Seattle City Council Gender Equity, Safe Communities, New Americans & Education Committee 9/19/19


>>GOOD AFTERNOON. TODAY IS THURSDAY, SEPTEMBER 19th. IT IS 2:01 PM. AND THIS IS A SPECIAL MEETING OF THE GENDER EQUITY COMMITTEE. I’M THE CHAIR OF THIS COMMITTEE. COUNCIL MEMBER HAS ANOTHER ENGAGEMENT CURRENTLYISM KNOW SHE WILL BE ARRIVING A LITTLE BIT LATER TO THIS MEETING.>>IF THERE IS NO OBJECTION, THE AGENDA WILL BE ADOPTED. HEARING NO OBJECTION, TODAY’S AGENDA IS ADOPTED. THERE WILL BE THREE ITEMS ON TODAY’S AGENDA OF THE THE FIRST IS AN ITEM RELATED TO THE SEATTLE FIRE DEPARTMENT. WE WILL HEAR A LIKELY VOTE ON THE COUNCIL BILL THAT WOULD AMEND THE SEATTLE FIRE CODE TO PROVIDE THE SEATTLE FIRE DEPARTMENT PERSONNEL WITH THE AUTHORITY TO WRITE CIVIL CITATIONS TO ENFORCE THE FIRE CODE. THE SECOND AND THIRD RELATE TO THE SEATTLE POLICE DEPARTMENT HIRING AND RECRUITMENT AND RETENTION ISSUES. THE 71ST AN UPDATE ON SPD’S HIRING AND RECRUITMENT EFFORT, WHICHING AN INTERIM STATUS REPORT ON THE HIRING BONUS PROGRAMS, WHICH THE COUNCIL APPROVED EARLIER THIS YEAR. THE SECOND BRIEFING WILL INCLUDE A DETAILED LOOK AT THE EXECUTIVES’ RECOMMENDATIONS TO IMPROVE HIRING RETENTION AND OFFICER MORALE. THESE RECOMMENDATIONS ARE RELATED TO A $1.7 MILLION INVESTMENT THAT THE MAYOR RECENTLY ANNOUNCED AND WILL INCLUDE IN HER PROPOSED BUDGET THAT WILL BE UNVEILED FULLY ON MONDAY, SEPTEMBER 23rd. SO WE BEGIN ALL OF OUR MEETINGS WITH A PERIOD OF PUBLIC COMMENT SO MUCH WE’LL GO AHEAD AND MOVE INTO THE PUBLIC COMMENT PERIOD. EACH SPEAKER WHO IS SIGNED UP FOR PUBLIC COMMENT WILL BE ALLOTTED UP TO TWO MINUTES TO PROVIDE THE CITY COUNCIL COMMITTEE WITH THEIR TESTIMONY ON EYE SUBJECT ON THE AGENDA. A SUBJECT ON THE AGENDA. CLOCKS ARE IN THE FRONT. MICROPHONES ARE IN THE FRONT END. AND WE WILL BEGIN. WE HAVE ONE INDIVIDUAL SIGNED UP FOR PUBLIC COMMENT TODAY, DAVID HAYNES.>>GOOD AFTERNOON.>>GOOD AFTERNOON.>>THIS HAS TO DO WITH THE SUSPECTED HIRING. WE DON’T NEED ANYMORE ILL-TRAINED COPS OR CAN’T OR WON’T STOP EVIL DRUG PUSHERS, ROOT. THAT THE MAYOR IS RESPONSIBLE FOR AFTER THE MAYOR AS ATTORNEY GENERAL SABOTAGED PROPER POLICE REFORM. A SENTENCE THAT EXEMPTED DRUG PUSHERS FROM JAIL. WE DON’T NEED ANYMORE PARKING ENFORCEMENT OR REVENUE-GENERATING COPS WHO ALLOW CRIMINALS TO SELL DRUGS WHILE THEY’RE ISSUING A PARKING TICKET. AND WE DENT NEED ANYMORE RACIST, DISHONEST COPS LIKE WE HAVE IN LEADERSHIP NOW. WE DON’T NEED ANYMORE COPS HIRED BASED ON SKIN COLOR, AND WE DON’T NEED ANYMORE COPS GETTING OVERTIME AND THINKING BECAUSE YOU’RE A CRIMINAL.>>THANK YOU. WE DON’T HAVE ANYONE ELSE SIGNED UP FOR PUBLIC COMMENT. IS THERE ANYONE IN THE AUDIENCE WHO SHOWED UP LATE OR FORGOT TO SIGN UP FOR PUBLIC COMMENT? THAT WOULD LIKE TO GIVE US COMMENT BEFORE I CLOSE THIS PERIOD OUT? SEEING NO ONE, WE WILL GO AHEAD AND CLOSE OUT THE PUBLIC COMMENT PERIOD. THE FIRST MATTER IS RELATED TO THE SEATTLE FIRE DEPARTMENT.>>AGENDA ITEM 1, COUNCIL BILL 119650 RELATING TO VIOLATIONS OF AND COMPLIANCE WITH THE SEATTLE FIRE CODE FOR BRIEFING, DISCUSSION, AND POSSIBLE VOTE.>>THANK YOU, CODY. ALL RIGHT. I UPON WE HAVE A POWERPOINT PRESENTATION AND FOLKS REPRESENTING THE SEATTLE FIRE DEPARTMENT. WE’LL GO AHEAD AND START WITH A ROUND OF INTRODUCTIONS, AND I WILL HAND IT OVER TO YOU FOLKS TO BEGIN THE PRESENTATION.>>GREG DOSS, CENTRAL STAFF.>>SEATTLE FIRE CHIEF.>>FIRE MARSHAL.>>KAREN GROVE, SEATTLE FIRE PREVENTION MANAGER.>>THANK YOU. AND THANKS, IF WITH US. GREG, DID YOU HAVE ANY INTRODUCTORY REMARKS?>>NO, I’LL JUST LET THE CHIEF KICK IT OFF.>>GREAT, PLEASE.>>THANK YOU FOR TAKING THE TIME THIS AFTERNOON TO LISTEN AND HOPEFULLY UNDERSTAND INFORMATION WE’RE TRYING TO PRESENT AS WE ASK FOR MODIFICATION TO THE FIRE CODE. SOME BACKGROUND, THE SEATTLE FIRE DEPARTMENT INSPECTS ALL BUSINESSES, BUILDINGS, MULTIFAMILY PROPERTIES THROUGHOUT THE CITY, AND I THINK WE DO AN EXCELLENT JOB WITH THAT. APPROXIMATELY 25,000 INSPECTION TYPES THAT WE DO EACH YEAR. OUR FIRE PREVENTION BUILDING INSPECTION, WE THINK IT’S THE KEY TO OUR SUCCESS. IT’S ONE OF THOSE THINGS THAT WE CAN DO TO PREVENT THOSE THINGS FROM HAPPENING. HOPEFULLY IT GIVES US THE TOOLS TO DO THAT A LITTLE BIT BETTER. FOR THE MOST PART, THE COMMUNITY RESPONDS VERY WELL. WE HAVE A VERY HIGH COMPLIANCE RATE, 98%, AND THAT WOULD LEAD ONE TO THINK THAT IT’S ALREADY A SUCCESSFUL PROGRAM. BUT OUR CHALLENGE IS A LITTLE BIT DIFFERENT. WHEN WE DO HAVE A PROBLEM, IT’S A VERY LONG AND DRAWN-OUT PROCESS TO REALLY TRY TO BRING A BUILDING INTO COMPLIANCE. AND THAT’S THE INTERIM SET THAT WE’RE TRYING TO CREATE WITH THIS MODIFICATION TO THE FIRE CODE. WHAT THE ORDINANCE DOES, IT CREATES CITATION AUTHORITY FOR THE FIRE CODE FOR A SMALL NUMBER OF FIRE PREVENTION OFFICERS FOR EIGHT SPECIFIC THINGS THAT WE’RE ASKING FOR THE AUTHORITY TO LEVY A CITATION FOR. THE PENALTY AMOUNT, WE THINK IT’S A REASONABLE, LOW AMOUNT. BUT IT’S AN AMOUNT THAT WILL GET ONE’S ATTENTION. AND HELP US BRING MORE BUILDINGS INTO COMPLIANCE. WITH A BUILDING EXAMINER, IF THEY THINK IT’S UNFAIR, OR IF WE MISS A STEP ALONG ALONG THE WAY, THERE’S A PROCESS IN PLACE FOR THAT ALSO. EACH YEAR, WE RESPOND TO MANY NUISANCE ALARMS, 5,000 ANNUALLY. THAT’S A PRETTY SIGNIFICANT NUMBER. 12 TO 15 A DAY. THROUGHOUT THE CITY. WE’RE GOING ON A NUISANCE ALARM. THERE’S NO FIRE. THERE’S NO THREAT. FOR THE MOST PART, THERE’S A SYSTEM THAT’S BEEN ACTIVATED BECAUSE OF LACK OF COMPLIANCE WITH MAINTAINING OR TESTING THE SYSTEM. AND THAT’S A BIG DEAL BECAUSE EVERY TIME, TO THESE TYPE OF RESPONSES, WE MAY NOT JUST USE ONE RESOURCE. GENERALLY IT’S MULTIPLE RESOURCES, LIGHTS AND SIRENS IN THE STREETS OF SEATTLE TO GET ON-SCENE, FIGURE OUT THAT THAT’S A FALSE ALARM THAT. CREATES PROBLEMS ON MULTIPLE LEVELS WITH OUR VEHICLES MOVING RAPIDLY THROUGH THE STREETS, CAUSING PEOPLE TO STOP OR IT COULD CAUSE AN ACCIDENT. ALL FOR WHAT IS A HIGH LIKELIHOOD OF A FALSE ALARM. 1 IN 3 OF OUR FIRE RESPONSES END UP IN THIS MANNER. AND THAT’S WHY THIS IS VERY IMPORTANT. AND FOR THE SAFETY OF THE PUBLIC AND OCCUPANTS IN THE BUILDING. THAT BECOMES A VERY BIG DEAL. BECAUSE IT’S LIKE MOST THINGS. YOU BECOME CONDITIONED TO IT. SO YOU START TO THINK THAT THERE’S NOT VALUE TO GOING OUTSIDE THE BUILDING WHEN THESE THINGS HAPPEN.>>CHIEF, I’M NOTICING TO THIS SLIDE, THE SORT OF TREND, FULL, IN TERMS OF THE BARS ON THIS GRAPH. IT APPEARS TO ME THAT IT’S PRETTY CONSISTENT IN TERMS OF THE VOLUME OF NUISANCE ALARMS THAT THE FIRE DEPARTMENT RECEIVES, AT LEAST FOR A PERIOD OF 12 YEARS.>>IT IS. IT’S PRETTY CONSISTENT. BUT I SHOULD THINK, YOU THE COUNCIL AND THE MAYOR, BECAUSE I DO BELIEVE THAT THOSE BARS ON 16, 17, 18 WOULD BE A LITTLE BIT HIGHER IF WE HADN’T TAKEN INTENTIONAL STEPS. SO A COUPLE OF YEARS AGO, COUNCIL GAVE US AUTHORITY TO HIRE A HIGH-RISE BUILDING INSPECTOR.>>RIGHT.>>SO INTENTIONALLY WE ARE TRYING TO ADJUST THE HIGH-RISES. WE ALSO BROUGHT ON OUR BRICER COMPLIANCE INSPECTION SYSTEM. SO IT’S AN OUTSIDE VENDOR THAT HELPS US KEEP TRACK OF ALL THESE SYSTEMS. SO WE HAVE TAKEN INTENTIONAL STEPS, AND THAT’S HELPED WITH THIS. I THINK THAT’S ACTUALLY STOPPED THE GROWTH AS OUR CALL LOAD HAS CONTINUED TO GROW. THOSE STEPS HAVE BEEN VERY INTENTIONAL. AND I DO BELIEVE THAT’S KEPT THE BAR LEVEL. BUT IF YOU LIVE IN ONE OF THESE PROPERTIES, WHERE THE ALARMS GO OFF OVER AND OVER. YOU START TO BECOME A LITTLE BIT LACKADAISICAL WHEN THE ALARM DOES GO OFF. SO WE HAD A FIRE IN AUGUST OR JULY? WHICH ONE WAS IT?>>AUGUST.>>IT WAS AN AUGUST HIGH-RISE FIRE ON THE 16th FLOOR. AND WE’RE GONNA SHOW YOU A LITTLE VIDEO. BUT I WANT TO CHANGE THE SCENARIO FOR YOU A LITTLE BIT. THIS FIRE WAS ON THE 16th FLOOR IN THE LATE AFTERNOON. OF A 16-STORY BUILDING. IF THIS FIRE HAD BEEN AT 2:00 IN THE MORNING ON THE SEVENTH FLOOR OF A 16-FLOOR BUILDING, THINK ABOUT THE WORDS THAT YOU’RE GONNA HEAR FROM THIS OCCUPANT AT 2:00 IN THE MORNING IF IT WAS ON THE SEVENTH FLOOR. BECAUSE HE DID AN INTERVIEW. AND I THINK YOU’LL SEE IT TO GET THE CONTEXT OF WHAT I THINK WE’RE DEALING WITH.>>Reporter: THE RESIDENTS HERE SAYS IT GOES OFF A FEW TIMES A WEEK.>>I WAS THINKING ABOUT NOT LEAVING.>>Reporter: SOMETHING MADE SCOTT HEAD OUTSIDE. THEN HE SAW THE FLAMES ON THE 16th FLOOR.>>SOME PEOPLE ON TWO APARTMENTS OVER ON THE SAME FLOOR, THEY WERE JUST LOOKING OUT THEIR WINDOW. WE WERE SCREAMING TO THEM, YOU NEED TO LEAVE. IT’S ACTUALLY ON FIRE. IT’S ON FIRE.>>Reporter: FIREFIGHTERS GOT THERE IN JUST A FEW MINUTES.>>I COULD SEE THE GLASS IN THE GROUND.>>YEAH, THERE MAY BE SOMETHING ELSE GOING ON. MAY BE A GOOD IDEA FOR ME TO GO AHEAD AND GET OUT OF HERE.>>Reporter: GETTING OUT OF HE’S HIGH-RISES DURING A FIRE, ISN’T EASY. ELEVATOR ACCESS STOPS, AND RESIDENTS MUST USE STAIRS. FORTUNATELY NOBODY WAS INSIDE THE APARTMENT THAT WAS ON FIRE, AND THERE WERE NO INJURIES. BUT IN A CITY THAT SEEMS TO GROW BIGGER AND TALLER ALL THE TIME –>>IF THAT WAS ON THE SEVENTH FLOOR AT 2:00 AM, AND HE RODE OVER AND SAID THAT’S JUST ANOTHER FIRE ALARM, THAT WOULD HAVE BEEN A VERY DIFFERENT SCENARIO. THAT’S WHY THIS BECOMES VERY IMPORTANT. AND ON THAT FIRE THERE, WE HAD PEOPLE WHO HAVE DIFFICULTIES MOVING AROUND, SO WE SHELTERED THEM IN PLACE INSTEAD OF BRINGING THEM DOWN FROM THE 16th AND 15th FLOOR. BUT IF IT WOULD HAVE HAPPENED MIDLEVEL IN THAT BUILDING, AND SMOKE WOULD HAVE BEEN GOING UP THROUGH THE PASSAGEWAYS, IT WOULD HAVE BEEN A VERY DIFFERENT PROBLEM. SO WHAT WE’RE GONNA FOCUS IS ON OUR NIGHT CLUBS. WE WORK WITH THE ENFORCEMENT PEOPLES. KING COUNTY HEALTH. SO WE HAVE A TEAM OF PEOPLE THAT GOES OUT TO THE BUSIEST NIGHT SPOTS ON THE BUSIEST NIGHTS TO TRY TO ENSURE FIRE SAFETY, PUBLIC HEALTH SAFETY, POLICE SAFETY. ALL FOR THE MEMBERS OF THAT TEAM THAT ARE WITH US. THEY ACTUALLY HAVE THE ABILITY TO ISSUE A CITATION IF THEY FIND A VIOLATION. WE’LL ISSUE A NOTICE OF VIOLATION, WHICH THERE’S NO FINANCIAL IMPACT SO WE MAY COME BACK NEXT WEEK. THEN WE COME BACK A COUPLE MONTHS LATER, THEY’RE BACK IN COMPLIANCE AGAIN. SO THIS CYCLE FOR US HAPPENS OVER AND OVER AND OVER AGAIN. WITH THE PROPERTY MANAGER OR THE CLUB MANAGER OR THE BUILDING MANAGER NOT REALLY TAKING THINGS SERIOUSLY TO BRING THIS INTO COMPLIANCE AND KEEP IT INTO COMPLIANCE. THAT’S WHY THIS IS VERY IMPORTANT. TO GIVE YOU A PERSPECTIVE, 27,000 SYSTEMS IN SEATTLE, ALARM SYSTEMS, SPRINKLER SYSTEMS, ALL DIFFERENT TYPES OF SYSTEMS. AND ABOUT 55,000 CALLS AND LETTERS HAVE GONE OUT TO TRY TO BRING THESE SYSTEMS INTO COMPLIANCE. THIS IS THE RESULT OF THE BRYCER COMPLIANCE PARTNER THAT WE HAVE TO HELP US THROUH THAT. A FEW YEARS AGO, WE DIDN’T HAVE THIS TYPE OF INFORMATION. WE DIDN’T THE ABILITY TO DO THIS REACH-OUT AND BRING THESE SYSTEMS INTO COMPLIANCE. AND FOR THE MOST PART, WE REALLY DO A GOOD JOB. AND THERE’S A SMALL NUMBER THAT WE HAVE A CHALLENGE IN BRINGING INTO COMPLIANCE. AND THAT’S WHO WE NEED TO ADDRESS IN THIS. THIS SLIDE SHOWS TWO PATHS THAT ARE DARK BLUE. OUR CURRENT TWO PROCESSES THAT WE HAVE. SO IF YOU HAVE TWO OR MORE INSPECTION, WE GENERALLY WILL BRING YOU INTO VOLUNTARY COMPLIANCE. OR IF YOU HAVE THAT THIRD INSPECTION AFTER THAT, THERE’S A $1,000 A DAY FINE. BUT WE HAVE TO GET THE LAW DEPARTMENT INVOLVED. AND GENERALLY THAT’S A PRETTY LONG, DRAWN-OUT PROCESS TO ACTUALLY WORK THAT PROCESS THROUGH. AND IF IT’S A $1,000 A DAY, AND IT TAKES 30 DAYS, THAT’S A PRETTY BIG BILL FOR SOMEONE. AND IT MAY NOT BE WORTH THE EFFORT THERE. BUT THE PIECE WE’RE TRYING TO PUT IN HERE IS TWO OR INSPECTIONS. THERE WOULD BE A $373 CITATION. ISSUED IMMEDIATELY. AND THAT WOULD ACTUALLY BE FOR QUARTER. SO IF YOU HAVE TWO OR MORE VIOLATIONS OF A NUISANCE ALARM, FOR EXAMPLE, IN QUARTER ONE, AND YOU HAVE THAT THIRD ONE IN QUARTER ONE, THEN THAT’S WHERE THIS WOULD ACTUALLY COME INTO PLAY. AND THAT’S VERY IMPORTANT. BECAUSE WE HAVE MANY BUILDINGS AROUND THE CITY THAT WE’RE RESPONDING TO ON NEWS AN ALARMS FIVE, TEN, 15, 20 TIMES A YEAR. THOSE RESOURCES COULD BE USED BETTER IN OTHER PLACES. AND THEY COULD NOT BE DELAYING A RESPONSE TO A CARDIAC EVENT, A VEHICLE COLLISION, OR A REAL LIFE THAT’S ACTUALLY HAPPENING. SO THE DIFFERENT CITATION TYPES WE’RE TALKING ABOUT IS NUISANCE ALARMS. THAT’S ONE WE ALREADY TALKED ABOUT. OVERCROWDING OF COURSE THAT’S A BIG DEAL. AND WHEN WE GO INSIDE THESE PLACES. AND THEY HAVE AN OCCUPANCY LOAD, CLEARLY POSTED, AND THEY’RE SUPPOSED TO KEEP THE COUNT AND YOU CAN VISUALLY ASK THE COUNT OR SEE THE COUNT WHEN THEY’RE OVERCROWDED, WE NEED TO HAVE THE ABILITY TO DEAL WITH THAT IMMEDIATELY. HAVING CLEARLY MARKED EXITS. SO IF SOMETHING DID HAPPEN, THEY’RE NOT BLOCKED, THEY’RE LIT UP LIKE THEY’RE SUPPOSED TO BE. THOSE ARE THINGS THAT IF YOU’RE A BUSINESS AND YOU’RE RUNNING AN ESTABLISHMENT, IT SHOULD BE AN AUTOMATIC. IF I LIVE, VISIT, OR WORK IN THE AREA AND I GO TO ONE OF THESE PLACES, IT SHOULDN’T BE SOMETHING THAT I HAVE TO THINK ABOUT. I SHOULD EXPECT IT TO BE IN COMPLIANCE. THAT’S VERY IMPORTANT FOR US. REMOVAL OF OR TAMPERING WITH THE EQUIPMENT FROM TIME TO TIME, THAT HAPPENS. IF A PLACE HAS A PROBLEM WITH PEOPLE SNEAKING IN THEIR ESTABLISHMENT FROM TIME TO TIME. WE FIND THE DOORS ARE CHAINED. AND IF THE DOORS ARE CHAINED AND THERE’S A SIGNIFICANT EVENT THAT HAPPENS, THAT EXIT BECOMES NO LONGER USABLE IF THE DOORS ARE CHAINED. VERY UNSAFE CONDITIONS. AND MANY FIRES OVER THE COURSE OF HISTORY, WHERE THERE’S ONE LARGE LIVES LOST IN THESE TYPE OF FIRES. AND FAILURE TO COMPLY WITH THE STOP-WORK ORDER. IF WE GO THERE, WE IDENTIFY THE ISSUE, AND WE NEED YOU TO STOP WHAT YOU’RE DOING TO FIX WHATEVER IT IS, IT DOESN’T MEAN KEEP GOING AND FIX IT LATER. IT MEANS RIGHT NOW WE NEED TO YOU DEAL WITH THIS RIGHT NOW. AND THAT BECOMES VERY IMPORTANT. AND THEN BUILDING OWNERS, FAILURE TO TEST OR REPAIR SYSTEMS. MANY OF OUR SYSTEMS THAT WE HAVE THESE NUISANCE ALARMS AT HAPPEN BECAUSE OF LACK OF TESTING AND LACK OF MAINTENANCE. AND THAT’S THE RESPONSIBILITY OF THE PROPERTY OWNER, THE BUILDING MANAGER. IF THIS IS YOUR BUSINESS AND THIS IS YOUR BUSINESS MODEL, THIS IS ONE OF THE THINGS THAT YOU HAVE TO DO. IMPORTANT. AND ALSO THE ABILITY TO LEV’S CITATION AGAINST A TESTING COMPANY. BECAUSE SOMETIMES THEY MAY NOT DELIVER THE PROPER REPORTS ON TIME IF THEY HAVEN’T BEEN PAID BY THE PROPERTY OWNER SO MUCH THEN WE’RE CAUGHT IN THE MIDDLE OF THIS. AND WHEN WE’RE TRYING TO ENSURE FIRE AND LIFE SAFETY IN THESE PLACES. SO THIS PICTURE GIVES YOU PERSPECTIVE ON WHAT WE THINK THIS IS. THIS IS ABOUT 400 DIFFERENT INSPECTIONS. AND THIS IS ABOUT A 2%, IF YOU LOOK AT THE ORANGE DOTS THERE, 2% OUT OF COMPLIANCE. SO NOT A LARGE NUMBER. BUT GENERALLY IF YOU HAVE A FIRE AND LIFE SAFETY SYSTEM, GENERALLY IT’S GONNA BE AN ASSEMBLY, A LARGER BUILDING WHERE YOU HAVE A LOT OF PEOPLE. THAT’S WHY THIS BECOMES VERY IMPORTANT FOR US. THE NEXT SLIDE GIVES YOU PERSPECTIVE ON WHAT OTHER OUR JET PARTNERS HAVE AS THEIR ABILITY TO ISSUE THESE TYPE OF CITATIONS. AND SEATTLE MUNICIPAL CODE SECTIONS. SO THESE ARE ALL INDIVIDUALS IN ALL DIFFERENT DEPARTMENTS IN THE CITY THAT HAVE THIS ABILITY TO DEAL WITH THINGS METED. THINGS IMMEDIATELY TO TRY TO BRING THING BACK INTO COMPLIANCE FOR THE SAFETY OF THE PUBLIC. OUR NEIGHBORS AROUND THE COUNTRY, WHO TO THE SAME TYPE OF CITATIONS. TACOMA IN THERE, WHICH IS LOCAL. BOTHELL, BELLEVUE. SO THERE’S A LOT OF LOCAL AGENCIES. ALONG WITH OTHERS AROUND THE CONCERN THERE ARE MANY MORE THAN THIS.>>LIKELY WOULD NEED TO, AND THEY HAVE BEEN TRAINED TO DELIVER THE MESSAGE ON OUR BEHALF. SO THE EDUCATION WILL NOT STOP. WHAT THE NEXT SLIDE SHOWS ARE ALL THE PLACES WE’VE BEEN. WE’VE BEEN TO THE BUILDING OWNERS AND MANAGERS ASSOCIATION. HOMELESS SERVICES, MAINTENANCE COMPANY, LONG-TERM CARE FACILITIES. WE’VE TALKED TO NIGHTCLUBS AND NIGHTLIFE ESTABLISHMENTS, RESTAURANTS, WASHINGTON HOSPITALITY GROUP, SEATTLE CHAMBER. SO WE HAVEN’T DONE THIS IN A VACUUM. WE’VE BEEN OUT, WE’VE BEEN TALKING TO PEOPLE. WEVE BEEN LETTING THEM KNOW THIS IS COMING. AND MANY UNDERSTAND THAT IT’S LIKE ANYTHING, IT’S NOT REALLY A BIG DEAL UNTIL IT HAPPENS TO YOU. EVEN IF IT HAPPENS TO YOU, IF IT’S A NUISANCE ALARM, GENERALLY THAT’S THE THIRD TIME IN A QUARTER. SO IT’S NOT THE FIRST TIME. AND IF IT DOES HAPPEN, THERE’S A PROCESS TO APPEAL THAT ALONG THE WAY, IF THERE WAS A CIRCUMSTANCE THAT MAYBE WE DIDN’T SEE OR HEAR. AND IT’S IMPORTANT TO NOTE KNOW, THE ENTIRE FIRE DEPARTMENT WILL NOT HAVE THE ABILITY TO DO THIS. ONLY OUR FIRE PREVENTION BUREAU, AND ONLY APPROXIMATELY EIGHT, A HANDFUL, OF INSPECTORS WOULD HAVE THE ABILITY TO DO THIS. SO THIS IS NOT A BLANKET D.-WIDE AUTHORITY. THIS IS VERY A SMALL GROUP OF PEOPLE TO ADDRESS ISSUES. RCI AND LANGUAGE OUTREACH, SO THESE ARE SOME OF THE THINGS THAT WE’RE DOING. OUR CITATION LEGAL FORM WE’RE GETTING TRANSLATED INTO MULTIPLE LANGUAGES. IT’LL BE DONE BEFORE WE START THIS PROSPECT. WE’RE MAKING ALL OF OUR FORMS AND DOCUMENTS CLEAN AND PLAIN-TALK, SO THERE’S NO MISINTRNGZ. CLIENT ASSISTANCE MEMO, BUILDING INSPECTION PROGRAM, MOST FREQUENT VIOLATOR. WE’RE MAKING OURSELVES AVAILABLE AND REACHING OUT TO THEM. AND WE’RE SAYING HEY, WE KNOW YOU HAVE EYE NUMBER OF PROBLEMS. WHAT CAN WE DO TO TRY TO ROMP THOSE PROBLEMS TO REDUCE THE NUMBER OF ALARMS? OUR IMPLEMENTATION PLAN THIS IS. OCTOBER, 2019, OUR GOAL IS TO START BROADCASTING THIS, COMMUNICATING, THIS CREATE OUR LANGUAGE BASE OUTREACH AND COMMUNITY. SUPPORT FOR OUR PARTNERSHIPS WITH OUR COMMUNITY, FIRE SAFETY ADVOCATES AND CONTINUE TO GET THE MESSAGE OUT. WE GATHER A LOT OF DATA ALREADY. WE’LL CONTINUE TO DO THAT. WE KNOW THE PLACES WHERE WE’RE GOING OVER AND OVER AGAIN. WE KNOW THE PLACES WHERE THE JET TEAM IS GOING ON THE WEEKENDS AND HAS THE CONSISTENT VIOLATIONS. SO WE’LL CONTINUE TO HAVE THE CONVERSATIONS WITH THEM, PROVIDE BUILDING-SPECIFIC DATA SO RESPONSIBILITY PARTIES CAN TAKE ACTION. WE’LL GO THERE WITH THE FILE AND THE HISTORY OF VIOLATIONS FOR THE PROPERTY MANAGER, BUILDING OWNER. AND SAY HOW CAN WE WORK THROUGH THIS TOGETHER? AND IF THEY’RE WILLING TO WORK THROUGH THIS TOGETHER, THEN WE CAN SOLVE A LOT OF THESE PROBLEMS. AND OUR GOAL IS TO ACTUALLY START ISSUING CITATIONS IN JANUARY OF 2020.>>I WAS GONNA ASK ON THE SLIDE THAT WAS SHOWING THE PROPOSED PENALTY AMOUNTS FOR THE PREVENTIBLE ALARM, THAT ONE. THIS IS BASED ON THAT $373, SIX TO EIGHT VIOLATIONS OR THE NINE OR MORE VILLAGES WHICH IS OBVIOUSLY MUCH HIGHER. I’M ASSUMING THAT THIS GRAPH SHOWS THAT TWO TO FIVE VIOLATIONS SPECTRUM IN TERMS OF CITATION AMOUNTS RELATING TO THE JURISDICTION?>>THAT’S RIGHT.>>YES.>>GREAT. AND I KNOW WE’RE TRYING TO CREATE A TOOL FOR THE FIRE DEPARTMENT TO INCIDENT VISE COMPLIANCE. THE $373, IS IT ENOUGH OF AN INCENTIVE BASED ON YOUR EVALUATION AND HOW THE POTENTIAL PENALTY COMPARES TO OTHER JURISDICTIONS?>>WE THINK IT’S ENOUGH RIGHT NOW. IF IT DOESN’T BRING COMPLIANCE, THEN WE’LL CLEARLY BE COMING BACK AND ASKING TO INCREASE THAT. BUT IF SOMEONE úGETS OUT OF COMPLIANCE FOR FOUR QUARTERS IN A ROW, THAT STARTS TO ADD UP OVER THE COURSE OF THE YEAR.>>SURE.>>SO WE LOOK BACK AT OUR NUISANCE ALARMS, FOR EXAMPLE. AND THERE’S A LOT OF CONSISTENT VIOLATORS RIGHT NOW WITH NO INCENTIVE TO COME INTO COMPLIANCE. SO THIS IS MORE THAN WHAT WE HAVE. WE THINK THIS IS AN ATTENTION-GETTER. IT GIVES THEM AN AVENUE TO MITIGATE IT OR GET IT DISMISSED. SO WE’RE TRYING TO HEAR ALL THE CONCERNS AND HAVE PASSION WHERE WE NEED TO, BUT THINK ABOUT, GENERALLY, THE PERSON WE’RE TALKING TO IS NOT THE CUSTOMER THAT’S COMING IN. WHO EXPECTS TO HAVE A SAFE PLACE. AND THAT’S IMPORTANT. BECAUSE WE MAY BE TALKING TO THE PROPERTY OWNER OR THE BUILDING MANAGER OR SOMETHING LIKE THAT. THEY MAY NOT BE THE PERSON THAT’S THERE ON A WEEKEND NIGHT WHEN THE CLUB IS CONSISTENTLY OVERCROWDED. AND WHEN SOMETHING BAD HAPPENS, THEY MAY NOT EVEN BE IN THE BUILDING. AND WE CAN LOOK AT SOME OF THE MOST RECENT TRAGEDY, FOR EXAMPLE, THE GHOSTSHIP IN OAKLAND, AND WE CAN LOOK AT WHAT HAPPENED THERE. AND THE NUMEROUS VIOLATIONS. WE HAVE A TEAM OUT THERE RIGHT NOTICE IN SEATTLE WORKING TO MAKE SURE THAT DOESN’T HAPPEN HERE. IT GIVES OUR PERSON ON THAT TEAM A TOOL TO HELP.>>THAT WAS THE ONLY ADDITIONAL QUESTION THAT I HAD. GREG, IS THERE ANYTHING ELSE THAT YOU’D LIKE TO ADD? I KNOW YOU DIRECTED A MEMORANDUM ON THIS. FOR THE COMMITTEE TO CONSIDER. IF THERE’S ANYTHING THAT YOU THINK THE CHIEF MISSED OR THAT COULD JUST BE HELPFUL TO HEAR, I’D LOVE TO HEAR IT.>>I DON’T THINK THERE’S ANYTHING THAT THE CHIEF MISSED. I THINK THE ONE THING THAT I WOULD POINT OUT, WHICH IS A CREDIT TO THE 49, IS THAT THEY’RE TAKING A VERY MEASURED APPROACH ON THIS. THEY DO HAVE CITATION AUTHORITY FOR $1,000 A DAY, AND EVEN MISDEMEANOR CRIMINAL CITATION ABILITY. COMING UP WITH A $373 CITATION IS A WAY THAT THEY CAN REACH A GOAL OF BRINGING FOLKS INTO COMPLAINS. IT GIVES THEM A MORE MINIMAL TOOL TO WORK WITH. IF YOU LOOK AT THE PHYSICAL ESTIMATES, THE $NINETY,000, I TALKED WITH THE DEPARTMENT, AND THAT DERE FLEKTS THAT THEY’RE GOING, AND THAT REFLECTS THAT THEY’RE GOING TO FOCUS ON THE MOST EGREGIOUS PROBLEMS LIKE THE BACKDOORS THAT ARE BLOCKED. THEY COULD BRING IN MUCH MORE REVENUE AND DO MORE ENFORCEMENT. BUT AS THE CHIEF SAYS, THEY’RE GOING TO FOCUS ON THOSE AREAS WHERE THERE’S A MAXIMUM DIFFERENCE. SO JUST TO SAY THAT THIS IS A THOUGHTFUL PROCESS WHERE THEY HAVE PICKED A PENALTY AMOUNT AND AN ENFORCEMENT LEVEL THAT SEEMS TO BE GOOD, I THINK THAT IT MIGHT NOT BE BAD TO LOOK BACK IN IN SIX MONTHS AND SEE HOW THINGS ARE LOOING. WHAT KIND OF PENALTIES HAVE BEEN WRITTEN FOR SPECIFIC VIOLATIONS. AND I THINK THE CHIEF HAS ALREADY SAID THEY’RE WILLING TO DO THAT. SO I’M HAPPY TO LOOK AT IT.>>GREAT. THANK YOU, GREG FOR THAT ADDITIONAL CONTEXT. I AGREE. I HAD AN OPPORTUNITY TO LOOK AT ALL THE MATERIAL MATERIALS. IT’S CERTAINLY LESS PUNITIVE THAN THE CURRENT STRUCTURE. WHICH FOCUSES ON VIOLATIONS AND A $1,000 PENALTY AS THE ONLY TOOL. WHO REALLY JUST NEED A LITTLE ADDITIONAL HELP. I ALSO APPRECIATE THE FACT THAT THERE IS GOING TO BE A PERIOD OF TIME OF EDUCATION TO MAKE SURE THAT FOLKS UNDERSTAND THE NEW REGULATORY FRAMEWORK AND CONSEQUENCES OF NOT COMPLYING. I NOTICED THAT ON THE OUTREACH SHEET, ONE OF THE ORGANIZATIONS OR INDUSTRIES THAT WASN’T INCLUDED IN THERE WAS CHILDCARE FACILITY, FOR EXAMPLE. OR ORGANIZATIONS THAT WORK WITH THAT VULNERABLE POPULATION. I’M NOT SURE IF THAT’S JUST BECAUSE THEY DON’T TEND TO BE THE ONES WHO ARE IN THE NUISANCE CATEGORY. GREAT, OKAY.>>BUT WE CAN MAKE A POINT TO REACH OUT TO THEM. AS A MATTER OF FACT, WE MAKE IT A POINT TO GET INTO ALL OF THE PUBLIC AND PRIVATE SCHOOLS ANNUALLY. BUT WE CAN REACH OUT.>>THE FIRE DEPARTMENT AND THE OFFICE OF MANAGER MANAGEMENT ARE DELIBERATE ABOUT DOING OUTREACH TO THOSE GROUPS ITCH JUST WANTED TO MAKE SURE THAT PERHAPS WEREN’T ONE OF THE GROUPS THAT DIDN’T GET OUTREACH. BUT I APPRECIATE THE SLOW APPROACH TO MAKE SURE PEOPLE UNDERSTAND THAT THERE’S GONNA BE DIFFERENT CONSEQUENCES AS A RESULT OF THIS. I ALSO APPRECIATE THAT IT IS CREATING A CIVIL TOOL FOR COMPLIANCE AS OPPOSED TO DOUBLING DOWN ON THE CRIMINAL ASPECT OF IT. I APPRECIATE THE THOUGHTFULNESS AROUND THAT. AND OF COURSE THE OUTREACH IN A LINGUISTICALLY APPROPRIATE MANNER IS ALWAYS IMPORTANT. WE KNOW THAT WE HAVE BUSINESS OWNERS FROM ALL BACKGROUNDS IN OUR VERY DIVERSE CITY. AND SOMETIMES WE FORGET TO REACH DEEPLY INTO THOSE COMMUNITIES TO MAKE SURE THAT WE’RE UNDERSTANDING WHERE THE DISCONNECT IS. SO I APPRECIATE THAT. THAT EFFORT ON THE COMMUNITY ENGAGEMENT PIECE AS WELL.>>THANK YOU.>>ANYTHING ELSE TO ADD? BEFORE I MOVE TO RECOMMEND PASSAGE HERE?>>NO, I WE’RE GOOD.>>I’M GONNA MOVE THAT THE COMMITTEE RECOMMEND THE CITY COUNCIL PASS COUNCIL BILL 119650. I’M GONNA SECOND MY OWN MOTION, BECAUSE I’M HERE BY MYSELF, WHICH MEANS I’M A DICTATOR. AYE, THOSE OPPOSED? NO OPPOSITION. AND THERE ARE NO ABSTENTIONS, THE COMMITTEE WILL RECOMMEND THAT THE COUNCIL PASS THE BILL. AND I’M GOING TO MOVE THAT WE SUSPEND THE COUNCIL RULE TO ALLOW THE BILL TO BE CONSIDERED BY THE CITY COUNCIL, THIS MONDAY, APARTMENT 23rd. SEPTEMBER 23rd. DO I HAVE TO SECOND THIS AS WELL? IF IT’S A REAL MOTION?>>NO.>>OKAY. SO I’M JUST GONNA DICTATE THAT WE’RE GONNA SUSPEND THE RULES TO ALLOW US TO CONSIDER THIS ON SEPTEMBER 23rd SO THAT YOU ALL CAN GO AHEAD AND MOVE FORWARD WITH YOUR COMMUNITY ENGAGEMENT ON — STARTING OCTOBER 1st IF YOU WISH. SO WE WILL CONSIDER THIS IN FRONT OF THE FULL COUNCIL THIS MONDAY. SEPTEMBER 23rd AT 2:00 PM.>>THANK YOU VERY MUCH.>>THANK YOU VERY MUCH.>>THANK YOU ALL SHOECH. SO MUCH. APPRECIATE IT. SO WE’RE NOW GONNA MOVE TO THE SECOND AGENDA ITEM. WHICH IS RELATED TO AN UPDATE ON STAFFING DATA, AND THE HIRING INCENTIVE PROGRAM. IF YOU’RE HERE TO PRESENT AN AGENDA, MAKE YOUR WAY UP TO THE TABLE.>>ITEM 2, ANALYSIS OF SEATTLE POLICE DEPARTMENT’S STAFFING DATA AND HIRING INCENTIVE PROGRAM FOR BRIEFING AND DISCUSSION.>>SO WE HAVE A RATHER LARGE GROUP WITH US TODAY. SO WE’LL GO AHEAD AND START WITH A ROUND OF INTRODUCTION INTRODUCTIONS. AND I THINK GREG IS GOING TO PRESENT THE TOPIC AND PRESENT AN INITIAL SUMMARY OF THE MONTHLY AND QUARTERLY REPORTS. THEN WE’RE GONNA HEAR FROM THE SEATTLE POLICE DEPARTMENT REPRESENTATIVES AND OTHERS ON THE HIRING BONUS. SO LET’S DO A QUICK ROUND OF INTRODUCTIONS. AND GREG, I’M GONNA KICK IT OVER TO YOU.>>MIKE FIELD, HR DIRECTOR WITH SPD.>>RECRUITERS WITH SEATTLE PD.>>GREG DOSS, CENTRAL STAFF.>>INNOVATION AND PERFORMANCE.>>JULIE KLEIN, MAYOR’S OFFICE.>>MARK BERACHIEVE OPERATING OFFICER, SPD.>>ORGANIZATIONAL DEVELOPMENT ADVISOR, SPD.>>SPD BUDGET DIRECTOR.>>THANK YOU SO MUCH FOR BEING WITH US. REALLY KNIGHTED TO — I’VE BEEN, OF COURSE, READING THESE MONTH TO MONTH, BUT IT’S EXCITING TO BE HERE AND HAVE AN OPPORTUNITY TO DO A QUARTERLY REVIEW IN ADDITION TO REVIEWING THE LAST MONTH. I’M GONNA KICK IT OVER TO YOU.>>THERE ARE THREE THINGS THAT THE COMMITTEE WILL HEAR ABOUT TODAY. THE QUARTERLY STAFFING REPORT AS YOU MENTIONED REQUIRED UNDR STATEMENT OF LEGISLATIVE INTENT 386-A2, AS WELL AS A REPORT ON THE HIRING BONUS PROGRAM THAT THE COUNCIL PASSED EARLIER THIS YEAR. THAT WAS COUNCIL BILL 119468. AND THE MAYOR’S REPORT ON RECRUITMENT AND RETENTION. THIS COMES AS THE RESULT OF A YEAR-LONG EFFORT THIS YEAR, A WORKGROUP THAT COMPRISED OF EXECUTIVE STAFF, CENTRAL STAFF, COUNCIL STAFF, A HOST OF FOLKS WORKING ON THE REKRUMENTD AND RETENTION PROBLEM. I’M GONNA START OUT WITH THE BORING DATA. AND THE GUY WHO TALKS ABOUT THE NUMBERS. THEN FROM THERE I’M GONNA TURN IT OVER TO THE DEPARTMENT TO TALK A LITTLE BIT ABOUT SOME OF THE HIRING TRENDS THAT WE’RE SEEING.>>CAN YOU PUT IT BACK IN THE PRIOR MODE? IT’S TOO SMALL TO READ.>>ALL RIGHT. WE CAN FIGURE OUT SIGNIFICANT, COMPLEX POLICY ISSUES BUT DON’T HAVE US DRIVE A PDF PRESENTATION.>>OKAY, THANKS. LET’S START WITH THE BIG PICTURE. IF WHAT YOU CAN SEE HERE IS THAT IN 2018, SPD EXPERIENCED A LOWER HIRING RATE AND A HIGHER THAN NORMAL SEPARATION RATE. YOU CAN SEE THERE WERE 109 SEPARATIONS. AND FEWER HIRES BOTH IN LATERALS AND RECRUITS THAN THEY HAD SEEN IN A NUMBER OF PRIOR YEARS. AND THE DEPARTMENT HAS THIS YEAR GIVEN US A NUMBER OF REASONS WHY THAT’S THE CASE. THEY’VE TALKED ABOUT HOW ON THE HIRING SIDE, THERE’S BEEN A NATIONAL SHORTAGE IN RECRUIT APPLICANTS PAIRED WITH HIRING INCIDENTIVES THAT ARE BEING INCENTIVES THAT ARE BEING OFFERED TO LATERALS TO LEAVE SPD AND GO TO OTHER DEPARTMENTS. SO THAT MAKES IT DIFFICULT FOR THE DEPARTMENT TO PICK UP LATERAL HIRES AND RECRUITS. THE GOOD NEWS IS THAT THE BILL THAT WAS PASSED EARLIER THIS YEAR GAVE SPD THE ABILITY TO — ITS OWN HIRING CENTER. ON SEPARATIONS, THE DEPARTMENT SAID THAT THE 109 SEPARATINGS THAT THEY SAW LAST YEAR CAME AS A RESULT OF A NUMBER OF DIFFERENT FORCES, SO TO SPEAK. HIGHER HOUSING COSTS, COMMUTE TIMES, HISTORICALLY LOW UNEMPLOYMENT, AND NEGATIVE PERCEPTIONS AROUND POLICING. AND THE RECRUITMENT AND RETEKZ R TENSION, RETENTION PART IS GONNA GO INTO DEPTH ON THAT. MOVING ALONG, I’M GONNA TALK A LITTLE BIT ABOUT FULLY-TRAINED OFFICERS. FULLY-TRAINED OFFICER, I USE THIS MEASURE BECAUSE IT’S A GOOD MEASURE TO SHOW SWORN STRENGTH. A FULLY-TRAINED OFFICER IS AN OFFICER WHO HAS COMPLETED THE ACADEMY, TAKEN THE SWORN OATH, AND GONE THROUGH THE PART OF FIELD TRAINING THAT REQUIRES THEM TO RIDE ALONG WITH A MORE SEASONED OFFICER. ONCE THEY’RE FULLY TRANED, HAY CAN BE DEPLOYED BY THE 9-1-1 SYSTEM ON THEIR SEWN. ON THEIR OWN. SO THEY BECOME A RESOURCE TO THE DEPARTMENT. AS CHART 1 ILLUSTRATES, IN 2018, THE NUMBER OF FULLY-TRAINED OFFICERS STARTED TO GO DOWN, WE CAN EXPECT TO SEE THAT BECAUSE OF THE DATA THAT I WAS SHOWING A BIT EARLIER. FORTUNATELY IN 19 AND 20, IT’S PROJECTED TO REBOUND AND GET BACK TO WHERE IT WAS ABOUT LAST YEAR. OR 2017. AND MAYBE EVEN A LITTLE BIT HIGHER. TALK A LITTLE BIT ABOUT WHAT THIS EFFECT CAN HAVE ON PATROL STAFFING. HISTORICALLY, WHEN SPD HAS HAD DIFFICULTY HIRING OFFICERS AND MORE SEPARATIONS THAN NORMAL, WHAT THEY HAVE OFTEN DONE IS MAKE IT A PRIORITY TO MAKE SURE THAT THE 9-1-1 FORCE STAYS CONSTANT. AND THAT APPEARS TO BE WHAT THEY HAVE DONE AGAIN THIS YEAR. AT THE END OF THE YEAR, THERE WERE 5389-1-1 RESPONDERS. AND. AND AS OF RIGHT NOW, THERE ARE STILL 938 9-1-1 RESPONDERS. THERE ARE OTHER AREAS WHERE THE POLICE INTERFACE WITH THE PUBLIC. ANTICRIME TEAMS. COMMUNITY POLICE TEAMS. OFFICERS ON BIKES, OFFICERS ON FOOT. THEY DID SEE SOME REDUCTION THERE. A NET OF NEGATIVE 41 OFFICERS. YOU’D EXPECT TO SEE SOME REDUCTIONS. AND IT LOOKS LIKE THERE WERE RUCKS OF 17 OFFICERS. MOSTLY AROUND FOOT BEATS AND BIKES. IT’S POSSIBLE THAT THE CHIEF IS USING THE OVERTIME EMPHASIS PATROLS, SPECIFICALLY THE SEVEN-NEIGHBORHOOD EMPHASIS PATROL TO BACK UP SOME OF THOSE FOOT BEATS. I’M SURE THE DEPARTMENT WILL ADDRESS THAT SHORTLY AS YOU KNOW THE MAYOR HAS ALSO PROPOSED AN EXTENSION OF THE SECHL SIS PATROLS INTO NEXT YEAR. AND THAT COULD ALSO HELP WITH STAFFING, SHOULD THINGS NOT GO WELL THIS YEAR. BUT THE GOOD NEWS IS THEY ARE GOING WELL THIS YEAR. THIS IS A DETAILED LOOK AT STAFFING. AND WHAT YOU CAN SEE HERE IS THAT IN TERMS OF RECRUITS, THE TOP LINE, THE ORIGINAL GOAL OF 56 IS BEING MET AND THROUGH THE MONTH OF AUGUST, THEY’RE ON TRACK TO REACH THEIR GOAL OF 84 RECRUITS. THAT MAY BE BEING HELPED BY THE BONUS, WE’LL FIND OUT SHORTLY. LATERAL HIRE, NOT AS WELL. THEY’RE ABOUT 50% OF THEIR GOAL. THEY’RE MISSING 70. I GUESS THEY’RE A LITTLE OVER 50% OF THEIR GOAL. AND A COUPLE REHIRES. AND A SITUATION LAST YEAR, THEY WERE IN THE RED OFFICERS. NOW THEY’RE ONLY WITHIN OFFICER SHORT OF THEIR HIRING PLAN. AND THEIR HIRING PLAN WAS QUITE AGGRESSIVE. AT THIS POINT IN TIME, THEY’RE LOOKING BETTER THAN RECENT HISTORY. SO THE OTHER THING I WOULD MENTION IS THAT IN TERMS OF THE ANNUAL THESE ARE ACTUALS THAT WE’RE SEEING. WHAT WE SEE ON THE RIGHT-HAND SIDE OF THIS TABLE ARE THE PROJECTS FROM NOW TILL THE END OF THE YEAR. IF THINGS KEEP GOING AS WELL AS THEY’RE GOING, WE COULD EXPECT THAT THEY WOULD HAVE A NET OF PLUS-EIGHT OFFICERS AT THE END OF THE YEAR. SO AGAIN, THAT IS A VERY DISTINCT TURNAROUND FROM LAST YEAR. IT’S IN THE AS HIGH AS WHAT THEY HOP FOR WHICH IS 14 OFFICERS BUTCH IT’S COMING IN PRETTY WELL. AND WITH THAT, I THINK I’M GOING TO TURN THINGS OVER TO THE DEPARTMENT.>>I DON’T HAVE ANY SPECIFIC QUESTIONS ABOUT THE DATA. I HAVE A QUESTION ABOUT WHAT THE DATA IS COMMUNICATING TO US AND TELLING US. THOSE ARE PROBABLY BETTER PRESERVED FOR THE HIRING PRESENTATION.>>ALL RIGHT. AND OUR PRESENTATION CUED UP?>>THANKS. I’M JUST KICK US OFF. AS WE’LL SEE LATER IN THE PRESENTATION, SWORN APPLICANT NUMBERS CONTINUE TO TREND DOWN, WHICH IS SOMETHING THAT JURISDICTIONS REGIONALLY AND NATIONALLY ARE EXPERIENCING. AND AS GREG MENTIONED, HISTORICALLY LOW. A DEMOGRAPHIC BUBBLE THAT IS DRIVING RETIREMENTS CONTINUES TO MAKE SWORN HIRING A CHALLENGE.>>THAT’S JUST MAKING IT BIGGER, NEVER MIND.>>I THINK YOU HAVE TO JUST SCROLL DOWN.>>THERE WE GO.>>TEAMWOK.>>SO JUST TO SAY A LITTLE BIT OF ABOUT OUR OUTREACH EFFORT, YEAR-TO-DATE, SPD HAS PARTICIPATED IN DOZENS OF COMMUNITY EVENTS, MEDIA, THE INTERNATIONAL EXAMINER, NORTHWEST ASIAN WEEKLY. WE’VE ENGAGED IN PROGRAMATIC OUTREACH AS WELL. THE SHORER PROGRAM, WHICH YOU MAY BE FAMILIAR. WITH YOUTH EMPLOYMENT, AND SPD NIGHT OUT. ADDITIONALLY, CARY AND OTHER RECRUITERS HAVE CONDUCTED FIVE PRETEST WORKSHOPS DURING Q2, WHICH IS SOMETHING THAT TRACKS WELL WITH APPLICANT SUCCESS. AND THAT’S A TWO-HOUR — 2.5 HOUR WORKSHOP THAT HE WUT APPROXIMATE BEFORE THE, PUT ON BEFORE THE TEST IS CONDUCTED. IN TERMS OF SUCCESS WITH OUTREACH EFFORT, OUR YEAR-TO-DATE HIRING HAS GONE WELL. AT THE END OF Q2, 34% OF OUR HIRES WERE PEOPLE OF COLOR, AND 25% IDENTIFIED AS FEMALE. BEFORE WE MOVE ON, DETECTIVE MCNALLY, WOULD YOU LIKE TO ADD ANYTHING ABOUT WORKSHOPS? RECRUITING?>>THE SUMMER WAS TYPICALLY VERY BUSY. WE LEVERAGED A LOT OF OUR RECRUITING SUPPORT TEAM FOR COMMUNITY EVENTS. THAT WAS THE MAJORITY OF THE WORK THAT WE HAD DONE. THERE ARE NOT A LOT OF TRADITIONAL CAREER FAIRS OR COLLEGE FAIRS. SO OUR FOLK WAS LARGELY ON COMMUNITY ENGAGEMENT AND COMMUNITY EVENTS AND WORKING WITH OUR YOUTH TO IDENTIFY POTENTIAL OPPORTUNITIES THAT WE COULD FIND TO CONNECT WITH YOUNGER PEOPLE WITH OTHER PEOPLE IN THE COMMUNITY. I BELIEVE THIS SUMMER HAS TYPICALLY BEEN ON-PACE, WE INVITE PEOPLE TO SIGN UP FOR THE WORKSHOP WHETHER THEY WANT TO TEST OR NOT. SO IT’S AN OPPORTUNITY TO LEARN ABOUT HOW THE HIRING PROCESS WORKS. AND WE WANT THEM TO TEST WHEN THEY’RE READY AND MOST PREPARED TO DO THAT. AND THAT’S REALLY OUR JOB. THAT’S BEEN A GREAT EFFORT THAT WE HAVE HAD. WE FOUND THAT THROUGH THE MAYOR’S STUDY. WE LISTENED TO A LOT OF THE THINGS THAT CAME OUT OF THE STUDY AND MADE SOME IMMEDIATE CHANGES THAT WE COULD. AND WE CONTINUE TO TRY TO GET BETTER.>>GREAT. ONE OF THE NUMBERS THAT REALLY STRUCK ME WAS OUR SUCCESS AMONG FEMALE RECRUITS AT 25%. MAYBE YOU CAN SAY A LITTLE BIT ABOUT SOME OF OUR FEMALE-SPECIFIC EVENTS.>>ABSOLUTELY. FOR ME, THAT’S CERTAINLY SOMETHING WE HAVE BEEN WORKING ON. THAT COMMUNITY ENGAGEMENT AND BRINGING WOMEN UP. WE DO A LOT OF MARKETING SPECIFICALLY AROUND THAT. I MEAN, WE HAVE A FEMALE CHIEF, A FEMALE MAYOR, WE HAVE GREAT FEMALE LEADERS IN THIS AREA. THIS IS SOMETHING THAT I KNOW ACROSS THE COUNTRY THEY’RE STRUGGLING WITH. NOT ONLY ARE THEY HAVING DIFFICULT TIME FINDING CANDIDATES BUT DIVERSE CANDIDATES AND WOMEN. IN 20 17, WE HIRED 17% OF OUR HIRE WERE WOMEN. IN 2018, IT WAS 17%. AND THIS YEAR, WE’RE ON PACE FOR ABOUT 20% AS OF THE END OF THIS MONTH WHICH IS MUCH HIGHER THAN TE AVERAGE AVERAGE. THE NATIONAL AVERAGE. WE HAVE A WONDERWOMAN EVENT COMING UP IN THE NEXT FEW WEEKS. AND FEMALE FIREFIGHTERS WILL BE RUNNING THE EVENT IN FULL UNIFORM. THERE ARE A LOT OF EVENTS THAT WE TARGET SPECIFICALLY TO BRING IN MORE FEMALE CANDIDATES AND HIGHLIGHT THE GREAT FEMALE LEADERS THAT WE HAVE IN OUR ORGANIZATION.>>ALL RIGHT. I APPRECIATE THAT FOCUS AS WELL. BECAUSE I KNOW AND IT’S BOTH WE WANT TO MAKE SURE THAT WE HAVE RACIAL AND ETHNIC DIVERSITY. BUT WE ALSO WANT TO MAKE SURE THAT WE’RE ENSURING GENDER DIVERSITY AMONGST OUR FORCE. I HAVE CERTAINLY NOTICED THE DIFFERENCE ON THE STREETS AS I’M WALKING AROUND. FESTIVALS AND FARMERS MARKETS. I’VE REALLY SEEN A NOTABLE INCREASE IN THE NUMBER OF PATROL OFFICERS WHO APPEAR TO BE FEMALES. AND I THINK THAT THAT DOES GO A LONG WAY IN TERMS OF SIGNALLING THE VALUES AND THE CULTURE THAT THE POLICE DEPARTMENT WANTS TO CONTINUE TO PRIORITIZE IN ITS HIRING, IN ITS RECRUITMENT AND ITS RETENTION. SO CUEDOSE.>>>SLIDE 3 TALKS ABOUT THE HIRING INCENTIVE, AND AS WEAN, IT’S A $15,000 INCENTIVE FOR LATERAL. THE IMPLEMENTATION OF THE INCENTIVE ONLY HAD ONE TESTING CYCLE. DUE TO THIS LIMITATION, IN FACT, ONLY HALF OF THE APPLICANTS DURING THAT CYCLE EVENT REPORTED BEING AWARE OF THE INCENTIVE WHEN THEY APPLIED FOR THE TEST.>>REMIND ME THE CYCLE, WHAT ARE THE PERIODS?>>SURE. SO TALKING ABOUT Q2, WE HAD TWO ENTRY-LEVEL TESTS, ONE IN GENERAL. IN JULY. THE INCENTIVE HAD JUST GONE LIVE BEFORE THE JULY TEST. WE TRIED TO GET THAT OUT AS SOON AS WE HEADLIGHT AUTHORITY TO DO SO. WE’LL ADVERTISE FOR HAEXAM AND SEE WHERE THAT GOES.>>GREAT.>>NEXT SLIDE, PLEASE.>>SO WITH ONLY ONE TESTING CYCLE, A FULL ANALYSIS OF THE INCENTIVES WOULD BE PREMATURE AT THIS TIME. HOWEVER, THE INDICATIONS ARE POSITIVE. APPROXIMATELY 18% OF SPD APPLICANTS, 20% AMONG APPLICANTS OF COLOR AND 19% AMONG FEMALE APPLICANTS CITED THE INCENTIVE AS AN IMPORTANT FACTOR IN THEIR DECISION TO APPLY TO SPD. ALSO INTERESTING, AS THE CHART SHOWS, THOSE WHO RECENTLY CONSIDERED A CAREER IN LAW ENFORCEMENT FOUND THE INCENTIVE TO BE MORE EFFECTIVE. AND 100% ARE CITING IT AS AN IMPORTANT FACTOR IN THEIR DECISION. I WOULD NOTE THAT SPD DRAWS APPLICANTS FROM ACROSS THE STATE AND THE REGION. IN THE LAST CYCLE, ONLY 14% OF FOLKS HAD A SEATTLE ADDRESS WHO APPLIED. SO JUST INDICATING AGAIN THAT WE ARE IN A REGIONAL AND NATIONAL COMPETITION FOR APPLICANT, NOT JUST SEATTLEITES.>>I THINK I ALSO HEARD, AND WE ALSO IN MY OFFICE HAVE AN OPPORTUNITY TO LOOK AT MANY OF THE EXIT SURVEYS. AND ONE OF THE THINGS THAT HAS REALLY BEEN DRAMATIC OVER THE YEARS IS ALSO THE HOUSING AFFORDABILITY ISSUES IN THE CITY. AND APPRECIATING, I THINK, IF POLICY-MAKERS AND FOR YOU FOLKS AS LEADERS WITHIN THE DEPARTMENT, THAT THE HOUSING AFFORDABILITY ISSUES IMPACTS ARE — ALL OF OUR EMPLOYEES, INCLUDING POLICE OFFICERS, AT A PRETTY SIGNIFICANT RATE. SO I CAN APPRECIATE WHY WE’RE SEEING SORT OF A SLOWER GROWTH RATE OF THE NUMBER OF APPLICANTS WHO CURRENTLY HAVE A SEATTLE ADDRESS APPLYING FOR JOBS AT SPD.>>AND WE CERTAINLY HEAR ABOUT HOUSING COST AND COMMUTE TIME AT CAREER FAIRS. JUST BEING A CHALLENGE FOR FOLKS AS THEY’RE THINKING ABOUT WHERE TO HIRE, AND DANNY WITH JURISDICTIONS SORT OF EVERYWHERE HIRING IN A ROBUST WAY IT, ADDS TO THE COMPETITIVE ENVIRONMENT. IN FACT 52% OF OUR ENTRY LEVEL APPLICANTS REPORTED APPLYING TO ANOTHER JURISDICTION. INCLUDING 51% AMONG APPLICANTS OF COLOR, AND 52% AMONG FEMALE APCAN.>>AN INCREDIBLY COMPETITIVE MARKET.>>YES, HALF THE FOLKS HERE ARE ARNGZ PLYING ELSEWHERE. ARE APPLYING ELSEWHERE. IN TERM WAS HOW APPLICANTS LEARNED OF THE INCENTIVES, MOST COMMON OF THE SPD WEBSITE, FOLLOWED BY AN OFFICER, MEDIA OUTLETS AND A FAMILY MEMBER. IN TERMS OF SOME OF THE NUMBERS, SPD HAS PAID A TOTAL OF 42 INCENTIVES. AMONG THOSE RECEIVING THE INCENTIVES, 40.5% WERE PEOPLE OF COLOR. AND 2010.4% WERE FEMALE. NEXT SLIDE. THIS IS JUST SHOWING YOU MULTIYEAR TREND IN APPLICANT NUMBERS. I BELIEVE IT CONTINUES TO TREND DOWN.>>ON THE LEFT SIDE WE SEE THE ENTRY LEVEL NUMBERS. THOSE ARE ENTRY LEVEL NEW HIRES. AND ON THE RIGHT SIDE ARE THE APPLICATIONS FOR LATERAL. SO THIS ISN’T INDICATIVE OF HIRING SUCCESSFULLY, ONE WAY OR THE OTHER. IT’S JUST TELLING US WHAT THE APPLICANT POOL LOOKS LIKE.>>EXACTLY. IT’S HOW MANY FOLKS WE HAVE TO WORK WITH ON THE FRONT END. AND IT’S A STEEPER DRP OFF ON THE LATERAL SIDE.>>YEAH, AS OPPOSED TO THE ENTRY LEVEL OR NEW HIRES THE LEVEL THERE, SO THE APPLICATIONS RECEIVED IN JULY WERE 11% HIGHER THAN JANUARY.>>YES. CORRECT.>>WHICH IS A TREND IN THE RIGHT DIRECTION, I WOULD SAY.>>YES. SO IN TERMS OF HIRING THROUGH AUGUST, WE’VE HIRED 66 OFFICERS, INCLUDING 56 ENTRY LEVEL, EIGHT LATERAL, AND TWO RETURNING OFFICERS WHO LEFT FOR ANOTHER JURISDICTION AND CHOSE TO RETURN TO SPD. DURING THAT TIMEFRAME, WE SEPARAT OFFICERS. NEXT SLIDE PLEASE. IN TERMS OF NEXT STEP AS THE APPLICANT AND HIRING DATA SHOWS, THE MARKET REMAINS COMPETITIVE. OTHER JURISDICTIONS CAN CONTINUE TO ADD SWORN POSITIONS. 80% OF THE 25 LARGEST JURISDICTIONS IN WASHINGTON HAVE BUDGETED FOR GROWTH IN THEIR SWORN RANKS IN THE LAST FIVE YEARS, OUTPACING POPULATION GROWTH BY 17%. AS A RESULT, JURISDICTIONS REGIONALLY HAVE MAINTAINED OR IN SOME CASES INCREASED THEIR INCENTIVE IN THE CASE OF EVERETT WHO INCREASED THEIRS FROM $15,000 TO $20,000. AND BECAUSE OF THIS CONTINUED COMPETITION, WE WOULD RECOMMEND CONTINUING OUR INCENTIVE AT THIS TIME. WE HAVE SUBSEQUENT REPORTS TO COUNCIL. THAT WILL BE COMING FORTH AFTER WE HAVE MORE POINTS. AND MORE TESTING CYCLES THAT ARE FURTHER AWAY FROM WHEN WE IMPLEMENTED THE INCENTIVE. AT THE SAME TIME WE’LL BE REFRESHING OUR ADVERTISING AND WEBSITE IN THE COMING MONTHS, AS WELL AS CONTINUING THE OUTREACH ACTIVITIES WE DESCRIBED EARLIER. BE HAPPY TO ANSWER ANY QUESTIONS.>>SURE. THE NUMBERS RELATED TO — AS WE GO DOWN THE PATH OF COMPARING THE NUMBER OF NEW HIRES AS IT RELATES TO LATERAL HIRES, OBVIOUSLY IT APPEARS TO ME THAT IN THE NEW HIRE CATEGORY, THE DEPARTMENT IS HITTING THE MARK IN TERMS OF THE FORECASTED PROJECTIONS AND SORT OF STATED DESIRE BY THE DEPARTMENT IN TERMS OF HOW MANY FOLKS YOU ALL WANT TO HIRE IN THAT GRAR. IN THAT AREA. THERE’S A DIFFERENT STORY IN THE LATERAL CATEGORY. I THINK IT’S WORTH SPENDING A LITTLE BIT TIME ON SORT OF TALKING ABOUT WHY THAT COULD BE. AND I KNOW WE’RE GONNA GET TO A LITTLE MORE IN THE NEXT BRIEFING AROUND SOME CHANGES THAT COULD HAPPEN. BUT I NOTICED ON THE SEPTEMBER 16th, 2019 HIRING INCENTIVES REPORT TO COUNCIL, IT WAS DELIVERED TO US BY THE SEATTLE POLICE DEPARTMENT. THERE’S A TABLE THERE THAT TALKS ABOUT THE HIRING INCENTIVES OF OTHER FERSS. AND IT ALSO LAYS OUT THE ANNUAL SALARY BY JURISDICTIONS THAT ARE SURROUNDING US. I NOTICE THAT THE LATERAL STARTING SALARY IS FOR THE CITY OF SEATTLE AT ABOUT $91,000 A YEAR. IN SEATTLE. IT DESN’T SAY WHAT THE NUMBER IS FOR BELLEVUE. EVERETT IS $95,000 A YEAR. KENT IS ABOUT $68,000 TO $89,000 A YEAR. AND I DON’T HAVE THE NUMBER FOR RENTON OR KING COUNTY ON THE CHART. AND I GUESS THE REASON I’M POINTING THAT OUT IS BECAUSE I WONDER WHAT IS CONTRIBUTING TO THE — NOT BEING ABLE TO MAKE THE MARK ON THE LATERAL, THAT THAT HAS SOMETHING TO DO WITH THE STARTING SALARY.>>IT VERY WELL COULD BE. A COUPLE OF THINGS WE’RE LOOKING AT RELATIVE TO LATERALS, IS ONE ABOUT WHAT STEP YOU’RE GOING TO START. AND PERHAPS GIVING CREDIT FOR SOMEONE WHO HAD WORKED FOR 20 YEARS IN ANOTHER JURISDICTION. ANOTHER POSSIBILITY WOULD BE GIVING VACATION CREDIT, ACCRUAL, BASED ON YEARS IN LAW ENFORCEMENT INSTEAD OF YEARS IN THE CITY OF SEATTLE. STARTING AT ZERO YEARS OF SERVICE WITH SEATTLE, YOU’RE SIGNIFICANTLY AT A DIFFERENT SPOT IN THE VACATION TABLE.>>RIGHT.>>WE’RE LOOKING AT SOME OF THOSE THINGS TO MAKE US MORE COMPETITIVE WITH JURISDICTIONS.>>IN TERPS OF THE DEPARTMENT’S PERSPECTIVE, I KNOW WHEN THE MAYOR’S OFFICE ORIGINALLY PROPOSED HIRING INCENTIVES, THERE WAS A FOCUS JUST ON LATERAL LATERALS. AND I ADVOCATED TO INCLUDE NEW HIRES AND I’M GLAD I DID THAT.>>I AM TOO.>>AND SO MAYBE WALK ME THROUGH HOW THE DEPARTMENT IS VIEWING SORT OF THE DIFFERENCE BETWEEN THE BENEFITS OF HIRING LATERALS VERSUS NEW HIRES. PARTICULARLY AS IT RELATES TO THE FUNCTIONALITY.>>SURE. THE NUMBER OF FOLKS THAT TOOK THE LATERAL TEST SINCE IMPLEMENTATION OF THE INCENTIVE, I THINK, IS SIX FOLKS. SO WE HAVE SMALL DATA POINTS IN TERMS OF POST INCENTIVE PARTICIPATION. IN TERMS OF LATERALS IN GENERAL, THE REASON WE PERCEIVE — DEMROIBL MUCH QUICKER THAN ENTRY LEVEL. THEY PARTICIPATE IN A TWO-WEEK ACADEMY INSTEAD OF A 16-WEEK ACADEMY. FIELD STRAINING GREATLY COMPRESSED. THAT’S A GROUP WHAT WE’RE TARGETING.>>SO ARE YOU SEEING THE COMPETITIVENESS THAT YOU WERE DESCRIBING BEFORE, IS THAT MORE — [ INAUDIBLE ]>>I BELIEVE IT IS, AND IT IS REFLECTED IN THE CHART SHOWING THE NUMBER OF APCANTS HAVING A STEEPER DROP-OFF THAN, APPLICANTS HAVING A STEEPER DROP-OFF THAN ENTRY-LEVEL.>>I DON’T THINK I HAVE ANY OTHER QUESTIONS ABOUT THIS PARTICULAR REPORT. I DO APPRECIATE THE THOROUGHNESS OF THE REPORT. AND THANK YOU, GREG, FOR WALKING US THROUGH THE DETAIL DETAILS. IF THERE’S NOTHING ELSE, WE’LL MOVE ONTO THE OTHER ITEM.>>I WAS JUST GONNA THANK THE DEPARTMENT FOR HELPING ME PUT TOGETHER THE REPORT. IT’S THEIR DATA, AND IT’S NICE THAT THEY SHARE IT WITH US.>>THANK YOU, GREG. CODY WANTS ME TO ASK ANOTHER QUESTION. ONE OF THE RECOMMENDATIONS OR IMPLICATIONS OF THE FRNGZ IS WANTING TO RENEW OR IT BE THE INCENTIVE PROGRAM. PAST ITS EXPIRATION DATE. IS THAT SOMETHING WE CAN SEE IN OUR BUDGET PROCESS?>>TRYING TO REMEMBER WHEN OUR EXPIRATION DATE IS.>>MARCH.>>IF SOMETHING WE NEED TO DO TO CONTINUE IT PAST MARCH, THAT IS SOMETHING YOU CAN EXPECT, YES.>>GREAT. WE’D BE HAPPY TO CONTINUE THOSE CONVERSATIONS. AND GREG, IF YOU COULD JUST MAKE A NOTE OF THAT SO WE CAN MAKE SURE IT’S PART OF OUR ISSUE IDENTIFICATION WORK, THAT WOULD BE GREAT. I KNOW THAT WE ARE STILL COLLECTING DATA. WE HAVE THE SECOND CYCLE. THIS IS MORE INDICATIVE OF THE SUCCESS OF THE PROGRAM. I THINK WE’LL HAVE A LITTLE BIT MORE DATA TO WORK WITH AFTER THE BUDGET PROCESS AFTER THIS OCTOBER CYCLE.>>VERY GOOD.>>HAPPY TO WWITH YOU ALL ON THAT. AND MAKE SURE THAT WE’RE FLAGGING IT AS AN ISSUE CONSIDERATION FOR THE 2020 BUDGET.>>VERY GOOD THANK YOU.>>ARE ALL OF THESE FOLKS STAYING HERE FOR THE NEXT PRESENTATION? YES. IT’S A PARTY. ALL RIGHT. WHY DON’T WE GO AHEAD AND TRANSITION INTO THE SECOND — EXCUSE ME, INTO THE THIRD AGENDA ITEM? I’LL HAVE CODY READ THIS INTO THE RECORD AND WE’LL DIG INTO THE FINAL PRESENTATION.>>ITEM 3 REPORT RECOMMENDATIONS OF THE SEATTLE POLICE DEPARTMENT RECRUITMENT RETENTION WORKGROUP FOR BRIEFING AND DISCUSSION.>>THANK YOU, CODY. I KNOW WE HAVE A PRESENTATION ON THIS AS WELL. THERE IT IS. WE CAN DISPENSE WITH INTRODUCTIONS. IT’S LITERALLY DITTO THE SAME GROUP BEFORE. I WANTED TO MAKE A COUPLE OF REMARKS ON THIS PARTICULAR BODY OF WORK. I’M REALLY EXCITED THAT WE’RE AT A PLACE WHERE WE CAN HAVE THIS CONVERSATION ABOUT SIX MONTHS WORTH OF WORK THAT HAS BEEN HAPPENING IN THE BACKGROUND IN A COLLABORATIVE INTERDEPARTMENTAL AND MULTIBRANCH MANNER TO REALLY TO REALLY DIG INTO IDENTIFYING SOME ROOT CAUSES AND SOME EVIDENCE-BASED SOLUTIONS TO ADDRESS RECRUITMENT, HIRING AND RETENTION. AND ONE OF THE THINGS THAT HAS BEEN REALLY IMPORTANT TO ME, IN ADDITION TO THE HIRING AND THE RECRUITMENT PIECE HAS BEEN AROUND THE RETENTION PIECE. WE’VE KNOWN THAT RETENTION HAS BEEN A DIFFICULT THING FOR THE POLICE DEPARTMENT SINCE AT LEAST 2018. SO I THINK IT WAS REALLY IMPORTANT FOR US AS A CITY COUNCIL IS IT TO SHOW THAT WE’RE SERIOUS ABOUT PARTNERING TOGETHER TO SUPPORT THE LEADERSHIP, AND ADDRESSING NOT JUST THE HIRING AND RECRUITMENT PIECES BUT ALSO RETENTION. ONCE WE’RE ABLE TO IDENTIFY GOOD RUFFS AND HAVE GOOD OFFICERS ON THE FORCE, WE WANT TO MAKE SURE WE STAND AS BIG A CHANCE AS POSSIBLE OF RETAINING THOSE INDIVIDUALS. AND WE WANT TO MAKE SURE THAT OUR PATROL OFFICERS AND OTHER OFFICERS IN THE POLICE DEPARTMENT FEEL LIKE THEY’RE BEING VALUED AND HAVE AN OPPORTUNITY TO SUCCEED. IN THE JOB THAT WE’RE ASKING THEM TO DO THAT THEY’VE SIGNED UP TO DO. I’M REALLY EXCITED ABOUT FINALLY BEING IN A PLACE WHERE WE CAN TALK ABOUT THIS WORK TUMBLELY. PUBLICLY. AND THERE ARE SEVERAL RECOMMENDATIONS THAT I’M PERSONALLY VERY EXCITED TO SEE HERE. AND I THINK THAT THE WORKGROUP DID A FANTASTIC JOB OF WORKING TOGETHER AND COLLABORATIVELY TO REALLY COME UP WITH THE SET OF INITIATIVES THAT WE CAN BEGIN THE PROCESS OF IMPLEMENTING. THERE’S AN IMPLEMENTATION TIMELINE, AND NUMBERS OF PEOPLE BEING IN CHARGE. THAT MAKES ME EXTREMELY HAPPY. LOOKING FORWARD TO FINALLY HAVING A PUBLIC CONVERSATION ABOUT THIS. AND LOOKING FORWARD TO IDENTIFYING HOW WE CAN CONTINUE TO WORK COLLABORATIVELY TOGETHER AS THE LEGISLATIVE AND EXECUTIVE BRANCH TO MAKE SURE THAT WE ARE ABLE TO BE SUCCESSFUL IN FULL IMPLEMENTATION OF THESE PROPOSALS. WHO’S GONNA KICK US OFF?>>THANK YOU VERY MUCH, COUNCIL MEMBER. I THINK I SPEAK ON BEHALF OF THE ENTIRE MAYOR’S OFFICE WHEN I SAY DEEPLY THANK YOU FOR GIVING US TIME TO REPORT ON THIS PROJECT AND FOR YOUR SUPPORT AND COLLABORATION DURING THIS ENTIRE PROCESS AND PARTICIPATION IN THE WORKGROUP. BEING AN OFFICER IS A HIGHLY REWARDING JOB BUT A TOUGH JOB EVEN UNDER IDEAL CIRCUMSTANCES. AND CONDITIONS ARE NOT IDEAL. AND WITH THE RETENTION ISSUES, IT BECOMES SORT OF A DOWNWARD SPIRAL. INCREASING POLICE CAPACITY AND PRESENCE IS ONE OF THE RECURRING DEMANDS THAT WE’RE HEARING IN THE MAYOR’S OFFICE OVER AND OVER AGAIN FROM RESIDENTS ALL OVER THE CITY. SPD’S RECAP ON 2018 AND THE Q1 NUMBERS GIVES US A GOOD CONTEXT AND SEGUE FOR WHAT WE’RE ABOUT TO HEAR, WHICH IS THE FINAL REPORT IN THE INNOVATION PERFORMANCE-LED WORKGROUP. THEY TOOK A DEEP DIVE INTO THE DATA, AS I KNOW, COUNCIL MEMBER, YOU ARE VERY AWARE. AND ISSUES SURROUNDING OUR EFFORT TO KEEP THE SEATTLE POLICE DEPARTMENT FULLY STAFFED. TO KEEP UP WITH OUR CITY’S GROWING POPULATION AND TO MAINTAIN PUBLIC SAFETY SERVICE EXPECTATIONS AND TO RETURN TO A MANAGEABLE WORKLOAD FOR OUR CURRENT OFFICERS AND RECENTLY OVERTIME DEMANDS. SO THEY THEY CAN SAFELY CONTINUE TO SERVE IN THE COMMUNITY. SORT OF THE REASON THE MAYOR HAS MADE THIS SUCH A HIGH PRIORITY. WE ARE BEYOND PLEASED WITH THE BREATH OF RECOMMENDATIONS THAT CAME OUT OF THIS WORKGROUP. DTH OF RECOMMENDATIONS THAT CAME OUT OF THIS WORKGROUP. RICHARD TO YOUED WHO IS SITTING IN THE AUDIENCE THERE. AND AMY FOWL, AND INNOVATION PERFORMANCE TEAM IN THE MAYOR’S OFFICE. SHE’LL DETAIL THE METHODOLOGY SHORTLY AND HIT THE HIGH PINS OF THE REPORT. AND OUTLINE THE RECOMMENDATION. I THINK SUFFICE IT TO SAY THIS PROJECT IS ALREADY SETTING A NATIONWIDE EXAMPLE ON HOW TO COLLABORATE WITH OFFICERS IN THE COMMUNITY TO SOLVE SWORN OFFICER STAFFING PROBLEMS WHICH IS A NATIONAL ISSUE RIGHT NOW. BY IMPLEMENTING THE FULL RANGE OF RECOMMENDATIONS AS QUICKLY AS POSSIBLE, THAT’S THE TIMELINE, AND MAKE SURE THAT THERE ARE PEOPLE DESIGNATED AS POSSIBLE FOR GETTING IT DONE. I THINK WE HAVE A REAL SHOT AT PROVIDING SOME RELIEF. AND MEETING OUR HIRING GOALS IN 2021, OR 2020 AND BEYOND. AND GETTING OUR OUT OF THAT 2018 HOLE WHICH WE’RE STILL WORKING ON. I’M GONNA TURN IT OVER TO CATHERINE.>>GOOD AFTERNOON. IN LATE 2018, THE ISSUE OF SPD’S WORKFORCE WAS IDENTIFIED AS A PRIORITY WHEN THE TOTAL NUMBER OF SWORN OFFICERS DECLINED FOR ANOTHER YEAR, AND SPD FAILED TO MEET ITS ANNUAL HIRING TARGET. ALL THIS DESPITE EFFORTS TO ACTIVELY EXPAND THE FORCE. THAT BEING SAID, WE’RE NOT ALONE, HIRING REMAINS A CHALLENGE FOR POLICE AGENCIES ACROSS THE COUNTRY. OUR RECENT WORKFORCE STUDY FOUND THAT THE PERCENTAGE OF STATE AND LOCAL GOVERNMENT RATED POLICE OFFICERS AS A HARD-TO-RECRUIT POSITION AS GROWN FROM 3% IN 2009 TO 27% IN 2018. HAVING FEWER OFFICERS CLEARLY HAS IMPLICATIONS FOR NEW SPD MEETS SURFACE GOALS AND MAINTAINS ITS PRESENCE IN THE COMMUNE, THE MAYOR’S OFFICE 2019 CHALLENGES. TO BETTER UNDERSTAND WHY NEW HIRES AND OVERALL SWORN OFFICER COUNTS WERE DECLINING. TWO, TO IDENTIFY SHORT AND LONG-TERM STRATEGIES TO IMPROVE RECRUITMENT AND RETENTION OUTCOME. THE WORKGROUP IS TASKED WITH SUMMARIZING FINDINGS AND ISSUING RECOMMENDATIONS IN A REPORT RELEASED LAST WEEK. THE WORKGROUP MENTIONED BEFORE, BROUGHT TOGETHER STAFF AND PERSPECTIVES FROM VICTIMS OF EXPERTISE. COMPRISED OF MEMBERS OF SPD, SEATTLE DEPARTMENT OF HUMAN RESOURCE, THE MAYOR’S OFFICE, CENTRAL BUDGET OFFICE, AND CITY COUNCIL. WE’RE VERY GRATEFUL FOR GREG AND CODY FOR THEIR PARTICIPATION. WE ARE ALSO GRATEFUL FOR THE PARTICIPATION OF FIVE KEY ADDITIONAL PARTNERS WHO HELPED US IDENTIFY CHALLENGES, FIND SOLUTIONS AND REFINE OUR RECOMMENDATIONS. A SINCERE THANK YOU TO THE POLICE OFFICERS GUILD, SEATTLE POLICE MANAGEMENT ASSOCIATION. HERE WITH US IN OUR AUDIENCE, DIRECTOR ANDREW MIREBURG, AND BETSY SCOTT WITH THE COMMUNITY POLICE COMMISSION AND THE OFFICE OF THE INSPECTOR GENERAL. I’LL JUMP INTO A BRIEF OVERVIEW OF OUR PROCESS FINDING RECOMMENDATIONS. ONE OF THE STRENGTHS AND UNIQUE ELEMENTS OF THIS PROJECT IS THAT WE USED AIDATE-DRIVEN AND DESIGNED APPROACH. WE RELIED QUALITATIVE AND QUANTITATIVE DATA TO SPLER THE CHALLENGES FACING SPD’S RECRUITMENT. OUR PROCESS BEGAN WITH ANALYZING ANY AND ALL DATA WE COULD FIND. WE EXAMINED NATIONAL, LOCAL, DATA PERTAINING TO RECRUITMENT AND HIRING. THEE ANALYSES INFORMED THE QUALITY OF THE RESEARCH WHICH SOUGHT TO UNDERSTAND THE EXPERIENCES OF THOSE IMPACTED. IN THIS CASE OUR PERSPECTIVE APPLICANT, INPROCESS HIRES AND CURRENT STAFF. WE THEN MOVED TO SYNTHESIZING OUR FINDINGS AND DEFINING OUR KEY CHALLENGES. NEXT WE BEGAN THE SOLUTION GENERATION PHASE. WE REENGAGED OUR KEY STAKEHOLDERS. THE DELIVERY PHASE OF THE PROJECT, ISSUING OUR FINAL REPORT, WHICH INFORMED THE NEXT STEP PHASE. PROTOTYPING. THE OPPORTUNITY TO BUILD AND TEST THE IDEAS PUT FORTH IN THIS REPORT. TO GIVE YOU A SENSE OF WHAT THIS LOOKS LIKE AS A VERY HIGH LEVEL, OUR QUANTITTIVE ANALYSIS FOCUSED ON FIVE DRIVERS OF OFFICER GROWTH. EVALUATING JOINERS AND LEADERS. WE WERE ABLE TO LINK DATA SETS TO ANALYZE APPLICANT CHARACTERISTICS AND BEHAVIOR. HIRING CONVERSION RATES, AND EMPLOY SEPARATION TRENDS. IT TAKES ABOUT 100 APPLICANTS TO YIELD TWO HIRES WHICH IS SIGNIFICANT TO OTHER JURISDICTIONS THAT WE SPOKE TO. THIS IS PARTICULARLY CHALLENGING SINCE AT SPD, WE’VE EXPERIENCED A 20% DECLINE IN ENTRY- APPLICATIONS. SECOND OUR PROCESS IS TIME-CONSUMING. IT TAKES ON AVERAGE 180 DAYS TO HIRE. WHICH IS HIGHER THAN SOME OF OUR SMALLER AGENCIES. THIS IS A CHEMICAL FOR HOW WE CAN COMPETE FOR TALENT RIGHT NOW. AND GIVEN THAT WE’RE NOT ALONE, WE KNOW THAT 80% OF THE 25 LARGEST FORCES IN WASHINGTON HAVE BUDGETED FOR GROWTH IN THE LAST FIVE YEARS. SHIFTING TO THE OTHER KEY DRIVERS OF STAFFING, WE LOOK AT THOSE LEAVING THE FORCE. ANALYZE REVEALED THAT INCREASED SEPARATIONS ABOVE TREND IN 2018 WERE PRIMARILY DRIVEN BY RESIGNATION. IT WASN’T RETIREMENTS DRIVING OUR NUMBERS, IT WAS RESIGNATIONS. 80% OF THOSE RESIGNING OVER THE PAST TWO YEARS WERE PATROL OFFICERS. ARTICULARLY NEW TO THE OFFICERS. WE’RE CURRENTLY LOSING THE EXACT PEOPLE WHOM WE’RE TRYING TO HIRE. IN 2018, THIS MEANT THAT 23 OF THE 33 FULLY-TRAINED RESIGNATIONS WERE PATROL OFFICERS EMPLOYED FIVE OR FEWER YEARS. 23 OFFICERS, THE EQUIVALENT OF A PRECINCT, WAS THE ENTIRE SHIFT WATCH. WE ALSO LEARNED THAT 70% OF THOSE WHO RESIGNED LEAVED TO JOIN ANOTHER FORCE WITHIN 100 MILES OF SEATTLE. PEOPLE ARE NOT LEAVING POLICING, THEY’RE LEAVING US. OUR TAKEAWAY WAS THAT WE HAVE A RECRUITMENT AND RETENTION PROBLEM. IF WE’RE GOING TO STABILIZE AND GROW THE FORCE, WE CAN’T JUST FOCUS ON RECRUITMENT AND HIRING. WE MUST ADDRESS RETENTION. THE QUANTITATIVE PHASE — TO ANSWER, WE LEVERAGED ETHNOGRAPHIC RESEARCH WHICH DRAWS UPON OBSERVATIONS AND INTERFACE. FOR RECRUITMENT, WE FOCUSED ON WHO WAS EMPLOYED. THE TYPE OF QUALITY APPLICANTS WE DESIRE. WHAT IS MOTIVATING PEOPLE TO APPLY FOR POLICE OFFICER AND YOUR THEY INTERESTED IN SPD SPECIFICALLY? REGARDING HIRING, WE WANTED TO BETTER UNDERSTAND HOW PEOPLE EXPERIENCE OUR HIRING PROCESS. GIVEN SO MANY NEW OFFICER OTHERS LEAVING, WE WANTED TO KNOW MORE ABOUT THEIR CURRENT EXPERIENCES AND WHAT WAS DRIVING THEIR BEHAVIOR. TO UNDERSTAND THE EXPERIENCES OF PEOPLE MOVING THROUGH OUR HIRING PROCESS, AND THOSE CURRENTLY EMPLOYED AS POLICE OFFICERS. WE SPENT SIX WEEKS INTERVIEWING MORE THAN TEN PERSPECTIVE APPLICANT, 20 RECRUITS, 60 OFFICERS ACROSS THE FIVE PRECINCTS, AND 30 SUBJECT MATTERS FROM COMMAND STRAF, CITY DIAMETER, AND OTHER POLICE AGENCIES. WE ATTENDED WORKSHOPS FOR PERSPECTIVE APPLICANTS. PARTICIPATED IN TRAINING ACTIVITIES. PARTICIPATED IN RIDE-ALONGS. AND WE SURVEYED APPLICANTS AND OFFICERS TO BETTER UNDERSTAND INDIVIDUALS’ MOTIVATIONS AND EXPERIENCES AS THEY ENGAGED WITH SPD. ON THE LEFT IS A VISUAL FROM ONE OF CARY’S WORKSHOPS. YOU CAN SEE THAT IN THE LOWER LEFT. AND PROBABLY SHOULD HAVE JUST GOTTEN OUR OWN BADGE. I WILL NOTE THAT WE KNEW FROM THE BEGINNING THAT WE WOULD FOCUS ON PERSPECTIVE AND CURRENT APPLICANTS AND HIRES. BUT WE SHIFTED TO EXPAND THAT FOCUS ON CURRENT OFFICERS BASED ON THAT QUANTITATIVE ANALYSIS. KNOWING THAT SPD WAS STRUGGLING TO RETAIN P OFFICERS. WE ENDED UP MAKING A SHIFT IN EXPANDING THAT QUALITATIVE RESEARCH TO SPEND A SIGNIFICANT AMOUNT OF TIME WITH BOTH KEY PATROL OFFICERS. IN THIS APPROACH, WE’RE MIND THAFL WHILE WE DID NOT TALK TO EVERYONE, WE WERE INTENTION ABOUT INTERVIEWING A REPRESENTATIVE OF A PERCEPTION AS POSSIBLE. WE ALSO CONTINUED UNTIL ESSENTIALLY WE HEARD THE SAME RECURRING THINGS IN OUR CONVERSATION. I WILL NOTE THAT WE ARE VERY APPRECIATIVE OF THE TIME OFFICERS SPENT WITH US. WE INITIALLY TOLD PRECINCTS THAT WE WERE THERE FOR TWO HOURS, ANTICIPATING WE WOULD TALK TO OFFICERS FOR TEN MINUTES OR SO. WE ENDED UP SPENDING SIX TO EIGHT HOURS AT EACH PRECINCT, SPENDING OVER 30 MINUTES. OFFICERS WERE LINING UP PAST THEIR SHIFT FOR THE OPPORTUNITY TO SIT AND TALK. AND I THINK IT’S BECAUSE WE TOOK AWAY TWO KEY THINGS. PEOPLE REALLY CARE. I THINK THERE’S A DEEP SENSE OF FRUSTRATION. I THINK IT’S FAIR TO SAY THAT MORALE IS LOW, OR IT WAS WHEN WE WERE THERE IN MARCH AND APRIL. BUT PEOPLE AREN’T LOST. AND I’M GRATEFUL FOR THE OFFICERS WHO ARE WILLING TO SIT DOWN AND CONFIDE. SO THANK YOU TO ALL OF THOSE INDIVIDUALS. SO TO SHARE SOME VERY HIGH-LEVEL KEY FINDINGS FROM OUR QUALITATIVE RESEARCH. I WANT TO KNOW A COUPLE THINGS. ONE, GOOD NEWS. WE’RE RECRUITING AND HIRING SERVICE-MINDED PEOPLE. WHO ARE MOTIVATED TO HELP THE COMMUNITY. OVERWHELMING, WHEN WE SPOKE TO PERSPECTIVE APPLICANT, THEY’RE DOING THE JOB BECAUSE OF A DEEP SENSE OF PERSONAL CONVICTION THAT THIS IS THEIR CALLING. THEY WERE MEANT TO HELP PEOPLE. WE’RE ALSO ATTRACTING DIVERSE APPLICANTS IN TERMS OF RACIAL DIVERSITY, NEW HIRES ARE MORE DIVERSE THAN THE CURRENT WORKFORCE. BUT ALSO IN TERMS OF LIVED EXPERIENCE. I WAS TAKEN ARBITRATION BACK BY THE BREADTH AND DEPTH AND EXPERIENCE OF FOLKS COMING IN. FOLKS WHO ARE FRESH OUT OF COLLEGE, FOLKS WHO ARE MAKING MID-CAREER CHANGES. I SPOKE TO A LOVELY WOMAN WHO WAS A LAWYER AND PUBLIC DEFENDER AND NOW IS SOMEONE WHO HAD RECEIVED A MASTERS DEGREE IN PUBLIC HEALTH AND FELT LIKE THIS WAS A BETTER WAY TO GIVE BACK TO THE COMMUNITY. WE’RE CURRENTLY RECRUITING A REAL VARIE FOLKS. THAT BEING SAID, THERE ARE CHALLENGES. A FEELING OF LACK OF SUPPORT FROM LEADERSHIP, WITHIN COMMAND AND ELECTIVE LEADERSHIP. A FRUSTRATION WITH LACK OF CLARITY ABOUT WHAT IT MEANS TO BE A LAW ENFORCEMENT AGENT IN THE CITY OF SEATTLE. A SENSE OF FRUSTRATION THAT FOLKS FEEL LIKE THEY’RE UNABLE TO HELP ADDRESS COMMUNITY CONCERNS. A STRONG SENTIMENT THAT POLICE HAVE BEEN OTHERED TO THE EXTENT THAT THEY’RE NO LONGER SEEN AS PART OF THE COMMUNITY. AND MANY OTHER FACTORS CULMINATING IN LOW MORALE. AND ONE SUMMARIZING STATISTIC ON OFFICER SATISFACTION THAT I FIND THAT IS NOT IMPACTFUL, IS WHEN WE ASK FOLKS WOULD YOU REFER A FRIEND OR FAMILY TO WORK AT SPD, 75% OF THE OFFICERS SURVEYED SAID NO. AND MORE THAN HALF OF OUR NEWLY EMPLOYED ZERO TO FIVE YEARS OFFICERS SAID THEY WOULD NOT REFER A FRIEND OR FAMILY TO WORK FOR SPD. THE PROJECT TEAM THEN ANALYZED THE TRENDS, THE INTERVIEW NOTES, SURVEY DATA COLLECTED DURING A QUANTITATIVE AND QUALITATIVE RESEARCH PHASES. THE FIRST TWO ADDRESS RECRUITMENTS, THE THIRD ADDRESSES HIRING, AND THE FOURTH RETENTION. WE FLEED TO INCREASE THE POOL OF VIABLE APPLICANTS BY SOURCING QUALITY APPLICANTS WHO OTHERWISE WOULDN’T APPLY. SECOND, WE NEED TO THINK ABOUT HOW TO FIND QUALITY CANDIDATES RECRUITING THROUGH OUR CURRENT EMPLOYEES. POLICE OFFICERS CAN POTENTIALLY BE OUR MOST EFFECTIVE RECRUITERS. WE NEED TO FIND WAYS TO EASE AND SHORTEN THE LENGTH OF THE RECRUITMENT AND HIRING PROCESS TO MAXIMIZE THE CHANCES OF CATCHING VALUABLE TALENT. ONCE IN THE DOOR, WE MUST CONTINUE TO SET CANDIDATES UP FOR SUCCESS. WE MUST FIND WAYS TO ENSURE POLICE OFFICERS FEEL SUPPORTED BY CITY LEADERSHIP AND COMMAND STAFF. DIRECT FROM THEIR SERGEANTS UP TO THE CHAIN OF COMMAND. PEOPLE WANT TO KNOW THEIR LEADERSHIP IS INVESTED IN THEM AND THEIR SUCCESS. WE HEARD FROM OFFICERS — IELS, I WANT TO MAKE NOTE THAT WE CERTAINLY HEARD FROM OFFICERS THAT THEY ARE IN FULL SUPPORT OF THE ACCOUNTABILITY CHANGES LIKE THE REQUIRED USE OF BODY CAMERAS. HOWEVER, WE SHOULD TAKE TIME TO EVALUATE AND REFINE OUR ACCOUNTABILITY SYSTEMS TO ENSURE THAT WE’RE ACHIEVING OUR PERFORMANCE GOALS WHILE MINIMIZING ANY UNATTENDED CONVINCE CONSEQUENCES. PEOPLE WANT A SYSTEM THAT’S FAIR TO THEM. NUMBER 6, WE HEARD THAT POLICE OFFICERS WANT TO HELP PEOPLE AND TO MAKE A DIFFERENCE THROUGH THE PRIMARY ROLE OF LAW ENFORCERS. AS SOCIETAL EXPECTATIONS CHANGE, OFFICERS NEED A CLEAR SENSE OF PURPOSE AND OPPORTUNITY TO DO MEANINGFUL WORK. NUMBER 7, PERCEPTION OF THE GENERAL PUBLIC IS NOT ALWAYS AWARE OF THE MANY ASPECTS OF POLICE WORK. WE SHOULD FIND MORE OPPORTUNITIES TO SHARE THE STORIES OF POLICE WORK AND CELEBRATE THE DEPARTMENT’S SUCCESSES. SO WE TOOK THOSE SEVEN KEY RECOMMENDATIONS AND WE RETURNED TO OUR STAKEHOLDERS. WE WENT BACK TO THE TRAINING FACILITY, EVERY PRECINCT. AND WE ASKED FOLKS TO COME UP WITH AS MANY IDEAS AS POSSIBLE. A FACILITATED IDEATION SESSION WITH A WORKGROUP. TWO, WE FAMILIARITIATED ACTIVITIES THAT EACH OF US AND THE RECRUIT TRAINING FACILITY. SO WE SET UP THESE COLORFUL POSTERS IN THE BACK. EACH OF THOSE SEVEN FINDINGS WITH OFFICER QUOTES. AND BRAINSTORMING QUESTIONS. WE LEFT THOSE UP AT THE PRECINCTS. THEY PLACED STICKERS WHERE THEY SECONDED OPTIONS. THESE WERE ALL LEFT IN PRESIFRNTS FOR A WEEK TO TWO WEEKS TO GENERATE IDEAS. THIRD WE ISSUED AN ONLINE SURVEY TO GATHER IDEAS FROM THE ENTIRE STAFF. AND FOUR WE CONDUCTED A NUMBER OF INTERVIEWS WITH SUBJECT MATTER EXPERT HERE IN SEATTLE, AS WELL AS THE AGENCIES AND OTHER INNOVATION AND PERFORMANCE TEAMS ACROSS THE COUNTRY. TO TRY TO FIGURE OUT WHAT ARE OUR PEERS DOING THAT’S PROVED SUCCESSFUL. WE THEN TRANSITIONED INTO THE IDEA OF ELECTION PROCESS. WE LEARNED FROM OUR RESEARCH THAT THE SELECTIVE PORTFOLIO OF INITIATIVES MUST ACCOMPLISH THREE AIMS. ONE, IT SHOULD FOCUS ON RETENTION AS WELL AS RECRUITMENT. TWO, IT SHOULD INCLUDE QUICK WINS TO GARNER INITIAL SUPPORT, AND LONGER TERM MORE STRATEGIC EFFORTS TO AFFECT SYSTEM LEVEL CHANGE. IT SHOULD ADDRESS ALL SEVEN KEY FINDING TO MAXIMIZE COLLECTIVE IMPACT. THE PROJECT TEAM APPLIED THE FOLLOWING DESIGN CRITERIA. ASSESSING THE ANTICIPATED IMPACT AND FEASIBILITY FOR EACH IDEA. ESSENTIALLY IMAGINE US WITH AN EXCEL SPREADSHEET GOING THROUGH AND RAVENING A THOUSAND IDEAS. WE CODED EACH, APPLIED OUR CRITERIA HERE. THEN ULTIMATELY PRIORITIZED 12 INITIATIVES FOR IMPLEMENTATION. AS YOU CAN SEE HERE, WE ACCOMPLISHED OUR AIM OF ADDRESSING ALL SEVEN KEY FINDINGS ACROSS THE PORTFOLIO. THREE INITIATIVES RETAINED TO RECRUITMENT, FOUR TO HIRING, AND FIVE ADDRESS RETENTION. I’LL PROVIDE A VERY BRIEF OVERVIEW OF THE 12 RECOMMENDATIONS. BUT I ENCOURAGE THOSE INTERESTED TO CONSULT THE REPORT WHERE WE PROPOSED A DESCRIPTION OF THE PROBLEM, A MORE DETAILED INFORMATION ON THE PROPOSAL, AS WELL AS THE DESIRED OUTCOME, INDICATOR OF SUCCESS. AND AS YOU MENTIONED, A TIMELINE WITH DATES AND SUGGESTED RESOURCES AND OUR ASSUMPTION THAT WE NEED TO TEST. TRZ SO THE FIRST CHANCE TO RECRUITMENT, AND HERE I WANT YOU TO SEE AN OFFICER WHO IS AN ENTRY-LEVEL OFFICER. SHE WAS ONE OF THE INDIVIDUALS THAT SPENT A FAIR AMOUNT OF TIME WITH US, WALKING US THROUGH HER EXPERIENCE. PERTAINING TO RECRUITMENT, WE ARE FOCUSING ON INITIATIVES THAT ONCE INCREASE THE NUMBER AND DIVERSITY OF APPLICANTS BY TARGETING NEW SOURCES OF TALENT. TWO, LEVERAGE OFFICERS’ NETWORKS. AND THREE PROVIDE APPLICANTS WITH FIRSTHAND KNOWLEDGE OF SEATTLE POLICING. OUR FIRST IDEA, WE’VE ENTITLED CIVILIANS TO SWORN PATHWAY. THE AIM SHEER FOLKS WHO ARE FAMILIAR WITH THE SEATTLE BRAND, FOLKS WHO MADE ALREADY HAVE A RELATIONSHIP TO THE SEATTLE POLICE DEPARTMENT. WH MAY BE INTERESTED IN A VIABLE SOURCE OF CANDIDATES FOR US. WE’RE ALSO LOOKING AT CREATING PIPELINES AND STRENGTHENING EXISTING PIPELINES TO SOME OF OUR PATHWAY PROGRAMS. SPD EXPLORERS, WHICH MIKE MENTIONED EARLIER. AS WELL AS ONE OF THE CITY’S NEW PROGRAMS. THE SECOND IDEA RECRUITMENT ROTATION AIMED TO SOLIDIFY AND BUILD UPON A CURRENT PRACTICE WHICH WOULD TAKE A CORE OF OFFICER RECRUITERS WHO COULD THEN LEVERAGE THEIR ALUMNI TO PROFESSIONAL NETWORKS TO HELP EXPAND OUR RECRUITMENT TO PERSPECTIVE APPLICANT APPLICANTS. THE THIRD ITEM IS THE RIDE-ALONG PROGRAM WHICH IS MODELED AFTER WHAT BALTIMORE, MARYLAND, HAS RECENTLY DONE. THIS IS FORMALIZING AND EXPANDING A PRACTICE THAT SPD HAS DONE. MEMBERS OF THE COMMUNITY IDEALLY TO GET FIRSTHAND EXPERIENCE OF SEATTLE POLICING. SO ONE OF THE ELEMENTS THAT WE HEARD FROM RECRUITERS AND FROM FOLKS, PARTICULARLY FOR LATERALS IS THEY WANT TO BE ABLE TO HAVE THAT FIRSTHAND EXPERIENCE. BEFORE THEY CONSIDER APPLYING OR ENGAGING IN OUR HIRING PROCESS. WE’D LIKE TO CREATE A WAY TO STREAMLINE THAT OPPORTUNIT APPLICANTS. IN THEIR IS OFFICER BRITTNEY ROY WHO SAY LATERAL HIRE FROM NYPD. SHE HAS A PRETTY GREAT STORY. HER FATHER WAS AN NYPD OFFICER WHO PASSED AWAY, UNFORTUNATELY IN 9/11. SHE JOINED NYPD AND CAME AND JOINED OUR FORCE IN 2018 BECAUSE SHE FELT SPD’S VALUES AND POLICING APPROACH WERE BETTER ALIGNED TO HER VALUES. REGARDING HIRING, FOUR INITIATIVES TO INCREASE THE EFFECTIVENESS OF THE HIRING PROCESS. THEY FOCUS ON LEVERAGING TECHNOLOGICAL SOLUTIONS AND ENHANCE BUS PROCESSES. ENGAGE CANDIDATES DURING THE HIRING PROCESS. AND EXTEND OFFERS IN A MORE COMPETITIVE TIMEFRAME. TESTING WOULD BE DONE IN ADDITION TO THE QUARTERLY SCHEDULE. ONE THAT WE FOUND, WE SURVEYED THE PARTICIPANTS IN THE JULY CYCLE AND FOUND THAT 48% OF THE PEOPLE WHO CAME AND TESTED WITH US ALREADY HAD A SCORE ON RECORD WITH THE NATIONAL TESTING SERVICE. SO WE’RE LOOKING AT HOW CAN WE MAKE SURE THAT WE’RE NOT OVERALL BURDENING THEM, CREATING OPPORTUNITIES TO PERHAPS SHORTEN OUR ENGAGED APPLICANTS IN MORE THAN JUST A QUARTERLY BASIS TO GET THEM IN OUR HIRING PROCESS. WE’RE ALSO LOOKING, AND THIS IS MODELED OVER PORTLAND, HOW TO PROVIDE SOME FLEXIBILITY IN THE ORDER IN WHICH CANDIDATES COMPLETE TASKS. SO FOR EXAMPLE IN PORTLAND, YOU CAN GO COMPLETE YOUR PHYSICAL ABILITY TEST PRIOR TO COMPLETING YOUR WRITTEN TEST. THERE’S AN ELEMENT THERE TO INTRODUCE SOME FLEXIBILITY. NUMBER 5, LEAVE NO CANDIDATE BEHIND. NOW DO WE AUGMENT OUR CURRENT EFFORTS TO ENGAGE APPLICANTS DURING THE HIRING PROCESS? PEOPLE WERE VERY FAVORABLE AND KIND ABOUT DETECTIVE MCNALLY AND HOW THEY WERE BROUGHT INTO SEATTLE EARLY ON. THEY’RE TWO INDIVIDUALS. THEY CAN’T HAVE THAT CONNECTION TO EVERYONE ONCE THEY’VE GOTTEN INTO THE HIRING PROCESS. SO WE’RE LOOKING AT HOW CAN WE ENHANCE OUR BUSINESS PROCESSES SO THAT FOLKS ARE BETTER AND MORE CONSISTENTLY AND THANKFULLY ENGAGED DURING THE HIRING PROCESS? THAT WILL GIVE US A LEG UP COMPARED TO OTHER JURISDICTION. WE’RE LOOKING SPECIFICALLY AT LEVERAGING TEXTING PLATFORMS, E-MAILS, VIDEO CONTENT TO HELP KEEP APPLICANTS INFORMED OF THEIR PROGRESS. BACKGROUND CHECKS. AGAIN, THIS AIMS AT ENHANCING AND INCREASING THE EFFICIENCY OF OUR CURRENT PROCESS. WE’D LIKE TO IMPLEMENT AN ELECTRONIC SYSTEM TO TRACK AND MANAGE CANDIDATES’ PROGRESSION THROUGH THE HIRING PROCESS. THIS SYSTEM WOULD CERTAINLY HELP STREAMLINE OUR REFERENCE CHECK PROCESS AND PROVIDE US BETTER INSIGHT INTO WHO’S ADVANCING AND HOW QUICKLY. AND THEN SEATTLE SAMPLER. THIS AIMS TO IMPLEMENT TRAINING OPPORTUNITIES. IT’S MODELED EVERY NYPD’S COMMUNITY-LED INITIATIVE IN WHICH CIVILIAN COMMUNITY EXPERTS LEAD TRAININGS FOR SPD RECRUITS. SPD IS PREHIRING WHICH MEANS THAT RECRUITS HAVE A POTENTIALLY LONGER PERIOD OF TIME BEFORE THEY DEPART FOR THE ACADEMY. THIS IS A GREAT OPPORTUNITY TO LEVERAGE THIS IN THEIR TIME WITH US DURING THAT PERIOD. SO OFFICERS WOULD RECEIVE BY COMMUNITY EXPERTS AND STAFF ON TOPICS SUCH AS CULTURAL LITERACY, HISTORY OF SEATTLE’S NEIGHBORHOODS AND COMMUNITIES. HISTORY OF CRIME IN PUBLIC SAFETY. TO BETTER UNDERSTAND THE SEATTLE CON. CONTEXT. GIVEN THAT SUCH A SMALL PERCENTAGE OF OUR APPLICANTS ARE COMING FROM SEATTLE, WE HEARD FROM APPLICANTS THEY DESIRE TO GET TO THEIR COMMUNITY IN A MORE PERSONAL WAY BEFORE THEY BECOME MEMBERS OF IT. TO CREATE SOME OF THOSE BONDS WHILE THEY’RE IN THEIR RECRUIT PERIOD. HERE WE HAVE A FORMER SPD OFFICER. HE HAS BEEN WITH SPD FOR SEVERAL YEARS AS WELL. GREAT QUOTE THERE WE’RE RECOMMENDING FIVE INITIATIVES TO HELP US RETAIN OUR TALENTED STAFF, PARTICULARLY OUR PATROL OFFICERS. OUR FIVE INITIATIVES FOCUS ON LEVERAGING SOME TECHNOLOGICAL SOLUTIONS AND BUSINESS PRACTICES TO PROMOTE OFFICERS’ HEALTH AND WELL BEING. MITIGATE UNINTENDED CONSEQUENCES OF THE SYSTEM, LEVERAGE THE EXPERTISE STAFF, DEVELOP SUPERVISOR LEADERSHIP SKILL, AND INCREASE LEADERSHIP UNDERSTANDING OF THE REALITY WAS PATROL WORK. THE FIRST IS BY ONE OF THESE TOP ITEMS REQUESTED BY SPD STAFF. OUR AGE IS TO CHANGE THE SHIFT SCHEDULES TO PROVIDE OFFICERS MORE TIME TO REST AND RECUPERATE BETWEEN SHIFTS. WE ARE REGARDED AS HAVING ONE OF THE WORST SHIFT SCHEDULES IN THE AREA. WHETHER IT’S A 4/10 OR ONE THAT WE MOVE TO, THERE IS A STRONG DESIRE BY THE CURRENT FORCE AND APPLICANTS TO MOVE TO A MORE FRIENDLY WORK SCHEDULE. WE PROPOSE EVALUATING SHIFT TIMES TO MAKE THEM MORE AVAILABLE FOR FAMILY TIME AND OPERATIONAL NEEDS. THE NEXT ITEM, CLEAR MY CARD. SO SOCIAL CONTACTS. OFFICERS HAVE PERSONALIZED CARDS, WHICH IS A WORD DOCUMENT THAT CONTAINS INFORMATION THAT IS HOUSED WITHIN A DATABASE. THIS INITIATIVE AIMS TO DO TWO THINGS. IT ASKS OPA IF WE COULD PLEASE REMOVE AFTER THE RETENTION PERIOD ANY BIAS, EXCESSIVE FORCE, AND CRIMINAL CONDUCT COMPLAINTS THAT HAVE BEEN INVESTIGATED AND DEEMED NOT SUSTAINED. I WANT TO BE CAREFUL, NOT SUSTAINED COMPLAINTS. THE OTHER ASKS TO, IN THE INTERIM, WHEN THOSE NOT-SUSTAINED COMPLAINTS APPEAR ON THAT OFFICER’S CARD TO ADD A QUALIFIER THAT ALREADY EXISTS. SO IT WOULD STIPULATE WHAT TYPE OF NOT-SUSTAINED FINDING IT WAS. THIS INITIATIVE AIMS TO ADDRESS A PERCEPTION BY OFFICERS THAT WHEN THAT CARD IS VIEWED BY ANOTHER AGENCY, MAYBE THEY’RE LATERALING, OR TWO, SPD REVIEWS THOSE FOR PROMOTIONAL OPPORTUNITIES, OFFICERS FEEL THAT EVEN THOUGH IT SAYS NOT SUSTAINED, MERELY HAVING THOSE ON THEIR CARD SOMEHOW DENOTES GUILT. THE PERCEPTION OF GUILT. SO WE WOULD ASK TO REMOVE THOSE OR ADD SOME ADDITIONAL INFORMATION IN THE INTERIM. WE’RE NOT REQUESTING INTEREST CHANGE TO THE UNDERLYING DATA OR WHAT’S STORED WITHIN THE ACTUAL SYSTEM. AND FOR SOME CONTEXT, IN 2018, 60% TO 65% OF POLICE OFFICERS IN THE PATROL BUREAU RECEIVED A COMPLAINT. OF THOSE COMPLAINTS INVESTIGATED IN 2018, THE VAST MAJORITY, 91% WERE NOT SUSTAINED. NEXT ON THE ITEM IS THE BUREAU ADVISORY COUNCIL. THIS IS A RESPONSE TO OFFICERS’ DESIRE TO PROVIDE FEEDBACK IN SOME OF THE POLICIE PROCEDURES. THAT THEY SHOULD HAVE A VOICE THROUGH THE CHAIN OF COMMAND. SO THEY ASKED US TO CREATE A BUREAU ADVISORY COUNCIL, IN WHICH SELECTIVE REPRESENTATIVES FROM EACH BUREAU MEET REGULARLY TO PROVIDE GUIDANCE AND FEEDBACK TO COMMAND TO CURRENT AND PROPOSED POLICIES, PROCEDURES AND OPERATIONAL ELEMENTS. THE BURS WOULD MEET SEPARATELY AND COLLECTIVELY TO ADDRESS INTERNAL, CROSS, AND ORGANIZATIONAL ISSUES. WE AIM TO LEVERAGE THE EXPERTISE OF OUR FRONT LINE STAFF WHILE PROVIDING EFFECTIVE CHANNELS FOR FEEDBACK TO SPD COMMAND. NEXT WE HAVE DEVELOP OUR PEOPLE LEADERS. WE KNOW THAT YOUR MANAGE HAS A SIGNIFICANT IMPACT ON YOUR ENGAGEMENT AT WORK. HOW PROFESSIONALURE. HOW PROFESSIONAL YOU ARE. SO WE THINK ABOUT THIS A LEADERSHIP-BASED DEVELOPMENT PROGRAM FOR SERGEANTS. THIS AIMS TO EXPAND THE EXIST SERGEANT SCHOOL. WE UNDERSTAND THAT WE CAN’T JUST MAKE AN INVESTMENT WHEN IT COMES TO LEADERSHIP IN ONE ISOLATED LAIR OF COMMAND. WE NEED TO ADDRESS A HOLISTIC ELEMENT WHEN IT COMES TO CREATING THE COMFORT THAT WE WANT AT SPD. WITHIN THIS ITEM, ALTHOUGH THE BIG ITEM IS CERTAINLY DEDICATED TO THAT SERGEANT LEADERSHIP ELEMENT, WE’RE LOOKING AT PROVIDING ADDITIONAL OPPORTUNITY, COMMON LANG FOR ALL STAFF AND FOLKS WHO ARE IN THAT SERGEANT THROUGH COMMAND STRUCTURE. THE OTHER ELEMENT AFFECTS FOLK IN THIS ROOM, ENCOURAGING ALL ELECTED OFFICIALS AND RELEVANT MAYOR’S OFFICE STAFF TO COMPLETE AN SPD TOUR TO GO ON A RIDE-ALONG WITHIN THE FIRST COUPLE MONTHS ON THE JOB. AND THE GOAL THERE BEING TO HELP EXPAND THE KNOWLEDGE OF OUR KEY DECISION-MAKERS. TO TOUCH QUICKLY ON SOME OF THE PROPOSED IMPLEMENTATION TIMELINES IN OUR NEXT STEP, THE REPORT OUTLINES A PROPOSED IMPLEMENTATION START DATE. AND BUDGETARY RESOURCES FOR EACH INITIATIVE. FIRST ON THE DOCKET WOULD BE TO IMPLEMENT OUR LEAVE NO CANDIDATE BEHIND AND CLEAR MY CARD. THIS IS US THINKING THROUGH HOW TO RESTART DEPLOYING THOSE. ESTIMATES REQUESTING ONE-TIME AND RECURRING COSTS. THERE ARE TWO STAFFING RESOURCES THEY WANT TO HIGHLIGHT. I THINK OFTEN TIMES WE CAN COME IN AND DO A REPORT AND ISSUE THAT REPORT AND IT’LL SIT ON SOMEONE’S SHELF. I AM VERY OPTIMISTIC ABOUT THIS WORK AND GRATEFUL THAT SPD HAS VALUED IT SUCH THAT THEY’RE PUTTING TWO KEY RESOURCES BEHIND THE WORK. ONE IN PROCESS ALREADY IS THE HIRING OF A DESIGNATED PROJECT MANAGER. IT WILL BE A TERM-LIMITED POSITION. BUT THAT VISIT’S SOLE DUTY FOR THE NEXT YEAR AND A HALF WILL BE TO DEVELOP MORE DETAILED IMPLEMENTATION PLANS AND THE COORDINATION OF THIS WORK MOVING FORWARD. THE SECOND RESOURCE, GIVEN HOW IMPORTANT THAT DESIGN THINKING WAS. AND BY THAT, I MEAN CONSTANTLY GOING BACK TO THOSE END USERS WITH THOSE IMPACTED ASKING THEIR OPINIONS, ASKING THEM HOW WOULD THIS AFFECT ME, WHAT ARE YOU LOOKING FOR? WE ARE HIRING A LOCAL HIRE. A PART-TIME DESIGN CONSULTANT TO SUPPORT THAT PROJECT MANAGER AND TO ENSURE THAT WE CONTINUE TO DO THAT WORK. THAT INDIVIDUAL WILL BE RESPONSIBLE FOR ACTUALLY CREATING PROTOTYPES THAT BRING THESE INDIVIDUALS TO LIFE. THEY’LL HELP IDENTIFY IMPLEMENTATIONS AND TEST THEM TO BE SURE THEY WILL TRULY HAVE THE IMPACT THAT WE WANT.>>I’M SORRY. DID YOU SAY THAT THE PROJECT MANAGER HAS ALREADY BEEN HIRED?>>HAS NOT ALREADY BEEN HIRED. THE POSITION HAS BEEN POSTED FOR SEVERAL WEEKS NOW. AND I BELIEVE YOU’RE GETTING INTERVIEWS.>>WE’VE BEGUN REVIEWING RESUMES. THE POSITION FORMALLY CLOSES NEXT TUESDAY. AND WE’LL MOVE QUICKLY TO FILL THE POSITION AFTER THAT.>>OKAY. AND THE PART-TIME CONSULTANT WAS BROUGHT ON THE FIRST WEEK OF SEPTEMBER. ALL RIGHT. THIS IS A QUICK HIGHLIGHT. WE KNOW THAT THE MEASURING OF PROGRESS, WE’VE OUTLINED HERE THE HIGH LEVEL OUTCOMES THAT WE AIM TO ACHIEVE WITH EACH OF HE’S. AS WELL AS A SAMPLE OF SOME OF THE INDICATORS THAT WE’RE RECOMMENDING SPD EVALUATE AS WE BEGIN AN EFFORT TO ESTABLISH BASE LINE DATA AND MEASURE PROGRESS MOVING FORWARD. JUST WANTED TO HIGHLIGHT A FEW OF THOSE FOR YOU HERE TODAY.>>TERMS OF THE MEASUREMENT FRAMEWORK AND OVERALL — THE EFFORT TO MAKE SURE THAT WE’RE STILL ON THE RIGHT TRACK HERE, I NOTICED THAT IN THE REPORT, IT’S ON PAGE 54, APPENDIX I, IT FOCUSES ON THE RETIRING, THE HIRING, THE RETENTION. IT TENDS TO BE PRETTY FOCUSED ON THE QUANTITATIVE PIECES, AS OPPOSED TO THE QUALITATIVE PIECES. ONE QUESTION I HAVE IS WHAT IS THE IS THE QUALITY OF THE PROGRAM THAT COMES IN SO WE’RE NOT JUST SLIPPING INTO A WIDGETS ACCOUNT HERE AND SAYING WE CHECK THE BOX, WE’RE GOOD TO GO. AND SECOND THE REPORT INDICATES THAT IT’S A RECOMMENDED MEASUREMENT FRAMEWORK FOR THE POLICE DEPARTMENT. IT DOESN’T INDICATE WHETHER THE POLICE DEPARTMENT HAS ACTUALLY ACCEPTED THAT MEASUREENT FRAMEWORK OR WHETHER THE POLICE DEPARTMENT INTENDS TO MODIFY THAT FRAMEWORK.>>YOU ARE EXACTLY RIGHT. THE PROPOSED MEASUREMENT FRAMEWORK WAS ATTEMPTED NOT TO OVERWHELM READER BUT TO PROVIDE SOME HIGH-LEVEL INITIAL RECOMMENDATIONS. CERTAINLY QUALITATIVE RESEARCH THROUGHOUT THIS ENTIRE PROCESS HAS BEEN VERY VALUABLE. I KNOW IN THE PROGRAM ADMINISTRATION, THE DEMROIRMENT OF THE LEADERSHIP, THE RECRUITMENT OPPORTUNITY THERE IS TO SEE WHETHER OR NOT IT’S WORKING WELL. AND WE CERTAINLY ARE I’M SURE SPD IS INTERESTED IN COMING UP WITH A MORE FORMAL APPROACH IN HOW WE’LL CONTINUE TO GATHER FEEDBACK FROM OFFICERS AND OTHER STAFF.>>DOES SOMEBODY FROM THE POLICE DEPARTMENT WANT TO RESPOND?>>SURE. ONE IS THIS MEASUREMENT METHODOLOGY IN TERMS OF THE NUMBERS MAKES SENSE TO US. NUMBER 2, THE QUALITY PIECE JUST HAS TO BE THERE. AND ALTHOUGH IT MIGHT BE TEMPTING IN A DOWNYEAR LIKE IT WAS LAST YEAR TO LOWER YOUR STANDARDS, TO GET THE NUMBERS, THAT’S JUST SOMETHING THAT’S NOT GOING TO HAPPEN. WE CONTINUE TO HAVE A ROBUST REVIEW PROCESS THROUGH THE BACKGROUND PROCESS AND OUR HIRING MEETINGS. SO THAT PIECE IS GONNA REMAIN IN TACT.>>OKAY, GRAY. GREAT.>>IN TERMS OF NEXT STEP, WE ARE LOOKING FORWARD TO ONBOARDING THAT PROJECT MANAGER. WE’VE ALREADY BEGUN IMPLEMENTING OR THINKING THROUGH SOME OF THE NEXT STEPS FOR SOME OF THESE INITIATIVES. PART OF THAT IS CLOSE COORDINATION WITH SPD. HOW DID WE DEVELOP EFFICIENCIES AROUND RECLIMATE AND HIRING. AND THE NEXT STEP WILL BE TO FLESH OUT MORE DETAILED IMPLEMENTATION PLANS FOR THOSE RECOMMENDATIONS. THEN WE WANTED TO END WITH A SMALL SAMPLE. CODY AND GREG BOTH KNOW THAT MANY OF OUR REPORTS OUR PRESENTATIONS, I SHOULD SAY,S IN THE WORKGROUP WERE VERY FOCUSED ON THE FOLKS MOST IMPACTED. IT WOULD NOT FEEL RIGHT IF WE DIDN’T END WITH A FEW QUOTES HERE.>>ALL RIGHT. THAT IS THE LAST SLIDE. OF YOUR PRESENTATION. IS THERE ANYONE ELSE AT THE TABLE WHO WANTED TO ADD ANYTHING ELSE?>>I WOULD JUST LIKE TO A ADBRIEFLY THANK YOU TO COUNCIL FOR FOR PARTICIPATING IN THE WORKGROUP. AND THANK YOU TO CATHERINE AND HER TEAM WHO DID FABULOUS WORK. THIS WAS DATA-DRIVEN, GROUND-UP. LISTENING DIRECTLY TO OFFICERS. AND GENERATING THE IDEAS FROM THE GROUND UP RATHER THAN US SITTING IN A ROOM COMING UP WITH THOSE ON OUR OWN. SO THANK YOU TO HER AND COUNCIL.>>GREAT. ANYONE ELSE? OKAY. SEE I APPRECIATE THE WORK HERE. OBVIOUSLY THE REPORT HAS A LOT MORE GRANULAR DETAIL TO IT. INCLUDING TICKET PRICES FOR MANY OF THESE RECOMMENDATIONS. AND SOME OF THESE ARE GONNA BE NEW REVENUE REQUIREMENTS, NEW BUDGET ADDS IN THE 2020 PROPOSED BUDGET. SOME OF THEM APPEAR TO BE EXISTING WITHIN EXISTING RESOURCES. I APPRECIATE THE IDENTIFICATION OF THOSE AS WELL. IN TOTAL, IF LOOKS LIKE THE PACKAGE TO IMPLEMENT ALL OF THESE RECOMMENDATIONS IS $1.7 MILLION. WHICH IS NOT AN INSIGNIFICANT AMOUNT OF MONEY TO INVEST IN THIS PARTICULAR AREA. THE DEPARTMENT AND THE MAYOR’S OFFICE CAN EXPECT THIS WILL BE PART OF OUR IMPLEMENTATION PROJECT DURING THE BUDGET TO MAKE SURE THAT COUNCIL MEMBERS ARE COMFORTABLE WITH THE PROPOSED ADDITION TO THE SEATTLE POLICE DEPARTMENT’S BUDGET FOR PURPOSES OF BEING LASER-FOCUSED ON SOME OF THESE RECOMMENDATIONS AND THEIR IMPLEMENTATION. I APPRECIATIVE THE THOROUGHNESS, AGAIN, OF ALL OF THE RECOMMENDATIONS AND MAKING SURE THAT WE HAVE SOMETHING IN RECRUITMENT AND HIRING AND RETENTION IS REALLY IMPORTANT. I WILL NOTE THAT IN THE RETENTION CATEGORY, THAT’S WHERE WE SEE MOST OF THE RECOMMENDATIONS. SO WE HAVE FIVE DIFFERENT STRATEGIES IN THAT PARTICULAR BUCKET OF WORK. AND THE ONE THING I WOULD WANT TO CONTINUE TO WORK WITH THE DEPARTMENT ON IS THE RECOMMENDATION RELATING TO — WHAT’S IT CALLED? STEP INTO OUR SHOES? THAT PARTICULAR PROPOSAL I NOED IN THE IMPLEMENTATION PLAN, AT LEAST, EVEN THOUGH IT APPEARS THAT THE FEEDBACK, THE QUALITATIVE FEEDBACK FROM OFFICERS WANTED TO MAKE SURE THAT IT WAS ALL ELECTED LEADERS. THE IMPLEMENTATION PLAN SEEMS TO NOT INCLUDE CITY COUNCIL OR OUR MEMBERS. SO I WOULD LIKE TO WORK TO MODIFY THAT TO MAKE SURE THAT IF THAT IS — I THINK IT IS REALLY IMPORTANT. MAYBE IT WAS JUST AN ERROR.>>THAT IS AN ABSOLUTE ERROR. YOU ARE CERTAINLY INCLUDED IN THAT GROUP. WE’LL MAKE SURE THAT WAS CORRECTED.>>IT’S ON PAGE 35 AT THE TOP. IT JUST BUSINESS OWNERS, DESIGNERS, MAYOR’S OFFICE STAFF.>>TERMS OF PEOPLE THAT WOULD BE REQUIRED.>>YES, I APOLOGIZE. YOU ARE MENTIONED IN THE IMPLEMENTATION PLAN FOR BEING PEOPLE WHO WOULD COME AND DO A RIDE-ALONG. WE’LL MAKE SURE YOU’RE INCLUDED IN THAT AS WELL. THANK YOU.>>ABSOLUTELY. I’M HAPPY TO COORDINATE ON BEHALF OF THE CITY COUNCIL HOW WE CAN GARNER SOME INTEREST FROM MY COLLEAGUES IN THIS PARTICULAR PROPOSAL. OF COURSE I CAN’T FORCE ANYBODY TO DO ANYTHING THEY DON’T WANT TO DO. I PERSONALLY COMMIT TO LEADING BY EXAMPLE IN THIS BASE, AND WANTING TO PARTICIPATE IN THE STEP INTO OUR SHOE OPPORTUNITY AS SOMEBODY WHO’S BEEN ATTENDING THE PUBLIC SAFETY COMMITTEE FOR FOUR YEARS NOW. I’D REALLY APPRECIATE THE OPPORTUNITY TO DO IT. AND ALL MEA CULPA AND SAY I HAVE NOT YET DONE A RIDE-ALONG AND WOULD VERY MUCH LIKE TO DO ONE. AND TO HAVE AN OPPORTUNITY TO HAVE ON THE GROUND CONVERSATIONS WITH PATROL OFFICERS AND OTHERS IS I THINK SLIGHTLY IMPORTANT PART OF THE WORK THAT WE HAVE TO DO AS ELECTED LEADERS AND POLICY-MAKERS IN THIS TO GET A BETTER UNDERSTANDING OF OPERATIONS MANAGEMENT AND JUST WHAT IT FEELS LIKE TO BE DOING THIS WORK. SO REALLY DO APPRECIATE — WOULD REALLY APPRECIATE THE OPPORTUNITY TO WORK TOGETHER COLLABORATIVE ON STARTING TO IMPLEMENT THOSE AS WELL. WE’RE WRAPPING UP.>>HAPPY TO BE HERE.>>DON’T WORRY ABOUT IT. I THINK ONE THING I WANTED TO OFFER TO YOU ALL. SORT OF AN OPPORTUNITY AND HAPPY TO THINK THROUGH THE SPECIFIC PIECES THAT CITY COUNCIL COULD PARTICIPATE IN AS IT RELATES TO THAT STEP INTO OUR SHOES COMPONENT. I THINK THAT’S A GOOD MODEL AND GOOD EXAMPLE, AND THERE’S NO REASON WHY WE SHOULDN’T DO THAT WITH THE POLICE DEPARTMENT. AND SORT OF JUST EXPERIENTIAL LEARNING AND AN OPPORTUNITY. TO MAKE SURE THAT THINGS ROBOT LEFT TO THE IMAGINATION ABOUT WHAT OUR INTENTS ARE AND ARE NOT. I THINK THAT’S AN IMPORTANT PART OF BEING LEADERS IN THE CITY. AND BEING PUBLIC SERVANTS IN GENERAL. SO VERY HAPPY TO BE ABLE TO COMMIT SOMETHING LIKE THAT. LASTLY, I JUST WANTED TO THANK YOU ALL FOR THE MANY, MANY MONTHS OF WORK THAT HAVE OCCURRED IN THIS SPACE. THERE’S A VERY LONG LIST OF ACKNOWLEDGEMENTS ON PAGE 42. THERE ARE LITERALLY ABOUT THREE DOZEN PEOPLE WHO HAVE BEEN INVOLVED AND ENGAGED IN THIS WORK. IN SOME WAY. BUT MANY OF THE PEOPLE WHO RUN THE TABLE HAVE BEEN REALLY IN THE WEEDS AS THEY SAY, DOING THE WORK, AND THE DATA-CRUNCHING. AND I WANT TO SPECIFICALLY THANK YOU CODY FROM MY OFFICE FOR ATTENDING ATTENDING ALL THE MEETINGS AND BEING A PARTICIPATE ACT IN THE PROCESS. AND GREG DOSS FROM CENTRAL STAFF WHO ALSO PARTICIPATED IN PROCESS. AND I REALLY WANT TO THANK YOU ALL FOR ALLOWING US TO BE MEMBERS OF THE WORKGROUP. AND FOR THE ONGOING COLLABORATION AND COOPERATION IN THIS SPACE. IT’S A GOOD EXAMPLE OF HOW WE CAN IDENTIFY AN ISSUE IDENTIFY A STRUCTURE FOR TO US WORK TOGETHER. ON IDENTIFYING SOME SOLUTIONS. LOOKING FORWARD TO CONTINUING TO HAVE THIS CONVERSATION DURING OUR BUDGET PROCESS. AND LOOKING FORWARD TO GETTING ANSWERS TO ANY QUESTIONS THAT COUNCIL MEMBERS MIGHT HAVE AS IT RELATES TO THE $1.7 MILLION PROPOSED. I KNOW YOU JUST GOT HERE COUNCIL MEMBER BUT I DON’T KNOW IF YOU CAME PREPARED WITH ANYTHING. OKAY, GREAT. OKAY. THANK YOU ALL SO MUCH. YOU HAVE DONE A GREAT JOB HERE. THIS IS OUR LAST AGENDA ITEM. IT IS ALSO OUR LAST COMMITTEE HEARING UNTIL DECEMBER. SO WE’LL HAVING HAD TWO COMMITTEE HEARINGS THIS WEEK, I THINK WE’VE DONE ALL WE CAN DO NOW. AND WE WILL SEE FOLKS BACK IN CHAMBERS SOMETIME IN DECEMBER. WE ARE ADJOURNED. THANK YOU.

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