONTHS.
AND SO THROUGH ALL THE WORK THAT
EVERYONE HAS MENTIONED, AND THAT
IS PRETTY SIGNIFICANT.
AND OUTSIDE OF BEING MORE
EFFICIENT IN OUR PROCESS, WE
HAVE SIMPLIFIED IT AS WELL.
SO GOING BACK TO THE MAJOR
CHANGES THAT HAPPENED, WE WERE
ABLE TO CHANGE OUR SUMMARY OF
THE STEPS AS A CANDIDATE.
INSTEAD OF HAVING 20 DIFFERENT
THINGS THAT YOU'LL HAVE TO DO IN
ORDER TO BECOME AN OFFICER, YOU
HAVE SEVEN MAIN ONES.
IT'S STREAMLINED, IT'S EASY TO
UNDERSTAND, AND IT IS EASY TO
MOVE THROUGH THAT.
WE'LL BE ABLE TO CONTINUE TO
HELP PEOPLE AND SO HOPEFULLY WE
WILL SEE PEOPLE STAY WITH US
THROUGHOUT THAT PROCESS AND
CHOOSE SEATTLE.
SOME REALLY EXCITING STUFF IN
THAT END.
>> ARE YOU REFERRING TO THE
PREEMPLOYMENT STEPS?
>> YEP.
>> CAN YOU TALK A LITTLE BIT
MORE IN DEPTH ABOUT THAT AND
GIVE US A SENSE OF WHAT SORT OF
THINGS?
>> YEAH, SO IT IS VERY
INTERESTING.
AND SO THIS IS OFTEN THE JOB
POSTINGS, STEPS ONE THROUGH
SEVEN.
BUT YOUR FIRST STEP, YOU'LL BE
DOING THE JOB APPLICATION, WHICH
ANYONE WILL HAVE TO DO FOR THE
CITY OF SEATTLE.
AND THEN YOU'RE GOING TO GO TO
NTN, SO THAT IS OUR NATIONAL
TESTING REQUIREMENT, WHERE
EVERYONE WILL GO TO THE NATIONAL
TESTING EXAMINATION, YOUR
SCHEDULES FOR THAT.
AND IT HAS MORE INFORMATION ON
THINGS THAT YOU NEED TO DO FOR
READINESS ON YOUR EXAM.
THAT IS YOUR SECOND STEP.
AND THEY WILL TAKE YOUR EXAMS
AND SCHEDULE AND TAKE YOUR
EXAMS.
AND THEN OUR AWESOME TEAM WILL
EVALUATE THAT AND BUILD OUT THAT
REGISTER.
ONCE YOU HAVE THAT, YOU'LL GO
RIGHT INTO THE EMPLOYMENT STEPS,
AND WE HAVE SO MANY DIFFERENT
DEPARTMENTS, AND NOW YOU HAVE
YOUR ORAL BOARDS AND YOUR
P.A.T., YOUR PHYSICAL AGILITY
TESTING.
AND YOU WILL ALSO START
BACKGROUNDING, YOU'LL GO THROUGH
YOUR MEDICAL SCREENING, AND ALL
THAT WITHIN JUST WHAT IS IT 8 TO
12 WEEKS NOW BEFORE YOU'RE GIVEN
YOUR OFFER.
SO A LOT OF DIFFERENT STEPS, BUT
IT'S GOOD TO BE ABLE TO BRACKET
IT.
IT'S EASY TO KNOW WHAT YOU'RE
DOING NEXT AS A CANDIDATE.
>> AND SO THE STEPS THAT HAVE
BEEN EITHER ELIMINATED OR
STREAMLINED INTO THE SEVEN
STEPS, THEY ARE NOT STEPS BY
REMOVING THEM FROM THAT PROCESS
THAT THEY ARE AFFECTING THE
QUALITY OF THE CANDIDATE?
>> NO, NOT AT ALL.
JUST STREAMLINED.
>> OKAY, THANK YOU.
>> AND THE OTHER PIECE OF THAT
IS THE USE OF TECHNOLOGY IN
ORDER TO HELP STREAMLINE THESE
TESTS.
IT'S NOT THAT WE ARE CUTTING ANY
CORNERS BY ANY MEANS, BUT THAT
WE ARE USING MODERN TECHNOLOGY
THAT WAS AVAILABLE ON TEN YEARS
AGO OR MORE.
AND TO BE ABLE TO HELP SHORTEN
THESE PROCESSES FOR OUR
APPLICANTS.
SO THEY'RE NOT WAITING AS LONG.
SO IT'S A LITTLE BIT OF A
REDUCTION.
THE POSTAL SERVICE WILL BE
DISAPPOINTED WITH A LITTLE
REDUCTION, AND USING PHYSICAL
MAIL TO GET INFORMATION
RECOMMENDATIONS TESTING
INFORMATION BACK AND FORTH.
AND CERTAINLY, YOU KNOW, WITH
OUR JOB HUNTING PUBLIC RIGHT
NOW, THEY ARE MORE ACCUSTOMED TO
DOING THINGS ELECTRONICALLY.
THIS IS A WAY WE CAN UTILIZE
TECHNOLOGY TO BE ABLE TO SPEED
UP THESE PROCESS AND IMPLEMENT
THEM IN THE SYSTEM.
A PART OF THE REASON THIS MIGHT
NOT HAVE BEEN DONE BEFORE IS
BECAUSE IT DOES TAKE AN
INVESTMENT, WHICH AGAIN, I WANT
TO THANK THE COUNCIL FOR MAKING
THAT INVESTMENT IN THE SYSTEM.
IT DOES TAKE AN INVESTMENT TO
PULL ALL OF THESE TECHNOLOGIES
AND ALL OF THESE SYSTEMS INTO
PLACE.
AND SO THE CITY IS NOW
BEGUN TO INVEST IN THOSE
SERVICES.
WE'RE SEEING THE FRUITS COME
FORWARD.
AND IN PARTICULAR ON THE
RECRUITING SIDE, WHERE WE ARE
ABLE TO UTILIZE TECHNOLOGY TO
TOUCH MORE CANDIDATES TO BE ABLE
TO HAVE MORE OF A DIRECT
CONVERSATION WITH THEM ABOUT
WHAT THEIR EXPERIENCES MIGHT
BE.
I DO WANT TO ALSO HIGHLIGHT
ONE THING, WHICH IS ON STEP
NUMBER TWO.
STEP NUMBER TWO, THE NATIONAL
EXAM.
ALL RECRUITS, ALL PEOPLE WHO ARE
THINKING OF GETTING INTO
POLICING.
THEY HAVE TO TAKE THE NATIONAL
EXAM.
AND SO THIS IS SOMETHING THAT
MIGHT GET POINTED OUT THAT
DURING THIS PROCESS IF SOMEONE
WERE TO HAVE SELECTED SEATTLE
AND MAYBE THEY SELECTED A COUPLE
OF OTHER JURISDICTIONS AROUND
US.
OUR ABILITY TO SPEED UP THIS
PROCESS, IF AT THAT SAME TIME
THEY'RE TESTING AND SELECTING
CERTAIN JURISDICTIONS.
AND TO HEAR FROM THOSE OTHER
JURISDICTIONS MUCH EARLIER THAN
WE DO ABOUT THE PROCESS IN
GETTING INTO THEIR PROCESS.
THEY MAY BE SEVERAL MONTHS AHEAD
OF US BEFORE SEATTLE WOULD GET
TO THE CANDIDATE.
SO WE MIGHT LOSE A REALLY GOOD
CANDIDATE TO ANOTHER
JURISDICTION JUST ON SPEED.
AND SO THAT IS WHY IT WAS
REALLY IMPORTANT FOR US TO FOCUS
ON THIS EARLY PROCESS.
>> THANK YOU.
>> ALL RIGHT.
NOW ON TO RECRUITMENT AND
MARKETING.
AND SO WE JUST TALKED ABOUT
THE PROCESS BEHIND THE SCENES
WORK THAT'S HAPPENING AROUND OUR
CANDIDATE EXPERIENCE.
NOW WE'RE GOING TO TALK ABOUT
HOW DO WE GET PEOPLE TO EVEN
KNOW ABOUT US?
TO KNOW WE'RE WANTING THEM.
TO UNDERSTAND WHAT THIS WORK
IS.
SO WE HAVE A BUILT OUT TIMELINE,
WHICH I'LL GO THROUGH IN JUST A
SECOND THAT IS REALLY FOCUSED ON
BOTH GETTING THE WORD OUT TO
FOLKS, BUT ALSO REALLY EDUCATING
FOLKS.
REALLY REBRANDING THE WORK, AND
REALLY HELPING PEOPLE KNOW HOW
GREAT SEATTLE IS AND HOW GREAT
THE SEATTLE POLICE DEPARTMENT
IS.
SO THE FIRST
PHASE OF THIS PLAN HAS BEEN
FOCUSED ON SURGE MARKETING.
WE'VE CLEANED UP
OUR PROCESS.
WE'VE MADE IT SIMPLER FOR PEOPLE
TO APPLY.
NOW IT'S ABOUT GETTING ADS OUT
THERE.
AND SO ON JANUARY 31, WE
LAUNCHED OUR FIRST AD CAMPAIGN
WHERE WE REALLY PUSHED HEAVILY
ON ALL THE DIFFERENT SOCIAL
MEDIA PLATFORMS.
SO WE HAVE FACEBOOK, ALL THE
META STUFF, INSTAGRAM,
LINKEDIN.
WE'RE PUSHING ADS.
AND THAT WAS THE FIRST GOAL.
GETTING PEOPLE TO KNOW ABOUT
US.
THE SECOND GOAL FOR THE SURGE
MARKETING IS ACTUALLY TESTING.
SO DURING THESE DIFFERENT
CAMPAIGNS, WE'VE BEEN DOING
TWO-WEEK CAMPAIGNS.
WE'VE BEEN TESTING DIFFERENT
GRAPHICS AND DIFFERENT MESSAGES
TO REALLY UNDERSTAND WHAT IS
EFFECTIVE AND WHAT REALLY
APPEALS TO PEOPLE AND HELPS
EDUCATE THEM.
SO THIS MAY BE AN IMAGE OF
SOMEONE IN THE COMMUNITY AND
SOMEONE DOING DETECTIVE WORK.
THIS MAY BE JUST A MESSAGE
AROUND INCENTIVES OR COMMUNITY.
REALLY JUST TRYING TO UNDERSTAND
LIKE WHAT IS APPEALING TO
PEOPLE?
WE HAVE BEEN TESTING.
THE SECOND PHASE THAT WE'RE
MOVING INTO NOW IS TAKING OUR
LESSONS LEARNED FROM ALL THAT
WORK AND ACTUALLY APPLYING IT
AND EXPANDING IT OUTSIDE
FURTHER.
SO THIS MONTH WE'RE GOING TO BE
EXPANDING OUR GRAPHICS.
CONTINUING SOCIAL MEDIA, BUT NOW
GOING INTO OUR RADIO AND
COMMUNITY PUBLICATIONS FROM
LESSONS LEARNED
SO THAT NEW CAMPAIGN THAT'S
ACTUALLY GOING TO BE STARTING IN
JUST A FEW WEEKS.
THE FINAL STAGE OF THIS, THE
THIRD PHASE, IS TAKING
EVERYTHING WE'VE LEARNED, ALL
THE RELATIONSHIPS WE BUILT WITH
OUR VENDORS, AND ACTUALLY
LAUNCHING A BRAND NEW CAMPAIGN.
SO THIS WILL BE
NEW GRAPHICS, NEW MEDIA, NEW
FOLKS TALKING, AND OUR NEW BRAND
THAT WILL HAVE LONG-TERM
AFFECTS.
SO THIS IS A DIFFERENT PHASE OF
OUR TIMELINES.
ON TOP OF ALL OF THIS, AND I
WISH I PUT MORE ON THIS.
WE HAVE BEEN DOING OUR
RECRUITING EVENTS.
THIS IS WHERE THEY ARE ACTUALLY
GOING TO THE COMMUNITY AND
CHATTING WITH FOLKS.
AND SO JUST RECENTLY YOU DID A
PUBLIC SAFETY EVENT.
ALL WOMEN OFFICERS CAME IN AND
THEY WERE ABLE TO START
EDUCATING THE COMMUNITY ON THE
WORK.
I WAS ABLE TO ATTEND THAT
SESSION.
IT WAS INCREDIBLY FANTASTIC TO
WITNESS PEOPLE, BEING ABLE TO
LEARN ABOUT THE WORK SEATTLE IS
DOING, BUT ALSO WORKING WITH OUR
OFFICERS TO ACTUALLY LEARN WHAT
THE ROLE ENTAILS.
ONE REALLY GOOD
EXAMPLE.
SOMETHING THAT HAPPENED IN THIS
EVENT, WE HAD A POTENTIAL
CANDIDATE COME IN.
INTERESTED IN DOING A RIDE
ALONG.
SO REALLY LEARNING ABOUT WHAT IT
MEANS TO BE AN OFFICER.
AND LAUREN WAS
ABLE TO ACTUALLY GET THAT
INDIVIDUAL SCHEDULED AND GET A
RIDE ALONG TWO WEEKS LATER.
AND THAT IS SOME OF THE THINGS
WE'RE DOING TO MOVE FORWARD.
WE'LL CONTINUE TO EXPAND THAT
AND TALK ABOUT THAT LATER IN OUR
NEXT STEPS.
>> OKAY, SO IF I WANTED TO HEAR
MORE ABOUT THE LESSONS LEARNED
IN YOUR TESTING, THAT'S COMING
UP LATER?
>> YES.
>> THE ONE THING I'LL ADD IS
THAT IN THE SPECIFIC
RECRUITMENT, WE ARE ALSO STILL
WORKING THROUGH WITH THE NEW
CAMPAIGNS, THE EFFORTS OF SPD.
SPD AND THE CHIEF HAVE SIGNED ON
FOR THE 30 FOR 30, WHICH IS 30%
IN POLICING BY 2030.
AND SO THAT IS ALSO A PART OF
OUR GOALS IS TO DIVERSIFY THE
POLICE FORCE AND TO JOIN
NATIONAL PUSHES FORWARD IN WHO
WE SEE SERVING.
SO ALL OF THIS
DOES TAKE INTO ACCOUNT THE
ADDITIONAL GOALS THAT WE BROUGHT
FORWARD THROUGH SPD FOR
RECRUITMENT AND WHAT THE FORCE
WILL LOOK LIKE IN THE FUTURE.
>> ALL RIGHT, NOW I'M GOING TO
TALK MORE ABOUT WHAT WE HAVE
DONE.
SO THE THIRD MARKETING PHASE.
IN BUILDING OUT THESE DIFFERENT
GRAPHICS, TO ACTUALLY DO REAL
TESTING.
WE SIMPLIFIED THEM DOWN AND
BROUGHT THEM DOWN TO SIMPLE
MESSAGES.
SO YOU CAN SEE AS AN EXAMPLE,
THIS IS AN INDIVIDUAL
WHO'S FINGERPRINTING.
WE HAVE BEEN FOCUSING ON MOST OF
OUR IMAGES ON EITHER PEOPLE
WITHIN COMMUNITIES, SO TALKING
WITH COMMUNITY OR ACTUALLY DOING
THE WORK THAT A PATROL OFFICER
WOULD BE DOING.
OUR TARGETED AUDIENCE WITH THESE
GRAPHICS HAS BEEN OUR NORMAL
TRADITIONAL ROUTES, AND OUR
NON-TRADITIONAL ROUTES.
WHAT'S BEEN PRETTY EXCITING
ABOUT LINKEDIN AND DOING OUR
GRAPHICS ON LINKEDIN IS THAT
WE'RE ACTUALLY ABLE TO TARGET
DIFFERENT EMPLOYMENT CAREERS.
SO IF YOU ARE CURRENTLY A NURSE,
WE'RE ACTUALLY ABLE TO GIVE YOU
GRAPHICS FOR SPD AND SAY HEY, WE
WOULD LOVE YOU TO CONSIDER US
AND JOIN.
THOSE HAVE BEEN SOME OF THE
NON-TRADITIONAL ROUTES WE'VE
BEEN LOOKING AT.
HEALTHCARE, SOCIAL SERVICES, AND
TEACHERS IN EDUCATION.
SO REALLY LOOKING FOR DIFFERENT
PIPELINES AND DIFFERENT HONOR
SYSTEMS TO BRING INTO THIS
WORK.
AND THEN ALSO LATERAL.
NOW THE STATS.
SO FROM FEBRUARY 1 TO THE 15th
OF THIS ABLE
TO WITH THESE DIFFERENT
CAMPAIGNS HIT JUST SHY OF
300,000 DIFFERENT UNIQUE
INDIVIDUALS.
SO THAT'S 300,000 FOLKS WHO HAVE
NOW BEEN ABLE TO SEE WHAT WE'RE
HERE TO OFFER AND ACTUALLY LEARN
MORE ABOUT US.
OUT OF THOSE FOLKS, MOST OF THEM
HAVE BEEN ABLE TO SEE THE
DIFFERENT GRAPHICS MORE THAN
ONCE, WHICH IS ALSO REALLY
IMPORTANT.
IT TAKES MORE THAN JUST ONE AD,
ONE MOMENT, ONE ENGAGEMENT TO
REALLY DECIDE TO CHANGE CAREERS
AND TRY SOMETHING.
SO THE MORE IMPRESSIONS WE GET,
THE BETTER.
NOW AS I MENTIONED EARLIER,
WE'RE DOING TESTING, WHERE WE
ARE ABLE TO PULL DIFFERENT
GRAPHICS AND HOW MUCH THEIR
CLICK THROUGH RATE COMPARES TO
OTHERS.
ON AVERAGE WE HAVE ABOUT A 1.5
CLICK-THROUGH RATE, WHICH MEANS
6,500 CLICKS.
THAT'S THE AVERAGE WHEN YOU
ACTUALLY LOOK AT THE GRAPHICS,
IT DEPENDS ON WHAT WE'RE
PRESENTING.
SO HERE ARE TWO DIFFERENT
EXAMPLES OF DIFFERENT WAYS WE
MARKETED.
ON THE RIGHT, YOU CAN SEE
WE ACTUALLY HAVE AN AD THAT HAS
THE INCENTIVES THAT WE HAVE BEEN
MOVING FORWARD ON.
DOWN BELOW, YOU CAN SEE WE HAVE
A VIDEO, AND I WAS GOING TO PLAY
THAT VIDEO, BUT I DON'T KNOW HOW
TO MAKE IT WORK ON HERE.
SO THESE ARE TWO OF THE OTHER
TYPES OF GRAPHICS AND CAMPAIGNS
WE'VE DONE.
DO YOU WANT TO HELP ME?
THANK YOU.
IT'S DOWNLOADED ONTO THE
COMPUTER SOMEWHERE.
OH NO RIGHT THERE.
THANK YOU EVERYONE FOR YOUR
PATIENT.
>> I CAME FROM THE MIDWEST WHERE
I WAS A POLICE OFFICER FOR SEVEN
YEARS.
IT MAY NOT WORK.
>> SO I CAME FROM THE MIDWEST,
WHERE I WAS A POLICE OFFICER --
>> AND WE CAN LEAVE THIS.
THIS IS IN THE AGENDA FOR PEOPLE
TO CLICK ON.
IT'S A GREAT STORY, SO I
DEFINITELY RECOMMEND PEOPLE TO
LOOK AT IT.
AND YEAH, WE CAN MOVE ON TO THE
PRESENTATION.
THANK YOU SO MUCH.
>> SO WHAT IS THE TAKEAWAY
HERE?
ARE YOU SAYING PEOPLE ENGAGE
MORE WITH VIDEO THAN WITH ADS
THAT PUSH OUT INFORMATION ABOUT
THE INCENTIVES?
I'M JUST REALLY INTERESTED IN
THE LESSONS LEARNED ABOUT YOUR
MARKETING TESTING.
>> NO, THAT'S AN EXCELLENT
QUESTION.
SO WE ARE STILL WORKING THROUGH
DATA.
WE ACTUALLY JUST LAUNCHED THE
DEALS IN THE LAST TWO WEEKS.
SO I DON'T THINK THAT'S ENOUGH
TIME TO REALLY SHOW IF VIDEO
ACTUALLY WORKS BETTER THAN JUST
GENERAL MESSAGES.
SO WE'RE WORKING
ON THAT INFORMATION RIGHT NOW.
WE'VE BEEN RUNNING THESE FOR
ABOUT TWO WEEKS, AND WE'RE GOING
TO HAVE THEM FOR ANOTHER TWO
WEEKS.
ONCE WE HAVE THAT DATA, WE'LL
PULL IT UP INTO A TABLE AND HAVE
A DASH BOARD TO START SEEING
WHAT IS HAPPENING, HOW MANY
APPLICATIONS ARE COMING FROM
THESE.
WHAT I WILL SAY
AS WELL IS CLICK THROUGH RATE IS
HELPFUL.
BUT WHAT IT WILL BE REALLY
HELPFUL IS TO SEE IN EACH EXAM
CYCLES, HOW MANY PEOPLE ACTUALLY
APPLY AND HOW DIFFERENT THAT IS
IN COMPARISON.
SO BECAUSE IT IS LAGGING PER
CYCLE, WE WILL BE A LITTLE BIT
BEHIND IN THAT DATA, BUT THAT IS
WHERE WE WILL STRIVE TO PUT IN
FRONT OF EVERYONE AS A DASH
BOARD.
>> AND JUST TO HIGHLIGHT, THIS
IS WHAT WE ARE TALKING ABOUT IN
TERMS OF THE TESTING.
SO BEFORE WE LAUNCH THE FULL
BRAND, THIS WILL ALLOW US TO
KIND OF SAY BEFORE WE THROW MORE
MONEY OUT INTO WHETHER OR NOT
SOMETHING WORKS OR HOPING THAT
IT WORKS, THE TESTING WILL APPLY
OUR INNOVATION PERFORMANCE
PARTNERS TO BE ABLE TO LOOK AT
WHAT WORKS AND WHAT DOESN'T
WORK.
AND TO BUILD THE
FULL CAMPAIGN AROUND THE DATA
THAT WE GATHERED.
>> THANK YOU.
FIRST OF ALL I HAVE TO SAY THANK
YOU VERY MUCH.
I COMMEND THE EXECUTIVE FOR ALL
THE WORK THAT YOU HAVE DONE TO
ADDRESS SPD'S SEVERE STAFFING
SHORTAGE.
SO THIS IS AMAZING.
AND I HAVE A QUESTION
SPECIFICALLY ON THE MONETARY
INCENTIVES.
AND IT'S BEEN
ALMOST EXACTLY A YEAR SINCE I
PUT FORWARD RESOLUTION, LET'S
SEE, 32050 CALLING FOR ANOTHER
STAFFING INCENTIVE PROGRAM.
INVOLVING A LOT OF THINGS, BUT
PRIMARILY HIRING BONUSES.
AND IT WAS ABOUT
THAT TIME THAT THERE WAS A
REPORT SAYING OH WELL,
INCENTIVES DON'T WORK BECAUSE
THE OFFICERS WEREN'T HIRED AS A
RESULT OF THE LAST INCENTIVES
PROGRAM.
AND I PUSHED BACK ON THAT AND
SAYING THAT IS BECAUSE AND THAT
YOU CANNOT LOOK AT HIRES IF IT
WASN'T IN PLACE FOR A LONG TIME,
SO I'M GLAD YOU'RE ADDRESSING
THE LENGTH OF THE APPLICATION
PROCESS.
AND IT'S A BETTER
INDICATION ON WHETHER OR NOT THE
INCENTIVES ARE WORKING AND IF IT
IS INTEREST, LETTERS OF INTEREST
OR THE FIRST RESPONSE.
SO I HAVE A QUESTION ABOUT THAT
BECAUSE I'M SEEING YOUR
PARTICULARS IN THIS AD RIGHT
HERE ON THE SCREEN, AND IT DOES
MENTION THAT INCENTIVES, THE
MONETARY INCENTIVES.
I'M WONDERING IF, THE
LEGISLATION THAT KIND OF
RESULTED FROM THE RESOLUTION
PASSED IN AUGUST, I WAS
EXPECTING THAT THE INCENTIVES
WOULD BE ADVERTISED WHERE WE
WOULD GET THE WORD OUT THAT
WE'RE OFFERING MONETARY
INCENTIVES BECAUSE EVERYBODY
ELSE, I MEAN ALL THE OTHER
JURISDICTIONS WERE.
SO I WAS THINKING
THAT WE WOULD GET THAT WORD OUT
THERE.
AND, YOU KNOW,
I'VE BEEN ASKING QUESTIONS ABOUT
THAT.
AND I DO SEE THAT
YOU ARE ADVERTISING THOSE
INCENTIVES ON INSTAGRAM AND
FACEBOOK AND ETC.
WHERE CAN HAVE
THOSE -- HOW ELSE HAVE YOU
GOTTEN THE WORD OUT FROM THOSE?
I DROVE BY THE JAIL THAT HAS A
BANNER SAYING $15,000 IF YOU
WANT TO WORK AT THE JAIL.
SO CAN YOU TALK A LITTLE
BIT ABOUT THAT BEFORE MOVING ON
TO THE NEXT SECTION?
>> YEAH, I DEFINITELY CAN.
SO WE HAVE BEEN REALLY FOCUSED
ON SOCIAL MEDIA AS A WAY TO
REALLY EXPAND OUT.
SOME OF OUR
AUDIENCES ARE REALLY WITHIN
WASHINGTON AND THE NORTHWEST
AREAS, SO THAT'S CONTINUING THAT
ONE WAY.
THIS CURRENT, THE
SECOND PHASE WE'RE IN RIGHT NOW
INCLUDES HAVING RADIO.
SO WE WILL BE HAVING RADIO
ACTUALLY IN LANGUAGE, LAUNCHING
IN THE 15th OF APRIL AS WELL
AS IN PUBLICATIONS.
SO THOSE WILL BE OTHER WAYS OF
THE MESSAGE SPECIFICALLY ARE
GOING TO BE GIVEN OUT TO THE
COMMUNITY.
GRAPHIC, RADIO, AND
PUBLICATION.
>> WE ALSO EARNED A TON OF -- A
TON OF EARNED MEDIA WHEN THOSE
INCENTIVES WERE ANNOUNCED.
I THINK THAT YOU ALL NOTICED
PROBABLY THE NEWS PICKED UP THAT
CYCLE AS WELL.
AND SO IT HAS BEEN PRETTY WELL
ADVERTISED THAT WE HAVE THE
INCENTIVES.
OTHER JURISDICTIONS HAVE BEEN
PAYING ATTENTION TO THE
INCENTIVES WE HAVE BEEN
OFFERING, AND WE'RE ON THE END
OF THAT.
WHAT IT WILL TELL US WITH HAVING
THE TWO DIFFERENT CAMPAIGNS IN
THE BEGINNING BEFORE WE DEVELOP
THE BROADER CAMPAIGN IS HOW MUCH
DO INCENTIVES ACTUALLY SWAY
PEOPLE IN THEIR DECISION TO SEEK
EMPLOYMENT WITH SEATTLE.
AND SO WE WILL HAVE MUCH MORE
FOR YOU WHEN WE FINISH THE FIRST
ROUND OF TESTING.
>> AND JUST A FOLLOW UP, MAY I?
>> ABSOLUTELY.
>> I WILL PUT IN A PLUG FOR
DOING BOTH ON PARALLEL TRACKS
BECAUSE I DO APPRECIATE THE
QUALITY OF THESE MARKETING
MATERIALS.
I ALSO THINK THAT IT DOESN'T
HURT TO JUST GET THE WORD OUT
THAT THE MONEY IS NOT
NECESSARILY WHAT MATTERS.
I'VE OFTEN SAID THAT IT IS
HAVING A POSITIVE WORKPLACE TO
WORK AT.
BUT WE ARE AS
NOTED AND COMPETING IT AND THERE
ARE CANDIDATES THAT ARE MAKING
CHANGES IN A LOT OF
JURISDICTIONS.
LET'S GET THAT OUT THERE.
>> AND THERE IS ONE THAT WE
MISSED, TELLING YOU ABOUT.
AND IT IS
IMPORTANT.
SO ON THE PORTAL STEP NUMBER TWO
WHERE YOU WOULD APPLY TO BECOME
A POLICE OFFICER, WE'VE BEEN
ADVERTISING ON THAT PORTAL.
THAT IS A PRETTY KEY ONE.
SO CAMP YOU'RE TAKING THE EXAM
AND RIGHT AS YOU TAKE THE
TESTING EXAM IT SAYS APPLY TO
PRINCETON, AND YOU'RE PROBABLY
THINKING ABOUT PRINCETON.
SO WE HAVE BEEN ADVERTISING ON
THAT PORTAL.
SO WE DO EXPECT TO GET A LITTLE
BIT MORE BANG FOR YOUR BUCK
THERE BECAUSE THERE ARE PEOPLE
WHO ARE READY TO TAKE THAT EXAM
AND OF ALL THE JURISDICTIONS
YOU'RE GOING TO CHECK TO SEND
YOUR SCORES TOO WILL BE
SEATTLE.
>> IF I COULD ADD THE SEATTLE
POLICE JOB'S WEBSITE WAS UPDATED
WITH THIS INFORMATION AND IT IS
CERTAINLY A PRIMARY TALKING
POINT IN THOSE IN-PERSON
EVENTS.
>> THANK YOU JUST TO STAY ON THE
HIRING INCENTIVES FOR ONE MOMENT
BECAUSE WE DID RECEIVE FROM THE
DEPARTMENT ON MARCH 14, 2023, A
MEMO SUMMARIZING WHERE WE ARE
CURRENTLY WITH THE HIRING
INCENTIVES.
I WAS EXPECTING SINCE THIS IS A
COMPREHENSIVE RECRUITMENT AND
RETENTION PROJECT UPDATE THAT
SOME OF THAT INFORMATION MIGHT
BE INCLUDED WITHIN THE SLIDE
DECK.
IS THE REASON FOR THE DELAY THAT
WE NEED A LITTLE BIT MORE TIME
TO FULLY ASSESS WHERE WE ARE
WITH THAT AND THE PRELIMINARY
DATA WASN'T ENOUGH TO GIVE AN
UPDATE?
COUNCIL MEMBER NELSON INDICATED
THE ONLY REFERENCE IN THIS IS,
YOU KNOW, SORT OF A MENTION IN
THE AD CLIP.
THERE IS NOT REALLY ANY CRITICAL
ASSESSMENT WITH THE HIRING
INCENTIVE DATA.
AND SO I JUST WANT TO MAYBE ASK
ABOUT THAT CHOICE OF ADMITTING
IT.
>> IT IS TOO EARLY TO DRAW THE
CONCLUSION WITH THE DATA AND THE
RESEARCHERS.
SO WE ARE BEING, YOU KNOW, OUR
INNOVATION PERFORMANCE TEAM IS
METICULOUS IN TERMS OF GETTING
THE DATA THEY NEED BEFORE THEY
CAN DRAW IN A CONCLUSION.
AND SO WE ARE STILL IN THAT
PROCESS.
WHEN WE HAVE DATA THAT WE FEEL
CAN TELL A STORY, WE WILL BE
ABLE TO SHARE THAT WITH YOU.
>> OKAY, GREAT.
THANKS.
>> ALL RIGHT, SO NOW WE'RE GOING
TO MOVE ON TO RETENTION AND WHAT
HAS BEEN HAPPENING.
>> AND I WOULD JUST SAY WITH
RETENTION, THIS IS THAT ABSOLUTE
FOCUS FOR THE CHIEF.
WE TALK ABOUT LATERALS BEING
HELPFUL BECAUSE THEY HAVE A
LIMITED TRAINING TIME BEFORE
THEY FEEL DEPLORABLE.
OUR EMPLOYEES FEEL THE BOTTOM OF
THE BUCKET THAT HAS TO BE
ADDRESSED.
AND REALLY AT THE
END OF THE DAY LIKE WE ALL DO,
EMPLOYEES WANT TO FEEL VALUED
AND RESPECTED, AND SO THAT IS A
FOCUS.
SOME OF THE ISSUES ASSOCIATED
WITH RETENTION ARE WRAPPED UP IN
ITEMS THAT HAVE TO BE NEGOTIATED
FOR STATE LAW, BUT I WANTED TO
TALK ABOUT A FEW OTHER ITEMS.
IN TERMS OF RETENTION, THEY
CONTINUE TO BUILD OUT IN A NET
SHELL TO INCREASE THEIR QUALITY
OF LIFE AT HOME AND AT WORK TO
THRIVE AND PERFORM THEIR BEST
OFF AND ON DUTY.
AND THIS UNIT, WHICH HAS BEEN
VERY WELL RECEIVED WITHIN THE
DEPARTMENT FOCUSES ON PROVIDING
SERVICES AND RESOURCES PROMOTING
EMOTIONAL AND PHYSICAL HEALTH OF
OUR EMPLOYEES.
THIS INCLUDES IN-PERSON TRAINING
AND ACCESS TO OUTSIDE RESOURCES
AND ONLINE SERVICES.
YOU'LL SEE THE PICTURE OF
THE DOGS THERE.
THAT'S REFERENCING OUR WELLNESS
DOG PROGRAM, WHICH HAS BEEN VERY
WELL RECEIVED WITHIN THE
DEPARTMENT.
IT'S SIMILAR TO THE OTHER
DEPARTMENTS PROGRAMS.
THE DOGS ARE UTILIZED DURING
HIGH-STRESSED INCIDENTS AND ROLL
CALL VISITS.
IT'S AMAZING WHAT A DOG WALKING
INTO A ROOM DOES TO EVERYONE'S
STRESS LEVEL I WILL SAY.
IN TERMS OF HEALTH AND WELLNESS
TRAINING, TRAINING IN AREAS SUCH
AS MINDFULNESS AND SLEEP
CONCERNS.
THE INTERNET WILL PUT ON THEIR
OWN TRAININGS RELATED TO
FITNESS, NUTRITION, AND YOGA.
THE UNIT ALSO CONTINUES TO BUILD
OUT THE DEPARTMENT'S SUPPORT
TEAM, WHICH CURRENTLY HAS 75
OFFICERS WHO ARE WILLING TO STEP
UP TO HELP THEIR PEERS WHO MIGHT
NEED IT.
WE HAVE FIVE PART-TIME
CONTRACTED MENTAL HEALTH
PRACTITIONERS WHO ARE AVAILABLE
TO OUR EMPLOYEES, AND ALL OF
THIS BUILT TOGETHER IS WORKING
TOWARDS REDUCING AND REMOVING
THE STIGMA OF FOLKS ASKING FOR
HELP WHEN THEY NEED IT.
IN TERMS OF THE SCHEDULE LAST
MONTH THE DEPARTMENT IMPLEMENTED
A FOUR-DAY 10-HOUR SHIFT
SCHEDULE.
THAT WILL PROVIDE THREE
FIXED DAYS OFF IN A ROW.
AND THIS IS A DEPARTURE AS YOU
KNOW FROM THE FOUR NINE-HOUR DAY
SCHEDULE THAT THEY HAD TWO
ROTATING DAYS OFF.
SO THIS WILL ALLOW FOR THREE
DAYS OFF IN A ROW, MORE RECOVERY
TIMES, AND SOME STABILITY
ABILITIES WITH FIXED DAYS OFF.
LASTLY I'LL MENTION THE CHIEF
EACH WEEK WILL TAKE TIME TO
SHOOT A SHORT VIDEO, USUALLY BY
ABOUT TWO MINUTES TO THE
DEPARTMENT AND RECOGNIZING THE
GREAT WORK THAT WAS DONE THAT
WEEK.
IT GIVES THEM THAT OPPORTUNITY
TO DO THAT TO SPEAK DIRECTLY TO
EMPLOYEES.
SO ALL OF THIS IS AIMED AT
GETTING AT THE WELL-ESTABLISHED
CONCEPT THAT WHEN EMPLOYEES CAN
BRING THEIR BEST AUTHENTIC SELF
TO WORK AND FEEL VALUED AND THAT
WILL GO UP.
SO WE ARE EXCITED ABOUT THEM
GOING FORWARD.
>> THERE WE GO.
SO NOW ONTO THE HIRING REPORT.
SO I KNOW THIS IS SOMETHING THAT
PEOPLE ARE VERY INTERESTED IN.
AND SO THERE ARE TWO DIFFERENT
PARTS OF THIS THAT SPEAK
SLIGHTLY SEPARATE, WHICH IS WHY
I HAVE TO HAVE TWO DIFFERENT
TABLES.
AND SO THE FIRST IS LOOKING AT
THIS YEAR'S APPLICATIONS.
AND THE NUMBER OF APPLICATIONS
THAT WE HAVE RECEIVED SO FAR.
WE'VE HAD THE ENTRY LEVEL
CANDIDATES APPLY TO BE AN SPD
OFFICER.
165 IN THIS CURRENT CYCLE THAT
WE ARE CURRENTLY IN.
AND THEN WE'VE HAD 37
LATERALS APPLY.
AND NOW WE HAVE TALKED
ABOUT WHAT WILL HAPPEN WITH
THOSE INDIVIDUALS AND THAT
EARLIER GRAPHIC, BUT AGAIN ALL
THE CHANGES THAT WE'VE
IMPLEMENTED WILL HOPEFULLY HELP
SOME OF THOSE FOLKS FEEL MORE
JOB READY AND MORE QUALIFIED TO
CONTINUE THROUGH THE PROCESS.
AND SECONDLY OUR SPD HIRING
DATA.
SO LOOKING AT JANUARY 1 UNTIL
MARCH 16.
WE ARE UP 19 OFFICERS.
AND SO 17 OF
THOSE ARE ENTRY RECRUITS FOR THE
ENTRY LEVEL.
THE REST ARE RETURNING
OFFICERS.
AND THAT WILL COMPARE TO
THE 10 FROM LAST YEAR.
SO WE'RE IN A REALLY SMALL
AMOUNT OF TIME AND IT IS
SOMETHING THAT WILL BE REALLY
IMPORTANT TO REMEMBER ABOUT THIS
DATA.
THAT ALL OF THOSE
NUMBERS ARE FOLKS WHO ACTUALLY
APPLIED LAST YEAR, RIGHT?
SO IT IS NOT LIKE THEY HAVE
APPLIED IN THE LAST WEEK AND
THEN THEY'RE ABLE TO MOVE
FORWARD.
THESE ARE ALL FOLKS FROM LAST
YEAR.
REALLY BEFORE WE IMPLEMENTED A
LOT OF THESE CHANGES IN THE
SYSTEMS.
SO IT WILL BE IMPORTANT TO WATCH
THE NEW APPLICATIONS COMING IN
AND WATCHING HOW THEY ACTUALLY
MAKE THEIR WAY THROUGH THE
PROCESS.
>> CAN YOU JUST GET A LITTLE BIT
MORE SPECIFIC ON THE PERIOD OF
TIME?
LIKE HOW MUCH, YOU KNOW, INTO
2022 DID THESE APPLICANTS GO
BACK?
>> YEAH.
AND SO FEEL FREE TO CORRECT ME.
BUT IF OUR PROCESS WAS TAKING
ABOUT EIGHT MONTHS FOR FOLKS TO
COMPLETE.
SO THESE NEW HIRES WOULD HAVE
ACTUALLY APPLIED THROUGH THE
PROCESS EIGHT MONTHS AGO.
AND SO THAT IS WHAT WE HAVE BEEN
NOTICING.
WE'RE GOING TO CATCH UP QUICKLY
THOUGH BECAUSE WE'RE DOWN TO
FOUR TO FIVE MONTHS, AND THAT IS
WHY IT'S IMPORTANT TO REMEMBER
THAT REFERENCE.
>> I'M ASKING BECAUSE MY
RECOLLECTION IS THE HIRING
INCENTIVES PROGRAM WENT INTO
EFFECT IN JULY AND AUGUST.
>> AUGUST.
AND IN THAT SUMMER.
>> APPROVED IN AUGUST.
>> OKAY, THANK YOU.
>> AND THEN ONE OTHER THING TO
NOTE, WE HAVE 56 INDIVIDUALS WHO
ARE CURRENTLY IN THE BACKGROUND
PHASE.
SO THAT'S 56 CANDIDATES WHO HAVE
GONE THROUGH THE REGISTER, HAVE
PASSED THEIR EXAMS, AND THEY'RE
GOING THROUGH THAT PROCESS.
WE WON'T KEEP ALL THE FOLKS,
BECAUSE THEY MIGHT BE
DISQUALIFIED AND THEY MOVE THEM
IN OTHER DIRECTIONS, BUT THAT'S
THE PEOPLE IN THAT STEP RIGHT
NOW, AND THEN WE HAVE 10
INDIVIDUALS, EIGHT, WHICH ARE
ENTRY LEVEL WHO ARE AWAITING
THEIR FIRST DAY ORIENTATIONS,
AND MORE PEOPLE WHO ARE COMING
ONLINE SOON.
>> WE HAVE A HAND FROM COUNCIL
MEMBER PEDERSEN?
>> THANK YOU SO MUCH.
>> COUNCIL MEMBER PEDERSEN?
>> THANK YOU, CHAIR HERBOLD.
JUST TRYING TO
LOOK AT SLIDE HERE.
LET ME JUST ASK MY QUESTIONS IN
GENERAL, WHICH ALL RELATES TO
THE SLIDE.
AND THANKS TO THE EXECUTIVE TEAM
FOR THIS IMPORTANT REPORT AND
ALL THE EFFORTS THAT ARE GOING
ON BEHIND THE SCENES FOR THE
PUBLIC SAFETY OFFICERS, AND
THANK YOU COUNCIL MEMBER NELSON
FOR CONTINUING TO ADVOCATE SO
STRONGLY FOR THIS.
WE'VE SEEN IN
RECENT SURVEYS OF THE GENERAL
PUBLIC THAT THE VAST MAJORITY
WANTS CITY HALL TO PRIORITIZE
THE SAFETY INCLUDING THE 400
POLICE OFFICERS, AND THE
DETECTIVE POSITIONS THAT ARE
LOST OVER THE PAST THREE YEARS.
ALONG WITH THE OTHER TOOLS TO
EFFECTIVELY ADDRESS THE CRIME
PREVENTION LIKE THE ALTERNATIVE
EMERGENCY RESPONSES.
AND THAT COUNCIL MEMBER HERBOLD
AND LEWIS AND SEVERAL OF US ARE
SUPPORTING.
THE MAYOR'S
RECRUITMENT PLAN WAS ANNOUNCED
EIGHT MONTHS AGO AS THEY NOTED
AS OF PAY 2022, THE NUMBER OF
TRAINED EMPLOYER OFFICERS WERE
JUST 954, THE LOWEST IN OVER 30
YEARS.
THEY SAID THEIR GOAL WAS TO
INCREASE THE NUMBER OF SEATTLE
POLICE OFFICERS WHO WERE
AUTHORIZED AND FULLY FUNDED AND
TO 1450.
I FULLY SUPPORT THAT GOAL TO
RESTORE AN AD OFFICERS.
AND THIS POWER
POINT IS SHOWING SOME INITIAL
PROMISING FINDINGS.
AND I'M CONFUSED
THOUGH BECAUSE OF THE SLIDE THAT
I WAS LOOKING AT JUST A DAY AGO
HAD DIFFERENT NUMBERS UNDER THE
HIRING DATA.
I'M WONDERING IF THAT IS BECAUSE
THERE'S A NEW POINT IN TIME
BECAUSE IT SHOWS NEGATIVE 26
INSTEAD OF A PLUS 19.
AND SO IF WE COULD EXPLAIN THAT
DISCREPANCY.
OBVIOUSLY WE'RE TRYING TO GET TO
A NET GAIN OF 500.
AND SO IF WE'VE GOT A NET CHANGE
OF 19 FOR 2.5-MONTH PERIOD,
THAT'S GOING TO TAKE SEVERAL
YEARS TO GET TO THE 500.
OBVIOUSLY A NEGATIVE SIX WOULD
BE WORSE.
JUST UNDERSTANDING THAT POINT IN
TIME DISCREPANCY PERHAPS.
AND ALSO IT LOOKS LIKE WE'RE
COMPARING IT TO THE PRIOR YEAR
TO DATE, WHICH IS 2022.
EARLY 2022.
AND I THINK IT WOULD BE HELPFUL
IN FUTURE REPORTS TO COMPARE IT
TO A YEAR, THE MOST RECENT
PREPAN DEMOBBING YEAR, SO 2019
WOULD BE USEFUL TO SEE HOW WE
ARE DOING COMPARED TO 2019 WHEN
WE DIDN'T HAVE SO MANY
CHALLENGES FACING US.
AND THE BUDGET,
SOME OTHER COMMITTEE MEMBERS,
THEY MENTIONED RECRUITMENT
DOLLARS WOULD BE REALLY HELPFUL
TO GET OUR BUDGET OF MAYBE SIX
OF THE LINE ITEMS ASSOCIATED
WITH THE RECRUITMENT STRATEGY.
AND SO WE COULD SEE WHAT WAS
ALLOCATED IN 2022 PER THAT
ORDINANCE THAT WE APPROVED 1-6,
AND ADOPTED IN AUGUST OF LAST
YEAR.
WE WOULD APPROVE MORE FUNDING.
SO IF WE COULD SEE ALL THAT THAT
WAS APPROVED AND THAT YEAR TO
DATE SPENDING FOR THEM
ADVERTISING THE NEW HUMAN
RESOURCES POSITIONS, AND ETC., I
THINK IT WILL GIVE US A GOOD
COMPREHENSIVE PICTURE OF WHAT'S
GOING ON.
SO IF YOU WOULD BE WILLING TO
PROVIDE THAT ADDITIONAL
INFORMATION, THAT WOULD BE
HELPFUL, AND THEN LETTING US
KNOW THE EARLIER DRAFTS OF THE
SLIDE VERSES THIS DRAFT WOULD BE
HELPFUL.
THANK YOU.
>> THANK YOU, COUNCIL MEMBER.
I'M ACTUALLY GOING TO FOCUS
ON THE SECOND PART FIRST AND
THEN I'LL ANSWER YOUR FIRST
QUESTION.
THAT SECOND PART
I THINK IS, YOU KNOW, SPOT ON.
WE DO NEED TO BE TRACKING MORE
OF THIS INFORMATION.
AND SO THANK YOU FOR THOSE
SUGGESTIONS.
I THINK WE WILL BE ABLE TO BILL
THAT OUT AND GIVE IT OUT TO OUR
HIRING REPORTS MOVING FORWARD.
WHAT I WOULD SAY IN SOMETHING
I'LL BE TALKING ABOUT IN THE
NEXT SLIDE IS ALL THE DATA IS
ACTUALLY INCREDIBLY IMPORTANT
FOR US TO BE WATCHING AS WE'RE
REALLY TRYING NEW CAMPAIGNS.
SO I DEFINITELY AGREE WITH YOU.
THAT'S WHY WE'RE BUILDING OUT A
HIRING PORT DASH BOARD THAT'S
ACTUALLY GOING TO HELP US WITH
THAT.
SO WE REALLY CAN COMPARE MOMENTS
IN TIME COMPARED TO LAST YEAR IN
2019 TO REALLY SEE HOW THE WORK
IS CHANGING.
SO WE CAN
DEFINITELY MAKE SURE WE WILL
BRING THAT FORWARD IN OUR NEXT
UPDATE.
I THINK THAT'S VERY IMPORTANT
FOR ALL OF US TO REALLY BE
TRACKING WHAT'S HAPPENING.
GOING BACK TO
THAT FIRST QUESTION.
THE REASON THESE NUMBERS ARE
SLIGHTLY DIFFERENT, THERE'S TWO
ELEMENTS.
ONE, THIS IS
MISSING THE RETIREMENTS AND
SEPARATIONS NUMBERS, WHICH HAVE
AFFECTED THIS.
SO THIS RIGHT NOW IS ONLY
THE PEOPLE WHO ARE ABOUT TO COME
IN.
SO THOSE ARE SOME OF THE NUMBERS
THAT ARE ON THE SAME CURRENTLY.
WE DID HAVE SOME SEPARATIONS
THIS YEAR, WHICH WILL BRING
THOSE NUMBERS DOWN IF YOU'RE
LOOKING AT NUMBERS.
>> OKAY, THANK YOU, CHAIR.
A FOLLOWUP?
>> ABSOLUTELY, COUNCIL MEMBER
PEDERSEN.
GO FOR IT.
>> DOES THE SLIDE DECK INCLUDE
THE SEPARATIONS THAT HAVE
OCCURRED DURING THE TIME PERIOD
OR IS IT JUST SHOWING THE
HIRES?
>> IT DOES NOT SHOW THE
SEPARATIONS, BUT I CAN TELL YOU
THAT SO FAR WE'VE HAD 22
SEPARATIONS OF OFFICERS AND
ABOVE, AND THREE STUDENT
OFFICERS.
>> COMPARED TO LAST YEAR, WHICH
WAS NEGATIVE 35 OFFICERS AND
THREE DIFFERENT RECRUIT
STUDENTS.
>> THANK YOU.
YEAH, I'M SEEING THE
PRESENTATION THAT WE'RE SHOWING
NOW DOESN'T INCLUDE INFORMATION
THAT WE RECEIVED AND POSTED
ONLINE, AND THE INFORMATION WE
RECEIVED POSTED ONLINE DID
INCLUDE THE RETIREMENTS AND
SEPARATIONS.
SO I APPRECIATE
THAT CLARITY.
WE DID RECEIVE IT IN THE SLIDE
REPORT, IT WASN'T A SLIDE
REPORT, BUT THE REPORT ON THE
ORDINANCE EARLIER.
THIS IS BY NO MEANS THE TAKEAWAY
FROM THIS REPORT BECAUSE YOU ARE
ALL DOING SO MUCH GOOD WORK.
I THINK IT'S IMPORTANT TO SEE
THE FULL PICTURE AND BE ABLE TO
LOOK AT THE FULL PICTURE AS IT
RELATES TO OUR GOAL.
I THINK OUR GOALS ARE VERY MUCH
TAGGED TO WHAT IS POSSIBLE AND
IN RECOGNITION THAT WE HAVE
SEPARATIONS AND RETIREMENTS.
AND I THINK THE
GOALS FOR JULY, 2022 TO FEBRUARY
OF '23 HAS BEEN 68 HIRES AND IT
LOOKS LIKE FROM THIS REPORT THAT
WE'VE SEEN 42 HIRES OVER THAT
PERIOD OF TIME AS COUNCIL MEMBER
PEDERSEN SAYS THAT WHEN YOU ALSO
FACTOR IN THE SEPARATIONS, AND
RETIREMENTS, THAT PUTS THOSE
HIRES IN REALLY IMPORTANT
PERSPECTIVE.
AND THEN I ALSO DO WANT TO ECHO
COUNCIL MEMBER PEDERSEN'S
INTEREST IN SOME OF THE
FINANCIAL INFORMATION.
AND SO THE COUNCIL APPROVED THE
$750,000 IN ADDITION TO THE
$170,000 IN THE RECRUITMENT PLAN
BILL FROM LAST SUMMER.
IT WOULD BE GREAT TO KNOW OF
THOSE DOLLARS, WHAT HAS BEEN
INCOMBERRED, YET TO BE SPENT
SIMILARLY ON THE RETENTION
INITIATIVES.
COUNCIL FUNDED $450,000 IN
RETENTION INITIATIVES FOR 2023
AND $400,000 FOR 2024.
I BELIEVE FROM THE ACTIONS, THAT
FUNDING WAS INTENDED TO SUPPORT
15 DIFFERENT RETENTION
STRATEGIES, SO JUST REALLY
GETTING A LITTLE BIT MORE ON
WHICH OF THOSE THINGS WE HAVE
BEEN ABLE TO DO WITH THOSE
DOLLARS.
WHICH ONES WE
MIGHT NEED TO LOOK AT ADDITIONAL
INVESTMENTS TO BE ABLE TO FUND
IN THE FUTURE WOULD BE VERY
HELPFUL TO ALL OF US HERE.
>> THAT SOUNDS GOOD.
COUNCIL MEMBER MOSQUEDA?
>> THANK YOU SO MUCH.
OKAY.
THANK YOU.
DO YOU WANT ME TO WAIT?
>> YES, THANK YOU VERY MUCH
COUNCIL MEMBER MOSQUEDA.
YOU'RE RIGHT.
MY FOLLOWUP WHEN YOU'RE
PRESENTING THE DATA TO US, IT
WOULD BE HELPFUL TO NOT ONLY
HAVE THAT NET NUMBER.
IF THE NET NUMBER IS MINUS SIX,
EVEN THOUGH THAT'S BETTER THAN
THE MINUS 28 FROM THE PARTY,
IT'S AN IMPROVEMENT, BUT STILL
NEGATIVE AND WE NEED TO KNOW
THAT.
OUR OVERALL IS TO ENCOURAGE
THESE PLANS, TO FOLLOW UP WITH
THESE PLANS, AND WE ALL WANT TO
HAVE A NET GAME OF OFFICERS WHEN
IT IS NEGATIVE SIX, THAT WE NEED
TO KNOW THAT.
PEOPLE HAVE ACCESS TO THE
AGENDA.
AND THEN ALSO INCLUDING THE
GOALS THAT COUNCIL MEMBER
HERBOLD HAD MENTIONED, THE
PROGRESS TO GOAL IS REALLY
IMPORTANT, SO WE CAN PROVIDE THE
OVERSIGHT AND SUPPORT ALONG THE
WAY HERE AS YOU'RE TRYING TO DO
GOOD WORK HERE.
I THINK IT'S WHERE WE HAVE ALL
THAT INFORMATION TOGETHER AND IN
ONE PLACE TO REALLY ASSESS IT
AND MOVE FORWARD.
>> THANK YOU.
>> MADAM CHAIR, SORRY ABOUT THE
BACK AND FORTH THERE.
I APPRECIATE THE PANEL HERE
TODAY AND THANK YOU FOR THE
UPDATE.
I DID ALSO WANT TO ECHO THE
APPRECIATION FOR THE DESIRE TO
SEE MORE OF WHAT WAS INCLUDED IN
LAST YEAR'S BUDGET AND FRANKLY
THE TWO-YEAR BUDGET BEFORE
THAT.
IT'S HELPFUL TODAY THAT THERE
HAS BEEN PUBLIC ACKNOWLEDGMENT
OF THE INVESTMENTS IN THIS
BUDGET AND FROM MY COLLEAGUES
AND TO HAVE THAT REITERATED FROM
THE DEPARTMENT AND THE TEAM FROM
THE EXECUTIVE'S OFFICE AS WELL.
TO REMIND FOLKS.
THERE WERE SOME WILD ACCUSATIONS
AND MISINFORMATION THAT
UNFORTUNATELY GOT PICKED UP BY
MEMBERS OF THE PRESS.
AND SO THERE IS STILL A
MISUNDERSTANDING ABOUT WHAT WAS
INCLUDED IN THIS BIANNUAL BUDGET
AND LET ALONE THE ANNUAL BUDGET,
SO THANK YOU FOR CONTINUING TO
LIFT UP THE INVESTMENTS MADE AS
WELL AS MAKING SURE EVERY PENNY
REQUESTED FOR THE HIRING PLAN,
THE INDIVIDUALS THAT THEY WANTED
TO REACH OUT TO THAT THE
ORIGINAL PROPOSAL WAS THERE AND
ON TOP OF THAT, THEY HAD
INCLUDED THE BONUSES, WHICH WAS
NOT A PART OF THE ORIGINAL
PACKAGE.
I THINK THE ORIGINAL REQUEST AND
THE ORIGINAL HIRING PLAN AND IN
ADDITION TO THE RETENTION
STRATEGIES, THEY WERE INCLUDED
IN THE BUDGET.
I THINK THAT'S HELPFUL
CLARIFICATION TO WHAT WAS
THERE.
I WOULD LOVE TO SEE THE REPORT
OUT ON HOW THEY'RE BEING SPENT
AND WHAT IS STILL TO BE SPENT
AND THAT IS GREAT FOR
TRANSPARENCIES AS WE SOUGHT TO
DO THAT SINCE MY TEN YEAR ON THE
BUDGET COUNCIL CHAIR AND
SPIRITED WITH THE BUDGET, THAT'S
GREAT, BUT ALSO MEMBERS OF THE
PUBLIC TO KNOW HOW WE'RE DOING,
TRYING TO DO THE OUTREACH ON
THIS NATIONAL ISSUE OF ALL THE
POLICE DEPARTMENTS, LOOKING FOR
DIFFERENT WAYS TO REACH OUT TO
DIVERSIFY THEIR EMPLOYMENT, BUT
ALSO TO APPROVIN THE RETENTION
STRATEGIES.
I ALSO APPRECIATE THAT THE
RECENT SURVEY WAS NOTED.
I WOULD ALSO NOTE THAT A HIGHER
PERCENTAGE OF RESPONDENTS, 10%
HIGHER PERCENTAGE RESPONDED TO
SAY THEY WERE ACTUALLY
INTERESTED IN CREATING THE
DIFFERENT APPROACH WITH UNARMED
OFFICERS THAT WILL CORRESPOND.
THAT WILL SHOW A HIGH NUMBER OF
THOSE CALLS THAT OFFICERS ARE
BEING DEPLOYED TO DON'T ACTUALLY
REQUIRE THE BADGE AND GUN,
DEEPLY INVOLVED IN.
AND THE SENIOR DEPUTY MAYOR
HARRELL AS WELL AND LEADING ON
OUR EFFORTS TO MAKE SURE THAT WE
HAVE A BALANCE OF SOLUTIONS THAT
OFFICERS ARE REALLY TRULY ABLE
TO RESPOND TO HIGH PRIORITY
CALLS AND FOR CALLS THAT DON'T
REQUIRE AN OFFICER AND AN
OFFICER WITH A GUN AND A BADGE
THAT WE ARE DEPLOYING THE RIGHT
PEOPLE AS WELL.
THAT'S WHY I THINK IN ADDITION
TO SHOWING WHERE WE HAVE
INVESTED IN THE RECRUITMENT AND
THE RETENTION PLAN, THAT IT WILL
BE HELPFUL TO HAVE A PARALLEL
PRESENTATION THAT WILL SHOW YOU
HOW THE DOLLARS WE HAVE DEPLOYED
INTO MENTAL HEALTH SERVICES, GUN
VIOLENCE SERVICES, YOUTH
VIOLENCE REDUCTION STRATEGIES,
AND OUR SWEEP OF COMMUNITY
SAFETY ORIENTED SOLUTIONS ARE
ALSO BEING DEPLOYED, SO PEOPLE
CAN SEE THAT BALANCE SIDE BY
SIDE AND TO KNOW THAT WE ARE
TRYING TO MAKE THE INVESTMENTS
BOTH IN RECRUITING, RETAINING
THE FRONT-LINE OFFICERS, JUST AS
MUCH AS WE'RE TRYING TO SCALE UP
THE COMMUNITY-ORIENTED
SOLUTIONS, ESPECIALLY BECAUSE OF
THE DUAL INVESTMENTS THAT WE'VE
BEEN MAKING OVER THE LAST THREE
YEARS AND TO HELP COMBAT SOME OF
THE MISUNDERSTANDING THAT'S OUT
THERE.
I'M EXCITED ABOUT THE UPCOMING
LEVY THIS COUNCIL HAS ENDORSED
THE PROPOSITION ONE.
THE LEVY TO CREATE THE FIVE
BEHAVIORAL HEALTH CENTERS AND
IMPROVE ACCESS TO WORK FORCE
WITHIN THE BEHAVIORAL HEALTH
SECTOR.
I THINK THIS IS CRITICAL BECAUSE
IT RESPONDS TO THE NUMBER ONE
ISSUE I HEAR FROM FRONTLINE
RESPONDERS.
BOTH FIREFIGHTERS AND POLICE
OFFICERS HAVE SAID THERE IS
NOWHERE TO TAKE PEOPLE WHEN THEY
SHOW UP AND SEE PEOPLE IN
MOMENTS OF CRISIS.
THEY RECOGNIZE THEM.
THEY KNOW THEIR NAMES, THEY'RE
SHOWING UP, AND SEEING PEOPLE IN
CRISIS OVER AND OVER AGAIN.
I'M HOPEFUL THAT AS WE CREATE
MORE PLACES FOR FRONTLINE
RESPONDERS TO TAKE PEOPLE IN
MOMENTS OF CRISIS IT WILL HELP
IMPROVE RETENTION AS WELL
BECAUSE THAT IS SOMETHING I
CONTINUE TO HEAR FROM OFFICERS
AND FIREFIGHTERS THAT THEY
FAILED TO DEMORALIZE THAT THERE
IS NOTHING THEY COULD DO FOR
SOME OF THESE PEOPLE IN CRISIS
WHEN THEY'RE SHOWING UP.
SO LET'S MAKE SURE THAT
WHEN PEOPLE ARE CALLING 911,
THEY'RE GETTING THE RIGHT PERSON
TO RESPOND TO THE TYPE OF
CRISIS, AND THEN NUMBER TWO,
WHEN SOMEBODY SHOWS UP, THERE'S
A PLACE TO HELP THEM GET THE
HELP THEY NEED, SO IT'S NOT A
REVOLVING DOOR AT THE JAIL OR
HARBORVIEW.
I THINK THAT WILL HELP PROVIDE
MUCH NEEDED ASSISTANCE IN TERMS
OF RESOURCES AND TOOLS FOR OUR
FRONTLINE OFFICERS AND
FIREFIGHTERS.
AND I THINK TELLING THAT
FULL STORY IN TERMS OF THE
INVESTMENT AND RETENTION AND
RECRUITMENT THAT MY COLLEAGUES
HAVE ASKED FOR ALONG WITH THE
INVESTMENTS IN THE COMMUNITY
SAFETY, STRATEGIES, THEY WILL
HELP TELL THE FULLER PICTURE AS
WELL WHEN WE HAVE THIS
PRESENTATION IN THE FUTURE.
SO JUST WITH THAT, I WANTED TO
SAY THANK YOU AND PROVIDE THAT
ADDITIONAL CONTEXT OF WHERE WE
ARE SEEING THE NEED AT LEAST
FROM THE CONVERSATIONS THAT I'VE
HAD ABOUT HOW TO GET PEOPLE INTO
SERVICES ONCE THOSE OFFICERS
SHOW UP.
AND SENIOR DEPUTY
MAYOR, THANKS AGAIN FOR YOUR
LEADERSHIP ON BOTH THOSE
FRONTS
>> THANK YOU FOR THAT.
I ALSO WANT TO, AGAIN, THANK THE
COUNCIL FOR THEIR UNDERSTANDING
AND SUPPORTING FULLY
COMPREHENSIVE MULTI-PRONGED
APPROACH.
THIS IS CERTAINLY JUST
PRESENTING ON ONE ASPECT OF ALL
OF THIS WORK TODAY.
WE HAVE BEEN DOING A LOT IN ALL
OF THE DIFFERENT SECTORS.
WE'VE GOT GUN
VIOLENCE AWARENESS WEEK THAT
WE'RE PUTTING TOGETHER FOR SOME
OF THAT WORK.
OBVIOUSLY WE'RE DOING THE
CIVILIAN ASSISTED WORK THAT WE
ARE COLLECTIVELY DOING
TOGETHER.
AND WE TOO
SUPPORT THE CRISIS CENTERS THAT
ARE COMING ONLINE.
WE SEE THEM AS A CRITICAL
COMPONENT TO THIS WORK THAT
WE'RE DOING.
THEY WILL BE A BENEFIT NOT ONLY
TO OUR FIRE, OUR FIREFIGHTERS
AND POLICE OFFICERS AS THEY WILL
HAVE PLACES TO TAKE PEOPLE WHO
ARE IN CRISIS.
BUT NOT HAVING
COMMITTED A CRIME OR ANYTHING
LIKE THAT.
BUT ALSO IT WILL
BE AN ADDITIONAL RESOURCE FOR
OUR CIVILIAN DEPARTMENT AS WE
BRING IT FORWARD.
WE ARE HOPING THAT SEATTLE WILL
PUT ITSELF IN A VERY STRONG
POSITION TO NOT ONLY HAVE AN
ADULT CRISIS CENTER FROM THE
COUNTY'S LEVY.
BUT ALSO WE ARE
DOING THE RESEARCH RIGHT NOW TO
PUT OURSELVES IN A POSITION TO
BE ABLE TO ADVOCATE FOR A YOUTH
CRISIS CENTER FOR THE CITY OF
SEATTLE AS WELL.
AND SO WE KNOW
YOU'VE ALL BEEN REALLY STRONG
PARTNERS IN THAT.
YOU KNOW, IT IS A
MULTI-PRONGED APPROACH.
THOUGH WE ARE
ADDRESSING JUST ONE AVENUE OF
THIS TODAY.
WE CONTINUE TO
WORK ON ALL OF THE DIFFERENT
WAYS IN WHICH THE COMMUNITY
WANTS TO SEE SOLUTIONS FOR
PUBLIC SAFETY.
>> THANK YOU SO MUCH.
SENIOR DEPUTY MAYOR HARRELL.
AND I ALSO WANT TO SAY BEFORE WE
CLOSE THIS ITEM OUT, I WANT TO
THANK YOU.
BUDGET CHAIR, FOR
UPLIFTING THE ROLE OF MORALE IN
RECRUITMENT AND THE ROLE
SPECIFICALLY OF OUR FIRST
RESPONDERS IN HAVING THE SENSE
THAT THEIR WORK IS ACTUALLY
HELPING PEOPLE BY ENSURING THEY
HAVE A WAY TO ENSURE PEOPLE IN
CRISIS GET AN APPROPRIATE
RESPONSE.
I WHOLEHEARTEDLY AGREE THIS IS A
VERY IMPORTANT ELEMENT OF A
RECRUITMENT PLAN.
I APPRECIATE THAT
THE EXECUTIVE IS ALIGNED IN
THOSE GOALS.
AND ALSO CHAIR MOSQUEDA, THANK
YOU FOR CORRECTING THE RECORD ON
THE COUNCIL'S FUNDING FOR THE
MEDIA PLAN, WHICH WAS AT $1.5
MILLION.
IN ERROR I SAID $750,000.
>> DID I HEAR A QUESTION ABOUT
THE APPLICATION DATA?
>> ABSOLUTELY.
GO AHEAD COUNCIL MEMBER.
>> AND SO TO THE EFFECTIVENESS
OF THIS, I'M JUST CURIOUS ABOUT
THE COMPARISONS FROM 2021 YEAR
TO DATE BECAUSE I BELIEVE THAT
THE NEWS IS GOOD THAT THERE HAS
BEEN MORE APPLICANTS THAT HAVE
BEEN RECEIVED.
AND I THINK
YOU'RE HEARING STRONG SUPPORT
FROM THIS COMMITTEE AT LEAST AND
IT SOUNDS LIKE FOR ALL OF YOUR
EFFORTS AND FOR THE INCENTIVES,
IT SOUNDS LIKE MOST OF US ARE ON
BOARD, SO THANKS.
>> ALL RIGHT, THANK YOU SO MUCH
FOR TAKING THE TIME.
I KNOW THERE'S A LOT GOING ON
HERE TODAY AROUND PUBLIC
SAFETY.
I APPRECIATE YOU BEING WITH US.
>> THANK YOU.
THIS IS WHAT'S COMING NEXT, SO
JUST EVERYONE KNOWS.
A LOT OF VERY EXCITING THINGS.
MORE RECRUITING, MORE
INTERACTION, MORE REPORTING I
HEAR FROM YOU ALL, AND MORE
MARKETING.
THANKS, EVERYONE.
>> THANK YOU.
>> ALL RIGHT, MR.
CLERK, PLEASE READ THE NEXT
AGENDA ITEM INTO THE RECORD.
>> AGENDA ITEM 4, OFFICE OF
EMERGENCY MANAGEMENT COMMUNITY
ENGAGEMENT PLAN.
>> AND WHILE WE'RE JOINED AT THE
TABLE, I WILL MAKE SOME
INTRODUCTORY REMARKS.
EVERY THREE YEARS, THE OFFICE OF
EMERGENCY MANAGEMENT'S COMMUNITY
ENGAGEMENT TEAM UPDATES THEIR
COMMUNITY ENGAGEMENT PLAN.
THIS PLAN DETAILS
STRATEGIES FOR EMERGENCY
PREPAREDNESS EDUCATION, OUTREACH
EFFORTS ACROSS THE CITY.
WE'RE JOINED BY
THE DIRECTOR OF THE OFFICE OF
EMERGENCY MANAGEMENT AND THE
OFFICE OF EMERGENCY MANAGEMENT'S
COMMUNITY ENGAGEMENT DIRECTOR TO
SHARE THE PLAN.
THANK YOU SO MUCH FOR JOINING
US.
JUST AS SOON AS YOU'RE ALL SET
UP, I'LL PASS IT OFF TO YOU TO
INTRODUCE YOURSELVES, AND LAUNCH
THE PRESENTATION.
>> THANK YOU VERY MUCH CHAIR
HERBOLD AND COUNCIL COMMITTEE.
WE REALLY APPRECIATE THE
OPPORTUNITY TO PRESENT TO YOU
TODAY.
MY NAME IS CURRY MAYER, AND I AM
THE DIRECTOR OF SEATTLE OFFICE
OF EMERGENCY MANAGEMENT.
AS YOU MIGHT IMAGINE, COMMUNITY
ENGAGEMENT IS TOP OF MIND FOR US
ALL THE TIME.
WE SEEK OR ARE ALWAYS SEEKING
NEW PEOPLE TO ENGAGE WITH AND
ALWAYS LOOKING FOR WHO ARE WE
NOT YET CONNECTED TO?
THIS IS OUR STRATEGIC PLAN FOR
THE NEXT THREE YEARS, 23 TO 25.
I ALSO WANTED TO MENTION WE HAVE
A SMALL TEAM THAT WORKS AT OEM
SPECIFICALLY ON OUTREACH AND
EDUCATION.
WE ALSO HAVE A
REALLY WONDERFUL PROGRAM CALLED
COMMUNITY SAFETY AMBASSADORS IS
THAT YOU'LL HEAR ABOUT TODAY,
WHO ARE COMMUNITY MEMBERS.
WHO SPEAK 16 DIFFERENT
LANGUAGES, AND SO THEY'RE ABLE
TO PROVIDE TRAINING AND
EDUCATION TO THE PUBLIC IN THOSE
16 LANGUAGES ABOUT HAZARDS,
ABOUT PREPAREDNESS, ABOUT BEING
RESILIENT.
SO THAT'S REALLY EXCITING.
WE HAD FUNDED THAT IN THE PAST
THROUGH SOME GRAND OPPORTUNITY
THROUGH THE URBAN AREA SECURITY
INITIATIVE.
THAT FUNDING IS GOING AWAY IN
THE NEXT YEAR.
BUT WE ARE REALLY PROUD OF THAT
PROGRAM.
SO I WOULD LIKE TO INTRODUCE
SOPHIA LOPEZ, WHO IS THE
COMMUNITY ENGAGEMENT MANAGER.
THIS IS HER PROGRAM.
AND SO SHE WILL GIVE YOU A LOT
OF DETAILS ABOUT THE GREAT WORK
SHE'S DOING.
AGAIN, THANK YOU FOR HAVING US.
>> HELLO, THANK YOU FOR HAVING
US AND INVITING US TO SPEAK.
AS DIRECTOR MAYOR MENTIONED,
THIS IS OUR COMMUNITY ENGAGEMENT
PLANT.
TODAY I'M GOING TO PROVIDE A
BRIEF OF THE DOCUMENTATION THAT
WAS PROVIDED, SO THERE IS A LINK
IN THE AGENDA FOR THOSE
ATTENDING VIRTUALLY.
I'M A CERTIFIED CITY MANAGER IN
THE SEATTLE CITY OFFICE OF
EMERGENCY MANAGEMENT, AND I
OVERSEE THE COMMUNITY ENGAGEMENT
PROGRAM.
RIGHT OFF THE BAT, THE DOCUMENT
ITSELF PROVIDES A BRIEF
INTRODUCTION INTO OUR OFFICE,
BUT HIGHLIGHTING SPECIFICALLY
OUR OVERARCHING GOALS FOR
COMMUNITY ENGAGEMENT IN
GENERAL.
THE IDEA BEHIND IT IS THAT
WE ARE TRYING TO CREATE A
CULTURE PREPAREDNESS CITY WIDE.
AND THIS ENTAILS INCREASING
SELF-SUFFICIENCY, RECOVERING
CAPABILITIES, POST DISASTER.
WE HAVE A VARIETY OF RESOURCES
THAT I'LL COVER AS FAR AS HOW WE
IDENTIFY WHAT HAZARDS ARE MOST
IMPACTFUL TO THE CITY OF SEATTLE
AND THOSE WHO LIVE AND WORK HERE
THROUGHOUT THE PROGRAM.
WE ALSO MAKE IT A POINT TO
PROVIDE TARGETE AND TAILORED
EDUCATION, SO WE KNOW ONE SIZE
DOES NOT FIT ALL.
AND SO OUR APPROACH IS
LOOKING AT THE WHOLE COMMUNITY
AND WITH THE EQUITY LENS, USING
AN EQUITY LENS IN THE WORK WE DO
AND MAKING SURE WE'RE INCLUSIVE
ACROSS THE BOARD.
AND THEN THIRDLY
WE FOCUS ON BUILDING
RELATIONSHIPS WITH COMMUNITY
BASED ORGANIZATIONS AND
FAITH-BASED ORGANIZATIONS
SPECIFICALLY BECAUSE WE
UNDERSTAND THAT IN TIMES OF
DISTRESS, THOSE INDIVIDUALS AND
ENTITIES WOULD BE, COULD BE THE
PRIMARY VOICE FOR COMMUNITY
MEMBERS.
THERE ARE ALREADY TRUSTED
VOICES.
AS A PART OF THIS EFFORT TO
BUILD THE RELATIONSHIP THAT
GOVERNMENT HAS WITH LOCAL
COMMUNITY, WE WORK THROUGH
ALREADY EXISTING TRUSTED VOICES
SUCH AS SOME COMMUNITY BASED
ORGANIZATIONS.
SOME OF THE RESOURCES WE
ARE DEPENDENT ON.
SO AS DIRECTOR MAYER MENTIONED,
WE HAVE A STAFF OF THREE AND
COORDINATORS.
BUT IN ADDITION TO THAT, WE ALSO
HAVE A SUPPORT THROUGHOUT THE
OFFICE.
SO OEM IS A SMALL
TEAM, BUT EVERYONE SUPPORTS EACH
OTHER.
THERE'S A LOT OF
INTERCONNECTEDNESS IN THE WORK
BEING DONE.
FOR EXAMPLE THERE'S CROSS WORK
WITH OUR PLANS AS PLANS ARE
WRITTEN.
COMMUNITY ENGAGEMENT TAKES THOSE
PLANS AND CIRCULATES THEM
THROUGH THE PUBLIC, THROUGH
FOCUS GROUPS, THROUGH A VARIETY
OF CONVERSATIONS THAT WILL LEAD
TO MAKE SURE WE'RE GETTING INPUT
AND IT'S FOR THE COMMUNITY BY
THE COMMUNITY.
AND WE ALSO HAVE
A TEAM OF VOLUNTEERS THAT
PROVIDE OUTREACH EDUCATION FOR
US ON OUR BEHALF.
THERE'S ABOUT NINE VOLUNTEERS.
THESE ARE MEMBERS OF THE
COMMUNITY.
A LOT OF THEM ARE THOROUGHLY
INTERCONNECTED WITH THE EXISTING
SYSTEMS, SUCH AS THE SEATTLE
EMERGENCY HUB NETWORK AND AS
WELL AS OUR OWN AUXILIARY
COMMUNICATION SUPPORT AND
PROVIDING DISASTERS, A LOT OF
THOSE ARE CONNECTED ACROSS THE
BOARD AND PROVIDE PUBLIC
EDUCATION FOR US AS WELL.
AND IN ADDITION
TO BASIC DISASTER HANDS-ON
SKILLS TRAINING, WE ALSO HAVE A
SPECIAL TOPICS CLASS THAT WE
OFFER, WHICH IS STOP THE BLEED,
A NATIONWIDE PROGRAM.
THROUGH THE STOP THE BLEED
TRAINING THAT WE'RE ABLE TO
PRECOVID, WE WERE ABLE TO OFFER
IT MORE READILY AVAILABLE TO
MEMBERS OF THE PUBLIC TO BE ABLE
TO TAKE A CLASS AND NOT
NECESSARILY HAVE THAT TRAINING
AND NOT HAVE TO WORRY ABOUT
STORING A KIT SOMEWHERE.
IN LIGHT OF COVID, WE ADJUSTED
THE PROGRAM FOR NON-PROFITS
SPECIFICALLY THAT WILL HOUSE
LARGE GATHERINGS OF INDIVIDUALS
OVER THE COURSE.
FOR EXAMPLE, CAMP 75 MULTIPLE
TIMES A YEAR, AND THROUGH THE
APPLICATION PROCESS, NON-PROFITS
THAT ARE 5013C CAN APPLY TO HAVE
TRAINING AND KITS.
AS THE DIRECTOR MENTIONED, WE
ARE GRANT FUNDED, AND THROUGH
THAT FUNDING, WE ARE ABLE TO
PROVIDE ANTI-TERRORISM ON THE
OTHER HAZARD TRAININGS, AND TO
STOP THE BLEED IS A PART OF THAT
PROGRAMMING.
AND THEN THE IDEA
BEHIND STOP THE BLEED IS THAT
ANYBODY CAN BE SOMEONE ELSE'S
FIRST CARE PROVIDER.
MOST PEOPLE DON'T
REALIZE THE DIFFERENCE BETWEEN
LIFE OR DEATH CAN TRULY JUST
MEAN APPLYING PRESSURE TO A
BLEEDING WOUND.
AND SO ONE OF THE HIGH NOTE ON
THE STOP THE BLEED PROGRAM, WE
RECENTLY THROUGH A YEAR LONG
EFFORT HAVE FINALLY GOTTEN INTO
THE SEATTLE PUBLIC SCHOOL
SYSTEM.
WE'RE VERY EXCITED FOR THAT.
THIS IS THE LAST COUPLE OF WEEKS
WHERE WE WERE ABLE TO TRAIN OVER
80 NURSES.
IN THE COMING MONTHS, WE WOULD
EVENTUALLY GET IT TO A POINT
WHERE WE COULD TRAIN SEATTLE
PUBLIC SCHOOL EMPLOYEES TO BE
TRAINERS THEMSELVES.
AND SO AS MOST ORGANIZATIONS
EXPERIENCE THE TURNOVERS, THEY
CAN CONTINUE ON THE TRAININGS,
AND ALSO GETTING INTO OTHER
GROUPS SUCH AS KITCHEN SERVICES,
AND SO THAT AS MANY INDIVIDUALS
AS POSSIBLE WILL KNOW HOW TO USE
THEM IN AN ACTIVE SHOOTER
INCIDENT.
SO WE WILL HAVE OUR STOP THE
BLEED VOLUNTEERS AND A POOL OF
FIVE INDIVIDUALS THAT WILL
ACTIVELY PROVIDE THOSE CLASSES
FOR US.
THEN WE ALSO HAVE THE COMMUNITY
SAFETY AMBASSADOR PROGRAM, WHICH
IS A PROGRAM WHERE THEY ARE
CONTRACTED INDIVIDUALS THAT ARE
MEMBERS OF THE COMMUNITY THAT
WILL SPEAK A LANGUAGE AND THEY
REPRESENT OUR CULTURAL
COMMUNITY, SO WE HAVE
REPRESENTATION FOR THE BLACK
COMMUNITY AND THOSE FLUENT IN
VIETNAMESE OR SOMALI.
SO WE HAVE ABOUT 15 INDIVIDUALS
THAT SPAN 16 DIFFERENT
LANGUAGES.
WE'RE ACTIVELY RECRUITING FOR
MORE REPRESENTATION.
THESE ARE INDIVIDUALS THAT ARE
PASSIONATE ABOUT SUPPORTING THE
COMMUNITY AND THEY'RE CALLED
UPON TO PROVIDE SPECIFICALLY
911, CPR STROKE EDUCATION, AS
WELL AS SUPPORTING PUBLIC
EDUCATION IN OTHER LANGUAGES AND
IN THE EVENT OF EMERGENCY
NEEDS.
WE TAP INTO THAT PROGRAM FOR
TRANSLATION SUPPORT AS WELL.
WE KNOW THAT OUTREACH
IS DONE IN A SILO.
EVERY DEPARTMENT IN THE CITY OF
SEATTLE HAS A FORM OF COMMUNITY
ENGAGEMENT IN ONE FORM OR
ANOTHER.
SO OEM IS A PART OF THE GROUP
THAT WILL CONSISTENT OF OTHER
EDUCATORS, AS WE WILL ACTIVELY
WORK WITH OUR COUNTERPARTS TO
DEVELOP TO MAKE SURE WE'RE
WORKING TOGETHER TO AMPLIFY EACH
OTHERS MESSAGING, WHETHER IT IS
PUBLIC EVENTS OR SPECIFIC
PROJECTS.
AND THE MOST RECENT PROJECT
UNDERWAY IS A SNOW SHOVEL
PROJECT THAT WAS FORMED OUT OF
THE LATEST WINTER, WINTER
EVENTS.
SOME OF THE
STRATEGIES THAT WE UTILIZE.
IT MENTIONS A LOT ABOUT OUR
EDUCATION, AND REALLY THE MOST
EFFECTIVE AND IMPACTFUL WAY TO
REACH COMMUNITY MEMBERS IS
WITHIN IN-PERSON TRAINING.
CURRENTLY PRE-COVID, WE REACHED
PROBABLY AT LEAST 10,000 A YEAR
OF INDIVIDUALS.
WE HAVE YET TO
GET BACK TO THOSE NUMBERS, BUT
WE'RE WORKING ON IT.
AND AS WELL AS DISASTER
SKILLS WORKSHOPS, WHERE WE WILL
TEACH HANDS-ON TRAINING, AND WE
TEACH THE COMMUNITY MEMBERS ON
HOW TO USE THE FIRE
EXTINGUISHER, HOW TO BUILD AN
EMERGENCY TOILET.
HOW TO PURIFY WATER, AS WELL AS
HOW TO MANEUVER NATURAL
UTILITIES SUCH AS TURNING OFF A
NATURAL GAS METER OR HANDLIN
BREAKER CIRCUIT BOX IN YOUR
HOME.
SO THAT IS A WORKSHOP THAT WE
PROVIDE AND PROACTIVELY SCHEDULE
IT THROUGHOUT THE COMMUNITY,
ROTATING THROUGHOUT THE CITY OF
SEATTLE TO MAKE SURE WE'RE
GETTING TO AS MANY COMMUNITY
MEMBERS AS WE CAN WHILE ALSO
BRINGING IT TO COMMUNITY MEMBERS
THAT DON'T EVEN REALIZE OR
UNDERSTAND THE SERVICE THAT WE
OFFER.
AND SO I MENTIONED HOW IMPORTANT
IT IS THAT WE BUILD
RELATIONSHIPS WITH THE
COMMUNITY-BASED ORGANIZATIONS,
AND WE HAVE THIS COMMUNITY BASED
PARTNERSHIP.
REACHING UNDERSERVED POPULATION
WILL REQUIRE A BUILDING OF
RELATIONSHIPS WITH THE
COMMUNITIES AND ORGANIZATIONS
THAT ALREADY PROVIDE SERVICE TO
THEM.
AND SO WE REGULARLY CONTRACT
WITH THESE ORGANIZATIONS, AND WE
TRAIN THEM, SO THAT THEY CAN GO
OUT AND HAVE THAT SERVICE
OFFERED TO THEIR CONSTITUENTS,
TO THE PARTICIPANTS THAT UTILIZE
THEIR SERVICES.
WE HAVE A VARIETY OF CONTRACTS
IN PLACE.
FOR EXAMPLE IT'S A COMMUNITY,
THE LOCAL COMMUNITY ORGANIZATION
THAT PROVIDES TRAINING ON OUR
BEHALF.
AND WE'RE CURRENTLY IN THE
PROCESS OF DEVELOPING THE
RELATIONSHIP.
SO WE'RE EXACTIVELY WORKING TO
INCREASE OUR RELATIONSHIPS.
IN ADDITION TO WORKING WITH
COMMUNITY BASED ORGANIZATIONS,
AND WE HAVE A FOCUS TO ENSURE
THE INCLUSIVE ACCESSIBLE
ENGAGEMENT.
AND WITHIN THE SEATTLE OFFICE
ITSELF, WITH KING COUNTY OF
OFFICE OF EMERGENCY MANAGEMENT
AND AS WELL AS OTHER CITY OF
SEATTLE DEPARTMENTS TO ENGAGE IN
VULNERABLE POPULATIONS AND THE
EMERGENCY PREPAREDNESS.
WE WORK FROM THE STATE LEVEL
THAT WE'RE INVOLVED IN A VARIETY
OF WORK GROUPS TO MAKE SURE OUR
MATERIALS ARE INCLUSIVE AND
ACCESSIBLE TO MAKE SURE WE'RE
TAKING EVERY NECESSARY STEP TO
MAKE THE PROGRAM OVERALL AS
INCLUSIVE AND ACCESSIBLE AS
POSSIBLE.
OUR PRIMARY PRIORITIES OVER
THE NEXT THREE YEARS IN LIGHT OF
RECENT DATA THAT WAS RELEASED IN
THE END OF LAST YEAR.
WE DECIDED TO TAKE AN ACTIVE
FOCUS ON RAISING AWARENESS FOR
THE THREAT OF TSUNAMIS IN THE
AFFECTED AREAS OF THE CITY AS
WELL AS INCREASING CITY WIDE
EMPLOYEE PREPAREDNESS.
THIS IS ALREADY ACTIVELY
UNDERWAY.
I'VE MENTIONED REPEATEDLY,
CONTINUING TO BUILD ON THE
RELATIONSHIPS WE ALREADY HAVE
AND ESTABLISH NEW RELATIONSHIPS
WITH THE COMMUNITY-BASED
ORGANIZATIONS THAT PROVIDE
SERVICES TO THE UNDERSERVED
COMMUNITIES.
SOME OF THE DIFFERENT
METHODS THAT WE IDENTIFY AS WELL
AS EVALUATING OUR CURRENT
PROGRAMS AND THE STRATEGIES, WE
RELY HEAVILY ON DATA.
AND DATA EQUALS MONEY
ESSENTIALLY.
AND SO WE LOOK AT DEMOGRAPHICS,
VARIETY OF TOOLS AVAILABLE FROM
THE U.S. CENSUS TRACK, AND
AMERICAN COMMUNITY SURVEY, LOCAL
INFORMATION AVAILABLE THROUGH
THE OFFICE OF COMMUNITY PLANNING
AND DEVELOPMENT, AS WELL AS THE
OFFICE OF IMMIGRANT AND REFUGEE
AFFAIRS.
SPECIFICALLY LOOKING AT SOCIAL
VULNERABILITY AND EMERGING
IMMIGRANT POPULATIONS.
WE HAVE A DOCUMENT AS SEATTLE
HAZARD IDENTIFICATION AND
VULNERABILITY ANALYSIS.
AND THIS IS ANOTHER TEAM
MEMBER IN OUR OFFICE, WE WORK
CLOSELY WITH THEM TO MAKE SURE
WE ARE PROVIDING WHATEVER
HAZARDS THAT AFFECT THE CITY OF
SEATTLE, AND WHERE ARE THE MOST
IMPACTED AREAS TO WHAT HAZARD.
FOR EXAMPLE, WE HAVE, AND I'LL
COVER THIS A LITTLE SHORTLY, BUT
A TOOL THAT WE WILL PROMOTE OUR
EXPLORER THAT WAS RECENTLY
TRANSLATED INTO SPANISH AND OUR
HAZARD READY SITE IS WHERE THAT
INDIVIDUAL ANYWHERE WITHIN KING
COUNTY, IN PARTNERSHIP WITH THE
CITY OF SEATTLE AND AS WELL AS
THE UNIVERSITY OF MONTANA, AND
THEY ARE CURRENTLY GETTING
UPDATED IN THAT MOMENT.
BUT ANYWHERE WITHIN KING COUNTY,
YOU CAN PLUG IN THAT ADDRESS AND
IT COULD BE YOUR HOME AND WHERE
YOU GO TO CHURCH AND FREQUENT
MOSTLY FREQUENT AND YOU PLUG IN
THAT ADDRESS AND THE MOST
COMMONLY EXPERIENCED HAZARDS,
AND THAT SYSTEM WILL TELL YOU
WHAT IS YOUR THREAT LEVEL?
ARE YOU AT A LOW, MEDIUM, HIGH
RISK FOR THAT INCIDENT THAT'S
HAPPENING AT YOUR LOCATION IN
THE X NUMBER OF YEARS.
IT GOES ON FURTHER TO GIVE YOU A
LITTLE BACKGROUND OF THE HAZARD,
THE SCIENTIFIC DATA, AND WHAT
ARE SOME STEPS AS AN INDIVIDUAL
WHO WILL RESIDE IN THIS SPACE
AND THIS IS YOUR HIGHEST RISK.
WHAT ARE SOME STEPS THAT YOU
COULD TAKE TO BE READY FOR THE
UNEXPECTED?
AND SO HAZARD DATA, WE ALSO
UTILIZE THE AFTER ACTION
REPORTS.
MOSTLY THIS WILL HELP US
IDENTIFY THE LESSONS LEARNED
FROM THE REAL WORLD EVENTS TO
INFLUENCE THE CONTENT OF THE
MESSAGING, SO WE'RE IN TUNE WITH
WHAT IS HAPPENING NATIONWIDE AS
WELL AS GLOBALLY AND HOW ARE
THOSE COMMUNITIES IMPACTED BY
THE SAID DISASTERS, AND HOW DOES
THAT REFLECT TO THE CITY OF
SEATTLE.
WE'VE RECENTLY
STARTED TO DO THOSE FOCUS
GROUPS, WHERE WE WILL WORK
CLOSELY WITH THE OTHER TEAM
MEMBERS IN OUR OFFICE TO TAKE
CONTENTS OF OUR PLANS AND
CIRCULATE THEM THROUGH THE
MEMBERS OF THE PUBLIC AND
THROUGH CONVERSATION AND ASKING
THE QUESTION ON DOES THIS APPLY
TO YOU AND RELATE TO YOU?
IN THE PAST FEW YEARS, WE'VE HAD
A LOT OF SUCCESS IN HOLDING
FOCUS GROUPS.
THEY DO COME WITH A FINANCIAL
OBLIGATION, SO WE ARE NOT ABLE
TO OFFER THEM AS FREQUENTLY AS
WE WOULD LIKE TO, BUT WE DO HAVE
THOSE AS ONE OF OUR STRATEGIES.
AND THEN ONE
THING THAT I WANTED TO MAKE SURE
THAT I ALSO INCLUDED WITHIN THE
PLAN.
FOR THOSE WHO HAVE A COPY OF OUR
PLAN.
WE HAVE A VARIETY OF OUTREACH
AND EDUCATION TOOL RESOURCES.
I LISTED A FEW OF THEM.
BUT THERE ARE PRINT RESOURCES.
I ACTUALLY BROUGHT SOME.
I WASN'T SURE HOW MANY WOULD BE
PRESENT TODAY, SO I BROUGHT A
LITTLE STACK OF OUR BE PREPARED
HANDOUT.
AND I'M NOT SURE
IF THAT IS THE BEST DIRECTION TO
POINT THIS IN.
BUT OUR BE
PREPARED HANDOUT IS KIND OF LIKE
A GATE FOLD BOOKLET THAT IS IN
FOR GRAPHICS.
AND SO THIS IS TRANSLATED
IN A NUMBER OF OTHER LANGUAGES
THAT I WANT TO SAY AT LEAST NINE
IN THAT MOMENT.
WE'RE CONSTANTLY
REVIEWING WHAT OTHER BASED ON
FUNDING WHAT OTHER LANGUAGES CAN
WE GET IT TRANSLATED INTO, BUT
IT WILL COME WITH A COUNTERPART
WHERE THIS IS A FILLABLE
DOCUMENT.
IN A SHORT AND BRIEF AND TO THE
POINT WHERE MEMBERS OF OUR
COMMUNITY MEMBERS, THEY CAN
WRITE DOWN, FOR EXAMPLE, WRITING
DOWN THE PHONE NUMBERS.
HOW MANY OF US ARE DEPENDENT ON
OUR CELL PHONES THAT WE DON'T
REALIZE THAT IN THE WORST-CASE
SCENARIO, OUR PHONES MIGHT NOT
BE WORKING.
AND DO WE HAVE PHONE NUMBERS
MEMORIZED ANYMORE?
SO THESE ARE JUST SOME EXAMPLES
OF TOOLS THAT WE PROVIDE TO
COMMUNITY MEMBERS AND TRANSLATED
LANGUAGES AS WELL.
AND SO WE HAVE
OUR BE PREPARED INFO GRAPHIC.
WE HAVE A PROGRAM WITHIN THE
CITY OF SEATTLE THAT'S CALLED
SNAP.
SEATTLE NEIGHBORHOODS ACTIVELY
PREPARE.
IT'S VERY SIMILAR FOR THOSE WHO
MIGHT BE FAMILIAR WITH THE
NATIONAL PROGRAM, MAP YOUR
NEIGHBORHOOD, WHICH IS CURRENTLY
GETTING RETIRED AND THE STATE IS
GOING TO BE DEVELOPING A NEW
PROGRAM THAT WILL BE CALLED BE
TWO WEEKS READY.
SO THERE'S A LOT OF RESOURCES
AND MATERIALS OUT THERE, BUT WE
TRY TO PACKAGE IT NIGHTLY AND
MAKE SURE WHATEVER WORKS BEST
FOR WHATEVER COMMUNITY WE'RE
GOING INTO, WE ARE AWARE OF WHAT
THEIR NEEDS ARE AND WHAT WOULD
WORK BEST FOR THEM.
WE'VE DEVELOPED SOME PRODUCTS
OVER THE YEARS WITH A VARIETY OF
GRANTS WE HAVE BEEN AWARDED ON,
SORRY, UNREINFORCED MASONRIES
SPECIFICALLY FOR IF YOU HAVE A
BUSINESS IN UNREINFORCED
MASONRIES OR IF YOU OWN AN
UNENFORCED MASONRY BUILDING, WE
ARE CURRENTLY GETTING INVOLVED
WITH THE WORKING GROUPS THAT ARE
BEING DEVELOPED TO TACKLE THAT
TOPIC SPECIFICALLY.
AND WE PROMOTE OUR
EMERGENCY NOTIFICATION SYSTEM,
WHICH IS ALERT SEATTLE TO
MEMBERS OF THE PUBLIC.
SOME OTHER RESOURCES DIGITALLY,
I MENTIONED OUR SEATTLE HAZARD
EXPLORER AND OUR HAZARD READY
TOOLS.
WE HAVE A VARIETY OF VIDEOS
AVAILABLE ALREADY ON OUR WEBSITE
AND YOUTUBE THAT SHOW THE
CLASSES THAT WE TEACH.
THE SKILL SETS ON HOW TO USE A
FIRE EXTINGUISHER, HOW TO BUILD
AN EMERGENCY TOILET.
AND THEN WE ALSO HAVE OUR
EARTHQUAKE HOME SAFETY GUIDE.
WE REGULARLY PARTNER SOME OF OUR
PRIMARY PARTNER RESOURCES.
WE HAVE MATERIALS THAT THE STATE
DEVELOPS AND IT'S SHARED WIDELY,
SO THERE IS A PREPARE IN A YEAR
WORK BOOK.
WE WORK CLOSELY WITH THE SEATTLE
FIRE DEPARTMENT, SO WE HAVE THE
WORKPLACE FIRE SAFETY.
WE ALSO HAVE A VERY CLOSE
RELATIONSHIP.
AND THE
DEPARTMENT AND WORK WITH THEM
REGULARLY TO PROVIDE WILDFIRE
SMOKE OR AIR QUALITY
INFORMATION.
AND SO LASTLY, IN THE PLAN
ITSELF, WE COVER THE TRAININGS
THAT WE OFFER.
IT'S KIND OF LIKE A LITTLE
BRIEFING, SO WE HAVE CLASSES
THAT ARE AVAILABLE ON REQUEST.
WE HAVE CLASSES THAT WE
PROACTIVELY HAD SCHEDULED
YESTERDAY, AND SPECIFICALLY ONLY
TAUGHT BY THE COMMUNITY SAFETY
AMBASSADORS, THE 911 AND STROKE
EDUCATION MATERIALS.
AND WITH THAT, OH, SO ONE
OF THE THINGS THAT I ALSO WANTED
TO COVER AND SHARE AN EXAMPLE
OF.
THAT WAS A BRIEFING ON THE PLAN
ITSELF.
WHAT YOU'RE LOOKING AT NOW.
THE NEXT FEW SLIDES ARE ACTUALLY
SLIDES THAT ARE PULLED FROM OUR
BASIC DISASTER SKILLS TRAINING
CLASS OFFERED VIRTUALLY AND IN
PERSON.
A PART OF IT IS PROMOTING THE
BUILDING OF COMMUNITY
RESILIENCE, AND HOW THAT STARTS
AT THE COMMUNITY LEVEL.
SO WE PROVIDE THESE RESOURCES TO
COMMUNITY MEMBERS, SO THEY KNOW
HOW TO FIND THEIR NEAREST HUB,
FOR EXAMPLE.
THEIR EMERGENCY COMMUNICATION
HUB, AS WELL AS THERE WAS AN
EFFORT UNDERWAY THAT WAS GRANT
FUNDED IN 2017, WHERE THE
DEPARTMENT OF NEIGHBORHOODS
DIVISION THAT OVERSEES THE
PATCHES WERE WORKING CLOSELY
WITH OEM TO OUTFIT SOME OF THE
LOCATIONS OF THE PEA PATCHES
THAT WOULD SERVE AS NATURAL
GATHERING POINTS.
SO BECAUSE IT WAS GRANT FUNDED,
THAT EFFORT DID DIE DOWN SHORTLY
AFTER IT WAS COMPLETED AND THEN
COVID HAPPENED.
AND SO WHAT WE HAVE BEEN DOING
IN THE LAST YEAR IS TRYING TO
REIGNITE THAT, UPDATING THE
MAP.
IT'S AN INTERACTIVE MAP THAT'S
AVAILABLE ON OUR WEBSITE ON THE
SEATTLE EMERGENCY COMMUNICATION
WEBSITE TO SHOW WHERE THE HUBS
THAT ARE CONNECTED TO THE
EMERGENCY COMMUNICATION HUB, AND
WHERE ARE THE PATCHES THAT ARE
DETERMINED AND DEDICATED AS
EMERGENCY HUBS PERT CITY.
AND SO THE NEXT STEP IN THAT
EFFORT IS TO TRAIN THE
GARDNERS.
THOSE THAT WOULD SUPPORT THEM
ALREADY WITH SOME BASIC
EMERGENCY SKILLS THAT COULD
BENEFIT THEM AND THEN GO FROM
THERE AND BRANCH OUT TO FURTHER
REINFORCE THE COMMUNITY
RESILIENCY DEVELOPMENT EFFORT.
>> MY NOTES SAY THAT A NUMBER OF
THE COMMUNITY EMERGENCY HUBS ARE
NOT CURRENTLY ACTIVE.
ARE THOSE EXCLUSIVELY THE
LOCATIONS YOU'RE NOTING NOW?
>> YEAH.
THERE ARE SOME PATCHES THAT
DON'T MAKE FOR GOOD
GATHERING POINTS JUST BASED ON
THE TYPOGRAPHY OF THE WAY IT'S
ESTABLISHED OR THE SIZE.
AND SO IF YOU LOOK IN A TOTAL,
THERE'S 167, BUT IN ACTUALITY
THERE'S ONLY REALLY ABOUT 80.
LIKE HALF OF THAT OF THE PATCHES
MAKE FOR GOOD COMMUNITY HUBS,
AND THEN IT IS IMPORTANT TO
EMPHASIZE THESE AREN'T LOCATIONS
WHERE THERE WOULD BE EMERGENCY
SUPPLIES.
THEY'RE LOCATIONS WHERE
COMMUNITY MEMBERS CAN GO AND GET
INFORMATION WHETHER I'M GOING TO
LET SOMEONE KNOW I NEED
BLANKETS.
AND SOMEONE ELSE WILL SAY I HAVE
A LOT OF BLANKETS.
SO THE IDEA IS THEY WOULD BE
FAMILIAR WITH THE LOCATION AND
KNOW THEY COULD GO THERE TO
EITHER GIVE OR GET INFORMATION.
THE MORE OF THOSE THAT WE
CONNECT WITH AN ACTIVE HUB, AN
EMERGENCY COMMUNICATION HUB,
THAT WOULD HAVE HAM RADIO
CAPABILITIES OR OTHER, BE
DIRECTLY CONNECTED TO THE
EMERGENCY OPERATIONS CENTER
DURING AN ACTIVATION BECAUSE
THEY HAVE AUXILIARY
COMMUNICATION SUPPORT MEMBER.
SO THERE'S A LOT OF
INTERCONNECTEDNESS, BUT YES, WE
ARE CURRENTLY IN THE WORKS OF
UPDATING THAT DOCUMENT, THE
INTERACTIVE MAPS, SO IT REFLECTS
REALISTICALLY WHERE ARE THE HUBS
THAT THE EMERGENCY COMMUNICATION
HUB WITH THE HUB CAPTAINS THAT
ARE ESTABLISHED AND WHERE OUR
LOCATIONS THAT WOULD BE NATURAL
GATHERING POINTS THAT NOW WE
NEED TO DO MORE WORK ON GETTING
THOSE.
>> CAN YOU IMAGINE IF THERE WAS
A CITY RIDE EMERGENCY AND WE
HAVE A MAP UP THAT HAS 80
LOCATIONS THAT ARE NO LONGER.
I UNDERSTAND IT'S AN INFORMATION
LOCATION.
>> AND IT SHOULD BE UPDATED
ALREADY.
>> OH IT IS?
I MISUNDERSTOOD.
>> THE UPDATE HAPPENED LAST
MONTH.
SO WHAT IS CURRENTLY REFLECTED
ON OUR WEBSITE IS ACCURATE.
>> YES.
>> SO WE PROMOTE, I MENTIONED
OUR EMERGENCY NOTIFICATION
SYSTEM.
SO ALERT SEATTLE IS THE SYSTEM
THAT RESIDENTS CAN OPT INTO.
BUT WHAT'S A GREAT FEATURE ABOUT
IT IS THAT REGARDLESS OF
SOMEBODY IS SIGNED UP OR NOT, IF
THERE IS AN EMERGENCY THAT
WARRANTS NOTIFYING A LOCATION,
IT HAS CAPABILITIES.
SO WE HAVE THE CAPABILITY TO
SUBMIT ALERTS THROUGH THE iPOD
SYSTEM TO PING ANY CELL PHONE
WITHIN THIS RANGE AND THEY WILL
BE NOTIFIED.
THAT WILL HELP US CAPTURE
TOURISTS, FOLKS WHO DON'T LIVE
HERE, OR MAYBE THEY'RE JUST
VISITING.
THEY WOULD BE NOTIFIED TO AVOID
A CERTAIN AREA OR TO TAKE
ACTION.
GENERALLY THE SYSTEM IS USED TO
PROVIDE AN ACTION ORIENTED ITEM
IN THAT INSTANCE.
OTHERWISE RESIDENTS HAVE THE
CAPABILITY TO CHOOSE WHAT
NOTIFICATIONS THEY WOULD LIKE TO
RECEIVE.
SO THERE IS AN OPTION TO RECEIVE
CLASSES THAT EMERGENCY
PREPAREDNESS IS OFFERING.
SO WHENEVER THE COURSE IS
OFFERED, INDIVIDUALS WHO SIGN UP
FOR THAT AND WHO OPT INTO THAT
WILL GET NOTIFIED EVERY TIME WE
POST A CLASS.
THERE'S A VARIETY OF TOPICS FOR
PEOPLE TO CHOOSE TO BE NOTIFIED
FOR, BUT OVERALL THE SYSTEM WILL
ALLOW US TO REACH EVERYONE IN A
WORST-CASE SCENARIO WHERE WE
WOULD HAVE TO LET SOMEONE KNOW,
FOR EXAMPLE, YOU NEED TO BOIL
YOUR WATER DUE TO CRIMINAL
ACTIVITY.
AND NOW THE COAST IS CLEAR,
YOU DON'T HAVE TO BOIL YOUR
WATER ANYMORE.
>> JUST FOR CLARIFICATION, I
DON'T THINK I CAUGHT EXACTLY
WHAT YOU SAID.
ALERT SEATTLE IS A SYSTEM YOU
SIGN UP FOR?
>> YES.
>> I THOUGHT I HEARD YOU SAY
SOMETHING ABOUT PEOPLE WHO ARE
VISITORS ALSO BEING ABLE TO
RECEIVE THE INFORMATION?
>> SO YOU CAN SIGN UP FOR IT.
>> I'VE SIGNED UP FOR IT.
>> GREAT.
BUT IN THE
INSTANCE THAT SOMETHING HAPPENS
WHERE WE NEED EVERYONE TO KNOW
SOMETHING WHETHER THEY'RE SIGNED
UP OR NOT, WE HAVE THAT
CAPABILITY BEHIND THE SCENES TO
BE ABLE TO SEND AN ALERT OUT
USING THE FEDERAL SYSTEM SIMILAR
TO HOW THE AMBER ALERTS ARE
RELEASED.
SO PEOPLE CAN STILL CHOOSE TO
NOT HAVE THOSE ON THEIR PHONES,
WHICH IS A PERSONAL PREFERENCE,
BUT THAT'S THE SYSTEM WE WOULD
UTILIZE FOR ALL WEATHER, WHETHER
IT'S A SPECIFIC LOCATION OR THE
WHOLE CITY, BUT WE DO HAVE THAT
CAPABILITY TO NOTIFY EVERYONE OF
AN ACTION ITEM.
IN THAT INSTANCE, THE ACTION
ITEM WOULD BE A LIFE SAFETY OR
INFRASTRUCTURE STRUCTURE
MESSAGE.
>> VERY HELPFUL.
THANK YOU.
>> THIS IS JUST AN EXAMPLE OF
SOME OF THE CLASSES WE PROVIDE.
THIS IS OUR WORKSHOP WHERE WE
TEACH YOU HOW TO USE A FIRE
EXTINGUISHER, HOW TO BUILD AN
EMERGENCY TOILET.
HOW TO CONTROL UTILITIES.
WE ALSO PRE-COVID, WE WOULD
OFFER THIS MORE FREQUENTLY, BUT
WE'RE STILL IN THE PROCESS OF
TRAINING NEW INSTRUCTORS, AND
REALLY TRYING TO GET STOP THE
BLEED INTO THE MORE HEAVILY
POPULATED AREAS SUCH AS THE
SCHOOL SYSTEM AND EVENTS THAT
HOST -- ORGANIZATIONS THAT HOST
LARGE EVENTS.
SOME OF OUR ACCOMPLISHMENTS SO
FAR, WE HAVE BEEN ABLE TO
PROVIDE TRAININGS AND STOP THE
BLEED KIDS TO THE SEATTLE
CENTER.
WE'RE CURRENTLY IN THE PROCESS
OF GETTING READY TO WORK WITH
THE SEATTLE PACIFIC SCIENCE
CENTER.
AND JUST TO LIST A FEW.
AND THIS IS OUR LOCATION WHERE
ANYBODY CAN GO AND REQUEST.
THERE IS A LIST OF VARIETY OF
CLASSES THAT CAN BE REQUESTED.
AND MOST OF THEM WHETHER IT IS
ON AN INDIVIDUAL LEVEL, WE WOULD
WORK WITH THAT INDIVIDUAL TO SEE
IF THERE IS A CLASS BEING
OFFERED NEAR THEM OR IF YOU'RE A
MEMBER OF THE HOA OR IF YOU
WOULD LIKE US TO COME TALK TO
YOUR PTA, CHURCH, OR WORKPLACE,
WHATEVER THE CASE IS.
ANYONE CAN REQUEST CLASSES.
WE ALSO HAVE OUR SCHEDULED
CLASSES AVAILABLE ON OUR WEBSITE
AND A VARIETY OF RESOURCES FOR
INFORMATION GATHERING, SO WE
ALWAYS PROMOTE THESE TO
INDIVIDUALS AHEAD OF THE
DISASTER TO BE FAMILIAR WITH
THEM.
THESE ARE SOME WAYS THAT WE
WOULD BE PUSHING THE INFORMATION
OUT.
AND THAT IS THE EXTENT OF MY
BRIEFING.
>> FANTASTIC.
>> ANY QUESTIONS?
>> AND THIS IS ALL SUCH
IMPORTANT WORK.
JUST LOOKING TO SEE WHETHER OR
NOT WE HAVE VIRTUAL HANDS, AND
WE DO.
COUNCIL MEMBER NELSON?
>> THANK YOU.
WHEN YOU TALK ABOUT
PARTNERSHIPS, DO YOU HAVE ANY
RELATIONSHIPS WITH TV STATIONS
OR RADIO STATIONS WHERE YOU SEEK
TO GET FREE PUBLIC INFORMATION
SPOTS?
AND IF YOU HAD 30 SECONDS, I
DON'T MEAN TO PUT YOU ON THE
SPOT, BUT WHAT WOULD YOU TELL
PEOPLE ON THE TOP ONE, TWO,
THREE THINGS THEY SHOULD DO
RIGHT NOW FOR THE EMERGENCY
PREPAREDNESS?
>> YEAH, SO THE FIRST PART OF
YOUR QUESTION, WE DO HAVE
RELATIONSHIPS WITH ETHNIC
MEDIA.
SO FOR EXAMPLE, WE RECENTLY HAD
A SPOT THAT WAS NOT FREE.
WE PAID FOR A SPOT AND IT WAS
WELL RECEIVED.
AND SO IN THAT,
MY BIGGEST MESSAGE TO THE
MEMBERS OF THE PUBLIC IS WHO
DEPENDS ON YOU AND WHAT DID THEY
NEED TO DO TO MAKE IT THROUGH?
AND WE ALL NEED THREE THINGS FOR
SURVIVOR.
WE NEED FOOD, WE NEED WATER, AND
WE NEED SHELTER OR CLOTHING OR
WARMTH.
AND SO I CONSTANTLY STRESS THAT
AS SOMEONE WHO IS A SURVIVOR
MYSELF, I SHARE MY PERSONAL
STORIES, BUT I CAN STRESS ENOUGH
HOW IMPORTANT IT IS TO KNOW WHAT
IT IS THAT YOU HAVE TO BE
PREPARED FOR AND TO KEEP IN MIND
WHO WILL DEPEND ON YOU AND WHAT
WOULD THEY NEED TO MAKE IT
THROUGH AN UNEXPECTED EVENT THAT
HAS DISRUPTED YOUR NORMAL
ROUTINE.
>> THANK YOU.
COUNCIL MEMBER MOSQUEDA?
>> OH, I SAW YOUR HAND UP, BUT
MAYBE YOUR QUESTION WAS
COVERED?
I WILL WATCH FOR
YOUR HAND TO BE UP AGAIN, BUT I
DO HAVE A COUPLE OF QUESTIONS.
I APPRECIATE KNOWING ABOUT YOUR
PARTNERSHIP WITH SEATTLE PUBLIC
SCHOOLS FOR THE STOP THE BLEED
PROGRAM.
I'M WONDERING HOW ELSE YOU
UTILIZE THE SCHOOLS SPECIFICALLY
IN RELATIONSHIPS TO THE STUDENT
BODIES.
WE KNOW YOUNG PEOPLE ARE REALLY
EFFECTIVE MESSENGERS TO
EVERYBODY ELSE AT HOME.
AND JUST WONDERING WHETHER OR
NOT I KNOW THERE IS AT LEAST ONE
EXAMPLE, THE MIDDLE SCHOOL
PROGRAM.
AND THERE IS A
YOUTH IN EMERGENCY PREPAREDNESS
PROGRAM.
IS THAT SOMETHING THAT YOU WOULD
DO IN THE OTHER SCHOOLS AS
WELL?
>> THAT'S US.
I DIDN'T KNOW IF YOU KNEW THAT
WAS US, BUT YES, LAST YEAR WE
PILOTED THAT PROGRAM IN THE
MIDDLE SCHOOL.
AND WE HAVE A POSITION THAT WE
ARE CURRENTLY HIRING, WHICH
WOULD OVERSEE NOT ONLY THE STOP
THE BLEED, BUT THE YOUTH
EMERGENCY PREPAREDNESS PROGRAM.
AND SO BRINGING THE SCALES
PROGRAMMING, WE WOULD ADVOCATE
THAT ANY AGES COULD COME TO OUR
CLASSES AS WELL AS OUR
WORKSHOPS, AND THEN WE HAVE
THROUGH HSD, THE HUMAN SERVICES
DEPARTMENT.
THEY HAVE A PROGRAM, WHICH IS
THE STUDENT YOUTH EMPLOYMENT
PROGRAM.
AND SO LAST YEAR WE MADE SURE TO
HOST THE INTERN THIS YEAR AS
WELL.
AND WE'RE LOOKING AT THE OTHER
ORGANIZATIONS THAT WORK WITH
YOUTH IN GENERAL, AND SO FOR
EXAMPLE, THE BOYS AND GIRLS
CLUB.
AND WE HAVE A
RELATIONSHIP THAT WE'RE BUILDING
WITH THE SEATTLE HOUSING
AUTHORITY TO BRING TRAININGS
DIRECTLY TO THEM.
BUT THE BOYS AND GIRLS CLUB AND
WORKING THROUGH THE SEATTLE
PARKS AND REC DEPARTMENT, THEY
HAVE DIFFERENT PROGRAMS, SO
WE'RE TRYING TO BECOME
PARTICULAR WITH WHAT EXISTS, SO
WE CAN TAP INTO THAT AND PROVIDE
THE INFORMATION AND TRAINING TO
BE AN EXTENSION OF OUR VOICE.
>> GREAT, THANK YOU.
AND BUILDING OFF OF THE POWER TO
LEVERAGE, YOU KNOW, NOT JUST
TRADITIONAL NEIGHBORHOOD
INVOLVED PEOPLE, BUT ALSO AS
YOU'RE TALKING ABOUT YOUNG
PEOPLE IN SCHOOLS, AND ALSO THE
YOUNG PEOPLE AT COLLEGE
CAMPUSES.
AGAIN, WE DON'T WANT YOU TO
DUPLICATE EFFORTS THAT THEY ARE
ALREADY DOING, BUT CAN YOU TALK
A LITTLE BIT ABOUT THAT AND IF
THERE IS A SPACE FOR OEM THERE?
>> DEFINITELY.
SO LAST YEAR WE WERE ABLE TO
PROVIDE A PRESENTATION TO THE
RAINIER BEACH ACTION COALITION,
WHICH IS PRIMARILY MANAGED BY
YOUNG ADULTS, PEOPLE OF COLOR,
AND WE'VE BEEN WORKING TO MAKE
SURE WE COULD STAY CONNECTED
WITH THAT GROUP AS WELL AS THE
RAINIER BEACH HUB, WHICH IS THE
NEWEST FORM COMMUNICATION HUB,
AND SO THERE IS AN AVENUE
THERE.
AND WE TRY TO REACH OUT TO HOST
INTERNS, COLLEGE INTERNS, AND
I'M CURRENTLY GOING TO START THE
MASTERS OF PUBLIC HEALTH INTERN
WHO IS REALLY INTERESTED IN
EMERGENCY MANAGEMENT.
AND WE'RE PARTICULAR WITH THE
AMERICORP PROGRAM AS WELL.
AND HOWEVER OUR PARTNERS AT
PUBLIC HEALTH HAVE ON LOAN TO US
AND SO THAT IS JUST ANOTHER
EXAMPLE OF HOW WE PARTNER AND
WORK WITH EXTERNAL DEPARTMENTS
TO INCREASE THE MESSAGE.
>> AND THEN LASTLY AS IT RELATES
TO THE COMMUNITY AMBASSADOR
PROGRAM.
WHAT'S THE BALLPARK?
THE NUMBER OF COMMUNITY ONES WE
HAVE?
>> WE HAVE 15.
AND WE ARE
ACTIVELY, EACH ONE IS A
CONTRACT, AND SO WE'RE ACTIVELY
WORKING TO TAP INTO THEM AS FAR
AS WHAT WORK WE COULD HAVE THEM
DO AND WHILE ALSO MAINTAINING
OUR BUDGET.
WE'RE FUNDED BY THE KING COUNTY
EMERGENCY MEDICAL GRANT AS WELL
AS OUR URBAN INITIATIVE GRANT.
AND THE FIRST ONE IS PRETTY
STATIC.
THE SECOND ONE IS WHAT'S GOING
TO BE GOING AWAY.
WE'RE GOING TO BE STARTING WITH
OUR CURRENT YEAR, WHICH IS OUR
LAST YEAR OF FUNDING AND THAT
COMMUNITY SAFETY PROGRAM AND
THAT HOPEFULLY WE WILL HELP GET
THE PROGRAM MORE ATTRACTION AS
WELL AS MAYBE GARNER MORE
SUPPORT FOR FUTURE GRANT
APPLICATIONS TO SUPPORT IT.
>> AND THE ISSUE OF FUNDING
GOING AWAY GIVEN THE 15 THAT WE
CURRENTLY HAVE, ARE THERE GAPS
YOU HAVE IDENTIFIED?
>> WE WERE ACTIVELY GOING TO
START RECRUITING AS WE STARTED
LAST YEAR TO PUT A PAUSE ON
RECRUITING ASL SPEAKING
AMBASSADOR.
WE STILL HAVE THAT ON OUR WISH
LIST IF YOU WILL, BUT THAT IN
ITSELF WILL HAVE MORE COST TO
IT.
SO TYPICALLY EACH AMBASSADOR
MAKES ABOUT I BELIEVE CURRENTLY
$35 AN HOUR.
IT'S MODELED AFTER THE
DEPARTMENT OF NEIGHBORHOOD HAS A
PROGRAM, WHICH IS THE SAFETY
LIAISON, SO THE SAFETY
AMBASSADORS ARE MODELED IN
SIMILAR STRUCTURE WHERE THEY DO
WORK FOR US AND THEN WE PROVIDE
PAYMENT.
BUT MOST OF THE PROJECTS THEY
SUPPORT US WITH ARE A LOT OF
WHAT WE HAVE NOTICED THAT THE
COMMUNITY WANTS THE MATERIALS
TRANSLATED BY THE COMMUNITY
TRANSLATORS AS OPPOSED TO US
FINDING SOME COMPANY AND HIRING,
AND WE HAVE THAT CAPABILITY TO
HAVE OUR TRANSLATIONS DIRECTLY
VETTED BY THE INDIVIDUALS THAT
WILL SPEAK THAT LANGUAGE AND OUR
MEMBERS OF THE COMMUNITY.
AND SO THE MESSAGE IS ONE THING
TO TRANSLATE SOMETHING WORD FOR
WORD AND ANOTHER THING TO MAKE
SURE IT IS ACTUALLY BEING
RECEIVED WELL.
THAT'S ONE OF THE HIGHLIGHTS OF
THE PROGRAM.
AND HOW WE PLAN TO ADOPT IT, WE
ARE STILL WORKING ON WHAT IT
WILL LOOK LIKE IN THE COMING
YEARS WHEN THE FUNDING GOES
AWAY.
>> THANK YOU.
ONE LAST QUESTION I HAVE IS
LESS ABOUT THE COMMUNITY
ENGAGEMENT WORK ITSELF.
IT'S MORE OF A FOLLOWUP TO AN
ISSUE RAISED IN PAST YEARS.
THE COUNCIL PASSED A RESOLUTION
RELATED TO THE MITIGATION PLAN
AND INCLUDED LANGUAGE IN THAT
RESOLUTION, UPLIFTING THE NEED
TO STRATEGIZE AROUND EXTREME
WEATHER EVENTS.
CAN YOU TALK A LITTLE BIT ABOUT
WHERE WE ARE AT IN THAT PROCESS
JUST FOR ALL OF OUR --
>>
YEAH, SO ONE OF THE THINGS
THAT'S HAPPENING THIS YEAR THAT
WE'RE SUPER EXCITED ABOUT, WE
GOT SOME FUNDING FOR LOOKING AT
RESILIENCE HUBS THAT WOULD SERVE
IN EXTREME WEATHER EVENTS, BUT
COULD WORK FOR ANY DISASTER.
SO THE PLANNING FOR THAT
INCLUDES A LARGE AMOUNT OF
COMMUNITY ENGAGEMENT IN TERMS OF
WHERE THOSE HUBS SHOULD BE.
AND THERE IS ACTUALLY A
NATIONWIDE INITIATIVE NOW ON
RESILIENCE HUBS, SO THIS IS NOT
JUST A SEATTLE THING.
BUT LOOKING AT WHERE THOSE
PLACES THAT PEOPLE GO
FREQUENTLY, SO THIS IS NOT LIKE
OH, THERE IS A PLACE OVER HERE
THAT NO ONE WILL USE IT EXCEPT
THEY ARE NOT PARTICULAR WITH
IT.
AND SO PLACES THAT PEOPLE
ALREADY GO, WE FOUND THAT WAS
TRUE AND IN THAT LAST HEAT OF IT
AND THAT PEOPLE DIDN'T WANT TO
GO TO THAT COMMUNITY CENTER AND
A BIG OPEN ROOM WITH A BUNCH OF
CHAIRS WITH THAT
AIR-CONDITIONING AS THEY WANTED
SOMETHING THAT WAS A PLACE THEY
WOULD GO TO AND EVEN IN A PLACE
WITHIN THEIR APARTMENT BUILDING,
FOR EXAMPLE, WHERE THERE WERE
PEOPLE THEY KNEW AND THEY WERE
PARTICULAR WITH AND THAT THE
TRANSPORTATION WASN'T DIFFICULT
FOR THEM TO GET THERE.
THE MAPPING OF THAT IS THE FIRST
BASE, AND WHAT DOES THE
COMMUNITY THINK.
AND THE NEXT PIECE OF THAT IS
WHAT KIND OF SUPPLIES AND THINGS
SHOULD BE THERE IF IT IS AN
ESTABLISHED CLUB, FOR EXAMPLE, A
COMMUNITY CENTER OR A SCHOOL
ROOM AND WHAT THINGS DO THEY
HAVE AND WHAT ARE THINGS THAT
WOULD MAKE THE PEOPLE IN THAT
AREA MORE RESILIENT.
AND SO IN ADDITION TO THOSE
COMMUNICATION HUBS, WHICH WILL
SERVE ONLY AS COMMUNICATION,
THIS WOULD PROVIDE THE
RESOURCES, A PLACE THAT IS SAFE
FROM WHATEVER THE HAZARD IS,
EXTREME WEATHER EVENTS,
EARTHQUAKE FLOODING, FOR
EXAMPLE.
SO WE ARE JUST STARTING THAT
WORK THIS YEAR AND WE ARE SUPER
EXCITED.
AND WE'RE HOPEFUL AND THIS IS
WHERE WE COULD REACH THE MOST
PEOPLE IN THE WORLD, AND WE
COULD LOOK AT SOME PRIVATE
SECTOR FOLKS, AND HELPING US
MAKE SURE THEY'RE SUPPLIED AND
RESOURCED TO MAKE THAT A
REALITY.
>> THANK YOU.
I'M KEENLY INTERESTED IN THIS
AREA, AND SO I LOOK FORWARD TO
LEARNING MORE.
I'M SO EXCITED THAT YOU'RE OPEN
ABOUT IT.
THAT'S GREAT, THANK YOU.
>> ALL RIGHT, ANY ADDITIONAL
QUESTIONS?
>> AND CAN YOU LEAVE THE
EXAMPLES THAT YOU BROUGHT?
AND APPLY IT TO OUR FRONT, THANK
YOU.
>> I REALLY APPRECIATE IT.
AND I APPRECIATE YOU TAKING THE
TIME OUT OF YOUR DAY.
>> YOU BET.
>> THANKS FOR HAVING US.
>> AND TO COME TALK TO US.
>> YOU BET.
THANK YOU FOR HAVING US.
>> ALL RIGHT, BYE.
ALL RIGHT.
THE NEXT PUBLIC
SAFETY AND HUMAN SERVICES
COMMITTEE MEETING IS SCHEDULED
FOR NEXT TUESDAY, APRIL 11 AT
9:30 A.M.
IF ANY COMMITTEE MEMBER
ANTICIPATES BEING ABSENT FROM
THIS MEETING, LET ME KNOW NOW OR
WHENEVER YOU HAVE THAT
INFORMATION.
AND BEFORE WE
ADJOURN, JUST CHECKING TO SEE IF
THERE ARE ANY OTHER COMMENTS?
HEARING NONE, IT IS 11:45 A.M.,
AND WE ARE ADJOURNED.
THANK YOU EVERYBODY.