Seattle City Council Gender Equity, Safe Communities, New Americans & Education Committee 6/26/19


>>>GOOD MORNING. TODAY IS WEDNESDAY, JUNE 26, 2019. IT IS 9:32 AM WITH THE REGULAR SCHEDULED MEETING OF GENDER EQUITY, SAFE COMMUNITIES, NEW AMERICANS, AND EDUCATION COMMITTEE AGENDA. I AM THE CHAIR OF THE COMMITTEE, LORENA GONZALEZ AND ALONGSIDE ME IS MY COCHAIR, MR. PACHECO. >>THE AGENDA TODAY IS ADOPTED AND THERE ARE THREE ITEMS ON TODAY’S AGENDA AND WE WILL HERE IMPOSSIBLE FOR ON 547, THE ORDINANCE RELATED TO THE COMMUNITY SERVICE OFFICER PROGRAM INCLUDING LIFTING THE BUDGET PROVISO. WE WILL HEAR FROM THE SEATTLE FIRE DEPARTMENT ON THE RACE AND SOCIAL JUSTICE CHANGE TEAM PRESENTATION. WE WILL HEAR FROM OUR FRIENDS AT THE KING COUNTY SEXUAL ASSAULT RESOURCE CENTER THAT WILL PRESENT ON THEIR EXCITING PROGRAM, THE LAUNCH PAD PROGRAM. WE HAVE A FULL AGENDA AND WE HOPE TO GET THROUGH THIS AS QUICKLY AS POSSIBLE. BEFORE WE CONTINUE THE AGENDA WE WILL HOLD THE REGULAR PUBLIC COMMENT PERIOD AS WE RECORD DO. NO ONE HAS SIGNED UP FOR THE PUBLIC COMMENT SESSION SO WE WILL MOVE ALONG AND MOVE PAST THE PUBLIC COMMENT. WE WILL HAVE ROXANNE, OUR CLERK, READ AGENDA ITEM 1. IF YOU’RE HERE TO SERVE ON THE COMMUNITY SERVICES OFFICERS, I INVITE YOU TO JOIN THE TABLE. >>>THE BILL FOR BRIEFING AND DISCUSSION AND POSSIBLE VOTE OF ORDINANCE NUMBER 199547. >>>WE WILL DO AROUND THE PRODUCTIONS. I KNOW WE HAVE A POWERPOINT PRESENTATION AND THEY WILL GIVE US INTRODUCTORY REMARKS BEFORE IT HAPPENS. WE HAVE THE SET UP INTRODUCTIONS AND I WILL HANDED OVER TO GREG FOR INTRODUCTORY REMARKS BEFORE WE DIG INTO THE PRESENTATION. GREAT. >>>COUNSEL CENTRAL STAFF, GREG DOSS, AND HERE IS ADRIAN DIAZ, ASSISTANT CHIEF. >>KEVIN NELSON, SERGEANT. >>GREAT. >>>COUNSEL NUMBER 11954 SEVEN WITH AREQUIRING THE SEATTLE POLICE DEPARTMENT TO COMMIT ON THE REDEVELOPMENT OF THE COMMUNITY SERVICE OPERATING PROGRAM. FOR BACKGROUND, THE PROGRAM OPERATED FOR 33 YEARS BUT DISCONTINUED IN 2004 DUE TO BUDGET CUT. IT CHANGED THE 2017 WHEN THE DEPARTMENT COULD BEGIN DEVELOPING A NEW OR REVITALIZED CSO PROGRAM INTO FUND COMMUNITY ENGAGEMENT EFFORTS AND IMPLEMENTATION OF THE RACIAL EQUITY TOOLKIT. IT IS THE PROGRAM REVIEWED BY THE COMMUNITY POLICE COMMISSION. THE 2018 BUDGET INCLUDED 1.8 MILLION FOR THE PROGRAM IMPLEMENTATION BUT NOT FULLY IMPLEMENTED WITH SPD STAFF PERFORMING COMMUNITY OUTREACH UNDER THE NEW ADMINISTRATION. THE COMMUNITY OUTREACH WORK WAS STILL UNDERWAY WHEN COUNSEL ADOPTED THE 2019 PRIVATE — BUDGET PROVISO AND THE GREEN SHEET REQUIRED SPD TO SUBMIT THE REPORT BEFORE YOU TODAY. THE DEPARTMENT WILL TALK ABOUT THE REPORT AND AT THE DUES — CONCLUSION OF THE DISCUSSION WE WILL PASS THE BILL TO FREE UP THE FUNDING THAT WILL ALLOW THE PROGRAM TO BE FULLY FUNDED. >>THANK YOU FOR THE CITY COUNCIL SUPPORT. FOR CHAMPIONING THE CSO PROGRAM BACK INTO EXISTENCE. THIS IS BEEN A LONG PROCESS OF THE LAST TWO AND HALF YEARS TO COME TO WHERE WE ARE AT NOW. THE PRESENTATION I WILL FOCUS ON WILL BE MORE ABOUT WHAT THE JOB WILL ACTUALLY ENTAIL. THE STRUCTURE OF THE CSO PROGRAM AND LOGISTICAL ITEMS ON HOW WE ARE BUILDING OUT THE PROGRAM OVER THE NEXT YEAR AND A HALF. >>GREAT. I WANT TO ACKNOWLEDGE WE HAVE BEEN JOINED BY COUNCILMEMBER HAROLD. >>>OVER THE LAST FEW YEARS WE HAVE BEEN NARROWING DOWN WHAT THIS ENTAILS. WHEN I FIRST CAME ON THE CSO PROGRAM WAS EXTREMELY HELPFUL AND REALLY TAKING A LOAD OF WORK OFF THE POLICE OFFICERS AND THEY COULD GO BACK TO HANDLE 911 CALLS. THAT IS WHAT THE PROGRAM DESIGN WILL CONTINUE MOVING FORWARD. THE JOB WILL BE A LITTLE BIT DIFFERENT. MANY OF THOSE JOBS THAT THE CSO PROGRAM USED TO DO, THOSE IT CHANGED THE BODYWORK INTO OTHER POSITIONS AND NOW WE ARE LITERALLY STARTING FROM A CLEAN SLATE BUT FROM THE IMMUNITY ENGAGEMENT FEES IF FOCUSED ON THREE DIFFERENT THINGS, AND IN THOSE THREE THINGS ARE AREAS THAT ACTUALLY WHERE THE DEPARTMENT COULD UTILIZE THEM AS WELL. WE HAVE COMMUNITY ENGAGEMENT AND EDUCATION IS ONE OF THE MAIN FUNCTIONS OF WHAT THE CSO PROGRAM WILL DO. THE SYSTEM NAVIGATING THE VERY SYSTEMS OF THE SOCIAL AND MENTAL HEALTH SERVICES AVAILABLE OUT THERE. WHEN THE OFFICER MAKES CONTACT WITH PEOPLE, HOW DID ACTUALLY CREATE A WARM HANDOFF. THE THIRD THING IS YOUTH SERVICES AND DIVERSION. THOSE WILL BE THE THREE PRIMARY AREAS OF THEIR FOCUS. WHEN IT COMES TO COMMUNITY ENGAGEMENT WHAT WE FIND IS THAT THE CSO PROGRAM WILL NOT REPLACE THE ENGAGEMENT THAT OFFICERS NEED WITH THE COMMUNITY. IT IS ACTUALLY UTILIZE THEM IN A FASHION WHERE THEY CREATE OPPORTUNITIES FOR OFFICERS TO ENGAGE WITH THE COMMUNITY. THEY WILL HELP WORK ON SETTING UP PROJECTS ARE RUNNING PROGRAMS THAT WILL ALLOW OFFICERS TO ACTUALLY WORK AND CONNECT WITH COMMUNITY MEMBERS AS WELL. THAT IS REALLY IMPORTANT TO DISTINGUISH. FROM THE FEEDBACK THERE WAS — THE DISCUSSION WAS THAT WE WANTED TO MAKE SURE IT DOES NOT REPLACE THE OFFICER CONTACT WITH THE COMMUNITY. THEY WILL THAT’S WHAT WE WILL ALSO FOCUS ON IS SHORT-TERM COMMUNITY PROJECTS, ANYTHING FROM WORKING WITH COMMUNITIES TO DO CLEANUPS, TO DO JUST END UP FIGURING OUT HOW TO WORK WITHIN THE IMMIGRANT AND REFUGEE POPULATIONS. HOW WE CAN MAKE CONNECTIONS OUT OF THAT, AND ALSO TO FACILITATE A DIALOGUE BETWEEN OFFICERS AND THE COMMUNITY AS WELL. >>AND OF COURSE, CHIEF, I KNOW THAT THE SEATTLE POLICE DEPARTMENT UNDER YOUR LEADERSHIP AND THAT OF GPS, YOU’VE SPENT A LOT OF TIME TALKING TO OFFICERS, PARTICULARLY PATROL OFFICERS AND ABOUT THE NEED TO ENGAGE IN PROACTIVE COMMUNITY-BASED POLICING. WE SHOULD CONTINUE TO EXPECT THAT THE CULTURE AND THAT THEORY WILL CONTINUE AND THAT THE PRACTICE WILL CONTINUE WITHIN THE PATROL OFFICER RANK. ANOTHER WORDS THIS WILL NOT CIRCUMVENT THE PATROL OFFICER RESPONSIBILITY TO CONTINUE ENGAGE WITH THE COMMUNITY, AND TO BE THE STEWARD AND AMBASSADOR FOR THE CITY. >>EXACTLY. THE DEPARTMENT IS FOCUSING ON BUILDING RELATIONSHIPS ACROSS ALL RANKS IN DIFFERENT PARTS OF THE DEPARTMENTS. NOT ONLY SWORN BUT ALSO CIVILIAN. THE CSO PROGRAM IS NOT TO REPLACE THAT MODEL OF WAR. THE WHOLE DEPARTMENT IS REALLY ENGAGING IN TRYING TO FUNCTION AND ENGAGE IN THE COMMUNITY POLICING PRACTICE AS A WHOLE. WHAT WE WANT TO IDENTIFY IS TO CREATE MORE GENERALIST IN THE DEPARTMENT RATHER THAN HAVING A SPECIALIST GROUP FOCUSING ONLY ON THAT. THE CSO CAN GREAT OPPORTUNITIES. IF YOU DON’T HAVE OF PROGRAM TO CREATE OPPORTUNITIES IT’S DIFFICULT WHEN YOU’RE SHORTSTAFFED OR IF YOU DON’T HAVE THE RESOURCES TO BEAR TO DO THAT. IT GIVES THEM AN AVENUE WHERE THE OFFICER CAN ENGAGE IN A SPECIFIC PROGRAM FOR AN HOUR OR TWO HOURS TO BUILD THE RELATIONSHIPS LONG-TERM. THAT IS WHERE THE CSO PROGRAM CAN HELP BENEFIT THE DEPARTMENT AND UTILIZE THAT RESOURCE AND MAKE US MORE EFFICIENT AND HOW WE DO IT. >>I APPRECIATE THAT MODEL, AND THE PUBLIC SAFETY SURVEYS HAVE BEEN COMMISSIONED BY THE CITY, AND COMPLETED BY THE SEATTLE UNIVERSITY. ONE OF THE TOP THINGS THAT COMES OUT OTHER THAN WANTING MORE PATROL OFFICERS IN THE COMMUNITY IS ALSO A DEEP DESIRE BY THE PEOPLE THAT LIVE AND WORK IN THE CITY TO ACTUALLY HAVE PERSONAL ONE-ON-ONE CONNECTION WITH THE OFFICERS AND THAT MEANS MAKING SURE OFFICERS ARE OUT OF THEIR CARS. MAKING SURE THEY’RE WALKING AROUND, AND ACTUALLY TALKING TO FOLKS WITHIN THE PATROL AREAS THEY ARE PATROLLING AT THE TIME. I JUST WANT TO MAKE IT REALLY CLEAR TO THE FOLKS WATCHING THAT THIS IS NOT SOMEHOW GOING TO SEND A SIGNAL TO PATROL OFFICERS THAT THEY ARE RELIEVED OF THEIR RESPONSIBILITY AND DUTY, AND THE TRAINING TO CONTINUE TO ENGAGE IN THAT POSITIVE, PROACTIVE COMMUNITY ENGAGEMENT. >>CORRECT. WHEN I GO INTO THE SYSTEM AND NAVIGATING DIFFERENT SYSTEMS, REALLY HOW WE LOOK AT IT, WE HAVE A VARIETY OF DIFFERENT POSITIONS WITHIN THE DEPARTMENT THAT HAVE SEVERAL FUNCTIONS. WE HAVE CRIME PREVENTION COORDINATORS WORKING ON PREVENTION WORK. OFFICERS ARE MORE INTO THE WORST — FIRST RESPONDERS AND HANDLING 911 CALLS, PROACTIVE POLICING PRACTICES. PREVENTION INTERVENTION IN THE CSO IS REALLY ON THE BACKEND, MORE OF THE FOLLOW-UP. AS WE LOOKED AT HOW WE WOULD NAVIGATE THE VERY SYSTEMS, SOCIAL SERVICES, MENTAL HEALTH SERVICES, AND A VARIETY OF OTHER FUNCTIONS IN THERE AS WE LOOK AT THE UN-SHELTERED POPULATION, EVEN PEOPLE THAT JUST DON’T KNOW HOW TO NAVIGATE THE VARIOUS CITY SYSTEMS. THIS IS WHERE THE CSO’S CAN BE A HANDY RESOURCE TO CREATE A WARM HANDOFF TO A VARIETY OF SERVICE SPACES. AND SO THEY WILL END UP — IF THE OFFICER ENCOUNTERS SOMEBODY THAT IS IN NEED OF FOOD, THE CSO WILL BE AWARE OF THE VARIOUS FOOD BANKS OR THE VARIOUS OPPORTUNITIES TO BE ABLE TO GET FOOD WITHIN THE CITY. THEY WILL KNOW THE VARIOUS SERVICES ANYTHING FROM CASE MANAGEMENT, TO EVEN JUST GENERAL OUTREACH SERVICES. THIS IS WHERE THE OFFICER ON THE STREET JUST DOES NOT HAVE THAT RESOURCE BOOK. THEY CAN LOOK DOWN AND SAY, OH GOSH, THIS AGENCY HAS THE CAPACITY TO BE ABLE TO SERVE THIS INDIVIDUAL. THAT IS WHERE THE CSO WILL BE VERY HANDY IN WHAT — IN CREATING THAT WARM HANDOFF TO LIBYA THE OFFICER TIME AND TO BE ABLE TO TO RESPOND TO 911. >>MY UNDERSTANDING IS THAT THE SYSTEM NAVIGATORS ARE GOING TO BE AVAILABLE DEPARTMENTWIDE. MEANING THEY ARE NOT GOING TO BE ASSIGNED TO A PARTICULAR UNIT OR PROGRAMMATIC AREA WITHIN THE POLICE DEPARTMENT, AND IS MY UNDERSTANDING ACCURATE? >>YES. WHAT THEY WILL DO IS ACTUALLY HAVE RADIOS SO THEY CAN ACTUALLY TAKE CALLS FROM SERVICE. IF THE OFFICER SAYS CAN I GET A CSO OFFICER TO RESPOND TO MY LOCATION, THEY CAN BE DEPLOYED OUT AND RESPOND ACCORDINGLY, AND TO BE ABLE TO HANDLE WHATEVER SERVICES MAY BE AROUND. RIGHT NOW INITIALLY BEFORE — AND I WILL GET INTO THAT JUST RIGHT NOW, IS THAT WE WILL EVENTUALLY HAVE SOME GEOGRAPHICALLY BASED. THEY WILL BE GEOGRAPHICALLY BASED CSO’S BUT RIGHT NOW AS WE BUILD UP THE PROGRAM, THAT IS NOT THE START OF IT. WE HAVE TO DO A LOT OF TRAINING AND OTHER DIFFERENT FUNCTIONS THE KIND OF GET THEM ACCLIMATED TO WHAT THE JOB WILL ENTAIL. THE IDEA IS THAT WE HAVE SOME LEVEL OF GEOGRAPHICALLY BASED SO THEY CAN HAVE AN ALREADY ESTABLISHED CERTAIN RELATIONSHIPS WITHIN CERTAIN PRECINCTS AND TO HAVE ALL OF THE CONNECTIONS WITH THE COMMUNITY AS WELL. >>I SEEM TO RECALL THAT WHEN YOU CAME INTO MY OFFICE AND YOU BRIEFED ME INITIALLY ABOUT THE RECOMMENDATIONS AND THE INITIAL STRUCTURE, I SEEM TO RECALL YOU SAYING THERE WOULD BE TIMEKEEPING FUNCTION FOR THE CSO. IN OTHER WORDS, WE COULD TRACE BACK HOW THEY ARE SPENDING THEIR TIME DOING WHAT. IS THAT STILL THE PLAN, IN TERMS OF MAKING SURE WE HAVE A CLEAR UNDERSTANDING AS WE ARE REINSTITUTING THIS, A CLEAR UNDERSTANDING OF WHERE THEY’RE SPENDING THEIR TIME, AND HOW THEY’RE SPENDING THEIR TIME? >>CORRECT. WE WANT TO SET UP PERFORMANCE METRICS DESIGNED ON WHAT THE OUTPUT ACTUALLY IS ENTAILING. IF THEY’RE SPENDING THE MAJORITY OF THE TIME IN NAVIGATING THE VARIOUS SYSTEMS, THEN WE WILL END UP TAILORING THE TRAINING TO REALLY COVER THAT PIECE. IF IT IS EQUAL BETWEEN OUR COMMUNITY ENGAGEMENT, BETWEEN NAVIGATING THE SYSTEMS, AND EVEN THE YOUTH DIVERSION WERE, THAT WILL ALLOW US TO BE ABLE TO TRACK THAT WERE AND FIGURE OUT HOW TO PUT THE RESOURCES AND TRAINING TO SUPPORT THEM AS WELL. THE WHOLE IDEA IS TO CREATE BETTER EFFICIENCIES WITHIN OUR DEPARTMENT. >>I THINK THAT WILL A SUPER IMPORTANT PART OF HAVING THE DATA-DRIVEN EVALUATION OF HOW THE PROGRAM IS GOING TO BE WORKING. MY SUSPICION IS THAT THIS WILL BE A WILDLY POPULAR PROGRAM. YOU KNOW, 12 CSO’S FOLKS WITH TWO BEING SLATED TO BE SUPERVISORS. THAT MEANS IT IS SORT OF 10 REAL BODIES IN THE FIELD. I SUSPECT WE WILL BE HEARING FROM FOLKS IN THE COMMUNITY THAT THEY WANT TO SEE MORE FOLKS DOING THIS TYPE OF WORK. I THINK IT WILL BE VERY IMPORTANT FOR THE CITY COUNCIL AND THE POLICE DEPARTMENT TO GET A GOOD UNDERSTANDING OF HOW THIS NEW PROGRAM IS PERFORMING FOR PURPOSES OF POTENTIAL EXPANSION IN THE FUTURE IF OUR BELIEF OF TREMENDOUS SUCCESS COMES TO FRUITION. >>DOING A LOT OF COMMUNITY WORK FOR A NUMBER OF YEARS, WE WILL TAKE AS MUCH DATA-DRIVEN APPROACH TO BE ABLE TO QUANTIFY THE WORK THEY’RE DOING. BUT IT IS ALSO VERY DIFFICULT TO QUANTIFY A LOT OF THE COMMUNITY ENGAGEMENT WORK FOR THE LAST MANY YEARS. AS WE KIND OF UNDERSTAND HOW THE PROGRAM IS BUILT OUT, WE WILL HAVE TO TRY TO FIGURE OUT WHAT THAT LOOKS LIKE. A LOT OF PROGRAMS THAT DO OUTREACH AND ENGAGEMENT, IT’S DIFFICULT TO UNDERSTAND THE MAGNITUDE OF THE WORK AND THE IMPACT OVER A TIME PERIOD. WE WILL LOOK AT THE DATA-DRIVEN TO REALLY BE UP TO CAPTURE A LOT OF THAT. WILL HAVE TO FIGURE OUT HOW WE ARE ACTUALLY CAPTURING THE OTHER SIDE. >>RIGHT. THE CONCEPT OF CUSTOMER SATISFACTION, IF YOU WILL, FOR LACK OF A BETTER TERM, I THINK AN IMPORTANT PART OF THE METRIC. PERHAPS THE BEST PLACE TO EVALUATE THAT PARTICULAR DATA POINT WOULD BE THROUGH THE PUBLIC SAFETY SURVEYS. HISTORICALLY, IN THAT SURVEY WE HAVE ONLY TYPICALLY WE DO EVALUATE AND FOLKS ON THE PERCEPTION AND DELIVERY OF THE LAW ENFORCEMENT SERVICES THROUGHOUT THE CITY. THAT COULD BE AN APPROPRIATE PLACE TO GAUGE WHETHER OR NOT PEOPLE ARE INTERACTING WITH COMMUNITY SERVICE OFFICERS, AND WHEN THEY DO, WHAT IS THEIR PERCEPTION OF THAT ENGAGEMENT, SO I WOULD OFFER THAT UP AS A SUGGESTION. >>SERGEANT NELSON IS RIGHT HERE AND I KNOW HE IS TYPING AWAY TRYING TO MAKE SURE HE CAPTURES ALL OF THAT INFORMATION, BUT THOSE ARE THE THINGS WE WANT TO MAKE SURE WE ARE TRACKING. >>ALSO. ANY QUESTIONS FOR COUNCILMEMBER PACHECO? >>>HOW WILL THEY BE CATEGORIZED. >>MOSTLY ON THE FOLLOW-UP FUNCTION. OFFICERS COULD MAKE A 911 CALLERS FOLLOW-UP. THERE’S PROACTIVE WORK IN GENERAL DONE TO IDENTIFY AND ENGAGEMENT, OUT REACH FUNCTIONS. YOU WILL SEE COMMUNITY ENGAGEMENT OUTREACH IS MORE ON THE PROACTIVE WORK AND THERE WILL BE A FUNCTION OF WAITING FOR THE SYSTEM NAVIGATIONAL WORK. THEY WILL BE WAITING FOR THE CALLS FOR SERVICE BASED ON 911. >>SO IT’S NOT LIKE A RESPONDING OFFICER, PRIORITY 1, 2, OR 3. >>NO. THE OFFICER WILL DETERMINE WHETHER THEY NEED THE CSO TO RESPOND OUT TO. THEY SAY WE HAVE ENCOUNTERED A FAMILY AND WE ARE NOT SURE OF WHAT IS AVAILABLE OR WHAT SERVICES ARE OUT THERE, AND THE CSO WOULD PROBABLY BE ABLE TO HANDLE THAT A LITTLE BETTER AND FREEING UP THE OFFICER TO GO OUT ON ANOTHER CALL. >>GREAT. >>ANOTHER FUNCTION IN THEIR THAT SOME OF THE CSO’S IN THE PREVIOUS TIME HAD DONE AND ALSO WHERE LOOKING AT INCORPORATING THAT, IS REALLY MEDIATING NONVIOLENT DISPUTES. ONE OF THE FUNCTIONS IS THE LANDLORD/TENANT DISPUTE THAT WE HAD DONE BEFORE. A LOT OF THAT IS FOR THE OFFICER, A CIVIL DISPUTE AND NOT SOMETHING FOR AN OFFICER TO RESPOND OUT OR TAKE AWAY FROM 911 RESOURCES. THIS IS WHERE THE CSO CAN BE A VALUABLE ADDITION. >>I APPRECIATE THAT COUNTS TO BOWL. THIS IS A FUNCTION THAT THE CITY HAD PLAYED A ROLE IN WHEN WE HAD THE CSO’S AND PARTICULARLY AS IT RELATES TO ON LAW — UNLAWFUL LOCKOUTS AND UTILITY SHUT OFF, AND TENANT BELONGINGS, AND THIS HAS BEEN A BIG GAP IN WHAT THE CITY CAN DO WITH THESE INSTANCES WITH THE CSO’S GONE. AS DCI ON PAPER HAVE SOME ABILITY TO INTERVENE BUT IN PRACTICE THEY WERE NOT SO I’M VERY PLEASED TO SEE THIS FUNCTION BACK ON THE GROUND. >>WE ARE ALSO EXCITED. >>THE THIRD COMPONENT IS THE NEW SERVICES AND DIVERSION. REALLY ONE OF THE AREAS THAT WE WANT THE CSO’S TO RELATE IS TO BUILD TRUST WITH YOUTH. WE WANT TO FIGURE OUT HOW TO UTILIZE THEM TO KEEP THE YOUTH OUT OF THE CRIMINAL JUSTICE SYSTEM AND HOW WE ENGAGE THEM WHETHER IN DIVERSION PRACTICES OR PEACEMAKING, CIRCLE PROCESSES OR WORKING WITH THE SCHOOLS TO PREVENT LONG-TERM SUSPENSIONS, THING ABLE TO UTILIZE THEM IN SOME FUNCTIONS. IT IS AS WELL IS IDENTIFY YOUTH IN NEED OF SERVICES AND TO CREATE THAT WARM HAND-OFF WITH THE ACTUAL SERVICE. WE HAVE OFFICERS THAT WORK WITHIN SEVERAL MIDDLE SCHOOLS. THEY MOSTLY FOCUS ON WORKING WITH KIDS IN CRISIS OR EXPERIENCING SOME LEVEL OF TRAUMA. THIS IS ALSO AN EXTENSION OF HOW WE CAN UTILIZE AND UNDERSTAND THE VARIOUS SERVICES THROUGHOUT THE CITY AND CREATE A BETTER HAND-OFF TO THEM. >>I THINK THIS IS ABSOLUTELY IMPORTANT. I THINK THIS IS NEW TO THE CSO PROGRAM IN TERMS OF THE HISTORIC NATURE OF THE PROGRAM. LAST WEEK WE HAD A GREAT COMMITTEE — SPECIAL COMMITTEE MEETING AND COMMUNITY WHERE THE SPD FOLKS WERE AT. YOU KNOW, I THINK ONE THING THAT REALLY BUBBLED UP FROM THE MEMBERS OF THE CENTRAL DISTRICT THAT WERE THERE TO ENGAGE IN A PRODUCTIVE CONVERSATION AROUND PUBLIC SAFETY, PARTICULARLY AS IT RELATES TO GUN VIOLENCE, WAS THIS PARTICULAR PIECE. THERE WAS A LOT OF CONCERN AS HOW IS THE CITY WHEN WE TALK ABOUT HOLISTIC APPROACHES, IT’S IMPORTANT FOR US TO ADDRESS THE TRAUMA THAT MANY YOUTH AND FAMILIES HAVE EXPERIENCED THAT ARE LEADING THEM TO THE CIRCUMSTANCES OF ENGAGING IN VIOLENT ACTS. OR BEING PUT IN A POSITION OF BEING VICTIMIZED BY THOSE VIOLENT ACTS. I THINK THIS IS A VERY IMPORTANT PART OF THIS PROGRAM. IT IS REALLY EXCITING TO ME. I KNOW WE HAVE SEVERAL COMMUNITY-BASED ORGANIZATIONS THAT HAVE BEEN GOOD PARTNERS TO YOU, CHIEF, AND THE POLICE DEPARTMENT AS A WHOLE FOR MANY YEARS. I THINK THEY ARE GOING TO BE REALLY EXCITED TO HAVE A DIRECT CLEAR-CUT ACTION TO INDIVIDUALS THAT WILL HAVE THIS AS PART OF THEIR THREE-PART FOCUS IN THIS PROGRAM. I JUST — I KNOW THIS IS A HUGE PRIORITY FOR YOU, PERSONALLY, AND HAS HISTORICALLY BEEN THE CASE. I LOVE TO TELL THE STORY ABOUT HOW THE FIRST MIKE MET YOU CHIEF DIAZ WAS WHEN I FIRST MOVED TO SOUTHPARK IN 2006. I HAD A LITTLE ISSUE WITH SOME OF THE KIDS IN THE NEIGHBORHOOD AND YOU SAID THIS WAS SO AND SO, AND SO-AND-SO. YOU KNEW THEM BY NAME, AND YOU KNEW WHERE THEY LIVED, YOU KNEW THEIR PARENTS AND WHILE THEY WERE THERE. YOU WERE REALLY HELPFUL TO ME AS A NEWBIE RESIDENT IN THAT NEIGHBORHOOD, AND YOU SORT OF REALLY HELPED ME NAVIGATE THAT. I THINK THAT IS EXACTLY THE TYPE OF WORK I THINK WE WILL SEE OUT OF THIS PRONG OF THE CSO PROGRAM. IT IS VERY EXCITING TO ME TO SEE THIS. I THINK THIS PART OF THE SCOPE OF THE WORK WILL PROBABLY BE QUITE LITERALLY SAVING SOME LIVES. >>I COMPLETELY AGREE. AS WE START TO WORK AND LOOK AT MANY COMMUNITIES WHERE SHOTS ARE FIRED, SOMETIMES WE DON’T KNOW THE FULL IMPACT ON THE YOUTH AND FAMILIES LEAVING THOSE COMMUNITIES. IT WAS INTENTIONAL WE INCORPORATED THE TRAUMA INFORMED TRAINING COMPONENT TO ENSURE THE CSO OFFICERS EXACTLY KNOW HOW TO INTERACT WITH THE YOUTH, AND WHAT TO SAY. HOW TO DE-ESCALATE SITUATIONS AND TO CALM THE SITUATION DOWN, AND ALSO CREATE A WARM HAND-OFF TO A VARIETY OF SERVICES. >>I GET TO VISIT A LOT OF SCHOOLS INCLUDING GRADE SCHOOLS, ELEMENTARY SCHOOLS, AND WHENEVER WE DO THE Q&A PART OF MY VISIT, PARTICULARLY IN AREAS WHERE I KNOW THERE IS A LOT OF INCIDENTS OF SHOTS FIRED, I AM ALARMED BY THE NUMBER OF TIMES I HEAR SMALL CHILDREN AT THE AGE OF 7 OR 8 YEARS OLD ASKING ME IF THERE’S ANYTHING I CAN DO ABOUT THE FIREWORKS IN THEIR NEIGHBORHOOD. THAT CUTS DEEP. THE FEAR THEY HAVE ABOUT WHAT THEY THINK ARE FIREWORKS, WE HAVE A HUGE RESPONSIBILITY TO ADDRESS THAT, AND TO TAKE THE TRAUMA INFORMED APPROACH TO REALLY PREVENT THAT KIND OF ENVIRONMENT, AND THAT SENSE OF NOT FEELING SAFE. >>I COULD NOT AGREE WITH YOU MORE. I AM EXCITED THAT CSO’S WILL HAVE THAT COMPONENT IN THEIR WORKLOAD. >>COUNCILMEMBER >>WE HAVE INFORMATION HERE ABOUT SERVICES PROVIDED TO THE YOUTH AND WORKING WITH THE YOUTH ON DIVERSION PROGRAMS. ONE THING YOU DO IN SOUTH PARK THAT I THINK IS FANTASTIC IS THAT YOU HAVE PROGRAMS FOR OFFICERS TO ENGAGE WITH THE YOUTH ON DOING FUN THINGS LIKE ATHLETICS. I THINK INTEGRATING SOME OF THAT WORK SO THAT YOUNG PEOPLE HAVE POSITIVE EXPERIENCES WITH POLICE OFFICERS, I THINK THAT IS ALSO A VERY IMPORTANT COMPONENT. I DON’T WANT TO PUT MORE ON THE PLATE, BUT I’M SORT OF READING BETWEEN THE LINES. THAT MAYBE THAT IS WHAT THIS ONE BULLET IS, BUILD TRUST WITH OFFICERS AND DEVELOP A YOUTH PROGRAM. >>EXACTLY. THAT WILL CONTINUE. LIKE WE SAID AT THE BEGINNING IT IS NOT TO REPLACE THE OFFICER ENGAGEMENT FEES BUT TO CREATE AN EXTENSION. IN ADDITION OF SERVICES TO BE ABLE TO RUN THE YOUTH PROGRAM FROM OUR SEATTLE POLICE ACTIVITIES LEAGUE AND TO RUN THE YOUTH EMPLOYMENT PROGRAMS. IT WILL NOT REPLACE THE WORK THAT THE OFFICERS ARE NEEDED TO CREATE THE ENGAGEMENT FEES, SO YES, THAT BRINGS UP A GOOD POINT. >>>THE CSO STRUCTURE AS WE TALKED ABOUT HAS BEEN COMMUNITY SERVICE OFFICERS WITH TWO COMMUNITY SERVICE OFFICER SUPERVISORS. THEY WILL RESPOND FROM THE COMMUNITY FEEDBACK. THE COMMUNITY EXPRESSED THE NEED THAT IT BE OVERSEEN BY A SWORN SUPERVISOR. SERGEANT NELSON IS NOW IN ADDITION TO THE COLLABORATIVE POLICING BUREAU AND WILL OVERSEE THE CSO PROGRAM. I’VE GIVEN HIM TO MAKE DUTIES AND ONE IS TO OVERSEE THE PATROL UNIT AND CSO PROGRAM. HIS WORKLOAD IS ABUNDANT BUT VERY REWARDING I’M SURE. THIS IS A PROGRAM ACTUALLY FITS UNDER THE COMMUNITY OUTREACH SECTION, ULTIMATELY UNDER THE COLLABORATIVE POLICING BUREAU THAT I OVERSEE. E ARE VERY FOCUSED SURE THE CSO PROGRAM DOES NOT NECESSARILY REFLECT THE SWORN UNIFORM. WE WANT TO CREATE A DISTINGUISHABLE UNIFORM AND A VERY SOFT UNIFORM. IT IS ONE WITH A POLO SHIRT AND WHAT WE SAY IS UTILITY PANTS OR VDU PANTS, THE CARGO PANT, AND IT WILL ALLOW THEM TO BE MORE FUNCTIONAL IN THE WORK WE ASKED THEM TO DO AND ENGAGE IN. THEY WILL BE CLEARLY MARKED WITH THE CSO PATCH AND WE WILL MAKE SURE THE COLOR IS DISTINGUISHABLE FROM THE UNIFORM. THIS IS NOT A SWORN POSITION BUT A CIVILIAN EYES POSITION ABOUT ENGAGEMENT — CIVILIAN EYES TO POSITION ABOUT ENGAGEMENT SO WE WANT TO MAKE SURE IT IS A DIFFERENT UNIFORM. >>>NOW WE COME TO THE TRAINING AND SOME TRAINING WE HAVE HAD FEEDBACK IN LINE WITH THE JOB FOCUSES AND THEY WILL UNDERSTAND POLICE OPERATIONS AND REALLY WE WANT THEM TO UNDERSTAND THE SOCIAL WORK ENVIRONMENT. WE EXPECT THEM TO BE CREATING A WARM HAND-OFF BUT WE WANT THEM TO ENGAGE IN VARIOUS SOCIAL SERVICES TO KNOW WHAT KIND OF SERVICES THEY ARE PROVIDING. AND WHAT THE CAPACITY IS. WE CAN CREATE 10 DIFFERENT AGENCIES AND THEY CAN SAY THIS DOES THIS FUNCTION, CASCADES, BUT THE CSO CAN ACTUALLY HELP TO BE ABLE TO MAKE PHONE CALLS, TO BE ABLE TO IDENTIFY WHAT ACTUAL RESOURCES ARE AVAILABLE AT THAT GIVEN TIME. WHERE LOOKING AT WORKING WITH ONE CALL AS WELL TO ALSO KNOW WHAT SERVICES ARE AVAILABLE AS WELL FROM THEIR PERSPECTIVE. WE WANT TO HAVE PARTNERSHIPS ACROSS ALL OF OUR CITY. >>THANK YOU. >>TO HAVE A BETTER SENSE OF THE TRAINING COMPONENT, CAN YOU GIVE US A BALLPARK OF THE LENGTH OF THE TRAINING, AND IS THIS TRAINING HAPPENING BEFORE YOUR ON THE JOB OR WHILE YOU’RE ON THE JOB? >>SOME OF THE TRAINING WILL BE ON THE FRONT-END OF THE JOB. THERE IS ABOUT OVER 200 AND SOME HOURS I THINK. WE WILL HAVE THE EXACT NUMBERS BUT OVER 200 AND SOMETHING HOURS OF TRAINING IN THERE. MOST OFFICERS GO THERE ABOUT 800 AND SOME HOURS OF TRAINING. THIS IS A SMALLER COMPONENT TO THAT. SOME TRAINING WILL BE INCORPORATED ONCE THEY ARE ON IN SOME TRAINING WILL BE THROUGHOUT THE YEAR. WE WILL BRING PEOPLE BACK IN FOR A 24 HOUR SHARE OR 8 HOUR SHARE, OR FOUR HOURS. WE WANT TO SET UP THE PARTNERSHIP FOR VARIETY OF DIFFERENT SOCIAL SERVICES WHERE THEY SPEND A DAY OR TWO IN THOSE AGENCIES SO THEY REALLY GET TO KNOW THE PEOPLE THAT ARE IN THOSE AGENCIES, AS WELL AS WHAT SERVICES ARE PROVIDED. >>I’M MOST INTERESTED AT THIS POINT IN UNDERSTANDING THE PERIOD OF TIME OF TRAINING ON THE FRONT-END BEFORE THE WORK BEGINS. I’M TRYING TO GET A SENSE OF WHEN THE FOLKS WILL BE ON THE STREETS. >>OPERATIONAL. ACTUALLY OUR PROCESS IS THAT WE NOW HAVE OVER 300 APPLICANTS, 300 PLUS APPLICANTS. >>THAT IS REMARKABLE. >>YES, IT IS. WE ARE LOOKING AT HOW THIS — ONCE WE START THE HIRING PROCESS HOW MANY WILL ACTUALLY BE HIRED OUT OF THOSE 300 APPLICANTS. WE COULD ACTUALLY HIRE POTENTIALLY ALL 10 AND MAYBE INCLUDING TWO SUPERVISORS OUT OF THAT BATCH. IF WE DON’T WE COULD END UP HAVING ANOTHER HIRING TIME WHERE WE LOOK AT LATER IN THE YEAR, OPENING IT BACK UP. FOR THE ACTUAL PROGRAM, IF WE WERE TO HIRE PEOPLE WITHIN THE NEXT TWO MONTHS, EVEN ON THE RUSH BACKGROUND WHICH TAKES AT LEAST A COUPLE OF MONTHS PROCESS, I DON’T SEE THEM COMING IN OPERATIONALLY UNTIL ABOUT OCTOBER OR NOVEMBER. THEN WE WOULD WANT TO ENSURE WE HAVE ENOUGH TRAINING COMPONENTS WITHIN THAT, ABOUT HALF THE TRAINING I WOULD SAY NEEDS TO BE CONDUCTED AT THE FRONT-END. THERE WILL BE TRAINING THROUGHOUT THE YEAR. I WOULD LIKE AN AGGRESSIVE TIMELINE WHICH IS PROBABLY OCTOBER OR NOVEMBER, WHERE THEY ARE ACTUALLY HIRED AND STARTING. REALISTICALLY, I WANT TO SAY INTO DECEMBER OR AT THE BEGINNING OF THE YEAR WHERE THEY ARE ACTUALLY DEPLOYED OUT IN THE FIELD AND DOING SOME OF THE WORK IN THE COMMUNITY. >>I KNOW WE ARE ALL REALLY EAGER TO SEE THE CSO’S ACTUALLY IN THE COMMUNITY DOING THE WORK. BUT I DO THINK IT IS VERY IMPORTANT TO GET THE TRAINING RIGHT. TO GET THE PROGRAM RIGHT BEFORE WE DO THAT. THIS IS PROBABLY ONE OF THOSE AREAS WHERE I AM LESS IMPATIENT. ORDINARILY THAT WOULD BE THE CASE BUT I THINK THE TRAINING IS REALLY IMPORTANT. TO MAKE SURE, AGAIN, WE ARE SETTING THESE FOLKS UP FOR SUCCESS, AND THE PROGRAM UP FOR SUCCESS AS WE ROLL IT OUT INTO THE COMMUNITY. I KNOW THAT IN THE RESPONSE TO THE CITY COUNCIL’S STATEMENT OF LEGISLATIVE INTENT THERE IS A SECTION ON PAGE 5 OF ATTACHMENT 1 THAT TALKS ABOUT THE VARIOUS TYPES OF TRAINING THAT WILL OCCUR. THAT IS FOR THE CSO’S DURING THE ON BOARDING PROCESS. IT IS EVERYTHING FROM RADIO PROCEDURES, COMPUTER AIDED DISPATCH, RECORDS MANAGEMENT SYSTEM, DEFENSIVE TACTICS, WELLNESS, CONTACT WITH HOMELESS INDIVIDUALS, ELDERLY AND MEMBERS OF THE COMMUNITY, COMMUNITY POLICING, TRAFFIC ASSISTANCE, AND THE LIST GOES ON. IT TALKS ABOUT HOW THERE WILL BE A PHASED-IN APPROACH AS YOU DESCRIBED WITH OPPORTUNITY FOR THERE TO BE FREE IN FIELD TRAINING AND COMPONENTS OF INFIELD TRAINING ONGOING THROUGHOUT THE PROGRAM. I DO THINK THAT BECAUSE OF THE SLIGHT RESPONSE THAT IS GENERAL IN NATURE THAT IT WOULD BE HELPFUL TO US AS MEMBERS OF THE CITY COUNCIL TO PERHAPS GET A REPORT BACK FROM THE POLICE DEPARTMENT AND FROM YOUR UNIT IN PARTICULAR ON THE DEVELOPED CURRICULUM FOR TRAINING BOTH IN THE ON BOARDING PROCESS AND ULTIMATELY THE INFIELD TRAINING. AGAIN, I THINK THIS IS AN IMPORTANT COMPONENT TO ENSURING THIS IS A SUCCESSFUL PROGRAM AND SEE THE TRAINING IS ONE OF THOSE PERFORMANCE METRICS. >>CORRECT. KEVIN, SERGEANT NELSON IS WORKING ON THE TRAINING COMPONENT RIGHT NOW ON THE DEVELOPMENT OF THE CSO MANUAL TO ENSURE IT IS AN EMBEDDED POLICY WITHIN THE DEPARTMENT AS WELL. WE WANT TO MAKE SURE WE ARE DILIGENT ABOUT NOT ONLY THE TRAINING, BUT ALSO WHAT PARAMETERS THE PROGRAM WILL ACTUALLY DO. SHOULD WE LEAVE OUT OF THIS FUNCTION OF THE JOB, SOMEBODY COULD COME YOU TO BE ABLE TO TAKE THE HELM AND RUN THE PROGRAM AS WELL. WE WANT TO MAKE SURE WE ARE DILIGENT ABOUT THAT. EVEN ON SOME OF THE TRAINING FROM CONFLICT RESOLUTION, CRISIS INTERVENTION, AND AS WE LOOK AT SOME APPLICANTS THAT HAVE APPLIED THAT HAVE EXTENSIVE AMOUNTS OF EXPERIENCE IN SOCIAL WORK, WE MAY END UP FINDING HERSELF WITH PEOPLE THAT ACTUALLY COULD TEACH INTERNALLY. THAT IS FROM THE CSO’S THAT HIRE THAT COULD ACTUALLY TEACH MANY COMPONENTS OF THIS. AS WE ONBOARD WITH CSO’S WE WANT TO ALSO BE ABLE TO BE NIMBLE AND FLEXIBLE, TAX INCORPORATE SOME OF THEIR WORK AND BRING IT TO THE ACTUAL CSO PROGRAM. >>RIGHT. >>THERE ARE THREE REALLY DESIRED QUALIFICATIONS WE WANT TO FOCUS ON. COMMUNITY ENGAGEMENT EXPERIENCE, SECONDARY LANGUAGE SKILLS IS SO IMPERATIVE THAT THEY HAVE THE ABILITY TO COMMUNICATE WITH ALL THE DIFFERENT COMMUNITIES WE HAVE IN THE CITY OF SEATTLE, AS WELL AS HAVING EXPERIENCED WITH MENTAL HEALTH AND CRISIS RESOLUTION. AS WE START AND ASKED THE CITY KIND OF EXPERIENCES A LEVEL OF MENTAL HEALTH AND CRISIS, THE DEPARTMENT IS SEEING DOUBLE DIGIT INCREASES OVER THE LAST SEVERAL YEARS AND HOW MANY CRISIS RESPONSE CALLS WE RESPOND TO. HAVING THAT LEVEL OF AN EXTRA RESOURCE TO SERVE THE POPULATION IS A GREAT COMPONENT TO WHAT THE CSO’S CAN PROVIDE. >>GREAT. >>COUNCILMEMBER. >>A QUESTION ABOUT THE TERM OF DESIRED QUALIFICATIONS. OF THESE BULLETS, ARE THEY DESIRED OR ACTUAL ALTERCATIONS. IT WOULD BE HELPFUL TO GET A SENSE OF HOW HEAVILY YOU ARE READING THESE QUALIFICATIONS. >>THEY ARE DESIRED. WE FIND THAT OUT OF THE 300 APPLICANTS WE ARE NOT SURE WHAT THAT EXPERIENCE WILL END UP BEING INCORPORATED IN. IF YOU ONLY FIND THEIR ONLY 10 APPLICANTS WITH VARIOUS LANGUAGE SKILLS, THAT IS SOMETHING WE HAVE TO LOOK AT AND EVALUATE ON WHETHER WE OPEN THIS UP BECAUSE WE ARE MISSING CERTAIN SKILL SETS THAT WE ARE LOOKING FOR. FOR RIGHT NOW THOSE ARE DESIRED SKILL SETS. THE MAIN BODY OF THE OTHER SKILL SETS, COMMUNITY ENGAGEMENT IS SOMETHING WE WANT AND THAT IS A QUALIFICATION THAT IS NOT NECESSARILY DESIRED BUT A QUALIFICATION THAT WE HOPE EVERYBODY HAS EXPERIENCE IN. AS A UNIQUE WAY, SOMETIMES ANY COMMUNITY ENGAGEMENT, IT’S NOT FOR EVERYBODY. WE WANT TO MAKE SURE PEOPLE HAVE A LEVEL OF COMMUNITY ENGAGEMENT. >>I KNOW THIS JOB IS POSTED. I THINK IT WOULD BE HELPFUL IN FOLLOW-UP TO THE MEETING IF WE COULD GET A COFFEE OF THE JOB POSTING JUST SO WE HAVE A CLEAR SENSE OF WHAT — IN THE PERSONNEL LINGO OF THE CITY WHAT ARE JOB QUALIFICATIONS VERSUS DESIRED QUALIFICATIONS, úI THINK THAT WOULD BE HELPFUL. >>WE WILL MAKE SURE THAT GETS SENT TO YOU. >>THANK YOU. >>WE WANT AT LEAST SIX DAYS COVERAGE OF THE CSO PROGRAM, MONDAY THROUGH SATURDAY TEND TO BE THE BUSIEST TIMES. SUNDAY NOT SO MUCH, BUT WE WILL EVALUATE WHAT THE RESPONSE IS. IF SUNDAY BECOMES THE DAY WE FIND A BIGGER NEED FOR THE CSO’S, WE WILL INCORPORATE THAT INTO THE WORK SCHEDULE. WE WILL LOOK AT STAGGERING SHIFTS SO THAT WE HAVE MORE EVEN COVERAGE RATHER THAN JUST DAY SERVICES. WE WILL BE FLEXIBLE AND TRYING TO MAKE SURE THAT WE EVALUATE THEIR TIME AND WHAT THEY ARE ACTUALLY DOING THROUGHOUT THAT DAY. THE VEHICLES WILL HAVE CLEARLY MARKED COMMUNITY SERVICE OFFICER. IN THERE WE HAVE IDENTIFIED THE GREENLEAF’S THAT WILL BE THE INITIAL VEHICLE OF CHOICE FOR THE CSO PROGRAM. WE ARE ALREADY WORKING AND SERGEANT NELSON IS WORKING ON THE ARTWORK WITH THE FLEETS TO DISTINGUISH IT IS NOT A PATROL CAR. >>COUNCILMEMBER PACHECO. >>DID YOU SEE YOUR GREEN LETTER OR DID YOU READ OUR GREEN DEAL LETTER? YOU SAID LEAF, AND SO I GOT EXCITED. >>WHEN YOU SAID CLEARLY MARKED IS THAT MARKET WITH SPD — I’M SORRY, WITH THE SPD LOGO AT ALL OR NO? >>THEY WILL HAVE THE SPD LOGO BUT COMMUNITY SERVICE IS DISINTEREST OUT WITH COMMUNITY SERVICE OFFICER. RATHER THAN IDENTIFYING POLICE AT THE BIG LOCAL MUSEUM MOST PATROL CARS THIS WILL BE VERY CLEARLY DISTINGUISHED COMMUNITY SERVICE OFFICER. >>GOT IT. >>IDENTIFYING WHAT IS NEXT, WE HAVE VETTED OUT THROUGH THE UNIONS TO ENSURE THERE WAS NO DUPLICATION OF WORK OR BODY OF WORK ISSUES. THE PDQ WAS APPROVED AND THE JOB DESCRIPTION WAS COMPLETED. WE HAVE NOW POSTED IT, AND WE HAVE HAD OVER 300 APPLICANTS. THE NEXT STEP IS TO REQUEST TO LIFT THE COUNSEL CSR THAT THE CSO PROVIDES US. THAT IS REALLY WHAT OUR NEXT STEPS ARE. WE ARE ALREADY IN THE PROCESS OF VETTING OUT THE APPLICATIONS AND NOW START GOING DOWN THE ROUTE OF POTENTIALLY HIRING GOOD CANDIDATES THAT WILL BE ABLE TO SERVE AS CSO’S. >>IT IS REMARKABLE TO ME THAT WE HAVE NOT ACTUALLY ACTIVELY POSTED THE JOB YET WE HAVE 300 APPLICATIONS. HOW DOES THAT — HOW DID THAT HAPPEN? >>NO, WE DID POST IT. >>I THOUGHT I HEARD YOU SAY YOU DID NOT POST THE POSITION. >>WE POSTED THE POSITION JUNE 20th, OR MAY 20th. >>IT CLOSED JUNE 18th. >>SO IT WAS OPEN FOR ABOUT A MONTH. >>RIGHT NOW WHERE LOOKING AT POTENTIALLY OPENING IT UP AND KEEPING IT OPEN — >>ON A ROLLING BASIS — >>UNTIL THE ACTUAL POSITIONS ARE FILLED. SORRY. RIGHT NOW THERE’S ACTUAL DISCUSSION AT THE TABLE HERE AND WE HAVE HAD A COUPLE OF ARTICLES. WE WANT TO BE SURE WE CAN ACCOMMODATE PEOPLE THAT ARE JUST HEARING ABOUT IT TO POTENTIALLY APPLY FOR THE POSITION. >>MY NOTES SAY THAT THE APPLICATION PERIOD CLOSED ON THE 18th AND IS THAT NOT TRUE QUESTION MARK >>THIS WEEK WE LOOK AT ACTUALLY OPENING IT BACK UP, SO YES. I WANT TO MAKE SURE WE WORK WITH THE CHR TO MAKE SURE THERE IS NO VIOLATION OF ANY POTENTIAL ISSUES BUT KEEPING IT ONGOING UNTIL THE END WHEN WE ACTUALLY HIRE ALL OF THE 10 CSO’S WE ARE LOOKING FOR. >>IF YOU ALL DECIDE TO REOPEN IT AND EXCEPT APPLICATIONS ON A ROLLING BASIS, WE WOULD APPRECIATE KNOWING THAT THAT IS THE DECISION THAT WILL BE MADE SO THAT WE CAN BE SUPPORTIVE OF THAT EFFORT. >>COUNCILMEMBER >>>>I HAVE A QUESTION THAT REQUIRES A BIT OF SPECULATION ON YOUR PART BUT DO YOU FEEL THE REINSTITUTION OF THIS POSITION MIGHT ACTUALLY HELP WITH SWORN OFFICER RECRUITMENT, IN THAT THE DUTIES THAT THE CSO’S WILL BE TAKING ON WILL ALLOW POLICE OFFICERS TO RETURN TO MORE — STILL WITHIN A COMMUNITY POLICING EFFORT BUT MORE TRADITIONAL LAW ENFORCEMENT? >>IT WILL BE INTERESTING, AND REPEAT THE LAST OF THAT. >>I’M WONDERING IF THE EXISTENCE OF THIS NEW POSITION AND THE DUTIES THAT THE CSO’S WOULD TAKE ON, AND THE FACT THAT IT MAY ALLOW POLICE OFFICERS TO FOCUS ON MORE TRADITIONAL LAW ENFORCEMENT FUNCTIONS, WHETHER OR NOT THAT MIGHT HELP WITH RECRUITMENT FOR PATROL OFFICERS. >>I THINK YOU REALLY TWO COMPONENTS. THE DEPARTMENT IS FOCUSING ON TRYING TO MAKE SURE THAT ALL OFFICERS ARE ENGAGED IN COMMUNITY POLICING. IN CONDUCTING THE TRADITIONAL LAW ENFORCEMENT DUTIES, BUT MORE IN THE GENERAL CREATING SHIP AND PROBLEM SOLVING OF THE VARIOUS DIFFERENT THINGS GOING ON WITHIN THE COMMUNITY. AND THEN TRYING TO FIGURE OUT HOW THE DEPARTMENT SUPPORTS THOSE EFFORTS. I THINK THAT AS A WHOLE WILL CONTINUE UNDER THE CHIEFS LEADERSHIP BUT WE WANT TO MAKE SURE THE CSO PROGRAM BECOMES AN EXTENSION ALLOWS THE OFFICERS TO CREATE THE FURTHER ENGAGEMENT PROCESS. MY SPECULATION IS THAT I CAN ALREADY SEE POTENTIAL PEOPLE SAYING LOOK, I WANT TO GET INTO THE POLICE DEPARTMENT AS AN OFFICER, BUT I’M JUST GOING TO COLLEGE, OR I’M IN THIS FUNCTION. WE COULD END UP SEEING THEM APPLY FOR THE CSO POSITION EARLY ON, AND THEN EVENTUALLY LOOKING AT THIS AS AN ACTUAL POLICE OFFICER SWORN POSITION. WE FIND THIS REGULARLY IN THE PARKING ENFORCEMENT WHERE PEOPLE APPLY FOR THE PARKING ENFORCEMENT, WERE IN THAT ENVIRONMENT AND UNDERSTAND THE JOB AND SAY I WANT TO ACTUALLY BECOME A POLICE OFFICER. I THINK THAT COULD POTENTIALLY BE A FINAL OF THE POTENTIAL APPLICANT FOR THE SWORN POSITION AND IF IT DOES, THEY WILL HAVE A VERY GOOD BACKGROUND ALREADY COMING INTO THE DEPARTMENT ALREADY WORKING WITH A VARIETY OF SOCIAL SERVICES AND ENGAGEMENT PROCESSES SO THAT WOULD BE HIGHLY SOUGHT OUT FOR THE OFFICER RANK. BUT RIGHT NOW I REALLY DO THINK JUST THING THE NUMBER OF APPLICANTS THAT HAVE APPLIED, SEEING THAT ALL OF THE AGENCIES ACROSS THE COUNTRY ARE STRUGGLING TO RECRUIT AND HIRE AT THE SWORN RANKS, AND MANY OF THOSE DEPARTMENTS ARE ALSO TRYING TO FIGURE OUT HOW THEY GET MORE COMMUNITY INVOLVED AND ENGAGED IN THE PRACTICES. THE CSO PROGRAM PLAYS A BIG ROLE IN THAT COMPONENT. I THINK THAT WILL HELP TO REALLY BUILD A LOT OF RELATIONSHIPS THAT WE WERE NOT ABLE TO PRODUCE WITH THE AMOUNT OF STAFFING THAT WE HAVE RIGHT NOW. >>ANY OTHER QUESTIONS OR COMMENTS? OKAY, NONE. I JUST WANT TO THANK YOU ALL FOR THE WORK THAT YOU HAVE DONE OVER THE LAST 2 1/2 YEARS TO GET US TO WHERE WE ARE AT TODAY. OF COURSE THIS HAS BEEN A TOP PRIORITY FOR MANY CITY COUNCILMEMBERS SINCE THE PRIOR MAYORAL ADMINISTRATION. WE HAVE BEEN EAGER TO REINSTITUTE THE FUNDING AVAILABLE FOR THIS PROGRAM. WE DID THAT NOT WITHOUT CONTROVERSY AND I THINK THE PRIOR ADMINISTRATION HAD OTHER FUNDING PRIORITIES BUT THE CITY COUNCIL FELT VERY STRONGLY ABOUT THIS BEING A GOOD POLICY CHOICE IN ORDER TO RESPOND TO REASONABLE PUBLIC SAFETY CONCERNS THAT WE WERE HEARING FROM PEOPLE IN THE CITY, THAT LIVE AND WORK IN THE CITY. BUT ALSO BEING RESPONSIVE TO SOME OF THE CONCERNS WE WERE HEARING FROM THE EXECUTIVE LEADERSHIP LEVEL AT THE SEATTLE POLICE DEPARTMENT. REALLY WANTING TO IDENTIFY REAL TOOLS AND MECHANISMS AVAILABLE TO THEM TO FREE UP OFFICERS TO ENGAGE IN MORE PATROLLING AND SORT OF, YOU KNOW, LESS OF THE ADMINISTRATIVE FOLLOW-UP. WHICH THAT TAKES VALUABLE TIME AWAY FROM RESPONDING TO THE 911 CALLS. I THINK THIS IS A WIN-WIN SITUATION. OBVIOUSLY I WOULD HAVE LOVED TO HAVE SEEN IT HAPPEN A LOT SOONER, BUT I AM GLAD IT IS HAPPENING NOW. REALLY WHEN I LOOK AT THE VARIOUS COMPONENTS OF THE PROGRAM, THE TIME THAT THE CITY SPENT AND THE DEPARTMENT SPENT IN ENGAGING COMMUNITY MEMBERS AROUND THE SCOPE, FUNCTION AND RESPONSIBILITIES OF THE COMMUNITY SERVICE OFFICER PROGRAM, IT LEADS ME TO THE CONCLUSION THAT THIS IS A PROGRAM THAT WAS SHAPED BY THE COMMUNITY FOR THE COMMUNITY. I THINK THAT IS AN IMPORTANT PART OF THE WORK THAT NEEDED TO BE DONE HERE. AGAIN, IT IS SORT OF ONE OF THOSE THINGS WE HAVE TO BE A LITTLE BIT CAREFUL ABOUT WHAT YOU ASK FOR. I THINK THIS IS GOING TO BE WILDLY SUCCESSFUL, AND I’M REALLY EXCITED ABOUT SEEING THE FUTURE EVALUATION’S, AND THE ACTUAL ROLLING OUT A AND — AND THE COMMUNITY SERVICES OFFICERS. I THINK PEOPLE ARE GOING TO BE EXCITED IN COMMUNITY SERVICE OPERATORS OFFICERS MOVING ABOUT THE NEIGHBORHOOD. THANK YOU ALL FOR THE WORK YOU’VE DONE. THANK YOU FOR ALL OF THE HOURS AND THINKING BEHIND IT. I KNOW WE HAVE MUCH MORE TO COME ON THIS TO MAKE SURE IT IS SUCCESSFUL AND WE WILL SUPPORT THE PROGRAM. >>THANK YOU. >>I KNOW WE DID NOT TALK ABOUT MONEY BUT I’M ASSUMING WE STILL HAVE ENOUGH OF IT SINCE WE ARE ABOUT TO LIFT THE PROVISO. >>YES, THAT IS WHAT WE ARE EXCITED ABOUT. >>THERE ARE VERY FEW COULD ASK IF YOU WANT MORE MONEY. >>>I AM RECOMMENDING THE CITY COUNCIL PASSED COUNSEL BILL 119547. >>THOSE IN FAVOR VOTE I AND NONE OPPOSED, NO EXTENSIONS AND THE CITY WILL WORK AMEND THE CITY COUNCIL PASSED BILL 119547 WITH THE RECOMMENDATION AND WE ARE EXCITED ABOUT THE ENTERING THIS AT FULL COUNSEL THIS MONDAY, JULY 1st. AND OBVIOUSLY YOU DON’T HAVE TO BE THERE BUT YOU ARE WELCOME TO ATTEND IF YOU WISH. AGAIN, THANK YOU SO MUCH AND I REALLY APPRECIATE IT. IT SHOULD NOT GO UNNOTICED THAT THERE HAVE BEEN 300 APPLICATIONS TO WORK FOR THE SEATTLE POLICE DEPARTMENT IN THIS FUNCTION. I THINK THAT IS A BIG TESTAMENT TO THE COMMITMENT THAT THE DEPARTMENT HAS MADE TO REALLY ENGAGE WITH THE COMMUNITY, AND MEETING THE PUBLIC SAFETY NEEDS OF OUR NEIGHBORHOOD. KUDOS TO YOU ALL ON HITTING THAT NUMBER, AND I EXPECT THAT NUMBER WILL GROW IF YOU ALL REOPEN APPLICATIONS AND TAKE APPLICATIONS ON A ROLLING BASIS. THAT IS A HUGE NUMBER, 300 IN A MONTH IS ABSOLUTELY INCREDIBLE. IT SINCE MEET A CLEAR SIGNAL AND IT TELLS ME PEOPLE IN THE COMMUNITY HAVE A DEEP INTEREST IN PARTNERING WITH THE SEATTLE POLICE DEPARTMENT, AND BECOMING AN EMPLOYEE OF THE POLICE DEPARTMENT. I REALLY APPRECIATE ALL THAT YOU ARE DOING. >>THANK YOU. >>THANK YOU SO MUCH, AND THANK YOU COUNCILMEMBER HERBAL FOR JOINING US. >>>IF YOU’RE HERE WITH THE SEATTLE FIRE DEPARTMENT I’M GOING TO ASK YOU TO START MAKING YOUR WAY UP TO THE TABLE WHILE ROXANA LEADS THE AGENDA ITEM INTO THE RECORD. >>AGENDA, ITEM 2 FROM THE SEATTLE POLICE DEPARTMENT SOCIAL JUSTICE. >>>ALL RIGHT. WE HAVE THE POWERPOINT PRESENTATION UP. THANK YOU SO MUCH, ALL, FOR BEING HERE WITH US. WE WILL GO AHEAD AND START WITH THE ROUND OF INTRODUCTIONS AND I WILL HANDED OVER TO YOU FOLKS TO WALK US THROUGH THE — PRESENTATION. >>GOOD MORNING. I AM HAROLD SCOGGINS, FIRE CHIEF, AND THANK YOU FOR HAVING US THIS MORNING. >>I AM LIEUTENANT — WITH THE FIRE DEPARTMENT. >>SEATTLE FIRE >>JULIE GEORGE, SEATTLE FIRE. >>GREAT. CAN YOU KICK US OFF, CHIEF SCOGGINS QUESTION MARK >>I WILL KICK US OFF BY SAYING THANK YOU TO THE TEAM. THIS TEAM DOES THE HEAVY LIFTING WITH THE WORK AND KEEPING US ON TASK AND KEEPING US PAYING ATTENTION TO THE THINGS WE NEED TO PAY ATTENTION TO. I WILL TURN IT OVER TO JULIE, DOUG AND ERIKA, AND LET THEM WALK THROUGH THE PRESENTATION AND IF I NEED TO I WILL ADD COMMENT. >>THE FIRST TOOLKITS WERE THE EXECUTIVE LEADERSHIP ACADEMY, THE RECRUITS SCOPE OF TENSION FOR PEOPLE IN WOMEN OF COLOR, SEATTLE PROGRAMS SEATTLE SELECTION COMMITTEE PROCESS. WE WILL HIGHLIGHT THE EXECUTIVE LEADERSHIP ACADEMY AND RECRUIT RETENTION. IN THE PRESENTATION ALONG THE IMPORTANCE OF INCREASING REPRESENTATION OF WOMEN AND PEOPLE OF COLOR WITHIN THE SEATTLE DEPARTMENT WORKFORCE. THE THIRD TOOLKIT IS THE CHILDREN’S FIRE SAFETY PROGRAM IN SEATTLE SCHOOLS MUST FOCUS ON MAXIMIZING OPPORTUNITIES FOR CHILDREN TO HAVE ACCESS TO FIRE AND LIFE SAFETY, THINNING A MESSAGING FOR COMMUNITIES OF COLOR AND LIMITED SPEAKING PROFICIENT SPEAKING POPULATIONS. THE FOURTH TOOLKIT WAS ORIGINALLY IMPLEMENTED IN 2015 IN THE RATB REVIEWED IN REGARDS THE PROGRESS FROM THE ORIGINAL IMPLEMENTATION AND THE FOCUS WAS MENTORSHIP AND DEVELOPMENT OPPORTUNITIES, EMPLOYEES RECEIVE WHEN HAVING THE OPPORTUNITY TO PARTICIPATE IN THE OPPORTUNITY COMMITTEE IMPORTANT FOR EMPLOYEE DEVELOPMENT. >>TO DIVE A LITTLE BIT DEEPER IN THE EXECUTIVE LEADERSHIP ACADEMY WHICH IS THE EXECUTIVE LEADERSHIP ACADEMY IS A NEW PROGRAM IN SEATTLE FIRE. IT PARTNERS WITH THE UNIVERSITY OF WASHINGTON FOSTER SCHOOL OF BUSINESS FOCUSING ON LEADERSHIP COMPETENCIES. IN ADDITION TO THE SEATTLE FIRE DEPARTMENT PARTICIPATION IN THE PROGRAM IS OPEN TO OTHER FIRE AGENCIES. — WAS APPLIED WITH THE PROGRAM CREATED IN THE FOCUS OF THE RET IS TO LOOK AT EQUITY AND QUALITY FOR THE APPLICATION SELECTION PROCESS IN THE PROGRAM. THE FIRST BARRIER BEING THIS IS AN EXECUTIVE LEADERSHIP PROGRAM. THE ORIGINAL ADVERTISEMENT FOR THE APPLICATION TO APPLY WAS FOR SWORN PARTICIPANTS AT THE RANK OF CAPTAIN AND ABOVE. THE CAPTAINS AND ABOVE RACIAL DEMOGRAPHICS FOR GENDER AND RACE IN THE DEPARTMENT IS 85% WHITE, 60% PEOPLE OF COLOR, 92% MALE, ONLY 8% FEMALE. IN ADDITION TO LACK OF DIVERSITY IN DEPARTMENT THERE WERE A FEW INTERESTED CANDIDATES OUTSIDE OF THE FIRING RANKS AND THE RESULT WAS TO OPEN THE APPLICATION PROCESS AGAIN. THE SECOND BARRIER WAS THE CRITERIA CHANGE IN THE APPLICATION PROCESS. THE APPLICATION SELECTION PROCESS WAS REOPENED FOR SHORT WINDOW OF APPROXIMATELY A WEEK TO RECRUIT MORE FROM THE LOWER RANKS TO FILL THE CLASS. THE MESSAGING WAS NOT CLEAR AND HE WAS ELIGIBLE TO APPLY THE LOWER RANKS WAS NOT CLEAR. IN SOME CASES PARTICIPANTS WERE ENCOURAGED THE EXECUTIVE LEVEL OF LEADERSHIP TO APPLY BUT THAT WAS NOT A CONSISTENT STATEMENT ACROSS THE BOARD FOR ALL CANDIDATES AT THE LOWER RANKS. THE IMPACT AS A RESULT OF THE SELECTION PROCESS LEAVING SOME MEMBERS FILLING LEFT OUT OF OPPORTUNITY, AND THAT THE SELECTION CRITERIA WAS NOT TRANSPARENT. WITHOUT DIVERSITY IN THE PROGRAM THE PERSPECTIVE PAYING OUT OF THE PROJECT TO COMPLETE THE PROGRAM WHICH MAY BE IMPLEMENTED IN THE DEPARTMENT HAVE ONE VIEW AND ONE LEVEL OF UNDERSTANDING. LEARNING FROM THAT IMPACT THE NEXT APPLICATION SELECTION PROCESS FOR THE SECOND EXECUTIVE LEADERSHIP CLASS IS BEING REVIEWED CURRENTLY. >>THAT’S GREAT. I KNOW YOU GET A LITTLE BIT ON úTHE IMPACT AND AM NOT SURE WHETHER YOU WILL HIT THIS IN YOUR REMARKS BUT I WOULD BE INTERESTED IN KNOWING JUST HOW THESE BARRIERS POTENTIALLY IMPACTED MORALE WITHIN THE FOLKS THAT KNEW THAT THEY WERE NOT PART OF THIS POOL OF THE PRE-EXISTING APPLICANTS. SORT OF WHAT THE FIRE DEPARTMENT DID SPECIFICALLY TO ADDRESS ANY MORALE CONCERNS THEY WERE HEARING FROM FIREFIGHTERS. >>IT AFFECTS MORE OUT CONSIDERABLY. TO TRY TO ADDRESS IT WE ARE LOOKING AT THE SELECTION PROCESS AGAIN. THERE IS A CLEAR UNDERSTANDING OF HOW THAT DID AFFECT MORALE. THE NEXT TIME WE GO TO HAVE A SECOND APPLICATION PERIOD OPEN, I THINK MORE PEOPLE AT THE TABLE WILL BE AWARE THAT WE NEED TO MAKE SURE WE ARE VERY CAREFUL, AND THAT WE ARE CLEAR AND CONCISE IN OUR ADVERTISEMENT. YES, HE DOES. >>I APPRECIATE THAT. >>THE SECOND TOOLKIT WE WILL DIVE DEEPER INTO IS RECRUITS RETENTION FOR PEOPLE OF COLOR AND FOCUS ON THE GRADUATION RATES OF WOMEN AND PEOPLE OF COLOR THAT SUCCESSFULLY COMPLETED RECRUIT SCHOOL. THE DATA ON THE DEMOGRAPHIC SPANNING FROM 2015 THROUGH 2018 SHOWING A DESPERATE IMPACT OF WOMEN BEING SUCCESSFUL IN GRADUATING RECRUIT SCHOOL COMPARED TO WHITE MEN AND THE COLOR IN RECRUIT CLASSES. THE SECOND BARRIER FOR CANDIDATES BEING SUCCESSFUL IN RECRUIT SCHOOL. THEY NEED TO START THE PHYSICAL TRAINING EARLY EVEN STARTING BEFORE THEY TAKE THE ENTRY- LEVEL PASTOR. WOMEN BEING BUILT DIFFERENTLY NEED TO BE AWARE OF THE DIFFERENT TECHNIQUES TO USE TO MANEUVER THE EQUIPMENT AND ABILITY TO MANEUVER THE EQUIPMENT REQUIRED FOR DRILL. THE IMPACT OF THE SPAN FROM 2017, FROM 2013 ONLY TWO WOMEN WERE HIRED IN THAT SIX YEAR PERIOD. THIS EXAMPLE HAS BEEN EXTRAORDINARY IMPACT ON THE COMMERCIAL IMPACT FOR WOMEN IN THE DEPARTMENT. ON CHART 6, ON PAGE 6 WE TALK ABOUT INCREASING WOMEN AND PEOPLE OF COLOR IN THE UNIFORM ERE HORSE.CHART 7 HAS SOME BREAKDOWN IN REFERRING TO THE CHART ON PAGE 7, SEATTLE FIRE HAS 7.7 FEMALE FIREFIGHTERS COMPARED TO THE NATIONAL AVERAGE OF 4.5. 22.1% PEOPLE OF COLOR WITH THE NATIONAL AVERAGE OF FIREFIGHTERS THAT 15.9%. OUR NUMBERS LOOK GOOD WHEN COMPARED TO OTHER FIRE DEPARTMENTS BUT WHEN COMPARED TO THE SEATTLE OF KING COUNTY WORKFORCE WE FALL BEHIND IN COMPARISON TO WITH WOMEN AND MINORITY GROUP POPULATIONS. >>THAT IS A VERY IMPORTANT POINT. OFTENTIMES WE COMPARE OURSELVES TO THE NATIONAL TRENDS, BUT I THINK IN THIS SPACE IT’S IMPORTANT TO DRILL IT DOWN MORE LOCAL TO BE MUCH MORE REFLECTIVE OF OUR ACTUAL POPULATION AND DEMOGRAPHICS IN THE REGION. I REALLY APPRECIATE THE TRANSPARENCY OF THE PRESENTATION ACKNOWLEDGING THAT EVEN THOUGH WE ARE DOING MUCH BETTER THAN SOME FOLKS NATIONALLY, WE STILL HAVE SOME WORK TO DO IN TERMS OF REGIONAL COMPARISON. THAT IS LARGELY MY UNDERSTANDING WHERE WE ARE PULLING OUR POTENTIAL AFRICANS FROM HIS REGIONAL VERSUS NATIONAL. >>YES. INCREASING THE NUMBER OF PEOPLE OF COLOR AND SEATTLE FIRE FOR THEIR DISCUSSION AND ANALYSIS ON THE RECRUITMENT SELECTION AND CHALLENGES WITH THE LENS FOCUSING ON RECRUITING PEOPLE OF COLOR AND WHERE WE HAVE THE ANALYSIS WERE RELIGIOUS PEOPLE OF COLOR IN THE PROCESS. WE NEED TO FOCUS ON INCREASING THE SUCCESS RATES FOR WOMEN AND INCREASE THE EMOTIONAL PIPELINE WITH WOMEN AND PEOPLE OF COLOR. SLIDE 8 IS A BREAKDOWN OF SWORN MEMBERS RACE AND GENDER WITHIN EACH RANK IN THE DEPARTMENT THAT YOU CAN LOOK AT FURTHER DOWN THE ROAD. THERE ARE FEW THINGS THAT MEMBERS DON’T TELL, ONE STORY IN PARTICULAR THAT STAYS AT THE EDGE OF MY MIND IS WITHIN THE DEPARTMENT HISTORY NO MORE THAN THREE BLACK FIREFIGHTERS HIRED AT ONE TIME. úWITH RETIREMENTS WE NOW HAVE TWO FEMALE BLACK FIREFIGHTERS. ONE BEING HIRED IN 1998 AND HER SUCCESSOR HIRED IN 2017. >>THAT IS A BIG GAP. >>IT IS A BIG GAP. THE PREDECESSOR SPOKE TO ME ONE DAY AND SAID YOU REALIZE THAT I WAITED 19 YEARS FOR SOMEBODY TO BE HIRED THAT LOOKED LIKE ME. >>WHILE. >>THE RECRUITMENT AND SELECTION CHALLENGES ON SLIDE 9, THE PROCESS IS COMPLEX WITH MANY REQUIRED STEPS TO MULTIPLE OWNERS, PUBLIC SAFETY CIVIL SERVICE, CITY OF SEATTLE RESOURCES, SEATTLE FIRE. WHEN YOU’RE HIRED THE PERSON STILL HAS TO PASS OR GRIND OF SIX WEEKS OF RECRUIT SCHOOL TO BE SUCCESSFUL. FOR SOME FOLKS THAT MEAN SETTING SIDE 34 MONTHS OF THEIR LIFE TO SEE IF THEY WILL GET PICKED UP IN THE LAST RECRUIT CLASS ON THE CERTIFIED REGISTER. IF THEY’RE NOT ON MONTH 35 THEY GO TO RETEST AGAIN, A PRETTY LONG PROCESS. THERE ARE MULTIPLE OWNERS MEETING MULTIPLE CHANGES IN THE PROCESS TRYING TO MAKE POSITIVE OUTCOMES. THAT CAN SOMETIMES GREAT UNINTENDED CONSEQUENCES AND LACK OF CONSISTENT DATA FOR ANALYSIS COMPARISON BY CONTINUALLY CHANGING AND TRYING TO MAKE THINGS BETTER, AND YOU ONLY HAVE ONE YEAR OF DATA ANALYSIS. GENDER AND CULTURE PERCEPTION CAN BE A BARRIER IN THE HIRING PROCESS. NOT ALL CULTURES BELIEVE IT IS A VIABLE CURVE PATH. YOUR PERCEPTION IS OUT FIREFIGHTERS SUPPOSED TO LOOK AND CONTINUES IN SOCIETY, TALL, MUSCULAR, WHITE AND MALE. THE VETERANS PREFERENCE POINTS CAN BE A BARRIER TO WOMEN AND PEOPLE OF COLOR. MOST VETERANS ON THE CERTIFIED REGISTER ARE WHITE MALES AND IN THE LAST 20 YEARS WE ONLY HIRED THREE FEMALES TO TRANSITION FROM THE MILITARY. >>OKAY. >>IN 1998 THE DEPARTMENT WAS AT ITS PEAK WITH THE NUMBER OF WOMEN AND PEOPLE IN SWORN POSITIONS BUT SHARPLY DECLINING WITH THE PASSING OF EYE 1000 AND WE ARE UNCLEAR HOW THAT WILL IMPACT OUR HIRING WHILE WE TRY TO INCREASE OUR NUMBERS. THE GENTRIFICATION OF SEATTLE HAS REDUCED THE APPLICATION POOL WITH PEOPLE OF COLOR WITHIN THE CITY. IN SLIDE 10 WE TALK ABOUT THE RECRUITMENT DEMOGRAPHICS WHERE WE HAVE GOTTEN THE DATA FROM FOR THIS ANALYSIS. INCREASING THE SUCCESS IN RECRUIT SCHOOL THERE IS A LOT OF MENTAL AND PHYSICAL PREPARATION NEEDED WITH NO TIME TO FALL BEHIND IN EITHER THE ACADEMIC OR PHYSICAL DISCIPLINES. YOU NEED TO HAVE A CLEAR UNDERSTANDING OF HOW YOU LEARN, STAY POSITIVE AND FOCUSED, AND IN THE MEANTIME YOUR BODIES BEING FATIGUE AND TRYING TO AVOID INJURY. YOUR LEARNING THAT YOU AND YOUR BODY ADAPT UNDER PRESSURE WHILE TRYING TO MEET YOUR TIME AND PASS THE NEXT EVALUATION IN RECRUIT SCHOOL. IT IS A LOT OF PRESSURE. YOU WAIT A LONG TIME TO GET HIRED, YOU GET HIRED AND THEY HAD THE PRESSURE OF 16 WEEKS IS IS WHILE WE CALLED THE GRIND DURING RECRUIT SCHOOL. THE COMMERCIAL PIPELINE. HIRING RATES OF WOMEN HAVE DECREASED SINCE I 200 WITH HALF THE NUMBER FROM THE 1980S DUE TO RETIREMENTS. WE HAVE 77 FEMALE SWORN POSITIONS AND OF THOSE 77, 20 OR OFFICERS. OF THOSE 20 OFFICERS, 18 ARE ELIGIBLE FOR RETIREMENT TODAY. THAT WILL SHORTLY LEAVE US WITH TWO FEMALE OFFICERS IN THE LOWER RANKS UNDER THE AGE OF 50. IF THEY DECIDE TO PROMOTE, AND THEY CONTINUE TO PROMOTE IT WILL TAKE THEM AN AVERAGE OF 14 YEARS TO REACH THE EXECUTIVE LEVEL. A SIMILAR STORY UNFOLDING FOR THOSE PEOPLE OF COLOR, PEAK HIRING WITHIN THE 1980S WITH THE HIGHEST NUMBER EMPLOYED AT 250 BACK IN 1989. SINCE 2004 AFRICAN-AMERICANS HAVE DECLINED AT A HIGHER RATE THAN THE TOTAL PEOPLE OF COLOR WITHIN THE DEPARTMENT. CURRENTLY JUST UNDER HALF OF THE PEOPLE ARE READY. CURRENTLY JUST UNDER HALF OF THE PEOPLE OF COLOR WITHIN THE DEPARTMENT ARE AT NORMAL RETIREMENT AGE TODAY. FOR BOTH WOMEN AND PEOPLE OF COLOR THE PROMOTIONAL PIPELINE IS BECOMING EXTINCT. THE AVERAGE PERIOD BETWEEN PROMOTION IS SEVEN YEARS WHICH MEANS IT WOULD TAKE AN EMPLOYEE HIRED TODAY 21 YEARS TO REACH THE BATTALION CHIEF LEVEL. WHICH IS CONSIDERED EXECUTIVE LEVEL MANAGEMENT. FOR SLIDE 13, SPECIFIC ACTION IS BEING TAKEN TO MAKE CHANGES FOR OUR FUTURE. WE ARE LOOKING AT HISTORICAL RECRUITING AND HIRING DATA THAT HAS BEEN RESEARCHED TO TRY TO UNDERSTAND THE CHANGES IN THE HIRING DEMOGRAPHICS. IN THE 1980S SEATTLE HAD MORE BLUE-COLLAR WORKING POSITIONS IN THE CENTRAL DISTRICT WAS PREDOMINANTLY AFRICAN-AMERICAN. THOSE THINGS DO NOT EXIST IN 2019. THE DEPARTMENT RECEIVED FUNDING FOR NEW RECRUITMENT POSITIONS ADVERTISING WITH OCCUPATIONAL HEALTH POSITION REORGANIZED TO INCLUDE A COMPONENT ON TACTICAL PERFORMANCE SPECIFIC TO FIREFIGHTERS. THEY WILL OPEN APPLICATION. FOR CADETS AND SENIOR CADETS IS NOW TWICE A YEAR TO GIVE PEOPLE OPPORTUNITY TO COME IN AND SEE WHAT IT IS LIKE. IN ADDITION WE STARTED THE PILOT PROJECT, SEA PREP GIVING THOSE ON THE REGISTER AN OPPORTUNITY TO MEET WITH FIREFIGHTERS SIX TIMES A MONTH TO BECOME FAMILIAR WITH TOOLS UTILIZED AT RECRUIT SCHOOL. EMT IS TAUGHT ONCE A YEAR FOR UP TO 10 STUDENTS THAT ARE PAID WHILE TAKING THE CERTIFICATION. EMT’S REQUIREMENT BEFORE YOU’RE HIRED. THAT COULD BE THE COST BARRIER TO SOME PEOPLE. >>HOW MUCH DOES THAT COST, THE AVERAGE COST OF EMT SCHOOL? >>I THINK IT IS AROUND $1700. >>FOR A CLASS OF 10 THAT IS APPROXIMATELY $50,000. THAT IS WHAT IS IN OUR BUDGET ABOUT THAT. >>OKAY. >>WE COULD DO MORE. >>WITH MORE MONEY. >>YES, BUT I DID NOT WANT TO SAY THAT. >>WE BEEN ABLE TO KEEP THE COST OF ENTRY-LEVEL TEST FREE OF CHARGE FOR SEATTLE. OTHER DEPARTMENTS TO CHARGE. WE ARE ENGAGING WITH OTHER FIRE DEPARTMENTS WITHIN KING COUNTY DAYS KING COUNTY TO HOLD TARGETED EVENTS OUTREACH AT WOMEN. WHERE WORKING TOGETHER WITH STRATEGIES AND RESOURCES SHARED AMONG THE RESORT STAFF, FIRE CHIEFS WITHIN KING COUNTY TALKING ABOUT RECRUITING. IN CLOSING, THERE ARE MANY LAYERS WITHIN THE WALLS OF SEATTLE FIRE, AND OTHER INSTITUTIONS. WHEN YOU START TO PEEL AWAY THE LAYERS YOU BEGIN TO SEE HOW PRIVILEGE AND OPPORTUNITY THAT EMPLOYMENT COMES. THAT LEADS TO PROFESSIONAL DEVELOPMENT AND KILL ANOTHER LAYER TO LOOK AT THE RACIAL EQUITY LENS AND NOT HAVING PRIVILEGE AND OPPORTUNITY BECOMES A BARRIER FOR WOMEN AND PEOPLE OF COLOR. THE SYSTEMS AND POLICIES AND PRACTICES THAT ARE KEPT IN PLACE LIMIT THE ACCESS TO THOSE THAT DO NOT HAVE THE PRIVILEGE. THOSE THAT DO NOT HAVE THE PRIVILEGE ARE CONTINUING IN THE POSITION TRYING TO PROVE THAT THE CURRENT POLICIES AND PRACTICES ARE BARRIERS. AN EXAMPLE THAT COMES TO MIND WHEN I TRY TO TALK ABOUT THIS WITH PEOPLE IS THAT YOU HAVE AN INTERMITTENT COMPUTER PROBLEM. YOU CALL IT I.T. AND THEY REMOTE INTO YOUR COMPUTER AND IT DOES NOT POP UP. THE RESPONSE IS, BACK WHEN IT HAPPENS AGAIN. HOW MANY TIMES DO WE HAVE TO KEEP CALLING? DIVERSITY AND INCLUSION OUTCOMES WILL NOT CHANGE UNTIL PRIVILEGE IS UNDERSTOOD AND ADDRESSED. UNDERSTANDING THE PRIVILEGE PLAYS A ROLE IS A BARRIER IN AN INSTITUTION AND THE BEGINNING OF CREATING CHANGE. EACH TEAM MEMBER PUTS IN AN INCREDIBLE AMOUNT OF WORK FOR RET EACH YEAR. WE HOPE THE IMMUNITY WILL CONTINUE TO SUPPORT AND CHAMPION BY THE CITY. >>THANK YOU FOR THE COMMENTS. I THINK THE WORK THAT THE CHANGE TEAMS DO IN ALL DEPARTMENTS IS CRITICAL AND IMPORTANT. I KNOW THAT THERE IS ONGOING COMMITMENT AT LEAST FROM ELECTED LEADERSHIPS THAT I HOPE IS SEEN BY FOLKS IN THE DEPARTMENT THAT WE CONTINUE TO HAVE A STEADFAST COMMITMENT TO MAKING SURE OUR RACIAL EQUITY AND TOOLKITS, AND RACIAL JUSTICE INITIATIVES ARE BEING UTILIZED THIS KIND OF WAY TO CONFRONT INSTITUTIONAL RACISM AND SYSTEMS OF PRIVILEGE THAT HAVE LED TO THE UNFORTUNATE ONSEQUENCE OF EXCLUSION OF OTHERWISE QUALIFIED CANDIDATES OF COLOR, AND WOMEN FROM PARTICIPATING WITHIN OUR GOVERNMENT STRUCTURE AND WITHIN OUR SYSTEMS. I REALLY APPRECIATE THE WORK THAT YOU ALL DO EVERY DAY TO TAKE ON THAT CHALLENGE, AND I THINK ALL OF US HAVE STRUGGLED WITH THIS ISSUE FOR QUITE SOME TIME. WE HAVE SEEN THE IMPACT OF INITIATIVES LIKE INITIATIVE 200 IN TERMS OF ABILITY TO REALLY LIVE OUR VALUES THROUGH OUR HIRING PRACTICES, AND RECRUITMENT PRACTICES. HOPEFULLY WE WILL BE SEEING OPPORTUNITY FOR CHANGE IN THAT SPACE THAT REALLY ALLOWS US GREATER OPPORTUNITY TO BE MORE REFLECTIVE OF THE COMMUNITY THAT WE ARE SERVING. OBVIOUSLY, FIREFIGHTERS ARE ON THE FRONT LINES OF SO MANY OF TODAY’S SOCIAL ISSUES WITHIN THE CITY OF SEATTLE, WILL BE CRITICALLY IMPORTANT FOR THE FIRE DEPARTMENT TO LOOK LIKE THE COMMUNITY THAT WE SERVE HERE IN THE CITY OF SEATTLE. SO LONG AS WE HAVE SOME OF THESE BARRIERS IN EXISTENCE, THAT ARE HARD TO BRING DOWN, WE WILL CONTINUE TO, I THINK, SEE THE NEGATIVE IMPACT IN TERMS OF THE PEOPLE THAT WORK AT THE FIRE DEPARTMENT. I REALLY APPRECIATE ALL THE WORK YOU ALL ARE DOING HERE. A QUICK QUESTION ON THIS SLIDE, WHEN WILL THE TARGETED RECRUITMENT POSITION BE HIRED, BY WIND? >>PROBABLY WITHIN THE NEXT COUPLE MONTHS, A RECRUITMENT AND CAREER DEVELOPMENT POSITION THAT IS A JOINT POSITION. >>THAT IS DESIGNED TO ADDRESS THE RECRUITMENT ISSUES AND PIPELINE PROMOTIONAL ISSUES? >>RIGHT. WE HAVE NUMBER PROGRAMS WITHIN ESTABLISHING YOU HEARD ABOUT THE EXECUTIVE LEADERSHIP ACADEMY. WE ARE TRYING TO PUT THAT IN A LARGER PLAN. WHEN THE NEW FIREFIGHTER COMES IN, IN THE FUTURE THEY CAN SEE ALL THE STEPS THEY NEED TO DO TO RISE UP THROUGH THE RANKS. >>GREAT, EXCELLENT. ANYTHING ELSE ON THE SWORN INDIVIDUALS BEFORE WE SHIFT GEARS INTO THE CIVILIAN? I KNOW YOU HAVE A FEW SLIDES ON CIVILIAN WORKFORCE. >>ACTUALLY THOSE ARE FOR YOU TO AND PART OF THE DATA WE USED TO BRING US TOGETHER. >>I HAVE ONE OTHER COMMENT I WOULD LIKE TO HIGHLIGHT AND PUSH THAT OUR RCI CHANGE TEAM HAS GIVEN ME. WE’VE BEEN WORKING HARD ON HOW TO CHANGE THE MINDSET OF LEADERS WITHIN THE ORGANIZATION. THIS YEAR WE LANDED ON A DIFFERENT PLAN. WE ARE BRINGING IN AND RECONVENING MANAGERS, SWORN IN CIVILIANS FOUR TIMES THIS YEAR. WE HAVE HAD TWO THREE HOUR SESSIONS AND WE BROUGHT IN AN OUTSIDE CONSULTANT TO HELP US THROUGH THAT. THAT IS BEEN A HEAVY LIFT FOR US. IF WE ARE TRYING TO CHANGE THE MINDSET AND OPENED THE MINES TO INCLUSION, AWARENESS AND UNDERSTANDING, WE ALL HAVE TO GET TOGETHER TO DO THAT. WE HAVE TWO MORE SESSIONS THIS YEAR. AFTER THAT I THINK WE CAN GO FORWARD IN A BETTER WAY BECAUSE OUR LEADERS MINES WILL BE GROUNDED IN THE SAME PLACE. >>THAT IS GREAT. I WANT TO ACKNOWLEDGE THERE IS A NOD ON THE SLIDE TO THE CONTINUATION OF THE RACIAL EQUITY TOOLKIT. THAT REFLECTS IT WAS DONE IN 2018 BUT IT WILL BE DONE THROUGHOUT THIS YEAR. I THINK THAT IS A STANDARD IN PRACTICE THAT I’VE BEEN SEEING MORE DEPARTMENTS USE, AND I REALLY APPRECIATE THAT. I THINK A LOT OF TIMES IT’S EASIER TO GET INTO THAT I CHECKED THE BOX MENTALITY, I DID IT, THEREFORE IT’S DONE SO I WILL GO DO THIS OTHER THING. WHEN IN REALITY WE KNOW WE ARE TRYING TO UNDO IN SOME INSTANCES A GENERATION WORTH OF RACISM. THAT CANNOT BE UNRAVELED AND CONFRONTED EFFECTIVELY IN A PERIOD OF TWO OR THREE MONTHS. IT TAKES A FIRM SUSTAINABLE LONG-TERM COMMITMENT TO MAKING SURE THAT WE CONTINUE TO ANALYSIS AND THAT WE ACKNOWLEDGE IT IS ITERATIVE WORK. I REALLY APPRECIATE THE ACKNOWLEDGMENT OF THAT IN THIS SPACE IN PARTICULAR. AGAIN, I THINK IT IS AN AREA OF INTEREST FOR ALL OF US THAT WE HAVE REALLY SEEN, AN UNFORTUNATE DECLINE IN THE NUMBER OF WOMEN AND PEOPLE OF COLOR PARTICULARLY, AFRICAN- AMERICAN’S WITHIN THE FIRE DEPARTMENT. WHICH IS A VERY HISTORICAL DEPARTURE FROM THE DAYS OF PAST. YOU KNOW, I REALLY APPRECIATE THE COOPERATION ON TRYING TO IDENTIFY WAYS THAT THE CITY COUNCIL COULD SUPPORT THE WORK OF THE PART APARTMENT IN THIS SPACE. WE WILL CONTINUE TO WELCOME THOSE OPPORTUNITIES HERE IN THIS COMMITTEE AND ON THE FULL COUNSEL. >>THANK YOU. >>>ANYTHING ELSE ANYBODY WANTS TO ADD BEFORE WE MOVE ON? THANK YOU SO MUCH FOR THE TIME AND THOUGHTFUL PRESENTATION, AND FOR YOUR REMARKS TODAY. MOST IMPORTANTLY, THANK YOU FOR CONTINUING TO PRIORITIZE THE RACIAL SOCIAL JUSTICE INITIATIVE, AND UTILIZING IN A VERY STRATEGIC AND SMART WAY THE RACIAL EQUITY TOOLKITS ON ISSUES OF GREATLY SHARED IMPORTANCE. THANK YOU ALL FOR YOUR TIME. >>>ALL RIGHT. WE WILL MOVE TO THE LAST AGENDA ITEM. IF YOU ARE HERE TO PRESENT ON THE AGENDA ITEM 3, OR ON THE LAUNCHPAD PROGRAM FOR KCSARC, THEN I ASK YOU TO JOIN US INTO THE RECORD. >>THE ITEM 3, KING COUNTY SEXUAL ASSAULT RESOURCE CENTER FOR BRIEFING AND DISCUSSION. >>THANK YOU. WE HAVE OUR GUESS MAKING THEIR WAY UP SO IT WILL TAKE THEM JUST A MOMENT. >>COME ON UP, FOLKS. I’M COMING FOR THE ASSIST HERE. >>I APPRECIATE IT. THANK YOU. >>YES, OF COURSE. WE HAVE THE LAPTOP AT THE VERY END THAT SOMEONE WILL NEED TO DRIVE. SINCE WE DO NOT HAVE A REMOTE CLICKER FOR THE LAPTOP, BUT IT IS LOADED AND READY TO GO. ONCE YOU ALL CENTRALLY AND WE WILL GO AHEAD AND START WITH INTRODUCTIONS, FIRST AND LAST NAME, AND THEN WE CAN GO AHEAD AND DIG INTO THIS REALLY EXCITING PRESENTATION. >>I BROUGHT COPIES. >>GREAT. THESE ARE ALSO. I LOVE THIS, YES. BY WAY OF INTRODUCTION BEFORE YOU ALL INTRODUCE YOURSELVES, AND KCSARC TO THE VIEWING AUDIENCE, I HAVE BEEN A LONGTIME SUPPORTER. I’VE BEEN A FAN OF KCSARC AND HAD THE HONOR OF SERVING ON THE ADVISORY CABINET, THE HONOREE CABINET — HONOREE ADVISORY CABINET. I ALWAYS GET THOSE — THAT TERM MIXED UP IN MY HEAD. I REALLY HAVE APPRECIATED THE OPPORTUNITY TO WORK WITH KCSARC. FIRST AS A CIVIL RIGHTS ATTORNEY WHO FOCUSED MY PRACTICE ON REPRESENTING SURVIVORS OF SEXUAL ASSAULT, AND SORT OF ENGAGING VERY CLOSELY WITH KCSARC ON TRAUMA INFORMED APPROACHES TO HELP MY CLIENTS HEAL THROUGHOUT THE LEGAL PROCESS IN CIVIL PROCEEDINGS. NOW, OF COURSE, AS A MEMBER OF THE ADVISORY CABINET WHERE WE HAVE OPPORTUNITY TO DIG IN A LITTLE DEEPER IN TERMS OF THE PROGRAMMATIC AND POLICY WORK THAT KCSARC DOES, INCREDIBLY IMPRESSIVE. I’VE HAD OPPORTUNITY TO LEARN THROUGH THAT ROLE ABOUT THIS WONDERFUL PROGRAM WHICH YOU ALL ARE GOING TO DIG INTO WHICH REALLY SORT OF TAKES ON SEXUAL VIOLENCE PREVENTION AND AWARENESS IN A SCHOOL CLASSROOM SETTING. SO I THOUGHT IT WOULD BE WONDERFUL OPPORTUNITY FOR US TO HEAR ABOUT THIS BODY OF WORK. I KNOW IT IS HAPPENING NOT IN SEATTLE BUT NONETHELESS THOUGHT THAT IT WAS VERY IMPORTANT FOR MEMBERS OF THE PUBLIC TO KNOW THAT THIS PROGRAM EXISTS WITH SORT OF OPTIMISM THAT MAYBE SOMEDAY WE COULD SEE A SIMILAR VERSION RIGHT HERE IN OUR OWN SCHOOL DISTRICT. THANK YOU SO MUCH FOR BEING WITH US. WITH THAT FORWARD I WILL GO AHEAD AND ALLOW YOU ALL TO INTRODUCE YOURSELVES, AND YOU CAN TAKE IT AWAY WITH THE PRESENTATION. >>FIRST THANK YOU SO MUCH. >>YOU WANT TO MAKE SURE YOU GET THE MICROPHONE CLOSE TO YOU AND MUCH OF THE GREEN LIGHT IS ON. >>THE GREEN LIGHT IS ON. FIRST THANK YOU SO MUCH FOR ALL YOUR INCREDIBLE WORK WITH THE AGENCY. I KNOW THAT MARIAN WAS REGRETFUL SHE COULD NOT BE HERE THIS MORNING. SHE IS OFTEN A WONDERFUL SUMMER VACATION. >>WELL DESERVED. >>ABSOLUTELY, BUT THANK YOU SO MUCH FOR YOUR PARTNERSHIP AND FRIENDSHIP TO THE AGENCY. IT MEANS A LOT TO US ON MANY DIFFERENT LEVELS, AND FOR HAVING US HERE TODAY. MY NAME IS RACHEL TAYLOR. I’M THE AUTHOR OF BOTH OF THESE RESOURCES AND FOR THE PREVENTION SERVICES COORDINATOR AT THE AGENCY. I WEAR A VARIETY OF HATS INCLUDING DIRECT FACILITATION OF PREVENTION WORK AT THE CLASSROOM LEVEL AND I WORK PRIMARILY WITH MIDDLE SCHOOL STUDENTS. I ALSO OVERSEE ANOTHER PREVENTION SPECIALIST AT THE AGENCY THAT DOES A LOT OF WORK ON THE HIGH SCHOOL LEVEL. I’VE ALSO DONE A GREAT DEAL OF PROJECT 360 EFFORTS THAT ARE PREVENTION FOCUSED IN SEATTLE AT YOUTH CARE, AND ON THE EAST SIDE AT THE FRIENDS OF YOU. — FRIENDS OF YOUTH. >>I AM KAREN SHARP, DIRECTOR OF EXTERNAL RELATIONS AT THE KING COUNTY ASSAULT RESOURCE CENTER AND THANK YOU FOR INVITING US TODAY AND FOR YOUR SUPPORT. >>I APOLOGIZE THIS IS BEEN RESCHEDULED AT LEAST ONCE. I APPRECIATE YOUR PATIENCE AND WILLINGNESS TO COME BACK. >>ABSOLUTELY AND SUCH IS THE NATURE OF THE WORK. I GUESS I WILL START OFF BY LETTING YOU KNOW WHERE THESE RESOURCES CAME FROM AND THEY ACTUALLY CAME OUT OF AN EFFORT I WAS LEADING WITH A STUDENT AT A SEATTLE PUBLIC SCHOOL. I WAS WORKING WITH A STUDENT AT ROOSEVELT HIGH SCHOOL THAT WAS SUPPORTING A FRIEND THAT EXPERIENCED THE SEXUAL ASSAULT. HER AND HER FRIEND, WHEN THEY WERE TALKING ABOUT THE BRAND’S EXPERIENCE AND MY STUDENT WAS WORKING TO SUPPORT THAT PERSON. THEY FOUND THEY WANTED TO TURN TO THEIR EDUCATORS FOR HELP AND SUPPORT AND WHILE THE EDUCATORS WANTING TO BE THERE TO HELP THEM AND PROVIDE RESOURCES AS MUCH AS POSSIBLE THE EDUCATORS FELT THEIR SKILL SET AROUND THIS TOPIC WAS LACKING AND THAT THEY NEEDED MORE INFORMATION. THROUGH THAT PARTNERSHIP I WAS ABLE TO LEAD THE FIRST EDUCATOR TRAINING AT ROOSEVELT HIGH SCHOOL. IT REALLY TOOK A LOOK AT CREATING TRAUMA INFORMED CLASSROOMS, SUPPORT STUDENT SURVIVORS IN AN EDUCATIONAL SETTING, AND ALSO WHAT IT COULD LOOK LIKE TO START ENGAGING IN MEANINGFUL PREVENTION EFFORTS WITHIN THE SCHOOL. AFTER THAT TRAINING WE GOT SOME AWESOME FEEDBACK FROM THE TEACHERS WHO SAID WE NEED MORE OF IT. IF WE ARE CRAVING THIS KNOWLEDGE SO MUCH I GUARANTEE YOU OTHER EDUCATORS ARE AS WELL. AFTER THAT TRAINING WE DECIDED TO JUMP IN TO CREATING A RESOURCE IN RECOGNITION THAT AT THE TIME I WAS THE ONLY PREVENTION SERVICES PERSON AT KCSARC. WITH LIMITED CAPACITY WE WANTED TO CREATE SOMETHING TO HELP US GET THE INFORMATION OUT THERE AS MUCH AS POSSIBLE. WE COMING UP WITH THE FIRST WHEN YOU’RE LOOKING AT, THE TRAUMA INFORMED CLASSROOMS SET. ONCE WE PRODUCE THAT WE WERE ABLE TO START DOING SOME TRAINING WITH MIDDLE AND HIGH SCHOOL EDUCATORS. THE RESOURCES TARGETED TOWARD THE MIDDLE AND HIGH SCHOOL. FROM THERE WE RECEIVED ANOTHER GRANT TO MOVE FORWARD ON THE LAUNCHPAD PIECE WHICH IS THE FOLLOW-UP AND IS WRITTEN FOR ELEMENTARY SCHOOL AUDIENCES. THAT ONE NOT ONLY HAS INFORMATION ABOUT THE TRAUMA INFORMED CLASSROOMS AND SUPPORTING SURVIVORS BUT THE BACK SECTION OF IT IS A WORKBOOK TO HELP EDUCATORS AND SCHOOL STAFF TAKE A LOOK AT HOW THEY CAN START DOING MEANINGFUL PREVENTION WORK WITHIN OUR COMMUNITIES. THAT IS A LITTLE BIT ABOUT WHERE THE RESOURCES CAME FROM. MY INTENTION WITH THE TIME TODAY’S DISORDER WALK YOU THROUGH WHY WE INCLUDED THE INFORMATION THAT WE DID, WHAT OUR HOPE IS IN TRAINING EDUCATORS, AND HOW WE WERE TO CONTINUE TO SUPPORT EDUCATORS EVEN AFTER WE HAVE LEFT THE SCHOOL AFTER THE TRAINING PERIOD. >>THAT’S GREAT. >>ANY QUESTIONS BEFORE I GET STARTED QUESTION MARK >>PERFECT. I THINK WE ARE READY TO DIVE IN. >>FEEL FREE TO JUMP IN IF YOU HAVE SOMETHING THAT TRIGGERS A QUESTION OF THOUGHT AND I WILL BE HAPPY TO ANSWER THEM FOR YOU. LIKE I SAID, THIS EFFORT DID COME FROM A STUDENT THAT IDENTIFIED THE NEED WITHIN HER OWN SCHOOL. IT ALSO DOVETAILS WITH WHAT WE KNOW ABOUT SEXUAL ASSAULT IN THAT ONE OUT OF FOUR GIRLS AND ONE OUT OF SIX BOYS EXPERIENCES THIS HARM BEFORE THEY TURN 18. THE PROJECT IS NOT ABOUT IF OR WHEN SURVIVORS ARE IN THE CLASSROOM, WE ARE NO THEY ARE CURRENTLY IN OUR EDUCATIONAL SPACES. WE ARE INCREDIBLY LUCKY TO WORK WITHIN THE KING COUNTY AND SEATTLE SCHOOLS. I WAS AT THE GRAHAM HILL ELEMENTARY SCHOOL LAST WEEK LEADING A SESSION ON CONSENT AND BOUNDARY WITH FIFTH- GRADERS. IT IS A PHENOMENAL TIME AND STUDENTS ARE VERY ENGAGED IN THE TOPIC. IT IS INFORMATION THEY WANT TO LEARN. WE KNOW THAT AS THE KING COUNTY SEXUAL ASSAULT RESOURCE CENTER, OUR CAPACITY IS LIMITED IN OUR ABILITY TO BE IN EVERY SINGLE SCHOOL EVERY DAY. AGAIN, THE HOPE WITH THE RESOURCES TO GET THE RESOURCES WELL DISSEMINATED AS POSSIBLE. WITH MY PERSONAL DREAM OF BEING THAT EVERY SCHOOL HAS A PREVENTION SERVICES SPECIALIST. >>WOULDN’T THAT BE WONDERFUL. >>IT WOULD BE INCREDIBLE. ONE WAY THAT WE APPROACH THE ISSUE OF VIOLENCE PREVENTION IS BY LOOKING AT THE SOCIAL ECOLOGY OF ANY SCHOOL OR ANY COMMUNITY. WHAT I MEAN BY THAT IS THAT WE RECOGNIZE THAT STUDENTS DON’T EXIST IN A VACUUM. WE MAY HAVE IN AN INDIVIDUAL STUDENT AT THE CORE WE REALLY WANT TO REACH AND SUPPORT, AND ENGAGE IN PREVENTION FOCUSED CONVERSATIONS WITH. WE RECOGNIZE THAT THAT ONE STUDENT IS EXISTING WITHIN THE CONTEXT OF THEIR RELATIONSHIP. THEY HAVE RELATIONSHIPS WITH PEERS, FAMILIES, CAREGIVERS, AND TEACHERS. THOSE RELATIONSHIPS EXIST WITHIN THE WIDER COMMUNITY, THE SEATTLE SCHOOL DISTRICT IN VARIOUS COMMUNITIES IN THE CITY, LARGER COUNTY, AND COMMUNITIES OBVIOUSLY EXIST IN A WIDER SOCIETY. WE WANT TO MAKE SURE STUDENTS ARE RECEIVING SUPPORT FOR EITHER EXPERIENCES THEY HAVE ALREADY HAD, OR A FOCUS ON HEALTHY RELATIONSHIPS AT ALL OF THESE LEVELS. WE REALLY WORK AS AN AGENCY TO TARGET EACH OF THESE IN TERMS OF INDIVIDUAL FACILITATION WITH STUDENTS. THIS IS THE TRAINING PIECE TO GET THE RELATIONSHIP AT THE COMMUNITY LEVEL. WE ALSO WANT TO WORK WITH SCHOOLS ON MAKING THE CULTURAL SHIFT TOWARD ONE THAT DOES NOT ACCEPT OR TOLERATE VIOLENCE, BUT ONE THAT ABSOLUTELY SUPPORTS SURVIVORS AND ACTIVELY ENGAGING IN VIOLENCE PREVENTION EFFORTS. >>OF COURSE THIS IS ADDRESSING BOTH IN THE SCENARIO IN WHICH THE VIOLENCE OCCURS OUTSIDE OF THE SCHOOL, BUT ALSO CENTERS IN WHICH THE VIOLENCE COULD OCCUR ON SCHOOL GROUNDS AS WELL. >>ABSOLUTELY. WE WANT TO HELP EDUCATORS UNDERSTAND THE COMPLEXITIES THAT OCCUR WHEN A STUDENT DOES ASSAULT ANOTHER STUDENT, WHAT IT LOOKS LIKE IN THE SCHOOL ENVIRONMENT. ALSO, THE SYMPTOMS OF TRAUMA AND WHAT THEY LOOK LIKE WHEN THEY SHOW UP IN OUR CLASSROOMS. WE ARE HOPING EDUCATORS WILL SHIFT FROM WHAT IS WRONG WITH YOU TO WHAT IS GOING ON WITH YOU. WE CAN IDENTIFY THE FRUSTRATIONS THAT MAY COME ABOUT IF A STUDENT IS FALLING ASLEEP IN FIRST PERIOD. BUT IF WE DON’T REALLY GET AT THE ROOT ON WHY THE STUDENT IS FALLING ASLEEP WE WILL NOT SUCCESSFULLY NAVIGATE THAT STUDENT INCREASED SUCCESS. WE WANT TO MAKE SURE WE HELP EDUCATORS IDENTIFY WHAT THE ROOT CAUSE OF THE BEHAVIOR IS AND HOW CAN WE HELP THAT STUDENT GET THE NEED MET IN A MORE PROSOCIAL WAY. THAT BRINGS ME TO MY FIRST MAJOR GOAL OF THE TWO RESOURCES WHICH IS TO ASSIST SCHOOL COMMUNITIES AND PROVIDING THE MOST EFFECTIVE SUPPORT OF STUDENT SURVIVORS. THE FIRST PART OF THAT IS WORKING TO HELP EDUCATORS TO UNDERSTAND THE SEXUAL ASSAULT DYNAMICS. THAT IS UNDERSTANDING THE CULTURAL NARRATIVE AROUND THE STRANGER RAPE IS NOT THE PROMINENT STORY. WHILE IT IS TERRIFYING AND THEY SURVIVED WE KNOW THE BULK OF THESE ARE PAINTED THE PARENTS, CAREGIVERS, PEOPLE THEY LOVE, KNOWING TRUST. WHEN WE HELP EDUCATORS UNDERSTAND THE DYNAMIC WE CAN HELP THEM INCREASE THEIR ABILITY TO NAVIGATE THAT ALONGSIDE THEIR STUDENTS. THERE ARE INCREASED LAYERS WHEN SOMEBODY HARMS US THAT IS SOMEBODY THAT WE LOVE. SOMEBODY THAT WE TRUST. IF EDUCATORS UNDERSTAND THE COMPLEXITY THEY CAN BETTER SUPPORT THE SURVIVOR STUDENTS. WE ALSO WALK EDUCATORS THROUGH THE NUTS AND BOLTS OF WHAT TO SAY IF A STUDENT DOES DISCLOSE SEXUAL ASSAULT DIRECTLY TO THEM. WE USE THE ACRONYM, BACR, OR ARE REFERRED TO IT AS CHECKING IN WITH HOME BASE. OR FOCUSING IN ON LETTING THE STUDENT KNOW YOU BELIEVE THEM. A LOT OF TIME SURVIVORS DELAY DISCLOSURE DUE TO FEAR OF NOT BEING BELIEVED. EVEN IF SOMEONE FEELS THEY ARE EXPRESSING THE BELIEF WITH THEIR BODY LANGUAGE OR WITH THEIR WORDS, IT CAN BE HELPFUL TO SAY I BELIEVE YOU. AFFIRMING THAT TELLING YOU WAS THE RIGHT THING TO DO. A LOT OF OUR YOUNG PEOPLE HAVE GOT A LOT OF MESSAGES ABOUT HOW THE ASSAULT SHOULD BE A SECRET OR MAYBE THEY RECEIVED THREATS OR BRIBES TO KEEP THAT A SECRET. WE WANT OUR EDUCATORS TO AFFIRM THAT YES, LETTING ME KNOW WAS THE RIGHT THING TO DO AND I WILL DO EVERYTHING I CAN TO SUPPORT YOU. I WALKED THEM THROUGH EACH OF THOSE CORE TENANTS ON HOW TO BEST RESPOND TO SURVIVOR IN THE MOMENT. I ALSO LET THEM KNOW THAT THEY DON’T HAVE TO HAVE THE RIGHT THING TO SAY IT EVERY MOMENT. WHAT REALLY MATTERS IS THAT I BELIEVE YOU AND I WANT TO DO EVERYTHING I CAN TO SUPPORT YOU. THERE ARE AGENCIES LIKE KCSARC THAT CAN HELP AND ASSIST EDUCATOR AND SURVIVOR AS THEY MOVE THROUGH THE PROCESS FURTHER DOWN THE LINE. AS WE MOVE FURTHER DOWN THE LINE WE KNOW THAT SEXUAL ASSAULT IS A MANDATED REPORT. WHICH MEANS IF THE PERSON IS UNDER 18 DISCLOSING TO US THAT IT HAS OCCURRED WE MUST REPORT THAT TO CPS OR LAW ENFORCEMENT. ENCOURAGING EDUCATORS TO MAKE THE REPORT IN THE MOST TRAUMA INFORMED WAY POSSIBLE. THAT IS MAKING SURE OUR STUDENTS KNOW WHAT MANDATED REPORTING MEANS, AND UNDERSTANDING THAT OUR EDUCATORS CANNOT KEEP THAT FORM OF HARM A SECRET. WITH ANY SCHOOL ENVIRONMENT THERE IS OUR JOB AS ADULTS TO KEEP YOU AS SAFE AS POSSIBLE. ALSO LEADING THE STUDENT KNOW WHAT THE PROCESS LOOKS LIKE IN A DEVELOPMENTALLY APPROPRIATE WAY. ESPECIALLY FOR MIDDLE AND HIGH SCHOOL STUDENTS, I OFFERED TO LET THEM BE A PART OF THE REPORT IF THEY WOULD LIKE TO. I’VE HAD SOME STUDENTS SIT IN WITH ME WHILE I MAKE THE CPS PHONE CALL. I HAVE EIGHT OTHER STUDENTS SAY, RACHEL, THAT SOUNDS SUPER AWKWARD AND I’M NOT COMING. THAT IS ALSO TOTALLY FINE. I WANT THEM TO BE IN THE DRIVER’S SEAT AS MUCH AS POSSIBLE FOR THEIR OWN HEALING KNOWING FOR GOOD REASON WE HAVE THAT BARRIER OF CONFIDENTIALITY WITH YOUNG PEOPLE. WE KNOW WITH THE AGENCY BEING IN THE DRIVER’S SEAT IS AN INCREDIBLY IMPORTANT PIECE OF HEALING FOR SURVIVORS. HOPING THEM TO HAVE CHOICE WHENEVER POSSIBLE, AND REALLY ENCOURAGING SCHOOLS TO MAKE SURE COMMUNICATION IS HAPPENING WITH THE STUDENT BEFORE AND AFTER THE REPORT. DO YOU HAVE A QUESTION? >>NO. >>AGAIN, THAT USUALLY COMES IN THE FORM OF JUST LETTING STUDENTS KNOW WHAT CONFIDENTIALITY LOOKS LIKE. I KNOW FOR MYSELF WHEN I COME INTO A CLASSROOM THE FIRST THING I DO IS LIST GUIDELINES WITH STUDENTS. THEY GET AUTHORSHIP OVER WHAT TO DO TO MAKE SURE OUR CONVERSATION SPACE IS A SAFE AND RESPECTFUL AS POSSIBLE. JUST AS PART OF THE CONVERSATION I LET THEM KNOW TWO THINGS. THE FIRST IS THAT I’M A MANDATED REPORTER AND I DESCRIBE WHAT THAT MEANS IN A DEVELOPMENT APPROPRIATE WAY DEPENDING ON THE AGE GROUP I’M WORKING WITH. THE SECOND THING I GIVE THEM IS THE POWER OF PASS. THAT MEANS THEY DON’T HAVE TO TELL ME ANYTHING ABOUT THEIR EXPERIENCE THAT THEY ARE NOT READY TO OR COMFORTABLE TALKING ABOUT. THAT TIES NICELY INTO OUR CONVERSATION THAT WE HAVE AROUND BOUNDARIES, AND LETTING THEM KNOW THEY HAVE THE RIGHT TO THE EMOTIONAL BOUNDARY THAT FILLS SAFE TO THEM. THEY CAN SHARE INFORMATION WITH A TRUSTED ADULT WHEN THEY ARE READY AND IT DOES NOT HAVE TO BE ME. HOPING THE YOUNG PERSON IDENTIFY AT LEAST ONE SAVED ALL IN THEIR LIVING ENVIRONMENT OR SCHOOL ENVIRONMENT, THAT THEY FEEL THEY COULD TURN TO WITH INFORMATION SUCH AS THIS. WE ALSO WANT TO DEVELOP A CULTURE OF COMMUNITY SUPPORT WHERE EDUCATORS KNOW THEY CAN TURN TO THEIR ADMINISTRATORS, TURN TO AGENCIES LIKE KCSARC WITH SUPPORT AROUND A SPECIFIC CASE OR GIVE FOLKS LIKE US AT KCSARC A CALL IF THEY JUST SET THROUGH THE TRAINING WITH US FOR TWO HOURS. THEY COULD SAY OKAY THAT WAS BRINGING UP THINGS FOR ME ARE I HAVE MORE QUESTIONS I’M NOT COMFORTABLE ASKING FOR MY BOSS OR COLLEAGUES, THAT THEY CAN REACH OUT TO US FOR SUPPORT. A LOT OF TIMES AND ESPECIALLY úWITH INSTANCES OF SEXUAL ASSAULT AND DOMESTIC VIOLENCE TEACHERS FEEL THEY NEED TO DO AND SAY THE RIGHT THING AND THAT MOMENT. WE ARE JUST LETTING THEM KNOW THAT THEY WORRY AROUND DOING THE RIGHT THING AND THAT IT IS VALID AND THEY DON’T HAVE TO MOVE THROUGH IT ALONE. OUR SECOND GOAL AFTER WE ESTABLISH THE INFORMATION, THE KNOWLEDGE BASED AROUND WHAT SEXUAL ASSAULT IS AND WHAT IT LOOKS LIKE, AND HOW TO BEST SUPPORT SURVIVORS. WE WANT TO WORK TOO GREAT TRAUMA INFORMED SPACES FOR ALL STUDENTS. MY GOAL IN OFFERING TWO RESOURCES WAS TO ABSENTLY FOCUS ON SEXUAL ASSAULT AND WE ARE A SEXUAL ASSAULT AGENCY, BUT ALSO WANTED EDUCATORS TO BUILD TO GENERALIZE THE INFORMATION TO OTHER FORMS OF TRAUMA. OUR STUDENTS IN OUR SCHOOLS EXPERIENCE SEXUAL ASSAULT AT A VERY HIGH RATE BUT THEY ALSO HAVE A LOT OF THINGS LIKE DOMESTIC VIOLENCE, INCARCERATION OF THE PRIMARY CAREGIVER, SUBSTANCE ABUSE OR ABUSE OF THE PRIMARY CAREGIVER, A LOT OF THINGS THAT COULD CAUSE TRAUMA RESPONSE. EVEN A CAR ACCIDENT OR THINGS LIKE THAT. HELPING OUR STUDENTS TO FEEL SAFE IN THEIR SCHOOL ENVIRONMENT BY CREATING THE TRAUMA INFORMED SPACES WILL ONLY INCREASE THEIR ABILITY TO SUCCEED ACADEMICALLY AND SOCIALLY IN THE SCHOOL ENVIRONMENT. ONE OF THE BIG PIECES THAT I ENCOURAGE EDUCATORS AND SCHOOL STAFF TO TAKE AWAY FROM THIS CONVERSATION IS THAT SOMETIMES WHEN WE KNOW A YOUNG PERSON OR PERSON OUR LIFE HAS EXPERIENCED THE TRAUMA, WE MAY WANT TO APPROACH THEM OVERLY SOFTLY, OR NOT FEEL LIKE WE CAN ASK THEM TO DO THEIR ASSIGNMENTS, OR 10 CLASS REGULARLY. I HELP THEM TO UNDERSTAND THAT ACTUALLY HAVING CLEAR EXPECTATIONS AND BOUNDARIES WITHIN THE CLASSROOM IS EXCELLENT IN TERMS OF HELPING THAT STUDENT TO HEAL. IF THE YOUNG PERSON IS EXPERIENCING SEXUAL ASSAULT SPECIFICALLY, THEY MAY BE MOVING THROUGH INTENSE FEELINGS OF A TRAIL OR INABILITY TO TRUST. AS EDUCATORS IF THEY KNOW WHEN THEY WALK INTO OUR CLASSROOM WILL BE A DAILY AGENDA POSTED. THEY KNOW EXACTLY HOW WE WILL TREAT THEM AND EXACTLY WHAT WILL BE EXPECTED OF THEM IN OUR CLASSROOM. THAT WILL HELP THEM CALM DOWN THE ANXIETY THAT MAY BE HAVING ABOUT THE SCHOOL DAY. ALSO EMPOWERING STUDENTS TO ENGAGE IN SELF-CARE. ONE OF THE TAKEAWAYS I GOT FROM MY STUDENTS I WAS WORKING WITH THAT ROOSEVELT AT THE BEGINNING OF THIS PROJECT WAS THAT THEY HAD EXPERIENCED SOME EDUCATOR NOT NECESSARILY LETTING THEM KNOW WHEN SOMETHING TRAUMATIC OR POSSIBLY TRIGGERING WAS GOING TO OCCUR WITHIN THE CLASS MATERIAL. WHETHER IT WAS A BOOK, A MOVIE, OR EVENT THEY WERE JUST DOING INDEPENDENT READING, AND SOMETHING CAME UP FOR THEM. THERE IS NOT NECESSARILY STRUCTURE IN PLACE THAT GAVE THE STUDENT A PLACE TO FEEL LIKE THEY COULD TALK ABOUT THAT, OR RECEIVE HELP AND SUPPORT ABOUT THAT. SINCE THAT TIME I’VE HAD MANY STUDENTS LET ME KNOW THAT I WAS ASSIGNED A BOOKING CLASS, AND I WAS READING THROUGH IT AT NIGHT BEFORE BED, AND ONE OF THE CHARACTERS EXPERIENCED AND ATTEND SEXUAL ASSAULT, AND I DO VERY DIFFICULT TIME SLEEPING. JUST MAKING SURE THAT WITHIN THE SCHOOLS WE HAVE THAT CONVERSATION, LETTING STUDENTS KNOW THAT THIS IS NOT SOMETHING THAT NEEDS TO STAY SILENT, ESPECIALLY NOT WHEN WE ARE ACTIVELY ENGAGING IN MATERIALS WHERE THESE THINGS ARE HAPPENING. ALSO GIVING STUDENTS AGENCY OVER WHAT IS HELPFUL FOR THEM IN TERMS OF SELF-CARE. I KNOW THAT AS A SOCIAL SERVICES PROFESSIONAL, SELF- CARE LOOKS MUCH DIFFERENT TO ME THAN IT MIGHT TO KAREN AND THAT’S OKAY. GIVING STUDENTS THE AGENCY AGAIN TO MAKE THEIR OWN DECISION ON WHAT HELPS THEM TO MOVE THROUGH THAT AND TO GET SUPPORT IF THEY NEED IT. WE ALSO WANT EDUCATORS TO BE ABLE TO RECOGNIZE WHAT POTENTIAL TRIGGERS OR TRAUMAS LOOK LIKE IN THE CLASSROOM FOR THE QUEUE, AND WHAT IS GOING ON WITH THAT FIGHTER RIGHT FLEET RESPONSE LOOK LIKE WITH THE STUDENT. WE HAVE STUDENT ZONING OUT THAT IT LOOK LIKE THE FREEZE RESPONSE THAT LOOK OF JUST SORT OF CHECKING OUT FOR A MOMENT. OR IF WE HAVE STUDENT THAT ALL OF A SUDDEN BECOMES INCREDIBLY AGITATED AND STORMS OUT OF THE CLASSROOM, COULD THAT BE A A FLIGHT RESPONSE. OR WE GOT SOMEBODY THAT SEEMS A BOOK ON THE GROUND COULD THAT BE A FIGHT RESPONSE. LOOKING AT THAT BEHAVIOR THROUGH THE TRAUMA INFORMED LENS TO GET AT THE ROOT ISSUE AND BY DOING SO, THE ROOT WAY WE CAN HELP THE STUDENT TO BECOME SUCCESSFUL. AGAIN, WE WANT TO HAVE EDUCATORS THAT ARE BUILDING CONNECTION WITH STUDENTS. THIS IS NOT JUST FOR OUR FOLKS THAT HAVE EXPERIENCED TRAUMA. WE KNOW THAT HEALTHY CONNECTIONS WITH SAFE ADULTS ARE GOOD FOR ANY AND ALL YOUNG PEOPLE, OR PEOPLE IN GENERAL. HELPING OUR TEACHERS TO NOT ONLY TALK ABOUT THE MORE INTENSIVE STUFF BUT TO REALLY GET TO KNOW THEIR STUDENTS IN A HEALTHY WAY, IN A WAY TO HELP YOUNG PEOPLE KNOW THAT THESE FOLKS CARE ABOUT ME OR ARE INTERESTED IN MY LIFE, THEREFORE I CAN TURN TO THEM WHEN SOMETHING MAY BE MORE INTENSE OR DIFFICULT OCCURRING. AGAIN, THE PEACE AROUND LEAVING THE DOOR OPEN TO LET THE STUDENTS KNOW THEY DON’T HAVE TO SHARE ANYTHING WITH YOU IN THAT MOMENT BUT THAT YOU’RE ALWAYS THERE AS A SUPPORT PERSON IF AND WHEN THEY ARE READY. >>ALL RIGHT. ANOTHER GOAL WE HAVE, OUR THIRD OVERARCHING PREVENTION GOAL IS TO HELP EDUCATORS ENGAGE IN MEANINGFUL VIOLENCE PREVENTION EFFORTS. WE WANT PEOPLE TO KNOW AND UNDERSTAND THESE EFFORTS ARE MULTILEVEL. JUST LIKE WITH STUDENT SUPPORT, WE NEED TO DO PREVENTION ON THE INDIVIDUAL RELATIONSHIP, COMMUNITY, AND SOCIETAL LEVEL. WE KNOW THAT THE CENTERS FOR DISEASE CONTROL AND PREVENTION HAVE PUT OUT A LOT OF RESEARCH THAT TELLS US THE RISK OF PROTECTIVE FACTORS FOR PERPETRATION OF VIOLENCE ARE. WE KNOW THE FACTORS THAT INCREASE THE LIKELIHOOD THAT SOMEONE WILL PERPETRATE SEXUAL ASSAULT, AND WE KNOW THE FACTORS THAT CAN DECREASE THE LIKELIHOOD. WE WANT SCHOOLS TO TAKE A LOOK AT THE DIFFERENT LEVELS TO IDENTIFY THE RISK AND PROTECTIVE FACTORS THAT ARE ABLE TO ENGAGE WITH AND ADDRESS THOSE THINGS. THAT HELPS WITH OUR PREVENTION EFFORTS TO BE GROUNDED AND LOGICALLY TIED TO THE RESEARCH AND EVIDENCE THAT IS OUT THERE. WE WANT ALL PREVENTION WERE TO BE DEVELOPMENTALLY APPROPRIATE. WE WANT TO REACH STUDENTS WITH THE INFORMATION IN AN ENGAGING AND APPROPRIATE WAY FOR THEM NO MATTER WHAT GRADE THEY ARE IN. SOMETIMES AT KCSARC WE HEAR PARENTS HAVE SOME UNDERSTANDABLE CONCERNS AROUND TALKING WITH YOUNG CHILDREN AROUND CONSENT. WE KNOW THAT IS BECAUSE THAT THE IDEA OF CONSENT HAS LARGELY BEEN TIED TO SEXUAL RELATIONSHIPS. WE KNOW THAT CONSENT IS SOMETHING WE USE EVERY SINGLE DAY. HELPING EDUCATORS TO CREATE THE FRAMEWORK THAT CAN THEN BE MORE EASILY APPLIED TO SEXUAL RELATIONSHIPS WHEN IT IS DEVELOPMENTALLY APPROPRIATE. SIMPLY ASKING FOR A HUG OR ASKING TO BORROW A TOY OR SCHOOL SUPPLY IS ASKING FOR CONSENT. STARTING TO USE THE LANGUAGE IN THE SET THE EXPECTATION WITH YOUNG PEOPLE AS SOON AS POSSIBLE IS ONLY GOING TO BE MORE HELPFUL DOWN THE ROAD. AGAIN, WE WANT OUR WORK TO BE TIED TO PREVENTION THEORY AND RESEARCH. I WAS OUTLINING THE WORK THAT COMES OUT FROM THE CENTERS FOR DISEASE CONTROL AND PREVENTION, AND WE WANT TO MAKE SURE WE STAY ABREAST OF THE BEST PRACTICES, KNOWING WHAT’S GOING ON IN OUR COMMUNITY, AND HOW WE CAN BEST COORDINATE AND SUPPORT THOSE EFFORTS. WE KNOW THAT PREVENTION WORK IS ALSO LONG-TERM AND IN-DEPTH. OCCASIONALLY WE GET COMMUNITIES REACHING OUT TO WAS AND THEY WANT US TO COME IN AND DO A SCHOOL ASSEMBLY ABOUT SEXUAL ASSAULT. WE KNOW THAT IS NOT HELPFUL FOR A FEW REASONS. WE WILL HAVE SURVIVORS IN THE AUDIENCE AND IT IS IMPOSSIBLE TO HELP THOSE FOLKS GET THE SUPPORT THEY MAY NEED IN SUCH A LARGE VENUE. ALSO BECAUSE WHEN YOU HAVE A ONE-TIME CONVERSATION, WE KNOW THAT STUDENTS WILL LEAVE THAT CONVERSATION WITH A VERY HIGH KNOWLEDGE AND AWARENESS OF SEXUAL ASSAULT. BUT IF WE DON’T TALK ABOUT THAT AGAIN FOR THE NEXT WEEK, MONTH, OR YEAR, THAT UNDERSTANDING IS GOING TO TAPER OFF. THE NEXT TIME THEY SEE ME THEY MAY THINK I RECOGNIZE YOU, HAVE YOU TALKED TO US BUT I’M NOT ENTIRELY SURE, AND I DON’T REMEMBER. THAT MAKES A LOT OF SENSE BECAUSE WE ALL HAVE A LOT OF STUFF GOING ON. WE NEED TO MAKE SURE WITH REAL AND TRUE MEANINGFUL PREVENTION WORK THAT WE HAVE THESE CONVERSATIONS WITH YOUNG PEOPLE ON A DAILY BASIS. WHETHER IT IS SOMEONE LIKE ME COMING IN FROM KCSARC ONCE A WEEK WITH CONVERSATIONS BACKED UP BY EDUCATORS OR PARENTS, WE CAN REALLY GET INNOVATIVE WITH HOW IT LOOKS IN THE COMMUNITY AND WE CAN DO IT IN A FORMAL OR INFORMAL WAY. WE KNOW THAT — YOU KNOW, I’VE REALLY ACHIEVED PREVENTION STATUS AND NOW A CONSENT LADY AT A LOT OF SCHOOLS WHICH IS PRETTY COOL. WE KNOW THAT I CAN COME IN WITH THAT FORMAL LESSON PLANS, BUT IF WE ARE NOT DOING THE WORK ON THE COMMUNITY LEVEL IT WILL TAKE US A LOT LONGER TO GET TRACTION AND TO SEE CHANGE. WE MAY HAVE AWESOME LESSONS ON CONSENT AND BOUNDARIES THAT ARE FORMAL. YOU COME THE FOURTH PERIOD, WE LEARNED ABOUT CONSENT, AND WE ALSO WANT TO ENCOURAGE EDUCATORS TO ENGAGE STUDENTS IN MORE INFORMAL WAYS. USING CLASS MATERIAL STAFF CONVERSATIONS. ASK YOUR QUESTION WHERE I SEE YOU REALLY LIKE THE SPIDER-MAN COMMENTS SOMEWHAT RELATIONSHIPS DO YOU SEE HAPPENING. HOW DO CHARACTERS TREAT EACH OTHER IN THE COMICS. CAN YOU FIND AN EXAMPLE OF CONSENT WITHIN THAT BOOK YOU’RE READING, OR TV SHOW YOU ARE WATCHING. TELL ME ABOUT THAT YOUTUBE YOU LIKE AND WHAT’S GOING ON ON INSTAGRAM. WHAT YOU SEE ABOUT BOUNDARIES AND CONSENT RELATIONSHIPS ON SOCIAL MEDIA. REALLY ENGAGING STUDENTS ON A MUCH MORE DAILY BASIS IS A HUGE EDUCATORS TO SEE THEY CAN DO. A PIECE OF IT IS THESE CONVERSATIONS FEEL REALLY INTENSE TO FOLKS THAT MAY NOT DO THIS WORK EVERY SINGLE DAY. SIMPLY BY SHOWING INTEREST IN YOUR STUDENTS AND ASKING THEM ABOUT RELATIONSHIPS, BOUNDARIES, CONSENTS AND STEREOTYPES, THEY ARE DOING VERY IMPORTANT WORK. ALSO PART OF THAT IS IDENTIFYING WHAT IS GOING ON IN THE SCHOOL THAT ARE ALREADY LENDING ITSELF TO THE PRIMARY PREVENTION. MY PRIMARY PREVENTION I MEAN DO PREVENTION WORK WE ARE DOING BEFORE SEXUAL ASSAULT OR OTHER TYPE OF VIOLENCE OCCURS. WE REALLY WANT TO GET AHEAD OF THAT VIOLENCE AND START TALKING ABOUT STUDENTS BEFORE IT STARTS HAPPENING. IDENTIFYING WITHIN THE SCHOOL COMMUNITY WHAT THAT ALREADY LOOKS LIKE, A LOT OF SCHOOLS ARE ALREADY DOING A TON OF STUFF TO ENCOURAGE GOOD CITIZENSHIP WITHIN THEIR STUDENT BODY, WITHIN THEIR FAMILIES THAT ATTEND THE SCHOOLS, AND THINGS LIKE THAT. I HAVE AN ACRONYM ON HERE AND A LOT OF SCHOOLS, ESPECIALLY YOUNGER KIDS HAVE ACRONYMS THAT OUTLINE THEIR VALUES. IF WE TAKE A LOOK AT THIS PRIDE ONE, POSITIVE ATTITUDE, RESPECTING ALL, IMPROVING EVERY DAY, DEDICATED LEARNERS, ENCOURAGING OTHERS. HOW DOES SEXUAL VIOLENCE GET INCLUDED INTO THIS, OR WHAT DOES PREVENTION LOOK LIKE THROUGH THIS LENS. TO ME A HUGE PART OF RESPECT IS RESPECTING BOUNDARIES AND ASKING FOR CONSENT. IF WE AS A SCHOOL IDENTIFIED THAT RESPECTING ALL IS A USE VALUE OF OURS HOW CAN WE INCLUDE THE CORE TENET OF SEXUAL VIOLENCE PROTECTION OR WHEN WE TALK ABOUT THOSE BANK SYSTEMS. WE ALSO KNOW THAT THE WORK BY THE CDC TELLS US THAT SOME OF OUR PROTECTIVE FACTORS ARE HAVING EMPATHY FOR OTHERS, HAVING POSITIVE RELATIONSHIPS WITH HEALTHY ADULTS, AND HAVING ACADEMIC ACHIEVEMENT. I DON’T KNOW OF A SCHOOL THAT IS NOT ACTIVELY WORKING ON THOSE THINGS. HELPING THEM BY DOING THAT THEY ARE ALREADY STARTING VIOLENCE PREVENTION AND AGENCIES LIKE KCSARC ARE THERE TO HELP BOLSTER THOSE EFFORTS AND TO WRK WITH THEM TO FURTHER THOSE THINGS. AGAIN, ON THE RELATIONSHIP LEVEL, WE DO WANT TO BUILD EDUCATORS/STUDENT CONNECTION AND ENGAGING PARENTS AND CAREGIVERS. LETTING PARENTS AND CAREGIVERS KNOW THAT HAVING THESE CONVERSATIONS WITH THEIR YOUNG PEOPLE IS INCREDIBLY IMPORTANT. TALKING TO THEM ABOUT THE RELATIONSHIPS THEY SEE, ANSWERING QUESTIONS, AND REALLY SHOWING AN INTEREST IN WHAT IS GOING ON IN THE LIVES OF THEIR YOUNG PEOPLE. EXAMPLE ALWAYS GIVE THE PARENTS I’M WORKING WITH IS THAT I DON’T CARE ABOUT FORTNITE. I REALLY DON’T. >>NEITHER DO I, BY THE WAY. >>THAT MY STUDENTS CARE ABOUT FORTNITE. I WILL ASK THEM QUESTIONS AND TALK TO THEM ABOUT THAT. IF THEY GET THE IMPRESSION I’M JUST SHUTTING THEM DOWN AND I DON’T CARE ABOUT THIS VIDEO GAME THEY LIKE WHAT’S GOING ON FOR THEM, THEY PROBABLY WON’T TURN TO ME WHEN SOMETHING MORE INTENSE HAPPENS. I MAY HAVE TAKEN AWAY WITH THAT FEELING THAT THEY THINK I DON’T CARE AND I’M OFTEN MY OWN THING. REALLY TAKING THE TIME TO KNOW WHAT THE STUDENTS ARE INTERESTED IN AND WHAT’S GOING ON WITH THEM AS SILLY AS WE MAY THINK THAT IT IS. >>I MAY NEED TO GET YOUR TIPS ON THAT BECAUSE I HAVE THREE NEPHEWS AND A NIECE SUPER INTO IT AND I HAVE BEEN EXTREMELY DISMISSIVE, SO I HAVE ALREADY MESSED UP. >>THAT’S OKAY. WE ALL HAVE. I THINK THE OTHER PART OF THIS IS RECOGNIZING THAT TEACHERS AND PARENTS, FAMILY MEMBERS HAVE SO MUCH GOING ON. WHEN WE ARE JUST OFF OF OUR DAY OF WORK, OR MAYBE IN THE KITCHEN MAKING DINNER, WE ARE JUST TRYING TO GET THROUGH THE MEAL TIME IN BED SO WE CAN HAVE A SECOND TO RELAX. WE MAY BE CHOPPING SOMETHING IN GOING UH-HUH, SURE ARE OKAY. BUT THE NUMBER OF TIMES I STOP STUDENT CONVERSATIONS AND TELL ME CAN YOU EXPLAIN TO ME WHAT YOU MEAN BY THE WORD “TEA” BECAUSE THAT’S NOT WHAT COMES TO MIND TO ME. TO MY STUDENTS I’M ANCIENT BUT THEY WILL STILL ENGAGE WITH ME AND TALK WITH ME. I HAVE HAD PERSONAL HUMILITY IN TERMS OF ASKING WHAT’S GOING ON FOR THEM, AND UNDERSTANDING THE VERBIAGE IS VERY HELPFUL AND ENGAGING IN THE PRIMARY PREVENTION EFFORTS. IF I DON’T KNOW WHAT “TEA” IS, I WILL MISS THE ENTIRE SESSION ABOUT DRAMA AND GOSSIP. THAT IS A BIG PLACE WHERE I COULD’VE HAD A MEANINGFUL CONVERSATION ABOUT THE YOUTH ON WHAT’S GOING ON WITH THEM. WE ALSO WANT TO MAKE SURE THAT EVERYBODY INVOLVED IN THE SCHOOL ENVIRONMENT IS ON THE SAME PAGE. UNDERSTANDING WHAT IT MEANS TO HAVE A TRAUMA INFORMED CLASSROOM, AND UNDERSTANDING THAT THE SCHOOL VALUES AND REINFORCES HEALTHY MESSAGES AROUND CONSENT, BOUNDARIES, AND HEALTHY RELATIONSHIPS. WHAT WE DON’T WANT IS FOR 80% OF THE SCHOOL STAFF TO BILLBOARD AND HAVING VOLUNTEERS COME IN TO FACILITATE FIELD TRIPS OR THINGS LIKE THAT THAT MAYBE MODELING OR SAYING UNHEALTHY THINGS ABOUT CONSENT AND BOUNDARIES. WE WANT TO MAKE SURE WE HAVE EVERYONE ON BOARD AND WILLING TO LEARN TOGETHER AS A COMMUNITY. WE ALSO KNOW THAT PREVENTION IN THE CLASSROOM, AS I WAS SAYING, FORMALIZED LESSON PLANS ARE INCREDIBLY VALUABLE. IT IS GIVING STUDENTS IT REALLY TIME TO SIT WITH THE MATERIAL AND TO LEARN TO ASK QUESTIONS, AND TO HAVE THAT HAPPENING ON AN ONGOING BASIS. FOR EXAMPLE, THERE’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’M SURE ADMINISTRATORS ARE CALLING IT BULLYING. BUT FOR ONLY TALKING ABOUT BULLYING AND STUDENT SAY THAT DOES NOT HAPPEN HERE BUT DRAMA IS, THAT CONVERSATION WILL GO RIGHT OVER THERE HEAD. THE OTHER WHEN I ADDED THE LAST FEW YEARS IS THE IDEA OF JUST JOKING AND HOW “JUST JOKING” IS OFTEN USED TO ABATE ACCOUNTABILITY. WHERE WE SHOULD SEE AN APOLOGY OR I’M VERY SORRY ABOUT THAT OR I WON’T DO THAT AGAIN, WE ARE SEEING THE “JUST JOKING.”. WE WANT TO BREAK DOWN THE STEREOTYPES AND WE KNOW THAT HYPER MASCULINITY IS RESTRICTED HERE IN THE TRADITIONAL GENDER ROLE NORM IS ONE OF THOSE FACTORS THAT THE CDC IDENTIFIES THAT INCREASES THE RISK THAT SOMEONE WILL PERPETRATE. THERE IS A LARGE IDENTIFICATION OF RACIAL JUSTICE AND SEXUAL ASSAULT. WE WANT TO UNDO ALL STEREOTYPES. WE ALSO WANT TO BUILD EMPATHY AND BUILDING EMPATHY IS AGAIN ONE OF THE BIG PROTECTIVE FACTORS PUT OUT BY THE CDC. AT THE BOTTOM OF THE SLIDE I JUST INCLUDED ONE OF THE LESSONS THAT I DO WITH YOUNG PEOPLE FOR OUR CONSENT COMICS. I GIVE THEM A LOT OF INFORMATION ABOUT CONSENT AND THEN I LET THEM CREATE A SCENARIO WHERE THE CHARACTERS ASKING FOR, GIVING CONSENT ARE NOT GIVING CONSENT. THIS IS AT THE SIX GRADE LEVEL AND NONE OF THE COMMENTS I GET ARE EVER ABOUT DATING OR SEXUAL RELATIONSHIPS. THIS IS ABOUT TWO FRIENDS AT AN AFFAIR. ONE WAS TO GO ON THE ROLLER COASTER AND THE OTHER ONE SAYS — AND ENVISIONS BEING VERY SCARED. THE FRIEND SAYS THAT’S OKAY, WE CAN DO THE BUMPER CARS INSTEAD. THIS PORTRAYS A VERY IN-DEPTH UNDERSTANDING OF CONSENT. WHAT I SEE HERE IS THE STUDENT RECOGNIZING THAT LACK OF CONSENT DOES NOT ALWAYS COME OUT AS A NO. A LOT OF TIMES IS VERY DIFFICULT FOR PEOPLE TO SAY NO SO IT’S IMPORTANT TO STUDENTS PICK UP ON THE NUANCE OF WHAT IT LOOKS LIKE IF SOMEBODY’S NOT SAYING NO. IT MAY LOOK LIKE UH, SURE, OR I GUESS. I SAY NO MEANS NO AND IF EXPRESS THE NO THAT IT NEEDS TO BE RESPECTED. HOWEVER, MOST OF US HAVE BEEN IN A SITUATION MADE WITH FRIENDS OR THEY MAY WANT TO SEE A MOVIE WE DON’T WANT TO SEE BUT WE DON’T WANT TO HURT THEIR FEELINGS OR LET THEM DOWN, SO I SAY I GUESS I WOULD JUST GO. IT DID NOT SOUND LIKE I’M SO EXCITED AND LET’S GO TO THE MIDNIGHT SHOWING. I THINK I’M FREE ABOUT 1:00 ON SUNDAY. WE HELP OUR STUDENTS TO IDENTIFY THE DIFFERENCE BETWEEN THE TWO. >>THE LAST THING IS TO ALWAYS HELP EDUCATORS TO KNOW THAT KCSARC IS A RESOURCE. RECOGNIZING THAT JUST LIKE A LOT OF OUR STUDENTS, ARE SURVIVORS OF SEXUAL ASSAULT CAN GO TO OUR SCHOOL STAFF AND THEY CAN ACCESS KCSARC AT ANY TIME AND GET A CALL TO OUR RESOURCE LINE 24/7. THEY CAN RECEIVE RESOURCES THEMSELVES ARE LINKED THE STUDENTS THE RESOURCES OR IF THEY WANT CHAT PREVENTION WHERE ALWAYS THERE AS WELL. THAT IS AN OVERVIEW OF THIS RESOURCE AND WHAT OUR WORK LOOKS LIKE. I WOULD LOVE TO CHAT THROUGH ANY QUESTIONS OR THOUGHTS YOU MAY HAVE. >>I THINK YOU COVERED ALL OF THE POTENTIAL QUESTIONS WE COULD HAVE. WELL DONE. THIS IS TREMENDOUS WORK AND AN AMAZING RESOURCE, AND IT IS REALLY WONDERFUL TO SEE THAT IT COVERS ELEMENTARY PLUS MIDDLE SCHOOL, PLUS HIGH SCHOOLS. WE REALLY APPRECIATE THE PERSPECTIVE AROUND, SORT OF THE LONG-TERM NATURE OF THE WORK, AND FOLLOWING PEOPLE THROUGH THEIR DEVELOPMENT IS AN IMPORTANT PART OF THE THEORY OF CHANGE HERE, AND I CAN SEE IT COMES THROUGH IN THE PROGRAM. A HUGE THANKS FOR ALL OF THE WORK YOU ARE DOING IN PULLING TOGETHER THESE VERY IMPORTANT RESOURCES THAT ARE AVAILABLE TO FOLKS ONLINE, AND OTHERWISE. I THINK THIS GOES A LONG WAY TO REALLY ACCOMPLISHING THE CULTURE OF CONSENT AND PUSHING BACK ON THAT CONCEPT THAT IF YOU’RE SUBJECT TO SEXUAL ASSAULT, SILENCE IS THE WAY TO GO. WE KNOW THAT IS NOT THE WAY TO GO. IT CAN OFTENTIMES RESULT IN COMPOUNDING THE TRAUMA THAT PREEXISTS. WE REALLY APPRECIATE ALL THE WORK THAT YOU ALL ARE DOING IN THIS SPACE. I KNOW YOU WOULD DO IN VARIOUS LANGUAGES AND NOT ONLY IN ENGLISH, AND SOMETHING I HAVE ALWAYS ADMIRED, SORT OF THE CULTURAL LINGUISTIC COMPETENCY OF KCSARC. THAT IS SOMETHING THAT SHOULD BE RECOGNIZED. I KNOW THAT YOU’RE ONE OF THE FEW ORGANIZATIONS THAT REALLY CENTERS THAT TARGETED POPULATION APPROACH, AND WE REALLY APPRECIATE THAT AS WELL. >>DO YOU HAVE ANYTHING YOU WOULD LIKE TO ADD? >>NO. THANK YOU FOR THE WORK YOU’RE DOING. ONE OF OUR GREATEST CAPACITIES AS INDIVIDUALS IS OUR ABILITY TO EMPATHIZE ONE ANOTHER AND THANK YOU FOR LEADING THAT WERE, AND FOR DOING THE WORK YOU’RE DOING. QUITE FRANKLY, I THINK SO MUCH OF THE GENDER ROLES, YOU’RE RIGHT, THEY NEED TO CHANGE. I ALWAYS TRY TO TELL THE YOUNG MEN THAT I HAD MEANT TOWARD IS THAT ONE THING IT TOOK ME A WHILE TO REALIZE THAT REAL MEN CRY. THAT SHIFT IN THINKING BECAUSE I’VE BEEN VERY FORTUNATE. I HAVE AN OLDER SISTER THAT IS THE THERAPIST AND SHE IS PATRONIZINGLY HELPFUL. I THINK JUST HAVING THAT AND BEING ABLE TO ARTICULATE, ESPECIALLY FROM MAN TO MAN, INSANE LOOK, WITH REGARDS TO CONSENT, INSANE LOOK, NO MEANS NO, BUT ALSO HERE’S WHAT I THINK IT SHOULD BE. HELPING TO GUIDE THAT WERE EARLY ON IS SO CRITICAL. IT WILL CHANGE HIS HEART AND IT WILL REQUIRE US TO HAVE THAT LONG-STANDING CONVERSATION IN CONVERSATIONS THAT CONTINUE FOR THE FORESEEABLE FUTURE, UNFORTUNATELY. >>I COULD NOT AGREE MORE AND THANK YOU FOR ENGAGING IN THOSE CONVERSATIONS, AND THAT IS A HUGE PIECE OF THE WORK. >>THANK YOU FOR YOUR SUPPORT. I HAVE RESOURCE CARDS AND BUTTONS FOR YOU TO SHARE. >>ALSO. WE WILL TAKE THOSE FOR SURE. IF THERE’S NOTHING ELSE FROM YOU ALL I THINK WITH SAID WHAT WE WILL SAY. BUT THAT’S ALL THIS IS THE LAST ITEM ON OUR AGENDA AND AGAIN, A HUGE THANKS TO YOU ALL FOR BEING WITH US. WE LOOK FORWARD TO THE CONTINUING PARTNERSHIP AND FRIENDSHIP IN THIS WORK AND BEYOND. THANK YOU SO MUCH FOR BEING WITH US. >>>WE ARE ADJOURNED. THANK YOU.

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