Springfield City Council — October 25, 2021

0:04 i'm going to call the city council uh work session to order with roll call mayor van gorden here councillors pitts moe here bradley here i'm here thank you all right we have one item tonight which is the police update with chief shear um so i will turn it over to the chief i know we've got quite a bit of content so chief could you give us do you want us to hold our questions or just pop them when we have them um i think to be most efficient with our time if my preference is you hold them to the end um i've probably got about 45 minutes ish of presentation to do and i

0:49 will strive to keep it in that so that we've got plenty of time at the back end of the work session to answer questions if that works for you all that would be perfect all right let's go then thank you well good evening and thanks for the opportunity to present tonight um before we begin the presentation i want to state for the record how impressed i've been with the sworn staff and the professional staff that work here at spd i've had the opportunity over the last almost five months to work side by side with them and to see firsthand how proud they are to work in springfield and for the people of this community it's an agency made up of individuals that are some of the most committed and hardworking law enforcement professionals that i've had the honor of serving over my entire police career

1:34 in the face of challenges related to low staffing levels this rapid evolution of the policing profession to meet community expectations and through a deadly global pandemic they come into work every single day focused on the goal of delivering the service of public safety to you all they serve the springfield community with humility and they serve with honor and they and they do it very well we conducted a recent internal climate survey and over 90 percent of the respondents here agreed with the following statement i am proud to work at spd it's like departments across the country and right here in oregon spd is striving to use harder lessons to improve and just like each of you we're all human and therefore we're not perfect

2:20 but what we are is fully committed to the continual evaluation and growth in how we police in order to improve trust and meet this community's expectations um yeah we'll we'll hold all the comments until the end so tiffany go to the next slide during president obama's presidency he commissioned a task force on 21st century policing and that task force presented us all with what are now commonly referred to as the six pillars of 21st century policing the report continues to serve as the blueprint that police agencies use to build strong organization organizational foundations across the country those six pillars are building trust and legitimacy

3:06 policy and oversight technology and social media community policing and crime reduction training and education and finally officer wellness and safety spd is committed to building these strong pillars here in springfield and the groves that we are experiencing as an agency and the focused work we are doing is in direct alignment with each of these recommendations so the four topics tonight are going to be hiring and staff a hiring staffing update an update on the policy and training changes uh directly resulting from a settlement agreement between the city and the kenny family after the shooting death of stacy kennedy by spd we're going to do an overview of our new software program called ipro we're also

3:51 going to do a body worn camera program update spd currently has 122 authorized positions so you can see here that the largest number of vacancies are in the sworn police officer ranks we staff our patrol functions in order to have a minimum of six officers on patrol at any given time around the clock our patrol officers work a 12-hour shift the current reduced staffing levels require us to utilize detectives and our traffic motorcycle officers to fill patrol shifts in order to meet the demand and maintain an adequate number of officers able to respond to our calls for service and the trade-off we get by doing that

4:36 is then less time devoted to some investigations and specialized traffic focused missions another challenge is that in order to meet our minimum daily staffing requirements we have to utilize overtime to fill gaps created by those absences and so at times we're forced to mandate overtime at the end of an officer's shift in order to fill those gaps and while doing so helps us deliver the type of service the people of springfield expect it is expensive and more importantly it creates fatigue for our officers coming in to work on your day off or longer than 12 hours at a time can negatively impact officer wellness and then in turn our performance from the day that i arrived here one of the top priorities and concerns i

5:21 heard from within spd was for us to improve our staffing i think we all know that the days of people lining up to take advantage of open job opportunities are gone and due to a variety of factors that include coveted related workforce challenges and the idea that we are undergoing what is being now referred to as the great resignation uh public perception concerns with law enforcement in recent years and the demanding nature of the job it is more difficult than ever before to recruit hire and retain qualified and exemplary candidates so what are we doing about it in the last three months we've ramped up our efforts to focus on filling vacancies we've enhanced our marketing for open

6:07 positions we've leveraged the reach of social media by advertising nationally on twitter facebook and instagram and these efforts have resulted in tens of thousands of views of the content and resulted in interested applicants from across the country we've created new infographics to share rather than just the generic job postings that used to get posted and we consciously strive to portray an image showing that we value we are seeking a diverse workforce that would promote an inclusive work environment we recently hired a dedicated public information coordinator and that new position plays a key role in our recruiting efforts and is focused on bolstering our online presence in new and creative ways in order to attract candidates and in addition to generally engaging in just a higher volume of social media

6:53 postings to improve transparency we've begun producing short videos that display what we stand for as a pd the people who make up spd and the benefits of working in this city earlier this month we filled a long vacant community outreach coordinator position and we're fortunate to have a person who is solely dedicated to building relationships all throughout springfield and as they begin their work specifically in diverse and sometimes underserved communities it's not only going to help us build trust but it's also going to widen our reach in terms of future recruiting efforts we've engaged in a very aggressive program to recruit and hire lateral officers for those of you who don't know a lateral officer is one who has already attended the police academy

7:38 and is a trained and certified officer working at a different law enforcement agency and the benefit of hiring a lateral is that we do not have to put them through the entire new officer training program or send them to the basic police academy and what that does it allows us to put them into service much quicker thereby providing relief to our overworked officers and reducing the need for as much overtime spent by offering hiring bonuses vacation and sick time hours on the books when they get hired reimbursement for some moving expenses we've been able to attract several lateral officer candidates uh two of the five people you see here we just hired last month we're lateral candidates and we have several more who've applied and are in various stages of our hiring process

8:25 i'm seeking out only the best lateral candidates those are committed to the people of springfield and those who can demonstrate that they can treat everybody with dignity and respect and we've heard of what are sometimes called transient officers that move from agency to agency to stay ahead of accountability for poor performance i want to put everybody's mind at ease that they can rest assured that i am not going to hire anyone into this organization or the city who falls into that category we streamline our hiring process we conduct the first three phases of testing during a weekend to make it as convenient as possible for the candidates we conduct a written test we score them on site that day then we moved those past that directly onto the oregon physical abilities test

9:10 which is a standardized test developed by the state department of public safety standards and training those who pass that then they move on to their first panel interview and we have begun trying to include people from outside the pd to sit on our interview panels now it's been a challenge through the time commitment it takes and the short notice recently due to our ramped up efforts and the overwhelming need to run these processes hasn't allowed us to do it on every interview but it is a goal i have set for our professional standards division to engage in as we move forward those who successfully make it through those three phases then are scheduled for the chiefs interview the following week and then they may be moved directly onto the background process sometimes the same day as the chiefs interview

9:56 we can now conduct video chiefs interviews for those that may live elsewhere and they might not have the means or the free time to travel back to springfield the second time and i know other city jobs have the ability to do this for some time but many of the phases necessary to hire police officers require that the applicants be physically present i just conducted a video chiefs interview about two weeks ago for a person that was actually in italy um and by compressing our process timeline and by being willing to adapt to an individual applicant's circumstances is one way that we can create a more equitable process for all candidates because when somebody might struggle financially to take multiple days off of work or pay the expense of multiple trips to springfield we can lose out on good quality candidates

10:44 we started utilizing contract background investigators from outside the department which and what that does it increases our internal capacity to focus on other important areas rather than assigning our officers and investigators to conduct the background it allows the investigator to focus only on the investigation rather than them juggling all the other duties that they would if they were assigned to our internal officers and detectives here at the pd timeliness consistency and in some cases the thoroughness are improved greatly when compared to when we assign them out internally the psychological examination is conducted online but what we've done is our professional standards sergeant has been granted the authority by the doctor to proctor the computer portion of that exam right here in springfield

11:29 so that saves time because we don't have to schedule appointments way in advance and have the candidates drive up to the doctor's location in the portland metro area a lot of agencies won't hire candidates until they can send them directly to the police academy the problem is today with covid those those police academy slots might be months away the next academy that we have available to us right now doesn't even start until february so if we don't hire people until they get into the academy during that time frame good candidates are going to seek employment elsewhere rather than wait around we've taken the approach that we're going to hire them as quickly as we can whether they can get into the academy or not we can begin training internally which i also feel better sets them up for success when they do finally attend

12:14 the academy scarcity of candidates and the extreme competition among law enforcement agencies for the most desirable candidates it requires us to move very quickly or as quickly as possible in our hiring process without compromising the standards in order for us to achieve success i can say it's been a team effort within the pd and with city hr these last few months and i i can say our efforts are paying off as we move forward beyond the coven 19 restrictions we're going to prioritize attending in-person events and job fairs specific to recruiting diverse pools of candidates so this slide shows that we have some

12:59 ground to cover in the recruitment of female officers we are ahead of the national average for police departments which is roughly 12 percent this slide shows the demographics of the department in comparison the demographics of the city and the biggest area of improvement that i think we identify from this graphic is the need for us to work towards building better relationships with our hispanic community members over time this is going to build trust and increase the number of hispanic applicants and police hires building relationships within students and high schools and colleges is another way we can develop candidates for the future i can tell you the relationships that our school resource officers build today

13:44 are going to pave that pathway into this career for tomorrow's public servants another thing we can do that's more farther term looking is develop a cadet program in the future that would be another way to develop future springfield officer candidates on march 31st 2019 spd members conducted a traffic stop of the vehicle driven by stacey kinney and that encounter ultimately ended when stacy kenny was shot and killed by an spd sergeant after a series of events that led to her driving away with the sergeant and the passenger seat of that car

14:30 in september of 2020 the city reaches settlement with the estate of stacy kennedy and as a part of that agreement michael janako of the oir group conducted an assessment of spd that resulted in 33 recommendations for changes to policy practices and protocols and the majority of those recommendations were for spd well some of them were specific to the work of idfit which is the interagency deadly force investigation team it's a not i intend to go available each of these recommendations and share where we are with the implementation and or the

15:16 existing challenges to implementation the spd use of force policy was modified as a result of this agreement and over the last four months we've made additional changes to further and further clarified the language uh within our force policy so rather than put all of these recommendations on slides we've attached them to this document that you've got on the screen ahead of you and we're going to be what i'm basically going to be doing is i'm not going to go through and read the recommendation verbatim i'm just going to be touching on what our response is just in order to be as efficient as we can with our time so recommendation number one related to the crime scene log we absolutely agree with that recommendation we've since updated our use of force policy to include language giving very clear direction for all of our members

16:02 regarding crime scene responsibilities which includes maintenance of a crime scene log at the scene of an officer-involved shooting incident it's also we've also included language very specific uh related to the on-scene supervisors establishing that they have the responsibility of securing the crime scene establishing a single entry point in and out of that crime scene and establishing who's permitted to enter and that a log and a crime scene log is kept again that's advocating that idfit improve its protocols related to the crime scene as well and we absolutely agree with that recommendation three we should advocate the infit protocols modified to ensure a broad scope of fact collection including the tactical

16:48 decision making and related force options preceding the use of force so we agree with that the infant investigation is a criminal investigation and the purpose of a criminal investigation is to determine if local state or federal criminal statutes were violated in relation to the use of that force so the investigation at a minimum needs to consist of the eyewitness interviews the evidence collection scene documentation etc the collection of facts to include tactical decision making and related force options should always be included as part of the review during this investigation we agree with this and we've addressed this an update to our general order which supervisor responsibility at the scene of an officer-involved shooting is to

17:34 locate and separate the witness and evolve members to ensure that no communication regarding the incident takes place recommendation five uh we should recommend that the it fit modifies protocol so the same shift interviews the officers occur so we agree with this in part so spd is committed to working with infit to provide details regarding the shooting so that if it can move forward with their investigation their current protocols suggest waiting 48 hours prior to interview the officer a public safety statement should absolutely be obtained at the scene and the there are questions that are asked the involved officers soon after the incident is possible to make sure there's no known threats at the scene as

18:20 part of a policy update to our use of force policy we have created a format to specifically ask these questions um the day of the shooting that's the sixth recommendation i mean that this is one that's a little more challenging so the recommendation is that spd should conduct administrative interviews of involved officers prior to the end of shift so while it's critical for the detectives to conducting an officer-involved shooting to learn about the officer's action decision making observations obtaining a same-shift statement i don't feel is essential to an effective officer-involved shooting investigation the recommended practice is to complete the criminal and guest investigation first followed by the

19:07 administrative investigation and while both the criminal administrative investigations are important and should be aggressively pursued investigative conflicts between the two formats should be resolved by allowing the criminal investigation to have priority and then it's prior to best prioritization um can help eliminate the competition between these two formats for access to witnesses physical evidence and the goal of the investigation is to obtain all the facts in the interview of the involved officer will likely provide those facts and likely corroborate or refute evidence from that investigation an investigator showing up to do an interview of an evolved member has to be armed with as much evidence and information as possible in order to follow up on

19:52 statements provided to confront the interviewee with evidence that may be contrary to the statement provided recommendation 7 sp needs to advocate that fit adopt consistent witness officer protocols specifically related to recording these interviews and we agree we advocate that it fits should obtain witness officer statements in a location that affords the use of videotaping we also support audio recording of the interview and we advocate for the interview to be transcribed and those recordings and transcriptions included in the investigative file we agree with this recommendation and absolutely advocate for the training and protocol development to ensure consistency and systematic investigations without transparency in a

20:37 thorough investigation i think the relationships we have with our community will suffer and the legitimacy as a police agency is absolutely called into question recommendation 9 advocate for developing it fits protocols to require video interviews involved with officers again we agree we are advocates of we support the idea of video recording and tape recording the interview involved officer but it's important to note also that this criminal interview this criminal investigation interview of the officer is voluntary on the part of the officer and if the officer refuses to be party to that video recording the investigators need to document that refusal but they should proceed with the interview even if they just get an audio

21:23 recording recommendation 10 advocate that itfit provides our officer-involved protocols to ensure preparation of reports by everybody that responds to an officer-involved shooting we agree through our response to recommendation 11 below we'll talk about that here in a minute but we absolutely agree that everybody shows up at the scene if they're not interviewed by investigators should write police reports related to their activities at that scene recommendation 11 again we agree like i just said we've made changes to policy our use of force policy to address the officer responsibilities it's the expectation of spd that officers that are not directly involved in the incident but they responded to the scene no matter how

22:08 slight their involvement may have been will be to document their involvement in a police report and that police report will be um then get to the infant investigator recommendation 12. when a taser is deployed the investigation should request a full analysis from the manufacturer we agree our current sbd policy states that the use of the taser resulting in a stun of a suspect is going to be documented in accordance with policy and at the conclusion of the arrest after the suspect is released or incarcerated the taser will be given to the supervisor for a download we've included in that policy language that the responding supervisor will obtain it run it through the procedures get it to the idfit supervisor as soon as possible for a manufacturer analysis

22:56 recommendation 13. as a matter of course in a critical incident review we should conduct an administrative interview of witnesses involved officers to gain insight regarding tactics decision-making and other issues agree and to bolster this language we've added to our policy that provides for a force review committee and it says it shall be appointed to review deadly use of force with guidelines on how to operate the committee is going to determine findings of fact as to the circumstances surrounding the use of force they're going to consider the reasonableness of the officer's actions in accordance with the law and the guidelines of policy and the primary goals of the committee are to thoroughly examine use of force incidents to identify areas improvement training tactics equipment or policy changes that are going to better prepare our personnel for future

23:42 use of force events and identify any reasonable alternatives to the actions that could potentially eliminate or reduce the likelihood of a use of force the committee is not going to examine only the actual use of force but the events and tactics and decision-making of each involved officer that led up to that utilization of force and they're going to make appropriate recommendations as to policy or training modifications recommendation 14 eliminate the ability of the involved officer to select a department member for the use of course review board so this um provision was negotiated with the police union and the chief of police as part of the policy i am absolutely committed to furthering

24:27 this discussion in labor negotiations and it but i want to i want to note that the determination of whether or not a force is within policy is made by the chief of police i am fully committed to making an informed decision with a focus on continuous improvement and so i understand the perception of the involved member uh being able to select one person on that committee that is just one person on that committee and ultimately i make the final i make the final decision recommendation 15. um we should set out in writing the minimal expectations for the doc for the use of use of force review board deliberation we agree with this again we've updated our policy that includes language it

25:12 requires that committee to form a written response in a report with a fixed format consisting of structured sections that include an incident summary timelines identification of involved personnel debriefs of the involved officer observations concerning pre-use of forced decision-making decision points de-escalation policy supervision training equipment personnel and then ultimately findings recommendations and conclusions recommendation 16. now the use of force review board should be tasked with reviewing all the decision-making uses of force from the inception of the incident and consider the performance of all the involved officers we agree um i think we covered that in the previous recommendation but we agree

25:58 with that recommendation 17 we're going to divide cspd should devise protocols to ensure that any recommendations or training issues identified by the course review board are implemented by assigning the responsibility to someone and delegating a spd command staff member to ensure effective and timely implementation we agree we've updated our policy to reflect that the chief of police is also responsible for implementation of the recommendations for change in that policy supervision training equipment etc the chief can delegate this responsibility at any time that if i were to delegate that responsibility that would be to a specific person with a specific timeline to ensure that

26:43 those recommendations were met 18. we need to incorporate a debriefing phase into the use of forced review board for the involved officers we agreed again we updated our policy to include language that states upon the conclusion of that force review board the board is going to present its findings to the involved employees prior to that board's presentation to the chief of police that evolved member is going to be provided the opportunity to speak to their employee tactics the performance their equipment the need for any additional training and to provide their insight and their perspective on the investigative and review process

27:31 recommendation 19. spd's force use the force review board should consider whether the officer met agency expectations for accessing available background information about the subjects prior to this incident occurring we agree the review board is going to consider where that officer met those expectations for accessing that background information and should identify and remedy any potential systemic impediments to access that type of information the use of force review board will consider any dispatch issues as part of the officer involved shooting and we agree the use of force review board is going to take that into consideration

28:16 and they will attend a regular meeting with central lane 9-1-1 to go over any concerns or systemic issues identified as part of that review 21 develop a policy requiring officers to deploy de-escalation techniques prior to resorting for enforcement feasible we agree we've made changes to the use of force policy addressing de-escalation techniques using an objectively reasonable standard and all officers are receiving annual training designed to reinforce our policy objective of minimizing the number of use of force incidents 22 spd should develop policy requiring use the force review board to consider as part of the review of whether the involved officers followed de-escalation training and policy again we agree we've added language to policy to ensure that the committee members address pre-use of forced

29:01 decision-making that includes the identification of key decision points for each involved officer and whether de-escalation was reasonably safe proven and feasible and if so whether the de-escalation attempts were made 23 when we evaluate a use of force incident the board should consider and analyze the efficacy and appropriateness of all the uses of force again we agree that reviews of committee is going to evaluate all the uses of force within that ois incident not only to learn what led up to the ois but to determine if the appropriate force the escalation and tactics were used prior to the officer involved shooting that's going to help us know what training we may need the future and help understand what led to that ois

29:50 24 consider whether to eliminate the use of focused blows as a force option or restrict their use as follows prohibit blows to the head require blows be delivered with a palm strike and require that blows be restricted to no more than three but i agree in part so the reasonableness of a particular use of force has to be judged from the perspective of a reasonable officer on the scene and the calculus of that has to embody an allowance for the fact that that police officer and police officers are often forced to make split-second decisions about the amount of force necessary in a particular situation so the responsibility of spd in this incident its incidence is to evaluate each use of force base and determine if a focused blow was the most appropriate use of force

30:36 we're going to continue to work with our defensive tactics trainers and experts to train officers on alternatives that can include palm strikes and we'll continually evaluate the number of strikes officers are trained to evaluate the results of their individual actions during the course of an incident and make changes based on the circumstances so officers have to continually analyze what's happening on a split-second basis with the goal to use the least amount of force reasonably necessary when they're acting in direct response to the actions of an arrestee 25 spd should do an evaluation of the supervisor's performance in line with the expectations and we agree um that forced review committee is going to do

31:22 an analysis of the performance of the supervisors and it's going to be evaluated the same way as any other any other member that was involved in the incident 26. during the evaluation of our force um we should consider whether its use would effectively eliminate any threat presented as well as its own potential to increase the threat to the public uh we agree updated our policy directing that force committee to determine findings of fact as to the circumstances surrounding the use of force to include the reasonableness of the officer's actions in accordance with the law and the guidelines of the policy and that community that committee examines use of force incidents to identify areas for pro improvement that we've already talked about um

32:08 related to future use of force events and and to identify any reasonable alternatives that they could have taken 27 you devise policy and training instructors not to reach into or enter civilian vehicles we agree in 2021 the spd defensive tactics instructors conducted training on how to extract subjects from vehicles in a manner that reduces the risk of injury to the arrestee and the officer and the training included hands-on techniques and a review of situations that were not successful to learn lessons from those cases when you devise policy and training addressing the advisability of trying to remove people through a vehicle window and as stated above our instructors just conducted training on how to extract subjects from vehicles in a manner that

32:53 reduces the risk of injury to the usd and ensures a safe outcome 29 whenever the use of the taser companies deadly force spd use of force review board needs to consider the variety of its use and whether it met department expectations we will continue to exceed those recommendations and best practices and continue to evaluate the usefulness of the taser how it was used in circumstances leading up to a deadly force event as is outlined in our policy at recommendation 30 we need to revise a taser policy to limit deployment to three cycles prohibit activations longer than five seconds and prohibit simultaneous taser activation by multiple officers we agree

33:39 we're currently in the process of updating our taser policy and addressing the deployment of taser applications against the same individual and simultaneous taser activations by more than one officer uh recommendation 31. actually back to that one we've actually just received um an updated battery for our tasers that it does not allow the taser to go beyond five seconds unless you intentionally reset the trigger and deploy it a second time so once we roll those batteries out here in the next month or so with training to everybody our tasers will not be physically capable of exceeding five seconds without an intentional reset and deployment of that trigger

34:27 recommendation 31 we need you should create a written directive assigning the task of analyzing use of force by officer identifying any outlier officers we agree one of the next things we're going to talk about is the purchase of our ipro software which is going to allow us now as we move into the future to track use of force much more efficiently and identify inordinate uses of force by outlier officers recommendation 32 in the context of our officer-involved shooting matters we should refrain from sitting at the table and press conferences with the district attorney we agree recent incidents with the da has released a statement followed up by a separate statement from spd i think have been effective we're going to be very deliberate um how we address this moving

35:13 forward and we very much understand the optics of this in recommendation 33 in the immediate aftermath of an officer-involved shooting the chief should reach out to the surviving family members and obstacle condolences i agree in collaboration with our city attorney's office we will make a statement that expresses an appreciation for the sanctity of human life and indicating that spd places its highest value on the preservation of human life or understands the seriousness of an officer involved critical incident and we also agree that a meeting with the family to express condolences and share commitment to a thorough and unbiased investigation should be done as soon as it's appropriate we've taken substantial steps towards implementation of these recommendations

35:59 and as a contributing member of the da's idfit team we're committed to working collaboratively with the da and edfit to further improve and enhance overall effectiveness and i can say that we have a meeting set with representatives from the kinney family in the weeks ahead to go over these recommendations still solicits their feedback in our ongoing effort to grow and improve as an organization we've also just recently set a member of our control tactics team to attend a multi-day instructor course for de-escalation and the focus is going to be on including a philosophy and practice of de-escalation techniques in our yearly training curriculum that touches on the recommendations and our responses so i look forward to answering any questions providing clarification on them as we as we close

36:45 in on the end of this work session for about the last 17 years um spd has handled community complaints and commendations on a one-page word document you see here called a personal conduct report and while this system might have been adequate for the department of years past it is not capable of providing us with the level of detail and accurate data we need today for effective analysis that's analysis we need in order to inform us in order to approve an analysis we can share with council and the public to improve transparency increase accountability and build trust metal form didn't allow us to track status of the investigations it didn't allow us to attach digital files um and the previous pathway for investigating the community complaint

37:31 was as follows so an on duty sergeant would take the complaint and then they would handle that administrative investigation up through discipline and or closure then it was routed to the lieutenant then to the chief of police then finally back to the professional standards office where it was filed well that professional standards office might not even know there was an investigation going on until finally landed in their office and they would file in the cabinet based on the type of complaint year there was no searchable database track and produced statistics in a timely fashion and that lack of a central clearinghouse and a system for ensuring consistent complete and timely investigations what it does is it results in real or perceived disparities in levels of discipline administered by our officers it can create perceptions of favoritism and it erodes internal legitimacy among

38:16 employees and damages the level of trust the community has in their pd the existing system was not acceptable for where we need to be in terms of professional excellence today so in mid-21 spd put in place new leadership in our professional standards division and i arrived here shortly after that and that sergeant might immediately begin identifying shortcomings in the existing accountability process the department needed an approved process for tracking and handling complaints tracking types and levels of use of force and we also just obtained body cameras there was an automated system in place to track monitor and produce a force report that the depth of content clean data that we that we that would allow us to use for effective analysis towards improvement the department had previously identified

39:01 and purchased software called ipro and that's a program that's used across the nation and by police departments in oregon to include our neighbor eugene pd so in may we signed the contract for this year that included the implementation training expenses and what iapro does is it can track complaints inquiries and commendations electronically and it'll improve our processes so this diagram shows what the process is going to look like moving forward the on duty sergeant takes a complaint they're going to forward it via ia pro to the office of professional standards the office of professional standards reviews it gives it a number so it can be tracked to assure accountability and maintain timelines then that complaint complaint's going to be triaged and determine whether it will be handled by the professional standards

39:46 division or assigned back to a supervisor for investigation so once it's completed it's routed up through the chain of command requiring additional level levels of review and improved accountability and it finally reaches that secure database maintained by professional standards where all related paperwork audio recordings body camera footage live with that investigation an electronic file in addition to replacing that old form for infraternal investigations related to complaints iapro also allows for capturing data related to police and jail uses of force involved officers fill out this electronic module when they complete their arrest report it then gets routed to the supervisor who was on shift at the time supervisor attaches other police reports body camera footage and any other data

40:32 related to the case no supervisors then review that entire case incident approve it or if it's incomplete they send it back to the officer for additional follow-up and clarification once it's approved by that sergeant it's sent within ia pro to the lieutenant the lieutenant reviews it and approves the actions then it gets forward to professional standards where it's archived this slide just provides a visual of what iapro captures the advantages it provides us over the pre 201 2021 method like in addition to the major features we described it also allows us to track data specific to vehicle pursuits for example and it's also going to be the system that supervisors maintain employee working files within for their performance evaluations the following slides are from the eugene

41:18 police department these are not our numbers but these are numbers from the eugene police department their yearly use of force report and they're shared just an example we're going to be able to provide data on specific areas of interest for example if an analysis on the number of types of use of force let's say between april and november was requested that report could be generated within minutes previously our ability to do that would require someone manually reviewing written reports to extrapolate out the information from reading narratives which is a time consuming and more importantly a potentially inaccurate process we can retrieve for example uses a force with taser only or any other type of force we set up in the system and these graphics are just examples of the kind of granular detail that we will be able to review and share and it's not

42:04 just limited to force like i said we can track data related to vehicle pursuits like average speed length of the pursuit whether any collisions or injuries resulted etc between june and august of this year we did the remote installation and configuration training for all our system administrators beginning in september we held on-site ia pro end-user training for the police and jail supervisors our field training officers and a number of others in october we're now conducting virtual training and follow-up in person for the police and jail officers who did not make that additional training and we're currently on track to go live with this on november 1st which is going to be the point where we begin capturing more extensive consistent and cleaner data for future analysis the data we intend to collect is going

42:50 to allow us to produce accurate and actionable year-end reports with infographics a variety of different customization options with the accountability and the transparency needs of today this software the scia pro software is essential for this police department and the city bodywork camera update so bodywork counter program has been an ongoing effort since 2019 and the week of may 24th this year which happened to be my first week at spd we began training all the officers in the pd and by the end of that week we went live with officers deploying on a daily basis with body cameras uh body cameras are a significant step

43:36 forward towards establishing a culture of accountability and transparency i definitely want to thank council everybody at spd and anybody else that put in work on this project over the past couple years getting it to the implementation phase it's something that i think the people of springfield should be very proud of to support and i know the members of spd are extremely grateful for this technological advancement because there's interactions that body cameras can miss we've also elected to utilize cameras on the front and the rear of our vehicle as well as inside the back seat of our patrol cars as you can see by that picture on the lower left of your screen the system approves accountability for the spd members who wear the camera and accountability for the community members who are recorded during the interactions the video can serve as evidence in

44:21 criminal cases that produce improved outcomes in terms of case clearance rates and videos provide another piece of evidence to review when allegations of misconduct are made against officers the video also allows us to improve training by being able to learn from the shared experiences of other officers for the review of video for lessons learned we've got 24 patrol cars that are outfitted with cameras and 64 body cameras and that's enough for all the sworn officers and it provides us with extras to check out in case of malfunctions or for people that haven't permanently assigned they're required for all patrol operations and that includes traffic canines and school resource officers and we're also one of the few agencies that's requiring them to be worn by the swat officer during tactical incidents

45:07 so at the beginning of each shift the officers take out a fully charged camera they log into their car computer that camera then syncs with the other cameras in that car the recording system in the car uh when they turn on their overhead lights it automatically triggers the system to turn on and then begin recording and when officers can also manually turn on the body camera when they do that that activates all the other cameras in the car as well um they're required to turn on the camera during the following instances all enforcement and investigative contacts traffic stops contacts that could become an adversarial that might not otherwise have required recordings or during transport of people that are in custody our officers notify the parties that are recording of the conversations being made but there are exceptions by set by

45:53 oregon law for certain investigative circumstances witnesses and victims can request the con the camera be turned off as long as the encounter is non-confrontational some of the examples of when they don't have to record is if it jeopardizes safety planning for victims um it interferes with the ability to conduct sensitive investigations or if there's locations that have a reasonable expectation of privacy such as you know of course restrooms or locker rooms or healthcare facilities if the camera is not turned on manually when it's required to be that officer has to notify a sergeant and document the incident in a police report or in the computer the policy violation is then addressed in accordance with our collective bargaining agreement

46:40 during critical incidents it's a sergeant's job to collect up those cameras from the evolved members and secure them and we talked about that with the recommendations earlier um this is an interesting fact that the video is stored by g-tech which is the camera company and that original video is unable to be tampered with or modified we do have the ability to produce a version of it that's redacted where we can remove faces or other images that may need to be protected and what we're going to show you now is a short video that shows what the forward-facing camera the body-worn camera captures it also highlights our ability to redact the faces and in this example we redacted the license plates as well

47:27 hello i'm officer goals from police department so you know i am recording you know why i pulled you over this is what i think happens that you had to yield to turn yeah and the other cars are coming and you kind of got stuck in the middle that sound probably about right okay you know where you're headed now all right thanks man just be careful okay we don't want you running around lights enough all right have a good day so that wraps up the body worn camera update um there were there were the four topics i was asked to update but i want to take just a few more minutes in closing to touch on some other items so over the past few months and in the near term ahead i can say we are we're making deliberate changes to improve our

48:12 effectiveness to mitigate risk and to build community trust um and here's just a few examples of that so with our regional partner agencies we're working towards a more collaborative approach to our critical incident response capabilities our tactical unit is now working closely with the sheriff's office towards a more effective regional response to high threat incidents we started training alongside deputies to ensure we're better prepared to jointly address these worst case scenarios when they occur we're partnering with the eugene pd and development of a unmanned aerial system capability which is designed to de-escalate situations through improved communication allowing for greater distance and time to protect our officers and the public from dangerous threats

48:59 we're transitioning our patrol fleet from being all black to a light silver color i know this change is small but but i think it's symbolic of the effort that we're undertaking at spd to improve perceptions of the police the lighter color cars they provide a fresh new look and i think they're in line with our other agencies such as our state police partners are headed as well we are in the early stages of an internal reorganization the first step in this is to include a new member to the department executive team that's going to be a professional staff non-sworn business services manager who's going to oversee our dispatch and records division i also intend to assign an additional sergeant to the professional standards unit to assist with internal investigations and that that person is also going to be responsible for focusing on development

49:45 of a strategic and comprehensive training plan for the department i'm going to be seeking to also recruit and hire an analyst specifically to manage and evolve iapro and its powerful ability to inform us on where our policy and training should be focused uh to reduce complaints and uses of force we're changing the look of the front lobby the justice center and i'm doing that we're doing that to make it i think a more warmer and welcoming to the guests and those come in for police assistance so i am a ardent supporter of police k9 programs you're not going to find somebody that is a bigger supporter of police k9 programs when they're run professionally and very well like the one here at spd but the when you walk into the police

50:31 department the first thing you see on this wall is all these pic black and white pictures of the canines so we're going to be moving that to a different place in the building and in their place is going to be and this is just an artist rendering here um in their place is going to be a large brightly colored backlit spd patch on the wall and so at night it's going to be visible through all the large front windows of the police station and it's intended to be kind of a warm symbol of safety and security hopefully that people who are seeking our assistance are dropped there are a number of training opportunities and topics that i know spd can benefit from um and this slide is just an example of some of those so real quickly the the critical decision-making model on the left is one that's been adopted by agencies across the country and it

51:16 provides a roadmap for decisions we make on a daily basis as officers extremely important to me and in the middle here is the four tenets of procedural justice and those are the key to building trust with the community that we serve i think we engage in these ideals but we need to establish them as a core of how we operate and it's going to be critical as we evolve as an agency and on the right side there it's it's a relatively new program called active bystander training for law enforcement but it's in direct alignment with the new house bill 2929 that requires a duty to intervene and report misconduct and the way this was explained to me and i think it was a great example is we don't let our friends drive drunk we see something bad is happening we step in to prevent something worse from

52:01 happening we take their keys away we give them a ride home what this curriculum does is it equips our officers to just do that when you see something is going down a road where you think it may may not end appropriately it allows us to identify the signs and gives us tools and tactics on how we can step in and prevent a bad thing from happening we're developing a peer support program so officer wellness is one of the foundational pillars i described earlier the trauma that officers encounter on a daily basis has a cumulative effect on physically and physiologically and the harsh reality of this work compounded with the long hours and the stress are something that i take extremely seriously we have to take care of the members of this organization so that they can take

52:46 care of us as a city according to a recent washington post article officer suicide kills more officers every year than gunfire and car accidents combined i don't ever want to have that happen and so what we're doing is we're developing ways to provide support we recently held a course here at spd for our members and some of our partner agencies on emotional survival for law enforcement to create awareness and strategies for how to stay healthy and recognize signs of stress and we're currently investing in a robust peer support program that includes trained spd members to provide a shoulder to lean on during tough times and they're also trained on how to conduct critical incident debriefs related to traumatic incidents and they can provide access to services that can save relationships careers

53:31 and ultimately lives so that concludes about five minutes longer than i wanted to but that concludes my formal update on those four topics thanks again for allowing me the time tonight to share these updates and i look forward to discussing or answering any questions you might have during the rewind or time again all right i'm gonna thank you chief um i'm gonna start with leonard and then we'll work down the hands well thanks a lot for the presentation chiefs a lot of information to take in um so the ia pro software is what you're going to be using to store the records relevant to investigations so you conduct who will have access to this ia pro software

54:16 that is there's a number of people that can put data in from officers that fill out the modules and sergeants and lieutenants can put data in but the person that has the ability to to access all the data related to complaints and use of force is our professional standard sergeant that's locked down so they have they're the one the keeper of that information and then hopefully when i can assign this analyst sometime in the near future they will have access to that as well once a citizen files a complaint would they have access to the pro to the pro software they don't have an access they don't have access to get into the software but what it does it allows us as an agency to track the timelines when they file the complaint different steps along the way so hopefully it'll allow us to give better updates as to what's happening with the investigation would would they

55:01 be able to where would the citizen be able to get access to the information and the outcome of the investigation yes we would be able to get them the outcome of that investigation i mean as far as all the the interviews and things like that i don't know that we can release that because that's all personnel related issues but we would absolutely get them the final outcome okay um the um early on there was a table um that talked about the effectiveness of various uses of force i'm thinking that there's probably there are probably different outcomes that you're looking for based on the different uses of force like for instance showing someone a taser would have a different desired outcome from

55:47 actually using the taser so can can you just give us a general um i i guess a general overview of what the desired effectiveness is for uh for each of them like a a the ideal percentage that we're looking for well not not a percentage i mean where are they all are are all of the effectivenesses um related to just discouraging the um discouraging the subject or i i think largely with what that will do for us is let's say i deploy pepper spray on someone if it doesn't work when i fill out my police report i'm going to write in there it

56:32 didn't work and so at the end of the year we have all these different types of force that we have used and we can really evaluate which ones are most effective which ones are not effective if they're not effective is there something we need to get rid of do we need to provide better training do we need a different type of equipment it's just going to inform us on what our officers are using most often a and what's what's most effective at least okay um the uh the body worn cameras are going to be syncing up with the cameras inside the um the car is um is the body worn camera going to be able to sync with their with all of the cars or are there ones that are going to need to be retrofitted um i believe all of the car the the cars

57:17 that we deploy on the street every day have have the car cameras installed in them so as an officer i take my portable camera from the precinct when i leave no matter what car i go log into now now i sync to that particular car that i'm in does that answer your question yeah that that's more or less what i was looking for i just didn't know if there were any cars that were not fitted with those cameras um so our the uh the the inside cameras the the cameras inside the um car are they activated by the siren um once again once it's activated um when you turn the lights on it activates it activates all the cars but one of the mandatory times when we have to have the recordings going is when we're

58:02 transporting someone so if there's someone in our car we have to turn the camera on it doesn't just take the siren so would the body worn camera be activated also by turning the lights on yeah they're they're all they're they're they're all on okay so it might but but that's when it turns on the body worn camera would be when when you're lighting someone up when you light it up that's an automatic trigger or at any time i want to i just push the button on it that also activates all of them as well got it okay so um this uh getting back to the ia pro software for a second is there going to be anything inside the software that identifies um outliers among the officers that are being mentioned in these reports more

58:47 often than others yeah we will have the ability um to look pull use of four state at the end of the year and if if there is an outlier officer we will know who that is the types of force they're using and a host of other information okay um the um hb 4301 i know that that was uh that was covered in one of these recommendations um it was uh it covers uh a de-escalation policy that's being implemented statewide is it going to be implemented here do you think yes in fact the language that we have in our use of forest policy is it covers everything in that house bill already so we are already we're already ahead of that okay good i just got one more um the um

59:33 that you were saying that the uh the officer who is the subject of an investigation would not be able to put one of his fellow officers or her fellow officers on the use of force review board who is going to be on the use of force review board there's a number of people outlined in policy and i don't have the policy right in front of me but there's a lieutenant assigned to it there's patrol tactics instructors attached to it i believe there's a firearms instructor attached to it the involved member can pick somebody of their choosing to be on it like i want to say there's about six people assigned to it but i have to refer back to the policy to get the exact exact makeup is is

1:00:18 there's a cit that specifically requires a cit trained member of the department to be there also is anyone from outside the department going to be on the board there can you hear me um no i i couldn't i lost that i'm sorry oh no there there is not an outside member on the use of course review review committee that's all i got thank you thank you merrily i just have a few questions um thank you for your presentation it's very thorough i i appreciated it um in i know that the complexity of

1:01:05 different situations has will be involved with this but is there any estimation on a time frame um for a completion of an initial investigation or further investigations um that that a member of the public could have in regards to an incident is there like i said i i understand it can vary according to the complexity of the incident but is there is there a time frame beyond the end of a shift report are you talking about a complaint on an officer's behavior are you talking about like a officer-involved shooting or what type of incident are you referring to the completion of an initial investigation a report there's a report at the end of there's a report done at the end of a shift

1:01:51 but if you have a further investigation is there a is there a is there a time slot frame or whatever as to how long an investigation hopefully will take um if there is a if there is an internal affairs investigation that is that is initiated that investigation has to be completed within 30 days okay there's an exception made by the chief of police for an articulable reason okay i i figured it was probably somewhere else in the material that we didn't have but i was curious as to what the answer to that um okay um i was look i was considering the ia pro as well and is the ia pro or is it somewhere else

1:02:39 that would ease the access for the officer to to have the information pop up that would have popped up for the mental health um information that was given in regard in regards to kenny is there any system that's available to have that come to the officer that yeah that is not iapro ii pro is kind of a back-end software that collects data and processes it for later that's the type of information that would be maintained in our in our cad system our dispatch system the computers that are in the car that is not that is not related to iapro okay so so so you saw an officer stops someone and somebody has made a has filed a information as the kenny family did

1:03:26 um how how does the officer end up getting that information in a timely way um that information if we run somebody's you know name or license plate or some kind of identifying information the officer can run that in the computer and then at some point when that hit comes back to them they can review that in the computer or um our dispatchers often when a officer does a car stop and they need to get out of the car and make contact quickly and not just necessarily sit in the car waiting for the information to come back so a lot of times our dispatch will be doing that that work in parallel and can then broadcast the information to them over the radio okay okay so i think that's something that we need to be staying you know on top of um is having that information come come forward

1:04:12 um let's see is i i like the idea of getting the cadet program back up and running i think that's a great resource i'm a strong advocate for school resource officers as well um i do believe that that creates a um less formal more casual way of connecting with with a various elements of our community various parts of our community um and creating a relationship there that in a way that doesn't necessarily involve somebody you know being stopped or or being in that kind of a situation so i like i like both of those um the um one other question here

1:04:58 um what when you when a report goes in on the tasers and you mentioned the manufacturers analysis what is the manufacturer's analysis so they can tell the exact um length of time that the taser was deployed they can tell how many different activations there were how many times somebody pulled the trigger they can tell if those activations were that they actually made a connection or not they can tell if there was you know actually a result that the person being tased felt or not um so there's there's a lot of analysis that they can do that we just don't have the ability to do

1:05:43 i would think that that would be important i know i know how trained our officers are but when you're in the midst of a situation like that you can lose track i think sometimes and i think that's a that analysis is good it's good to have come back i can see that being a benefit i think that was it um yeah that was that was it thank you thank you joe thank you sean thank you chief i was a great presentation i have some questions here that may offer some clarity for me and also maybe potentially for clarity for others to decipher it into lay terms in some areas so first i wanted to say i'm a very

1:06:29 strong advocate of the school resource officer program i cannot say enough about it i think we need to make sure that we we are continuing to do that or bolster it up or do whatever we can but i don't want to see that go weaken at all i'm a very strong advocate for the an explorer slash cadet program i have i was one back about 16 millennia ago but i can tell you that i can remember some amazing times while i was an explorer and while i had friends of explorers who were became police officers later and are retired now and i'm still friends with those same explorer scouts when we were 15 16 years old but that was the most impactful program

1:07:14 that i had as a youth and i do know that that we attracted a bunch of different folks from the entire economic spectrum uh because back then i was very low on economic spectrum but it meant a lot to us everybody was equal everybody was treated the same and everybody got the same material so we were all one group and it didn't matter what color skin we had or what economic socioeconomic scale we were so i cannot say enough for that i've been saying this for probably well go ahead chantal how many times i mentioned this explorer program and how important it is and how far we've gotten so about six years yeah so anyway that's important so go back and in regards to uses of force i think leonard i was talking about i think what it

1:07:59 boils down to is the type of force that's deployed is is that the goal of that is to get compliance and it's not it's it's the amount of compliance you gain from those those tools or the the method used whether it's focus blows or a taser or baton any electronic stun device those things are what you're trying to do ultimately is is only gain compliance and and you don't need to go beyond that so that's that's the goal it's in simple terms um so on right under recommendation six chief you uh i think what you're talking about as far as in regards to uh making statements during an investigation that could be criminal or is criminal right up front and then potentially going into an eternal so i think that's and i may be wrong but that's you're talking about what they call a guarantee

1:08:44 issue is that correct correct so that gary issue is case law so that way you don't run into some double jeopardy issues so that's something that protects those staff from those double jeopardy issues and as well well in kate well founded and rooted case law that the officer police agencies cannot delve into so they have to separate deaths and internal investigations have to wait until there's there's no criminal investigation so that's that causes it in itself can cause a ton of time when they hand off a case to another agency because they can't do their own criminal investigation it's handed off well that's on the other agency's timeline so it could be a long time or a very short time depending upon the case load of the other agencies that right yes

1:09:29 okay so then number 12 i was talking about as far as during tasers deployment of tasers and i think you referred to those there's uh little paper tags that fly out with the taser deployment they're called rfids and those rfids um sorry afids um those afids little tags do tell that but uh and and tell everything exactly what the chief said but i'm curious in it what i hasn't i haven't heard and maybe i just assume our tasers there's two different two different models some that have video and other ones are not video capable so do our tasers are they video capable so that way those videos start the moment it's triggered no we don't have video capable too yeah

1:10:14 we looked at that because i tell you what i've seen a lot in that area and i think it's a wise investment okay um i i don't know if the department has researched that that's not something i'm familiar with but i can definitely look into that i would highly recommend that because you know as well as i know that with officer warn cameras that your body can be one way and your arm outstretched a different direction and your body one camera is not going to catch any of that deployment and it's not going to catch what happens to that person the moment it activates with those electronic jewels so those videos that are on those those tasers i don't even know if they even make them still but i i think they were invaluable when i previewed those you get to see everything right literally from where right the moment it's it's it's trigger employed

1:11:00 okay we will we'll absolutely look into that see check the feasibility of that yeah i'm not sure but it's just something to cross off a list if it's not possible i suppose uh item number 30 where it's regarding um uh let's say what's uh back to the tasers when you said in policy it bothered me a little bit when you said in policy that um you're not permitting or simultaneous deployment is not permitted and it it i get it and it but it does spook me a little bit because i think everybody should be aware that you don't know what the person at oblique angle to you or you may not even see is deploying at the same time

1:11:46 so to prohibit that you're automatically putting in putting them a foul of of a policy that they could potentially be subjected to disciplinary action when it's when in fact they're only reacting to what they're seeing at the time it happens in regular shootings with deadly force but but tasers just as well so i'm concerned about maybe how just maybe how it's written to to keep that into mind in mind so that way the officers aren't jammed up right away by running a follow-up policy and find themselves defending themselves in regards to the simultaneous deployment um number 33 said a statement you said that that that's regards to letting the family

1:12:32 know on a deadly shooting situation the the victim of that deadly force incident is that this department will put out a statement in regards to that as soon as it's possible which makes sense and then you followed up with and and we will send some people out to talk with the family but the uh but the county report you know threw you under the bus and said the chief should go out and make that statement to the family and i'm just making sure that based on what you're talking about in this proposal if there is something different than that recommendation um and i and i it makes sense to me to have you know actually

1:13:17 more than one person go multiple people go from the department to you know because some people gonna key in on some and and some may not see eye to eye you know it's best to have a couple two or three people there so that way we don't have a uh some personality instant personality conflicts and also for protection for little potential litigation down the road or complaints but um just want to make sure that the public is aware that it's not necessarily the most appropriate use to have the actual chief go to say it and it may but we also should not put ourselves in a corner in regards to requiring the chief to be present so that was how this word about the wording behind that um hey joe could you go back for a second right yep you're just commenting about the chief in

1:14:02 general as a is a position right not necessarily something from from chief shearer no no it was it was it was actually in the report it's called out the chief right but and then the chief and the chief said that he agreed but then said it was going to be staff so i just want to make sure that people were oh go ahead steve yeah um yeah just to follow up on that i i frankly think if there's an officer involved shooting especially one that results in a death it should be the chief of police now that's a very emotional situation um i'm not saying that we're gonna the chief is gonna be at the house 20 minutes later to make the announcement to the family but at some point the chief needs to make themselves available to that family and there may be a family that doesn't want to talk to the chief of police and

1:14:47 that's okay but i think we need to strive to make ourselves available we may or may not be able to share very much information depending on the status the investigation and how soon after this event happened but i think the chief of police should be the person that goes out and and shares that time with the family because it's a it's a traumatic incident for them and it was it would be this agency that was uh involved in that so that's how i see that yeah and i concur with that chief i just want to make sure that the public who's listening to this is aware that that option you know you can exercise that option what not but also it may be wise to have some other folks there with you for sure and i assume you'd do that but you just have to be incident dependent um i'm glad you brought that out and i

1:15:34 agree with you um moving on to iapr when you have a the review part the it showed the um schematic of the process of where that report goes and who's in the reviewing process you talked about the professional standard sergeant and or a supervisor depending upon the type of of allegation i assume so i just wanted to what you didn't mention i'm making an assumption or is that a correct assumption if it's it's going to be it won't be the supervisor of the of the defendant officer or would it or so so for example it's two o'clock in the morning somebody comes into the front desk here at the office they want to

1:16:19 complain about you know a traffic stop or something sergeant's going to come they're going to take their initial information they're going to take that complaint but then what they're going to do rather than just investigate that all the way through that's going to get entered into iapro and it's going to go to professional standards so now professional standards knows there was a complaint about officer x we're going to evaluate that complaint and make a determination is it a low level so we can assign that to a sergeant to do the follow-up or is a little more involved or maybe it needs to go to professional standards internal affairs to that investigation but the reality is is that that is now going to be tracked all through the system and professional standards knows all the complaints that are coming in who's investigating them and maintaining the timelines

1:17:04 to make sure we get them done in a timely fashion make sense that what you're asking that makes sense yeah and and just the accountability factor is that the professional standard sergeant will also know who is if it wasn't him who exactly um him or her who exactly was assigned for reviewing it and tracking their progress on that review to make sure keep their finger on it to make sure that it doesn't go sideways yes right perfect i like that and and uh second to last here under the able program you indicated that and and maybe i heard it wrong but you said uh it's the ability for the citizens to intervene i think you meant for the officers or colleagues to intervene right if i said yeah if i said community members it's this is specific for officers to intervene with other officers because i

1:17:51 definitely didn't want that message to get out to have citizens jump on in and help with their perception that there may be something foul that citizens are not allowed to do that unless specifically requested to by an officer and even then it becomes voluntary okay cool and then um under the peer support program i love it it looks like it's starting to get real robust and using other agencies uh teams like critical incident teams to pull them in out of you know because it's safers quite often to not have a co-worker talk about things that are very sensitive to an officer at that time and some officers will never talk to co-workers or colleagues but you didn't mention if you've made contact or have started your clergy program to see if there is if you made progress in

1:18:37 developing clergy contact for those officers i met with our with our peer support team just last week and i made it very clear to them that when they're building this program that the clerk having clergy members assigned to part of our peer support team is extremely important and it's a tremendous resource i think that exists in the community so that's something we're absolutely pursuing excellent thank you and i'm sorry for taking up so much time but i got a lot of questions but thank you you're welcome corey thank you uh i also very much appreciate the thoroughness of the report um and appreciated going through all of the items that were in the kennedy settlement and sort of hearing where

1:19:23 things are on that and i appreciate that you have dug into making the policy changes and you touched on this a little bit and this is really more of a comment slash question um now that you've done the policy work it sounds like you're looking to hire someone i think you said who was focused on strategic and comprehensive training plan because that's where a lot of my kind of focus and concerns are is how is the training now going to come in and enforce and reinforce the policies and how you're going to this is where it's sort of a statement question um if you've already started to kind of identify the the training priorities and whether or not we're going to like be looking to to train around um you know those policy shifts

1:20:09 and changes to make sure particularly some of our our longer employed officers understand the changes and shifts um and whether or not we're also going to be bolstering in that training with i know i've i've sort of beat this drum before around implicit bias and and if we're going to be working to hire diverse officers to make sure that we're building the training and the expectations into the department to support that sort of sounded like a question within 12 questions yes training is probably one of the most important things a police agency can do if you want to evolve a culture if you want to properly equip and your your members to be effective when they go out and do the job that we ask them to do

1:20:54 you have to provide them high quality training so the challenge is for any police department um there's a limited number of people and there's a limited number of hours during the week there's a mandatory there's mandatory trainings that the state requires every year it might be control tactics it might be on legislative updates it might be on first aid so there's certain required trainings that we have to do and then it's about identifying the additional trainings above and beyond that that we want to do as an organization the person the sergeant that i want to assign the professional standards division while they're also assisting the special standards lieutenant with investigations i think as a command staff we can identify the training priorities for the year and then but now we have somebody

1:21:39 that can they come up with a road map a six month or 12 month road map on how to best get that training out to our organization i mean every time we change a policy we should be training the officers what that change is all about we can have them read it we can have them sign it but we should be covering that in a training and then there's these changes to use of force policies and so there's been long ingrained norms on how we apply different uses of force we change a policy related to that we have to provide the training to people if we expect them to meet the new policy so that that is a a high priority for me is establishing that road map as we move forward in the year ahead and it's going to take somebody to really own that and we can come up with all the ideas in the world but there's a lot of work behind

1:22:24 the scenes to actually implement it and schedule it and make it happen and build the lesson plans etc thank you that was really my only question was just to highlight that the importance of that so thank you damian uh hey chief thanks for the report um a couple of well one thing first i mean i have a couple of things uh the one one thing that i would really like to see is a diversity statement by you that really sets the tone on how the department is going to move forward of increasing diversity and inclusion making it a focal point and also some type of action plan i mean i you know we all know that a lot of people love to say throw the word around

1:23:10 and pat themselves in the back for having a a definition but you know i would like to see a statement that prompts action uh if possible um another thing that i wonder is and i understand based on population but you mentioned increasing uh latinx you know police officers and i'm curious why just that group uh versus other racial minorities or even though you have a higher rate of uh women in the police force that doesn't negate uh bad treatment and so i'm curious how that's going to move forward uh back to the the latinx piece i think

1:23:56 you know the way that the state of oregon seems to operate is you know add brown and stir meaning that you bring in some minorities and everything's good which uh one it negates uh the biases among various you know racial minorities saying oh we hire some black people that means that we're good on hiring people who identify as asian which i i've never agreed with uh but then also you bring those people in how are you going to retain them um yeah and so that's that piece why just one demographic versus others and how are you going to uh retain

1:24:41 and uh how are you gonna focus on retention people before you focus on the recruiting piece uh three so i from my experience i i i grew up with a a school resource officer but my high school was all black and that person was black and so that dynamic was completely different however my fear of having a school resource officer in any of the springfield schools is that they're going to target people who look like me or teachers are not going to be able to handle certain uh race or gender incidents and so the perpetrator is always going to be seen as a person who looks like me and so i'm just

1:25:27 curious how and this kind of ties into council rallies you know what type of training what type of standards are you going to set forth for not only these officers but especially the the school resource officers because i think you have a great opportunity to support and educate k through 12 to where we can end up changing the whole culture and so this is a very very important position but i fear the reality of people who look like me being the ones who are sent to the police or who the police are going to see as perpetrators more so than any other group okay i'm done thanks

1:26:12 all right so i got essentially three three different three different questions there i think so as far as a statement uh an action plan something that prompts that prom a statement that prompts action within the pd i agree with you i think we do need some kind of a statement that's meaningful and not just window dressing for the department so that's important i'm committed to that and i will absolutely be talking further about doing that as far as the focus when you said why just focusing on the latinx the only and i'm not just focusing on the latinx but what i was showing is the demographics of the city the demographic of the pd i don't know that there's any any real studies that have been done that show that just mirroring the exact demographics of the city in the police department is the key that's just that's just the the

1:26:57 the comparison that i was showing there and i think what it showed is the area where we're most disparate right now is in that particular community that doesn't mean we're not going to continue to recruit and try to create an environment that's welcoming to everybody from all those groups that was just to demonstrate that that is the biggest gap when you compare it to the demographics of the city when it comes to the diversity equity inclusion i agree with you 100 it's not just about selecting people that look a certain way to check a box and match whatever you have to create an environment internally that's inclusive because it does diversity in and of itself accomplishes really nothing you have to create an environment that's inclusive so the diverse people that you bring

1:27:42 into an agency want to be there they feel included they feel like they have a voice and they've got a you're doing everything you can to make sure everybody has equal opportunity for success so it's not just about the diversity it's about creating that inclusive environment internally and as far as the sros um i will have to get back to you on specific training that our sros have i just i'm just not aware of what what they've had in front of them and i don't have any of the data related to how many contacts that they make each year how many of those contacts result in some kind of an arrest versus some kind of a diversion to some some other kind of service or something like that so i'm sure there's a lot of data i hope there's a lot of data out there that exists and kind of paint a picture for us of how they do business on a daily basis but that's something i'm gonna

1:28:27 have to get back to you all right steve good too pretty pretty pretty simple uh the result report uh made some recommendations are those folded into this docu document that you produced uh that's my question and then the other one there's there's a word called transparency which is all over out there which i've never used but i do understand what it means and there's certain committees groups within this report that are internal within the force and and and the public looks at those

1:29:13 thinking that uh they're just making good decisions for for the police department how can how can we do some something that makes people comfortable that that uh it's legitimate legal and uh fair for everybody and uh the enforce the enforce review board was was an example of that it's all internal people and uh how can we let people outside know that everything's done fair that's all thank you i think the written the written recommendation you're talking about i don't include in the packet we just listed out the recommendations but not the responses we have crafted a document that has written responses to each of these

1:29:58 recommendations and we intend at some point to put it on our website and release it publicly but i don't want to do that until we've had this meeting with the representatives of the kinney family we've shared that with them we've gone back and forth a little bit they have some recommendations that they would like us to change and so we want to sit at the table and have some discussion about that before we release the final final version to the public yeah i want to make sure some of that's considered in what we do that's important absolutely okay and and i'm and i got a couple of questions here and then we'll get wrapped up for ceta um yeah i'm supportive of making making the entire the entire responses public um you know if the written responses and when i read the entire pack and i would just encourage you to sort of break up

1:30:44 all the different sort of reports and just get a little clearer about where it's coming from where you're actually at make it maybe even make it a red light green light report but like you know when you re when you read the recommendations and just text form it's a little bit hard to follow um and just be open to the fact when we when we give it to the public some simplification about what's going on could could help that's for sure um one of the things i saw in the recommendation is there's some stuff in there that is specific to hey we should advocate for a change in policy for fit but we don't control that correct like the d.a has sold discretion over that correct is there a way our well i think two questions i have is that is the d.a still is is their office

1:31:32 still supportive of making these changes i believe so i've they've met with um they met with the oir group and the doi group did a follow-up report specific to it fit i know they have a work group specifically to address the recommendations to them that it is still ongoing but i don't know what the results of that are so i think my second question is is there a way that we as a collective council can sort of advocate with the elected leaders in the da's office to just be more open do you need any more support than what you're getting right now um that is um potentially something that we would ask and be and ask for your help in that but i think i would i would talk to the district attorney first myself and just get an

1:32:18 update on the status of all that before i would come back and and ask for that kind of input yeah and i think i think people around here are uh supportive of you know like i know you guys are working on the technical piece of it but right from a policy perspective right getting these two kind of parts of the conversation aligned and you know continuing to look for a better way to do uh to to deal with that process is going to become important um i did have a couple of questions specific to um specific to the complaint forms um so one of the things that in the in the slideshow it describes is that you you come in you find a sergeant the sergeant takes the complaint form is the sergeant required to take your complaint

1:33:07 i would say yes i mean if somebody wants to complete if somebody comes in and wants to complain about something that is a potential policy violation or a violation of law then yes they have to take that complaint we have to look into it so one of the and again i don't have any specifics but one of the kind of ad hoc questions that i always get about our current complaint process and it may not be um true going to the new software is that sometimes it's a little bit like you have to sort of convince people to take it and i don't know if that's sort of people's experiences or if it's that sort forward in policy but you're you're saying that regardless of that if somebody walks in and wants to complain you know file a complaint we're taking their complaint yeah we're going to take that complaint we're going to enter their name into the computer and the date and the time and the allegation and then we'll make a determination how to move forward with

1:33:53 it but what iapro does is allow us to we can track all of those complaints now where i think in the past some of those might not have been documented and is there a second intake point or do i have to always come down for and find a sergeant right like if i for some reason if i don't want to walk into the front of the police department and find a sergeant where's the other place that i can go in to put a complaint in well if you wanted to call in and just say i want to talk to someone make a complaint i'm not i'm not comfortable walking into the front of the police department you can call in and make a complaint as well i mean i think i would recommend someone if they just don't want to talk to anyone at the pd they could probably reach out to the city hall and say they want to make a complaint but ultimately we're going to have to reach out to the person so we

1:34:38 can begin to get the information and initiate an investigation we can't do it without talking to somebody at some point but we could we could find an alternative if right like to start that process if somebody doesn't want to walk in the front door of city hall to file a complaint right there's other ways to sort of figure it out to get the information okay um the only other i guess general comment listening listening to the entire review there is a lot in here of updated policy updated training updated you know new and we were not like it's going to take a while before some of this sort of gets flushed out and we get a we you guys sort of executed the first time um so i guess do you have any any sense of it's one thing to rewrite it in policy it's the second thing to sort of

1:35:23 double check to make sure that it's actually happening or do that sort of work on the ground to really train and ingrain this into into your culture at the pd uh do you have a sense for how you're going about that second challenge because i think you hit the first one which is hey update update the policies and procedures the second one is can we execute it every single day i think it's about accountability up the chain of command because when an officer is engaged in a particular incident and they write a report about that incident it is what is the level of accountability as that documentation goes up the chain of command potentially all the way to the chief of police are there other people putting eyes in reading that police report are there other people that are watching that body camera footage to make sure that everything is in the police report that's supposed to be in there to make

1:36:08 sure that everybody did the right thing all along the way and maybe there's some inadvertent mistakes maybe somebody forgot to add something to the police report that should be in there by policy well a sergeant needs to identify that and say hey you forgot to talk about your de-escalation stuff in here that's required um or potentially they identify discrepancies or as they're reviewing other people's police reports maybe there's something that rises to the level that demands some kind of an internal investigation or misconduct the only way we can identify these things know if we're being successful or for finding problems is through increased accountability and review as these these incidents are are looked at as they move up the chain of command to get multiple sets of eyes on them yeah yeah and it might and with new technology new reporting right like it's

1:36:54 going to take like it's going to take some of that you know people seeing defects and going hey try it again is people learn the new process and procedures and i just want to acknowledge that i'm open to like as you guys go down this road that it's going to take a little bit of re-handling rework you know looking at it again to be able to get it right and as long as we're continuing just to set the bar about where we want to be right like it's there's nothing wrong with having high expectations steve um my question on transparency wasn't answered and all i'm trying to say is decisions by the invoice review board how can they be made comfortable to the public and and

1:37:40 i forget how to pronounce this idfi team meetings also um publicly sure that those are done properly well i think when we have a use of force review board make a evaluation and determination if this force followed policy yeah um the tools were used appropriately we're going to have to be transparent in producing something that lets the public know that yes we reviewed it and here's what we found we'll have to work with the city attorney to determine exactly what we can share publicly and can't but but we are going to need to be transparent and share how we got to the conclusion we did and what the potential outcomes are and what i'm referring to is it's an

1:38:25 internal group and the some of the public is suspicious of that outcome and that's that's all i'm trying to refer to i appreciate that leonard i uh real quick i'm chief i hope that at some point there will be some thought given to or returned to the use of force continuum that was abandoned by more or less all of the departments back in the 80s i know that the intent was to give the officers more discretion and flexibility in accelerating or decelerating uh the use of force but i think um it's almost uniformly used um when we moved away from it it's been used to accelerate force and you always have the

1:39:11 ability to decelerate if you wanted i'm just hoping that it will be considered thanks sorry you think i'd learn don't shake your head damien okay so i got a comment on the use of force continuum and it it wasn't the police agencies removing it the police agencies it was one of the best things best tools on the planet to teach defensive tactics and and and skills and it was taken away because of some case law and and an extreme amount of lawsuits because of the interpretation

1:39:57 of that use of force continuum because it was specified it seemed to apply that there was stair step to to force and negate the negate the use of force by being able to go with sometimes you have to go from from standing there in uniform to a deadly force situation and you're not going to pull out your baton you get it it seems to imply that you have to go through those different steps before you can use deadly force when in fact at the time you're dead because of it so it wasn't it wasn't like an attempt to reduce the incidences of force and it was it was because it was it didn't didn't allow for having to do those split second decisions please chime in chief if i'm wrong

1:40:44 or even if i'm not wrong but feel free to chime in to allow some sort of other explanation but it's it's the use of force was was something that that most agencies i know as defensive tactics instructors it was a great tool to be able to help teach new officers but those were those are stripped away and it's mostly because the state did it through dpsst it wasn't even an agency's call well my my understanding was that the officers had discretion to de-escalate or to or not to escalate the use of force all along and that it was just really in order to give them more discretion was the intent i um

1:41:30 i i'd love to have the chief's input on that yeah i think i mean what we've gone to is a what's called the graham standard and it's objectively reasonable what is objectively reasonable based on the totality of the circumstances those are the totality of circumstances that you're facing right in front of you the training the experience the number of officers the time of day what is the totality of the circumstances that allow me to do what what i did i think the use of force continuum was very it was less ambiguous because it basically painted a if a then b if b then c and it was very easy to kind of visualize and follow if they have a knife then i have a gun if they have their hands i have my pepper spray

1:42:15 um but basically the courts i think have dictated across the country that we're going to go to an objective of what's objectively reasonable standard um across the country that makes sense yeah and i don't know that we've got to settle this for everybody you know tonight so um really i really appreciate the conversation for uh from everybody the next time we're gonna probably have police in some sort of work session probably in the first quarter sometimes sometimes we'll do the annual uh use of force report and probably have the joint uh joint hearing with s-pac as soon as we can get it scheduled um unless anybody's got any questions we are supposed to be in ceta and i hear the seated chair is fired up to make sure that we're on time for everything

1:43:01 um aj we're on a different link correct that is correct then i will see you in the next meeting room everybody thank you so much we are adjourned