>>> THE MEETING WILL COME TO
ORDER . I AM ROBERT KETTLE,
CHAIR OF THE PUBLIC SAFETY
COMMITTEE. WILL THE CLERK
PLEASE CALL THE ROLL?
>> [ ROLL BEING CALLED ]
>> CHAIR, THERE ARE FIVE
MEMBERS PRESENT.
>> IF THERE IS NO OBJECTION,
THE AGENDA WILL BE ADOPTED.
SEEING AND HEARING NO
OBJECTION, THE HEARING IS ABOUT
THE. GOOD MORNING, EVERYONE.
GOOD MORNING TO THOSE CHECKING
IN VIA THE SEATTLE CHANNEL. IT
IS IMPORTANT . WE HAVE THE
APPOINTMENTS TO THE POLICE
COMMISSION. REVEREND HUNTER,
ALONG WITH BALDWIN, AND MS.
WILSON, A MEMBER OF THE CIVIL
RIGHTS LEGAL COMMUNITY. OF
NOTE, WE ARE SEEKING AN
APPOINTMENT FROM THE NATIVE
COMMITTEE AND WE ARE WORKING
WITH THE ADVISORY COUNCIL, THE
DEPARTMENT OF NEIGHBORHOODS AND
OFFICE OF GOVERNMENTAL
RELATIONS ON FILLING THAT ON
THE POLICE COMMISSION. SECOND,
WE HAVE A BRIEFING ON POLICE
RECRUITMENT , AND RETENTION, BY
CENTRAL STAFF. WE HAVE MADE
SOME MOVEMENTS WITH RECRUITMENT
AND RETENTION LEGISLATION .
VERY IMPORTANT, INCLUDING THAT
30 BY 30 ELEMENT TO THAT BILL.
WHICH LEADS INTO THE FACT THAT
THE MAIN BRIEFING TODAY, IT
WILL BE THE 30 BY 30 PIECE , A
BIG PIECE IN ACHIEVING OUR
RECRUITMENT AND RETENTION GOALS
WILL BE MET. THERE ARE
ALLEGATIONS AGAINST DIAZ AND
THERE IS AN IN DECIMATION --
INVESTIGATION ONGOING. IT IS
PRUDENT IN OUR ROLES AS
OFFICIAL POSITIONS TO LET THOSE
PIECES RUN THEIR COURSE. AND
ALLOW PEOPLE TO DO THEIR WORK.
AT THE SAME TIME, IT IS
IMPORTANT TO SPEAK TO THE GOALS
FOR ADVANCING WOMEN AND
POLICING. IN A PREVIOUS
MEETING, I SPOKE, REGARDING SPD
STAFFING. THE FACT THAT WE
NEEDED TO DRAW A LINE UNDER THE
OLD COUNCIL. AND THIS GOES TO
30 BY 30, IN TERMS OF WHAT
HAPPENED WITH CHIEF CARMEN, I
BELIEVE, THE OLD COUNCIL WAS
POOR RELATING TO HER POSITION
AS CHIEF , AND THE ACTIONS
RELATED TO LEAVING HER
POSITION. IT IS KIND OF LIKE
THE 30 BY 30 REPORT. WHEN I
READ THE REPORT. IT SEEMS TO
STRIKE AS TRUE. THE SAME WITH
CARMEN BEST. IT STRIKES AS
TRUE. SOME MAY PLAN TO EXPLAIN
IT AWAY. YEAH, BUT, THOSE KINDS
OF APPROACHES. THAT WE CANNOT
DO, AND WE SHOULD NOT DO. THE
PREVIOUS POINT THAT I MADE ALSO
WITH 30 BY 30, ALSO THE
SITUATION THAT WAS OCCURRING
WITH CHIEF CARMEN BEST. WE NEED
TO BUILD FORWARD, WE NEED TO
LEARN THE LESSONS ABOUT WHAT
HAPPENED TO HER, AND WHAT KIND
OF EXAMPLE THAT SET. IT COMES
BACK TO THE MORE BROAD EFFORT
THAT WE ARE LOOKING TO PROMOTE
ON CITY COUNCIL. WITH THAT
BASELINE FOR THE MEETING TODAY.
I WOULD LIKE TO NOW OPENED THE
HYBRID COMMENT PERIOD. COMMON
SHOULD RELATE TO ITEMS ON THE
AGENDA OR WITHIN THE PURVIEW OF
THE COMMITTEE. HOW MANY PEOPLE
DO WE HAVE SIGNED UP, HOW MANY
SPEAKERS?
>> CURRENTLY WE HAVE FIVE
SIGNED UP AND TWO PRESENT, ALL
REMOTE.
>> EACH SPEAKER WILL HAVE TWO
MINUTES. YOU SET ONLINE? OKAY,
I WILL SKIP THE IN-PERSON PART
AND GO STRAIGHT TO REMOTE.
PLEASE READ THE INSTRUCTIONS.
>> THE PUBLIC COMMENT PERIOD
WILL BE MODERATED IN THE
FOLLOWING MATTER, IT IS UP TO
20 MINUTES. SPEAKERS WILL BE
CALLED UPON IN THE ORDER IN
WHICH THEY REGISTERED. SPEAKERS
WILL HEAR IT SHINE WITHIN 10
SECONDS LEFT IN THEIR TIE MICS
WILL BE MUTED IF THEY DO NOT
END IN TIME FOR THE PUBLIC
COMMENT PERIOD IS NOW OPEN AND
WE WILL BEGIN WITH THE FIRST
SPEAKER ON THE LIST. THE FIRST
REMOTE SPEAKER IS REBECCA.
PLEASE PRESS STAR SIX WHEN YOU
HEAR THE PROMPTS. YOU HAVE BEEN
UNMUTED.
>> HELLO. GOOD MORNING. I AM
REBECCA BRENNEMAN, A SEATTLE
POLICE DEPARTMENT SUPPORTER.
THANK YOU FOR THIS OPPORTUNITY
TO COMMENT ON SPD 30 BY 30 , TO
INCREASE FEMALE PRESENCE ON THE
FORCE. I AM COMMITTED TO THIS
UNDERTAKEN -- INDICATING PAIRED
THIS CALLS FOR CREATING, QUOTE,
A HEALTHY, SAFE, EQUITABLE, AND
RESPECTFUL ENVIRONMENT IN WHICH
ALL MEMBERS OF SPD CAN GROW AND
THRIVE. AS YOU WILL SEE, IN
2023, THE DEPARTMENT HIRED DR.
NOLA TO HIRE FOCUS GROUPS FOR
THE INITIATIVE, ASSESSING THE
WORK ENVIRONMENT FOR SPD WOMEN.
IT WAS DIVIDED BY
RECOMMENDATION. THE 30 BY 30
PLAN PRESENTED TODAY ADDRESSES
CHILDCARE AND MENTORSHIP NEEDS,
I AM CONCERNED THAT IT DOES NOT
ADDRESS ISSUES WITHIN THE
EXISTING WORKPLACE ENVIRONMENT,
ISSUES SUCH AS EXPECTATIONS FOR
WOMEN, DOUBLE STANDARDS,
EXCLUSIONS, PIGEONHOLING, AMONG
OTHERS. IT IS NOT JUST A TAX ON
WOMEN, THIS WAS AN ENVIRONMENT
THAT AFFECTED THE ABILITY TO
RETAIN PERSONNEL. AS RETENTION
IS CRITICAL . IT HIGHLIGHTS
THESE DIFFICULT ISSUES TO
CREATE A TIMELY OPPORTUNITY FOR
US TO FIND AND IMPLEMENT
SITUATIONS. THE DEPARTMENT HAS
TACKLED MANY PROBLEM AREAS ,
CREATING INTERRELATED ISSUES
NATIONWIDE, IMPROVING
DEPARTMENT SERVICE TO THE
COMMUNITY. MY HOPE IS THAT
IMPROVEMENT OF THE EXISTING
WORKPLACE ENVIRONMENT TO
ADDRESS THE MISSION GOALS OF A
HEALTHY, SAFE, AND EQUITABLE
ENVIRONMENT WILL ALSO BE A 30
BY 30 PRIORITY. THANK YOU.
>> THE NEXT REMOTE SPEAKER IS
BJ , PLEASE PRESS STAR SIX WHEN
YOU HEAR THE PROMPTS.
>> MY NAME IS BJ, WITHIN THE
SPD Q1 METRIC SUPPORT, I WANTED
TO POINT OUT THEY ARE ON PACE
FOR OVERSPENDING IT'S OVER TIME
BUDGET, THAT IS EVEN WITH THE
PEAK OF 43%, AND HIGHER THAN
THE TOTAL BUDGET OF MULTIPLE
CITY DEPARTMENTS. THIS IS A
LARGE ISSUE , GIVEN THE GENERAL
FUNDING THAT IS COMING UP AND
THE MASSIVE PORTION OF THE
GENERAL FUND. IT IS SOMETHING
THAT COUNCIL NEEDS TO BE
LOOKING INTO, WHEN IT LOOKS AT
RESPONSIBILITY WITHIN THE CITY.
SPECIAL EVENTS HAVE BEEN UP 23%
IN Q1, THIS IS DESPITE THE
MEMORANDUM LAST YEAR. THE
COUNCIL CLAIMS THAT MACKEY
COUNCIL CLAIMS THAT IT WAS FOR
TWO NON-FOREIGN OFFICERS. THAT
WAS BILLED -- AND STAFFING
HOURS , WHICH IS CLEARLY NOT
HAPPENING. THERE IS A CALLOUT ,
THAT IS AGAIN A BIG QUESTION
WHEN THAT BIG MEMORANDUM WAS
BASICALLY TO INCREASE STAFFING
BY NON-SWORN OFFICERS. Q1 ,
I'M SORRY, TO ONE OF THIS
YEAR, IT IS REALLY CONCERNING,
SINCE LAST YEAR WAS ABNORMALLY
HIGH . Q1 EVENTS WERE MUCH
HIGHER THAN WHAT WERE DESCRIBED
FOR THE EMPTINESS, AFTER THE
MURDER OF TYRE NICHOLS, AND
ANOTHER SPD MURDER. THE FACT
THAT THE SPECIAL EVENTS THIS
YEAR ARE ALREADY HIGHER THAN
THAT IS DEEPLY CONCERNING. IN
RESPONSE TO THE CALL VOLUME [
INAUDIBLE - STATIC ] I AM NOT
SURE WHY ANY NUMBERS WERE GOING
UP, THIS HAS MORE TO DO WITH
WHAT THEY ARE DOING, WHEN THEY
RESPONDED TO THE CALL FOR AN
ACTIVE SHOOTER . [
INDISCERNIBLE ] OVER --
>> THANK YOU.
>> THERE ARE NO OTHER
ADDITIONAL REGISTERED SPEAKERS.
>> OKAY. THANK YOU. YES. NO
ADDITIONAL SPEAKERS, WE WILL
NOW PROCEED TO OUR FIRST ITEM
OF BUSINESS. CLERK , WILL YOU
PLEASE NOW MOVE TO THE FIRST
TWO ITEMS OF BUSINESS. PLEASE
READ ITEMS ONE AND TWO.
>> AGENDA ITEMS ONE AND TWO,
APPOINTMENTS 2851 AND 2852, THE
APPOINTMENTS OF PATRICIA HUNTER
AND LYNNE WILSON AS MEMBERS OF
THE COMMUNITY POLICE COMMISSION
, TO TERMS OF DECEMBER 31st ,
2027.
>> THANK YOU, CLERK . WE DO NOT
HAVE A PRESENTATION THIS IS IN
REGARDS TO REAPPOINTMENTS, I
HAVE WORKED WITH REVEREND
HUNTER, COCHAIR OF THE
COMMISSION ALONG WITH REVEREND
WALDEN AND MR. MERKEL, PART OF
THE LEADERSHIP OF THE
COMMISSION. AND MS. LYNNE
WILSON IS PART OF THE LEGAL
RIGHTS COMMUNITY AND HAS BEEN
FOR MANY YEARS . I AM NOT SURE
IF THERE IS ANYTHING SPECIFIC,
ANYTHING ELSE TO ADD, ANY
COMMENTS, COUNCIL PRESIDENT ?
>> I JUST WANTED TO SAY THAT I
APPRECIATE THE CONTINUED
SERVICE, AS THIS IS A VOLUNTEER
POSITION, AND IT DEALS WITH
EXTREMELY WEIGHTY MEMBERS AND
WE RELY
POLICY CHANGES , BASED ON THE
COMMUNITY INPUT AND MY
EXPERIENCE WITH THESE TWO
INDIVIDUALS HAS BEEN NOTHING
BUT POSITIVE. AND I WOULD LIKE
TO SEE THEM SERVE.
>> TO ECHO THE COMMENTS BY THE
COUNCIL PRESIDENT, LIKE OTHER
BOARDS, VOLUNTEERING AND
PRESERVING THE COMMUNITY, THANK
REVEREND HUNTER , AND THE
ENTIRE COMMUNITY POLICE
COMMISSION FOR THEIR WORK AND
SUPPORT OF THE COMMUNITY. I
MOVE THAT THE COMMITTEE
RECOMMENDED CONFIRMATION OF
APPOINTMENTS 2851 AND 2852. IS
THERE A SECOND?
>> SECOND.
>> MOVED AND SECONDED
RECOMMENDING CONFIRMATION OF
THE APPOINTMENTS, ARE THERE ANY
FINAL COMMENTS? SEEING AND
HEARING NONE , WILL THE CLERK
PLEASE CALL THE ROLL ON THE
CONFIRMATION TO CONFIRM ?
>> COUNCILMEMBER HOLLINGSWORTH
? COUNCILMEMBER SAKA ? THERE
ARE FIVE FOR AND ZERO AGAINST.
>> THANK YOU, APPRECIATE THAT.
THANK YOU TO THE POLICE
COMMISSION, PARTICULARLY
REVEREND HUNTER AND MS. LYNNE
WILSON. WILL THE CLERK PLEASE
READ ITEM 3 IN THE RECORD ?
>> SEATTLE POLICE DEPARTMENT
2024 STAFFING AND PERFORMANCE
METRICS BRIEFING AND DISCUSSION
WITH GREG DOSS, COUNCIL CENTRAL
STAFF.
>> WELCOME MR. DOSS.
>> WELCOME, AND GOOD MORNING,
MEMBERS OF THE COMMITTEE. GREG
DOSS, COUNCIL CENTRAL STAFF,
GIVING THE UPDATE ON THE
OVERTIME STAFFING AND
PERFORMANCE METRICS. IF YOU
LIKE, I WILL LAUNCH RIGHT INTO
IT. THE CLERK, HE HAS THE
PRESENTATION BUT MOST
IMPORTANTLY WITH ME TODAY IS
CARRIE JONES, THE ACTING BUDGET
DIRECTOR FOR SPD. I HAVE PUT
TOGETHER THESE PRESENTATIONS
BASED ON A LOT OF DATA THAT
THEY SEND. IT TAKES A LOT OF
TIME TO PUT THE DATA TOGETHER.
AND IT ALSO HELPS ME IMMENSELY
THAT THEY DOUBLE CHECK
EVERYTHING THAT I DO. REALLY,
THE DEPARTMENT IS WALKING
HAND-IN-HAND WITH THESE. I WANT
TO THANK HER AND JORDAN MAC ,
AND OTHERS, WHO HAVE HELPED ME
WITH THESE PRESENTATIONS.
>> I WANT TO THANK MS. JONES ,
IT IS ALWAYS GOOD TO HAVE
SUPPORT.
>> I APPRECIATE THE BACKUP. SO,
JUST BY WAY OF BACKGROUND,
THESE ARE REPORTS THAT
GENERALLY CENTRAL STAFF GIVE IN
THE FIRST QUARTER AND CENTRAL
QUARTER, THE THIRD QUARTER DATA
IS SENT TO CENTRAL STAFF, THAT
IS USED BY A BUDGET DEVELOPMENT
PROCESS BUT ALL OF THE SAME
METRICS WILL BE APPEARING IN MY
BUDGET ISSUE PAPER WHEN YOU ARE
REVIEWING THE ANNUAL BUDGET. IN
THE FOURTH QUARTER, THE DATA
WOULD NOT COME UNTIL NEXT YEAR.
AND, SO, THAT IS TYPICALLY, NOT
DONE, BECAUSE IN JANUARY,
MEMBERS ARE GETTING SETTLED .
AND THERE ARE NOT COMMITTEE
MEETINGS THAT ARE AVAILABLE.
SO, THIS IS DONE TWICE A YEAR,
IT PROBABLY SHOULD NOT BE
CALLED QUARTERLY, SEMIANNUALLY,
Q1, Q2. WITH THAT, I WILL GO
AHEAD AND I WILL GET INTO IT.
FLIP THE SLIDE. THE FIRST THING
I WILL TALK ABOUT IS STAFFING.
GO AHEAD, ONE MORE. WITH THIS
CHART, BEFORE I GET INTO IT, I
AM GOING TO TALK ABOUT THE
STAFFING NUMBERS. I AM GOING TO
POINT YOUR ATTENTION TO THE
COLUMN ON THE RIGHT THAT SAYS
2024 TO ONE ACTUALS. AS YOU CAN
SEE, THE ORIGINAL STAFFING
PLAN, WHICH ACCOMPANIED THE
BUDGET LAST FALL, UPON WHICH
THE BUDGET IS BASED ON, ASSUMED
THAT THE DEPARTMENT WAS GOING
TO HIRE 31 POLICE OFFICERS OR
POLICE RECRUITS IN 2024, IN THE
FIRST QUARTER. THEY ACTUALLY
HIRED 11. AND SO, THAT IS 20
SHORT OF THE PROJECTION, OF
COURSE, WE WILL GET INTO IT
LATER THAT THE VACANT POSITIONS
THAT ARE STILL VACANT, THEY ARE
GOING TO CREATE SOME SALARIES.
ON THE OTHER SIDE OF THE ISSUE,
THEY HAD PLANNED FOR 27
SEPARATIONS AND HAD 22. THIS IS
THE FIRST TIME I THINK SINCE
2020, THAT I HAVE SEEN IT THAT
THE ACTUALS ARE LOWER THAN THE
PROJECTIONS, THIS IS A VERY
GOOD SIGN, IN TERMS OF
RETENTION.
>> I WILL TAKE A MOMENT, JUST
TO DIGEST THAT. THANK YOU. I
THINK THIS IS HOPEFULLY A
POSITIVE INDICATION, AND TANNER
-- IN TERMS OF INDICATIONS.
>> ON THE ANNUAL PROJECTIONS,
DOWN BELOW, ORIGINALLY, THE
DEPARTMENT HAD PLANNED ON
HIRING 2020, I'M SORRY, 120,
SEPARATING 105. WHAT YOU WILL
SEE HIM INSTEAD, ON THE RIGHT,
THE PROJECTIONS HAVE BEEN
REVISED, THEY ARE NOW HOPING TO
HIRE 100 AND SEPARATE 100. I
WILL POINT OUT THAT THE
PROJECTIONS HERE, THESE UPDATED
PROJECTIONS ARE JUST A
MATHEMATICAL RESULT. THEY TAKE
THE HIRES THAT DID NOT HAPPEN,
AND THE SEPARATIONS THAT WERE
REALIZED AND THEY ADD THAT INTO
THE PROJECTIONS FOR THE REST OF
THE YEAR. IT IS NOT LIKE WE
WILL LOOK AT IT AND SAY Q1 IS
BAD, THEREFORE Q3, Q4, WE CAN
PREDICT. IT IS STRICTLY A
MATHEMATICAL EXERCISE, WHERE
THEY TAKE THE 15, 20, THAT WERE
NOT HIRED, IF EITHER WERE
RETAINED, AND THEN YOU SEE THAT
CLEARLY IN THE REVISED
PROJECTIONS. SO , MOVING TO THE
NEXT SLIDE. I'M SORRY, I WILL
STAY HERE. WHAT YOU ARE GOING
TO SEE, THE FULLY TRAINED
OFFICERS, AS OF Q1, 2024, THERE
ARE 994 FULLY TRAINED OFFICERS
AND 924 OFFICERS IN SERVICE. I
WILL EXPLAIN REALLY QUICKLY
WHAT THE DIFFERENCE IS. A FULLY
TRAINED OFFICER HAS BEEN
THROUGH THE ACADEMY. PHASE ONE
AND PHASE TWO OF FIELD OFFICER
TRAINING, THAT IS WHERE THEY
ARE ACCOMPANIED BY ANOTHER
OFFICER IN THE CAR. A FULLY
TRAINED OFFICER IS A TRAINED
OFFICER WHO HAS COMPLETED ALL
OF THAT, NOW THEY ARE IN PHASE
THREE, THEY CAN BE DEPLOYED.
THEY CAN LOG INTO THE 911
SYSTEM AND ANSWERED 911 CALLS.
THEY ARE AN AVAILABLE RESOURCE.
THEY WERE NOT, BRIAR. THE
DEPLOYABLE OFFICERS, THAT LOWER
LINE, 924, THAT IS LOWER,
BECAUSE WE TAKE THE NUMBER OF
FULLY TRAINED OFFICERS , THEN
WE SUBTRACT OUT THOSE OFFICERS
OUT ON LONG-TERM LEAVE.
MILITARY SERVICE, OR OTHER
TYPES OF LEAVE, MATERNITY
LEAVE, IF THEY'RE GOING TO BE
OUT FOR A LONG PERIOD OF TIME,
MULTIPLE MONTHS, THEY GET PUT
INTO THAT CATEGORY AND ARE
SUBTRACTED OUT. THAT LOWER ONE
IS TYPICALLY CALLED DEPLOYABLE
OFFICERS, THE DIFFERENCE
BETWEEN THEM, THERE ARE 70
OFFICERS OUT ON LONG-TERM
LEAVE. THAT IS PRETTY GOOD,
THAT IS ACTUALLY THE BEST
METRIC IN THAT PARTICULAR
MEASURE AND YOU CAN LOOK BACK
ON THE CHART , THERE IS A WIDE
GAP, BETWEEN 140 AND 180 OUT ON
LONG-TERM LEAVE, THE FACT THAT
THIS IS GETTING DOWN TO 70, IT
IS AGAIN ANOTHER VERY GOOD SIGN
IN TERMS OF RETENTION AND
MAKING SURE THAT OFFICERS ARE
AVAILABLE FOR DEPLOYMENT.
>> MR. GREG DOSS? LET ME DIGEST
THAT POINT. LET'S KEEP THEM
GOING, PLEASE.
>> GO AHEAD AND FLIP TO THE
NEXT SLIDE, PLEASE. SO, THIS
NEXT SLIDE , I AM GOING TO
START WITH THE TOP LINE. THERE
IS A LOT. LIKE THIS IS SAYING,
IN THE ORIGINAL BUDGET, 2024,
THE ADOPTED BUDGET. ACTUALLY, I
THINK THIS IS AN EARLIER
VERSION, THAT SHOULD SAY 2024
ADOPTED BUDGET ON THE FIRST
COLUMN, THERE WERE 1074 FUNDED
POSITIONS, FTE , TO BE
SPECIFIC. AFTER THE QUARTER HAS
HAPPENED, INCORPORATING ALL OF
THE CHANGES THAT HAVE HAPPENED,
BOTH IN THIS QUARTER AND LAST
FALL, SINCE THE BUDGET IS
WRITTEN, THERE 1053 FTE
EMPLOYED IN THE DEPARTMENT, THE
DIFFERENCE IS 21 VACANT FT E ,
THAT ARE GOING TO CREATE SALARY
SAVINGS AT THE END OF THE YEAR,
THE WAY THAT WORKS IS, IT IS AN
ANNUALIZED NUMBER, 21 FEWER ,
THAT WILL TRANSLATE INTO ABOUT
$3 MILLION THROUGHOUT THE YEAR,
NOT JUST FOR THE FIRST QUARTER,
BUT THROUGHOUT THE YEAR, IF
THEY CAN MAINTAIN CURRENT
STAFFING PLANS, WHICH, AS YOU
CAN SEE, IN THE LAST TWO ROWS,
100 HIRES, 100 SEPARATIONS, IF
THEY REALIZE THOSE METRICS, THE
AGENCY WILL SEE $3 MILLION OF
SAVINGS IN 2024. IF ANY OF
THOSE CHANGES, LIKE, SAY THERE
ARE FEWER HIRES THAN 100, THERE
WILL BE MORE SALARY SAVINGS. I
WILL STOP AND ASK IF THERE ARE
ANY QUESTIONS.
>> ANY QUESTIONS ? TO SHOW THAT
WE VALUE PUBLIC COMMENT , THE
PUBLIC, AND WAS TALKING ABOUT
OVERTIME, WHICH HAS BECOME AN
ISSUE. SOMETIMES I DO NOT THINK
IT ACCOUNTS FOR THE FACT THAT
WE HAD A MINDSET -- MASSIVE
LOSS OF OFFICERS , THE OVERTIME
IS BASICALLY COMPENSATING FOR
OVERTIME PAY, EITHER WAY, AT
THAT 3 MILLION, SO, IS THE NET
GAIN SOMEWHAT LESS?
>> WE WILL TALK ABOUT THAT A
LITTLE BIT LATER, BUT, YES, THE
LACK OF HIRES WILL ALLOW FOR
SALARY SAVINGS TO BE APPLIED TO
THAT OVERTIME OVERAGE. AT THIS
POINT, IT IS PROBABLY TOO EARLY
TO SAY OF THOSE WILL EQUAL. WE
WILL HAVE ENOUGH SALARY
SAVINGS, HOPEFULLY THERE WOULD
NOT BE ANY SALARY SAVINGS
AVAILABLE, BUT IT IS A LITTLE
TOO EARLY TO KNOW IF IT IS
GOING TO BE ENOUGH TO PAY FOR
OVERTIME OVERAGE OR NOT. BUT
LIKE I SAID, WE WILL GET TO
THAT A LITTLE BIT LATER, WE
WILL FLIP TO THE NEXT SLIDE,
PLEASE.
>> THANK YOU , CHAIR. I AM JUST
CURIOUS, WHY ARE THEY PLANNING
FOR 20 FEWER HIRES? DO YOU HAVE
ANY IDEA?
>> THAT IS REALLY JUST A
MATHEMATICAL FUNCTION, IT IS
THE CASE THAT THEY HAD PLANNED
FOR 20 FEWER IN Q1. SO, THEY
JUST TAKE THE REST OF THE
MONTH, IT WILL BE 100.
>> AND DO THEY, OR HAVE THEY
ADJUSTED THAT, SINCE THE
PRESENT BILL PASSED, FOR THE
TESTING, TO MAKE IT EASIER AND
MORE INFORMED?
>> NO. THAT IS WHY I WAS TRYING
TO POINT THAT OUT. IT IS
STRICTLY A MATHEMATICAL
FUNCTION. IT IS NOT THAT MAJOR
EVENTS OR THINGS THAT HAPPENED
CAUSED THE AGENCY TO DO A
CORRECTION. IT IS JUST A
FUNCTION OF HOW MANY DID OR DID
NOT APPEAR IN THE FIRST QUARTER
AND WHAT THE BUDGET CHANGES ARE
FOR THAT.
>> THANK YOU FOR
>> I DO BELIEVE THAT IT WILL
MAKE A DIFFERENCE. I UNDERSTAND
YOUR POINT, THAT, IN
COMBINATION WITH THE
LEADERSHIP, THESE ARE THE
REASONS WHY WE ARE DOING THIS
HOPEFULLY OVER THE COURSE OF
THE YEAR, THESE TWO POSITIVES
THAT YOU NOTED, THEY ARE
NEGATIVES , BUT KIND OF
POSITIVES IN THE DIRECTION WE
CAN GO IN, SO, THANK YOU. WHAT
WAS THE OTHER QUESTION? OKAY.
OKAY.
>> NEXT SLIDE? THIS NEXT SLIDE
I SHOW AS PART OF THESE
PRESENTATIONS BECAUSE I
FREQUENTLY GET ASKED THE
QUESTION, FROM THOSE OF YOU WHO
REPRESENT SPECIFIC DISTRICTS.
YOU HAVE EACH OF THE PRECINCTS,
THERE ARE A NUMBER OF OFFICERS
AND SERGEANTS, AT A HIGH LEVEL,
THIS HAS NOT CHANGED SINCE THE
LAST REPORT, A QUARTER AGO,
THERE WOULD BE 500 OFFICERS IN
TOTAL, NOW THERE ARE 10 FEWER,
THOSE 10 FEWER ARE PRETTY
EVENLY DISTRIBUTED AMONG THE
PRECINCTS. SORT OF , NOTHING TO
SEE THERE. IN THE PAST, TIMES
BASED ON CRIME ISSUES, THE
CHIEF MAY SHIFT OFFICERS
AROUND, BUT IN THIS CASE, THE
REDUCTION IS PROPORTIONAL.
>> JUST SO I AM CLEAR, THE
NUMBERS ON THE BOTTOM REPRESENT
REDUCTIONS? OR JUST ACTUAL
NUMBERS?
>> THEY ARE ACTUAL NUMBERS. IF
YOU LOOKED AT THIS EXACT CHART
THREE MONTHS AGO, THEY WOULD GO
TO 500. HERE IT IS 490.
>> THE CITYWIDE OFFICERS, CAN
YOU JUST EXPLAIN? THEY ARE
ROVING? IT
>> CITYWIDE RESPONSE GROUP, I
THINK IT IS CALLED THE CITYWIDE
RESPONSE TEAM, SEE RG, THEY ARE
NOT NECESSARILY ROVING. THEY DO
HAVE ASSIGNMENTS AT THE
PRECINCT, BUT THEY ARE FLEXIBLE
AND CAN BE USED FOR PROACTIVE
TIMES DURING PROACTIVE
DEPLOYMENT.
>> THANK YOU.
>> MR. CHAIR ?
>> VICE CHAIR ?
>> SO, THESE CITYWIDE FOLKS ,
THEY CAN BE USED FOR PROACTIVE
DEPLOYMENT, WITH THOSE INCLUDE
EMPHASIS PATROLS?
>> TYPICALLY , THAT IS A REALLY
GOOD QUESTION. THAT IS
SOMETHING WE HAVE TO GET INTO A
LITTLE BIT LATER. BUT IT COULD
INCLUDE EMPHASIS PATROLS WORK ,
NOW THAT THE DEPARTMENT HAS
SORT OF REORGANIZED HOW THEY DO
EMPHASIS PATROLS AND I WILL
TALK ABOUT THEM, THE ONE THING
THAT I SHOULD HAVE SAID, ABOUT
THE CITYWIDE, THEY ARE THERE
FOR PROACTIVE POLICING.
TYPICALLY, THEY ARE OFFERS THAT
ARE MORE SENIOR. MAYBE THEY
CAME OUT OF A DETECTIVE UNIT,
OR A SPECIAL UNIT, BACK TO
PATROL, THEY HAVE A LITTLE BIT
MORE SKILL TO DO INVESTIGATIONS
THAN SOME OF THE NEWER
OFFICERS. THEY ARE ALSO NOT
LOGGED INTO THE 911 SYSTEM. IT
IS THE CASE THAT THEY ANSWER
NUMBER ONE CALLS , IN ADDITION
TO PROACTIVE DUTIES, SO I DO
NEED TO MENTION THAT. THEN WE
WILL GET INTO EMPHASIS PATROLS.
THANK YOU. NEXT SLIDE. SO, THIS
, I INCLUDE TO SHOW YOU THE
HISTORY OF PATROL . YOU ARE
GOING TO SEE THE LAST TWO
COLUMNS, TO THE RIGHT, 911
RESPONSE ONLY, OFFICERS AND
SERGEANTS, THOSE ARE AGAIN,
ONLY FOLKS WHO RESPOND TO 911
CALLS, YOU WILL SEE ON THE
LEFT, INCLUDING SEATTLE CENTER
AND BICYCLE SQUADS, WE HAVE ONE
SQUAD, THE DEPARTMENT DOES ,
THEY HAVE A TOTAL OF 11
NON-ASSIGNED RESOURCES FOR 911
CALLS. THAT IS VERY DIFFERENT
THAN LOOKING BACK TO SEPTEMBER,
20 2020 . YOU HAD ABOUT 24 TO
27 FOLKS AVAILABLE, NOT EITHER
IN THAT OFFICER OR SERGEANT
COLUMN THAT WERE AVAILABLE TO
DO PROACTIVE WORK ON ANTICRIME
SEEMS, ON COMMUNITY POLICE
TEAMS, THOSE OFFICERS ARE NOW
PRETTY MUCH ALL GONE, WITH THE
EXCEPTION OF ONE BIKE SQUAD,
PRETTY MUCH ALL OF PATROL IS
ANSWERING 91 CALLS.
>> COUNCIL PRESIDENT ?
>> I WANT TO REINFORCE THE
IMPLICATIONS OF WHAT THIS SLIDE
IS COMMUNICATING, THE BOTTOM
LINE, THAT REDUCES SUPPORT.
CPT, A.C.T. WHEN YOU TALK ABOUT
TACKLING THE BIG PUBLIC SAFETY
CHALLENGES, GUNS ON THE STREET,
PROLIFERATION OF GUNS IN THE
COMMUNITY. IF WE REMOVE THE
INVESTIGATORS FROM THE UNITS
AND PUT THEM IN PATROL, THAT
MEANS THAT WE CANNOT DO
PROACTIVE POLICING
INVESTIGATION TO PREVENT
ADDITIONAL CRIMES DOWN THE WAY,
WE ARE ONLY RESPONDING TO
EMERGENCIES WHICH IS ABSOLUTELY
IMPORTANT, I AM NOT CRITICIZING
THIS DECISION TO MOVE, BUT ON
THE ONE HAND, OUR ABILITY TO
FIGHT CRIME, THE BIG THINGS
THAT WE NEED TO PUT A LOT OF
RESOURCES INTO , OUR ABILITY TO
DO THAT IS DRASTICALLY
DIMINISHED. AT THE SAME TIME,
THE REDUCTION OF PATROL BEADS
RESULTS IN LESS TRUST BETWEEN
THE POLICE FORCE AND THE
COMMUNITY. THIS IS WHAT I HEAR
ALL THE TIME FROM SMALL
BUSINESS OWNERS . THEY MISS THE
PATROL OF THE BEAT COP, WHO
KNOWS BUSINESS OWNERS. WHO
KNOWS THE RESIDENCE AND KIND OF
KEEPS IT DAILY EYE ON THINGS.
THAT FUNCTION IS EXTREMELY
IMPORTANT, NOT JUST FOR PUBLIC
SAFETY, BUT TO BUILD TRUST
BETWEEN THE DEPARTMENT AND THE
PEOPLE OF SEATTLE. SO, THIS IS
SOMETHING , IT IS VERY
CONCERNING TO ME, MY HOPE IS ,
WE CAN BUILD BACK STAFFING
LEVELS, AND THIS WILL BE
DIRECTED.
>> COUNCILMEMBER MOORE?
>> I APPRECIATE THAT, COUNCIL
PRESIDENT. I THINK THAT WE ARE
GOING TO HAVE A DIFFICULT TIME,
GETTING BACK TO THE NUMBERS
THAT WE REALLY NEED TO HAVE.
THIS, TO ME, ARGUES FOR BRADLEY
EXPANDING OUR COMMUNITY
PROGRAM. THAT IS TO SOME EXTENT
A RESPONSE THAT CAN FULFILL THE
ROLE OF BEING THE EYES ON THE
STREET AND KNOWING THE
INDIVIDUALS AND KNOWING HOW TO
REPORT THAT TO LEADERSHIP ABOUT
WHAT IS HAPPENING OUT THERE, SO
IT IS SOMETHING I TALKED ABOUT
A LOT ON THE CAMPAIGN TRAIL AND
THERE WAS A LOT OF PUBLIC
INTEREST. I KNOW CHIEF DIAZ HAS
IT -- BEEN A SUPPORTER. I AM
PUTTING THAT PLUG IN THERE FOR
SPD AND THE MAYOR 'S OFFICE TO
REALLY MOVE THAT FORWARD. IT IS
NOT ABOUT REDUCING THE ABILITY
OF POLICE TO POLICE, BUT REALLY
EXPENDING THE ABILITY TO
RESPOND AND HAVE A MORE BROAD
PUBLIC SAFETY NETWORK. THANK
YOU.
>> THANK YOU, COUNCIL PRESIDENT
AND COUNCILMEMBER MOORE. I USED
TO WORK CLOSELY WITH CPT. SO,
THE IMPACT OF THESE NUMBERS ARE
PERHAPS FELT, FAR AND WIDE. I
APPRECIATE WHAT THEY DO IN
TERMS OF BEING A FLEX FORCE AND
SPECIAL MISSION, THE IMPACT ARE
HUGE, AND THESE GRAPHS REALLY
SHOW THAT. SO, BACK TO YOU ,
GREG DOSS.
>> ONE THING I WOULD LIKE TO
FOLLOW UP ON, THE LAST
AGREEMENT, THE INTERIM
AGREEMENT THAT WAS PASSED A FEW
WEEKS AGO, THAT PROVIDED
AUTHORITY FOR THE CSO TO ANSWER
CALLS, FROM THE DIRECTION OF A
STAFF SERGEANT, CONSIDERABLY,
THAT WILL HELP. SO, NEXT SLIDE.
NEXT, I WILL SHIFT AND I WILL
GO INTO OVERTIME MONITORING AND
WE WILL TALK EMPHASIS PATROLS
AS WELL. LET'S START WITH A
HIGH LEVEL SNAPSHOT, OF WHERE
OVERTIME IS AT. AS YOU CAN SEE,
IN THE STABLE, THERE HAVE BEEN
INCREASES TO THE ANNUAL BUDGET
EACH YEAR. I WILL SAY THAT THE
ANNUAL BUDGET IS TRYING TO
CATCH UP TO WHAT SPD SPENDS. IN
THE LAST COUPLE OF YEARS,
ANYWAY, GOING ON FOR QUITE A
WHILE, SPD HAS SPENT MORE THAN
ITS BUDGET IN OVERTIME. AND YOU
CAN SEE THERE WAS A 43%
INCREASE IN THE BUDGET OVER THE
LAST COUPLE OF THREE YEARS,
LAST YEAR, SPD SPENT $39.6
MILLION, WHEN THE BUDGET WAS
$31 MILLION. IT IS NOT UNCOMMON
FOR THE DEPARTMENT TO GO UNDER
BUDGET. ONE OF THE THINGS THAT
IS HELPFUL AT THIS TIME OF YEAR
IS TO SEE HOW THEY ARE TRACKING
AGAINST THE BUDGET, HERE YOU
WILL SEE ON THE LOWEST ROW ,
2024, THEY ARE TRACKING ABOUT
24% OF THE BUDGET RIGHT NOW IN
SPENDING. IF YOU THINK ABOUT
IT, FROM THE QUARTERLY REPORT,
THAT WOULD BE GOOD. BUT THERE
IS VERY MUCH SEASONALITY , WITH
THE EVENT SEASON, AND THE
SUMMER SEASON, WHERE CRIME HAS
AN UPTICK, THE FACT THAT IT IS
24% NOW, IS PROBABLY MORE
INDICATIVE OF THE FACT THAT
THEY ARE RUNNING OVER THEIR
BUDGET ON A LONG-TERM BASIS.
THAT IS SOMETHING THAT WE WILL
KIND OF HAVE TO WAIT AND SEE.
WE WILL SEE IF THERE ARE ANY
QUESTIONS ON THIS ONE. OKAY,
FLIP TO THE NEXT ONE, NOW WE
WILL DIVE INTO THE DETAIL A
LITTLE BIT ON HOW THE OVERTIME
IS BEING SPENT. WHAT I DO, I
TAKE DATA FROM THE DEPARTMENT
AND I CRUNCH IT DOWN THERE IS
A NATIONAL THRESHOLD ON THE
SPENDING OF DATA, WHERE THERE
IS A NUMBER OF PEOPLE IN THE
DEPARTMENT SPENDING FEWER THAN
$7000, AND SOME THAT SPEND
MORE. THAT IS KIND OF HOW I
DIVIDE THESE CHARTS. YOU ALL
ARE PRIMARILY NEW . AT A REALLY
HIGH CLIP, WE WILL HIT WHAT
THESE CATEGORIES ARE. IT
INCLUDES PUBLIC AFFAIRS,
DATA-DRIVEN POLICING, AND THE
CHIEF LEGAL OFFICER. SPECIAL
OPERATIONS, THAT IS TYPICALLY
GROUPS LIKE THE BOMB SQUAD, THE
K-9 SQUAD, OR HARBOR PATROL.
THE CHIEF OPERATING OFFICER,
THERE, YOU HAVE HUMAN
RESOURCES, AND THINGS THAT YOU
MIGHT RESPECT, COLLABORATIVE
POLICING, THAT IS A VERY SMALL
AMOUNT. THAT IS COMMUNITY
DRIVEN ORGANIZATIONS. THE
COMMUNITY SERVICE , I'M SORRY,
THE SWORN COMMUNITY SERVICE ,
NOT THE SWORN SERVICE OFFICERS.
AND SO, THE CSO , THE CIVILIAN
SERVICE OFFICERS, THEY ARE
THERE AS WELL. METROPOLITAN IS
A GROUP THAT CONTAINS TRAFFIC,
PARKING, EVENT PLANNING, AND
THE CRISIS INTERVENTION UNIT,
TECHNICAL SERVICES IS
EVERYTHING FROM FORENSICS
SUPPORT, TO DIGITAL IMAGING AND
TECHNOLOGY. MISCELLANEOUS,
EVERYTHING ELSE FROM EXECUTIVE
SECURITY TO EVERYTHING ELSE
THAT THEY DO THAT DOES NOT FALL
INTO THESE CATEGORIES, AT A
HIGH LEVEL, WHAT YOU ARE SAYING
HERE PRETTY MUCH, IT IS THE
CIVILIAN UNITS LIKE TECHNICAL
SERVICES AND THE CHIEF
OPERATING OFFICER'S AND THE
CHIEF OF POLICE. THEY ARE ALL
SHOWING DECREASES, THAT IS
SOMETHING THAT I THINK THE
DEPARTMENT CARES ABOUT AND I
THINK THAT THEY ARE TRYING TO
RATION THEIR USAGE OF IT, YOU
DO NOT SEE IT AS MUCH. IN FACT,
YOU MOSTLY SEE THE INCREASES ON
THE SWORN SIDE, THAT MAY BE
DIRECTLY REPORTED WITH THE
STAFFING ISSUES. SO NOT MUCH TO
SAY HERE, OTHER THAN, I WILL
POINT OUT , AS THE PUBLIC
TESTIMONY SHOWS, THE PO IS
RECEIVING LESS OVER TIME, THERE
ARE MORE OFFICERS WORKING
EVENTS, SUBSEQUENT TO THE
PASSING OF THE MOU THAT HAPPEN
LAST YEAR. THAT IS SOMETHING
THAT THE DEPARTMENT PREDICTS IS
NOT GOING TO STAY , IN SPECIAL
EVENTS SEASON, THE DEPARTMENT
BELIEVES THAT THEY WILL TAKE ON
MORE WORK AND IT COULD ALSO
REFLECT OUT OF 105 POSITIONS,
ONLY 90 ARE FILLED . AND THE
DEPARTMENT IS STILL WORKING TO
FILL THOSE PO POSITIONS .
>> QUICK QUESTION ON THE
EXECUTIVE SECURITY , YOU KNOW,
WHETHER THERE IS ANY BREAKDOWN
OR NOT FOR THE PROVIDED
EXECUTIVE SECURITY, VERSUS THE
CHIEF PROVIDED, AND JUST , AS
BACKGROUND, AS I UNDERSTAND IT.
AT LOCAL POLICING LEVELS, IT IS
COMMON, PRIMARILY ON THE EAST
COAST, FOR CHIEFS OF POLICE TO
HAVE EXECUTIVE SECURITY ,
PROTECTION DETAIL, AND LESS
COMMON ON THE WEST COAST, FOR
WHATEVER REASON. YOU KNOW, I DO
NOT MEAN TO SORT OF MAKE THIS A
QUESTION ABOUT EXECUTIVE
SECURITY. BUT IT IS IMPORTANT
TO BETTER UNDERSTAND, YOU KNOW,
WHICH OF THAT FUNDING , AND
SERVICES IS MAYORAL PROVIDED,
VERSUS CHIEF OF POLICE , AS I
UNDERSTAND IT, SINCE CHIEF
O'TOOLE WAS HERE, EAST COAST,
COMMON FOR CHIEF OF POLICE
PROVIDED SECURITY, EVEN WHEN WE
HAVE HAD LOCAL CHIEFS OF
POLICE, THEY HAVE CHOSEN TO
CARRY THAT FORWARD AND MAINTAIN
THIVE PROVIDED SECURITY
AT THE LOCAL LEVEL. AGAIN.
PROBABLY OUTSIDE OF THE SCOPE
OF THIS CONVERSATION AND
WHETHER THAT IS TRULY NEEDED.
BUT I DO THINK IT IS IMPORTANT
FOR THE PUBLIC TO UNDERSTAND
WHAT IS THE BREAKDOWN ? VERSUS
THINGS THAT WE WOULD EXPECT
ORDINARILY, EXECUTIVES, THE
CEOs , THE PRESIDENT OF OUR
LOCAL GOVERNMENT, TO HAVE ,
VERSUS CHIEFS OF POLICE,
WITHOUT A RESPONSE TO A
SPECIFIC THREAT.
>> THANK YOU , COUNCILMEMBER
SAKA. I AM NOT SURE IF THE
DEPARTMENT TRACKS AT THAT
LEVEL, WE WILL SEE IF WE CAN
FIGURE IT OUT AND GET BACK TO
YOU.
>> COUNCILMEMBER MOORE?
>> I NOTICED THE SPECIAL
OPERATIONS IS UP DUE TO ARSON,
BOMB, AND S.W.A.T. TRAINING, IS
THAT BECAUSE OF THE 4/10
SCHEDULE THAT YOU MENTIONED?
>> THAT IS RELATED TO SPECIAL
TRAININGS THAT I BELIEVE THEY
WERE DOING THIS YEAR, SPECIFIC
TACTICAL TRAININGS ON SUBJECTS
. LATER ON , THERE WILL BE SOME
TRAINING-RELATED INCREASES
RELATED TO THE 4/10, LIP BALM,
S.W.A.T., IT IS MORE SPECIALTY
TRAININGS.
>> LIKE I SAID, SHE CARRIES ME
ON A LOT OF THESE.
>> THE TRAININGS HAVE TO OCCUR
IN OFF-HOURS, BECAUSE OF THE
NEED FOR FULL STAFF , DURING
THOSE HOURS?
>> OR THEY RUN OVER THE HOURS,
WHATEVER THEY NORMALLY WORK.
NEXT SLIDE. IF THERE ARE NO
MORE QUESTIONS. AS I SAID,
THERE ARE SORT OF TWO
THRESHOLDS , DIVING INTO THE
OVERTIME DATA, THE OTHER
THRESHOLD IS THE ONE OVER 7000
HOURS. NORMALLY I HANDLE THIS
CHART WITH JUST ONE SLIDE, I
WILL HAVE A COUPLE OF THEM HERE
TODAY. THE CHART WILL NOT
CHANGE, JUST WHAT I WANT TO SAY
ABOUT IT. WHAT I WILL START
WITH HERE IS THE OBVIOUS
CHANGE, AS YOU CAN SEE, ON THE
FAR RIGHT, THE EMPHASIS
PATROLS, IT IS GONE. PATROL
OPERATIONS IN THE MIDDLE IS
DOUBLE, WHAT THIS IS , IS A
REFLECTION OF THE CHANGE THAT
SPD MADE LAST FALL, IN THE WAY
THAT THEY RECORD OVERTIME. IN
THE PAST, SPD HAS DEDICATED
OVERTIME SQUADS , THEY WORK
AREAS THAT I THINK YOU ARE ALL
FAMILIAR WITH, 12th AND
JACKSON, A SQUAD OF FOLKS WOULD
GO OUT AND WORK A SPECIFIC
SHIFT FOR TIME AMOUNT, DURING
THOSE AREAS. WHEN THEY RECORDED
THE OVERTIME, IT WAS EASIER TO
SEE HOW MANY HOURS WERE WORKED
AT THESE LOCATIONS. FOR
INSTANCE, I COULD TELL
COUNCILMEMBER SAKA , EXACTLY
HOW MANY HOURS WERE BEING USED
ON THE SUMMER al-QAEDA EMPHASIS
PATROLS. IT HAS CHANGED , DUE
TO THE OPERATIONAL CHANGES,
SUCH THAT THE EMPHASIS PATROLS
, THEY ARE NO LONGER CREATED AS
EMPHASIS PATROLS. OFFICERS ARE
INSTEAD RECORDING THOSE AS
MINIMUM STAFFING HOURS FOR THE
PRECINCTS. JUMPING TO PATROL
OPERATIONS, PATROL OPERATIONS,
THOSE BARS REPRESENT ONLY THE
MINIMUM STAFFING HOURS , PRETTY
MUCH ALL OF THE OVERTIME IS FOR
WHAT THEY CALL MINIMUM
STAFFING, COVERAGE OF SICK
LEAVE, AUGMENTATION TO MAKE
SURE THERE ARE ENOUGH OFFICERS
TO ANSWER NUMBER ONE CALLS.
PRIOR TO THIS YEAR, WHEN YOU
LOOK AT THE GREEN BAR, AND YOU
SAW ABOUT 26,000 HOURS, YOU
KNEW THAT THAT WAS THE AMOUNT
OF OVERTIME HOURS THAT THE
DEPARTMENT NEEDED TO MAKE SURE
THAT IT COULD HAVE A PATROL
FORCED TO RESPOND TO NUMBER ONE
CALLS. AND THE EMPHASIS
PROTOCOLS FOR PROACTIVE
POLICING. NOW THAT THE
DEPARTMENT IS LOGGING ALL OF
THOSE UNDER MINIMUM STAFFING IN
THE PATROL OPERATIONS, IT IS
IMPOSSIBLE TO TELL HOW MUCH IS
USED FOR MINIMUM STAFFING AND
HOW MUCH IS USED FOR SPECIFIC
PROACTIVE POLICE. THE
DEPARTMENT WILL TELL YOU THAT
THERE ARE GOOD OPERATIONAL
REASONS THAT THE CHANGE WAS
MADE. BUT I HAVE BEEN TOLD IS
THAT THE OLD MODEL OF DEPLOYING
A DEDICATED TEAM TO A CERTAIN
AREA IS NOT AS EFFECTIVE FROM A
POLICING STANDPOINT AS HAVING A
LARGER GROUP OF FOLKS AVAILABLE
IN THE PRECINCTS THAT CAN BE
DEPLOYED AS NEEDED, MAYBE ON
THE HOURLY BASIS, NOT SO MUCH
WITH THE FLEXIBILITY, THE
DEPLOYMENT PLANS OF DOING IT
THIS WAY , THEY ARE BETTER FOR
POLICE. UNFORTUNATELY, THAT
LEAVES US WITH NO WAY TO MAKE A
DISTINCTION FOR HOW MUCH OF
THOSE HOURS OF REALLY NEEDED
FOR 911 CALLS , VERSUS
PROACTIVE POLICING.
>> VICE CHAIR ?
>> THANK YOU, MR. CHAIR. I CAN
UNDERSTAND WHY THAT MIGHT MAKE
SENSE FROM AN OPERATIONAL
PERSPECTIVE. IT JUST, IT DOES
NOT LEND ITSELF WELL TO
TRANSPARENCY ABOUT , YOU
MENTIONED ALKI, IT IS WELL
KNOWN AND WELL DOCUMENTED AND
WIDELY REPORTED , FOR PEOPLE
WHO DO NOT EVEN LIVE IN THAT
COMMUNITY, THAT, YOU KNOW, THEY
GENERALLY HAVE A PREMIER
DESTINATION FACILITY OR BEACH,
NOT JUST IN SEATTLE BUT I THINK
IN THE ENTIRE PACIFIC NORTHWEST
THERE YOU KNOW, THEY HAVE A LOT
OF PEOPLE COME AND VISIT, THAT
IS GENERALLY A GOOD THING. IT
STIMULATES THE LOCAL
ENVIRONMENT AND MAKES IT A
BEAUTIFUL PLACE FOR IT TO BE.
IT IS NOT WITHOUT CHALLENGES.
RECENTLY , THERE WERE A COUPLE
OF CALLS FOR SPEEDING ALONG
ALKI, FLIPPING INTO THE WATER.
ONE WOMAN WAS IN A COMA LAST
YEAR FOR AN EXTENDED PERIOD OF
TIME. AND THERE WAS A GENTLEMAN
WHO TRAGICALLY LOST HIS LIFE AT
THE SANDBOX A FEW BLOCKS AWAY
FROM THE PARK, WHERE KIDS WERE
PLAYING, INCLUDING MY OWN.
THERE ARE A LOT OF PUBLIC
SAFETY CHALLENGES, IN THAT
PARTICULAR AREA, PRIMARILY IN
THE SUMMERTIME, REAGAN, PREMIER
DESTINATION BEACH AREA. PEOPLE
FLOCK TO IT. WE WANT PEOPLE TO
ENJOY IT, BUT WE WANT TO KEEP
THE COMMUNITY SAFE AND
WELCOMING FOR ALL. SO, I AM A
LITTLE CONCERNED, HOW IS THE
PUBLIC AND THIS BODY ABLE TO
EXERCISE LEGISLATIVE OVERSIGHT
AUTHORITY. WHAT KIND OF
STAFFING, AND , YOU KNOW, WHAT
KIND OF DECISIONS HAVE BEEN
MADE TO PROVIDE PROACTIVE
POLICING TO ADDRESS A VERY
SPECIFIC PUBLIC SAFETY THREAT,
IN NOT OBFUSCATING, OR KIND OF
OBSCURING WHAT IS GOING ON.
BASED OFF OF CURRENT REPORTING,
CAN WE CLICK ON THAT AND BETTER
UNDERSTAND THOSE RESOURCES ?
>> I WANT TO START BY
EMPHASIZING, IT IS NOT
NECESSARILY BY EMPHASIZING THAT
THOSE OVERTIME HOURS WENT AWAY.
IT IS THE SERVICES AT 12th AND
JACKSON, 3rd AND PINE, OR OUT
ON ALKI. THERE IS A LOT
HAPPENING AND A LOT THAT WILL
STILL HAPPEN. LAST SEPTEMBER,
WE SAW LITERALLY 2000 HOURS OF
OVERTIME IMMEDIATELY SWITCHED
FROM EMPHASIS PATROLS TO PATROL
OPERATIONS. IT IS VERY CLEAR IN
THE DATA THAT THE OVERTIME
HOURS ARE STILL BUILDING USED.
IT IS A MATTER OF RECORDING AND
TRANSPARENCY. COUNCILMEMBER
SAKA, YOU BRING UP SOME REALLY
GOOD POINTS. I AM WORKING TO
TRY TO FIGURE OUT WHAT SYSTEMS
WE MIGHT USE TO BRING YOU THAT
INFORMATION, OBVIOUSLY, WE
TRACK THAT INFORMATION, THE --
MAYBE NOT THE OVERTIME HOURS .
BUT THE NUMBER OF HOURS SPENT
IN GENERAL AT THESE HOTSPOTS.
THAT IS SOMETHING THAT I AM
LOOKING FORWARD TO, HOPEFULLY,
IN THE FUTURE, SINCE I CANNOT
SHOW IT TO YOU HERE, I CAN GIVE
IS SOME KIND OF METRIC,
SOMETHING ALONG THOSE LINES.
>> I THINK YOU NEED TO USE NEW
TERMS, I UNDERSTAND THE POINT
OF THE VICE CHAIR. IF WE WERE
FULLY MANNED, WE COULD DO
PROACTIVE POLICING. IN SOME
WAYS, IT IS ACCURATELY
HIGHLIGHTING THE LOSS OF
OFFICERS, BECAUSE WE CANNOT DO
IT . WE NEED -- IT IS ALMOST
LIKE THE CR G , THE SPECIAL
PUSH, RELATED TO ALKI OR ANY
OTHER ISSUE, IT IS A MATTER OF
NOMENCLATURE I THINK, IN PART
AT LEAST, IN PART,
UNDERSTANDING PRECINCT
OPERATIONS THAT MAY NEED TO BE
AUGMENTED BY, YOU KNOW, THE
MORE CITYWIDE APPROACH. BUT,
PROACTIVE POLICING. IF WE WERE
FULLY STAFFED, WE WOULD HAVE
PROACTIVE POLICING. WE SHOULD
ALSO HAVE AN APPRECIATION OF,
YOU KNOW, THE HOTSPOTS OR
SURGES , IF YOU WILL, LIKE
ADDRESSING THE OVERCROWDING AT
ALKI, WHICH SOMETIMES IS
ACCOMPANIED BY CRIMINAL ,
AND/OR CRIMINAL BEHAVIOR.
>> YOU DO MAKE A VERY GOOD
POINT, MR. CHAIR. PRIOR TO THE
PANDEMIC, EVERY YEAR, IN THE
BUDGET CONVERSATION, THE
COUNCIL WOULD ASK HOW MUCH TIME
A 911 OFFICER HAS, IRREGULARLY
DEPLOYED OFFICER, TO DO
PROACTIVE POLICING. THERE WAS A
CERTAIN AMOUNT OF TIME THAT
THEY WERE NOT ANSWERING CALLS
THAT THEY COULD DO PROACTIVE
POLICING. MOST FOLKS ALL
FAMILIAR , I THINK THAT THE
COLOR RESPONSE TIMES HAVE ONE
UP, THE TIME THAT THEY CAN DO
PROACTIVE POLICING HAS REALLY
GONE DOWN, SPECIAL EMPHASIS
WITH OVERTIME, IN PARTICULAR
HOTSPOTS , THAT HAS BEEN ONE OF
THE MAIN APPROACHES OF THE
DEPARTMENT. AS I SAY, WE WILL
WORK ON THE DATA TO SEE IF WE
CAN PROVIDE MORE DETAIL.
>> IT IS VERY COMPLEX.
OBVIOUSLY COUNCILMEMBER
MOORE'S POINT , THERE ARE A
WHOLE BUNCH OF OTHER FACTORS
THAT PLAY INTO IT.
>> GO TO THE NEXT ONE, PLEASE.
HITTING SOME OF THE OTHER
TOPICS, WE TALK ABOUT SPORTING
EVENTS, SPORTING EVENTS , IN
GENERAL, UP BY ABOUT 20 -- I'M
SORRY. NOT SPORTING EVENTS ,
EVENTS , INCLUDING SEATTLE
CENTER, THOSE ARE UP BY ABOUT
20%. IF YOU WERE TO LOOK AT THE
INDIVIDUAL SPOT CHECKS, YOU
COULD SEE THE ST. PATRICK'S DAY
PARADE, OR ANY OF THE EVENTS
THAT TYPICALLY HAPPEN IN THE
FIRST QUARTER, THERE WAS A BUMP
IN THE HOURS USED FOR OVERTIME
TO STAFF THOSE EVENTS. THIS IS
PRIMARILY DUE TO THE FACT THAT
UNDER THE MOU THAT WAS PASSED,
OFFICERS ARE RECEIVING A
VOUCHER FOR VOLUNTEERING FOR
EVENTS, THAT ESSENTIALLY MEANS
THEY GET DOUBLE OVERTIME,
INSTEAD OF TIME AND A HALF. THE
PURPOSE OF THAT IS, AS THE
CALLER SAID, TO PARTIALLY ALLOW
FOR THE OFFSET OF USING
CIVILIANS, OR PEO'S , THERE IS
SOME STAFFING ISSUES , THAT IS
NOT SOMETHING THAT IS FULLY
BEING RESOURCED RIGHT NOW. IT
MAY HAPPEN LATER IN THE SUMMER.
BUT THE OTHER REASON THAT THE
DOUBLE OVERTIME WAS PROVIDED,
WAS BECAUSE MANY OF THESE
EVENTS THAT HAPPENED AND THEY
REQUIRE CERTAIN STAFFING
LEVELS, SO, OFFICERS, IF THERE
ARE NOT ENOUGH OFFICERS
VOLUNTEERING, THEN THE
DEPARTMENT STARTS MAKING IT
MANDATORY AND ASSIGNING
OFFICERS, TYPICALLY, THOSE
OFFICERS ARE LOWER RANKED, THEY
ARE FOLKS THAT ARE DOING 911,
BY USING THE DOUBLE OVERTIME,
ONE OF THE HOPES WAS, YOU WOULD
GET BETTER AND OFFICERS , FOLKS
WHO ARE NOT JUST DOING PATROL
VOLUNTEERING FOR EVENTS, I AM
TOLD THAT IS WHAT IS HAPPENING,
THAT IS WHY WE ARE SEEING THE
INCREASE IN STAFFING. IT IS
POSSIBLE, IF THAT TREND
CONTINUES, OVERTIME WILL BE UP
QUITE A BIT IN THAT PARTICULAR
CATEGORY. AND I WOULD ALSO
LASTLY, POINT OUT THAT THE
DEPARTMENT SAYS, THESE ARE THE
STAFFING LEVELS THAT THEY WANT
AND THAT THEY FEEL ARE
NECESSARY FOR THESE EVENTS. THE
2021-22 STAFFING LEVELS FOR
THESE EVENTS WERE NOT
SUFFICIENT AND THIS REFLECTS
MORE WHAT THEY NEED TO STAFF
THESE EVENTS AND THEY ARE DOING
IT NOW IN A WAY THAT IS NOT SO
HARD ON NEWER OFFICERS.
>> VICE CHAIR?
>> THE SPORTING EVENTS, THE
SPECIAL EVENTS CATEGORY, YOU
MENTIONED THE HIGH COCOA RUN ,
THE ST. PATRICK'S DAY RUN ,
THE SEAFARER TORCHLIGHT PARADE,
ANY NUMBER OF EVENTS. NUMBER
ONE, IT STRIKES ME , THAT THERE
IS A REALLY OPTIMAL AREA TO
EXPLORE A MORE CREATIVE
DEPLOYMENT OF SOME OF THESE
COMMUNITY SERVICE OFFICERS,
VERSUS DEPLOYABLE OFFICERS ,
AND, YOU KNOW, AN AREA RIPE FOR
, AGAIN , ITERATION,
EXPERIMENTATION, WHAT IS THE
RIGHT BALANCE, I DON'T KNOW
WHAT THAT WOULD LOOK LIKE,
PERSONALLY, WE WOULD LOOK TO
THE EXECUTIVE AND THE CHIEF,
WHAT IS OPTIMAL? MAYBE IT IS A
2 TO 1 SPLIT, BUT DEFINITELY AN
AREA WORTH EXPLORING TO DRIVE
COST SAVINGS. THE SECOND THING
, THEN I HAVE A QUESTION,
AREN'T THOSE SPECIAL EVENT
STAFFING EVENTS, THEY REQUIRE
POLICE STAFFING OF SOME SORT.
ARE THE EVENTS ORGANIZERS
COVERING THOSE COSTS ? IS THAT
TRUE , OR IS THAT NOT TRUE?
>> THAT IS A COMPLICATED
ANSWER, AS MOST THINGS ARE. I
CANNOT SAY TRUE OR NOT TRUE.
SPORTING EVENTS THAT YOU SEE ,
THEY ARE DOWN A LITTLE BIT , IN
THAT AREA , WHEN WE TALK ABOUT
THE STAFFING OF ARENAS,
T-MOBILE, CENTURY LINK ,
LEWMAN, SORRY. IN THOSE AREAS,
THERE IS ALMOST 100%
REIMBURSEMENT FOR THE PEOs WHO
WORK GOES, THERE IS CLIMATE
PLEDGE, AND FOR EVERY HOUR THAT
IS WORK, THE CITY GETS AN HOUR
IN FULL COMPENSATION. THE OTHER
EVENTS THAT INCLUDES YELLOW
CENTER. NO. IT IS , IT IS KIND
OF ALL OVER THE BOARD. WHAT I
WOULD SAY IS, THERE IS A
SPECIAL EVENTS ORDINANCE THAT
PROVIDES $67 PER HOUR
REIMBURSEMENT FOR POLICE
SERVICES THAT ARE ASSIGNED TO
EVENTS. THAT IS MUCH LOWER THAN
THE ACTUAL COST OF ASSIGNING AN
OFFICER. THAT IS A NUMBER THAT
HAS NOT CHANGED IN A NUMBER OF
YEARS. AND THE PURPOSE FOR
THAT, AS HAS BEEN DESCRIBED, IS
TO KEEP COSTS LOW FOR
ORGANIZERS. THERE ARE THEN SOME
EVENTS, SAY , CEDAR FAIR --
SEAFARER OR OTHERS, THEY HAVE
SPECIFIC AMOUNTS THAT ARE
REIMBURSED TO POLICE SERVICES,
THOSE VERY EVEN MORE, IT IS
KIND OF ALL OVER THE BOARD,
WITH THE EXCEPTION OF SPORTING
EVENTS, THERE IS ALMOST NOWHERE
THAT THE DEPARTMENT RECOVERS
ITS ACTUAL COSTS.
>> OKAY.
>> A COUPLE OF OTHER THINGS TO
POINT OUT ON THIS SLIDE,
COUNCILMEMBER MOORE, TO YOUR
QUESTION, ABOUT TRAINING THAT
IS REQUIRED OUTSIDE, THAT IS
WHAT WE ARE SEEING IN
PROFESSIONAL STANDARDS, THE
TRAINING UNIT, BECAUSE THERE
ARE FEWER DAYS ON THE SCHEDULE
OF AN OFFICER, WHEN THEY HAVE
THE COMMON AND FIND THAT THE
TRAINERS ARE COMING IN ON THEIR
DAYS OFF, VIOLENT CRIMES, IN
GENERAL IS DUE TO AN INCREASE
IN SHOOTINGS AND HOMICIDES AND
WITH THAT, I WILL MOVE ON. THE
LAST THING WE ARE GOING TO TALK
ABOUT IS RESPONSE TIME AND CALL
TRIAGE. HITTING AT A HIGH CLIP,
RESPONSE CALLS TO PRIORITY
CALLS, PRIORITY ONE, PRIORITY
TWO, PRIORITY THREE. IT IS THE
CASE, OVER THE LAST SEVERAL
YEARS, THE DEPARTMENT HAS BEEN
USING AVERAGES AND MEDIANS.
THEY ARE BOTH USEFUL ,
DEPENDING ON WHAT YOU ARE
TRYING TO LOOK AT. IT IS
NORMALLY THE MEDIAN TIME, SEVEN
MINUTES IS THE GOAL. YOU CAN
SEE IN Q1 OF 2024, PRIORITY ONE
CALLS , THEY HAD A RESPONSE
TIME THAT WAS OVER, A LITTLE,
IN TERMS OF AVERAGES , IT IS
11.4. THE VARIANCE , IF THE
OFFICER IS LOGGED IN FOR A LONG
TIME AND FORGETS TO LOG OUT,
THAT IS WHY THE MEDIAN MAY BE A
BETTER MEASURE THERE. THE OTHER
MEASURE THAT COUNCIL HAS CARED
ABOUT IN THE PAST, HOW MANY
EXACTLY OF THOSE PRIORITY
CALLS, THE PRIORITY ONE CALLS,
DOES THE DEPARTMENT GET TO IN
FEWER THAN SEVEN MINUTES? 44%
OF THE PRIORITY ONE CALLS ARE
GETTING THERE IN SEVEN MINUTES
OR FEWER. AND THAT IS A
REDUCTION FROM LAST TIME, LAST
TIME, IT WAS 48% THAT WERE
GETTING THERE. AND THIS IS A
TREND THAT YOU ARE GOING TO SEE
IN THE NEXT SLIDE AS WELL,
RESPONSE TIMES ARE GENERALLY
GOING UP, AND THEY HAVE BEEN
FOR THE LAST COUPLE OF YEARS.
THE Z DISPOSITION CALLS, THEY
CALL IN, THEY NOTE THAT MAYBE
SOMETHING HAS HAPPENED, A CAR
ACCIDENT , CALL 911 ON THE CELL
PHONE, AND THERE IS AN ACCIDENT
AT 12th AND PINE, NO NEED FOR
THE AND OFFICER , TO FOLLOW UP,
MANY OF THOSE DO NOT RECEIVE A
RESPONSE, WE TRACK THE NUMBER
OF TIMES THAT THE RESPONSES ARE
HAPPENING, OUT OF 78,000 CALLS
IN Q1, THERE WERE 208 TIMES
THAT A RESPONSE DID NOT HAPPEN.
IN THOSE CASES, A SITUATION
THAT MIGHT BE A LITTLE BIT MORE
COMPLEX, A SERGEANT WILL CALL
TO SEE IF THERE IS SOME
RESPONSE NEEDED. AND IF THERE
IS, THEY COME OUT, AND IF NOT,
THEN NOT. SO, GENERALLY, THESE
ARE THE HIGH-LEVEL MEASURES,
AND IN THE MINUTE I WILL GET
DOWN TO PRECINCT-LEVEL
MEASURES.
>> COUNCILMEMBER MOORE ?
>> THANK YOU I DON'T UNDERSTAND
THIS WHEN YOU SAY CALLS THAT
RECEIVED NO RESPONSE, SO, THERE
WERE A TOTAL OF 208 CALLS TO
911 THAT RECEIVED NO IN-PERSON
RESPONSE?
>> THAT IS EXACTLY RIGHT.
>> DO WE HAVE THE DATA THAT
SHOWS THE CALLS , WHERE THE
TYPE OF CALL THAT IS COMING AND
, WHERE THERE IS NO IN PERSON
RESPONSE, I HEAR WEEKLY, DAILY,
FROM CONSTITUENTS THAT THEY ARE
CALLING IN ABOUT , YOU KNOW,
ACTIVE CRIME THAT IS HAPPENING
TO THEM , AND THE RESPONSE .
THEY ARE NOT GOING TO HAVE A
POLICE RESPONSE. I WOULD REALLY
LIKE TO HAVE THAT KIND OF
GRANULAR DATA, WHAT ARE THE
TYPES OF CALLS IN WHICH PEOPLE
ARE BEING TOLD THERE IS NOT A
RESPONSE, OR NO RESPONSE SHOWS
UP, OR A RESPONSE SHOWS UP
FOUR, FIVE, SIX HOURS LATER.
>> WE WILL WORK WITH
DATA-DRIVEN POLICING TO GET YOU
THAT INFORMATION. SO, THERE ARE
A LOT OF NUMBERS HERE, AND I DO
NOT EXPECT THAT YOU WOULD BE
ABLE TO SEE THEM RIGHT NOW. BUT
I ASSUME YOU MAYBE TOOK A LOOK
AT IT BEFORE WE WERE TALKING
HERE TODAY OR MAYBE WE'LL TAKE
A LOOK AT IT AFTER, THIS IS A
BREAKDOWN BY PRECINCT AND BY
YEAR OF THE RESPONSE TIME, SO
THAT YOU CAN SEE THAT YOUR
PARTICULAR DISTRICT, OR
CITYWIDE, HAVE THE CALL
RESPONSE TIMES THAT HAVE BEEN
CHAINING THEIR GENERALLY, THE
TREND IS, THEY HAVE BEEN GOING
UP. THEY WENT UP WITH PRIORITY
ONE AND PRIORITY THREE CALLS,
PRETTY MUCH ACROSS THE BOARD.
PRIORITY TWO CALLS , THEY HAVE
INCREASES IN ALL OF THE
PRECINCTS EXCEPT SOUTHWEST. AND
I GUESS THE LAST THING I WOULD
POINT OUT, IT IS OBVIOUS TO
PROBABLY MOST FOLKS, THE NORTH
PRECINCT HAS THE LONGEST
RESPONSE TIMES, DUE TO THE
GEOGRAPHY. IT SOMETIMES TAKES
LONGER TO GET TO A RESPONSE. I
PROVIDE THIS IS INFORMATION FOR
YOU ALL TO SEE HOW THE METRICS
ARE CHANGING WITHIN YOUR AREA.
>> COUNCIL PRESIDENT.
>> FIRST OF ALL, IS THE
NONEMERGENCY LINE BEING STAFFED
24/7 ? THAT WAS AN ISSUE LAST
YEAR, I BELIEVE.
>> I WILL HAVE TO GET BACK TO
YOU.
>> OKAY. LOOKING AT THESE
NUMBERS, IS IT POSSIBLE, IS IT
ANTICIPATED , THAT THESE
NUMBERS, AND I KNOW THAT IT IS
JUST MAP AND REPORTING. BUT IS
IT ANTICIPATED THAT THE
DEVELOPMENT OF THE CARE TEAM,
AND THE CARE DEPARTMENT, ARE
THEY GOING TO INCREASE, OR
REDUCE RESPONSE TIMES, BECAUSE
SOME CALLS WILL BE DIRECTED
JUST AT THAT CARE TEAM? IS THAT
GOING TO BE A POSITIVE , WILL
THAT MAKE A POSITIVE IMPACT ON
THE NUMBERS HERE THAT WE ARE
SEEING IN FRONT OF US? THAT IS
ANOTHER QUESTION. AND THEN,
FINALLY, I HAVE NOTICED REPORTS
TALKING ABOUT OFFICERS
PROVIDING NARCAN TO NECESSITATE
THE RECENT RECITATION OF PEOPLE
WHO HAVE OVERDOSED ON FENTANYL
OR WHATEVER. ARE WE TRACKING
HOW MUCH TIME THOSE VERY
IMPORTANT RESPONSES HAVE TAKEN,
WE HAVE TWO IMPACT THIS. IN
OTHER WORDS, HOW MUCH ARE THE
LIFESAVING CALLS IMPACTING YOUR
RESPONSE TIMES?
>> OKAY, LET ME GET TO THE
CIVILIAN RESPONSE , FIRST. IT
IS THE CASE NOW, THE CIVILIAN
RESPONSE, THEY GO PRIMARILY TO
TWO CALLS, THERE IS A PERSON IN
A WELLNESS CHECK. IN THOSE
CASES, IT IS A DUAL DISPATCH.
THE POLICE OFFICER IS
DISPATCHED AT THE SAME TIME AS
THE CARE REPRESENTATIVE. IN THE
SHORT TERM, WHILE THAT PILOT IS
RUNNING, I WOULD NOT THINK THAT
IT WOULD GREATLY AFFECT
RESPONSE TIMES, UNLESS THE
OFFICER WERE TO SAY, OVER THE
RADAR -- RADIO SAY, THIS IS NOT
THE RIGHT RESPONSE TIME. AS IT
DEVELOPS, AND WE GO PAST TO THE
SOUL RESPONDER PHASE, THEN IT
WOULD DEFTLY HAVE AN IMPACT.
BECAUSE YOU WOULD NOT HAVE AS
MANY OFFICERS GOING TO AS MANY
CALLS. THAT IS JUST PLAIN NOT.
ON THE OTHER QUESTION, --
>> WHEN WILL NOT HAPPEN? --
THAT HAPPENED ?
>> THE CARE DEPARTMENT CAN ONLY
BE MUTUALLY DISPATCHED WITH AN
OFFICER, AND THEN IT HAS TO BE
MUTUALLY CLEARED BEFORE THE
OFFICER CAN GET ON THE SCENE.
>> IT IS A MATTER OF THE MOU
BEING CHANGED WHEN THE PILOT
RUNS ITS COURSE .
>> THE PILOT WILL END AT THE
END OF 2025. AT THAT TIME, IT
WILL BE UP TO THE CITY TO
RENEGOTIATE. I KNOW THAT ONE OF
THE THINGS THAT THE CITY IS
LOOKING AT IS EXPANDING THE
TYPES OF CALLS THAT CARE
RESPONDERS CAN GO TO,
POTENTIALLY EXPANDING THE WAY
THAT THEY COULD BE DEPLOYED.
MAYBE NOT ON THIS PATROL
DISPATCH, DEPENDING ON THE
EXPERIENCE.
>> SORRY TO INTERRUPT.
>> TO YOUR SECOND QUESTION. THE
DEPARTMENT USED TO SAY,
PRIORITY ONE CALLS, RESPONSE
TIMES, WHETHER MEDIAN OR
AVERAGE, INDICATES THE MEDIAN
OR THE AVERAGE, BUT IF IT IS
LIFE SAVINGS, THE RECORD OF
GETTING THERE IS ER
SO I WOULD NEED , WE WOULD NEED
, TO GET YOU SOME DIGGING TO DO
THAT EXACT DATA.
>> I WAS NOT MEANING RESPONSE
TO THOSE EMINENT DEATH
SITUATIONS , I WAS ACTUALLY
ASKING , THE FACT THAT THEY ARE
RESPONDING TO THOSE CALLS IS
IMPACTING THE OVERALL RESPONSE
TIME SO, IS THERE SOME
CORRELATION BEING SEEN?
>> ON AVERAGE, IT WILL AFFECT
THE AVERAGE. BUT ON THE MEDIAN
, I WOULD SAY, A LITTLE. NOT AS
MUCH AS THE AVERAGE.
>> OKAY. THANK YOU.
>> ANYTHING ELSE? I WILL MOVE
TO THE NEXT SLIDE. IN SUMMARY,
THE GOOD NEWS TO HIGHLIGHT THE
CHAIR 'S POINTS, RETENTION IS
COMPLETELY SHIFTING, THE LAST
FEW YEARS RETENTION WAS THE
PROBLEM WITH THE SEATTLE POLICE
DEPARTMENT. THAT IS NOT SO MUCH
THE CASE ANYMORE, WE ARE SEEING
SEPARATIONS AT LOWER THAN
PROJECTED RATES. I TOOK A LOOK
AT PRE-PANDEMIC , 2017 THROUGH
2019, AND THEY ARE REALLY IN
LINE WITH PRE-PANDEMIC. THAT IS
THE GOOD NEWS. THE BAD NEWS IS,
WE ARE ON TRACK FOR HIRING
QUITE A FEW FEWER RECRUITS,
LAST YEAR WE PLANNED THAT IF
THE CITY CAME IN WITH 61 , THIS
YEAR , AGAIN, 120. AT THIS PACE
. PROBABLY, WE WANT TO REACH
61. THE HOPE IS THAT SOME OF
THE CHANGES THAT IT BEEN MADE,
THE NEW CONTRACT INCREASING PAY
RATES BY 23%, AND THE IMPACT OF
COUNCIL BILL 20 776 ON
RECRUITING, AND THE CUSTOMER
SERVICE ISSUES, WILL HAVE AN
IMPACT AND START GETTING FOLKS
IN THE DOOR. THE CHALLENGE OF
COURSE WILL BE THAT BECAUSE IT
TAKES A YEAR TO GET AN OFFICER
ON THE STREET, THROUGH THE
TRAINING, THE ACADEMY, THE
STUDENT OFFICER TRAINING, THESE
THINGS ARE STILL GOING TO
HAPPEN. THOSE LINES ARE NOT
GOING TO BE HAPPENING AS
QUICKLY AS WE LIKE. AS I SAID
BEFORE, 24% OF THE OVERTIME
SPENDING RIGHT NOW IS NOT
REALLY AN IDEAL PLACE TO BE,
THAT OVERTIME SPENDING, IT WILL
TAKE UP OVER THE YEAR, THROUGH
THE SPECIAL EVENTS SEASON. IT
IS IMPORTANT TO KNOW WHEN WE
ARE TALKING ABOUT SALARY
SAVINGS TO COVER THE OVERTIME
EXCESSES. THOSE COME FROM
SEPARATIONS, THEY HAVE PROVIDED
MORE MONEY. A FULLY-TRAINED
OFFICER WHO HAS BEEN ON THE
FORCE FOR 25 YEARS, OR 20
YEARS, WHEN THEY SEPARATED,
THEY ARE MAKING A RATHER HIGH
SALARY. SO, IT WILL BE BECOME
MORE AND MORE CHALLENGING, NOW
THAT THE STAFFING EQUATION HAS
SHIFTED, MORE AND MORE
CHALLENGING TO COVER OVERTIME
WITH SALARY SAVINGS, BECAUSE
THE RECRUITS ARE NOT WORTH AS
MUCH AS A FULLY-TRAINED
OFFICER. AND THAT IS ABOUT IT.
I WILL ASK IF THERE ARE ANY
QUESTIONS.
>> A RECRUIT IS WORTH VERY
MUCH. AND IN THE CASE OF THE
RECRUITMENT PIECE, IN TERMS OF
THE LENGTH AND MOVING FORWARD,
IT IS EVEN MORE IMPORTANT IN
SOME RESPECTS. ANY LAST
QUESTIONS? VICE CHAIR WE SPENT
THANK YOU, MR. CHAIR. I THINK
THAT, YOU KNOW, I WOULD LIKE,
YOU KNOW, I WOULD LIKE TO WORK
WITH FOLKS TO SEE THIS THROUGH.
BUT I THINK THE CITY, THERE IS
AN OPPORTUNITY FOR THE CITY TO
HAVE A MORE COHERENT STRATEGY
AND PLAN, TO ATTRACT LATERAL
OFFICERS, SPECIFICALLY MORE
EXPERIENCED, VERSUS THE NEW,
ROOKIE RECRUITS. WE NEED A
MIXTURE OF BOTH, NOW MORE THAN
EVER TO IDEALLY RESTORE
STAFFING LEVELS. I THINK, I
THINK IT IS PRUDENT TO HAVE A
FOCUS , AS MUCH AS POSSIBLE,
YOU KNOW, ON RECRUITING
LATERALS FROM OTHER AGENCIES.
AGAIN, LOOKING FORWARD TO
PARTNERING WITH FOLKS TO BRING
THAT TO LIFE. BUT, CAN YOU HELP
ME TO BETTER UNDERSTAND? SO, IT
TAKES OVER ONE YEAR , IT SOUNDS
LIKE, FOR, FOR , A NEW RECRUIT
TO MAKE IT THROUGH THE
TRAINING, THE ACADEMY, ON THE
FIELD TRAINING. TO BECOME,
ULTIMATELY SELF SUFFICIENT .
HOW MUCH DOES IT TAKE , HOW
LONG DOES IT TAKE, FOR A
LATERAL RECRUIT?
>> WELL, THEY DO NOT GO TO THE
ACADEMY. I THINK THEY HAVE TO
GO THROUGH SOME SORT OF REVISED
FIELD TRAINING. BUT, TO TRAIN
THEM , IN THE SEATTLE PROCESS ,
IT IS OBVIOUSLY MUCH SHORTER.
BUT I WOULD HAVE TO GET YOU THE
EXACT AMOUNT.
>> WILL YOU. AND THAT , THAT
WAS MY THEORY, AS WELL. I THINK
THAT IT IS IMPORTANT THAT WE
FOCUS. THAT WE HAVE A BLENDED
STRATEGY. THAT, THAT FOCUSES
HEAVILY ON GOING AFTER,
EXPERIENCED LATERAL EFFORTS.
THAT WOULD BE A GOOD THING HERE
IN SEATTLE.
>> THANK YOU.
>> THANK YOU, MR. GREG DOSS ,
IT IS IMPORTANT TO HIGHLIGHT
THESE PIECES AND REITERATE SOME
OF THE POINTS THAT HAVE BEEN
MADE PREVIOUSLY BY COUNCIL. I
SAID AT THE VERY BEGINNING, YOU
KNOW, I ASKED THE MEN AND WOMEN
TO GIVE US ONE YEAR, IF THEY'RE
LOOKING TO RETIRE OR TRANSFER
TO ANOTHER JURISDICTION. AND,
THUS FAR, WE HAVE HAD PROGRESS,
YOU JUST MENTIONED THAT
CONTRACT AND ALSO THE MORE
BROAD LEADERSHIP LEADERSHIP
PIECES. ON THAT POINT, AS
PRESENTED, I RECOMMEND GOING TO
AN OFFICER, THANKED HIM FOR THE
SERVICE, ENGAGE, ASK QUESTIONS.
AS THE SEATTLE RAYS DEPARTMENT
KNOWS, I DO THIS ALL THE TIME.
SO, I WANT TO CONTINUE TO MAKE
THAT ASK, IN TERMS OF, GIVE US
ONE YEAR. I WANT A SPECIAL ASK,
PARTICULARLY WITH THE SPD
CONTRACT , IN THE INTERIM,
THERE ARE A LOT OF OFFICERS
THAT ARE BASED VERY MUCH AS
RETIREMENT ELIGIBLE, THAT FUN
PART FOR THE CONTRACT, THEY
NEED THE CONTRACT TO JUMP AT
THIS POINT, EVEN THOUGH THEY
MAY BE ABLE TO PROVIDE THAT
PUBLIC SERVICE TO THE
COMMUNITY. I WANTED TO MAKE A
SPECIAL ASK TO THOSE SPECIAL
OFFICERS WHO MAY BE, YOU KNOW,
LOOKING TO RETIRE, TO AGAIN,
NOT DO SO IMMEDIATELY. TO
CONTINUE THE SERVICE. IT IS
IMPORTANT, AS WE LOOK TO MAKE
THE TRANSITION, THE BRIDGE, WE
HAVE POSITIVES REGARDING
RETENTION. BUT OBVIOUSLY, THE
RECRUITMENT IS STILL NOT THERE.
SO, IN THIS TRANSITIONAL
PERIOD, FRANKLY, HAVING THE
EXPERTISE AND NUMBERS WOULD BE
VERY BENEFICIAL. THAT IS A
SPECIAL ASK FROM WHAT I HAVE
DONE ALREADY. I WAS GOING TO
CONCLUDE. BUT ALL OF A SUDDEN,
I THOUGHT I WAS CONCLUDING THE
SESSION. BUT WE HAVE GOT THE
PRESIDENT AND COUNCILMEMBER
HOLLINGSWORTH.
>> THANK YOU VERY MUCH, CHAIR,
FOR SLOWING DOWN AND TAKING IN
THIS POSITIVE NEWS THAT GREG
AND CENTRAL STAFF HAVE RELATED
TO US. 70 PEOPLE ON LONG-TERM
LEAVE , THAT IS THE LOWEST IN
YEARS. THAT IS GOOD NEWS. THE
FACT THAT WE HAVE FIVE LESS
SEPARATIONS, THEN ANTICIPATED,
THAT IS ALSO GOOD NEWS. BUT I
MUST NOTE, I HAVE HEARD YOU DO
THIS PRESENTATION ALMOST IN THE
SAME WORDS, ESPECIALLY WHEN IT
COMES TO OVERTIME, YOU KNOW, IN
THE FIRST PART OF THE YEAR, WE
MIGHT BE OVER BUDGET, WHICH IS
BECAUSE OF LOW STAFFING LEVELS.
SO, I HAVE TO MAKE THE POINT,
WHAT REALLY MATTERS, OUR
CONSTITUENTS ARE EXPERIENCING
THIS, RESIDENTS , SMALL
BUSINESSES, IT IS NOT
ENCOURAGING TO ME YET, I WILL
SAY THAT I DO HOPE THAT THE
CONTRACT AND THE LEGISLATION
HAS A MEANINGFUL DIFFERENCE. AS
YOU SAID, IT WILL TAKE SOME
TIME FOR THIS TO BE ACTUALLY
REFLECTED IN NUMBERS THAT WILL
ACTUALLY MAKE PEOPLE'S LIVES
BETTER. THERE IS NO TIME TO BE
PATTING OURSELVES ON THE BACK.
ANYTHING THAT WE CAN POSSIBLY
DO , IT WILL IMPROVE THAT. SO,
THANKS.
>> THANK YOU MR. CHAIR, THANK
YOU FOR THE PRESENTATION. IT
WAS SUPER HELPFUL. I WANTED TO
DRAW PEOPLE'S ATTENTION TO, I
THINK, REGARDING THE RECRUITING
PIECE, I LOOKED ON THREE
WEBSITES. VANCOUVER, IT IS
CALLED REFLECT AND PROTECT.ORG
, FOR THE COMA. I CANNOT TELL
YOU HOW MUCH AESTHETICS MEANS.
I KNOW THAT WE HAVE SOME SPD.
PART OF THE RECRUITING PIECE, I
SEE THESE WEBSITES AND THEY
INVITE YOU TO COME. IT IS VERY
MOTIVATING AND AESTHETICALLY
APPEASING. IT HAS VIDEO,
GRAPHICS, IT MAKES IT REALLY
EASY TO NAVIGATE. I THINK, IN
SEATTLE, WE HAVE BEEN VERY,
WHAT'S THE WORD ? COMPLACENT
WITH FEELING LIKE, HEY,
EVERYONE WANTS TO COME TO
SEATTLE TO BE A POLICE OFFICER.
I CAN LOOK OVER IN BELLEVUE AND
LOOK AT HOW EASY IT IS TO
NAVIGATE, APPLY, OR TO
UNDERSTAND, AND IT REALLY IS
TARGETING THE MILLENNIALS, WHO
ARE WE -- WE ARE GOING TO HAVE
TO RECRUIT BETTER BE BACK IN
2016, I ALWAYS TALK ABOUT
ENTERPRISE RENTAL CAR, THEY DID
A PHENOMENAL JOB OF RECRUITING
MILLENNIALS. EVERY TIME I AM
TALKING TO THE CITY DEPARTMENT,
THEY SAY, THE AVERAGE AGE OF
THE EMPLOYEES IS GETTING OLDER,
THE AVERAGE AGE IS 50. WE ARE
SEEING PEOPLE GETTING ALL OF IT
I AM SURE THAT A LOT OF PEOPLE
WHO RETIRED FROM THE POLICE
DEPARTMENT DURING THE BIG DROP
THAT WE SAW, WERE, YOU KNOW,
PROBABLY AROUND THE AGE OF
RETIREMENT. LOSING FOLKS. WE
NEED YOUNGER FOLKS. AND, I
THINK , US BEING COMPLACENT,
WITH JUST, YOU KNOW, THE SAME
OLD WEBSITE, YOU KNOW? THE
RECRUITING TACTICS. I THINK WE
ARE GOING TO HAVE TO CHANGE
THINGS UP TO RECRUIT YOUNGER
FOLKS, INSPIRE THEM, MOTIVATE
THEM, REALLY BUILD
RELATIONSHIPS. I WOULD
ENCOURAGE SOME OF MY COLLEAGUES
TO LOOK ON SOME OF THE
WEBSITES.
>> JUST LOOKING AT THIS RATE
HERE.
>> THESE ARE NEIGHBORING
CITIES. I CAN SEE WHY, YOU
KNOW, YOU KNOW, ANYWAY, MY
WHOLE POINT IS, I KNOW THAT IT
NEEDS TO BE WITHIN THE PROCESS
FOR THE RECRUITING, SOME TYPE
OF VISUAL. SOMETHING THAT I
THINK WILL SELL THE CITY OF
SEATTLE AND TELL A BETTER STORY
OF WHAT WE ARE TRYING TO DO
RIGHT NOW, SO, I WANTED TO
POINT THAT OUT. THANK YOU,
THANK YOU FOR THE PRESENTATION.
>> THANK YOU, MR. GREG DOSS.
>> THANK YOU VERY MUCH.
>> VICE CHAIR?
>> ONE FINAL THING, LOVED THAT
COMMENT, COUNCILMEMBER
HOLLINGSWORTH, ON THE NEED TO
LOOK CLOSELY AT THE OVERALL
LOOK AND FEEL OF OUR
RECRUITMENT WEBSITES AND HOW WE
ARE ATTRACTING COME IN AND IN
SOME CASES, NOT, YOU KNOW,
POTENTIAL CANDIDATES. AND
RECRUITS. AS SOMEONE WHO ONCE
ADVISED TEAMS THAT WERE FOCUSED
HEAVILY AND INVESTED HEAVILY ON
THE OVERALL USER EXPERIENCE,
USER INTERFACE, I CAN TELL YOU,
THAT FUNCTIONALITY? THAT CAN BE
A GAME CHANGER FOR DETERMINING
THE SUCCESS AND FAILURE FOR A
PARTICULAR PRODUCT. IT IS MORE
THAN JUST MARKETING. AND I
WOULD ENCOURAGE THE DEPARTMENT,
YOU KNOW? TO LOOK VERY
CAREFULLY AT, YOU KNOW, THE
DESIGN. IF WE HAVE A CLUNKY,
AWKWARD INTERFACE, UI, UX ,
THAT IS NOT GOING TO ENGENDER
THE KIND OF TALENT THAT WE
WANT, THAT WE NEED. SO, AGAIN,
I WANT TO EMPHASIZE, THAT IS
MORE THAN THE MARKETING PIECE ,
OF EXPERTS THAT HELPED ADVISE,
AND CAN IMPROVE OUR OWN
WEBSITES. WE NEED TO LOOK MORE
CAREFULLY AT THAT. BECAUSE THAT
IS VERY, VERY, VERY, VERY
IMPORTANT. I HAVE SEEN THAT BE
A GAME CHANGER, FIRST HAND.
THANK YOU.
>> THANK YOU, GREG DOSS.
>> THANK YOU.
>> WE WILL MOVE TO THE NEXT
ITEM OF BUSINESS. IT WILL BE
CLERK PLEASE READ ITEM NUMBER
FOUR ?
>> SEATTLE POLICE DEPARTMENT
30X30 INITIATIVE OVERVIEW, FOR
BRIEFING AND DISCUSSION, WITH
REBECCA BOATRIGHT, GENERAL
COUNCIL , BETH WAREING,
DETECTIVE, SEATTLE POLICE
DEPARTMENT, AS WELL AS OUR 35 ,
30X30 STEERING COMMITTEE.
>> GOOD MORNING, EVERYONE,
THANK YOU, MRS. REBECCA
BOATRIGHT, BETH WAREING, AND
TANYA MEISENHOLDER. I REALLY
APPRECIATE THIS BRIEFING ON
THE 30X30 REPORT AND I WILL ASK
MY COLLEAGUES ON THE DAIS TO
HOLD QUESTIONS UNTIL THE END.
YOU KNOW A COUPLE OF THE BEST
QUESTIONS WILL BE HANDLED AT
THAT POINT.
>> GET ON WITH THIS.
>> CLERK ? AGAIN , WELCOME,
OVER TO YOU.
>> THANK YOU, MR. CHAIRMAN, FOR
HAVING US TO PRESENT ON THE
WORK , ON THE 30X30 DEPARTMENT,
AND WHAT THEY ARE DOING TO
ADVANCE RECRUITMENT AND
ATTENTION. AS NOTED , I AM
REBECCA BOATRIGHT, THE GENERAL
COUNCIL AND THE DIRECTOR OF
RESEARCH AND ANALYTICS. I WILL
NOW ASK MY COLLEAGUES TO
INTRODUCE THEMSELVES.
>> [ NO AUDIO ]
>> CLOSER. IS THAT MIC ON?
>> IS THIS BETTER?
>> A LITTLE BIT BETTER.
>> [ INDISCERNIBLE - LOW VOLUME
]
>> A LITTLE BIT CLOSER PLEASE.
>> BETTER? IT WAS NOT USER
ERROR. GOOD MORNING I AM AT
TANYA MEISENHOLDER, THE
DIRECTOR OF GENDER EQUITY AT
THE NEW YORK UNIVERSITY SCHOOL
OF LAW WHERE I OVERSEE THE
30X30 INITIATIVE TO ADVANCE THE
REPRESENTATION OF WOMEN IN
POLICING. I SPENT CLOSE TO 20
YEARS IN THE NEW YORK CITY
POLICE DEPARTMENT INCLUDING
DEPUTY COMMISSIONER OF EQUITY
INCLUSION, STRATEGIC ADVISER ,
AND I WAS ALSO AN ADVISORY TO
THE FIRST DEPUTY COMMISSIONER.
I HOLD A PHD IN CRIMINAL
JUSTICE, I AM CERTIFIED IN EEO
INVESTIGATIONS, AS WELL AS THE
CHIEF DIVERSITY OFFICER. MY
PRIMARY AREAS OF FOCUS CENTER
AROUND EMPLOYEE LIFECYCLE ,
WITH RECRUITMENT, HIRING,
RETENTION, TRAINING, AND MANY
OF THE THINGS THAT YOU WERE
JUST SPEAKING ABOUT.
RESEARCHING , EVALUATION,
TRAINING, DEVELOPMENT, I AM
REALLY HAPPY TO BE HERE TODAY.
THANK YOU FOR HAVING ME.
>> THANK YOU FOR MAKING THE
TRIP.
>> GOOD MORNING, I AM DETECTIVE
BETH WAREING. CURRENTLY
ASSIGNED AS THE VICE
COORDINATOR FOR THE SEATTLE
HOMICIDE UNIT. I HAVE BEEN A
POLICE OFFICER FOR 27 YEARS.
THE BULK OF THAT TIME, 22
YEARS, IT WAS SPENT AS A
S.W.A.T. -- I HAVE A MASTERS
DEGREE IN PSYCHOLOGY, AND I
HAVE PRACTICE AT THE MASTERS
LEVEL 10 I AM AN INSTRUCTOR AT
THE AUSCHWITZ INCIDENT --
INSTITUTE, AND TRAUMA-INFORMED
POLICING, I AM TRANSITIONING TO
THE SUPPORT SERVICES BUREAU,
WHICH IS NEW. AND I WILL BE
BEGINNING MY DEGREE TRAINING AT
ANTIOCH UNIVERSITY.
>> WE NEED TO START WITH AN
OVERVIEW OF THE NATIONAL 30X30
OVERVIEW, AND THE TRANSITION
INTO A DISCUSSION OF THE WORK
THAT HAS BEEN DONE SINCE 2021.
THEN WE WOULD GO TO DETECTIVE
BETH WAREING FOR THE NEXT STEPS
THAT THE DEPARTMENT HAS TAKEN.
>> THANK YOU.
>> I WANT TO START WITH GIVING
YOU A LITTLE BIT OF HISTORY OF
THE 30X30 INITIATIVE TO ADVANCE
WOMEN IN POLICING BUT IT
STARTED IN 2015, WHEN OUR TWO
COFOUNDERS, A RETIRED CHIEF
FROM NEWARK, NEW JERSEY, YVONNE
BROMAN, CAME TO MEET WITH
MAUREEN, WE CALL HER MOE McGAW
, CURRENTLY WORKING IN THE
DEPARTMENT OF JUSTICE AT THE
TIME. AND WHEN IVONNE ROMAN WAS
CHIEF, SHE NOTICED ISSUES WITH
RESPECT TO WOMEN GETTING
THROUGH THE ACADEMY. WHAT SHE
DISCOVERED IT WAS, NEW JERSEY
AND CHANGED THE RULES, WHERE
THE TIMING OF THE PHYSICAL
EXAMINATION TEST WAS GIVEN
EARLIER IN THAT ACADEMY. AND
THAT WAS RESULTING IN A LARGE
NUMBER OF FEMALES NOT MAKING IT
THROUGH THE ACADEMY. SHE THEN
TEAMED UP WITH MOE, THE
DEPARTMENT OF JUSTICE, AND THEY
WERE TALKING ABOUT ALL OF THE
CHALLENGES THAT FACE WOMEN IN
POLICING. IN 2018, THEY HAD AN
EVENT SPONSORED BY THE NATIONAL
INSTITUTE OF JUSTICE, THAT
BROUGHT TOGETHER A LOT OF
POLICE LEADERS, ACADEMICS, AND
TALKED THROUGH. YOU WILL SEE IN
THE CORNER, THAT REPORT, WOMEN
IN POLICING, BREAKING BARRIERS,
THAT WAS A RESULT OF THAT, THEY
FORMED A COMMITTEE WITH A
NUMBER OF STAKEHOLDERS ACROSS
THE COUNTRY. I WAS PART OF
THAT, AS A REPRESENTATIVE WITH
THE NYPD, AND WE LAUNCHED 30X30
IN MARCH, 2021. SO, WE ARE A
GRASSROOTS COALITION, WITH A
PROFESSIONAL ORGANIZATION, AND
OUR GOAL IS TO INCREASE THE
NUMBER 230% BY 2030. WHY, WE
GET ASKED THAT QUITE OFTEN. IT
IS NOT UNTIL A GROUP REACHES
30% THAT THEY CAN REALLY START
TO SEE CHANGE AND MAKE AN
IMPACT IN AN ORGANIZATION. WHAT
IS THE CURRENT REPRESENTATION
OF SWORN WOMEN IN U.S. LAW
ENFORCEMENT, IN POSITIONS OF
LEADERSHIP? CURRENTLY, WOMEN
MAKE UP ABOUT 13% OF SWORN
OFFICERS. AND THEY ARE
APPROXIMATELY 3% OF LEADERSHIP,
I AM REFERRING TO CHIEFS. WHAT
I WILL SAY ABOUT THAT, THAT
NUMBER HAS REMAINED RELATIVELY
STATIC OVER THE PAST THREE
DECADES. AND THEN YOU ALSO HAVE
TO TAKE INTO ACCOUNT
DIFFERENCES BY TYPE OF AGENCY.
FOR INCIDENTS -- EXAMPLE, THE
STATE POLICE, THAT TENDS TO BE
THE LOWEST NUMBER, AROUND 6%.
THERE ARE DECADES OF RESEARCH
THAT SHOW THAT WOMEN OFTEN
PRODUCE BETTER SAFETY OUTCOMES
IN MANY OF THE AREAS THAT WE
ALL CARE ABOUT, BOTH WITH THOSE
IN POLICING AND THOSE WITHIN
THE COMMUNITIES THAT WE SERVE.
SO, I WILL GO OVER SOME OF THE
RESEARCH THAT HAS REALLY
INFORMED HOW WE THINK ABOUT THE
INITIATIVE AND THE WORK THAT WE
DO. I THINK THAT WE CAN ALL
AGREE, ONE OF THE THINGS THAT
WE WOULD LIKE TO SEE IN
POLICING IS LESS USE OF FORCE
AND BETTER RELATIONSHIPS WITH
OUR COMMUNITIES. SOME OF THE
RESEARCH THAT WE HAVE INDICATES
THAT WOMEN USE FORCE LESS OFTEN
AND THEY USE LESS EXCESSIVE
FORCE, THEY USE THEIR
DISCRETION TO MAKE FEWER
ARRESTS FOR NONVIOLENT,
LOWER-LEVEL OFFENSES. THEY SEE
BETTER OUTCOMES FOR CRIME
VICTIMS, ESPECIALLY OF SEXUAL
ASSAULT DID THEY CONDUCT FEWER
SEARCHES DURING TRAFFIC STOPS,
THEY ARE MORE THAN LIKELY TO
FIND CONTRABAND WHEN THEY DO.
THEY ARE PERCEIVED AS BEING
MORE HONEST AND COMPASSIONATE.
THEY ARE NAMED LESS OFTEN IN
COMPLAINTS AND LAWSUITS, WHICH
CAN END UP WITH COST SAVINGS,
AND THEY FIRE THEIR WEAPONS
LESS OFTEN. WHEN WE TALK ABOUT
TRAINING, ONE OF THE THINGS
THAT WE SAY, ALL OF THE
AGENCIES ACROSS THE COUNTRY
COULD BE SIGNING UP FOR THIS.
THAT IS NOT WHAT WE HAD, THE
OTHER THING I WOULD NOTE ABOUT
THE DATA , THERE IS CLOSE TO
18,000 LAW ENFORCEMENT AGENCIES
IN THE UNITED STATES. 40% OF
THOSE AGENCIES HAVE NO WOMEN AT
ALL IN THEIR FORCES. SO IT WAS
REALLY IMPORTANT FOR US TO HAVE
A SOLID UNDERSTANDING OF THE
ACADEMIC AND EMPIRICAL RESEARCH
OF WOMEN AND WHAT IT SAYS ABOUT
HOW WOMEN POLICE DIFFERENTLY,
AND IT IS NOT TO SAY THAT MEN
DO NOT DO SOME OF THOSE THINGS
WELL. BUT RESEARCH INDICATES
THAT WOMEN BRING A UNIQUE VALUE
IN THAT SPACE. WE HAVE HELD
NATIONAL LISTING -- LISTENING
SESSIONS, BECAUSE IT WAS
IMPORTANT TO HEAR FROM ALL OF
THE WOMEN INVOLVED IN POLICING.
WE HAD AROUND SIX SESSIONS ,
THEY WERE GEOGRAPHICALLY
DISPERSED ACROSS THE NATION.
AND WE WERE LISTENING TO
HUNDREDS OF THE MIDDLE POLICE
OFFICERS. WHAT I WILL START
WITH, IS THE POINT THAT THERE
IS NO UNIVERSAL EXPERIENCE OF
BEING A WOMAN IN LAW
ENFORCEMENT. WE OFTEN HESITATE
TO TALK ABOUT SOME OF THE
SPECIFIC ISSUES AROUND
INTERSECTION OUT OF THE. AND WE
TREAT WOMEN AS IF THEY ARE ALL
ONE TOGETHER WHEN WE THINK
ABOUT THAT, WE THINK ABOUT ALL
OF THE DIFFERENT EXPERIENCES,
AND SOME OF WHAT WE BRING TO
THE TABLE. SOME OF THE THEMES,
THE TOP LINES THAT CAME UP,
FROM THESE LISTENING SESSIONS,
THERE WAS NOT ENOUGH SUPPORT
FOR PARENTS AND CAREGIVERS THAT
PROTECTED THE REASON WHY WOMEN
NOT ONLY CHOSE NOT TO JOIN
POLICING, THEY CHOSE NOT TO
PROMOTE AND SOME OF THEM LEFT
SOONER. THERE WERE ISSUES
AROUND THE TRAINING THAT THEY
MIGHT RECEIVE, EQUIPMENT,
UNIFORMS. IF ANY OF YOU SAW THE
WASHINGTON POST THIS MORNING,
YOU WILL NOTICE THERE WAS AN
ARTICLE ABOUT THE FEDERAL
GOVERNMENT AND SOME ISSUES THAT
THEY ARE HAVING WITH IMPROPERLY
FITTING VESTS FOR WOMEN.
IMAGINE YOU ARE A FEMALE POLICE
OFFICER AND YOUR BEST IS NOT
GOING TO WORK IN SOME WAYS, BUT
IT WILL WORK FOR A MALE
OFFICER. THAT IS A SAFETY
ISSUE. THEY TALK ABOUT WHAT
TYPE OF PERSON, WHAT TYPE OF
EMAIL WOULD JOIN POLICING, MANY
OF THEM, IT WAS FRAMED IN TERMS
OF BEING A TOMBOY, OR LGBTQ ,
WHAT TYPE OF WOMEN WOULD CHOOSE
TO MAKE A CAREER IN POLICING.
THEY TALKED ABOUT WHAT IT TOOK
TO CONFORM IN AN AGENCY, WHERE
IT IS MALE-DOMINATED AND THE
CULTURE IS DRIVING THAT. SOME
WOMEN HAVE TO ASSIMILATE INTO
THAT ENVIRONMENT. THAT
SOMETIMES DOES NOT ALLOW YOU TO
BE YOUR TRUE SELF. THEY TALKED
ABOUT THE SACRIFICES THAT THEY
MUST MAKE. THEY TALKED ABOUT
SCARCITY AND COMPETITION,
BECAUSE THERE ARE SO FEW
FEMALES IN LAW ENFORCEMENT, YOU
WILL SOMETIMES SEE COMPETITION
TO PROMOTE -- PROMOTIONAL SPOTS
, SPECIAL ASSIGNMENTS, AND THE
IMPACT THAT CAN HAVE ON WOMEN
AND HOW THEY UNFORTUNATELY MAY
SOMETIMES TREAT EACH OTHER AS A
RESULT OF THAT SCARCITY. THEY
TALKED ABOUT THAT THEY ARE HELD
TO A HIGHER STANDARD, THERE IS
NOT AS MUCH LATITUDE FOR MAKING
A MISTAKE AND , IF THEY MAKE A
MISTAKE, IT IS BECAUSE THEY ARE
FEMALE, NOT FOR ANY OTHER
REASON. THEY TALKED ABOUT HOW,
THEY WERE TIRED OF ADVOCATING
FOR THEMSELVES. IT IS OFTEN THE
UNDERREPRESENTED GROUPS , WHERE
THEY HAVE TO PUT FORTH THE MOST
ADVOCACY FOR THEIR OWN GOOD,
THEY'RE NOT PUTTING THE ONUS
ON OTHER FOLKS WHO DO THAT.
TALK ABOUT A CULTURE OF
DISRESPECT. IN LAW ENFORCEMENT.
AS WELL AS HARASSMENT. AND
DISCRIMINATION. AND A LACK OF
ACCOUNTABILITY FOR ALL OF THOSE
THINGS THAT HAPPENED, IN THE
POLICE WORKPLACE. THE LAST
THING THEY NOTICED WAS AN
ISOLATION, FEELING LIKE THEY
HAVE NO SUPPORT, AND THAT THEY
WERE NOT PART OF THE GOOD OLD
BOYS CLUB. THAT THEY WERE
EXCLUDED, THAT THEY WERE NOT
INVITED, OR INCLUDED IN MANY OF
THE THINGS THAT A LOT OF THE
MEN WERE. AND I WENT ALL THE
WAY FROM THE TOP OF THE
DEPARTMENT TO THE LOCKER ROOM,
SOMETIMES, THE ONLY PERSON IN
THE LOCKER ROOM, ASSUMING THAT
THEY EVEN HAVE ONE FOR THEM.
SO, WE LEARNED A LOT FROM THOSE
LISTENING SESSIONS AND WE ARE
TAKING THAT INFORMATION AND WE
ARE LEAVING IN ABOUT HOW BEST
TO BUILD ON IT AND USE IT, FOR
MAKING CHANGES, IN POLICING.
SO, WHAT ARE WE ABOUT ? THERE
ARE THREE PRIMARY THINGS THAT
WE TALK ABOUT, POLICY, SO,
REALLY THINKING ABOUT POLICIES
WITHIN THE AGENCY, REMOVING THE
BIAS FROM ASSESSMENTS AND
ENSURING SPECIFIC WOMEN NEEDS
ARE MET. AND WE TALKED OFTEN
ABOUT PHYSICAL FITNESS
STANDARDS, FOR WOMEN . AND I
WILL MAKE IT CLEAR THAT WE ARE
NOT ABOUT LOWERING STANDARDS
FOR POLICE OFFICERS. WHAT WE
ARE ABOUT IS MAKING SURE THAT
THE STANDARDS ARE VALID FOR THE
JOB OF THE POLICE AGENCY. SO WE
ENCOURAGE AGENCIES TO LOOK AT
THE POLICIES, TO LOOK AT THE
DATA, AND SEE WHAT NEEDS TO BE
CHANGED FOR THE ENTIRE
DEPARTMENT, WHAT IMPLICATIONS
IT MIGHT HAVE ON
UNDERREPRESENTED GROUPS MORE
BROADLY. AND THEN, ARE THERE
ANY SPECIFIC NEEDS, ARE THERE
SPECIFIC NEEDS THAT WOMEN HAVE
THAT ARE NOT BEING MET? AND
THAT TO BE , IN TERMS OF
MATERNITY LEAVE, CHILDCARE,
EQUIPMENT, ARE WOMEN BEING
PUSHED INTO ROLES, JUST BECAUSE
THEY ARE FEMALE, FOR EXAMPLE,
TAKING CARE OF THE CHILDREN?
THOSE SORTS OF IDEAS, THAT IS
PART OF THE PATRIARCHY IN
POLICING. WE ALSO TALK ABOUT
CULTURE, HOW DO YOU TRANSFORM
YOUR AGENCY CULTURE, TO SUPPORT
THE UNDERREPRESENTED GROUPS
THAT MAKE UP POLICING. I WOULD
SAY THAT CULTURE IS THE BIGGEST
ASPECT OF CHANGE IN POLICING.
POLICY IS EASY TO CHANGE IN
MANY WAYS, BUT CULTURE IS MUCH
MORE DIFFICULT. AND THEN, OUR
GOAL IS TO INCREASE THE NUMBER
OF POLICE RECRUITS. NOW, ONE
THING THAT I WILL SAY ABOUT
THAT IS, WE LOVE OUR BRAND . WE
THINK IT IS A FANTASTIC
TAGLINE. AND WE ABSOLUTELY WANT
TO INCREASE THAT NUMBER, BUT WE
ULTIMATELY RECOGNIZE THAT IT IS
NOT ENOUGH TO GET WOMEN IN THE
DOOR. WE HAVE TO MAKE IT A
PLACE WHERE THEY WANT TO WORK.
AND FEEL THAT IT IS TRULY ABOUT
CHANGING THE STRATEGY, THE
CULTURE, THE POLICIES , SOME
AGENCIES, IT WOULD BE MUCH
EASIER TO GET TO 30%. AND SOME
WILL NEVER GET THERE. THAT IS
OKAY, WHAT WE WANT YOU TO DO IS
MAKE POLICING BETTER FOR WOMEN,
AND FOR EVERYONE INVOLVED IN
THIS AS A CAREER CHOICE. WHAT
WE ARE NOT ABOUT , WE ARE NOT
ASKING FOR WOMEN TO HAVE ANY
SPECIAL TREATMENT. WE ARE NOT
ASKING FOR ANY WOMEN, TO GET
SPECIAL TREATMENT FOR ANY WAY,
SHAPE, OR FORM, THE WOMEN THAT
WE WORK WITH, THEY DO NOT WANT
THAT EITHER. THEY DO NOT WANT
TO BE VIEWED AS BEING SINGLED
OUT , BECAUSE THEY ARE FEMALE.
WE ARE NOT ABOUT GENDER
STEREOTYPES, AS I MENTORED , WE
ARE NOT ABOUT LOWERING
STANDARDS, THERE ARE NO
STANDARDS ACROSS THE UNITED
STATES WITH RESPECT TO
POLICING, IN TERMS OF HIRING
STANDARDS, OR TRAINING. SO, OF
THE 18,000 POLICE DEPARTMENTS,
YOU COULD DO IT 18,000 WAYS.
AND SOME, THEY DO NOT HAVE ANY
PHYSICAL FITNESS STANDARDS, FOR
INSTANCE. WE ARE NOT ABOUT
REMOVING MEN FROM POLICING,
NOWHERE DO WE SAY THAT WE WANT
TO HIRE WOMEN AT THE EXPENSE OF
WOMEN, WHAT WE ARE SAYING ,
WOMEN ARE 50% OF THE UNITED
STATES , AND YOU HAVE A POOL OF
PEOPLE HERE THAT MAY NOT BE
AWARE OF THE OPPORTUNITIES IN
POLICING, AND IT MIGHT HELP THE
ENTIRE FIELD, WITH THE STAFFING
CHALLENGES THAT WE ARE FACING.
WE ARE ALSO NOT ABOUT ONLY IN
GETTING WOMEN IN CREATING
CHANGE. WE HAVE A NUMBER OF MEN
, IN AGENCIES, THAT ARE LED BY
MEN. FRANKLY, SOMETIMES THEY DO
A BETTER JOB THAN SOME OF THE
WOMEN-LED AGENCIES WITH RESPECT
TO MOVING WORK FORWARD. WE NEED
EVERYONE AT THE TABLE, WE NEED
SUPPORT, THIS IS NOT THE
INITIATIVE OF WOMEN LED BY JUST
WOMEN. WHAT IT ALL COMES DOWN
TO, QUALIFIED WOMEN DESERVE
EQUITABLE ACCESS TO THE JOB AND
THE ABILITY TO THRIVE WITHIN
IT. WE RECOGNIZE POLICING IS A
VERY DIFFICULT JOB, IT SHOULD
BE NO MORE DIFFICULT TO AN
OFFICER, JUST BECAUSE THEY ARE
A WOMAN. WHY IS THE
REPRESENTATION OF WOMEN SO LOW?
A FEW POINTS THAT I WILL MAKE,
ALTHOUGH, THERE ARE MANY OTHERS
THAT I COULD ALSO MAKE IT AND I
WILL SAY, THERE HAVE BEEN MANY
ATTEMPTS OVER THE YEARS,
REALLY, IN TRYING TO IMPROVE
THEM. WE ARE TALKING. WE WERE
TALKING A LITTLE BIT EARLIER
ABOUT RECRUITMENT. WHO IS
REPRESENTED AND WHO IS
TARGETED, ARE YOUR RECRUITMENT
TEAMS ONLY GOING TO THE
MILITARY OR FOLKS THAT ARE
LOOKING TO HAVE A CRIMINAL
JUSTICE DEGREE ? WE ARE SAYING
THAT THERE ARE OTHER PLACES
THAT WE SHOULD THINK ABOUT IT.
ARE YOUR RECRUITMENT
ADVERTISEMENTS ALL FULL OF
MASCULINE FIGURES COMING DOWN
OUT OF A HELICOPTER ? ARE THEY
SHOWING REALISTIC ASPECTS OF
POLICING ? WE ARE GETTING
BETTER WITH SOME OF THIS, BUT
WE STILL I THINK HAVE A LONG
WAY TO GO. YOU HAVE TO CONSIDER
THAT RECRUITMENT IS NOT GOING
TO REACH EVERYONE, RIGHT? MY
VIEW IS THAT EVERYONE IN THE
AGENCY SHOULD BE A RECRUITMENT
AMBASSADOR. AND THAT YOU NEED A
TEAM THAT IS CENTRALIZED. THAT
IS , IF YOU ARE HAVING POLICE
OFFICERS GOING THROUGH TRAUMA,
STRESS, AND A LOT OF OTHER
FATIGUE THAT WE HAVE HAD OVER
THE PAST COUPLE OF YEARS, IT
BECOMES REALLY HARD TO ADVOCATE
FOR SOMEONE ELSE TO COME IN ON
THIS JOB, WE HAVE HAD SOME
RESEARCH, ESPECIALLY AROUND
WOMEN. WHEN YOU ASK THEM, WHAT
ADVICE WOULD YOU GIVE TO A
WOMAN WHO WAS LOOKING TO COME
IN TO THIS JOB, THAT IS
SOMETHING TO THINK ABOUT. ONE
OTHER NOTE THAT I AM GOING TO
MAKE ON RECRUITMENT,
OFTENTIMES, IN CITIES,
RECRUITMENT IS NOT ONLY UNDER
THE POLICE DEPARTMENT. THERE
ARE OTHER CITY ENTITIES
INVOLVED IN, WHICH MAY HAVE
APPLICATIONS, FOR THEIR ABILITY
TO RECRUIT. I DO NOT KNOW WHAT
IT IS LIKE IN SEATTLE. BUT I
CAN SPEAK ON NEW YORK , IF YOU
ARE INTERESTED IN THAT LATER. I
SPOKE A LITTLE BIT ABOUT HIRING
ASSESSMENTS AND PROCESSES. SO
WE TALKED ABOUT THE LACK OF
VALIDATION. EEO LAW, A LOT OF
STATE LAWS ENCOURAGE AGENCIES
TO LOOK AT THE DISPARATE IMPACT
OF ALL OF THE DIFFERENT HIRING
STAGES , WHETHER IT IS
BACKGROUND, PSYCH ,
PSYCHOLOGICAL, THE REALITY IS,
THAT A LOT OF AGENCIES DO NOT
HAVE THE RESOURCES THE
PERSONNEL, THE TIME, TO REALLY
LOOK AND SEE, WHERE ARE THE
WOMEN OR OTHER GROUPS, FALLING
OUT IN THE PROCESS? IT TAKES A
LOT OF EFFORT, IN ORDER TO DO
THAT DEEPLY, AND DETERMINE
WHERE THOSE AREAS ARE AND THEY
ALSO TALK ABOUT SUBJECTIVITY IN
THE HIRING PROCESS, ESPECIALLY
AROUND PROMOTIONS, YOU KNOW,
ARE YOUR PROMOTIONAL PANELS
FULL, YOU KNOW, OF SIX WHITE
MALES, THEN YOU REALLY NEED TO
THINK ABOUT WHO IS ON THOSE,
AND WHAT TRAINING DID THEY
RECEIVE IN ORDER TO BE ON THOSE
PANELS, AND WHAT IS THE
ACCOUNTABILITY MECHANISM FOR
THAT? AS MENTIONED, ARE THERE
OTHER UNNECESSARY BARRIERS TO
ENTRY. THE STATUS QUO IS NOW
ORIENTED, WE ALL KNOW THAT,
POLICING WAS CREATED BY MEN,
FOR MEN, I DO NOT SAY THAT TO
BE CRITICAL, BUT IT IS THE
REALITY, THE HISTORY, OF
POLICING. OFTENTIMES, WOMEN'S
SPECIFIC NEEDS ARE NOT BEING
MET. THERE ARE TWO WAYS TO DIG
ABOUT THAT, EITHER THE POLICE
CHIEF KNOWS ABOUT THOSE THINGS,
AND HE OR SHE IS NOT TAKING THE
TIME TO ADDRESS THOSE, OR THEY
ARE UNAWARE, BECAUSE THEY HAVE
NEVER HAD A FEMALE, THIS IS
THEIR FIRST EMAIL, THEY'RE NOT
THINKING ABOUT THOSE SPECIFIC
ISSUES. I WOULD PREFER TO THINK
IT IS THE LATTER , BUT I CANNOT
COMMIT, OF COURSE, TO THAT, THE
CULTURE OF POLICING , IN MANY
WAYS, IS STILL VERY MUCH HYPER
MASCULINE AND HOW THAT PLAYS
OUT, IN TERMS OF HOW PEOPLE
WORK TOGETHER. JUST A BIT ABOUT
WHERE WE ARE NOW. WE STARTED IN
2021, WE HAVE 370 AGENCIES THUS
FAR WHO HAVE SIGNED ONTO THE
PLEDGE. RANGING FROM REALLY
SMALL AGENCIES WITH 10 POLICE
OFFICERS, WE HAVE A NUMBER OF
PARTNERSHIPS WITH POLICE
PROFESSIONAL ORGANIZATIONS AND
THE FEDERAL GOVERNMENT HAS BEEN
HEAVILY SUPPORTING US FOR THE
LAST TWO YEARS. BUT WE HAVE
SEEN, THUS FAR, THE
ESTABLISHMENT OF CHILDCARE
CENTERS , SAN DIEGO,
MINNEAPOLIS . WE KNOW FROM OUR
CONVERSATIONS AND RESEARCH THAT
CHILDCARE IS ONE OF THE PRIMARY
ISSUES THAT KEEPS PEOPLE FROM
JOINING POLICING, ESPECIALLY
WOMEN , WHO STILL TAKE ON THE
MAJORITY OF THAT WORK, WE HAVE
SEEN A LOT OF REVISED
STRATEGIES. AND WE HAVE ALSO
HEARD FROM AGENCIES WHO HAVE
SAID, WE HAVE MADE PROGRESS,
NOT ONLY WITH WOMEN, BUT WITH
OTHER GROUPS. WHETHER THAT IS
PEOPLE OF COLOR, OF THE BBQ,
THEY CREDIT THAT TO INITIATIVES
LIKE THAT, THAT ARE REALLY
ADVANCING FOR A BETTER QUALITY
OF LIFE, WITHIN THESE POLICE
ORGANIZATIONS. WE HAVE SEEN
IMPROVED DATA COLLECTION, THAT
ALLOWS PEOPLE TO DIAGNOSE THESE
DISPARITIES. AND WE HAVE SEEN
IMPROVED ASSESSMENT PROCESSES
TO DECREASE SUBJECTIVITY. AND
WE HAVE SEEN THE ESTABLISHMENT
OF MENTORING IN THOSE WORKING
PARTNERSHIPS. WOMEN OFTEN SAY
THAT ONE OF THEIR BIGGEST
CHALLENGES IS NOT HAVING THE
SUPPORT AND THE ENCOURAGEMENT
TO JOIN THE POLICE PROFESSION.
ONCE THEY GET IN THERE, THEY
SAY THEY DO NOT HAVE PEOPLE TO
CONNECT YOU TO HELP GUIDE THEM,
WITH RESPECT TO THEIR CHOICE.
ONE OTHER NOTE THAT I WILL MAKE
ON RECRUITMENT, OUTREACH IS
VERY IMPORTANT . IT IS GREAT TO
HAVE A FEMALE REPRESENTED. SOME
PEOPLE WILL SEE THAT AND THEY
WILL RECOGNIZE THE
REPRESENTATION. BUT HAVING
FEMALES ALSO SPEAK TO THEIR
EXPERIENCE ON THE JOB, AND
MEETING WITH YOUNG PEOPLE,
WHETHER THAT IS AT COLLEGE, OR
WHATEVER THE CASE MAY BE, I
DON'T KNOW ENOUGH ABOUT YOUR
RECRUITMENT HERE. BUT IT REALLY
MAKES A DIFFERENCE BEYOND JUST
THE ADS THAT WE SEE. AND WE
ALREADY HAVE A NUMBER OF
AGENCIES THAT HAVE REPORTED 30%
WOMEN IN THEIR RECRUITMENT
PROCESSES. WHERE ARE WE GOING
NOW? WELL, WE RECOGNIZE THAT
INDIVIDUAL AGENCIES, INDIVIDUAL
INTERVENTIONS WILL ONLY GET US
SO FAR. WE HAVE DONE A LOT OF
GREAT WORK. WE ARE PROUD, WE
WILL CONTINUE TO DO THAT. BUT
WE ARE ALSO LOOKING ABOUT
STATE-LEVEL LEGISLATION, IN
PARTICULAR. YOU PROBABLY KNOW
THAT WASHINGTON STATE RECENTLY
PASSED A JOB SHARING AND
FLEXIBLE WORK OPTION, SO, IT IS
THE FIRST STATE THAT I AM AWARE
OF THAT WILL ALLOW POLICE
OFFICERS TO RETAIN THEIR
CERTIFICATION, AS WELL AS IN
THE PENSION SYSTEM, THIS WAS
INTENDED TO HELP WITH THE
STAFFING CRISIS, BUT IT WILL
CERTAINLY HELP WITH WOMEN IN
POLICING. WE ARE HOPING THAT
OTHER STATES WILL FOLLOW WITH
RESPECT TO THAT, THERE IS
LEGISLATION PENDING PROVIDING
CHILDCARE FOR THE POLICE ACT,
AND WHAT IS NOT ON THIS SLIDE,
HAWAII WAS THE FIRST STATE TO
PASS LEGISLATION ENCOURAGING
POLICE OFFICERS TO SIGN UP
SPECIFICALLY FOR THE 30X30
INITIATIVE TO ADVANCE WOMEN IN
POLICING. WORKING WITH OUR
STATE AND FEDERAL PARTNERS,
ENSURING THAT THERE ARE
VALIDATED STANDARDS ON THE
ASSESSMENTS, AND WHAT RESPECT
DID TAKE WITH KNOWLEDGE,
SKILLS, AND ABILITIES TO BE A
GOOD POLICE OFFICER, HOW LONG
DOES IT TAKE TO GET HIRED ?
STREAMLINING THE APPLICATION
PROCESS. I WILL JUST QUICKLY
MEASURE WE DO NOT DO THIS WORK
ALONE, WE HAVE, YOU KNOW,
SEVERAL AGENCIES. WE WORK WITH
A NUMBER OF OTHER PROFESSIONAL
ORGANIZATIONS, WOMEN-CENTERED
ORGANIZATIONS. ACADEMIC
ENTITIES, THINK TANKS, MOVING
FORWARD WITH OUR WORK. I WOULD
BE REMISS IF I DID NOT MENTION
ALL OF THE THINGS THAT IT TAKES
TO KEEP THIS INITIATIVE MOVING
FORWARD, REALLY TRYING TO
CHANGE POLICING MORE BROADLY,
AS I MENTIONED, SPECIFICALLY
FOR WOMEN. NOW I AM GOING TO
TURN IT OVER, I THANK YOU SO
MUCH FOR YOUR TIME. AND I LOOK
FORWARD TO A DISCUSSION.
>> THANK YOU. I AM GOING TO
TALK BRIEFLY ABOUT THE SPD
HISTORY WITH 30X30 AND THE WORK
THAT HAS BEEN DONE TO DATE ON
THIS. SO, SPD JOINED , LET ME
SEE. IT JOINED THE 30X30
INITIATIVE ON MARCH 25th, 2021.
AND IT WAS AMONG THE FIRST OF
THE LARGE CITIES TO PLEDGE
COMMITMENT TO THIS. THE WORK
UNDER 30X30 COMPRISES THREE
DISTINCT PHASES, VERY MUCH
COMMITTED TO THE EVIDENCE-BASED
STRATEGY, ENSURING THAT OUR
WORK IS GROUNDED . THE FIRST
PHASE WAS A QUANTITATIVE
SNAPSHOT , THIS WAS PROVIDED
BASED ON DATA, BASED ON OCTOBER
1st , 2022. IN LARGE PART,
THESE WERE DATA POINTS
SUBMITTED BY THE 30X30
INITIATIVE OUT OF NYU. THIS IS
A BASELINE OF WHERE WE WERE
WITH RESPECT TO THAT, AS OF
OCTOBER 1st, 2022, 156 OUT OF,
THEN, 1073 SWORN PERSONNEL
IDENTIFIED AS FEMALE. 5 OF 52
SUCCESSFUL RECRUITS BETWEEN
OCTOBER 1st, 2021 AND OCTOBER
1st, 2022 IDENTIFIED AS FEMALE.
SPD WAS COMPLIANT WITH ALL
PHASE ONE IMMEDIATE ACTIONS
RECOMMENDED, INCLUDING
STRATEGIC PRIORITIES AROUND
GENDER DIVERSITY,
ZERO-TOLERANCE EEO PRACTICES,
NURSING ACCOMMODATIONS,
INCLUDING SPACE AND TIME OFF
COMMITMENTS FOR THAT, AND
APPROPRIATE EQUIPMENT. I WILL
NOTE, CHIEF BEST WAS FOCUSED ON
MAKING SURE THAT WOMEN HAD
VESTS THAT SAID, BASED ON HER
OWN EXPERIENCE. THE PHASE TWO
PART OF THIS, MANY OF YOU ARE
FAMILIAR WITH THIS, FROM PART
OF THE DRAFT THAT WAS RELEASED
PUBLICLY A FEW MONTHS AGO. THIS
WAS A QUALITATIVE SURVEY, WE
FOLLOWED WITH DIGGING INTO
REALLY GET THE PERSPECTIVES, TO
HOLD THOSE SAME LISTENING
SESSIONS WITHIN THE DEPARTMENTS
THAT DR. TANYA MEISENHOLDER
TALKED ABOUT. 97 OF 143 FEMALE
PERSONNEL COMPLETED THE REPORT.
THIS COMPRISED OF WOMEN WITHIN
VARIOUS RANKS, THOSE SWORN IN
AS CIVILIANS AND WOULD BRING
TENURES WITHIN THE DEPARTMENT
BUT I WILL NOT GO THROUGH ALL
OF THE STATISTICS HERE , BUT
THESE ARE THE MEAN AND MEDIAN
RESPONSE IS, ON A SCALE OF ONE
TO 100. THIS PHASE TWO
QUALITATIVE REPORT WAS
COMPLETED SEPTEMBER, 2023, AND
IT COMPRISE NOT ONLY THE SURVEY
THAT WENT OUT, SEEKING THE
EMPIRICAL RESPONSE TO THE
SPECIFIC QUESTIONS, BUT ALSO
THE FOCUS GROUPS. WE CONTRACTED
WITH DR. LOIS JAMES, OUT OF
WASHINGTON STATE UNIVERSITY, TO
COMPLETE THE WORK FOR US, FOR
THE SPECIFIC PURPOSE, BUT WE
WANTED AN OUTSIDE RESEARCHER,
WE DO NOT WANT THIS TO TO BE
DRIVEN BY ANYONE IN THE
DEPARTMENT, SPECIFICALLY. THE
EMERGENT THEMES ARE MUCH AS
WHAT DR. TANYA MEISENHOLDER
DISCUSSED NATIONALLY, I REFER
TO THESE AS THE PUSH AND PULL,
WE KNOW , FROM THE 30X30 WORK,
GENERALLY, THERE ARE THOSE
FACTORS, THOSE EXTERNAL FACTORS
THAT DUPLE WOMEN OUT OF THE
WORKPLACE, AND THERE ARE THE
INTERNAL, I WILL CALL IT
CULTURAL FACTORS THAT PUSH
WOMEN OUT OF THE WORKPLACE.
THESE VERY MUCH FOLLOWED THAT
THEME THAT WOMEN HIGHLIGHTED,
WITHIN THE MASCULINE CULTURE,
HIGHER EXPECTATIONS FOR WOMEN,
DOUBLE STANDARDS, AND AMONG
THESE ALSO WERE CONCERNED ABOUT
WOMEN IN SOME RESPECTS HOLDING
EACH OTHER BACK, THAT
ELIMINATED -- LIMITED
OPPORTUNITIES, AS DR. TANYA
MEISENHOLDER DISCUSSED, THEY
NOTED THE GENERATIONAL
DISTINCTIONS, WHICH IS REALLY
WORTH NOTING. AND YOU CAN SEE
THIS, WHEN WE LOOK AT THE
NATIONAL ATTITUDES TOWARD
WOMEN, GENERALLY, THE YOUNGER
GENERATIONS THAT HAD GROWN UP
WITH MOTHERS WHO WORK, SPOUSES
WHO WORK, AND WHO PARTICIPATE
EQUALLY IN THE HOUSEHOLD
RESPONSIBILITIES ARE GENERALLY
MUCH MORE RESPECTING OF WOMEN,
AND MUCH MORE MINDFUL OF THEIR
INTERACTIONS WITH WOMEN. THERE
IS A GREAT STUDY THAT WAS DONE
A WHILE AGO THAT TALKED ABOUT
HOW BOOMER PARENTS DID A
FANTASTIC JOB OF TEACHING
DAUGHTERS THAT THEY COULD BE
ANYTHING THAT THEY WANTED TO
BE, BUT THEY DID A TERRIBLE JOB
OF TEACHING THEIR SONS THAT
THEY ALSO NEEDED TO STEP UP AND
HELP OUT WITH THE WORK. AND, IN
THE RESEARCH THAT HAS CURRENTLY
EMERGED, THAT DOES SEEM TO BE
SHIFTING. MOTHERS IN THE
WORKPLACE, WHO ARE RAISING SONS
, ARE VERY MUCH FOCUSED ON
TEACHING THEIR SONS TO BE THE
PARTNERS ON THE FATHERS THAT
THEY NEED TO BE, IN ORDER TO
SUPPORT WOMEN IN THE WORKPLACE.
WE TALKED ABOUT PREGNANCY. WE
TALKED ABOUT PREGNANCY AND
CHILDCARE, THAT WAS A BIG ISSUE
FOR THEM, BOTH IN TERMS OF
DECISIONS TO STAY WITH THE
DEPARTMENT, BUT ALSO THE
DECISIONS ON WHETHER TO PROMOTE
WITHIN THE DEPARTMENT. AND
THEN, TALK ABOUT EXCLUSION, AND
PIGEONHOLING OF THE JOBS THAT
ARE SPECIFICALLY FOCUSED
TOWARDS WOMEN, OR WHEN THEY
FEEL THAT THEY ARE EXCLUDED
FROM THESE . FROM THESE THEMES
CAME KEY RECOMMENDATIONS, ONE
IS AWARENESS, HOW DO YOU BUILD
A CULTURE OF RESPECT THROUGH
THE DEPARTMENT, THE COAST GUARD
HAS DONE SOME FANTASTIC WORK ON
THIS. AND SO, WE ARE FORTUNATE
NOT TO BE REINVENTING THE WHEEL
, BUT LEANING INTO THE WORK
THAT HAS BEEN DONE BY THE
DEPARTMENTS AROUND THE
COUNTRY'S STATE, LOCAL,
FEDERAL, WE ARE WORKING TOWARD
PUTTING TOGETHER A PROPOSAL FOR
DEPARTMENT CHILDCARE OPTIONS. I
WOULD SUBMIT, CERTAINLY, SPD
OFFICERS ARE NOT THE ONLY 24/7,
365 SHIFT WORKERS IN THE CITY,
THE CHALLENGES THAT FACE SPD,
THEY ARE NOT UNIQUE JUST TO
SPD. CRITICALLY, ALSO,
MENTORSHIP OPPORTUNITIES FOR
WOMEN. I AM GOING TO TURN IT
OVER TO BETH , TO TALK ABOUT
WHAT WE ARE DOING NOW, AND NEXT
STEPS.
>> OKAY, SO, I AM GOING TO BE
TALKING ABOUT THE NEXT STEPS
AND ONGOING WORK, OUR GROUP WAS
ESTABLISHED IN 2024, AND IT WAS
BASED ON EXCLUSIVE POSITIONS ,
AND OUR MISSION IS TO ADVOCATE
TO MEDICATE THE DOCUMENTED
EXTERNAL CHALLENGES. THESE ARE
INTERNAL CHALLENGES THAT
INTEGRATE THE HEALTHY, SAFE,
RESPECTABLE, EQUITABLE
ENVIRONMENT WHERE ALL MEMBERS
OF SPD CAN THRIVE IN. ON JUNE
30th, 2024, WE WILL BE
WELCOMING DR. EMILY AS THE
EXECUTIVE DIRECTOR OF
EMPLOYMENT SERVICES, SHE IS NOT
OF THE MILITARY, BUT SHE HAS A
HISTORY OF SERVING THE
COMMUNITY AS A CLINICAL
PSYCHOLOGIST. SO, I AM GOING TO
BE TALKING ABOUT JUST BRIEFLY
ABOUT SOME OF THE FOLLOWING
PROGRAMS THAT WE ARE WORKING
ON, CHILDCARE, MENTORSHIP ,
BENEFITS PROGRAMS AND TRAINING,
AND RECRUITMENT, AND DIRECT
OUTREACH. AND THEN, I AM GOING
TO BE SPEAKING BRIEFLY ON
MENTORSHIP, MENTORSHIP IS
SOMETHING THAT WE HAVE BEEN
THINKING A LOT ABOUT, AND WE
ARE REALLY TALKING ABOUT HOW WE
LINK WOMEN TOGETHER, AND WHAT
IS THE ROLE OF MALE MENTORS, ET
CETERA. WE WILL TALK BRIEFLY
ABOUT A PILOT PROGRAM THAT HAS
BEEN SPEARHEADED BY THE
LIEUTENANT IN THE HR SECTION.
IT UTILIZES THE CITY OF
SEATTLE'S EXISTING CAREER
QUEST FLASH MENTORSHIP PROGRAM.
WE ARE WORKING ON
CUSTOMIZATIONS TO THAT PLATFORM
FOR THE NEEDS OF SPD EMPLOYEES,
ADDING ADDITIONAL CATEGORIES ,
SPECIFICALLY, PROVIDING
GUIDANCE, AND PROVIDING THE
MOST EFFECTIVE MENTORSHIP.
THESE ARE QUITE MENTORSHIPS.
COACHING MENTEES ON GOOD
QUESTIONS, AND WHAT TO ASK, AND
WHAT TO PLUMB DURING THEIR
SESSIONS, AND DOING OUTREACH TO
INCREASE THE MENTORSHIP AND
MINTY BASE. I WAS AN EARLY
ADOPTER OF THIS AS SOON AS I
HEARD ABOUT IT, IT IS A GREAT
PLATFORM. I HAD MY FIRST -- MY
FIRST MEETING, AND [
INDISCERNIBLE ], ALSO SANG UP
AND HAVING AN AMAZING
MENTORSHIP, WITH SOMEONE THAT
WAS JUST IN THE ISSUE RAISED
ABOUT. ENTER NEXT, I AM GOING
TO TALK ABOUT THAT CHILDCARE
PRODUCT, THAT IS SOMETHING THAT
I AM PERSONALLY WORKING ON, IN
CONJUNCTION WITH A DETECTIVE IN
THE POLICY UNIT. BOTH OF US,
FIRST HAND, WE HAVE INVITED
SPONSORED AND TO UNDERTAKE THE
CHALLENGES, AT SPD, AND IN
OTHER AGENCIES, FINDING SAFE
CHILDCARE, THAT COVERS ALL OF
THE HOURS THAT A POLICE OFFICER
MAY WORK. SOME OF THE THINGS
THAT WE DISCOVERED IN OUR
RESEARCH, WITH THE ASSISTANCE
OF SOME OF THE, WELL, SOME OF
THE ADDITIONAL THINGS THAT WE
WILL TALK ABOUT IT A LITTLE
BIT. BUT WE HAVE REALLY
HIGHLIGHTED, I THINK, THE
SHORTAGE, NOT JUST THE POLICE,
BUT FOR EVERYONE, THE LICENSED
CHILDCARE EVERY STRUCTURE, IN
WASHINGTON STATE AND PUGET
SOUND AREA, ONLY 28% OF
CHILDCARE NEEDS WERE MET.
ACCORDING TO OUR -- TO
MULTICOLOR, WHO I WILL SPEAK
ABOUT, THERE ARE NEARLY NO
LICENSED CHILDCARE OFFICES FOR
PARENTS WHO WORK NONSTANDARD
HOURS. OBVIOUSLY, A LOT OF THEM
ARE WORKING NONSTANDARD HOURS.
IN CONTEXT, STANDARD IS 6:00
A.M. TO 6:00 P.M., IN GENERAL.
WE KNOW THAT SOMETIMES THESE
CHALLENGES FORCED WOMEN OUT OF
THE WORKPLACE ENTIRELY, OR INTO
PART-TIME, OR OTHER
NONSTANDARD, OR STANDARD HOURS
JOBS. IMPORTANTLY, AND THIS IS
SOMETHING THAT I HAVE OBSERVED
QUITE A BIT, THIS MAY LIMIT
OPTIONS FOR PROMOTIONS OR
TRANSFERRED TO ANOTHER ONE, OR
TO ANOTHER UNIT, TO GAIN
VALUABLE EXPERIENCE, BECAUSE
THEY ARE UNABLE TO GAIN
VALUABLE WORK OFFICERS OR GAIN
ENRICHMENT TRANSFERS, I AM
GOING TO TELL YOU, I WAS
SPEAKING RECENTLY WITH A
DETECTIVE WHO DID TEST FOR
TARGET BUT WILL HAVE TO FORGO
THE MOTION, DEPENDING ON WHERE
SHE WOULD BE WORKING. SO, IT
HAS BECOME A VERY SALIENT
CONCERN IT IS REAL. STAFFING
ISSUES DO EXACERBATE THE
PROBLEM, INCREASED OVER TIME
DEMANDS INCREASE THE DEMAND FOR
NORMAL SHIFTS AND SPD HAS HAD
PRESSURE THAT PUSHES OFFICERS
TO WORK CLOSER TO HOME OR TO
REQUEST OVERTIME. , SO WHAT ARE
WE DOING, WE ARE CONSULTING
WITH THE IMAGINE INSTITUTE,
SPECIFICALLY, MULTICOLOR, THAT
IS A LOCAL NONPROFIT
ORGANIZATION THAT DEALT
CHILDCARE ASSISTANCE AND IT
WORKS WITH CHILDCARE PROVIDERS,
BUT, IN THE NATIONAL
LAW-ENFORCEMENT ORGANIZATION,
ENFORCEMENT, THAT IS ASSISTED
BY THE SAN DIEGO POLICE
DEPARTMENT WITH THEIR
SOLUTIONS. SO, I AM JUST GOING
TO DO A LITTLE BIT OF A QUICK
OVERVIEW OF THE CHALLENGES THAT
WE ARE PLANNING TO CHILDCARE
NEEDS BAILEY PASSED IT VERY BY
THE NEEDS OF THE CHILD. PARENTS
OF SCHOOL-AGED CHILDREN NEED
SOLUTIONS CLOSER TO THEIR HOME,
CHILDCARE NEEDS CHANGE DURING
SCHOOL BREAKS WITH THE
CHRISTMAS BREAK OR THE
SUMMERTIME, WHERE WE CERTAINLY
CANNOT HAVE EVERY PARENT GONE
FROM DUTY, ON VACATION. AND WE
HAVE ALSO ANALYZED WHERE SPD
FAMILIES LIVE. I WAS GOB
SMACKED WHEN I SAW THE AMOUNT.
THE HIGHEST CONCENTRATIONS OF
SPD FAMILIES ARE IN NORTH
SNOHOMISH COUNTY AND IN PIERCE
COUNTY. MEANING, MANY OF THESE
OFFICERS ARE DRIVING PROBABLY
AN HOUR AND A HALF EACH WAY TO
WORK, OR MORE, BECAUSE OF THE
COST OF HOUSING INCREASING IN
THE METROPOLITAN AREA. WE ARE
PROPELLING TO ROLLOUT A SURVEY
THAT WILL ASSESS FUTURE NEEDS
SPECIFICALLY TO SURVEY SPD
EMPLOYEES. AND WE ARE LOOKING
AT EXISTING SYSTEMS, SUCH AS
THE CHILDCARE SOLUTIONS OF THE
SAN DIEGO POLICE DEPARTMENT,
THE BOEING MACHINISTS UNION AND
THE PORT OF SEATTLE. SO, ONE
MORE POINT, JUST TO SPEAK ABOUT
THE SOLUTIONS THAT WE SUSPECT
WILL EMERGE, IT CHILDCARE
FACILITY, BUSINESS INCUBATION
MODEL, WILL HELP DEVELOP
CHILDCARE CENTERS WHERE PEOPLE
RESIDE. SPECIFICALLY, WE ARE
ACTUALLY POPULATING OUR SURVEY
WITH A QUESTION ABOUT ANY
FAMILY MEMBERS. ANY CURRENT SPD
FAMILIES WHO MAY BE WILLING TO
START THE IN-HOME CHILD CARE
BUSINESS, AND THEY COULD BE
ASSISTED IN SPENDING THAT UP,
IN PARTNERSHIP WITH EXISTING
FACILITIES WHERE FAMILIES
RESIDE. AND IN THOSE SYSTEMS,
THEY TYPICALLY BUY SPACES AND
EXISTING CHILDCARE FACILITIES
WILL ASSIST WITH CAUSE, THAT
TENDS TO BE A STANDARD SOLUTION
OKAY, SO BENEFITS, PROGRAMS,
AND TRAINING. EACH UNIT, OR
SECTIONS, THEY ARE WORKING TO
ENSURE THAT EMPLOYEES ARE AWARE
OF EXISTING OPPORTUNITIES. SUCH
AS THE PART-TIME PROGRAM FOR
PATROL OFFICERS, IT ENABLES
WORK , PART-TIME, IT IS MOST
OFTEN UTILIZED BY NEW MOTHERS.
UP TO 20 OFFICERS AT ONCE
ACROSS THE CITY CAN ENGAGE IN
THAT PROGRAM, AND THEY CAN
MAINTAIN HEALTH BENEFITS,
DEFERRED COMPENSATION,
MAINTAINING THE PATROL -RELATED
SKILLS WHILE STILL ALLOWING
THEM TO HAVE MORE PERSONAL
TIME, AND IT REDUCES THE LOSS
OF SERVICE CREDITS. THAT IS
KIND OF A DEMERIT FOR WOMEN WHO
ARE MOTHERS , WHO REALLY DO NOT
DO THAT AS MUCH. AND SO, WE
HAVE A PAID BRADLEY BENEFIT
THAT ALLOWS PARENTS TO TAKE
TIME TO BOND WITH THEIR BABY,
THE NEW FAMILY MEMBER, THAT IS
ALWAYS, PAID FAMILY LEAVE TO
CARE FOR A FAMILY MEMBER, THAT
IS FOUR WEEKS, MILITARY SPOUSE
LEAVE OF ABSENCE, 15 DAYS,
SABBATICAL LEAVE, WHICH CAN BE
UP TO ONE YEAR. SICK LEAVE
DONATION PROGRAMS, AND
EDUCATIONAL BENEFITS, FROM CITY
UNIVERSITY , FOR FIRST
RESPONDERS, AS WELL AS OUR
MENTORSHIP PROBLEM. -- PROGRAM.
SO, WITH REGARD TO RECRUITING,
I WANTED TO ACTUALLY, I WANTED
TO GIVE A LITTLE UPDATE ON SOME
NUMBERS THAT WERE PROVIDED TO
ME BY SEATTLE HR ABOUT THE
CHANGE IN THE NUMBER OF
APPLICATIONS SINCE THE RESPONSE
CONTRACT WAS PASSED THAT AT
THIS TIME LAST YEAR, SPD WAS
RECEIVING AN AVERAGE OF 5.63
APPLICATIONS PER DAY. BEFORE
THE NEW CONTRACT WAS TIMED OUT,
THERE WERE INCREASED
APPLICATIONS OF NINE TO 10
APPLICATIONS PER DAY. CURRENTLY
SPD IS RECEIVING AN APPLICATION
AT THE RATE OF 15.29, BASED ON
10 YEARS OF DATA, MAINTAINING
ABOUT 14 APPLICATIONS PER DAY,
THAT WOULD PRODUCE
APPROXIMATELY 125 NEW HIRES.
OBVIOUSLY, THERE ARE
LIMITATIONS TO KEEP IN MIND,
THAT IS MAYBE A TEMPORARY
SURGE, OR SOMETHING THAT MIGHT
BE SUSTAINED, AND OF COURSE, IT
WILL TAKE SOME TIME FOR THOSE
APPLICATIONS TO TRANSLATE INTO
INCREASED HIRES. AND SO, AS FAR
AS THE RECRUITING IS CONCERNED,
WE ARE FOCUSED, WE ARE FOCUSING
ON ADVERTISEMENT AND
RECRUITMENT TO HISTORICALLY
UNDERREPRESENTED GROUPS,
REMAINING PART OF THE OVERALL
RECRUITMENT STRATEGY, AS WELL
AS FEMALE-FOCUSED RECRUITING
EFFORTS. IN ADDITION , THERE IS
REASON STATE LEGISLATION THAT
-- RECENT STATE LEGISLATION
THAT WILL ALLOW DREAMERS TO
APPLY , MARKETING, POLICY AND
PROCEDURE, UNDERDEVELOPMENT FOR
THIS LAUNCH. SO, THESE NEXT
SLIDES , I THINK, THEY
DEMONSTRATE THE WIDE NET THAT
WE ARE WORKING TO CAST FOR
APPLICANTS. SO, DIRECT OUTRAGE
, THEY INCLUDE THE WASHINGTON
WOMEN AND TRADES FAIR,
RECRUITING AT MILITARY BASES
DOING IN-PERSON RECRUITMENT, AS
WELL AS PARTICIPATION IN THE
SKILLED BRIDGE PROGRAM.
PARTICIPATING IN THAT PROGRAM.
SERVICE MEMBERS WILL BE ABLE TO
PARTICIPATE IN WORK EXPERIENCE
HERE. DURING THE LAST 180 DAYS
OF SERVICE. IN ADDITION , OUR
RECRUITMENT TEAM HAS PLANNED
VISITS TO HISTORICALLY BLACK
COLLEGES AND UNIVERSITIES IN
FALL, 2024. WE ARE ALSO
RECRUITING AT OUR LOCAL
ADVISORY COUNCILS . WE HAVE AN
AFRICAN AMERICAN ADVISORY
COUNCIL, EAST AFRICAN ADVISORY
COUNCIL, KOREAN, LGBTQ, MIDDLE
EASTERN, AMERICAN, SOUTHEAST
ASIAN, CITYWIDE ADVISORY
COUNCILS, AS WELL AS
RECRUITMENT AT COMMUNITY
EVENTS, SUCH AS THE JUNETEENTH
CELEBRATION, RAINIER BEATS
BACK-TO-SCHOOL CELEBRATION,
ETHIOPIAN INDEPENDENCE DAY, AND
THE FILIPINO CULTURAL EVENT.
AND THE DIVERSITY AND WOMEN IN
LAW ENFORCEMENT AT THE PUYALLUP
FAIR, THE WOMEN IN LAW AND
JUSTICE PANEL AT CENTRAL
WASHINGTON UNIVERSITY AND THE
NORTHWEST WOMEN'S SHOW.
ADDITIONAL DIRECT OUTRAGE
INCLUDES OUTRAGE TO BIPOC MEDIA
OUTLETS, UNITY TI
SCHOOLS, MILITARY BASES, AND
OTHER FEMALE-FOCUSED EVENTS.
AND THEN I WILL HAVE IT BACK
OVER.
>> THANK YOU, BETH. I WILL
CLOSE BY TALKING ABOUT SOME
LARGER SORT OF SYSTEMIC WORK
THAT WE ARE DOING. I WANT TO
CIRCLE BACK TO THE HIRING OF
DR. EMILY, WE ARE THRILLED TO
DEATH THAT SHE IS COMING ON
BOARD. THIS IS A POSITION FOR
WHICH WE HAVE LAID THE
FOUNDATION AND FOUGHT FOR SINCE
2016. WE ARE ONE OF THE FEW
DEPARTMENTS OF OUR SIZE IN THE
DEPARTMENT THAT DOES NOT HAVE A
DEDICATED EMPLOYEE WELLNESS
DIRECTOR, WHO SERVES AS A
LICENSED CLINICAL PSYCHOLOGIST
WITH ALL OF THE ETHICAL
BOUNDARIES THAT COME WITH THAT
LICENSURE, TO GO TO LEAD UP. I
WOULD SUBMIT THAT SPD IS A VERY
TRAUMATIZED WORK ENVIRONMENT,
WE ARE SEEING THE STRAIN OF OUR
EMPLOYEES ACROSS THE BOARD, AND
THIS IS A SIGNIFICANT THREAT, I
WANT TO PROVIDE CONTRADICT FOR
PROVIDING THIS SUPPORT FOR THIS
WORK. WE HAVE RETAINED DR. LOWE
AS JAMES, WHO DID THE VASE DO
QUALITATIVE WORK, TO LEAD UP TO
THE COROLLARY FOR THEM, LOOKING
AT THE SYSTEMIC ASSESSMENT OF
GENDER DISPARITY IN PROMOTIONS
AND ASSIGNMENTS, BY THAT I
MEAN, HOW DO WE CREATE
PROGRAMS, POLICIES, ET CETERA
TO ENSURE THAT POLICIES AROUND
PROMOTIONS AND ASSIGNMENTS,
THAT, NEITHER RACE NOR GENDER
IS A FACTOR IN THAT. AND SO,
THIS IS USING SOME ADVANCED
ANALYTICS THAT WE USE WITH MANY
OF THE DISPARITY REPORTS, THE
PROPENSITY SCORES, TO REALLY
TRY TO ISOLATE TO THE EXTENT
THAT WE CAN, THE IMPACT OF RACE
OR GENDER IN EXECUTIVE DECISION
ABOUT TRANSFERS AND PROMOTIONS,
TO ENSURE THAT WE ARE BEING
VERY MINDFUL OF ANY BIAS THAT
MAY CREATE THEN, AT THAT STAGE.
WE ARE TAKING A DEEPER LOOK AT
MITIGATING THE IMPACT OF
CIVIL-SERVICE STRICTURES AROUND
PROMOTION. BY THAT, WHAT I MEAN
IS, YOU KNOW, PROMOTION WITHIN
ANY CIVIL-SERVICE ASSOCIATION
IS A FUNCTION OF TAKING THE
PROMOTIONAL TEST. YOU LAND
WHERE YOU LAND ON THE LIST,
BASED UPON THEM, AND TYPICALLY,
YOU ARE ASSIGNED OUT, DEPENDING
ON WHERE YOU RANK ON THE LIST .
WHAT WE LEARNED FROM OUR PHASE
TWO STUDIES, THE FACTORS THAT
HOLD WOMEN BACK FROM PROMOTION,
TO SOME EXTENT, THEY ARE
DICTATED BY THE REALITY OF NOT
HAVING ANY CONTROL OVER WHERE
YOU GO, AFTER PROMOTIONS. THERE
ARE ALSO THE VERY REAL IMPACTS
OF THE FEMALE EMPLOYEES POST
THE WILLINGNESS TO TEST THAT WE
ARE ALL FAMILIAR WITH THE
IMPOSTER SYNDROME, AND ANYONE
WHO WAS HIGH ACHIEVING LABORS
UNDER. AND WHAT WE HAVE FOUND,
FOR MEN, MEN TEND TO BE MUCH
MORE WILLING TO HAVE MUCH MORE
X NUMBER OF YEARS, THIS IS THE
NEXT STEP, THEY ARE READY TO
THROW THEMSELVES IN FOR A
PROMOTION, WHEREAS, WITH MANY
WOMEN, WOMEN WILL SAY, I ONLY
HAVE X NUMBER OF YEARS ON THE
JOB. I STILL HAVE SO MUCH TO
LEARN. I AM NOT NEARLY READY TO
TAKE THIS EXAM. SO THIS IS
SOMETHING THAT WE CAN ADDRESS.
WE ARE LOOKING TO ADDRESS THAT
THROUGH WOULD BE LEADERSHIP
PROGRAM, I WANT TO EMPHASIZE
THIS IS NO MEANS EXCLUSIVE TO
WOMEN. IT IS TO ENSURE THAT ALL
EMPLOYEES, PARTICULARLY WOMEN
WHO CONSIDER THEMSELVES
REPRESENTED IN HIGHER LEVELS OF
LEADERSHIP ARE GIVEN THE
SUPPORT, THE URGING, AND THE
MENTORSHIP, AND THE TRAINING,
TO TAKE THE EXAM, AND TO DO
WELL ON THAT EXAM, AND THIS IS
ALSO GOING TO FACTOR IN, INTO
HOLIDAYS, IN TERMS OF
ASSIGNMENTS , TO ENSURE THAT
WHAT WE ARE ASSIGNING SOMEBODY
TO IS NOT CREATING ANY UNDUE
HARDSHIP ON THIS, OR A
DISINCLINATION TO THAT SERVICE.
FINALLY, IN THE SPIRIT OF
CONTINUAL ASSESSMENT AND
REPORTING, WE ARE IN THE FINAL
PHASES OF PUTTING TOGETHER THE
DEI DASHBOARD THAT WILL ALLOW
US TO MONITOR , IN REAL TIME,
WHERE WE ARE, RELATIVE TO OUR
GOALS. THANK YOU VERY MUCH FOR
YOUR TIME. IF YOU HAVE ANY
QUESTIONS, WE ARE HAPPY TO
ANSWER THEM.
>> FIRST, THANK YOU VERY MUCH
FOR A FANTASTIC BREATHING,
COVERING, YOU KNOW, THE BIGGER
PICTURE, THE 30X30 EVER, AND
THEN THE VARIOUS PIECES,
RELATED TO HERE LOCALLY, AND IN
SEATTLE, THANK YOU FOR THE
BRIEFING. I WOULD LIKE TO START
BY RECOGNIZING, THAT WE HAVE
GONE OVER TIME. BUT THIS IS A
VERY IMPORTANT TOPIC. AND SO I
WOULD LIKE TO RECOGNIZE
COUNCILMEMBER MOORE TO A
QUESTION. IT'S BEEN A THANK
YOU VERY MUCH, I WILL BE BRIEF,
BECAUSE I HAVE BELIEVED. I
WANTED TO FIRST THANK CHAIR
KETTLE FOR ACTUALLY HOLDING
THIS BRIEFING. WE TOUCHED UPON
THIS , I THINK, AT OUR VERY
FIRST PUBLIC SAFETY MEETING,
BACK IN MARCH. AND, IT HAS BEEN
-- I APPRECIATE, YOU BEING
MINDFUL AND PROACTIVE, IN
BRINGING THIS COMIC INTO THE
MID TO BRING THIS BEFORE THE
COMMITTEE. AND I ALSO JUST WANT
TO SAY THANK YOU VERY MUCH FOR,
TO DR. TANYA MEISENHOLDER, FOR
THE WORK THAT YOU HAVE DONE
THAT IS REALLY PIONEERING. I
APPRECIATE THAT YOU ARE COMING
IN FROM AN EXPERIENCE OF HAVING
BEEN IN LAW ENFORCEMENT. THAT
IS VERY IMPORTANT, AND ALSO TO
THE WORK THAT BOTH
COUNCILMEMBER REBECCA
BOATRIGHT, AND BETH WAREING ARE
DOING GOOD I SENT A LETTER TO
CHIEF BEERS AT THE END OF
APRIL, ASKING FOR THIS SPECIFIC
UPDATE. I APPRECIATE RECEIVING
THE INFORMATION TODAY. BUT I AM
ALSO SAYING THAT I WOULD ALSO
APPRECIATE A RESPONSE TO MY
LETTER, WITH PARTICULAR
INFORMATION LISTED IN IT. AM I
WANTED TO OFFER MY CONTINUED
SUPPORT, IN THE WORK THAT YOU
ARE DOING. AND IDENTIFYING
PARTICULAR OBSTACLES THAT THE
CONTRADICT CAN HELP IN, WITH
THIS LEGISLATION, I APPRECIATE
IF YOU COULD PLEASE COME TO MY
OFFICE. I WANT TO CONTINUE
BEING VERY VOCAL VOICE , AND WE
WANT TO MAKE IT REPRESENTATIVE
OF THE POPULATION . TO MAKE IT
A MUCH BETTER PLACE FOR ALL OF
IT. I APPRECIATE YOUR
COMMITMENT AND YOUR COMPASSION.
AND THANK YOU FOR BEING HERE,
AND I APPRECIATE THE WORK THAT
YOU HAVE DONE.
>> VICE CHAIR SAKA?
>> THANK YOU. LOOK, +1 TO THE
EFFUSIVE PRAISE AND EXPRESSIONS
OF GRATITUDE, MR. CHAIR, FIRST
AND FOREMOST, YOU AGAIN HAVE
BROUGHT THIS VERY IMPORTANT
OBJECT -- ITEM ON THE AGENDA.
WE HAVE TALKED ABOUT IN THE
PAST, BUT THIS IS VERY WORTHY
OF A STANDALONE AGENDA ITEM AND
EVERYTHING, AND IT WARRANTS
FURTHER ACTION COULD AND IT
WARRANTS FURTHER INVOLVEMENT
FROM THIS BODY. I REALLY
APPRECIATE YOUR LEADERSHIP, AND
BEING PROACTIVE HERE, AND ALSO,
TO THE PRESENTERS, A VERY
INSIGHTFUL PRESENTATION, FROM
MY PERSPECTIVE. DR. TANYA
MEISENHOLDER, GENERAL COUNCIL
REBECCA BOATRIGHT, AND
DETECTIVE BETH WAREING, I
APPRECIATE THE INSIGHTS THAT
YOU HAVE SHARED THAT REALLY
IMPORTANT PRESENTATION. TWO
QUESTIONS. I GUESS, DR. TANYA
MEISENHOLDER, YOU MENTIONED
THAT THERE IS NO NATIONAL OR
SORT OF UNIVERSAL STANDARDS
WITH RESPECT TO RECRUITMENT,
AND RETRAINING . YOU KNOW?
LIKE, SO, THAT POTENTIALLY
MEANS THERE ARE 18,000 WAYS OF
DOING ONE OF THOSE THINGS.
WHICH, I SUPPORT, THE
EXECUTIONAL FLEXIBILITY, AND
THE ABILITY TO IMPLEMENT LOCAL
NEEDS. BUT IT DOES STRIKE ME AS
SOMETHING THAT SEEMED TO MAKE
SENSE, TO HAVE SOME SORT OF
NATIONAL OR, YOU KNOW,
UNIVERSAL STANDARDS OR
GUIDELINES, TO HELP GUIDE IT.
YOU MENTIONED THE
IMPLEMENTATION CHALLENGES OF
THE RESOURCE DEPARTMENTS AND
AGENCIES. AND HOW THAT MIGHT
IMPACT THE ABILITY TO
OPERATIONALIZE THESE BEST
PRACTICES, BUT IF THEY DO NOT
EVEN KNOW, LIKE, IF, THERE IS
LIMITED, THERE IS NO
GRANULARITY AROUND ONE OF THESE
PRINCIPLES. THAT IS THE BIGGEST
CHALLENGE, AT LEAST IN MY MIND,
WHAT IS THE PATH, WHAT IS THE
PLAN FOR CREATING, JUST SOME
HIGH-LEVEL GUIDANCE, OR
IMPLEMENTING GUIDELINES, FOR
ALL 18,000, YOU KNOW ? REALLY,
WHAT CAN THEY FOLLOW ? I DON'T
KNOW IF THAT WOULD BE THE 30X30
ORGANIZERS, OR CONGRESS, I
DON'T KNOW. WHO WOULD BE
INVOLVED IN THAT ? AND WHAT IS
THE PATH ?
>> THANK YOU FOR THAT QUESTION.
I WILL MAKE THREE POINTS. THERE
HAVE BEEN MOVEMENTS, NATIONAL,
AND AT THE STATE LEVEL TO
STANDARDIZE CERTAIN ASPECTS,
UNFORTUNATELY, IT HAS EBBED AND
FLOWED OVER THE COURSE OF TIME,
AND WE DO NOT HAVE A LOT OF
TRACTION, HOWEVER, THERE IS A
RENEWED FOCUS ON STANDARDS,
STANDARDIZING CERTAIN LAW
ENFORCEMENT, THERE ARE A NUMBER
OF PROFESSIONAL ORGANIZATIONS ,
MAJOR CITY CHIEFS,
INTERNATIONAL CITIES, I CAN GO
DOWN THE LIST. THEY ARE
INVESTING A LOT OF TIME AND
EFFORT, REALLY PUSHING FORWARD,
PROMISING PRACTICES AROUND
EMPLOYEE OVERSIGHT ISSUES. AND
THEY ARE FOCUSING ON TYPES OF
AGENCIES, WHETHER LOCAL, ET
CETERA, BUT ALSO, THERE IS ONE
PARTICULAR EFFORT THAT COMES TO
MIND, FOCUSED ON RURAL
AGENCIES, AND ARE YOU ADDRESS
SOME OF THOSE CHALLENGES, FROM
THE 3530 PERSPECTIVE, ONE OF
THE GOALS IS TO PUT RESOURCES
FOR THE , WE HAVE A GREAT
WEBSITE, IN MY OPINION, THAT
OFFERS A LOT OF RESOURCES FOR
AGENCIES TO LOOK AT, I THINK WE
CAN DO A LITTLE BIT BETTER JOB
OF PUTTING THAT TOGETHER, SO
THAT AGENCIES HAVE AN
OPPORTUNITY TO THINK THROUGH
SOME OF THESE ISSUES, AND THEY
ARE APPOINTED TO OTHER AGENCIES
THAT WE MIGHT THINK MIGHT BE
DOING WELL, OR THAT WE THINK
MIGHT BE DOING IT, WITH RESPECT
TO THOSE THINGS. I THINK THAT
IT IS A STANDARD ISSUE, THAT
CAN BE PROBLEMATIC, ESPECIALLY
WHEN WE COMPARE IT TO THE OTHER
SITES, YOU KNOW, I THINK IT IS
THE UK. SEVERAL OTHERS, I
CANNOT THINK OF SWEDEN, NORWAY,
THE PERCENTAGE OF WOMEN, THAT
IS BETWEEN 35 AND 34%, AND MOST
OF THEM HAVE MORE STANDARDS,
WITH RESPECT TO LOWER
ENFORCEMENT. AND I THINK THAT
IT IS A MISSED OPPORTUNITY, AND
IT IS A RISK FOR AGENCIES.
>> FINAL QUESTION, IS -- SO,
YOU MENTIONED THAT CULTURE IS
THE MOST CHALLENGING THING TO
IMPROVE, YOU KNOW, YOU CANNOT
REALLY COME OUT AND APPROACH
THAT FROM AN OUTSIDE
PERSPECTIVE. IT NEEDS TO BE
FROM INSIDE OUT. AND , SO, THAT
ALL MAKES SENSE AND IT IS
CONSISTENT WITH MY OWN
EXPERIENCES IN MANY
ORGANIZATIONS, AND DIFFERENT
CULTURES. BUT, ARE THERE ANY
KIND OF NATIONAL --
NATIONALLY-ACCEPTED BEST
PRACTICES, IN YOUR VIEW, FOR
IMPROVING CULTURE IN POLICING?
>> A LOT OF IT WITH RESPECT,
FIRST, TRYING TO UNDERSTAND
WHAT YOUR CULTURE IS, WE USE
THAT WORD CLOSELY -- LOOSELY.
THERE IS THE PROFESSIONAL
SECTOR AND HE MAY HAVE VARIANTS
OF THAT, THE POINT THAT IT IS
ABOUT MESSAGING FROM THE TOP,
IT IS ABOUT WHAT YOU ALLOWED TO
BE TOLERATED WITHIN THE
ORGANIZATION AND HOW ARE YOU
HOLDING OFFICERS ACCOUNTABLE
FOR THEIR ACTIONS. SO,
UNDERSTANDING WHAT THAT IS, IN
GETTING WITH YOUR EMPLOYEES, AS
WELL. AND THEN, THINK ABOUT
WHAT YOU CAN DO TO MAKE CHANGES
WITHIN THE CULTURE. SOMETIMES,
WE TALK ABOUT CULTURE, AS THE
ONLY NEGATIVE. AND, THERE ARE
SOME REMARKABLE THINGS ABOUT
POLICING CULTURE THAT ARE
POSITIVE. HOWEVER, THERE ARE
MANY THINGS THAT ARE NOT. AND
SOBERLY HAVING A BROAD
UNDERSTANDING OF THAT, IN TERMS
OF BEST PRACTICES, I HAVE NOT
SEEN ANYTHING. I WILL CERTAINLY
GO LOOK FOR IT NOW, BECAUSE YOU
HAVE INTRIGUED ME, THAT REALLY
SPEAKS TO HOW WE CAN CHANGE
CULTURE WITHIN ORGANIZATIONS,
AND HOW YOU CAN ASSIST IN THAT
CHANGE OVER TIME, ONE OF THE
BIGGEST CHALLENGES WE HAVE HAD
WITH CHANGE, IN POLICING, WHEN
YOU THINK ABOUT THE VARIOUS
DRIVERS, GENERATIONAL,
POLITICS, WHATEVER THE CASE MAY
BE, THE ADMINISTRATIVE CHANGES
THAT TAKE PLACE WITHIN AN
AGENCY. OF COURSE, WHEN YOU
HAVE IN YOU TEAM COME IN THAT
HAS THE OPPORTUNITY TO REALLY
IMPROVE THINGS, IT ALSO HAS THE
OPPORTUNITY TO PERHAPS TAKE
AWAY SOME THINGS THAT WERE IN
THE PRIOR ADMINISTRATION THAT
WE ARE WORKING WITH.
>> THANK YOU.
>> COUNCILMEMBER HOLLINGSWORTH
?
>> THANK YOU ALL FOR THE
PRESENTATION, SUPER HELPFUL, I
WANT TO ECHO THE WORDS OF MY
COLLEAGUE, COUNCILMEMBER MOORE,
THANK YOU. I AM FORGETTING
COUNCILMEMBER MOORE . I NEEDED
TO SEE HER FACE. THE FACES ON
MY SCREEN, COUNCILMEMBER MOORE,
SUPPORTING WHATEVER EFFORTS
THAT 30X30 HAS. WE HAD THE
FORMER CHIEF BEST, AND TALK.
EVERY SINGLE GIRL, THEY WANTED
TO BE IN THE POLICE DEPARTMENT.
THEY THOUGHT IT WAS THE COOLEST
THING EVER. SHOUT OUT TO THE
DETECTIVE, EVERY TIME SOMEONE
SEES HER IN THE COMMUNITY. THEY
ALWAYS WANT TO BE IN THAT
POSITION. WHATEVER IT TAKES, I
AM HERE, I AM AVAILABLE, I HAVE
TOLD THE MAYOR'S OFFICE, I AM
MORE THAN HAPPY TO CONNECT OUR
POLICE DEPARTMENT WITH PEOPLE
FROM THE ATHLETICS DEPARTMENT.
I AM A BIG PROPONENT OF WOMEN
IN ATHLETICS, HOW GREAT THEY
ARE IN A TEAM ENVIRONMENT. AND
I ALSO LIKE TO SEE THAT YOU ARE
GOING TO HBCUs IN 2024, THAT IS
AN UNTAPPED RESOURCE THAT A LOT
OF PEOPLE DO NOT KNOW ABOUT IN
OUR COUNTRY, ALL OF THEM, THEY
PROVIDE GREAT STUDENTS AND
PEOPLE, YOU KNOW, THEY CAN SEE
THEMSELVES IN A CAREER IN LAW
ENFORCEMENT. THANK YOU.
>> THANK YOU, COUNCILMEMBER
HOLLINGSWORTH, AND THANK TO
YOU , ALL OF YOU, FOR COMING.
AND WITH MY OPENING REMARKS,
YOU ARE NOT HERE. I WANTED TO
SAY AGAIN, THE COUNCIL HAS A
ROLE AND IT NEEDS TO SHOW
LEADERSHIP. WITH RESPECT TO
FORMER CHIEF CARMEN BEST, WE
NEEDED TO ACKNOWLEDGE WHAT WE
DID, IN HER TENURE, WHAT WAS
DONE TO HER, I WANTED TO SAY,
AGAIN, WE WANTED TO THANK CHIEF
CARMEN BEST AND THE CHALLENGES
SHE FACED. AS I SAID, WITH THE
D FUND PLEDGE EARLIER IN THE
YEAR, WE HAVE THE DRAW LINE, WE
HAVE TO MOVE OVER, AND I THINK
THAT THE 30X30 WORK THAT WE ARE
DOING IS A GOOD AMOUNT OF WORK
THAT WE ARE DOING. I THANK
CHIEF BEST FOR YOUR SERVICE, ON
YOUR BRIEFING POLICY AND
CULTURE, SO, SO IMPORTANT, SO,
SO IS LEADERSHIP. IT IS SO KEY
TO HAVE THAT LEADERSHIP PUSH TO
IDENTIFY, MOVE OVER, THAT
IDENTIFIES THE CITY COUNCIL ,
WHICH WILL DO ITS PART, TRUST
ME. AND I KNOW THAT, AS SOMEONE
SAID, IT WAS LIKE 3%, AMONG
CHIEFS. WHAT I REALLY CARE
ABOUT AND I AM PUSHING FOR ON
THE COMMITTEE, AND I DO IT WITH
MY POINT. WE NEED TO BE
BUILDING SERGEANTS, IF WE NEED
TO DO IT, TO INCLUDE THIS ON
THE SUBJECT MATTER, WE REALLY
NEED TO BE WORKING, YOU KNOW,
THE LEADERSHIP THESE, AT THE
START, PARTICULARLY WITH
SERGEANTS. I THINK THAT IS THE
NUMBER THAT I REALLY CARE
ABOUT, BECAUSE IT REALLY SHOWS
WHERE WE ARE MOVING, IN THE
FUTURE. I MEAN, YOU CAN IMPORT.
THE VICE CHAIR TALKED ABOUT,
THE OFFICE FROM OUTSIDE, BUT TO
GROW, THE BILL THAT LEADERSHIP
FROM WITHIN IS OKAY. WHERE WE
ARE WITH SERGEANTS IS A BIG
INDICATOR OF THAT. AND
EVERYTHING THAT YOU SEE, THAT
YOU HAVE POINTED OUT, IT LANDS
WITH ME. THIS IS AN EXPERIENCE
I HAD IN THE NAVY. I CAME IN,
IN THE OLD NAVY, MY GENERATION,
GEN X, WE WENT FROM WAR TO WAR,
IRAQ , AFGHANISTAN, THE
BALKANS, YOU KNOW , WE SAW
THAT. WITH THE OPERATION THAT
WE HAD FACED. YOU KNOW, AFTER
THE MAIN PART OF THE OPERATION,
IT WAS BASICALLY AN
OCCUPATIONAL FORCE. WE LEARN
THE LESSONS. YOU KNOW, WITH THE
ONE SLIDE, TALKING ABOUT, YOU
KNOW, THE DIFFERENT LISTENING
SECTION POINTS. EVERYTHING
ARRANGED, YOU KNOW, SO, I HAVE
SEEN THAT, AGAIN AND AGAIN AND
AGAIN. WE LEARNED IN IRAQ AND
AFGHANISTAN, THE IMPORTANCE OF
HAVING FEMALE SERVICE MEMBERS.
TO SERVE. THAT IS SO IMPORTANT
AND THAT IS IMPORTANT FOR US IN
SEATTLE AS WELL. AND TO PARLAY
THAT TO THE LAST POINT THAT I
WANTED TO MAKE, RELATING TO THE
PHASE TWO REPORT THAT WAS DONE,
I READ IT, AND IT WAS THREE
PIECES TO THIS, AS I SEE IT,
NUMBER ONE, WHAT RING TRUE,
JUST FROM MY EXPERIENCE, NOT
JUST MILITARY, BUT WORKING WITH
POLICE, AND JUST BEING IN A
HYPER- MASCULINE ORGANIZATIONS,
YOU KNOW, IT IS REALLY
IMPORTANT TO ACKNOWLEDGE. THIS
, I HAVE SAID THIS TO EVERYONE
IN BETWEEN, POINT TWO IS THAT,
WE, AS A CITY, WE CANNOT BE
EXPLAINING THIS AWAY. WE CANNOT
SAY, WELL, THIS EXPLAINS THAT,
OR WHATEVER. NO, WE HAVE TO
ACCEPT THE REPORT. THE REPORTS
THAT WERE MADE WERE VERY
IMPORTANT, THE LAST THING WE
NEED IS MANSPLAINING , YOU
KNOW, TRYING TO EXPLAIN WHY WE
ARE, WHERE WE ARE, AND THE LAST
POINT, AND I SAID THIS TO CHIEF
DIAZ AS WELL, AND OTHERS. OKAY,
ACKNOWLEDGE IT, EXCEPT IT, GET
TO WORK, AND THIS IS WHERE THE
LEADERSHIP PIECE COMES IN,
THOSE THREE POINTS, WE WILL DO
OUR PART, AND WE WILL BE
LOOKING TO SPD AND THE MAYOR'S
OFFICE, OVERALL, TO PRESS
FORWARD, BECAUSE IT IS SO
IMPORTANT FOR OTHER INITIATIVES
, LIKE RECRUITMENT AND
RETENTION. I CAN SEE STEPS
FORWARD, WITH THE EXAMPLES WE
HAVE ON OUR CITY COUNCIL, THAT
WOULD BE FANTASTIC MOVING
FORWARD. AGAIN, THANK YOU VERY
MUCH FOR JOINING US. AND, I
WOULD LIKE TO ASK, IF THERE ARE
ANY OTHER ISSUES FOR THE
COMMITTEE? HEARING NONE,
HEARING NO FURTHER BUSINESS FOR
THIS COMMUNITY -- COMMITTEE, WE
ARE ADJOURNED.