Seattle City Council Gender Equity, Safe Communities, New Americans & Education Committee 2/13/19


>>>GOOD MORNING. TODAY IS WEDNESDAY, FEBRUARY
13, 2000 AND. IT IS NOT:30 1 AM . THIS IS OUR REGULARLY SCHEDULED MEETING FOR THE GENDER
EQUITY, SAFE COMMUNITIES, NEW AMERICANS, AND EDUCATION COMMITTEE . I AM COUNCILMEMBER LORENA
GONALEZ AND JOIN ME AT THE TABLE IS ROB JOHNSON, MEMBER. THERE ARE TWO ITEMS ON TODAY’S AGENDA.
FIRST WE WILL HEAR FROM THE SEATTLE POLICE DEPARTMENT AND THE CITY BUDGET OFFICE AND
THEIR RESPONSE TO A STATEMENT OF LEGISLATIVE INTENT REGARDING THE SEATTLE POLICE DEPARTMENT
DATA RETENTION AND HIRING STRATEGIES THAT THE CITY COUNCIL PASSED OR ADOPTED IN THE
FALL OF TWO THOUSAND 18. DURING OUR LAST BUDGET PROCESS. WELCOME COUNCILMEMBER TERESA MOSQUEDA
. WE WANT TO CREATE AN INCENTIVE PROGRAM THAT WILL HELP HIGHER POLICE OFFICERS AS PROPOSED
BY THE MAYOR. WE WILL NOT TAKE A VOTE ON CB 119461. THIS IS AN INITIAL STATION TO HEAR
FROM THE EXECUTIVE CAUGHT THE RATIONALE FOR THE PROPOSED ORDINANCE AND TO ALLOW COUNCIL
MEMBERS AN OPPORTUNITY TO ASK QUESTIONS AND HIGHLIGHT PARTICULAR AMENDMENTS THAT THEY
MAY BE INTERESTED IN THAT CENTRAL STAFF CAN BEGIN THE PROCESS OF WORKING ON IN ANTICIPATION
OF THE SECOND HEARING WHERE WE WILL HEAR AMENDMENTS AND HAVE A POTENTIAL VOTE ON THE BILL. OKAY.
SO BEFORE WE GET STARTED, WE ALWAYS START WITH PUBLIC TESTIMONY. NOBODY HAS SIGNED UP
TO PROVIDE US WITH ANY PUBLIC COMMENT SO IS THERE ANYBODY IN THE AUDIENCE WHO THOUGHT
THEY WANTED TO SIGN UP BUT DID NOT HAVE AN OPPORTUNITY TO EVEN THAT THE AUDIENCE IS FULL
OF REPORTERS AND CITY STAFF I EXPECT THE ANSWER IS NO. [LAUGHTER] WE WILL GO AHEAD AND CLOSE
OUT PUBLIC COMMENT. I WILL GO AHEAD AND ASK ROXANA TO READ. CAN YOU ACTUALLY READ BOTH
AGENDA ITEMS INTO THE RECORD IN THE EVENT WE WANT TO GO BACK AND FORTH? THAT WILL BE
HELPFUL. RESPONSE TO SLI 38-6-A-2: AND THEN IF YOU ARE HERE SEATTLE POLICE DEPARTMENT
TO PRESENT ON THESE ISSUES STAFFING I WOULD INVITE YOU
TO DATA AND RETENTION & HIRING JOIN US AT THE TABLE. STRATEGIES. AGENDA ITEM 1, AGENDA ITEM 2,
CB 119462: AN ORDINANCE RELATING TO THE SEATTLE POLICE DEPARTMENT; CREATING AN INCENTIVE PROGRAM
FOR HIRING LATERAL POLICE OFFICERS; AND REPEALING OBSOLETE SECTIONS 4.20.530, 4.20.540, 4.20.550
OF THE SEATTLE MUNICIPAL CODE.>>THANK YOU. SO WE WILL , LET ME JUST GIVE A PREVIEW ABOUT
WHAT THE RUN OF SHOW WILL BE HERE. I WILL ASK EACH OF YOU TO INTRODUCE YOURSELVES FOR
THE RECORD SO WE HAVE YOUR NAME READY AND READILY AVAILABLE TO US. I WILL MAKE A COUPLE
OF INTRODUCTORY REMARKS AND THEN GREG ARE YOU GOING TO KICK IT OFF WITH A FRAMING OF
THE SLIDE ? THEN WE CAN GO AHEAD AND DIG IN. HOW DOES THAT SOUND? GREAT. OKAY, INTRODUCTIONS. GREG DAWSON , MIKE FIELDS, CARRIE McNALLY. THIS ISSUE AROUND HIRING, RECRUITMENT, AND
RETENTION AT THE SEATTLE POLICE DEPARTMENT IS SOMETHING I KNOW I HAVE BEEN WORKING ON
AS A COUNCILMEMBER SINCE I STARTED ON THE CITY COUNCIL I GUESS 3 YEARS AGO NOW. TIME
HAS FLOWN. I JUST WANTED TO HIGHLIGHT THE FACT THAT THE CITY COUNCIL DOES TAKE THIS
ISSUE VERY SERIOUSLY. IT IS SOMETHING CONSTANT I HAVE BEEN ON THE CITY COUNCIL, THE CITY
COUNCIL HAS TAKEN BUDGET RELATED ACTIONS IN ORDER TO FACILITATE THE POLICE DEPARTMENT’S
ABILITY TO RECRUIT, HIRE, AND RETAIN ADDITIONAL OFFICERS . THIS IS A CONTINUATION OF THAT
BODY OF WORK AND A CONTINUATION OF OUR COMMITMENT AS A CITY COUNCIL TO FULFILL WHAT I THINK
WE UNDERSTAND TO BE OUR DUTY AND OBLIGATION TO DELIVER PUBLIC SAFETY SERVICES TO THE PEOPLE
WHO LIVE IN SEATTLE, WHO WORKED IN SEATTLE AND WHO VISIT THIS GREAT CITY. I REALLY APPRECIATE
YOUR ALL’S COLLECTIVE EFFORT IN THAT REGARD IN WORKING WITH MY OFFICE AND WITH CENTRAL
STAFF TO SET UP A COLLABORATIVE TRANSPARENT PROCESS THAT WILL ALLOW US TO EFFECTIVELY
CONSIDER AND DISCUSS SOME EVIDENCE-BASED PRACTICES THAT COULD REALLY CREATE SOME POSITIVE CHANGE
IN TERMS OF THE TRENDS WE ARE SEEING WITH HIRING AND ATTRITION AT THE POLICE DEPARTMENT
WHICH I KNOW IS NOT UNIQUE TO THE SEATTLE POLICE DEPARTMENT. THIS IS AN ISSUE THAT IS
SPACE BY MANY POLICE DEPARTMENTS ACROSS THE COUNTRY. IT IS A NATIONAL TREND AND A LOT
OF POLICE AGENCIES LIKE THE SEATTLE POLICE DEPARTMENT ARE TAKING A SERIOUS LOOK AT A
VARIETY OF DIFFERENT TOOLS THAT THEY CAN BE USING IN ORDER TO ATTRACT NEW RECRUITS AND
ALSO LATERAL HIRES. SO OF COURSE WE ARE HAVING THIS CONVERSATION IN THE CONTEXT OF OTHER
PEOPLE ALSO TRYING TO UTILIZE SOME OF THE SAME TOOLS WE ARE USING. SO I AM EXCITED ABOUT
HAVING THE CONVERSATION TODAY AS A FIRST STEP TOWARDS SETTING THE TABLE FOR ADDITIONAL CONSIDERATION
AND DISCUSSION AROUND HOW WE CAN BEST SUPPORT THE POLICE DEPARTMENT EFFORTS IN RECRUITING
AND RETENTION IN THIS PARTICULAR ENVIRONMENT THAT WE ARE DEALING WITH. THAT BEING SAID,
I WILL HAND IT OVER TO GREG WHO, IF YOU WOULD KINDLY DO SO, SET UP THE FRAMEWORK FOR THE
STATEMENT OF LEGISLATIVE INTENT AND THEN WE WILL GO AHEAD AND HANDED OVER TO THE EXECUTIVE
TO PROVIDE US THE REPORT. AS YOU POINT OUT, COUNSEL HAS HAD AN INTEREST
IN POLICE HIRING AND RETENTION AND AS THE CITY BECAME AWARE LAST SUMMER COUPLES AT THE
POLICE DEPARTMENT AND THE COUNCIL THAT SEPARATIONS WERE HIGHER THAN NORMAL AND RECRUITING WAS
DOWN, THE COUNCIL ASKED FOR SOME INFORMATION AND THE EXECUTIVE PROVIDED IT. WE REALLY GOT
A LOOK AT THE DATA FOR THE FIRST TIME AND THE COUNCIL THEN PASSED SLI 38-6-A- 2 WHICH
ASKED TO BE REGULARLY INFORMED ABOUT THE DATA, PARTICULARLY DATA THAT SHOWS BOTH SEPARATIONS
AND HIRES THROUGH THE LAST MONTH OR MOST IMPORTANTLY PROJECTIONS FOR THE NEXT 2 YEARS GOING FORWARD.
THEN THAT DATA IS TO COME ON A MONTHLY BASIS AND WE RECEIVE THAT DATA TO-3 WEEKS AGO I
BELIEVE . AND QUARTERLY THE DEPARTMENT WILL BE PROVIDING UPDATES LIKE THIS ONE HERE TODAY
ON THE RECRUITMENT ACTIVITIES THAT HAVE HAPPENED OVER THE PRIOR QUARTER CAUGHT THE PLANNED
RECRUITMENT ACTIVITIES AND THEN THE REASONS FOR SEPARATION AS OFFICERS ARE SEPARATING
AND TALKING ABOUT THE REASONS THEY ARE LEAVING, THEY ARE RECORDED BY THE APARTMENT. WE WILL
TALK MORE ABOUT THAT TODAY. THAT IS A T UP. IT IS AN ONGOING EFFORT. THERE IS AN EXECUTIVE
EVER, WORK GROUP THAT IS GETTING TOGETHER THAT DOES INCLUDE COUNSEL STAFF THAT IS LOOKING
AT ISSUE AND I WILL LEAVE IT TO THE DEPARTMENT TO TELL YOU MORE ABOUT THAT. THANK YOU GREG. I JUST WANT TO THANK COUNCIL
MEMBERS TERESA MOSQUEDA, VICE- CHAIR , DEBORA JUAREZ, ALTERNATE , COUNCILMEMBER HERBOLD
, AND COUNCILMEMBER O’BRIEN. I REALLY APPRECIATED THEIR SUPPORT OF MY EFFORTS TO MAKE SURE THAT
WE HAVE AS MUCH AVAILABLE DATA AS WE CAN TO REALLY BE ABLE TO EVALUATE, ANALYZE, AND CONSIDER
PROPOSALS THAT ARE RESPONSIVE TO WHAT SOME OF THE TRENDS ARE AT THE POLICE DEPARTMENT
TO THANK YOU ALL FOR BEING MY COSPONSORS. IT WAS OUR PLEASURE, MADAM CHAIR. I DID GIVE YOU A CHOICE. JUST KIDDING. SO
LET’S HEAD OVER TO THE EXECUTIVE AND WHOEVER WANTS TO KICK US OFF. THANK YOU MADAM CHAIR, MIKE FIELDS, HR DIRECTOR
OF THE SEATTLE PLACE. WE REALLY APPRECIATE THE COLLABORATION WE HAVE HAD SO FAR AND LOOKED
TO MOVING INTO 2019 ON THIS IMPORTANT ISSUE. I WILL BE WORKING OFF OF THE SLIDES. THIS
IS AN OVERVIEW OF THE 2019 SWORN RECRUITMENT STRATEGY. WILL START WITH A THREE-YEAR RETROSPECTIVE
ON APPLICANTS. THE HIRES THAT RESULTED FROM THOSE APPLICANTS AND THE DIVERSITY OF THOSE
HIRES. SO LOOKING AT THE FIRST SLIDE, THIS REALLY PAINTS THE PICTURE. YOU CAN SEE FROM
2016 THROUGH 2018, JUST THE AGGREGATE NUMBER OF FOLKS WHO SAT FOR OUR ENTRY LEVEL TEST
IS OFF 30%. NEXT SLIDE SHOWS A SIMILAR TREND ALTHOUGH A LITTLE MORE DRASTIC WITH US TAKING
OUR LATERAL TEST. WE ARE OFF 48% DURING THAT SAME TIMEFRAME WITH LATERALS SITTING FOR OUR
TEST. JUST NOTE THAT THESE DECLINES FROM 2016 TO 2018 ART DESPITE INCREASING IN PERSON OUTREACH
AND ADVERTISING OVER THE SAME TIME PERIOD. THE NEXT SLIDE SHOWS THE RESULTING TREND IN
HIRES. WE HAVE THREE VERY STRONG YEARS HISTORICALLY FOR US IN 2015, 2016, AND 2017. THEN AS YOU
CAN SEE WE SAW AND SIGNIFICANT DOWNTURN LAST YEAR. IT MIRRORED THE NUMBER OF APPLICANTS
DECREASING AS WELL . OF NOTE IS THAT OUR CONVERSION RATE OR THE RATIO OF FOLKS HIRED TO THOSE
WHO APPLIED HAS REMAINED ROUGHLY CONSTANT OVER THIS SAME TIME PERIOD. THIS SLIDE TALKS
ABOUT AN OVERVIEW OF COMMUNITY OUTREACH. I THOUGHT I WOULD ASK DETECTIVE McNALLY TO SPEAK
TO THAT. ONE OF THE THINGS WE HAVE RECOGNIZED IS THAT
COMMUNITY OUTREACH YIELDS US MANY MORE CANDIDATES THAN DO TRADITIONAL JOB FAIRS>>THE BETTER
THAT WE CAN CONNECT WITH OUR COMMUNITY MEMBERS, THE MORE WE CAN TALK TO THEM ABOUT THE OPPORTUNITIES
WITHIN THE POLICE DEPARTMENT. WE HISTORICALLY ARE AT 25-30 COMMUNITY AND THAT’S PER YEAR.
SET UP RECRUITING BOOTHS AT THOSE EVENTS AND WEEPING OFFICERS ACROSS THE DEPARTMENT TO
STAFF THOSE AND MAKE SURE WE ARE PRESENTED OF PATROL CAR SPECIALTY UNITS AND OTHER OPPORTUNITIES.
WE HAVE ASKED REPEATEDLY THROUGHOUT THE DEPARTMENT FOR ANYBODY WHO WANTS TO HELP WITH RECRUITING
EFFORTS AND WE BRING IN PEOPLE WHO HAVE A GENUINE INTEREST EITHER THEY HAVE GROWN UP
IN THE AREA AND WANT TO WORK WITH NUMBERS OF THEIR COMMUNITY, THEY WANT TO BE PART OF
THE RECRUITING EFFORTS, SO WE BRING THEM ALONGSIDE A STARK THERE ARE 2 OF US TO FALL 2 OF US
FULL-TIME THAT WE HAVE OTHER DEPARTMENT MEMBERS WHO ARE INTERESTED IN HELPING WITH THAT PROCESS
WHICH GIVES US A GREATER REACH INTO THE COMMUNITY I BELIEVE. THESE COMMUNITY OUTREACH EXAMPLES
THAT YOU GAVE ON THIS PARTICULAR SLIDE CAUGHT THE POLICE EXPLORERS SUMMER YOUTH IMPLEMENT
AND LATE-NIGHT PROGRAMS, IT SEEMS LIKE THESE ARE PRIMARILY FOCUSED ON NEW RECRUITS AS OPPOSED
TO LATERALS, IS THAT CORRECT? THAT IS CORRECT. THIS IS A WAY, THE POLICE
EXPLORER PROGRAM IS FOR AGES 13- 21. IT GIVES US THE OPPORTUNITY TO WORK WITH YOUTH IN PARTICULAR
THAT HAVE AN INTEREST IN THE SHOP AND GIVE THEM THE JOB SKILLS THAT THEY NEED TO GET
USED TO WHAT THE DEPARTMENT LOOKS LIKE. IT ALSO GOES TO THE YOUTH EMPLOYMENT PROGRAM
TOO BECAUSE WE RECOGNIZE HAVING BEEN AT SEVERAL CONFERENCES ACROSS THE COUNTRY, THIS IS NOT
AN ISSUE THAT WE CAN GO FIND PEOPLE RIGHT NOW OF PEOPLE WHO WANT TO BE HARD WE NEED
TO MAKE SURE WE HAVE A PIPELINE OF PEOPLE COMING IN 10-15 YEARS FROM NOW. SO USE ENGAGEMENTS
IS A HIGH PRIORITY FOR US AS A DEPARTMENT AND ALSO FROM THE RECRUITING PERSPECTIVE AS
WELL. WE TRY TO OUTREACH AT A YOUNGER AGE TO GET THEM READY AND PREPARED TO GET HIRED
WHEN THEY ARE AT AGE, THAT OF COURSE THE COMMUNITY EVENTS, WE ENGAGE WITH PEOPLE WHO PROBABLY
NEVER THOUGHT ABOUT BEING A POLICE OFFICER. THEY HAS HAD AN ENTIRE CAREER SOMEWHERE ELSE
AND THEN THEY SEE THIS OPPORTUNITY THEY MAY HAVE NOT HAD BEFORE. I THINK OUR RECRUITS
ACROSS BOTH BOUNDERS. WE HAVE PEOPLE WHO COME ON AT 21 AND WE HAVE PEOPLE COMING ON AT 50
BECAUSE THIS IS SOMETHING I ALWAYS WANTED TO DO AND NOW THEY HAVE CAUGHT THEY ARE READY
FOR IT. WE CAN GET THEM THE HELP THEY NEED TO GET ON THE DEPARTMENT. I AM INTERESTED TO HEAR A LITTLE BIT MORE
ABOUT THE TYPE OF COMMUNITY EVENT YOU’RE TALKING ABOUT. HOW DO YOU CHOOSE THE EVENTS THAT YOU
ARE PARTICIPATING IN? WHAT TYPE OF EVENTS ARE THERE? WE GO TO EVERY COMMUNITY THAT’S ALL. WE ARE
ENGAGED IN THE PARADES AT TORCHLIGHT, WE ARE GOING TO THE WOMEN’S SHOW , ONTO THE WOMEN’S
SHOW THE LAST 20 YEARS. SO WE ARE HONESTLY WILLING TO GO TO ANY EVENT WE GET INVITED
TO. THAT GOES TO OUR RELATIONSHIPS WITH THE COMMUNITY. ARE CONSTANTLY SEEKING OPPORTUNITIES
FOR US TO BE PRESENT. RECON IN NOT IN FULL UNIFORM, WE’LL COME IN A POLO SHIRT TO ENGAGE
WITH PEOPLE. WE BRING ALONG UNIFORMS FOR PEOPLE TO TRY ON. WE GO TO DRAGON FEST EVERY YEAR
AND WE END UP ENGAGING WITH THOUSANDS OF PEOPLE THROUGHOUT THE DAY. WEEPING ALONG GEAR AND
THE FACT THAT SOME PEOPLE CAN PUT THEIR KIDS INVEST AND GET THEM EXCITED ABOUT US ENGAGING
WITH THEM AND GETTING TO KNOW US. WE WILL BE ATTENDING I BELIEVE IT’S AN EVENT ON MARCH
17 HERE WITH THE IRANIAN COMMUNITY. WE ARE ALWAYS LOOKING FOR OPPORTUNITIES AND ANY INVITATION
WE GET ONE WAY OR ANOTHER WE MAKE SURE WE HAVE SOMEONE THERE. EVEN IF ONE OF THE 2 OF
US CAN BE THERE, WE WILL FIND SOME OF OUR RECRUITING SUPPORT TEAM THAT CAN GO AND ENGAGE
WITH THE COMMUNITY. WE SAY YES TO EVERYTHING. YOU WILL SEE SOME OF THE EVENTS WE GO TO BARK
OVER 100 EVENTS PER YEAR BECAUSE WE DO NOT SAY NO. IF SOMEONE CALLED US AND SAYS THEY
HAVE AN EVENT COMING UP, WE WILL MAKE SURE TO HAVE NEVER TO BE THERE. IN TERMS OF THE TYPE OF MATERIALS YOU ARE
BRINGING KAI SOUNDS LIKE THERE’S A DIVERSE AUDIENCE YOU ARE REACHING OUT TO. HOW ARE
WE WORKING TO ENSURE THAT THERE IS A RACIAL JUSTICE LENS APPLY TO THE MATERIAL WHO IS
DEVELOPING THAT? ARE WE GETTING COMMUNITY FEEDBACK? ARE WE APPLYING THE COMMUNITY JUSTICE
LENS TO THE EVENTS WE ARE GOING TO. IF WE SAW A MAP AND OVERLAID IT WITH COMMUNITIES
OF COLOR, SPEAKING MULTIPLE LANGUAGE, HOW ARE WE USING THAT RACIAL JUSTICE TOOL IN OUR
MATERIALS? I CAME TO THE UNIT IN 2015. ONE OF THE FIRST
THINGS WE HAD DONE, I HAD BEEN INVOLVED IN THE REFUGEE WOMEN’S INSTITUTE SO WE WORKED
CLOSELY WITH THE OFFICE OF IMMIGRANT AND BEVERAGE IF THEY ARE WE LOOK AT IT THROUGH THE MEDIA LENS AS WE
ASKED HIM TO GIVE US ALL OF THE DIVERSE MEDIA EFFORTS IN THE CITY OF SEATTLE. WE MAKE SURE
WE ARE UTILIZING OUR RECRUITING MATERIALS INTO DIFFERENT COMMUNITIES. WE DON’T DO STOCK
PICTURES. WE DON’T STAND BY AND TAKE A PICTURE TO MAKE SURE THAT WE HAD EVERYBODY REPRESENTED.
WE USE PHOTOS FROM EVENTS THAT WE ACTUALLY ATTENDED IN THE COMMUNITY. I THINK THAT’S
VERY IMPORTANT. THAT IS THE GENUINE RESPONSE THE WAY THAT WE DO ADVERTISING. ME HAVING
COME TO THE UNIT, ONE OF THE THINGS I WAS ASKED WAS ABOUT WOMEN, HOW DO WE INCREASE
THE AMOUNT OF WOMEN THAT COME INTO THE DEPARTMENT. I STARTED OUR FIRST EVER WOMAN IN LAW ENFORCEMENT
CAREER FAIR WITH THAT LENS. WE REACH OUT TO OTHER AGENCIES. THE FIRST EVENT WE DID WE
HAD MANY AGENCIES THERE. MOST OF THE RECRUITERS WERE WOMEN. WE HAVE TRIED TO EMPLOY DIFFERENT
TACTICS WITH DIFFERENT IMMUNITIES. WE LISTEN TO WHAT THE COMMUNITY ASKS US FOR. AND IT
GOES BACK TO THE RECRUITING SUPPORT TEAM. WITH THAT 50-60 DID OFFICERS WE HAVE, WE ASKED
THEM WHAT THEIR BACKGROUND WAS. WHAT BROUGHT YOU INTO THIS JOB. WE HAVE BEEN ABLE TO USE
THEM IN DIFFERENT COMMUNITIES BASED ON THEIR INTERESTS AND WORKING IN THOSE COMMUNITIES.
THAT HAS BEEN AN IMPORTANT ASSET FOR US TOO AS WE LISTEN TO OUR OFFICERS WE ASK EVERYBODY
IN THE DEPARTMENT TO SEND US IDEAS FOR EVENTS THAT ARE COMING UP. SO WHETHER IT THEY HAVE
A RELATIONSHIP THEY CAN BRING US ALONG OR WE CAN CONTINUE THAT RELATIONSHIP, ALL OF
OUR EFFORTS WE HAVE A DIVERSITY STATEMENT AND ALL OF OUR LITERATURE, OUR WEBSITE. THERE
ARE SOME EFFORTS WE ARE GOING TO BE LOOKING AT IN BRINGING SOME OUTSIDE PEOPLE TO LOOK
AT THAT AS WELL TO MAKE SURE WE ARE NOT MISSING THAT LENS. THEN WE TRY TO MAKE SURE WE ARE
REFLECTIVE OF OUR AGENCY WHICH IS AN INCREDIBLY DIVERSE AGENCY. THAT IS WHAT WE HIGHLIGHT
. I KNOW THAT THE NEXT SLIDE WILL HIT ON THE
DIVERSITY NUMBERS AND WORK THAT YOU ALL HAVE BEEN DOING. IF I COULD JUST ADD CAUSED SOME OF THE BEST
IDEAS THAT WE HAVE HAD IN THIS ARENA HAVE COME FROM THE COMMUNITY AND THEMSELVES. OUR
RECRUITERS HAVE LITERALLY THOUSANDS OF TOUCH POINTS WITH PROSPECTIVE APPLICANTS AND WE
GET TO HEAR WHAT’S GOING ON IN THERE MY. WHY SEATTLE VERSUS SOMEWHERE ELSE? WIFE POLICING
VERSUS SOME OTHER CAREER. ONE OF THE THINGS WE HEARD THAT WAS ALSO ECHOED IN THE HIRING
REPORT WAS THAT FOLKS WANT TO SEE PEOPLE THAT LOOK LIKE THEM AT EVENTS IN MATERIALS. WE
REALLY WORKS ON THAT. I THINK THAT’S IMPORTANT. YOU CAN SATURATE A COMMUNITY WITH ADVERTISING
BUT IF IT’S JUST FOR HISTORICAL REASONS DID NOT OCCUR 12 COMMUNITY TO LOOK TO A CAREER
IN LAW DISBURSEMENT , IT IS FALLING ON DEAF EARS. THE RECRUITING HAS BEEN A INTERESTING
AND SUCCESSFUL PART OF OUR OVERALL STRATEGY. BIDDING TO OUR NEXT SLIDE , THE EFFORTS THAT
WE JUST DETAILS HAVE BEEN PRODUCTIVE. YOU CAN SEE THE TREND IN THE HIRING OF PEOPLE
OF COLOR FROM 2013 THROUGH LAST YEAR. TO THE POINT WHERE LAST YEAR AT 42% OF OUR INCOMING
RECRUITS BEING PEOPLE OF COLOR WAS MORE DIVERSE THAN THE CITY OR COUNTY AS A WHOLE. THAT NUMBER
IS MOVING IN THE RIGHT DIRECTION THOUGH CERTAIN SOMETHING THAT WILL REMAIN. IN THIS PARTICULAR SLIDE DO YOU HAVE A SENSE
OF THE 42%, HOW MANY ARE NEW HIRES VERSUS LATERALS? WE DO. AS I AM SITTING HERE I DON’T THAT WE
CERTAINLY TRACK THAT DATA AND WE CAN PROVIDE THAT. THAT WOULD BE REALLY HELPFUL. ONE OF THE ISSUES
THAT HAS TEED UP IN RELATIONS TO A COUNSEL BILL AROUND OUR ORDINANCES IS WHETHER THE
HIRING BONUS SHOULD BE CONSIDERED FOR NEW HIRES AND I THINK THERE IS A LEGITIMATE POLICY
COMPOSITION THAT WE NEED TO HAVE AROUND THAT PARTICULAR ISSUE BECAUSE IF WHAT WE ARE SEEING
REGARDING THE PROGRESS AROUND RACIAL DIVERSITY IS MORE IN THE NEW HIRE SPACE, THEN I WOULDN’T
WANT TO COMPROMISE THE DEPARTMENTS SUCCESS AND TRENDS IN THIS SPACE BY QUEUING SKEWING
TOO MUCH TO THE LATERAL. THAT COULD CREATE THE UNATTENDED CONFERENCE OF IMPACTING SOME
OF THE POSITIVE WORK THAT THE DEPARTMENT HAS DONE TO INCREASE DIVERSITY WITHIN THE DEPARTMENT. SHOULD. WE WILL PROVIDE THAT. THANK YOU. I WOULD BE INTERESTED IN SEEING THE DEMOGRAPHIC
DOWN BEHIND THE SCENES. IF YOU CAN HAND THAT OVER FOUR US. THEN WHEN A QUESTION, I KNOW
YOU SAID AT THE BEGINNING AND I DID NOT QUITE CATCH IT. WHAT IS THE Y-AXIS HERE? IS THIS
AN INCREASE IN DIVERSITY OR TOTAL POPULATION OF FOLKS WORKING AT SPD? IT IS THE TOTAL OF THOSE INCOMING IN ANY GIVEN
YEAR. IT’S NOT THOSE WORKING AS A TOTAL POPULATION OF THE PERMIT THAT TOTAL INCOMING. IN 2010,
42% OF THOSE COMING IN WHERE PEOPLE OF COLOR, NOT A PERCENTAGE INCREASE NUMBER. SO 42% THEN=– THE TOTAL IS 68 TOTAL HIRES.>>IT’S UNCLEAR
THE DEMOCRATIC DEMOGRAPHIC BREAKDOWN, I WILL CLARIFY THAT. IN TERMS OF FACTORS THAT ARE
AFFECTING OUR HIRING PACE, THESE INCLUDE THE NATIONAL MARKET BEING TIGHT FOR POLICE RECRUITS
AND INCENTIVES BEING OFFERED BY OTHER JURISDICTIONS. HOUSING AND COMMUTE ISSUES THAT SEATTLE DEALS
WITH CAUGHT GENERALLY LOW UNEMPLOYMENT, NEGATIVE PERCEPTIONS OF POLICING NATIONWIDE, AND THE
RESIDUAL EFFECTS OF THESE CONTRACTS. WE ARE STILL SETTLING SOME OF THOSE RESIDUAL EFFECTS. I NOTICE YOU DID NOT HAVE A BULLET POINT FOR
SNOWPOCALYPSE. I WONDERED IF YOU COULD TALK ABOUT THIS PIECE
AS PART OF THE DISCOURSE HERE. ABSOLUTELY. IF YOU WILL ALLOW ME I WILL ADVANCE
ONE FLIGHT WHILE I TALK ABOUT IT. A COUPLE OF THINGS. ONE IS, WE TALKED TO OUR COLLEAGUES
AROUND THE COUNTRY. THIS IS ALMOST JOB ONE AT THIS POINT. JUST MAINTAINING STAFFING AND
FIELDING 911 CALLS. 80% OF — 80% OF LARGE AGENCIES HAVE SIGNIFICANT NUMBER
OF VACANCIES. YOU ALWAYS HAVE A FEW AS PEOPLE COME IN AND OUT BUT WHEN YOU START MOVING
TWO DOZEN OR SOMETIMES HUNDREDS OF VACANCIES EVEN IN DEPARTMENTS OF A SIMILAR TIES TO US,
IT BECOMES AN ISSUE. THERE’S A FAIR BIT OF RESEARCH IN LITERATURE ON THIS, IT’S INTERESTING,
ONE PIECE IS AS YOU LOOK AT FOLKS WHO ARE 25- 35, THIS WAS DONE IN ONE STUDY, JUST THE
OVERALL INTEREST OF THAT GROUP GOING INTO A LAW- ENFORCEMENT CAREER VERSUS 10 OR 20
YEARS AGO IS JUST DIFFERENT. THERE IS LOST OF SOCIETAL REASONS FOR THAT. IN EFFECT WE
ARE ARE COMPETING FOR A VERY SMALL NUMBER OF FOLKS. AS WE TRAVEL NATIONALLY AND CERTAINLY
SEE IT REGIONALLY , THE HIGH NUMBER OF VACANCIES , INCENTIVES, BENEFITS OTHER THAN PAY THAT
JURISDICTIONS ARE ABLE TO OFFER MAKES IT A TIGHT LABOR MARKET. MIKE, I WANT TO ASK YOU REALLY POINTED QUESTION
BECAUSE THERE IS A NARRATIVE THAT IS FLOATING OUT THERE THAT SOMEHOW REQUIRING OFFICERS
TO ENGAGE IN CONSTITUTIONAL POLICING IS THE ROOT CAUSE FOR THE HIRING ISSUES AND RETENTION
ISSUES BOTH AT THE DEPARTMENT AND ACROSS THE COUNTRY. I WOULD LIKE TO GIVE YOU AS A REPRESENTATIVE
OF THE SEATTLE POLICE DEPARTMENT AN OPPORTUNITY TO RESPOND TO THAT PARTICULAR POINT . I OF
COURSE HAVE MY OWN OPINION BUT I WOULD LIKE TO REALLY PROVIDE YOU AN OPPORTUNITY ON BEHALF
OF THE SEATTLE POLICE DEPARTMENT TO TALK ABOUT THAT PARTICULAR ASSERTION. LET ME START BY SAYING IT WILL LIKELY BE HELPFUL
FOR THIS BODY AT SOME POINT TO SEE EITHER THE ACTUAL EXIT INTERVIEWS OF OUR OFFICERS
OR A SUMMARY OF HOW YOU WOULD LIKE TO SEE IT AND HEAR FROM OFFICERS IN THEIR OWN WORDS
THE REASONS THEY ARE LEAVING . CONSTITUTIONAL POLICING IS NOT AN ISSUE THAT IS CITED FOR
FOLKS LEAVING TO OTHER DEPARTMENTS ARE GETTING OUT OF THE PROFESSION. SO I THINK TO ANSWER
YOUR QUESTION, THE CONSTITUTIONAL POLICING PIECE IS NOT A DRIVER ON THIS TREND . I THINK
WE ALMOST HAVE A PERFECT STORM OF HISTORICALLY LOW UNEMPLOYMENT, A DEMOGRAPHIC BUBBLE BOTH
IN SEATTLE AND NATIONWIDE WHERE A BUNCH OF FOLKS WERE HIRED IN 80s. NOW HERE SEEING THEM
LEAVE SO THE ATTRITION NUMBER IS THERE. AS A RESULT WE HAVE JURISDICTIONS EVERYWHERE
ADDING FOLKS AS QUICKLY AS THEY CAN. SO I THINK THAT IS REALLY THE DRIVER. THE MACRO
DRIVER. I APPRECIATE YOU PROVIDING US THAT CLARITY
. I THINK IT’S IMPORTANT FOR US TO RECOGNIZE A LOT OF THE WORK THAT THE POLICE DEPARTMENT
HAS BEEN ABLE TO ACCOMPLISH AND OUR EFFORTS TO REFORM THE DEPARTMENT IN A MANNER THAT
IS CONSISTENT WITH OUR EXPECTATIONS UNDER THE CONSTITUTION AND TO RESPECT PEOPLE’S CIVIL
RIGHTS AND I BELIEVE THAT THAT WORK HAS BEEN IN LARGE PART ABLE TO BE A COMPASS BECAUSE
OF THE HARD WORK OF MANY OF THE OFFICERS THAT WERE ASKING TO OPERATE IN THIS NEW ENVIRONMENT.
I APPRECIATE THAT FACT THAT WE HAVE A VAST MAJORITY OF OFFICERS WHO ARE READY AND WILLING
AND ABLE TO PARTICIPATE IN THE ADDITIONAL TRAININGS THEY GET THEM THE TOOLS THAT ARE
NECESSARY TO MAKE SURE THAT THEY ARE POLICING TO THE BEST STANDARDS OF PRACTICE IS IN THIS
PARTICULAR SPACE. I THINK IT’S REALLY IMPORTANT FOR US TO MAKE SURE THAT WE ARE HIGHLIGHTING
THE REAL ROOT CAUSES AND DRIVERS OF THESE ISSUES AS OPPOSED TO POINTING THE FINGER AT
LEGITIMATE CIVIL RIGHTS CONCERNS THAT I BELIEVE ARE SHARED NOT JUST IN THE COMMUNITY BUT ON
THE CITY COUNCIL , IN THE MAYOR’S OFFICE, AND ALSO BY THE POLICE DEPARTMENT . I APPRECIATE
YOUR HONESTY IN TERMS OF HELPING US UNDERSTAND WHAT THEIR REAL DRIVERS ARE HERE. AS YOU KNOW, THE CHIEF IS COMPLETELY COMMITTED
TO THE CONSTITUTIONAL POLICING HIRING FOLKS WHO ARE SUPPORTIVE OF THAT CAUGHT RETAINING
FOLKS WHO ARE SUPPORTIVE OF THAT SOULFUL AGREEMENT.>>IF I MIGHT ALSO EDITORIALIZE FOR A MOMENT.
I THINK ONE OF THE OTHER THINGS THAT SHOULD BE SAID HERE IS THAT IF WE DID NOT HAVE FULL
FAITH AND CONFIDENCE THAT THIS WAS ACTUALLY WORKING, WE WOULD NOT HAVE BEEN POSITIVELY
ASKING FOR MORE OFFICERS TO BE BROUGHT ONTO THE FORCE AND PUTTING RESOURCES INTO THE BUDGET
YEAR OVER YEAR TO ALLOW US TO TRY TO NOT JUST HIRE THOSE THAT HAVE HIGH REPLACEMENTS FOR
THOSE WHO HAVE RETIRED ALSO HIGHER NEW OFFICERS IN ADDITION TO THAT. AND, WE ALSO PROBABLY
WOULD’VE HAD A ADDITIONAL APPROACH TO THE POLICING CONTRACT AND ISSUES RAISED BY THAT
POLICING CONTRACTOR THERE’S ALSO A COUNTER NARRATIVE OUT THERE THAT SUGGESTS THAT IN
SOME WAY PLACE OR FORM THAT THIS COUNSEL DOES NOT BELIEVE IN THE GOOD WORK THAT THE AUTHORS
DO ON THE GROUND. I THINK OUR ACTIONS PARTICULARLY IN THE BUDGET SPACE TELL A VERY DIFFERENT
STORY THERE. I THINK IT’S IMPORTANT FOR US TO HIGHLIGHT THAT AS WELL. THANK YOU. THE GOOD CHAIR WAS JUST TALKING ABOUT THE
REAL DRIVING FORCES AND I THINK AGAIN, NOT NEW UNIQUE TO SEATTLE WE SEE THIS ACROSS THE
COUNTRY, BUT WE HAVE STAGGERING STATISTICS THAT SHOW OUR HOUSING COSTS, OUR CHILDCARE
COSTS ARE REALLY CREATING A TREMENDOUS IMPACT ON WORKING FAMILIES ABILITY TO STAY IN THIS
CITY. WE HEAR ANECDOTALLY ABOUT OFFICERS WHO ARE NOW HAVING TO COMMUTE IN OR WHO HAVE BEEN
PUSHED FURTHER AND FURTHER AWAY AND THERE COMMUTE TIME IS LONGER. CAN YOU TALK A LITTLE
BIT ABOUT WHETHER OR NOT WE HAVE STATISTICS ON HOW THE FOLKS ARE HAVING TO COMMUTE IN
AND THE COST OF HOUSING BEING A DRIVING FACTOR? I AM ALSO INTERESTED IN WHETHER OR NOT YOU
HAVE HEARD ANECDOTALLY OR IF THERE ARE ANY STUDIES OR STATISTICS OUT THERE AS YOU ARE
TALKING TO FOLKS ABOUT WHETHER OR NOT THE LACK OF ACCESS TO CHILDCARE IS A RECRUITMENT
BARRIER. WE HAVE VERY LIMITED RESOURCES OBVIOUSLY IN THE CITY. WE WILL CONTINUE TO WORK ON THAT.
AS WE TRY TO ABOUT MARY PUT ADDITIONAL RESOURCES TO MAKE SURE THERE IS A FULLY STAFFED FORCE,
ALSO TRYING TO FIGURE OUT IF OUR RESOURCES ARE GOOD INVESTMENTS IN TERMS OF ADDITIONAL
HOUSING STOCK FOR AFFORDABLE CHILDCARE FOR THE MIDDLE INCOME FAMILIES. ABSOLUTELY. WE HEAR REGULARLY AND CARRY CAN
ELABORATE BUT WE HEAR REGULARLY FROM FOLKS WHO RIGHT NOW ARE IN THE ENVIABLE POSITION
OF BEING ABLE TO PICK WHICH JURISDICTION THEY WANT TO WORK IN. EVERYONE IS HIRING IN THIS
REGION. YOU CAN WORK NORTH, SOUTH, CENTRAL, SO CERTAINLY IT IS A FACTOR AS STARTING THEIR
CAREER WOULD BE THAT SEATTLE MEDIAN HOME PRICE VERSUS NORTH OF SEATTLE MEDIAN HOME PRICE.
WE HEAR ABOUT THAT. IF SOMEONE DOES CHOOSE TO LIVE NORTH OR SOUTH, AS WE ALL KNOW YOU’RE
DRIVING A FAIR BIT OF TIME TO GET TO WORK. ANECDOTALLY, THAT ISSUE COMES UP ALL THE TIME.
WITH THE RECENT SPA CONTRACT WE ARE THE HIGHEST PAID AGENCY IN THE STATE. IS NOT BY THAT MUCH.
I WILL JUST SAY THAT. BUT OF COURSE THAT WAS REALLY HELPFUL AND APPRECIATED. BUT WHEN PEOPLE
ARE MAKING THEIR CALCULUS OF WHERE THEY WANT TO WORK, OTHER FACTORS ARE COMING INTO PLAY.
HOUSING AND COMMUTE IS CERTAINLY A PIECE OF THAT. CHILDCARE, WE DO HEAR ABOUT CHALLENGES
WITH CHILDCARE . REALLY, WORK LIFE BALANCE. WE WORK THREE WATCHES AROUND THE CLOCK. CERTAINLY
INITIALLY THERE IS LIMITED IF ANY ABILITY TO CHOOSE WHERE, WHEN YOU WILL BE ASSIGNED
PATROL . THAT IS DIFFICULT. SO THE WORKLIFE BALANCE, CHILDCARE BEING A PIECE OF THAT,
AND CARRY I DON’T KNOW IF YOU CARE TO ELABORATE ON THAT PIECE? JUST AS MICHAEL THINK OF THAT IS ALWAYS SOMETHING
PEOPLE CONSIDER ESPECIALLY WHEN THEY ARE TRYING TO BECOME OKAY RELOCATE FROM ANOTHER LOCATION.
I THINK PEOPLE ARE DEFINITELY MORE INTERESTED IN WORKLIFE BALANCE AND WHEN YOU ARE COMMUTING
TWO HOURS PER DAY, THAT IS TIME AWAY FROM YOUR FAMILY, OTHER AGENCIES AROUND OUR AREA
COPPER SO I HAVE BEEN HERE 29 YEARS. I WOULD NEVER CHOOSE DIFFERENT AGENCY. THAT THERE
ARE FANTASTIC ONE- PERSON AGENCIES ALL AROUND OUR AREA. ABLE TO HAVE A LOT OF CHOICES. MANY
OTHER AGENCIES HAVE TAKEN CARS. THEY ALSO DON’T HAVE TO WORRY ABOUT THE COMMUTE IN AND
OUT OF SEATTLE. SO IT DOES MAKE IT MORE ATTRACTIVE. ON TOP OF THAT THE INCENTIVE THAT HAS BEEN
OFFERED BY MANY OTHER AGENCIES, IT IS ATTRACTIVE, ESPECIALLY IF YOU ARE A PATROL OFFICER GOING
TO ANOTHER AGENCY WHERE YOU WILL BE WORKING PATROL CAR NOT HAVING TO COMMUTE, HAVING A
TAKE-HOME CAR, ALL OF THOSE THINGS DR. INTO THE REASONS THEY ARE LEAVING THE AGENCY AND
FOR NEW CANDIDATES, THAT IS A GENUINE CONCERN AS WELL. WHERE WILL I LIVE AND RAISE MY FAMILY?
WE DO HAVE A GREAT DEAL OF OUTREACH ACROSS THE COUNTRY SO FILING A LOT OF EFFORTS LOCALLY,
WE DO IT ACROSS THE COUNTRY AS WELL. THAT’S A BIG ASKED TO RELOCATE YOUR ENTIRE FAMILY
TO AN AREA YOU ARE UNFAMILIAR WITH WITH THE HOUSING PRICES THAT WE HAVE . AND THEN WHERE
YOU CAN YOU AND THEY FOR YOUR FAMILY . SO ENTRY-LEVEL AND CERTAINLY LATERALS, IT IS
A CONSIDERATION FOR EVERYBODY. I THINK IT DOES FACTOR INTO THE PEOPLE WHO ARE CHOOSING
TO GO TO OTHER AGENCIES WHERE YOU DON’T HAVE THAT COMMUTE PERHAPS. AND THE ALREADY LIVE
IN THOSE AREAS AND COMMUTE IN. SO I THINK IT IS AFFECTING OUR ATTRITION AND ENTRY-LEVEL
FOR SURE. OF COURSE IF THE COUNCIL DECIDES TO APPROVE THE INCENTIVE HIRING BONUS, THOSE
ARE UNRESTRICTED AND AS WE LIKE TO SAY IN CITY BUDGET TALK WHICH MEANS THAT THE NEW
HIRES ARE ALLOWED TO USE THOSE DOLLARS ANY WAY THAT THEY WISH INCLUDING TO ADDRESS SOME
OF THE AFFORDABILITY ISSUES THAT YOU ALL HAVE JUST HIGHLIGHTED. MIKE, BEFORE YOU MOVE ON, CAN WE GO BACK TO
THE SLIDE THAT SHOWS THE NUMBER TAKING ENTRY-LEVEL TESTS AND THE NUMBER TAKING LATERAL TESTS?
THESE TWO SLIDES ARE SPECIFIC TO SEATTLE AND WE JUST HAD A CONVERSATION ABOUT HOW THIS
IS A NATIONAL TREND . DO YOU HAVE AN UNDERSTANDING OF WHETHER THESE TRENDS ARE CONSISTENT WITH
WHAT WE ARE SEEING NATIONALLY ? OR IF THESE NUMBERS ARE OUTLIERS? CERTAINLY WHEN YOU TALK TO OUR COLLEAGUES
ACROSS THE COUNTRY AND READ THE LITERATURE, A SIGNIFICANT DECREASE IN BOTH APPLICANTS
AND HIRES HAS BEEN SEEN NATIONWIDE. AND WITHIN THE REGION. THAT IS GENERATING THE NUMBER
OF VACANCIES WE ARE SEEING. SO WE DO NOT HAVE ANY DATA THAT INDICATES
THAT THESE NUMBERS EXCEED WHAT THE NATIONAL TREND IS? NO. IN FACT, THERE ARE MANY JURISDICTIONS
WHO ARE ROUGHLY THE SAME SIZE AS WE ARE WHO ARE CARRYING AGENCIES IN THE HUNDREDS AS OPPOSED
TO THE DOZENS THAT WE ARE CARRYING CURRENTLY. SUCKS SO IN SOME INSTANCES, WE ARE ACTUALLY
SEEING A SMALLER DEGREE OF VACANCIES? WE SAW VACANCIES THAT ARE NOT IN THE HUNDREDS OF
VACANCIES AS COMPARED TO OTHER SIMILARLY SIZED LEASE APARTMENTS. THANK YOU.>>OKAY. SO TO
ADDRESS THE CHALLENGES WE HAVE BEEN TALKING ABOUT, WE ARE PURSUING A TWO-PRONGED APPROACH.
THE FIRST IS PARTICIPATION IN WORK GROUP WHICH WE WILL TALK ABOUT MORE HERE INTIMATE. THE
SECOND IS A SERIES OF IMMEDIATE STEPS THAT WE ARE TAKING TO TRY TO JUMPSTART OUR NUMBERS.
FOR THAT WORK GROUP PIECE I WILL HAND IT OVER TO LEAH . I AM THE ACTING DIRECTOR OF INNOVATION AND
PERFORMANCE. WE ARE A TEAM THAT PARTNERS WITH CITY DEPARTMENTS TO PROVIDE ADDITIONAL CAPACITY
FOR PROBLEM-SOLVING. PART OF OUR TEAM INCLUDES SPECIALIZED SUCH AS DATA ANALYTICS AND HUMAN
CENTERED DESIGN. WE ARE PARTNERING WITH THE SEATTLE POLICE DEPARTMENT TO HAVE A INTERDEPARTMENTAL
WORKING GROUP I WILL GO TO THE POSITION APPROACH AND SOME COMPONENT OF THE WORK PRODUCT. THANK
YOU. SO IN TERMS OF THE COMPOSITION OF THE WORK GROUP WE ARE BRINGING TOGETHER OUR TEAM,
ALONG WITH OF COURSE THE POLICE DEPARTMENT, THE SEATTLE DEPARTMENT OF HUMAN RESOURCES,
CITY BUDGET OFFICE, AND THE COUNCIL. WE ARE LOOKING TO PERFORM A DEEP DIVE INTO THE CHALLENGES
SPD IS CURRENTLY FACING AROUND RECRUITMENT AD POTENTIALLY RETENTION. ONE OF THE WAYS
WE ARE LOOKING AT THIS IS THINKING THROUGH WHAT ARE THE NATIONAL BEST PRACTICES AS MIKE
HAS MENTIONED THAT WE ARE NOT ONLY THE CITY FACING THESE CHALLENGES . SO LOOKING TO OTHER
PARTNERS SUCH AS LOS ANGELES, CHICAGO, NEW YORK, AND OTHERS, TO UNDERSTAND HOW THEY HAVE
BEEN WORKING THROUGH THESE CHALLENGES AS WELL AS REALLY IMPORTANT. WILL BE LOOKING AT SPD’S
PERFORMANCE USING INTERNAL AND PUBLIC DATA AND THEN DEVELOPING LONG-TERM STRATEGIES TOGETHER
COLLABORATIVELY. NEXT SLIDE PLEASE. SO PART OF THIS APPROACH IS LOOKING AT QUANTITATIVE
AND QUALITATIVE DATA TO BETTER UNDERSTAND THE DRIVERS . LOOKING AT HOW WE CAN DEFINE
AND BEAR THIS PROBLEM THE CITY SEEKS TO SELL. THIS IS A HUGE PROBLEM SPACE. THE THINKING
THROUGH, WHAT PIECE OF THIS PROBLEM THE WORK GROUP REALLY WANT TO ADDRESS IS IMPORTANT.
BEEN LOOKING THROUGH HOW WE CAN ASSESS THE OPTIONS FOR EATING SPD’S WORKFORCE NEEDS AND
PROJECTING THE IMPACTS WE EXPECT TO SEE AS WE GO FORWARD IN SOME OF THESE SPACES. ONE
OF THE THINGS THAT I THINK WILL MAKE THIS WORK GROUP A LITTLE MORE UNIQUE AS WE ARE
LOOKING TO TO TYPE SOME OF THESE RECOMMENDATIONS PIXEL BUILDING ON THE CURRENT BASE OF KNOWLEDGE
THAT THE CPC HAS PUT TOGETHER AND OTHER PARTNERS HAVE PUT TOGETHER, AND THINKING HOW KINDLY
PROTOTYPE AND UNDERSTAND WHAT THESE RECOMMENDATIONS ARE ACTUALLY GOING TO CREATE AS AN IMPACT
IS IMPORTANT. AND CULMINATING IN A REPORT. SO LASTLY, IN TERMS OF OUR FINAL WORK PRODUCT,
WE WILL BE LOOKING TO CREATE SOME NEW RESEARCH SO WE HAVE TWO PHASES OF RESEARCH. WE’RE LOOKING
AT THE ANALYSIS OF OPTIONS AND PROJECTED IMPACTS, LOOKING TO PUT TOGETHER RECOMMENDATIONS IN
A FINAL REPORT IN SEPTEMBER. I KNOW THAT CENTRAL STAFF, GREG YOU’RE SITTING
ON THIS WORK GROUP AND THEN CODY FROM MY OFFICE IS ALSO SITTING IN ON THE WORK GROUP ONE OF
THE THINGS I WOULD LIKE TO DO IS AS WE ARE SETTING UP THE GOAL OF HAVING A FINAL REPORT
FOR SEPTEMBER 2019, I WOULD LIKE TO SEE MORE CONCRETE DEADLINES RELATED TO THE ANTICIPATED
COMPLETION DATE FOR RESEARCH PHASE 1, RESEARCH PHASE 2, AND HIS OTHER COMPONENTS JUST BECAUSE
I WANT TO MAKE SURE THAT WE STAY ON TRACK. I FEEL A SENSE OF URGENCY IN MAKING SURE THAT
WE HAD THE BENEFIT OF THAT FINAL REPORT IN SEPTEMBER AND IN TIME FOR OUR BUDGET PROCESS.
>>WE SHARE THE SENSE OF URGENCY AND WE CAN IDENTIFY SOME USEFUL CHECK INS. THAT IS GREAT. AS WE KNOW PUTTING DEADLINES UPON OURSELVES
MAKES IT A LOT MORE LIKELY THAT WE WILL ACTUALLY FULFILL THE STATED INTENT AND COMMITMENT SO
I APPRECIATE THAT. IT HELPS TO FOCUS THE MIND. YES. ONE OF THE ISSUES THAT WAS BROUGHT UP EARLIER
IN DISCUSSION WAS THE FACT THAT SOME OF OUR PEER JURISDICTIONS LOCALLY OFFER OFFICERS
THE CHANCE TO DRIVE THEIR PATROL CAR HOME . I WOULD ASSUME THAT FOR A FLEET OF OUR SIZE
THERE ARE A LOT OF COMPLETIONS ASSOCIATED WITH THAT. BUT I WONDER AS PART OF THE PEER
RESEARCH IF ANY OTHER JURISDICTIONS OF SIMILAR SIZE ALLOW FOR THAT BENEFIT? THAT MAY ALLOW
SOME OF US AN EASIER WAY TO HELP PROVIDE AN ADDITIONAL BENEFIT THAT THOSE WHO ARE CHOOSING
TO WORK ON MERCER ISLAND POLICE DEPARTMENT OR THE COUNTY SHERIFF DEPARTMENT AS OPPOSED
TO SPD, WHAT WE MAY BE OLD TO OFFER THEM THAT KIND OF BENEFIT WITHOUT HAVING TO SCRUB WITHIN
THE BUDGET PROCESS ITSELF. NOT SAY THAT WOULD NOT HAVE BUDGETARY IMPACTS BUT IT MAY BE A
SMALLER BUDGETARY IMPACT ON OTHERS. AS YOU CONDUCT THE RESEARCH I WOULD BE INTERESTED
TO KNOW IF OTHER JURISDICTIONS OF OUR SITE HAVE OFFER THAT AS A BENEFIT. AND WHAT THE
PROS AND CONS WOULD BE. I HAVE SOME LITTLE SPARK OF A MEMORY SOMEWHERE
IN THE BACK OF MY BRAIN THAT IS REMINDING ME THAT AT SOME POINT, THE DEPARTMENT DID
HAVE THIS AS AN INCENTIVE. TO THE EXTENT THAT THAT IS TRUE, I WOULD LIKE TO HEAR THAT AND
ANY RATIONALE AS TO WHY IT IS NOT THERE ANYMORE. THERE ARE SOME POSITIONS THAT HAVE TAKE ON
VEHICLES THAT ARE ON CALL STATUS. BUT THE FLEET IS DRIVEN 24/7 , THAT’S PRETTY HARD.
SO WE DON’T HAVE A HOTEL FOR EVERY OFFICER. WE HAVE ENOUGH VEHICLES TO MEET THE PATROL
AT ANY GIVEN TIME OVER THE THREE WATCHES. SO I THINK WE NEED TO UNDERSTAND BETTER WHETHER
THIS IS A BENEFIT THAT IS SEEN IN OTHER ENVIRONMENTS, LARGE CITIES, AND I THINK THE BUDGETARY IMPACT
MAY BE SIGNIFICANT. I THINK WE NEED TO UNDERSTAND IT BECAUSE TO BE CLEAR, WE NEED TO TURN OVER
EVERY ROCK. WE NEED TO GET A HANDLE ON THIS AND SEE WHAT WE CAN DO. THERE’S NOTHING OFF
THE TABLE AT LEAST HERE INITIALLY. OF COURSE WE ARE NOT PROPOSING IT AT THIS
JUNCTURE, WE ARE JUST HIGHLIGHTING ONE OF THE THINGS THAT HAS BEEN DISCUSSED AT THE
TABLE ALREADY AND SORT OF A BENEFIT AVAILABLE ELSEWHERE BUT NOT HERE. THAT DOES NOT NECESSARILY
MEAN WE WILL TAKE THE BAIT ON OFFERING THOSE BENEFITS AS WELL BUT IN THE SPIRIT OF TURNING
OVER EVERY ROCK, IT WOULD BE HELPFUL EXERCISE TO AT LEAST EVALUATE LEGITIMATELY EVALUATE
SOME OF THESE OPTIONS AND MAKE A DETERMINATION WHETHER OR NOT WE WILL PURSUE IT. IT WOULD TOTALLY STRANGE TO ME IF THE TRANSIT
GOT IS SUGGESTING WE BUY MORE CITY CARS . INDEED. THE CLIMATE CHANGE BRANDS ARE CRINGING
RIGHT NOW. BUT IF THERE IS AVAILABILITY IN THE FLEET
AND IT’S ONE OF THOSE THINGS THAT WOULD MAKE OR BREAK THE DIFFERENCE BUT BETWEEN A DOZEN
AUTHORS, WE COULD CERTAINLY USE THOSE DOZEN OFFICERS. JUST TO HIGHLIGHT, BECAUSE OF THE 2007 EACH
OF THE THREE WATCHES GOT THAT IS ONE REASON TRANSIT IS LIABLE FOR ALL OFFICERS AT ALL
TIMES. LOCATIONS OF THE PRECINCT ARE SERVED WELL . THERE IS A LEGITIMATE INTEREST THERE
FOR TRANSIT BEING INVOLVED WITH THE PRECINCTS. QUICK QUESTION. YOU MENTIONED, YOU REFERENCED
PULLING FROM PREVIOUS REPORTS AND WORK OF THE CPC. CAN YOU BE MORE EXQUISITE? HOW IS
THE CPC GOING TO BE INVOLVED IN THE WORK OF THE WORK GROUP? WE HAVE JUST INITIATED MEETINGS WITH THE CPC
AND I.T. TO TALK WITH THEM AND DEVELOP A MORE COLLABORATIVE APPROACH. SO MORE TO COME. THEN I ASSUME SIMILAR TO
THE CONVERSATION WE HAD ABOUT RECRUITMENT AND OUTREACH, THE RCI ELEMENT OF THE TYPE
OF WORK YOU ARE DOING, THERE WOULD BE AN ELEMENT OF THAT ANALYSIS AS WELL. WE ARE LOOKING AT DEMOCRATIC DEMOGRAPHIC DATA
SO WE WILL HAVE IT CURRENTLY AVAILABLE. OKAY. SO AS I MENTIONED IN ADDITION TO THE
WORK GROUP THAT WE JUST TALKED ABOUT, I THINK WE ALL HAVE A SENSE OF URGENCY TO TAKE SOME
IMMEDIATE ACTION BASED ON BEST PRACTICES, THE THOUSANDS OF INTERACTIONS WE HAVE WITH
PROSPECTIVE APPLICANTS AND A REVIEW OF THE LITERATURE. I WOULD ADD THAT ALL THE STEPS
WE WILL DESCRIBE HERE IN A MOMENT WILL BE REVIEWED REGULARLY WITH THE IN TO 2019. WE
CAN MAKE COURSE CORRECTIONS AS NECESSARY. SO THE STRATEGIES THEMSELVES SEPARATED INTO
FOUR CATEGORIES THE FIRST RELATED TO BRANDING AND SOCIAL MEDIA. HERE WE HAVE PERTAINING
OUTSIDE HELP TO HELP US ARTICULATE A CONCISE VALUE PROPOSITION OF BEING AN SPD OFFICER.
AND AN OVERHAUL OF OUR RECRUITING WEBSITE, IMPROVEMENT IN OUR USE OF SOCIAL MEDIA, INCLUDING
MAKING SURE THAT ALL OF OUR PLATFORMS ARE OPTIMIZED FOR MOBILE AND USE OF ANALYTICS.
TO REFINE OUR ADVERTISING. AGAIN, ALL OF THESE EFFORTS ARE REALLY TO GENERATE A CONSISTENT,
CONCISE MESSAGE ABOUT WHY SOMEONE WOULD WANT TO WORK FOR SPD. WHY WE ARE AN EMPLOYER OF
CHOICE. WHAT DIFFERENTIATES US FROM OTHER JURISDICTIONS. SUCK ON THAT LAST STRATEGY
NUMBER FIVE, SO THIS IS USING THE SCO FUNCTION, THE SEARCH ENGINE? I CAN’T REMEMBER WHAT THE
OH STANDS FOR. OPTIMIZATION OR SOMETHING LIKE THAT. IS THAT ACCURATE? KNOW. WE ARE NOT LOOKING AT ANY SEARCH OPTIMIZATION.
WE’RE TALKING ABOUT TRYING TO FIGURE OUT HOW PEOPLE ARE DRIVEN TO OUR RECRUITING WEBSITE.
WHAT ADVERTISING IS BENEFICIAL IN OTHER WORDS. IT’S NOT OPTIMIZATION, IT’S MORE UNDERSTANDING
OF HOW PEOPLE FIND US SO WE CAN MAKE SURE WE ARE BEING WISE IN HOW WE ALLOCATE OUR ADVERTISING
FUNDS. SUCK THAT IS HELPFUL. IF IT WAS SCO I WAS GOING TO THROW UP A FLAG OF CAUTION
AND CONCERN ABOUT WHERE OUR ADS COULD END UP WITHOUT OUR KNOWING THEY ARE ENDING UP
IN PERHAPS WEBSITES THAT WE ARE NOT INTERESTED IN ATTRACTING PEOPLE. THANK YOU FOR THAT, AGREED. THIS WILL BE MORE
ANALYZING HOW FOLKS FOUND US AS OPPOSED TO PUSHING OUT ADS ON GOOGLE OR OTHERWISE. HELPFUL. THANK YOU. THE NEXT SLIDE DEALS WITH LATERAL RECRUITMENT
FIRST. OR OUT-OF-STATE LATERAL TEST WHICH WERE PLANNED LAST FALL TO ENCOMPASS FOUR CITIES.
GENERAL INDIANAPOLIS, HONOLULU , HOUSTON, WE ARE TAKING OUR RECRUITMENT PROCESS TO THE
CITIES. WE ARE LOOKING FOR LARGE POPULATION CENTERS, LOCATIONS WITH LARGE AGENCIES AND
PLACES THAT OUR WAGES WOULD BE COMPETITIVE . SO ALL THESE TESTS WILL BE COMPLETED BY
THE END OF MARCH AND WE WILL EVALUATE THEIR SUCCESS AT THAT TIME. SECOND IS THE LATERAL
HIRING INCENTIVE WHICH WE WILL DISCUSS AS PART OF THE NEXT AGENDA ITEM. THE NEXT IS
A QUALITY OF LIFE ISSUE. RIGHT NOW WE HAVE A PART-TIME OFFICER PROGRAM THAT REQUIRES
3 YEARS OF SERVICE BEFORE ONE WOULD BECOME ELIGIBLE TO PARTICIPATE. WE ARE LOOKING TO
EXPAND THAT AND MAKE ENTRY-LEVEL OFFICERS ELIGIBLE . AGAIN, WORKLIFE BALANCE , INCREASES
THE FINAL IN FOLKS WHO ARE APPLYING TO THE DEPARTMENT. MYKAWA THAT IS WITHIN THE AUTHORITY OF MANAGEMENT
TO BE ABLE TO MAKE THIS POLICY CHANGE? IN OTHER WORDS IT DOES NOT REQUIRE LEGISLATION
OR ANY OTHER TRIGGER?>>WE ALREADY HAVE A PART-TIME PROGRAM. IT WOULD JUST BE CHANGE
IN OUR BUSINESS RULES AS TO HOW WE APPLY THE. IT WOULD BE A TOUCHDOWN, MORE OF A HEADS UP.
IN TERMS OF OUR ABILITY TO DO IT WITHOUT LEGISLATION. CAN YOU LET ME KNOW IF THAT CHANGES PLEASE? ABSOLUTELY. I AM A LITTLE CURIOUS ABOUT THIS ASSUMPTION
HERE THAT WE WOULD THINK THAT PEOPLE WOULD WANT TO HAVE MORE FULL-TIME WORK. WHAT DID
YOU HEARD FROM FOLKS ABOUT THE DESIRE TO HAVE PART- TIME WORK? ARE THEY WORKING OTHER JOBS?
MAYBE IN RENTON OR KENT OR WHEREVER THEY ARE LIVING? THIS WOULD BE A NICE WAY TO IMPLEMENT
THEIR OTHER IMPLEMENT? OR ARE THEY TRULY JUST WORKING PART-TIME? THE FOLKS WHO CURRENTLY TAKE ADVANTAGE OF
OUR PART-TIME PROGRAM ARE JUST WORKING FOR SPD. IT IS TYPICALLY FOLKS WHO JUST HAD A
CHILD AND WANT TO DO THIS FOR 3 YEARS FOR EXAMPLE. THE INTEREST WE HAVE RECEIVED ANECDOTALLY
FROM PERSPECTIVE APPLICANTS HAVE BEEN MORE ALONG THAT LINE. LIKE THEY WANT TO FINISH
THEIR COLLEGE DEGREE, START THEIR FAMILY. THEY ALSO SEE THIS AS I WILL TRY IT AND SEE
IF THIS IS PRODUCTIVE AND IF IT’S NOT COOL — IF IT’S NOT THEN THEY CAN DO SOMETHING
ELSE. CURRENTLY TALKS OF IT BEING CANCELABLE WITH SOME NOTICE, SO SOMEBODY DOES NOT GET
HIRED AND LOCKED IN FOREVER TO A PART- TIME POSITION, IT WOULD BE IMPORTANT TO RETAIN
THAT ELECTABILITY. PHYSICALLY WHAT YOU ARE PROPOSING IS THAT
WE ALLOW SOMETHING THAT WILL ALLOW PEOPLE TO TAKE ADVANTAGE OF A PART-TIME OPPORTUNITY. AND SEE, AND TURNOVER EVERY OPPORTUNITY. PERHAPS
WE WON’T GET MUCH INTEREST IN THIS BUT MAYBE WE WILL. WE WILL THROW IT OUT THERE AND AGAIN
WE ARE WORKING WITH THE BUSINESS RULES AROUND THIS, MAYBE CONTAINING IT TO THE FIRST 20
PEOPLE WHO SHOWED INTEREST IN CASE WE HAD AN OVERWHELMING RESPONSE. BUT IT WOULD BE
INTERESTING TO SEE IF THIS OPENED UP ANOTHER CATEGORY OF GET THAT OTHERWISE FELT LIKE THEY
JUST CANNOT DO THIS WORK. THE NEXT LIGHT TALKS ABOUT DIRECT OUTREACH EFFORTS WHERE WE BUILD
ON WHAT HAS BEEN SUCCESSFUL. WE TALKED A LITTLE BIT ABOUT THAT EARLIER. THAT IS A RECRUITING
VIDEO VIGNETTE THAT WE HAVE PRODUCED THAT GET PLUGGED INTO VARIOUS SOCIAL MEDIA OUTLETS
THAT ARE INTENDED TO PERSONALIZE OUR OFFICERS AND GIVE FOLKS A SENSE OF WHY PEOPLE CAME
TO SPD, WHAT THE JOB IS REALLY LIKE, IT IS A HELPING PROFESSION. AN ATTEMPT TO PERSONALIZE
OUR OFFICERS THAT WAY. THEN WE ARE ALSO CONSIDERING LOOKING AT A PHYSICAL APTITUDE TESTING BOOT
CAMP TO MAKE SURE THAT FOLKS EITHER ARE PREPARED FOR THE PHYSICAL TEST WHEN THAT COMES OR TO
DEMYSTIFY IT. IT CAN BE INTIMIDATING IN CONCEPT THAT WHEN YOU GET IN THERE AND SEE WHAT ACTUALLY
IS, IT MIGHT NOT BE AS BAD AS FOLKS NOT. WE WILL BE LOOKING AT THAT AS WELL. YOU WILL TELL US HOW MUCH ALL OF THIS WILL
COST? YES . WHEN THAT IS FLUSHED OUT. THANK YOU. LASTLY IS THE STAFFING SUMMARY TABLE. I WOULD
TAKE THAT OVER TO ANGELA TO SPEAK ABOUT BRIEFLY. SO WE HAVE HISTORICALLY REPORTED TO COUNSEL
AND WORKED COLLABORATIVELY TO DO OUR BEST TO MODEL OUT STAFFING , LOOKING BACK AT HISTORICAL
TRENDS AND ALSO PROJECTING OUT 2-3 YEARS AT A TIME, PRIMARILY FOR BUDGETING PURPOSES . BUT
IT IS ALSO COME A USEFUL TOOL AND EXERCISE SUCH AS THIS AS WE ARE TRYING TO ANTICIPATE
WHAT THE NEXT COUPLE OF YEARS WILL HOLD . SO THERE HAS BEEN A LOT OF CONFUSION AROUND THIS.
WE HAVE TRACKED OUR STOPPING THIS WAY AS FAR BACK AS 1998 . OUR STAFFING IS CYCLICAL. MIKE
TOUCHED ON THE EARLIER. WE HAVE SEEN IN EACH DECADE , BIG HIRING SPIKES AT ONE POINT OR
ANOTHER. SO WHAT WE ARE SEEING NOW, THE DEMOGRAPHIC BUBBLE HE WAS TALKING ABOUT, GENERATED FROM
A BIG HIRING PUSH AND 80s AND SO LOOKING BACK HERE YOU CAN SEE THAT IT HAS AT THE END OF
THE RECESSION WE WERE RETAINING A LOT MORE PEOPLE WHEN THE ECONOMY , WHEN PEOPLE WERE
STRUGGLING THEIR RETIREMENT ACCOUNTS WEREN’T AS HEALTHY AS THEY WOULD LIKE THEM TO BE.
SO TYPICALLY WE WOULD SEE A DIP DOWN IN OUR ATTRITION THEN FOLLOWED BY AN UPTICK AS THOSE
PEOPLE ARE WITHIN RETIREMENT AGE , AS THEIR RETIREMENT ACCOUNTS ARE BUILT UP, THEY THEN
START TO DEPART SOMETIMES DELAYED. WE SAW THAT AT THE END OF THE TECH BUBBLE . WE HAD
A SIMILAR DEPARTURE THAT WAS DELAYED WHERE WE HAD A LOT OF PEOPLE WHO WERE ELIGIBLE FOR
RETIREMENT BUT CHOSE TO STAY ON A LITTLE BIT LONGER TO THEN DEPART IN THE EARLY 2000’S.
THAT WAS FOLLOWED BY ANOTHER BIG HIRING PUSH IN 2006, 2008. THE CITY MADE A PRETTY SIGNIFICANT
INVESTMENT IN INCREASING OUR FORCE AT THAT TIME. SO HAPPY TO ANSWER ANY QUESTIONS THAT
YOU HAVE ABOUT THE TABLE OR THE MATERIALS THAT WERE PROVIDED WITH THE SLIDE RESPONSE. I THINK GREG WE WILL GET INTO THAT MORE AS
WE CUE UP THE CONVERSATION AROUND THE ACTUAL ORDINANCE. I THINK WE WILL HOLD ON SOME OF
THOSE QUESTIONS FOR NOW AND GIVE GREG AN OPPORTUNITY TO SORT OF WALK US THROUGH HIS MEMO AND ISSUES
UNLESS YOU ALL WANT TO ADD A LITTLE BIT MORE TEXTURE BEFORE WE DO THAT? THIS IS AN EXAMPLE OF DATA WE WILL CONTINUE
TO PROVIDE ON A CONTINUAL BASIS. RETIREMENT OR LATERAL EXITS, WHERE WE ARE ON THE RECRUITMENT
SIDE WHEN EVERYTHING GETS HERE. ONCE YOU START WATCHING THE TRENDS , OVER
THE COURSE OF THE YEAR YOU GET A FEEL FOR IT.>>OF COURSE THE SLIDE RESPONSE, THE DOCUMENT
ATTACHED TO THE SLIDE RESPONSE HAS A LOT MORE GRANULAR DETAIL IN TERMS OF THAT NITTY-GRITTY
AROUND HIRES , THE NEW HIRES VERSUS LATERALS, AND IT BREAKS IT DOWN BY PRECINCT. SO I APPRECIATE
THAT ADDITIONAL GRANULAR DETAIL AROUND THOSE PARTICULAR ISSUES. CAN I ASK A QUICK QUESTION ABOUT SEPARATION
ASSESSMENTS? WE HAVE BEEN THE LAST FIVE OR 6 YEARS IN THE 50-60 RANGE AND THEN ALL THE
SUDDEN WE HAD THE BIG BOOM IN 2018 WHERE WE HAD ALMOST TWICE AS MANY SEPARATIONS AS WE
HAD NEW HIRES. OUR PROTECTIONS FOR 19 AND 20 ARE BASED OFF OF RETIREMENT AGE AND WE
CAN ANTICIPATE OR ARE THAT BASED ON ANOTHER SET OF HR RELATED CONVERSATIONS? TALK TO ME
ABOUT THE PROJECTIONS FOR 2019 AND 2020 SEPARATIONS. WE LOOK AT SEPARATIONS FROM THE RECRUIT LEVEL
CONSTANT OFFICER LEVEL, AND FULLY TRAINED OFFICERS. FOR 2014-2017 WE SAW -5% OF OUR
FULLY TRAINED OFFICERS A TRAIT AND USE THAT AS OUR METRIC TO FORECAST THE SEPARATIONS.
IN 2018 WE SAW A SPIKE IN THOSE NUMBERS WHERE WE HAD IN THE PREVIOUS FEW YEARS . THE STUDENT
OFFICERS AND RECRUITS, THOSE FLUCTUATE AS WE HAVE HAD THESE BIG HIRING PUSHES. IT IS
HARD TO ANTICIPATE HOW MANY PEOPLE AREN’T GOING TO MAKE IT THROUGH THAT PROCESS. BUT
WE TYPICALLY BASE THAT ON HISTORICAL PERFORMANCE . THE FULLY TRAINED OFFICERS THOUGH, WE TYPICALLY
SEE CONSISTENCY IN THAT CATEGORY SO WITH THE BIG SPIKE IN 2018 FOR A LOT OF THE REASONS
MIKE HAS ALREADY TOUCHED ON, WE LOOK AT THAT SEPARATION AS A PERCENTAGE OF THE TOTAL NUMBER
OF FULLY TRAINED OFFICERS AS THAT NUMBER INCREASES WE WILL OBVIOUSLY SEE MORE PEOPLE ELIGIBLE
FOR RETIREMENT. SO THAT NUMBER DOES NATURALLY INCREASE OVER TIME BUT ONLY SLIGHTLY . 2018
WAS AN ANOMALY. BUT WE DID FOR 2019 AND 2020 WAS INCREASE THE FULLY TRAINED SEPARATION
NUMBER REJECTION SLIGHTLY TO ACCOUNT FOR WHAT WE SAW IN 2018. BUT STUCK WITH THE SAME METHOD
FOR THE OTHER TWO. IS IT FAIR TO SAY THEN THAT THIS IS A PRETTY
CONSERVATIVE ASSUMPTION ABOUT THE NUMBER OF OFFICERS THAT WE MAY LOSE IN 2019 AND 2020
DUE TO SEPARATION AS WELL AS A PRETTY CONSERVATIVE ESTIMATE OF OFFICERS WE MAY HIRE IN THE SAME
TIME PERIOD? I WOULD SAY IT IS A PRETTY CONSERVATIVE FORECAST
JUST BECAUSE WE USES PRIMARILY AS A BUDGETING TOOL. WE ARE OPEN TO , OUR GOAL NOW IS TO
BRING ON MORE OFFICERS. BUT HISTORICALLY WHAT WE HAVE USES FOR IS TO BUDGET AND MAKE SURE
WE ARE NOT OVERFILLING OUR POSITIONS ARE HIRING MORE PEOPLE THAN WE ACTUALLY HAVE BECAUSE
WE HAVE TO ANTICIPATE ATTRITION AND HIGHER SOMEBODY, START THE PROCESS FOR HIRING SOMEBODY
OR REPLACING 7018 MONTHS IN ADVANCE . SO WE DO OUR BEST TO PROJECT OR ANTICIPATE THAT
ATTRITION BECAUSE WE HAVE MISSED OUR MARK LAST YEAR WE ARE NOW JUST A BIG PUSH TO TRY
TO FILL AS MANY POSITIONS AS WE CAN. THAT 90-91 IS CONSISTENT WITH THE METHODS WE HAVE
USED PREVIOUSLY. I JUST WANT TO ADD A SLIGHTLY DIFFERING YOU
HERE THAT, ALTHOUGH I MAY AGREE THAT FOR PURPOSES OF CRUNCHING THE NUMBERS THIS MIGHT BE FROM
THE DEPARTMENTS PERSPECTIVE A CONSERVATIVE ESTIMATE , HOWEVER I THINK FROM THE PERSPECTIVE
OF JUST SETTING THE REALISTIC GOAL OF HIRING TARGETS BASED ON HISTORICAL DATA THAT WE HAVE
SEEN IN THIS SPACE FROM THE POLICE ARRIVED, I THINK THESE ARE OVERLY AGGRESSIVE NUMBERS
IN TERMS OF THE FORECAST NEW HIRES FOR 2019 AND 2020. WHAT THIS IS TELLING ME IS THAT
THE POLICE DEPARTMENT IS SAYING THAT IT WILL GO FROM 68 NEW HIRES IN 2018 TO 104. EVEN
AT BEST TIMES IN 2016 AND 2017, IT IS VERY RARE FOR US TO HIT THAT MARK ABOUT 100. SO
I HAVE ONGOING CONCERNS THAT I EXPRESSED LAST YEAR DURING THE BUDGET PROCESS ABOUT NOT , ABOUT
NOT SIGNALING TO COMMITTEE A PARTICULAR GOAL THAT WE THEN ARE UNABLE TO REALISTICALLY MEET
BASED ON EVALUATION OF HISTORICAL DATA. I DON’T HAVE A HIGH LEVEL OF COMPETENCE IN THIS
FORECAST NUMBER FOUR 2019 AND 2020. I APPRECIATE THAT YOU ALL ARE AMBITIOUS TO ACCOMPLISH THAT.
I DON’T WANT TO END DETOUR YOUR AMBITION. BUT WE NEED TO BE HONEST BROKERS WITH PEOPLE
WHO HAVE ASKED US TO TAKE THE SITUATION OF RECRUITMENT OF POLICE OFFICERS SERIOUSLY.
AN APPROPRIATE RESPONSE TO THAT IS TO PUT A SERIOUS HIRING TARGET. I CONTINUE TO HAVE
CONCERNS AROUND 104 BEING UNREALISTIC. SUCK MY COMMENTS ABOUT THE CONSERVATIVE PROJECTIONS
WERE WITH REGARDS TO THE SEPARATIONS ONLY. YOU’RE NOT WRONG THAT OUR HIRING TARGETS ARE
AGGRESSIVE. IT IS AN ATTEMPT TO MAKE UP FOR LOST GROUND IN THE LAST COUPLE OF YEARS. I ACKNOWLEDGE THAT . I JUST DO NOT WANT NUMBERS
OF THE PUBLIC TO WALK AWAY WITH THE IMPRESSION THAT 104 IS NOT REALISTIC HIRING TARGET. I
KNOW WE HAVE ENGAGED IN CONVERSATION ABOUT THE POTENTIAL NEED TO MODIFY THAT HIRING TARGET
TO BE A MORE REASONABLE NUMBER THAT IS ALIGNED WITH THE HISTORICAL PERFORMANCE OF THE DEPARTMENT
HAS BEEN IN THIS SPACE. CONCERN IS UNDERSTOOD AND APPRECIATED. IT
IS A BALANCE BETWEEN SETTING A TARGET AND AS YOU BARELY POINTED OUT COMMUNICATED TO
THE PUBLIC THAT IF NOTHING ELSE THIS DIALOGUE IS A HIGHLIGHT OF THE LEVEL OF UNCERTAINTY
HERE WITH A NET CHANGE IN THE POLICE FORCE. WE ARE TRYING TO PROJECT THE SEPARATIONS WHICH
ARE UNCERTAIN AND WHERE WE ARE GETTING ON HIRING. I THINK WE HAD OVER THE LAST FEW YEARS
ANTICIPATING THE ULTIMATE SETTLEMENT AND RETURNING ARE SOMETHING THAT IS COMPETITIVE . WHAT WE
HAVE RUN INTO IS THIS NATIONAL SPACE WHERE IT’S REALLY HARD TO RECRUIT IN GENERAL. I
THINK THERE ARE A LOT OF OTHER FORCES AT WORK AT LEAST THOSE TWO ARE SOME OF THE BIGGER
ONES THAT ARE DRIVING US. AS HE MOVED THROUGH THE COURSE OF THE YEAR, AND WE START LOOKING
AT THE BUDGET FOR 2020 JUST FROM MY WORLD , THERE IS FINANCIAL INDICATIONS FOR ALL OF
THIS. WE ARE OBVIOUSLY REVIEWING BOTH SIDES OF THESE PROJECTIONS AND PROGRESS OF RECRUITS
THROUGH THE ACADEMY AND THE TRADING PROCESS AS WELL. THAT IS YET ANOTHER PIECE OF THIS
LEVEL THAT CREATES UNCERTAINTY IN THE FORECAST OF THE NET ADDITION.>>ONE AREA I AM INTERESTED
IN THAT I HAVE NOT HEARD A TON ABOUT IS THE COMMUNITY SERVICE OFFICERS. WE KNOW WE ARE
SCALING UP THE PROGRAM. WE HAVE 10 FIASCOES AND TWO SUPERVISORS FOR 2019. WE ARE SUSTAINING
THAT INVESTMENT IN 2020. WE ALSO KNOW THAT CSO’S ARE INTENDED TO HELP US TO OUTREACH
IN THE COMMUNITY. ONE OF THE AREAS WE HEARD FROM SLIDE SEVEN IS THAT THERE IS A NATIVE
PERCEPTION OF POLICING. WITH THE CSO’S NOW RAMPING UP, IS THIS NUMBER OF CSO’S FACTORED
INTO THIS AT ANY POINT? IS THERE A DESIRE TO DO THAT? THE FACT THAT CSO’S WILL CONTINUE
TO WRAP UP ON THE GROUND LEVEL, ARE WE SEEING THAT AS A POSITIVE THAT COULD POTENTIALLY
IMPACT YOUR ABILITY TO RECRUIT NEW HIRES? HOW DID THE CSO SPECTER INTO YOUR PROJECTIONS
AND OUR OVERALL TOTAL LEASING NUMBERS SO WE HAVE A MORE ROBUST PICTURE OF THAT? I WOULD JUST SAY THAT CERTAINLY THERE IS A
PROSPECT FOR CSO’S AS THEY COME ONLINE. HANDLING ISSUES THAT OTHERWISE MIGHT BE HANDLED THROUGH
PATROL AND FREEING UP RESOURCES. AT THIS POINT IT WOULD HAVE BEEN PREMATURE FOR US TO BUILD
THAT INTO THE STAFFING MODEL JUST WITH WHERE THE CSO PROGRAM IS. BUT I THINK THERE IS SOME
POTENTIAL FOR THAT DOWN THE ROAD.>>COMMUNITY SERVICE OFFICERS , MAYBE DESPITE THEIR NAME,
ARE NOT FULLY COMMISSIONED POLICE OFFICERS. THEY ARE NOT ENGAGED DIRECTLY IN LAW ENFORCEMENT
IN THAT LIMITED CONTEXTS OR NOT SO LIMITED CONTEXTS. WE NEED TO RECOGNIZE WHAT WE ARE
TRACKING HERE IS COMMISSIONED POLICE OFFICERS. THE CSO’S ARE DESIGNED TO BE MORE IN SUPPORT
OF THOSE OFFICERS AND IN SUPPORT OF THE WORK OF REACHING OUT TO COMMUNITY AND OTHERS COULD
SAY MORE ABOUT THAT. BUT AS A TECHNICAL POINT I WANTED TO MAKE THAT CLEAR. SUCK SO THE STAFFING
MODELS I WANT TO MAKE SURE I AM UNDERSTANDING. THE STAFFING MODELS WE ARE DISCUSSING TODAY
AND THE DATA THAT MODEL HAS PRODUCED IS ONLY TRACKING FULLY TRAINED OFFICERS. THIS STAFFING MODEL COVERS SWORN POLICE OFFICER’S
AND ALSO THAT RECRUITS WHO ARE IN THE PUBLIC TO BECOME POLICE OFFICERS. THERE ARE ENOUGH
CIVILIAN POSITIONS REFLECTED IN THE STAFFING MODEL. THE CSO’S ARE OTHER POSITIONS. THEY WOULD BE ON A DIFFERENT TRAINING PROGRAM.
THE POLICE OFFICER TRAINING PROGRAM IS MUCH LONGER . THEY GO THROUGH THE ACADEMY THEN
THEY GO THROUGH POST ACADEMY TRAINING WITH FPD AND THEN THEY ARE IN FIELD TRAINING FOR
AN EXTENDED PERIOD OF TIME. THE CSO’S MAY HAVE A SIMILAR TRAINING PROGRAM BUT IT WON’T
BE EXACTLY THE SAME SO THE PURPOSE OF CHECKING THEM MONTH TO MONTH, IT WOULDN’T REALLY FIT
INTO THE MODEL. AND A LIMITATION OF THE CSO PROGRAM IS PART
OF MY WORK PLAN FOR THIS YEAR. SO WE WILL HAVE AN OPPORTUNITY TO HAVE MORE IN-DEPTH
CONVERSATIONS ABOUT THE IMPLEMENTATION OF THAT PARTICULAR PROGRAM. THAT WAS OUR LAST SLIDE ON THE FIRST TOPIC.
WE CAN MOVE INTO THE LATERAL PIECE IF I CAN FIGURE OUT HOW TO GET THERE.>>THE STAFFING
TABLE ? SURE.>>GREG DAWSON HERE TO TALK ABOUT THE
SECOND ITEM WHICH IS CB 119461 . IT WOULD OFF AUTHORIZE THE SEATTLE POLICE DEPARTMENT
. IT IS THE SHORTEST BILL EVER EXCEPT FOR SOME
CLEANUP. IT SIMPLY SAYS THAT THE SEATTLE POLICE DEPARTMENT MAY PROVIDE INCENTIVES FOR BEGINNING
APPOINTMENT WITH THE CITY OF SEATTLE WITH LATERAL HIRES. I SHOULD NOTE THAT THE LEGISLATION
USES WAY LANGUAGE . YOU CAN DECIDE WHETHER OR NOT YOU WANT TO IMPLEMENT THIS. I THINK
WE HAD A GOOD INDICATION THAT THEY WOULD. AT THE COUNCIL WANTED TO EXTEND THIS TO RECRUITS
WHICH HAS BEEN IDENTIFIED AS AN ISSUE IN THE PAPER THAT I WROTE, THE TITLE OF THIS PARTICULAR
PIECE OF LEGISLATION WOULD PROHIBIT IT SO THERE WOULD BE A NEW PIECE OF LEGISLATION.
I WILL CALL YOU OUT RIGHT NOW. THAT IS A TECHNICAL MATTER THAT STAFF CAN DEAL WITH. SO BEFORE
WE TURN IT OVER TO THE DEPARTMENT TO TALK ABOUT THE LATERAL HIGHER INCIDENT, I WANT
TO TALK ABOUT A FEW OF THESE NUMBERS HERE AND HOW THAT MIGHT RELATE TO THE LATERAL HIGHER
INCENTIVE. THE FIRST THING I WILL TALK ABOUT IS THE PROJECTION OF NEW HIRES. IN 2019, AS
TIGHT END NOTED, THIS IS AN AMBITIOUS TARGET GIVEN HISTORY OF THE APARTMENT. BUT TO BREAK
DOWN THAT 104, IT WOULD CONSIST OF 84 RECRUITS THAT WOULD BE HIRED AND IT WOULD CONSIST OF
20 LATERALS THAT WOULD BE HIRED. SO WHAT YOU ARE LOOKING AT THERE IS ROUGHLY 25 MORE RECRUITS
I WOULD HAVE TO COME IN THE DOOR TO REACH THAT 104 AND THEN 11 MORE LATERALS THAT WOULD
HAVE TO COME IN THE DOOR TO REACH THAT GOAL. THE DEPARTMENT HAS INDICATED THAT THERE INVOLVED
IN THE LATERAL HIRING TRIPS. I SHOULD ALSO NOTE THAT THEY ARE LOOKING INTO HOLDING RECRUITING
NEW RECRUIT TEST AND HAVE ALREADY BEEN DOING NEW RECRUITING AT THOSE LOCATIONS AS WELL.
BUT AS YOU NOTED, IT IS FAIRLY SIGNIFICANT BUMP, ABOUT 42% MORE RECRUITS THAT WOULD NEED
TO BE BROUGHT IN. IT IS OVER 100% LATERALS BUT THE NUMBERS ARE SMALLER. 25 RECRUITS VERSES
11 LATERALS. SO THE NEXT NUMBERS, I WILL TALK ABOUT, ARE THE FULLY TRAINED OFFICERS . THAT
IS THE THIRD COLUMN FROM THE AND . WHAT THAT NUMBER REPRESENTS IS THE OFFICERS WHO ARE
SWORN AND WHO ARE ON THE FORESTS , I’M NOT GOING TO SAY, THEY ARE SWORN OFFICERS ON THE
FORCE. AS A RECRUIT COME THROUGH THE PROCESS THEY GO TO THE ACADEMY AND THE SECOND THING
AFTER THE ACADEMY THEY DO IS A FIELD TRAINING WHERE THEY ARE DEPLOYED WITH OFFICERS THAT
SERVE AS COACHES . THEY GO OUT AND ANSWER THOSE CALLS IN TANDEM. THE POINT THAT THE
OFFICER OR THE RECRUITER IS READY TO GO OUT ON THEIR OWN , THEY ARE COUNTED AS A FULLY
TRAINED OFFICER AS ANGELA’S FLIGHT HERE COPLEY TRAINED OFFICERS ARE SWORN PERSONNEL WHO HAVE
SUCCESSFULLY COMPLETED FIELD TRAINING . THOSE ARE OFFICERS THAT ARE ON THE FORCE THAT ARE
A COUNT OF POWERFULLY TRADE OFFICE. THAT NUMBER DIPPED A LITTLE BIT BETWEEN 2017 AND 2018.
IT WENT FROM 1359 TWO 1344. THAT IS LIKELY A RESULT OF THE SEPARATIONS RATHER THAN THE
LACK OF OR THE CHALLENGES AROUND HIRING. SO THERE WAS A LARGE DEGREE OF SEPARATION WITH
HUNDRED NINE AND THAT WOULD IMPACT IMMEDIATELY THE FULLY TRAINED OFFICERS. WHAT IS REALLY
POSITIVE IS THAT THE DEPARTMENT HAS BEEN ABLE TO MAINTAIN THE NUMBER OF 911 RESPONDERS AND
ACTUALLY THE NUMBER OF 911 RESPONDERS WENT UP A BIT. WHEN WE WERE IN COUNCIL BUDGET SESSION
WE WERE LOOKING AT MANY NINE RUN RESPONDERS AND WE NOW HAVE 601 RESPONDERS. THAT IS REALLY
AN EFFECT OF RECRUITS THAT ARE COMING OUT OF THE PIPELINE THAT HAVE COME IN IN 2017
AND THEY ARE STILL COMING IN. THEY’RE STILL COMING INTO PATROL . THE NUMBERS IN PATROL
ARE GOING TO CONTINUE AS LONG AS THAT PIPELINE IS REFRESHED AND AS LONG AS RECRUITS KEEP
COMING THROUGH. I SHOULD ALSO MENTION THAT IN THE PAST THAT THE PRIVATE HAS HELD A PRINCIPAL
OPEN THAT HAD SITUATIONS LIKE THIS TO MAINTAIN 911 RESPONDERS STAFFING . IT IS ALSO POSSIBLE
THAT THE DEPARTMENT HAS PLACED A PRIORITY ON THAT AND IS MAKING SURE RESPONDERS ARE
AVAILABLE. SO I BRING THESE NUMBERS UP BECAUSE THEY PROVIDE A LITTLE BIT OF CONTEXT FOR THE
PLAN THAT THE DEPARTMENT HAS TO HIRE LATERALS . THE LAST PAGE OF MY STAFF REPORT WHICH I
APOLOGIZE IS NOT ONLINE , COSTS OUT SOME OF THE DEPARTMENTS EFFORTS OR PROPOSALS . IF
YOU WERE TO OFFER ALL OF THE LATERAL HIRES AND AGAIN, THAT WOULD BE 20 UNDER THIS PARTICULAR
PLAN , $15,000, YOU WOULD BE LOOKING AT ROUGHLY $300,000 OF COST . IF YOU WERE TO EXTEND A
BONUS TO RECRUITS AT A LESSER LEVEL MAYBE HALF THE AMOUNT , $7500 AND YOU DID SO WITH
84 RECRUITS YOU WOULD BE LOOKING AT AN ADDITIONAL $630,000. SO OF COURSE IF YOU WANTED TO DO
BOTH OPTIONS THAN THE COST WOULD BE A LITTLE BIT MORE OR A LOT MORE ACTUALLY . $720,000.
SORRY, BAD. FEEL FREE TO JOIN THE TEAM. [LAUGHTER]. BY WAY OF BACKGROUND, I WANTED THE COUNCIL
TO UNDERSTAND THAT BEN HAD MENTIONED THE COSTS THAT ARE ASSOCIATED. THEY ARE QUITE HIGH.
I WANTED TO BREAK THOSE DOWN FOR YOU BITE RECRUITS AND LATERALS AND ALSO HAD THE UNDERSTAND
THE DIFFERENCE BETWEEN THOSE TWO TYPES OF HIRES AND THAT 104 NUMBER. SO JUST WITH THAT
AS A HIGH- LEVEL OVERVIEW I WILL ASK IF YOU HAVE ANY QUESTIONS. JUST TO PROVIDE ADDITIONAL CLARITY BECAUSE
YOU ARE USING THE TERM 911 RESPONDERS , AND IN YOUR MEMO YOU ACTUALLY LAID OUT WHO THE
911 RESPONDERS ARE WHICH ARE EFFECTIVELY PATROL OFFICERS THAT ARE RESPONSIBLE FOR RESPONDING
TO 911 CALLS AND OTHER INTERACTIONS WITH THE PUBLIC. SO THIS IS SORT OF A CONTRAST AS TO
OFFICERS WHO MIGHT BE ASSIGNED TO PARTICULAR UNITS AND ENGAGE IN MUCH MORE INVESTIGATION
WORK AS OPPOSED TO RESPONDING TO 911 CALLS WE GET ON A DAILY BASIS FROM THE GENERAL PUBLIC. THAT IS TRUE. I MIGHT CLARIFY THAT THE NUMBERS
I THROUGHOUT WERE SPECIFICALLY 91 RESPONDERS THAT WHEN WE TALK ABOUT PATROL, WHAT THE DEPARTMENT
DOES IS IT’S A LARGER GROUP OF PEOPLE THAT WOULD INCLUDE THE COMMUNITY POLICE TEAMS,
THE OTHER SUPPORT POSITIONS THAT ARE AGAIN DEALING WITH THE PUBLIC AS YOU MENTIONED.
BUT THE SPECIFIC NUMBERS I CALLED OUT OUR ACTUAL 911 RESPONDERS LOGGED IN. I APPRECIATE THAT ADDITIONAL INFORMATION.
OKAY. ANY QUESTIONS FROM MY COLLEAGUES BEFORE WE MOVE INTO THE BILL THAT IS A TOTAL OF 2
PAGES CONTRAST MAJORITY OF WHICH ARE RECITALS? NO? ALL RIGHT. WE WILL GO AHEAD AND LAUNCH
THE SECOND PRESENTATION THAT WILL WALK US THROUGH IN FIVE SHORT SLIDES, THE PROPOSED
LATERAL HIRING INCENTIVE. THANK YOU. THIS IS A DISCUSSION OF THE PROPOSED
LATERAL HIRING INCENTIVE THAT WOULD ALLOW THE DRIVER TO PAY UP TO $50,000 AND AN INCENTIVE
FOR QUALIFIED LATERAL. , SO WE ARE USING THE SAME THING WHICH GOT THE QUALIFIED LATERAL
IS SOMEONE WHO HAS 24 MONTHS OR MORE LAW ENFORCEMENT EXPERIENCE. LET ME JUST NOTICE THAT THE TELEPROMPTER SAID
50,000. BUT THAT NUMBER IS $15,000. JUST WANT TO MAKE SURE THERE IS NOT CONFUSION WITH THAT. IN TERMS OF THE CLOSE CAPTIONING. LET THE RECORD REFLECT . I WAS JUST LOOKING
AT AND THAT WAS NOT WHAT WE WERE TALKING ABOUT. WE HAVE SEEN THIS SIDE BEFORE. THIS IS SHOWING
WHERE OUR LATERAL APPLICANTS HAVE GONE OVER THE LAST 3 YEARS BASED ON FACTORS WE HAVE
DISCUSSED THE CHALLENGES IN THE LATERAL MARKET IS DRIVEN BY COMPETITION BY OTHER JURISDICTIONS
MANY OF WHOM ARE CARING INCENTIVE THEMSELVES. ALSO DRIVEN BY SOME OF THE BENEFITS WE TALKED
ABOUT BEING OFFERED BY OTHER AGENCIES SUCH AS POST RETIREMENT AND MEDICAL. MANY JURISDICTIONS
LOCALLY ARE CURRENTLY OFFERING LATERAL INCENTIVES INCLUDING THOSE SHOWN RANGING BY THOUSAND
DOLLARS TO $16,000. KING COUNTY OFFERS SOME LEAD TIME AND PAYS FOR FOLKS TO TRAVEL FROM
OUT OF STATE TO TEST. IN TERMS OF THE BENEFITS OF HIRING A LATERAL , IN SHORT, LATERALS,
TO BE A FIELD DEPLOYABLE RESOURCE MUCH MORE QUICKLY THAN ENTRY-LEVEL. WE’RE TALKING ABOUT
A TWO WEEK LATERAL ACCOUNT IMMEDIATELY ACADEMY VERSUS A FIVE MONTH ACADEMY TRAINING. THERE
IS ALSO SAVINGS IN THAT LATERAL, FOLKS ATTEND A FREE ACADEMY WHEREAS ENTRY-LEVEL IT COSTS
$3600 PER PARTICIPANT. SO THERE IS SOME COST SAVINGS THERE. THE CONCEPT IS TO BRING US
UP TO TO SORT OF THE REGIONAL MARKET GIVEN THE CHALLENGES THAT EVERYONE IS FACING IN
THE PUGET SOUND AREA AND TO HOPEFULLY STIMULATE ADDITIONAL LATERAL HIRES. ANYTHING ELSE? ONE POINT I WOULD MAKE IS THIS IS NOT A REQUEST
FOR ADDITIONAL FUNDING. WE ARE STILL WORKING THROUGH
WHAT HOUR SPENT ON SALARIES WOULD BE. BUT GIVEN WHERE WE STAND ON OFFICER COUNT EXPECTATION,
IT WILL BE A SALARY SAVINGS TO COVER THIS ADDITIONAL AMOUNT. THAT IS GOOD NEWS AND BAD
NEWS IF YOU WILL. BUT THIS IS A REQUEST FOR THE AUTHORITY TO PAY FOR THIS LATERAL INCENTIVE
. THERE ARE EXISTING RESOURCES THAT WOULD ALLOW
THIS TO BE IMPLEMENT IT. CORRECT. ANY QUESTIONS? DO YOU WANT TO , DO YOU FEEL
LIKE YOU HAVE COVERED WELL ENOUGH THE DIFFERENT OPTIONS THAT ARE UP FOR CONSIDERATION GREG
? THERE WERE A FEW OTHER ISSUES THAT WE NOTED
IN A CONVERSATION ABOUT THIS. THANK YOU. THERE IS OF COURSE THE ESTIMATE OF HOW MUCH IT WOULD
COST TO HIRE AND PROVIDE A SIGNING BUSES SIGNING BONUS FOR LATERALS. YOU HAD ALSO BROUGHT UP
SOME INTEREST IN DEFINING A LITTLE BETTER THE LEGISLATION AUTHORIZATION SUCH THAT THERE
MIGHT BE RENEWAL LANGUAGE OR A SUNSET DATE. SPECIFIC FORM PERFORMANCE MEASURES WHERE TARGETS
ARE NOT BEING HIT AND THAT WOULD BE SOMETHING THAT THE COUNCIL COULD LOOK AT DOING AN AMENDMENT
WITH. FINALLY I THINK WE ALSO TALKED A LITTLE BIT, YOU AND I, ABOUT RETENTION AND WHETHER
OR NOT THERE MIGHT BE AN INTEREST IN DOING, IN MAKING SURE THAT OFFICERS THAT TAKE THE
LATERAL HIRING BONUS ARE MAKING A LONGER-TERM COMMITMENT TO SPD. THEY’RE NOT TAKING THE
$15,000 AND THEN TURNING AROUND AND TAKING SOMEBODY ELSE’S $15,000. I HAVE ALREADY TALKED
A BIT ABOUT EXPANDING IT TO RECRUITS. I THINK THAT IS THE BREADTH AND SCOPE OF THE THINGS
WE HAVE TALKED ABOUT THAT THE COUNCIL MIGHT HAVE INTEREST IN. GREAT, THANK YOU. I DON’T KNOW BEEN IF YOU
HAVE HAD A OPPORTUNITY TO TALK WITH THE POLICE DEPARTMENT ABOUT SOME OF THESE VARIOUS ISSUES.
I KNOW THAT WE ALL HAD AN OPPORTUNITY TO MEET LATE LAST WEEK WHERE I GAVE YOU ALL THE PREVIEW
OF THESE CONCEPTS AND JUST WONDERING IF YOU HAVE HAD AN OPPORTUNITY TO CONSIDER SOME OF
THESE DIFFERENT OPTIONS. WE HAVE NOT HAD AN OPPORTUNITY TO LOOK AT
THE NEW RECRUIT INCENTIVE BUT THAT IS WORK UNDERWAY. WE COULD HANDLE THAT WITH THE EXISTING
RESOURCES AND WHETHER WE COULD MAKE A DIFFERENCE. I THINK MIKE CAN SPEAK A LITTLE BIT MORE , WE
ARE SENSITIVE TO THE ISSUE THAT GREG HAS RAISED ABOUT MAKING SURE IF WE WILL PAY THIS LATERAL
INCENTIVE THAT IS DONE IN A WAY THAT CREATES THE RIGHT INCENTIVES FOR SOMEBODY TO STAY
WITH THE FORCE. WE HAVE NOT SETTLED ON A SPECIFIC STRUCTURE BE WORKING ON THAT AS WELL. I WOULD JUST ADD THAT WE ARE LOOKING AT THE
BUSINESS RULES THAT WOULD SUPPORT THIS PROGRAM . WE ARE TRYING TO STRIKE A BALANCE BETWEEN
HAVING IT BE A MEANINGFUL INCENTIVE ON ONE HAND AND HAVING FOLKS STAY WITH US IF WE ARE
WILLING TO OFFER THAT AMOUNT OF MONEY. THAT IS STILL A DISCUSSION POINT TRYING TO DETERMINE
WHETHER IT IS EFFECTIVE OR WHETHER IT WAS IN OTHER JURISDICTIONS AND WE WILL REPORT
BACK ON THAT. SO WE ARE NOT TALKING , WE TALKED ABOUT HOUSING
COSTS BE A CHALLENGE HERE. IF WE CAN MANY UPFRONT, THAT MIGHT HELP ON THAT AND AND THEN
HAVE THE CASH AND A MIGHT BE ABLE TO MOVE ON. IF WE DIDN’T AWARD THEM THE CASH AND THE
COMPLETED 2-3 YEARS, THAT IS A WAY TO ANCHOR THEM BUT IT DOES NOT PERHAPS PROVIDE THE REAL
INCENTIVE THAT WE WANT. THAT IS THE BALANCE WE ARE WORKING ON AND PERHAPS A STAGED PAYMENT
OVER SOME PERIOD OF TIME AS AN EXAMPLE. WE WANT TO GET A SENSE OF WHAT OTHERS ARE DOING.
WE ARE WORKING ON A LOT OF FRONTS AT THE SAME TIME. BUT THAT IS THE NATURE OF THE WORK THAT
IS UNDERWAY. AND YOU MENTIONED EARLIER, THAT YOU DON’T
ANTICIPATE REQUIRING ADDITIONAL RESOURCES FOR THE LATERAL INCENTIVE BECAUSE OF SALARY
SAVINGS? DO YOU HAVE A SENSE OF THE QUANTITY A SALARY SAVINGS? THAT IS THE NUMBER WE ARE WORKING ON AND WILL
HELP INFORM A RESPONSE ON THE QUESTION OF POTENTIAL SMALLER INCENTIVE FOR THE NEW RECRUITS
AS WELL. WE ARE EARLY IN THE YEAR SO WE WILL SEE HOW WE FINISH OUT THE YEAR AND TAKE A
LOOK AT THE NUMBERS WE DISCUSSED PREVIOUSLY HOW CONSERVATIVE ARE WE ON EITHER SIDE OF
THAT CALCULUS. SO AT THIS POINT WE WILL BE MAKING DECISIONS ON SOME LEVEL, I, HIGHLIGHTED
THAT EARLIER. THIS IS A DIFFICULT GAME IF YOU WILL TO UNDERSTAND WHERE WE WILL END UP.
BUT I THINK IN THE NEXT COUPLE OF WEEKS WE WILL BE IN A POSITION TO DO THAT. I THINK THE LAST THING THAT DID NOT MAKE IT
INTO GREG’S MEMO IS JUST REALLY ENSURING THAT THE LATERAL HIGHER INCENTIVE PROGRAM , IF
WE DECIDE TO PURSUE A NEW HIRE INCENTIVE PROGRAM, THAT WE ARE LAYERING ON TOP OF THAT THE DEPARTMENTS
COMMITMENT TO RECRUITING FROM DIVERSE COMMUNITIES THAT IS CONSISTENT WITH HIGHER PRACTICES AND
ALSO CONSISTENT WITH LANGUAGE IN THE ORDINANCE THAT PRIORITIZES THE NEED TO HIRE FROM DIVERSE
COMMUNITIES TO ENSURE THAT THE POLICE DEPARTMENT LOOKS LIKE THE COMMUNITY IT SERVES. I AM JUST WANTING TO BACK UP FOR A SECOND.
WHAT CONSTITUTES A TREND? IF I LOOK AT THE DATA ESPECIALLY THE DATA OUTLINED IN THE CENTRAL
STAFF MEMO AND THE CHART YOU SHOWED US AS WELL, IT DOES SEEM LIKE LAST YEAR WAS AN ANOMALY.
YOU MENTIONED A NUMBER OF REASONS OF WHY THAT COULD BE CALLED THOUGH AND IMPLEMENT RATES,
THE ONGOING DISCUSSIONS WE ARE HAVING ABOUT THE CONTRACT, WHAT MAKES US THINK THAT THIS
IS NOT JUST AN ANOMALY THAT AND THAT IT WILL CONTINUE TO BE ADDRESSED WITH THE STATUS QUO?
AND FACTORING IN THAT WE NOW HAVE BETTER RATES FOR OUR AUTHORS THAT MORE ACCURATELY WITHOUT
THE COST OF LIVING HERE, YOU DID MENTION IT WAS THE HIGHEST RATE FOR WASHINGTON STATE.
WE WANT TO REMIND FOLKS THAT IT IS THE MEDIAN AMOUNT FOR SIMILAR CITIES ACROSS THE COUNTRY.
WE ADDRESS SOME OF THE CONCERT OF THE LAST 2 YEARS. I DON’T KNOW EXACTLY THAT WILL HAVE
A DRAMATIC AND IMMEDIATE IMPACT BUT WHEN I LOOK AT THE DATA THAT YOU HAVE PROVIDED , I
AM WONDERING, WHAT CONSTITUTES A TREND AND IF THERE IS ANY INDICATION THAT THIS COULD
BE A BLIP OR AN ANOMALY. YOU ALSO MENTIONED THERE IS A NUMBER OF OTHER JURISDICTIONS ACROSS
THE COUNTRY THAT ARE SEEING VACANCY RATES IN THE HUNDREDS VERSUS THE DOZENS. WHEN DID
THEY INDICATE THAT THEY HAD A TREND OF DECLINING RECRUITMENT OR LATERAL MOVES AND HOW ARE WE
COMPARING IN TERMS OF THE LENGTH OF TIME WE ARE GETTING OURSELVES TO LOOK AT THIS DATA? TO YOUR FIRST QUESTION, WE ARE JUST LOOKING
AT THE APPLICANT TREND REALLY. YOU ARE RIGHT, THE HIRES DID NOT MANIFEST THEMSELVES IN TERMS
OF TOPPING OFF UNTIL LAST YEAR. BUT WITH THE LAG FROM TESTS TO HIRE, I THINK WE ARE SEEING
NOW SOME OF THE, EVEN 2017, DECREASES IN APPLICANT MANIFESTING IN REDUCED HIRES IN 2018. SO I
DO SEE A CONSISTENT DOWNWARD TREND BOTH WITH ENTRY- LEVEL AND LATERALS FROM 2016 THROUGH
2017 AND NOW TWO 2018 IN TERMS OF APPLICANTS. AGAIN WITH THE LAG FROM TIME FROM TEST TO
HIRE, THAT VERY WELL MAY MANIFEST ITSELF IN HIRING NUMBERS REDUCED IN 2019 UNTIL WE CAN
GET THESE HIRING NUMBERS BACK UP HERE! COMPARED TO OTHER JURISDICTIONS? IN TERMS OF WHEN, I WILL HAVE TO LOOK BACK
AT THE LITERATURE WE WERE LOOKING AT AND I WOULD BE HAPPY TO PROVIDE THAT TO YOU IN THE
TIMEFRAME WE ARE SPEAKING ABOUT. I ALSO REALLY LIKED YOUR SUGGESTIONS AROUND
DELIVERABLES, THE TIMELINES , THE TARGETS, THE OTHER QUESTION I HAD WAS REALLY ON THE
CAP. IF WE FOR EXAMPLE ALLOCATED $50,000 AND THAT APPLY TO 20 LATERAL MOVES, SO WE ARE
LOOKING AT $300,000 PER YEAR , IS THAT A TAP ? I KNOW IT SAYS IT MAY BE DIFFERENT . ARE
WE LOOKING AT A CAMP OR WOULD THAT BE SOMETHING THAT WE WOULD SEE YEAR-TO-YEAR? THE LEGISLATION SIMPLY AUTHORIZES IT. SO IF
THAT COMMITTEE WAS INTERESTED IN PUTTING ANY PARTICULAR STANDARDS AROUND MEASUREMENT OF
RECRUITS AND LATERALS COMING IN THROUGHOUT THE YEAR AND CAPS AROUND FINDING , THAT WOULD
BE SOMETHING THAT WOULD HAVE TO HAPPEN SEPARATE AND APART FROM THIS EFFORT. WE TALKED ABOUT THIS EARLIER, THE NUMBER OF
RECRUITS BEING AMBITIOUS. I THINK AGGRESSIVELY AGGRESSIVE AND OPTIMISTIC . SO AT 104 TOTAL
WE ARE ANTICIPATING 20 AT THOSE NEW FOLKS COMING IN WOULD BE LATERAL HIRE’S. WHEN WE
LOOK AT THE PAST DATA ESPECIALLY FOR 2015 THROUGH 2017, IT DOES LOOK LIKE WE ARE BEING,
UNDERESTIMATING THE NUMBER OF FOLKS THAT WOULD BE LATERALLY TRANSITIONING WITH THE EXISTING
PAY STRUCTURE IN PLACE. ARE WE UNDERESTIMATING HOW MANY FOLKS ARE GOING TO LATERALLY MOVE
OVER WITH EXISTING PAY AND THEN WOULD HE BE UNDERESTIMATING IF THERE WAS AN ADDITIONAL
INCENTIVE FOR LATERAL MOVE? I WILL LET THE DEPARTMENT STAFFING FOLKS TAKE
A SHOT AT THAT ANSWER. I JUST WANT TO POINT OUT THAT OF THE LAST 3 YEARS, 20 LATERALS,
22 LATERALS 25 LATERALS AND THEN DOWN TO 9 LAST YEAR. I WILL LET THE DEPARTMENT TALK
A LITTLE BIT MORE ABOUT THAT. AS GREG POINTED OUT, WE WERE HOVERING RIGHT
AROUND THE 20-25 MARK IN TERMS OF LATERALS. I THINK AS WE WERE PUTTING TOGETHER OUR PROJECTIONS
FOR THIS YEAR BECAUSE OF THE CHALLENGES WE FACE LAST YEAR IN SECURING LATERAL HIRE’S
, WE DID NOT WANT TO BE OVERLY AMBITIOUS WITH THAT NUMBER. SO IN WORKING WITH MIKE AND COMING
UP WITH THE TARGET WE THOUGHT WE MIGHT BE ABLE TO ATTEND, WE WENT WITH THE 20. THAT’S
NOT TO SAY IF WE COULDN’T HIRE MORE THAN THAT WE WOULD CERTAINLY BE HAPPY TO BRING ON BOARD
ADDITIONAL LATERALS ABOUT THE 20 MARK. BUT GIVEN WHAT WE KNOW FROM LAST YEAR WE DID NOT
WANT TO OVERSHOOT THAT. WE DO HAVE AND MIKE CAN SPEAK TO THIS A LITTLE MORE, I BELIEVE
IT’S A , DO WE STILL HAVE A 30 LATERAL ? WE HAD A 30 LATERAL CAP IN THE RECENT SPA
CONTRACT THAT WAS REMOVED. WE MAY REPLACE IT. THANK YOU. THAT IS HELPFUL. IS ANY OF THIS
BARGAINABLE? I THINK THAT’S A CONVERSATION THAT SHOULD
OCCUR IN EXECUTIVE SESSION TO THE EXTENT YOU WOULD LIKE TO PURSUE THAT. OKAY. I THINK WE BELIEVE THAT HIRING OFFICERS IS
FUNDAMENTALLY A MANAGEMENT RIGHT. THERE HAS BEEN SOME CONVERSATION, PUBLIC SESSION
THERE’S NOTHING HIDDEN ABOUT THIS . BUT THIS IS ABOUT ENSURING POLICY. OKAY. ANY OTHER QUESTIONS? THE ONE THING THAT
I DO WANT TO FOLLOW UP ON AND IN THE FIRST PRESENTATION, ONE OF THE FIVE INDICATED THAT
A MECHANISM BY WHICH DOCTORS AFFECTING HIRING PACE, ONE OF THE BULLET POINTS AND I THINK
IT IS IN SLIDE 7, WITH OFFICER WHICH IS REMAINING FLAT AND THEN IT STATES THAT THE NEW SPOT
CONTRACT WILL IMPACT PRESUMABLY POSITIVELY THAT TREND , AND SO I STILL AM LEFT WONDERING
HOW THIS ASSUMED POSITIVE IMPACT WILL BE MEASURED . HOW IS THE DEPARTMENT THINKING ABOUT HOW
TO EVALUATE AND ANALYZE AND MEASURE THE IMPACT OF THE APPROVAL OF THE NEW SPA CONTRACT AND
THE INCREASE IN WAGES? YOU MAKE A VERY GOOD POINT . FRANKLY IT’S
A CHALLENGE TO DISAGGREGATE THE VARIOUS FACTORS THAT CAUSE ONE TO APPLY FOR A JOB. PAY IS
A FACTOR. THE COMMUTE TIME, HOUSING COSTS, OTHER JURISDICTIONS HIRING OR NOT ARE A FACTOR.
WE TRY TO GET AT THIS BY ASKING FOLKS WHEN THEY ARE BEING ORIENTED, WHY DID YOU CHOOSE
US? WHAT WERE YOUR FACTORS? HOW DID YOU LEARN ABOUT US? WE WILL CONTINUE TO DO THAT AND
AS PART OF THE WORK WITH THE INNOVATION A PERFORMANCE TEAM CONSTANTLY LOOKING FOR WAYS
TO MORE QUANTITATIVELY MEASURE THIS . BUT I JUST WANTED TO GET ON THE TABLE THAT WHEN
YOU’RE TALKING ABOUT THE HUMAN DYNAMIC OF APPLYING FOR JOB, IN AN ECONOMY THAT IS FLUCTUATING,
IN AN ENVIRONMENT WHERE OTHER JURISDICTIONS ARE EITHER HIRING ROBUSTLY OR STOPPING HIRING,
WHEN OUR OWN WAGES ARE CHANGING, IT’S HARD TO DISAGGREGATE ONE FACTOR AS BEING CAUSAL. I THINK IT IS INTUITIVE TO THINK THAT IF YOU
PAY MORE, MORE PEOPLE WILL COME . BUT I THINK RIGHT NOW, IT IS JUST INTUITION AND SO I THINK
IT IS IMPORTANT FOR US TO MAKE SURE AGAIN THAT WE ARE ROOTING THIS CONVERSATION AND
HOW WE WILL EVALUATE WHETHER THERE IS ANY SORT OF CAUSATION BETWEEN THE INCREASE IN
WAGES AND THE TRENDS IN TERMS OF BEING ABLE TO ATTRACT NEW HIRES OR LATERALS TO JOIN THE
POLICE DEPARTMENT. I JUST WANT TO MAKE SURE THAT WE ARE ROOTING ON GOING CONVERSATIONS
AND THAT LEVEL OF DATA DRIVEN ANALYSIS SO THAT WE HAVE A CLEAR UNDERSTANDING OF WHAT
THE ACTUAL CONNECTION IS THERE. THAT IS AMONG THE REASON WE BROUGHT ON THE
INNOVATION AND PERFORMANCE TEAM. SO WE CAN, AGAIN, THERE ARE A LOT OF CONFOUNDING FACTORS
HERE. DEPENDING ON WHAT KIND OF DATA WE CAN GET FROM OTHER JURISDICTIONS NEARBY OR WE
CAN FLESH OUT SOME OF THOSE THINGS. WE ARE NOW THINKING ABOUT BOTH INCREASED BASE PAY,
BUT ALSO AN INCENTIVE, A HIRING INCENTIVE ON TOP OF THAT. WHICH OF THOSE THINGS IS A
DRIVER WILL BE DIFFICULT AGAIN, SINCE THEY WILL BE ARRIVING AT THE SAME TIME, DIFFICULT
TO DISCERN. BUT ONE OF THESE THINGS WE NEED TO UNDERSTAND IS WHAT IS WORKING AND WHAT
IS NOT. ABUSE WITH FOLKS INVOLVED, BOTH THOSE WHO HAVE JOINT AND PERHAPS THOSE WHO JOINED
NOW AS WELL FOR WHAT DROVE THEM TO THE PROFESSION AT ALL CALL THOSE ARE ALL THINGS THAT WE WILL
NEED TO BE ABLE TO GET INFORMATION ABOUT ENSOR THROUGH . HELPFUL, THANK YOU. ANY OTHER QUESTIONS OR
COMMENTS? SO WE WILL WORK WITH GREG FROM CENTRAL STAFF AND THE EXECUTIVE TO MAKE SURE THAT
WE HAVE AN APPROPRIATE EVALUATION ANALYSIS WITH SOME OF THE OPTIONS THAT HAVE BEEN HIGHLIGHTED
AND GREG’S MEMO WITH THE ADDITION COMIC ENSURE WE ARE ANCHORING SOME OF THIS WORK IN OUR
COMMITMENT TO RECRUIT FROM DIVERSE COMMUNITIES AND THEN WE WILL GO AHEAD AND BRING FORTH
FOR CONSIDERATION SOME POTENTIAL AMENDMENTS FOR THE COMMITTEE TO CONSIDER. ALL RIGHT?
THAT IS OUR LAST AGENDA ITEM FOR TODAY. SO WE ARE ADJOURNED. [MEETING ADJOURNED] GOOD MORNING, NICE. GOOD MORNING AGAIN. I
KNOW THIS HAS NOT BEEN AN EASY STRETCH OF TIME FOR PEOPLE IN SEATTLE. IT IS OFFICIALLY
THE SNOWIEST MONTH IN 50 YEARS. WE HAVE HAD 20 INCHES OF SNOW OFFICIALLY AND WE ARE ONLY
13 DAYS INTO FEBRUARY. WE CONTINUE TO HAVE CHALLENGES. WE KNOW THAT WE HAVE GOT TO CLEAR
SIDEWALKS AND STREETS FROM ICE , SLUSH, AND SNOW. YOU WILL HERE TODAY FROM HOW WE ARE
DOING ON OUR ROADS AND COOPERATION WITH THE SEATTLE PUBLIC SCHOOLS, CITY LIGHT, TRASH
PICKUP AND OTHER SOLID WASTE PICKUP AND HOW THE UTILITIES ARE DOING, PARKS AND RECREATION
YOU WILL HAVE THE RANGE. I KNOW THAT THERE ARE MANY PARENTS AND EVEN SOME KIDS WHO ARE
DISAPPOINTED THAT SEATTLE PUBLIC SCHOOLS DID NOT HOLD CLASSES TODAY. ALMOST ALL OF THE
MAJOR SCHOOL DISTRICTS IN THE REGION DID DECIDE TO CANCEL SCHOOL WE HAVE BEEN COMMUNICATING WITH SEATTLE PUBLIC
SCHOOLS AND STAND READY TO DO WHATEVER WE CAN DO TO HELP THEM OPEN THE SCHOOLS. OBVIOUSLY
THE CITY DOES NOT MAKE THE DECISION ON WHETHER TO OPEN SCHOOLS OR NOT AND THE SCHOOL BOARD
TOGETHER WITH THE SCHOOL SUPERINTENDENT WAY A NUMBER OF FACTORS . BUT WE HAVE BEEN WORKING
CAREFULLY AND CLOSELY WITH THEM THROUGHOUT THIS EVENT AND PARTICULARLY IN THE LAST 24
HOURS TO MAKE SURE WE KNOW EXACTLY WHAT THE PLAN IS TO OPEN SCHOOLS AND HOW WE CAN DO
THAT. SAMPLE TALK TO YOU A LITTLE BIT MORE ABOUT THAT. WE ALSO ARE HAPPY TO SAY THAT
WE HAVE BEEN WORKING WITH METRO AS WELL ON WHAT ROUTES THEY CAN USE AND THEY WILL BE
GOING TO MORE BUS SERVICE TOMORROW. THAT IS GOOD NEWS FOR A LOT OF PEOPLE INCLUDING THE
SCHOOLS BECAUSE WE KNOW THAT MANY SCHOOL KIDS GET TO SCHOOL BY METRO AND THEY HAD THEIR
ORCA PASSES. THE FREE ORCA WILL HELP THOSE FAMILIES AND OKAY THOSE KIDS GET TO SCHOOL.
WE’RE HAPPY FOR THAT. METRO WILL GIVE YOU MORE INFORMATION BUT WE ARE GLAD THERE’LL
BE MORE BUS SERVICE. WE ARE TRYING TO COMMUNICATE WITH PEOPLE EVERY DAY ON ALL OF THE CHANNELS.
WE HAVE RECEIVED A NUMBER OF CALLS THROUGH OUR CALL CENTER APOLOGIZING UP FRONT THAT
WE HAD A BIG RUSH OF PEOPLE. SOME LINES WERE LONGER THEY HAVE BEEN. WE WILL TRY TO REDUCE
THAT. PART OF THAT IS BECAUSE SOME OF THE STAFF COULD NOT GET IN. WE BROUGHT THE NUMBER
DOWN SO WE ARE REALLY TRYING TO SPOT RESPOND AS WE CAN . NOT JUST YOU ALL THE THINGS THINGS
ANYWAY BUT TO INDIVIDUAL QUESTIONS AND ISSUES THAT PEOPLE HAVE. WE ARE GETTING , WE ARE
STILL HAVING OUR ROAD CREWS OUT TO CLEAR NOT JUST OUR MATE ARTERIALS BUT THE BOBCATS TO
START WORKING ON SIDE ROADS AND ALL OF THE SIDEWALKS AROUND THE PUBLIC PLACES. BAD NEWS
IS , THAT IT IS SUPPOSED TO FREEZE HARD TONIGHT . SO AS WE WILL BE TALKING ABOUT LATER, IT
IS REALLY IMPORTANT FOR PEOPLE, IF YOU ARE HOME WITH THE KIDS AND THE KIDS ARE OLD ENOUGH,
I GET THEM OUT WITH YOU SHOVELING THE SIDEWALKS . IT WOULD BE A GREAT TIME FOR NEIGHBORS AND
NEIGHBORHOODS IF YOU ARE HOME IN THE NEIGHBORHOOD TO GET TOGETHER CAN’T GET THOSE SHOVELS AND
GET THEM CLEARED BECAUSE AFTER THE HARD FREEZE TONIGHT, IT WILL BE MUCH HARDER TO CLEAR THOSE
SIDEWALKS AND THE FREEZING ICE WILL BE MUCH MORE DIFFICULT CONDITION. SO WE WILL GIVE
YOU A FULL REPORT ON WHAT WE’RE DOING WITH THE SCHOOLS. I REALLY WANT TO SAY , KIND OF
A CLARION CALL TO THE PUBLIC, IF YOUR HOME AND IF YOU ARE HOME FROM SCHOOL AND YOU ARE
OLD ENOUGH, HOW ABOUT AROUND NOON TODAY, EVERYBODY GET OUT IN THEIR NEIGHBORHOOD WITH THE SHOVELS
THEY HAVE, OR BORROWED THE SHOVELS FROM THE NEIGHBORHOOD AND LET’S DO EVERYTHING WE CAN
TO CLEAR THE SIDEWALKS IN AL OF OUR NEIGHBORHOODS AND COMMUNITIES. THAT WILL HELP US NOT JUST
TODAY AND HELP THE KIDS GET BACK TO SCHOOL, IT WILL REALLY MAKE IT SAFER FOR TOMORROW
WHEN WE GET ANOTHER HARD FREEZE TONIGHT. OUR GOAL IN THE CITY REMAINS THE SAME. SAFETY.
SAFETY ACROSS THE BOARD FOR OUR EMPLOYEES , BUT ALSO FOR EVERY MEMBER OF THE PUBLIC.
WE WANT TO MAKE SURE THAT IT IS REALLY AS SAFE AS POSSIBLE ON ALL OF OUR ARTERIALS.
WE WANT TO MAKE SURE THAT FIRE AND POLICE TO GET TO WHERE THEY NEED TO GET. OUR ROAD
CREWS ARE CONTINUING TO DO 12 HOUR SHIFTS. CITY LIGHT IS WORKING HARD AROUND THE CLOCK.
A COUPLE OF CAUTIONS. WE HAVE SEEN GROUPS WITH THE MELTING SNOW THAT A NUMBER OF ROOFS
ARE SAILING AROUND THE REGION NOT JUST IN SEATTLE. PARTICULARLY CARPORTS AND THE LIKE.
MAKE SURE, THE BEST THING TO DO IS NOT GET UP ON THAT LADDER AND TRY TO CLEAR THE SNOW
OFF THE ROOF. CHANCES ARE THAT WILL LEAD TO INJURY AND YOU WILL NOT BE ABLE TO PREVENT
THE WEIGHT. THE BEST THING TO DO IS TO KEEP THOSE DRAINS CLEAN SO AS THE SNOW MELTS IT
CAN ACTUALLY GET OFF THE ROOF. I HAVE HAD MY FIRE CHIEF HERE TELL ME OVER AND OVER AGAIN
NOT TO ENCOURAGE PEOPLE TO GET ON THAT IS. I AM FOLLOWING HIS DIRECTION. WE HAVE DURING
THIS SERIES OF STORMS, WE HAVE OPENED UP 550 EMERGENCY SHELTER BEDS. THE NAVIGATION TEAM
HAS BROUGHT IN OVER 150 PEOPLE FROM OUTSIDE, INSIDE. I WAS ABLE TO GO TO GARFIELD COMMUNITY
CENTER A FEW DAYS AGO AND THIS MORNING I WENT TO BITTER LAKE. I WILL TELL YOU THAT THIS
HAS BEEN A CHANGE FOR THOSE PEOPLE . THEY ARE ABLE TO GET HOT MEALS, CLEAN CLOTHES , SHOWERS
, AND EVEN TODAY YOU HAD A PARK SERVICE EMPLOYEE THAT WAS GETTING HAIRCUTS. PEOPLE ARE VERY
APPRECIATIVE OF IT. I WANT TO THANK ALL OF THE MEMBERS OF THE COMMUNITY WHO HAVE STEPPED
UP AND VOLUNTEERED IN SMALL WAYS AND BIG WAYS. WHEN I WAS AT BITTER LAKE TODAY, THERE WAS
A TEACHER FROM THE AREA WHO WHEN SCHOOL WAS CANCELED, SHE WALKED TO THE INTERLINKED COMMUNITY
CENTER SO SHE COULD VOLUNTEER TO HELP. IS THAT KIND OF THING THAT HAS REALLY MADE A
DIFFERENCE. WE SAID YESTERDAY, STARBUCKS, AMAZON, NORSTROM, COSCO, THEY PROVIDED CLEAN
CLOTHES, SOCKS AND THE LIKE. LAST NIGHT TOM DOUGLAS IN TOM DOUGLAS MEADOWS PREPARED 250
MEALS FOR THE PEOPLE WHO WERE IN THE EMERGENCY SHELTER AT THE SEATTLE CENTER. THE KINDNESS
AND COMMITMENT AND THE GENEROSITY THAT THE PEOPLE OF SEATTLE HAD BEEN SHOWING THROUGH
THIS PERIOD OF TIME, I THINK SHOWS THE BEST OF SEATTLE AND SHOWS WHAT WE CAN DO AS A COMMUNITY
WHEN WE COME TOGETHER TO HELP EACH OTHER TO GET THROUGH THESE HARD THINGS. I KNOW IT IS
DIFFICULT. WE ARE NOT THROUGH IT 100% YET. FOR THOSE PEOPLE WHO ARE IN THE NEIGHBORHOODS
THAT ARE CLEAR, YOU WONDER WHY THE MIRRORS UP HERE TALKING, FOR THOSE PEOPLE WHO ARE
IN NEIGHBORHOODS WHO ARE NOT CAUGHT YOU KNOW WHY SHE IS. WE WILL CONTINUE TO WORK TO MAKE
SURE THAT EVERYBODY HAS WHAT THEY NEED FROM THEIR CITY GOVERNMENT AND WE ARE ALREADY PLANNING
FOR THE NEXT PHASES. WE DON’T KNOW WHAT THE WEATHER EVENTS WILL BE BUT WE KNOW WHAT THAT
CONTINUED SNOW FREEZING THAW AND PLOWS DUE TO OUR ROADS. YOU WILL SEE IN THE NEXT WEEKS
THERE WILL BE POTHOLES THAT OPENED UP OR APPEAR AGAIN. THAT WILL BE THE NEXT STEP FOR OUR
ROAD CREWS TO PROVIDE THINGS LIKE THAT. BUT RIGHT NOW YOU WILL HEAR FROM THE PEOPLE LOOKING
AT WHAT WE ARE DOING ACROSS THE CITY TO GET THROUGH THESE EVENTS. AGAIN, I THINK THE MOST
IMPORTANT THING FOR ME AS MAYOR, I HAVE TO JUST SAY, I HAVE ENORMOUS GRATITUDE TO THE
CITY EMPLOYEES WHO HAVE BEEN WORKING AROUND THE CLOCK AT THEIR JOBS. MANY OF THEM EVEN
AFTER THEIR JOBS VOLUNTEERING TO HELP PEOPLE AS WELL AS TO THE PEOPLE ACROSS THE CITY WHO
HAS STEPPED UP TO HELP THEIR NEIGHBORS, TO HELP THEIR COMMUNITIES, AND TO HELP PEOPLE
GET THROUGH THIS PERIOD OF TIME. THANK YOU MAYOR. MY M THAT GUEST:. I WANT TO TALK YOU BRIEFLY ABOUT OPERATION
SHARED SHALL. THE MARSHALL PLAN TO GET ALL OF OUR KIDS LIKE MY 14-YEAR-OLD BACK TO SCHOOL.
AT THE REQUEST OF THE SEATTLE PUBLIC SCHOOLS, SPS, WE ARE LIMITED AND UNPRECEDENTED THREE-
PRONGED APPROACH TO HELP THE SCHOOLS OPEN TOMORROW ON THURSDAY. IT IS IMPORTANT TO NOTE
THAT THE SEATTLE PUBLIC SCHOOLS USE MULTIPLE CRITERIA WHEN DETERMINING WHETHER TO OPEN
THEIR SLITS WHETHER IT IS ACCESS TO METRO, SCHOOL STAFFING, ETC. THE WAY THE CITY OF
SEATTLE WANTED TO DO THEIR PART TO MAKE SURE THEY HAVE THE TOOLS AND RESOURCES TO SUCCESSFULLY
AND SAFELY OPEN TOMORROW. THIS UNPRECEDENTED COLLABORATIVE CROSS JURISDICTIONAL OPERATION
WILL BE ABOUT MAKING ROUTES TO SCHOOL SAFE . THE FIRST PART OF THIS THREE-PRONGED APPROACH
IS THAT THE SEATTLE PUBLIC SCHOOLS IS WORKING TO SHOVEL THE SIDEWALKS ADJACENT TO THEIR
ELEMENTARY SCHOOLS IN PARTICULAR. SECOND, THIS IS AN OPPORTUNITY FOR PARENTS AND KIDS
AND NONPROFITS, OTHER ORGANIZATIONS AND BLOCK WATCH GROUPS, EMERGENCY HAVE ORGANIZATIONS,
CHURCHES, THE NONPROFIT COMMUNITY, TO COME TOGETHER. WE ARE ASKING THAT THE MAYOR SAID
AT NOON TODAY, THAT RESIDENTS OF THE CITY OF SEATTLE JOIN US IN SHOVELING THE SIDEWALKS
AROUND THEIR NEIGHBORHOOD SCHOOLS. THE HASHTAG IS SHARED SHOVEL. TODAY IS YOUR OPPORTUNITY.
BURN SOME OF THAT EXTRA ENERGY OFF. COME OUT, SAFE , CLEAR THE DRAINS WHILE YOU’RE AT IT.
IT’S THE OPPORTUNITY TO PUT OUR KIDS TO WORK AND GET OUR COMMUNITY BACK MOVING AGAIN. THIRD,
AS YOU WILL HEAR SHORTLY ON THE DEPARTMENT OF TRANSPORTATION, AND STOP CREWS WILL BE
ADDRESSING NINE PRIORITY ON THE TWO SCHOOLS AS REQUESTED BY SEATTLE SCHOOLS TO ACCESS
ROADS FROM OUR EMERALD AND GOLD ROUTES TO THE LOCAL NEIGHBORHOOD SCHOOLS AND ADDITIONALLY,
SDOT HAND CREWS SUPPORTED BY TEAMS FROM PUBLIC UTILITIES, FAS AND PARKS AND RECREATION WILL
BE SUPPLEMENTING THOSE HAND CREWS AS WELL. I WANT TO REITERATE THAT MAYORS POINT. THIS
IS AN OPPORTUNITY, AND MARSHALL PLAN IF YOU WILL TO GET OUR SCHOOLS BACK OPEN AGAIN. WE
WILL DO OUR SMALL PART OF THE CITY OF SEATTLE BY MOBILIZING OUR RESOURCES TO DO JUST THAT.
THANK YOU.>>I AM WITH THE SEATTLE DEPARTMENT OF TRANSPORTATION. AS CALVIN JUST MENTIONED,
WE ARE DEPLOYING SOME OF OUR HAND CREWS TO HIGHLIGHT THE AREAS GOING OUT FROM SCHOOLS
INTO NEIGHBORHOODS. THE MORE THE COMMUNITIES CAN HELP US BY SHOVELING THEIR OWN SIDEWALKS,
THE MORE WE WILL BE ABLE TO HELP AS WELL. IN ADDITION TO THAT, WITH THE COMING FREAK
ON THE WEATHER HAS COOPERATED A LITTLE BIT MORE OVER THE LAST COUPLE OF DAYS. IT HELPED
US STAY AHEAD OF THINGS. THE COMING FREEZE MEANS WE WILL STILL BE OUT APPLYING SALT TO
THE ARTERIAL STREETS IF THEY ARE NOT IN A BEAR AND DRY CONDITIONS SO WE DON’T GET ANOTHER
FREEZE AND CREATE PROBLEMS TOMORROW. WE ARE WORKING TO MAKE SURE THAT METRO CAN OPERATE
AT FULL CAPACITY AS THEY ARE ABLE TO AS WELL AS SEATTLE PUBLIC SCHOOLS. WE WANT TO MAKE
SURE THAT FOLKS CONTINUE TO STAY SAFE. THE VARIABLE CONDITIONS, WE KNOW THAT WHILE THE
ARTERIALS ARE PRETTY GOOD, A LOT OF THE RESIDENTIAL STREETS ARE STILL IN VERY VARIABLE CONDITION.
WE ARE SEEING A LOT OF DIFFERENT TYPES OF CONDITIONS OUT THERE. WE ARE WORKING TO REOPEN
THE CLOSED STREETS AND INSPECT THOSE AND TRY TO GET A SENSE OF CONDITIONS AND KNOW THAT
WE ARE TRYING TO ADDRESS AS MANY HAZARDOUS LOCATIONS AS POSSIBLE AT THOSE PLACES THAT
ARE ON STEEP SLOPES ARE WHERE THERE WAS HEAVIER SNOWFALL THAN OTHER PLACES. PLEASE DO NOT
REMOVE THOSE SIDES HERSELF. THAT US REMOVE THEM. WE WILL CONTINUE TO SHOVEL SIDEWALKS
AND BE CAREFUL ABOUT DOWNED TREES. WE HAVE BEEN RESPONDING TO A NUMBER OF MORE DOWNED
TREES RESPONSES AS WELL OF THE LAST COUPLE OF DAYS. PLEASE CONTINUE TO STAY SAFE OUT
THERE.>>THANK YOU MAYOR. I AM DEBORAH SMITH WITH SEATTLE CITY LIGHT. IT’S NICE TO SEE
EVERYONE AGAIN TODAY. MUCH BETTER DAY FOR US THIS MORNING THAN YESTERDAY. I WILL NOTE
BY STARTING THAT OUR MAP IS RUNNING A LITTLE BIT SLOW. WE ARE WORKING WITH THE VENDOR ON
THAT PARTICULAR LOOKING ONLINE YOU’RE ACTUALLY SEEING A HIGHER NUMBER OF CUSTOMERS WITHOUT
POWER THEN WE CURRENTLY HAVE WHICH IS ACTUALLY ONLY 25 PEOPLE. WE HAVE BEEN SUCCESSFUL IN
BRINGING BACK JUST ABOUT EVERYONE. THOSE FOLKS THAT ARE STILL OUT SHOULD BE RESTORED BY THE
END OF TODAY. WE DO HAVE A BOWEL 300 JOBS THAT ARE OPEN. WHAT THAT MEANS IS THAT THERE
ARE WIRES THAT ARE EITHER SAGGING OR DOWN. THEY ARE USUALLY COMMUNICATION WIRES AT THIS
POINT BECAUSE WE ARE PRETTY CLEAR ON WHERE WE HAVE HAD POWER OUTAGES. OF THE PUBLIC SHOULD
BE VERY CAREFUL AND ASSUME THAT THOSE WIRES ARE LIGHT AND ENERGIZED AND DANGEROUS. IN
THIS CASE WE ACTUALLY SEND SOMEONE OUT TO PATROL EACH OF THOSE LOCATIONS AND THEN THE
SS THE DAMAGE AND THE PRIORITY FOR RESTORATION. THAT WORK WILL CONTINUE THROUGH TOMORROW.
I WANTED TO JUST TAKE A MOMENT TO THANK OUR CUSTOMERS 1st OF ALL. WE KIND OF CAME, THE
BIG OUTAGE CAME AT THE END OF THIS EVENT WHERE CUSTOMERS IN MANY CASES, THEIR NERVES WERE
ALREADY FRAYED AND THEY WERE SUPER PATIENT, SUPER GRACIOUS WITH US AND OUR CREWS. WE REALLY
APPRECIATE THAT. THE CONTACT CENTER AND THEY MAYOR MENTIONED THAT, THOSE ARE FOLKS THAT
TAKE YOUR CALLS WHEN THERE IS AN OUTAGE. THEY HAD BEEN WORKING INCREDIBLY HARD. THEY TAKE
THE SAME CALLS FOR TRASH, WATER, ELECTRICITY . SO THOSE FOLKS HAVE DONE A GREAT JOB. THANK
YOU FOR THAT. THE CITY EMPLOYEES AND 28 COUNTRIES HAVE THE KNOW THAT SANDAL HAS ONLY BEEN HERE,
THIS IS HIS SECOND WEEK. HE HAS DONE AN AMAZING JOB AND WITHOUT HIS HARD WORK AND HARD WORK
OF SDOT, CITY LIGHT WOULD NOT BE ABLE TO DO THERE SO MANY THANKS THERE. LASTLY, MY CREWS ARE
AWESOME. THE SUPPORT STAFF WHO ALLOW THEM TO DO WORK AND THE CUSTOMER BASE, MANY THINGS
TO MANY PEOPLE. I APPRECIATE BEING PART OF THIS TEAM. THANK YOU MAYOR. GOOD MORNING. MY NAME IS TIFFANY WASHINGTON.
I AM THE DEPUTY DIRECTOR OF HOMELESSNESS IN THE HUMAN SERVICES DEPARTMENT. THIS MORNING
AND LAST NIGHT AND THROUGHOUT THIS WHOLE EVENT, OUR PRIORITY REMAINS GETTING PEOPLE EXPERIENCING
HOMELESSNESS INDOORS AND HELPING THEM WITH MEDICAL AND SERVICE NEEDS. AS THE MAYOR MENTIONED
EARLIER, WE HAVE OPEN MORE THAN 550 BEDS FOR EMERGENCY SHELTER. WE HAVE A WHOLE LIST OF
COMMUNITY PROVIDERS AND AGENCIES THAT WE WANT TO THINK. WE WOULD BE REMISS IF WE DID NOTHING.
THAT INCLUDES THE SALVATION ARMY, WE WANT TO THINK TOM DOUGLAS WHO DONATED THE 250 HOT
MEALS , UNION GOSPEL MISSION FOR TRANSFERRING PEOPLE FROM OUTSIDE TO THE VARIOUS SHELTERS,
MARY’S PLACE, THE HIGH, URBAN LEAGUE , SEATTLE PUBLIC UTILITIES, AND KING COUNTY. THOSE ARE
JUST A FEW OTHER MANY MANY PEOPLE WHO HAVE STEPPED UP TO HELP DURING THIS TIME. ONE OF
THE THINGS THAT WE ARE PROUD OF IS THAT WE BROUGHT IN AT THE MAYOR SAID, OVER 150 PEOPLE
FROM OUTSIDE, INSIDE. WHAT WE ARE DOING NOW THAT WE HAVE BOTH INSIDE SHELTER IS WE ARE
ASSESSING THEM FOR SHOULDER. FOR SERVICES BEYOND SHELTER. SO FAR THREE PEOPLE HAVE RECONNECTED
WITH FAMILY AND HAVE A SAFE PLACE TO STAY TONIGHT AND MOVING FORWARD. THERE WILL BE
TEAMS OF OUTREACH WORKERS AND STAFF IN THE SEVERE WEATHER SHELTERS ASSESSING PEOPLE , TRYING
TO PROVIDE DIVERSION, ANYTHING THEY CAN TO ENSURE THAT FOLKS WHO MANY HAVE NOT COME INSIDE
FOR A LONG TIME, I DON’T HAVE TO GO BACK OUTSIDE. ADDITIONALLY WE HAVE MORE THAN 30 HOMELESS
SERVICE WRITERS WHO TAKE CALLS EVERY MORNING TO DISPATCH RESOURCES TO PEOPLE IN THE EMERGENCY
SHELTERS. I ALSO WANT TO ADD THAT THERE ARE ABOUT 12,000 PEOPLE IN KING COUNTY WHO THE
DEPARTMENT CHORDATES CARE FOR EACH MONTH. THEY ARE AGE OR DISABILITIES . THEY HAVE BEEN
CALLING AND TAKING ON MORE THAN 700 CRITICAL CARE PATIENTS WHO RELY ON THIS DAILY AID FOR
THEIR FOOD, VACATION, OXYGEN AND DAILY LIFE SUPPORT. AGAIN, THANK YOU FOR YOUR PATIENCE
AND THANK YOU TO ALL OF MY COLLEAGUES AND HOPEFULLY THE KIDS WILL BE IN SCHOOL TOMORROW.
I HAVE A 13-YEAR-OLD AND A 9- YEAR-OLD AND I WOULD LIKE FOR THEM TO BE GONE FOR 8 HOURS.
[LAUGHTER] GOOD MORNING , SEATTLE PUBLIC UTILITIES. THE
MELTING SNOW AND ICE IS A DUTIFUL SITE FOR OUR UTILITY BECAUSE CONDITIONS ARE FINALLY
ALLOWING OUR CREWS TO GET TO MOST OF OUR MONDAY AND TUESDAY RESIDENTIAL CUSTOMERS TODAY . OUR
CONTRACTORS WILL FOCUS ON COLLECTING DELAYED GARBAGE A STRESS ON THE WORD GARBAGE, MONDAY
AND TUESDAY HOUSEHOLDS TO DATE WITH SIGNIFICANT SLUSH REMAINING ON MANY RESIDENTIAL STREETS
AND STEEP HILLS, TRUCKS WILL BE EQUIPPED WITH CHAINS AND CARRY ADDITIONAL STAFF TO RESPOND
TO THE MIX CONDITIONS, HOWEVER, SOME HILLY STREETS MAYBE TWO ICY FOR THE DRIVERS TO NAVIGATE.
SO WE MAY NOT BE ABLE TO REACH ALL OF OUR MONDAY AND TUESDAY CUSTOMERS AND WE THINK
THEM FOR UNDERSTANDING THAT SAFETY REMAINS A TOP PRIORITY FOR EVERYONE. CONTRACTORS TODAY
WILL ALSO ATTEMPT TO COLLECT SOME OF THE DELAYS MY DATE RECYCLING FROM BALLARD ORE CITY, AND
WEST SEATTLE AREAS. MONDAY RECYCLING FROM MAGNOLIA AND UNIVERSITY DISTRICT, LAURELHURST
WILL BE ELECTED NEXT MONDAY. ALL RECYCLING FROM TUESDAY AREAS AND ALL YARD AND FOOD WASTE
FROM MONDAY AND TUESDAY AREAS WILL BE DELAYED UNTIL NEXT WEEK AS CONTRACTORS FOCUS ON COLLECTING
GARBAGE TODAY . I APOLOGIZE FOR THE COMPLEXITY OF THIS SCHEDULE. WE ARE HAPPY TO PROVIDE
MORE INFORMATION ON THAT. WE ASK CUSTOMERS TO HELP MAKE THEIR GARBAGE ACCESSIBLE FOR
CREWS BY CLEARING SNOW AND ICE OFF OF THEIR CARTS AND BY MOVING THEM TO THE CURB. IF CONDITIONS
REMAIN SAY, CONTRACTORS WILL COLLECT ALL GARBAGE, RECYCLING, AND FOOD AND YARD WASTE FROM WEDNESDAY,
THURSDAY, AND FRIDAY AREAS ON A ONE-DAY DELAY. STARTING NEXT WEEK WE SHOULD BE BACK TO A
REGULAR SCHEDULE. CONTRACTORS WERE ABLE TO COLLECT MANY COMMERCIAL AND MULTIFAMILY SERVICES
THE LAST TWO DAYS DESPITE VERY CHALLENGING CONDITIONS. TODAY THEY WILL EXPAND RECOVERY
EFFORTS FOR THOSE ACCOUNTS. ADDITIONALLY, THE CITY IS PROVIDING FREE VISITS TO TRANSFER
STATIONS STARTING TODAY THROUGH SATURDAY FEBRUARY 16 FOR CUSTOMERS WHO SERVICES WERE INTERRUPTED
FOR MORE THAN ONE WEEK. STATIONS WILL BE OPEN FROM 8 AM UNTIL 5:30 PM TODAY AND 8 AM UNTIL
7:30 P.M. ON THURSDAY AND FRIDAY. WE WILL HAVE SOME EXTENDED HOURS FOR PEOPLE WHO ARE
WORKING AND THEY CAN GET THEIR ADDITIONAL GARBAGE, RECYCLING, AND FOOD AND YARD WASTE
INTO THE TRANSFER STATIONS. SAL CUSTOMERS WHO CAN SAFELY BRING THEIR WASTE TO OUR NORTH
AND SOUTH TRANSFER STATIONS ARE ASKED TO SEPARATE THE MATERIALS AND COVER THE LOAD. THERE’S
A LIMIT OF ONE TRUCK OR CAR LOAD PER HOUSEHOLD UP TO 420 POUNDS OF COMBINED GARBAGE RECYCLING
AND COMPOST. THAT IS A LOT. BUT WE ARE HOPING YOU DON’T BRING THAT MUCH. WE WILL CONTINUE
TO KEEP CUSTOMERS APPRISED OF SERVICE CHARGES AND STATION ACCESS THROUGH ALERT SEATTLE,
TWITTER, AND ON OUR WEBSITE. WE ACKNOWLEDGE IT HAS BEEN VERY FRUSTRATING WHEN YOU ARE
RECYCLING AND DUDE AND GODLESS AND ESPECIALLY YOUR GARBAGE IS NOT PICKED UP. WE REALLY APPRECIATE
SEATTLE RESIDENTS FOR THEIR UNDERSTANDING AS WE HAVE WAITED FOR A SAFE COLLECTION WINDOW.
WE ARE EAGER TO GET TO WORK ON COLLECTING ALL OF YOUR WASTE . THIS IS ON A DIFFERENT
TOPIC, AS SNOW AND ICE SLOWLY MELTS FLOODING BECOMES A CONCERN AS I SAID OVER STORM DRAINS
PREVENT MELTED SNOW AND RAIN FROM ENTERING THE DRAINAGE SYSTEM. WE HAVE TENS OF THOUSANDS
OF DRAINS IN OUR CITY AND WE ARE ASKING FOLKS IF YOU ARE ABLE, IF YOU ARE ABLE TO SAFELY
DO A COMPETENT LOCALIZED FLOODING IN YOUR NEIGHBORHOOD BY CLEARING THE DRAIN NEAR YOUR
HOME WITH A SNOW SHOVEL. IF YOU DON’T HAVE SNOW SHOVEL, A REGULAR GARDEN SHOVEL, EVEN
A DUSTBIN WILL WORK OR DUSTPAN. PLEASE REMEMBER TO WORK FROM THE SIDEWALK OR PARKING STRIP
AND STAY OUT OF THE STREET WHEN CLEARING THE DRAINS. I WOULD LIKE TO THINK OUR INCREDIBLE
STAFF AND ALL OF OUR LINES OF BUSINESS INCLUDING OUR CONTACT CENTER . THEY HAVE BEEN WORKING
AROUND THE CLOCK AND WE APPRECIATE THEIR FAMILIES SUPPORT AS THEY HAVE BEEN GOING THROUGH THIS
HARD TIME.>>I AM CHRISTOPHER WILLIAMS, SEATTLE PARKS AND RECREATION. I WANT TO GET ANOTHER
SHOUT TO THE MAYOR. SHE MENTIONED EARLIER THAT SHE HAD RUN OUT AND VISIT STAFF AT GARFIELD
AND BITTER LAKE COMMUNITY CENTER WHERE WE ARE OPERATING SHELTERS. WE HAVE SOME EMPLOYEES
WHO HAVE BEEN WORKING 12 HOUR SHIFTS SINCE LAST FRIDAY. IT IS SUCH A MORE OUTLET TO SEE
A LEADER COME BY AND EXPRESSED HER APPRECIATION SO THANK YOU MAYOR. WE HAVE 26 OF 27 COMMUNITY
CENTERS OPERATING ACROSS THE CITY. WE HAD SIX OUT OF NINE PUBLIC SWIMMING POOLS AVAILABLE
AGAIN, THESE ARE OPPORTUNITIES TO RELIEVE CABIN FEVER . AFTER THEY SHOVEL . A LOT OF THE COMMUNITY CENTER PARKING LOTS
HAVE ALREADY BEEN SHOVELED SO I HOPE THAT MAKES IT EASIER. OUR MAINTENANCE CREWS CONTINUE
TO PROVIDE SUPPORT ACROSS THE CITY WE ARE COMMITTED TO WORKING ACROSS DEPARTMENT LINES
WITH OUR CITY PARTNERS AND DOING AD HOC DELIVERIES OR PICKING UP SUPPLIES. JUST REINFORCED THE
CITY’S EFFORT TO DEAL WITH THIS EMERGENCY. WEEK CONTINUE TO CLEAN STORM DRAINS AT ALL
OF THE PARKS LOCATIONS ACROSS THE CITY. THIS WILL BE IMPERATIVE AS THE SNOW BEGINS TO MELT.
WE ARE RESUPPLYING SHELTERS WITH FOOD AND ALL THE CRITICAL SUPPLIES THAT PEOPLE NEED
TO BE SAFE AND WARM. INDIVIDUAL VOLUNTEERS FROM LOCAL BUSINESSES HAVE DROPPED OFF EVERYTHING
FROM CLOTHING TO FOOD AND SUPPLIES AND WE GREATLY APPRECIATE THAT. WE CURRENTLY HAVE
30-40 EMPLOYEES ON STANDBY. MAINTENANCE EMPLOYEES. THEY SHOWED UP TO WORK ON STANDBY WHO CAN
HELP ASSIST CLEANING UP ADJACENT AREAS THROUGH VARIOUS SCHOOLS ACROSS THE CITY. WE ARE YOUR
LOCAL PARKS AND RECREATION DEPARTMENT. WE WANT TO THANK OUR EMPLOYEES. THANK YOU. HELLO . I AM FROM THE DEPARTMENT OF NEIGHBORHOODS.
1st OF ALL I WANT TO THANK ALL OF OUR NEIGHBORS AND NEIGHBORHOODS, COMMUNITIES FOR CHIPPING
IN, SHARING A SHUTTLE CLEARING THEIR SIDEWALK, CLEARING THEIR NEIGHBORS. I URGE YOU TO CONTINUE
TO CHECK IN ON ELDERLY NEIGHBORS, THOSE THAT MIGHT NEED ADDITIONAL HELP AND JUST TO REDECORATE
THE OPERATION SHARED SHUTTLE CALLING ON ALL PARENT GROUPS, COMMUNITY GROUPS, NEIGHBORHOOD
GROUPS, WE WILL ACTIVATE OUR OVER 90 COORDINATORS TO HELP START CLEARING THE SIDEWALKS IN A
COLLECTIVE SEATTLE EFFORT TO MAKE OUR NEIGHBORHOODS MORE SUCCESSFUL AND SAFER. THINK IT WILL CONTINUE
TO LOOK OUT FOR EACH OTHER AND CHIPPING IN AND TOGETHER WE CAN DO THIS.>>YOU ARE THE
CLOSER. JUST A COUPLE OF REMINDERS. THE REASON WHY
OUR CALL VOLUMES HAVE CONTINUED TO FALL IS BECAUSE THE COMMUNITY HAS LISTENED. PLEASE
CONTINUE TO LISTEN TO ALL OF THE MESSAGES THAT YOU HEARD TODAY. HELP US CLEAR THE ROADS,
THE SIDEWALKS, THE STREETS, JUST TO MAKE IT SAFER. AND TO TOUCH ON THE POINT THAT THE
MAYOR SPOKE TO EARLIER , A LOT OF SNOW IS STARTING TO MELT OFF THOSE ROOF LINES. AND
MAY SEEM LIKE IT’S REALLY EASY TO JUST GO UP THERE AND KNOCK IT DOWN. PLEASE DO NOT
DO THAT. JUST LET IT MELT AND LET IT FALL. WE DO NOT WANT TO BE RESPONDING TO THOSE TYPES
OF INJURIES WHEN WE DON’T HAVE TO. SO THANK YOU FOR PAYING ATTENTION AS I SAID YESTERDAY,
SITUATIONAL AWARENESS, THAT IS WHAT THIS IS REALLY ALL ABOUT. LET’S JUST MAINTAIN THAT
FOR SAFETY. IN QUEUE. TAKE A COUPLE OF QUESTIONS. A COUPLE OF OTHER
THINGS I WANTED TO NOTE IS AGAIN, THROUGH THIS DIFFICULT TIME, I THINK PEOPLE CAN BE
PROUD THAT AS A COMMUNITY HOW MUCH PEOPLE HAVE STEPPED UP FROM LOCAL NEIGHBORHOODS TO
TOM DOUG IS PROVIDING HUNDREDS OF MEALS TO THE TEACHER WHO WALKS TO BITTER LAKE, AND
THERE WAS ONE IMMEDIATE STORY FOR EXAMPLE ABOUT A COUPLE WHO HAD COME TO THE SHELTER
DOWN AT GARFIELD AND BECAUSE OF THE STORY AND BECAUSE OF THEM FINALLY COME INSIDE, THEY
HAD BEEN REUNITED WITH FAMILY. SO I THINK THAT THROUGH THESE TOUGH TIMES WE SEE GREAT
MEMORIES OF HOPE. WE WANT TO MAKE SURE IS A CITY THAT WE CAPITALIZE ON THAT HOPE AND
KEEP THOSE THINGS GOING. JUST LIKE WE SAW PEOPLE DURING THAT VIADUCT CLOSURE TAKING
ALTERNATE MEANS OF TRAVEL, WE WANT TO KEEP PEOPLE ON TRANSIT CAN’T KEEP PEOPLE BIKING
AND WALKING. THOSE GOOD HABITS. WE HAVE NOW BROUGHT HUNDREDS OF PEOPLE INSIDE WHO HAD
NOT BEEN INSIDE BEFORE. HUMAN SERVICES DEPARTMENT IS WORKING AROUND THE CLOCK TO CONNECT THOSE
PEOPLE WITH SERVICES, WITH PROVIDERS, TO EVALUATE THEM SO THAT WE CAN GET THEM WHAT THEY NEED.
I TALKED TO ONE GENTLEMAN THIS MORNING WHO SAID IT WAS THE FIRST TIME THAT HE HAD FELT
HE HAD BEEN WARM AND FED IN ALMOST 3 YEARS BECAUSE HE HAS BEEN LIVING OUTSIDE. UCHITEL
FORE HAND THAT IF THERE WAS A WAY TO CONTINUE THIS, HE WOULD . SO WE AS A CITY WANT TO MAKE
SURE THAT WE ARE COMING TOGETHER TO DO THAT AND LITTLE THINGS, WE HAVE MONDAY PICK UP.
GARBAGE HAS NOW MAN MISSED TWO WEEKS IN A ROW, IT WILL BE PICKED UP. ONE TIP FROM DRIVING
AROUND FOR PARTS OF THE CITY AND BEING OUT AND ABOUT, WHEN YOU PUT YOUR EXTRA GARBAGE
OUT, IT IS FREE, YOU CAN, BUT PLEASE BAG IT UP WELL. THE SCAVENGERS HAS BEEN WINTERING
TOO. BUT THEY ARE BACK AND THEY ARE HUNGRY. SO WE ARE SEEING CROWS, RODENTS, THEY WILL
BE TRYING TO GET THAT GARBAGE AND WE WANT TO MAKE SURE THINGS ARE BACKED BECAUSE IT
WILL KEEP COMMUNITY NEIGHBORHOODS SAFER AND BETTER. ARE THERE ANY QUESTIONS? MAYOR YOU ALLUDED TO THE EFFORT TO CLEAR THE
SIDEWALKS FOR THAT SEATTLE SCHOOL DISTRICT. I REALIZE THAT AGAIN THEY ARE NOT HERE. WITHOUT
THE REASON WHY THEY CANCELED SCHOOL TODAY IS BECAUSE THE SIDEWALKS WERE SO FILLED WITH
SLUSH AND ICE? I THINK THE DECISION ON WHETHER TO CANCEL
SCHOOL IS A NUMBER OF COMPLEX FACTORS THAT THE SCHOOL BOARD AND THE SUPERINTENDENT WAY.
I THINK THAT THE CONDITIONS AROUND A SCHOOL OR JUST ONE OF THEM . TO BE CLEAR, THE SIDEWALKS
AROUND SCHOOL SINCE THEY ARE ADJACENT PROPERTY OWNERS, THEY ARE RESPONSIBLE AND ARE UNDERTAKING
THEMSELVES TO DO THAT. WE ARE MAKING SURE THEY GAVE US A LIST OF THE PRIORITY SCHOOLS
THEMSELVES WHERE THEY WANTED US TO CLEAR IN 83 BLOCK RADIUS NOW. WE ARE DOING THAT AROUND
THE SCHOOLS AND CONTINUING TO TALK WITH THEM TO BE SURE THAT IF THERE IS ADDITIONAL HELP,
OBVIOUSLY WE HAVE RESOURCES THAT HAVE BEEN WORKING AROUND THE CLOCK THAT WE WILL DOUBLE
DOWN AND OUR SEATTLE DEPARTMENT OF TRANSPORTATION WANT TO MAKE SURE THAT THEY DO THEIR PART
IN THAT PARTNERSHIP. WE ALSO HAVE CREWS FROM THE PARKS DEPARTMENT AND OTHERS THAT WILL
HAVE OUR HANDS CREWS AT THEIR TO MAKE SURE THAT WE CAN ASSIST THEM. THEY MADE VERY CLEAR
THAT THEIR PROPERTY THEMSELVES, THEY WILL TAKE CARE OF. THEY TOLD US WHERE THEY HAVE
OTHER PRIORITIES. THEY ALSO HAVE TO DISCUSS WITH THEIR OWN TRANSPORTATION BUS PROVIDER
TO MAKE SURE THAT THEY KNOW THE ROUTES THAT ARE OPEN AND SAFE AS EVERYONE IN THIS ROOM
KNOWS, WE HAVE GOTTEN THE KEY ROUTES OPEN FOR A PERIOD OF TIME AND IF WE CAN FIND A
WAY TO GET PEOPLE SAFELY TO THOSE ROUTES WE CAN GET PEOPLE TO SCHOOL. SHORT ANSWER IS,
WE DID NOT MAKE THE DECISION BUT WE WANT TO DO EVERYTHING THE CITY CAN DO AS A PARTNER
WITH THE PUBLIC SCHOOLS TO MAKE SURE ALL OF THE PEOPLE IN THE CITY WANT TO SEE THEIR KIDS
BACK IN SCHOOL. THEIR KIDS ARE GOING CRAZY AT HOME, THEY WANT
THEIR KIDS GONE , YOUR MESSAGE TO PARENTS WHO ARE AND HAVE LITTLE BIT OF CABIN FEVER. EVERY PARENT THAT HAS A KID HOME HAS KEVIN
YOUR. IS NOT JUST IN SEATTLE. I HAVE BEEN FORTUNATE MOST OF MY STAFF HAS COME IN BUT
THEY ARE BRINGING THEIR KIDS WITH THEM. YESTERDAY I HAD THREE KIDS IN MY OFFICE PLAYING WITH
TOYS. SO WE KNOW IT IS TOUGH. ESPECIALLY SINCE THEY HAVE BEEN COOPED UP, THE SNOW IS OLD
NOW AND WE ARE DONE WITH IT. SO BE PATIENT. BE SMART. IF YOU HAVE OLDER KIDS AT HOME AND
YOU LIVE NEAR THE SCHOOL, IT WOULD BE A GREAT THING FOR THEM TO DO TO GO OUT AND HELP GET
THEIR OWN SCHOOL READY. WE WANT TO DO OUR PART TO MAKE SURE THAT THE SEATTLE PUBLIC
SCHOOLS CAN OPEN TOMORROW. I THE QUESTION, YOU SAID YOU MENTIONED TO
WORK ON SOME OF THE INSIDE STREETS AND BOBCATS WILL BE PUT TO PLAY AS WELL. YESTERDAY YOU
SAID YOU WILL EVALUATE HIGH PRIORITY RESIDENTIAL STREETS. HOUSE THAT DETERMINED? CAN YOU TALK
MORE ABOUT THAT?>>YOU TALK ABOUT HOW WE DID WITH SCHOOLS? THE PRIORITY HAS CONTINUED TO BEAT MAKING
SURE WE MOVE AS MANY PEOPLE AND GOODS AS POSSIBLE TO GET THE CITY RUNNING AGAIN. FIRST WITH
LOOKED AT PLACES WHERE METRO TRANSIT NEEDS TO PROVIDE TURNAROUND SERVICE FOR THOSE WHO
END UP ON RESIDENTIAL STREETS. WE ARE ALSO GOING OUT TO THOSE CLOSE RESIDENTIAL STREETS
THAT MIGHT HAVE STEEP SLOPES OR OTHER HAZARDOUS CONDITIONS, TRYING TO ASSESS THOSE. THEN THE
90 SCHOOL LOCATION THAT WE HAVE BEEN PROVIDED, TRYING TO MAKE SURE THERE IS ACCESS FROM THE
ARTERIAL STREETS TO THOSE SCHOOLS . CLEARING RESIDENTIAL STREET IS A BIT OF A CHALLENGE
SO BOTH THE EQUIPMENT FITTING DOWN THE STREETS CAUGHT THE RISK AND CHALLENGE OF PLOWING INTO
CARS AND MAKING IT EVEN HARDER FOR SOME FOLKS TO GET OUT, AND JUST THE RISK OF OUR OWN EQUIPMENT
GETTING STUCK IN SOME OF THE RESIDENTIAL COMMUNITIES. THAT WE ARE TRYING TO ASSESS PLACES THAT ARE
MORE IMPASSABLE AND BE ABLE TO HELP OUT AS MUCH AS WE CAN. WERE NOT GOING ON A NEIGHBORHOOD
BY NEIGHBORHOOD BASIS AND TRYING TO CLEAR EVERY STREET BECAUSE THAT WOULD BE A CHALLENGE. ONE THING WE KNOW FROM PREVIOUS REPORTING
IS THAT MOST OF SEATTLE RESIDENTS LIVE WITHIN WALKING DISTANCE OF TRANSIT. THAT IS A REALLY
GOOD THING DURING THESE SNOW EVENTS. EVEN IF YOU ARE USED TO USING YOUR CAR, THIS IS
A TIME TO WALK TO OUR LOCAL TRANSIT WEATHER THAT IS LIGHT RAIL OR BUS AND REALLY USE THOSE
SERVICES. THOSE THAT AREN’T, I WOULD GO BACK TO THE PARENTS. EXERCISE PATIENCE. WE KNOW
PEOPLE WANT THEIR KIDS BACK IN SCHOOL. AGAIN, WE REALLY WANT PEOPLE TO BE SAFE. IF THE WEATHER
FORECASTERS ARE CORRECT AND WE GET THE HARD FREEZE TONIGHT , THOSE STREETS AND SIDEWALKS
THAT HAVE NOT BEEN CLEARED WILL TURN TO ICE AND PEOPLE SHOULD PLAN FOR THAT. SO GET THEM
CLEARED NOW. I WILL GET ONE LAST SHOT OUT AND THAT IS TO THE LOCAL NATIONAL WEATHER
SERVICE. WHEN I WAS GROWING UP, THE WEATHER FORECAST COULD BE 50-50. THEY HAVE ALSO BEEN
WORKING AROUND THE CLOCK AND HAVE BEEN GETTING US THE MOST UP-TO-DATE INFORMATION THEY CAN
GET. IT HAS BEEN SO RELIABLE. WE HAVE PLANNED AND WE HAVE BEEN ABLE TO EXECUTE. MARKET THAT
HAS BEEN BECAUSE THEY HAVE BEEN SAYING INCOMPLETE CONTACT WITH US. I REALLY WANT TO THINK THAT
NATIONAL WEATHER SERVICE TEAM HERE MANY OF WHICH WHO HAVE HAD TO TRAVEL DISTANCES TO
GET TO THEIR WORK. LESSON, IF YOU ARE OUT AND HOME TODAY, NOT ONLY SHOVEL BUT WALKED
TO OUR LOCAL BUSINESSES . PARTICULARLY YOUR SMALL BUSINESSES. IT HAS BEEN A REALLY HARD
TIME FOR THEM . I HAVE BEEN IN TALKING TO SOME OF THOSE FOLKS AND THEY HAVE NOW OPENED
UP AND THOSE DAYS THAT THEY HAVE MISSED IS THERE LIVELIHOOD. IT IS A LIGHT FOR THEM AND
THEIR EMPLOYEES. SO THINK ABOUT THAT. IF YOU’RE OUT, IF YOU CAN WALK TO THAT LOCAL BUSINESS,
GO OUT THERE. IS ANOTHER WAY TO BREAK UP THE DAY. THANK YOU VERY MUCH.

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