>>> 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'S ONE MIDDLE
SCHOOL IN RENTON, WENT TO
MIDDLE SCHOOL THAT I WORK WITH
STUDENTS AT THE 6, 7, 8 GRADE
LEVELS.
THERE STUDENTS I TAUGHT SIX
SESSIONS WITH AS SIXTH-GRADERS
AND WHEN THEY MOVED INTO THE
SEVENTH GRADE I TALKED THEM
FOUR SESSIONS AND IN EIGHTH
GRADE THEY WILL RECEIVE FOUR
MORE SESSIONS.
WE COVER ESSENTIALLY THE SAME
TOPICS DOING IT IN DIFFERENT
WAYS AS THEY GROW OLDER AND AS
THEY ARE EXPERIENCE AND
KNOWLEDGE DEEPENS.
MY SIXTH-GRADERS LOOK AT ME
LIKE A MAN 80 AND IF I TALK
ABOUT DATING BECAUSE THEY THINK
IT IS SO GROSS AND THEY SEEM SO
UNINTERESTED.
AND BY EIGHTH GRADE THEY ARE
LIKE WHAT YOU SAYING ABOUT
THAT.
THEY HAVE QUESTIONS AND
THOUGHTS, AND WE WANT TO MAKE
SURE WE ARE ABLE TO BUILD A
RELATIONSHIP WITH THEM, THEIR
SCHOOL AND TEACHERS OVER THAT
TIME SO THAT THEY GET AS MUCH
HEALTH INFORMATION AS POSSIBLE.
AGAN, WE WANTED TO BE FORMAL
AND INFORMAL CONVERSATIONS.
WE WANT TO TEACH AND LEARN
THROUGH HEALTHY MODELING AS
WELL.
AND, I HOPE EDUCATORS CAN
RECOGNIZE AND WE WANT TO LEARN
ALONGSIDE OUR STUDENTS.
AS ADULTS WE ARE STILL LEARNING
HOW TO BE IN HEALTHY
RELATIONSHIPS, HAVING HUMILITY
AS WELL.
SOME OF THE TOPICS WE ENCOURAGE
SCHOOLS TO TAKE ON ARE LISTED
HERE.
THESE ARE THE ONES I ENGAGE
WITH STUDENTS AS WELL AND WE
WANT TO MAKE SURE WE TALKING
ABOUT BOUNDARIES AND CONSENT,
HEALTHY RELATIONSHIPS, AT THE
SIXTH GRADE IN YOUNGER LEVEL IT
OFTEN LOOKS LIKE HEALTHY
FRIENDSHIPS.
AND THEN THE LESSONS AND SKILLS
ARE APPLICABLE TO DATING AND
INTIMATE RELATIONSHIPS WHEN THE
STUDENT IS READY.
TALKING ABOUT DRAMA, BULLYING,
HARASSMENT, AND JUST JOKING.
THIS IS A LANGUAGE PIECE I
LEARNED QUITE A FEW YEARS AGO
WHERE WE COME IN AND TALK ABOUT
BULLYING.
IT IS OFTENTIMES ONE OF THE
FIRST POWER BASE FORMS OF HARM
THAT YOUNG PEOPLE START TO SEE
OR ENGAGE WITH THEMSELVES.
WHAT I WAS FINDING IS THAT A
LOT OF MY STUDENTS, ESPECIALLY
AT THE MIDDLE AND HIGH SCHOOL
LEVELS SAY THAT BULLYING DOES
NOT HAPPEN HERE.
BUT I WAS HEARING DIFFERENT
THINGS FROM THE ADMINISTRATION.
I STARTED ASKING WHAT ABOUT
DRAMA AND THEY SAY OH MY GOSH,
LET ME TELL YOU WHAT.
DRAMA HAPPENS ALL OVER THE
PLACE.
AND THEN I SAY OKAY, TELL ME A
LITTLE BIT MORE ABOUT THAT.
THEY WOULD DESCRIBE A SCENARIO
TO ME AND AS AN ADULT I WOULD
SAY IT IS BULLYING.
I'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.