[Public Safety on April 9, 2024.]
[00:00:05]
WELCOME TO THE PUBLIC SAFETY COMMITTEE MEETING.
AND WE'RE GOING TO CALL THIS MEETING TO ORDER.
WE'RE HAVING ANOTHER DAY WHERE IT'S DARK OUTSIDE, EXCEPT IT'S NOT NEARLY AS MUCH FUN AS YESTERDAY.
SO, THANKS FOR ALLOWING US TO MOVE THIS MEETING BACK SO THAT WE COULD ALL ENJOY THE ECLIPSE.
WANT TO START THE MEETING? ACTUALLY, TALKING ABOUT SOMETHING THAT HAPPENED HERE IN DALLAS THAT MAYBE WOULDN'T GET ANY KIND OF AIRTIME WOULDN'T REALLY BE DISCUSSED.
BUT WE HAVE OUR COMMAND STAFF OR POLICE AND FIRE HERE.
WE'RE GOING TO HAVE A PRESENTATION FROM COURTS.
THESE ARE ALL AREAS THAT ARE PART OF PUBLIC SAFETY.
BUT ONE AREA WE DON'T TALK ABOUT NEARLY ENOUGH IS OUR DALLAS SECURITY DIVISION OFFICERS.
ON WEDNESDAY, MARCH 27TH, AT APPROXIMATELY 6:50 IN THE MORNING, THE DALLAS SECURITY DIVISION OFFICER SERGIO REYES, BADGE 069 AND SECURITY OFFICER IN TRAINING TERRY MAYO, BADGE 288, WERE CONDUCTING THEIR EXTERIOR PATROLS OF THE MARTIN LUTHER KING CENTER, LOCATED AT 2901 PENNSYLVANIA AVENUE. TRAINING OFFICER MAYO WAS SHADOWING OFFICER REYES, WHICH IS PART OF A NEW OFFICER TRAINING.
THE OFFICERS INTRODUCED THEMSELVES IN A MANNER THAT MADE THE CHILD COMFORTABLE, AND PROCEEDED TO ASK WHY SHE WAS AWAY FROM HOME AT SUCH AN EARLY HOUR BECAUSE THEY WERE CONCERNED FOR HER SAFETY AND WELL-BEING.
THE CHILD TOLD THE OFFICERS THAT HER FATHER WORKS AND WAS AWAY WORKING.
CONTACT DPD TO SEE IF THEY WERE AWARE OF THE MISSING CHILD.
THE POLICE OFFICERS, OFFICER LEWIS BADGE 7798 AND PULLIAM BADGE 9074 ARRIVED, AND THEY INFORMED OFFICERS REYES AND MAYO THAT THE CHILD WAS THE SUBJECT OF A CALL FOR SERVICE AT A RESIDENCE A FEW BLOCKS AWAY.
OFFICERS LEWIS AND PERLMAN TOOK CUSTODY OF THE CHILD AND RETURNED HER HOME.
OFFICERS REYES AND MAYO ARE EXAMPLES OF COMMITMENT TO PUBLIC SERVICE AND TO THE CITY OF DALLAS.
IF Y'ALL COULD JUST COME STAND HERE, WE'D LOVE TO GIVE YOU A ROUND OF APPLAUSE.
COME ON DOWN JUST FOR A MINUTE.
THANK YOU AGAIN. OKAY WITH THAT? I'D LIKE TO CALL OUR FIRST ITEM, WHICH IS APPROVAL OF THE MARCH 5TH MINUTES.
IS THERE A MOTION TO APPROVE? MOTION TO APPROVE. THERE'S A MOTION AND A SECOND.
AND A SECOND. ARE THERE ANY CORRECTIONS OR CHANGES? HEARING NONE. ALL THOSE IN FAVOR, PLEASE SAY AYE.
ANY OPPOSED? MOTION CARRIES UNANIMOUSLY.
WE HAVE SEVERAL BRIEFING ITEMS TODAY.
THE FIRST ONE IS THE PUBLIC SAFETY RECRUITING AND RETENTION UPDATES FROM POLICE AND FIRE.
THESE ARE BOTH MEMOS AS OPPOSED TO BIG PRESENTATIONS, BUT THEY ARE EXTREMELY IMPORTANT. LISA FAIRHURST.
GOOD AFTERNOON, CHAIRWOMAN MENDELSOHN AND PUBLIC SAFETY COMMITTEE.
[00:05:02]
YEAH. WHERE'S THE POWERPOINT? I'LL BEGIN WITH A FEW OF OUR STRATEGIES THAT WE BELIEVE WILL ASSIST WITH OUR RECRUITING EFFORTS.NUMBER ONE, WE'VE SUCCESSFULLY IMPLEMENTED A RELOCATION ALLOWANCE PROGRAM FOR OFFICER, POLICE OFFICER TRAINEES AND LATERAL POLICE OFFICERS THAT WILL PAY UP TO $3,000 FOR THEIR RELOCATION EXPENSES.
NUMBER TWO, WE'RE CURRENTLY REVAMPING OUR INSTAGRAM AND LINKEDIN PLATFORMS, AND WE'RE GETTING ASSISTANCE FROM ITS AND PIO WITH BUILDING A WEBSITE DESIGNED SPECIFICALLY FOR DALLAS POLICE RECRUITING.
NEXT, WE'RE IDENTIFYING DSR STATIONS THAT ARE IN HIGH VISIBILITY, HIGH TRAFFIC AREAS THROUGHOUT THE CITY TO PLACE OUR COLLABORATIVE DSR, DPD ADS RECRUITING ADS.
NEXT SLIDE. WE CREATE PATHWAYS FOR HIGH SCHOOL STUDENTS, COLLEGE STUDENTS, AND MEMBERS OF THE MILITARY TO SECURE POSITIONS WITH US AT DPD.
THE HIGH SCHOOL PATHWAY IS DISD'S P-TECH PROGRAM.
IT'S AN APPRENTICE PROGRAM FOR SENIORS TO EXPLORE A CAREER IN LAW ENFORCEMENT WITH DPD.
THE COLLEGE PATHWAY IS OUR SCHOLAR'S INTERNSHIP PROGRAM, WHERE COLLEGE STUDENTS WHO ARE CRIMINAL JUSTICE PROGRAMS AT THEIR COLLEGE AND UNIVERSITY CAN APPLY AND EARN COLLEGE CREDITS FOR INTERNSHIP HOURS.
THE MILITARY PATHWAY IS A SKILLBRIDGE PROGRAM.
NEXT ARE A FEW OF OUR RETENTION STRATEGIES, AND I'M GLAD TO REPORT THAT THE DAYCARE PROGRAM WE MENTIONED LAST MONTH HAS BEEN PLACED ON THE LEGISLATIVE AGENDA AND WILL BE SUPPORTED AS A PRIORITY FOR THE DEPARTMENT.
ALSO, THE CITY ATTORNEY'S OFFICE HAS HAD AN OPPORTUNITY TO REVIEW OUR SICK LEAVE PAYOUT PROPOSAL AND HAVE MADE SEVERAL SUGGESTIONS TO ASSIST US AS WE EXPLORE THE OPTIONS THAT WILL BE BEST SUITED FOR US.
NEXT. THE SECOND DRAFT OF OUR EMPLOYEE REFERRAL PROGRAM HAS BEEN REVIEWED BY HR.
OUR CITY ATTORNEYS AND OUR FINANCIAL ASSISTANT DIRECTOR.
I'LL GO INTO MORE DETAIL ON THIS ON THE NEXT SLIDE.
WITH THIS EMPLOYEE REFERRAL PROGRAM, WE'RE CONSIDERING TWO OPTIONS FOR OPTION A ANY CITY OF DALLAS EMPLOYEE WOULD BE ABLE TO PARTICIPATE, AND THE MAX PAYOUT WOULD BE $3,000.
WITH OPTION B, ONLY SWORN EMPLOYEES WOULD BE ABLE TO PARTICIPATE AND THE MAX PAYOUT WOULD BE $5,000.
WITH OPTION B, THE FIRST TWO PAYOUTS ARE THE SAME AS WITH OPTION A.
WITH THIS NEXT SLIDE, IT SHOWS THE FINANCIAL IMPACT OF BOTH OPTIONS A AND B.
THERE ARE ALSO 167 HIRES REMAINING OF THE 250 ALLOTTED FOR THE YEAR.
THE TABLE FOR OPTION A SHOWS THE PAYOUT AMOUNTS AT VARYING REFERRAL RATES.
FOR EXAMPLE, IF 25% OF THE REMAINING 167 HIRES WERE REFERRED, THE FINANCIAL IMPACT WOULD BE AS DEPICTED HERE ON THE TABLE, AND SO ON AND SO, SO FORTH.
FOR 50% OF 50% OF THE ONE, 67 WERE REFERRED.
IF 75%, OR EVEN WITH 100% OF THEM BEING REFERRED.
OPTION B TABLE IS THE SAME, EXCEPT IN INCLUDES FISCAL YEAR 29, BECAUSE THAT WOULD BE THE 5-YEAR ANNIVERSARY OF THE REFERRED EMPLOYEES AND THE REFERRING EMPLOYEE CANNOT RECEIVE THE FINAL PAYOUT UNTIL THE REFERRED OFFICER SUCCESSFULLY OF THE FIVE YEARS ON THE NEXT SLIDE.
WE'RE LOOKING AT THIS PROGRAM AS BEING A PILOT PROGRAM.
WE'RE GOING TO REVIEW ITS EFFECTIVENESS.
[00:10:02]
NEXT SLIDE. IN THE MONTH OF MARCH, WE HAD 106 APPLICANTS REFERRED TO US BY CIVIL SERVICE.THESE WERE FOR THE POLICE OFFICER TRAINEE POSITIONS.
THERE ARE CURRENTLY 61 APPLICANTS GOING THROUGH THE BACKGROUND PROCESS RIGHT NOW.
OUR NEXT ACADEMY CLASS IS SLATED TO BEGIN MAY 22ND, AND IT'S PROJECTED TO HAVE 50 PLUS RECRUITS.
AND WE'VE PROCESSED ON OUR PROFESSIONAL STAFF SIDE.
FOR THIS FISCAL YEAR, OCTOBER THROUGH MARCH 31ST, 502 APPLICANTS WERE REFERRED FROM CIVIL SERVICE FOR THE POLICE TRAINING POSITION, AND 83 HAVE SUCCESSFULLY COMPLETED ALL BACKGROUND REQUIREMENTS AND HAVE ENTERED THE ACADEMY.
DPD'S RECRUITING TEAM ATTENDED 23 EVENTS IN THE MONTH OF MARCH, WE PARTICIPATED IN FOR OUT OF STATE HIRING EVENTS IN OKLAHOMA, CALIFORNIA, TENNESSEE, AND MICHIGAN.
RECRUITERS CONDUCTED EIGHT CLASS PRESENTATIONS AT TEXAS UNIVERSITIES AND COLLEGES TO INCLUDE THE UNIVERSITY OF TEXAS, RIO GRANDE VALLEY, TCC, TRINITY RIVER CAMPUS, WILEY COLLEGE, TEXAS CHRISTIAN UNIVERSITY, DALLAS BAPTIST UNIVERSITY, PRAIRIE VIEW A&M, TEXAS WOMAN'S UNIVERSITY, AND OUR LADY OF THE LAKE UNIVERSITY.
RECRUITERS ALSO ATTENDED THREE ADDITIONAL CAREER FAIRS TO INCLUDE THE RELIANT CAREER FAIR IN HOUSTON, THE MARTIN WHY SCHOOL OF LEADERSHIP, CAREER DAY, AND THE FORT CAVAZOS CAREER FAIR. WE CURRENTLY HAVE A RECRUITING AD IN THE DALLAS MAVERICKS YEARBOOK, AS WELL AS THE TEXAS RANGERS YEARBOOK, AND THE DEPARTMENT ALSO HAS STREAMING ADS ACROSS PUERTO RICO AND ANTICIPATION OF THE APRIL 20TH 4 TO 29 RECRUITING TRIP.
THIS CONCLUDES MY BRIEFING AND WILL ANSWER ANY QUESTIONS YOU MAY HAVE.
GREAT. COMMITTEE, DO YOU HAVE ANY QUESTIONS? CHAIR MORENO. THANK YOU! I'M EXCITED TO HEAR ABOUT THE PROGRESS WITH THE DAYCARE INITIATIVES.
ON PAGE FIVE, YOU TALK ABOUT THE PILOT PROGRAM AND OPTION A IS ALL CITY OF DALLAS EMPLOYEES VERSUS OPTION B SWORN EMPLOYEES. HELP ME UNDERSTAND THIS.
ALL CITY OF DALLAS EMPLOYEES ARE THOSE NON-SWORN OFFICERS OR IS THAT ANY CITY EMPLOYEE? OKAY. THESE ARE MY. YES, SIR.
OPTION A IT OPTION A IS ANY CITY EMPLOYEE, ANY CITY OF DALLAS EMPLOYEE IS ABLE TO REFER OKAY.
AND IS THERE A CAP ON THE NUMBER OF RECRUITS A INDIVIDUAL CAN RECRUIT? I'M SORRY. ONE MORE TIME. IS THERE A CAP ON THE NUMBER THAT A CITY EMPLOYEE CAN RECRUIT THERE? AT THIS POINT, WE THERE IS NO CAP BECAUSE WE'RE LOOKING AT ANY NUMBER OF RECRUITS THAT YOU CAN REFER TO US ARE WELCOME.
THANK YOU. SO, COUNCIL MEMBER MORENO.
OBVIOUSLY, WE WANT TO HIRE AS MANY OFFICERS AS WE CAN, AND THAT'S GOING TO BE OUR PRIMARY GOAL.
AND SO, WE ALSO IF WE GET SOME IF WE GET A, WE HAD AN INDIVIDUAL WHO WAS EFFECTIVE IN GETTING 20 PEOPLE, FOR EXAMPLE, WOULD BE, WE'D BE MOVING THEM INTO THE RECRUITING DIVISION TOMORROW.
SO, THERE IS A REASON FOR THIS BEING A PILOT PROGRAM.
AND THEN WE CAN ADDRESS SOME OF THOSE QUESTIONS.
THEY'RE STILL FINALIZING THE GENERAL ORDERS FOR THIS PROPOSAL, AND WE WANTED TO GET THE COMMITTEE'S DIRECTION TODAY AND KIND OF GUIDANCE ON WHICH OF THESE TWO OPTIONS WOULD BE PREFERRED. COUNCIL MEMBER WILLIS? THANK YOU. AND THANK YOU FOR THE DETAIL AROUND HOW THIS IS SHAPING UP.
I WILL TELL YOU ONE OF MY BUDGET LISTENING SESSIONS.
WHEN PEOPLE WERE ASKING ABOUT RECRUITMENT AND RETENTION, I WAS ABLE TO REFER TO SOME OF THE THINGS WE'VE BEEN DISCUSSING AROUND THE CHILDCARE PROGRAM, THE RETENTION PROGRAM, AND EVERY OFFICER IS A RECRUITER PROGRAM.
AND I HAD A RESIDENT DESCRIBE THAT AS REFRESHING, AND IT JUST SEEMED TO GIVE SOME HOPE THAT INDEED, WE ARE ALL VERY FOCUSED ON RECRUITING AND RETAINING OUR OFFICERS SO THAT DALLAS IS SERVED BY THE BEST WHEN IT COMES TO PUBLIC SAFETY.
SO, THANK YOU FOR THIS DETAIL.
I CAN ALWAYS POINT BACK TO IT.
SO, ALONG THAT SAME LINE ON PAGE NINE, JUST TO KIND OF ILLUSTRATE.
HOW APPLICANT TO ACTUALLY ENTERING ACADEMY TAKES PLACE.
[00:15:06]
SO THAT'S 16.5%.YES, MA'AM. THEY'VE GONE THROUGH THEY'VE TAKEN THE CIVIL SERVICE TEST.
YES. JUST TO BEGIN THE PROCESS.
YES, MA'AM. SO, THEY MAY STILL SHAKE OUT.
I THINK THAT'S ONE PART THAT PUBLIC DOESN'T ALWAYS ABSORB.
IS THAT THERE? YOU KNOW, YOU GET THROUGH A CERTAIN POINT AND THEN THERE'S PHYSICAL.
THERE'S MEDICAL, THERE'S PSYCHOLOGICAL, THERE'S EDUCATIONAL.
THERE'RE SO MANY DIFFERENT POINTS ALONG THE WAY TO GET TO THAT NUMBER.
SO, THANK YOU VERY MUCH FOR THAT.
I LIKE SEEING THE MONTHLY NUMBERS AS WELL AS I GUESS, THE FISCAL YEAR TO DATE.
SO, THANK YOU FOR INCLUDING THIS.
OKAY, WELL, I HAVE A COUPLE OF QUESTIONS AND COMMENTS.
I'M SORRY. COUNCIL MEMBER WILLIS MAYBE USED THE FIRST ONE WHO THOUGHT OF THAT.
SO, I'M WONDERING WHEN THAT'S GOING TO BE IMPLEMENTED.
WE'RE RIGHT NOW COMING UP WITH SCOUTING OUT THE 28, THE HIGH VISIBILITY AREAS BECAUSE THERE ARE SOME DFD STATIONS THAT DON'T GET AS MUCH TRAFFIC.
PEOPLE ARE NOT GOING TO SEE THOSE.
SO, WE DON'T WANT TO, YOU KNOW, PUT OUR, OUR ADS ON THOSE.
WE'RE WORKING WITH DFR TO BASICALLY FIND OUT, OKAY, WHAT'S GOING TO BE THE, WHERE ARE THE STATIONS THAT ARE GOING TO GIVE US THE BIGGEST BANG FOR OUR BUCK AS FAR AS PUTTING THESE ADS ON YOUR, YOUR, YOUR STATIONS? WE ARE WORKING WITH THE VENDOR NOW TO GET OUR BANNERS PRINTED OUT WITH BOTH THE, THE COLLABORATIVE ADS ON THEM, DFR AND DPD. OKAY.
WELL I LOVE THAT Y'ALL ARE DOING IT TOGETHER.
I JUST WANT YOU TO KNOW THAT THAT THAT'S REALLY GREAT.
AND I JUST WANT TO CLARIFY, THAT'S NOT TO DEVELOP THE PROGRAM.
OKAY. AND SO IF THE LEDGE PASSES THIS AND AND WE GET THE FUNDING THAT'S NEEDED, WHAT WOULD BE YOUR TIMELINE FOR ROLLING THAT OUT? I MEAN, IS IT LIKE FAIRLY FIRMED UP OR YOU JUST HAVE SORT OF A SKETCH OF WHAT YOU WANT TO DO? YEAH, WE'RE STILL WORKING THOSE PLANS OUT, MA'AM.
OKAY. WE'RE STILL WORKING OUT THE LOGISTICS BEHIND IT.
I MEAN, YOU'RE RECRUITING, NOT DAYCARE, BUT I JUST WANT TO ASK THAT QUESTION.
OKAY, SO NOW I WANT TO TALK ABOUT THE EMPLOYEE REFERRAL PROGRAM.
AND I TELL YOU, I'M A VERY STRONG ADVOCATE OF THIS.
AND I'M GLAD THAT WE HAVE BOTH OPTIONS TO CONSIDER.
AND I, I HAVE SOME OPINIONS ABOUT IT.
SO OPTION A WOULD PROVIDE ONLY $3,000 FOR EACH.
I DON'T THINK IT'S ENOUGH MONEY.
SO OPTION B, YOU'RE PROPOSING 5000.
I'M GOING TO TELL YOU I'M PROPOSING 6000.
THE OTHER THING IS THAT IT'S NOT REALLY JUST ABOUT THE REFERRAL.
IT'S ABOUT REFERRAL AND RETENTION.
AND SO THE HOPE WOULD BE THAT FOLKS DRESSED IN BLUE ARE GOING TO ACTIVELY SEEK WHO THEY WANT TO SERVE ALONGSIDE THEM, WHO ARE GOING TO LITERALLY HAVE THEIR BACK IN THEIR WORST MOMENTS, AND THEY'RE GOING TO FIND THOSE PEOPLE AND THEY'RE GOING TO RECRUIT THEM TO COME HERE.
THEY'LL GET 1000 WHEN THEY GET HIRED, THEY'LL GET 1000 WHEN THEY GRADUATE.
I WOULD LOVE THEM TO GET 1000 WHEN THEY FINISH FIELD TRAINING, AND THEN 3005 YEARS LATER.
AND WHAT THAT WILL DO FOR US IS THAT'LL PUT THAT OFFICER IN A SITUATION.
FIRST OF ALL, THEY'LL BE INVESTED IN THAT OFFICER'S SUCCESS.
THEY'RE GOING TO MAKE SURE THAT THEY'RE HAPPY.
AND TO THE POINT OF IS THERE A MAXIMUM NUMBER THEY CAN REFER? I CAN IMAGINE THAT THERE WOULD BE MULTIPLE PEOPLE THAT SOMEONE COULD REFER, AND THAT WILL KEEP AN OFFICER, BECAUSE SUDDENLY THAT'S SOME REAL MONEY.
RIGHT NOW I KNOW WE'RE GIVING, I THINK, A T SHIRT.
AND SO AS MANY OFFICERS AS I'VE TALKED TO, I LOVE YOU.
[00:20:02]
I'M NOT THE RIGHT PERSON TO DO RECRUITING.I'M LOOKING FOR THE OFFICERS WHO KNOW THE JOB THE DAY IN, DAY OUT OF WHAT IT REALLY TAKES.
NOT THE MINIMUM QUALIFICATIONS, BUT WHAT DOES IT TAKE TO BE A REALLY GREAT OFFICER? AND I'M HOPING THEY'RE GOING TO GO OUT AND FIND THOSE PEOPLE FOR US, AND WE'RE GOING TO INCENTIVIZE THEM TO DO IT.
SO THAT'S THAT'S MY FEEDBACK ON THAT.
YOU KNOW, THERE'S A IN THE NEXT CHART ON PAGE SIX.
I THINK YOU'RE MAKING A VERY BIG ASSUMPTION THAT WE WOULD HAVE 167 HIRES FROM THE REFERRAL PROGRAM.
WE HAVEN'T EVEN HAD 167 HIRES THIS YEAR.
RIGHT. SO IF YOU WANTED TO LIMIT THE NUMBER AND SAY, WE'RE GOING TO DO THIS FOR THE FIRST 100 REFERRALS AS A PILOT BECAUSE YOU'RE CONCERNED ABOUT THE DOLLARS I THINK $6 600 ARE 6000 A HEAD IS ACTUALLY A VERY LOW COST FOR US TO RECRUIT THEM.
SO I WOULD LOVE TO SEE HOW THIS PILOT WORKS.
AND I'M, I'M OPEN TO LOWERING THAT NUMBER BECAUSE I DON'T THINK THAT YOU'RE GOING TO SEE.
THAT KIND OF RESPONSE, AT LEAST NOT RIGHT AWAY.
BUT BOY, ONCE WORD GETS OUT, IT COULD HAPPEN.
SO THAT'S MY INPUT ON THAT ONE.
OKAY. CAN I ADDRESS ONE OF YOUR COMMENTS ON THAT? SURE. SO, MRS. CHAIRMAN, I WANTED TO MAKE A COUPLE OF COMMENTS ABOUT THE PROPOSAL THAT YOU HAD.
FIRST AND FOREMOST, WE'RE NOT A PROPOSAL, BUT YOUR OBSERVATIONS.
YOU'RE RIGHT. I THINK 167 IS IS IS A STRETCH GOAL.
AND THAT'S WHY WE GAVE A RANGE OF 25% PARTICIPATION TO 100.
I WE HAVE DISCUSSED HAVING A CAP ON THAT.
I DID WANT TO ASK ONE THING, THOUGH, IN REGARD TO THE $6,000 PROPOSAL.
MIGHT I SUGGEST THAT RATHER THAN IF YOU WANT TO GO TO 6000, RATHER THAN DOING IT AT THE 6000, 1000 AT THE END OF THE ACADEMY AND THEN 1000 AT THE END OF FIELD SERVICE TRAINING, MAKE IT 2000 AT THE END OF FIELD SERVICE TRAINING.
SO IT'S A INCLUSIVE OF A ONE TIME STEP ACCOMPLISHMENT OF BEING ON THE STREET.
THAT WOULD BE MY ONLY REQUEST OR RECOMMENDATION IF THAT'S THE DIRECTION THE COMMITTEE WANTS TO GO.
JUST FROM AN ADMINISTRATIVE, YOU KNOW, HAPPY TO MAKE IT ADMINISTRATIVELY EASY.
YES, BUT I THINK YOU UNDERSTAND WHERE I'M GOING.
RIGHT. SO AS I'VE TALKED TO OFFICERS ABOUT THIS AND I'VE SAID YOU KNOW, LIKE WE'VE GONE BACK AND FORTH ABOUT THE DOLLARS AND I SAID, IF IT'S 3000, DOES THAT MOVE YOU? YEAH, MAYBE.
BUT IF IT'S 6000, DOES THAT MOVE YOU? AND SOMEHOW YEAH, THE EYES LIGHT UP ON THAT ONE.
SO I WOULD VERY MUCH LIKE TO SEE THAT HAPPEN, ESPECIALLY AS A PILOT.
WHICH MEANS WE'RE NOT ON TARGET FOR OUR HIRING GOALS OF 250 BY THE END OF THE YEAR.
HAVE WE TALKED ABOUT WHAT OUR PREREQUISITES ARE FOR HIRING AND ANY KIND OF ADJUSTMENTS ON THAT? WE ARE TAKING A LOOK AT THOSE, AND AS WE FINALIZE THOSE, WE CAN PROPOSE THOSE AT A LATER TIME.
FIRST CHAIR, I JUST WANTED TO SAY THAT ALTHOUGH IT IS A T SHIRT, IT IS A REALLY NICE T SHIRT.
NO. COUNCIL MEMBER. NOT TO GET TOO FAR AHEAD.
OBVIOUSLY WORKING WITH THE MANAGER'S OFFICE.
JUST DOING SOME RUDIMENTARY YOU KNOW, LOOKING INTO WHAT OTHER LARGE DEPARTMENTS IN THE STATE.
AND THEY ARE, THEY'RE WORKING ON COMPILING IT.
THERE IS ALWAYS A FINE LINE BETWEEN LOWERING A STANDARD AS TO WHETHER OR NOT WE'RE JUST MARKET RATE.
AND SO WE CERTAINLY ARE WORKING ON THAT, AND YOU WILL CERTAINLY SEE THOSE IN THE FUTURE.
WELL THANK YOU. THANK YOU FOR KEEPING AN OPEN MIND.
[00:25:02]
TIMES DO CHANGE AND SOMETIMES WE HAVE TO ADJUST WITH THEM ABOUT SOME OF THE PECULIARITIES THAT WE HAVE OF PREREQUISITES. SO THAT'S MY FACIAL HAIR AND TATTOO COMMENT.SO ALL THAT TO SAY, THANK YOU FOR KEEPING AN OPEN MIND.
WE LOOK FORWARD TO THAT NEXT ITEM.
SO DO WE WANT TO GIVE THEM A RECOMMENDATION TO CONTINUE PURSUING ON THIS PILOT PROGRAM FOR THE RETENTION BONUS? DO YOU HAVE A. YEAH.
I AM LEANING TOWARDS OPTION B.
THANK YOU. I PREFER MORE MONEY.
B. OKAY, WELL, I THINK YOU HAVE SOME CLEAR DIRECTION THERE.
HOW'S IT GOING? IT'S GOING WELL. GOOD AFTERNOON.
AND WE'RE GOING TO GO OVER SOME OF OUR RECRUITING UPDATES FOR APRIL.
NEXT SLIDE. SO, SO FAR AS DATA ANALYTICS, ONE OF THE THINGS THAT WE HAVE DEVELOPED IS A NEW HIRE SURVEY THAT WE'RE LOOKING AT GETTING OUT TO OUR NEW EMPLOYEES.
SO THAT WAY WHEN WE GET A DATA DUMP FROM THEM, WE'LL BE ABLE TO BETTER ANALYZE IT.
ALSO, WE'RE ALSO LOOKING AT OUR POST-ACADEMY SURVEYS.
THESE ARE SURVEYS THAT THEY WOULD GET OF OUR NEW EMPLOYEES WOULD GET AFTER YOU FINISH THE ACADEMY.
IT'S LIKE, OKAY, WHAT WAS GOOD? WHAT WAS BAD? HOW WAS YOUR HOW WAS YOUR ONBOARDING PROCESS? HOW WAS YOUR RECRUITMENT PROCESS? WHERE DID YOU FIND OUT ABOUT US? SO WE'LL BE COLLECTING THAT DATA.
AND WE'VE ALSO REDESIGNED OUR EXIT SURVEY TO COLLECT SOME MORE SPECIFIC INFORMATION OF WHY WHY THEY LEFT AND WHAT WE COULD HAVE DONE BETTER TO RETAIN THEM.
NEXT SLIDE. SO AS PART OF THE DATA THAT WE HAVE STARTED COLLECTING THIS IS A GEOGRAPHICAL REPRESENTATION OF WHERE WE'RE ACTUALLY RECRUITING OUR, OUR PEOPLE FROM.
THESE ARE THE ACTUAL APPLICATIONS THAT WE RECEIVED.
THE RED BUBBLES ARE WHERE WE'VE GOTTEN MORE THAN 100 APPLICATIONS.
THE TEAL 26 TO 100, THE BLUE BUBBLES 2 TO 25, AND THEN THE RED PIN.
RED PINS ARE WHERE WE GOT A SINGLE APPLICATION FROM.
SO THIS TELLS US ABOUT WHAT WE'RE DOING HERE IN TEXAS AND IN THE REGION.
AND THE MAJORITY OF OUR APPLICATIONS DO COME FROM DALLAS COUNTY FOLLOWED BY TARRANT COUNTY.
AND SOME OF THE OTHER ANALYTICS THAT WE'RE GOING TO START TRACKING GOING FORWARD.
NEXT SLIDE. SO OUR ALTERNATE HIRING AVENUES, WE DID TALK TO A CIVIL SERVICE.
WE DID PRESENT TO THEM SOME CHANGES TO OUR INITIAL QUALIFICATIONS.
WE HAD 25 OF THEM THAT HAVE PASSED.
THAT AND THEIR INTERVIEWS ARE GOING TO BE THE NEXT STEP FOR THAT.
SO HOPEFULLY WE'LL BRING BRING ON NINE GRADE EMPLOYEES.
WE HAVE FOUR ACTIVE APPLICATIONS FOR LATERAL HIRES.
THEIR NEXT STEP IS THE CPAT WHICH IS THE PHYSICAL AGILITY TEST FOR THE FIREFIGHTERS.
AND WE'RE ALSO LOOKING AT BRINGING THEM ON MAY 1ST.
OUR CITY ATTORNEYS HAD COMPLETED THEIR INITIAL REVIEW.
BUT THEN WE HAD A GREAT IDEA WE'RE GOING TO PARTNER WITH, WITH DPD.
[00:30:02]
SO INSTEAD OF PRESENTING TWO SEPARATE SKILL BRIDGE PROGRAMS, WE'RE HAVING ONE CITY OF DALLAS PUBLIC SAFETY SKILLED BRIDGE PROGRAM, WHERE BOTH POLICE AND BFR WILL BE ON THE SAME PROGRAM.THAT ALLOWS US TO ONE, COMBINE OUR EFFORTS, AND WE DON'T HAVE ALL THESE DIFFERENT THINGS OUT THERE.
AND THE GOOD THING ABOUT IT, THOUGH, IS THAT SO INITIALLY WE'RE GOING TO HAVE THEM FOR ON OUR SIDE THE FIREFIGHTERS, THE SINGLE FUNCTION MEDICS AND EVEN OUR MECHANICS FOR THE SHOP.
SO AS WE BUILD OUT THE PROGRAM, BECAUSE WE'LL HAVE ONE, IF POLICE WANTED TO ADD, FOR INSTANCE, THEIR DISPATCHERS OR ANYTHING ELSE, BECAUSE IT'S ONE PROGRAM, THEY'LL BE ABLE TO TO EXPAND IT THAT WAY.
SO WE'RE MEETING WITH THE DEPARTMENT OF DEFENSE ON THURSDAY, AND WE'RE HOPING TO HAVE THEIR SIGNED CONTRACT BACK WITHIN A COUPLE OF WEEKS. SO AT THAT POINT THEN WE SHOULD BE FULL BOARD.
AND RIGHT NOW WE HAVE OVER 90 INTEREST INTERESTED CANDIDATES FOR THE FIRE SIDE.
SO I'M WILLING TO BET THAT ONCE WE GET THIS DONE, THAT BOTH POLICE AND FIRE ARE GOING TO DO REALLY WELL WITH THIS PROGRAM, ESPECIALLY COMBINED WITH THE THE TRIPS THAT THAT THEY'RE ALREADY TAKING TO THE MILITARY BASES, THE DISD COLLEGE PARTNERSHIP.
WE'RE STILL PLANNING FOR A FALL 2014 IMPLEMENTATION.
OUR RECRUITERS ATTENDED A DISD RECRUITING EVENT AT ROOSEVELT HIGH SCHOOL SCHOOL OF INNOVATION ON MARCH 25TH, AND THE DALLAS FIRE ACADEMY HOSTED CARTER HIGH SCHOOLS THIS WEEK OR THIS MONTH AS WELL.
SO THIS GIVES OUR ACTIVITY FOR THE MONTH OF MARCH, WHERE WITH THE 561 APPLICATIONS AND WE'RE IN PROCESSING, OUR GFR IS CURRENTLY PROCESSING 109.
WE HIRED 60 MEMBERS 60 FRUITS IN IN THE MONTH OF MARCH.
NO SINGLE FUNCTION MEDICS BECAUSE THEY'RE GOING TO BE COMING THE NEXT MONTH.
NEXT SLIDE. AND THIS IS OUR YEAR TO DATE.
THAT'S ONLY BECAUSE THEY'VE CLEARED OUT ALL THE BACKLOGS.
NEXT SLIDE. SO HERE ARE SOME OF OUR RECRUITING ACTIVITIES FOR FOR THIS MONTH.
ONE OF THE THINGS ABOUT OUR CANDIDATE PHYSICAL AGILITY TEST IS THAT WE ACTUALLY TRAIN AND MENTOR OUR, OUR MEMBERS OR OUR APPLICANTS ON THE EXAM.
IT'S A LOT OF IT IS PHYSICAL, BUT SOME OF IT IS TECHNICAL AS WELL.
WE ALSO WENT OUT TO TWU THE CITY HALL AT FAIR PARK, AND WE DID.
WE'VE COMPLETED SEVERAL THINGS WITH OUR DISD STUDENTS.
NEXT SLIDE. SO THAT CONCLUDES OUR PRESENTATION AND WE ARE WELCOME.
WE WELCOME ANY QUESTIONS THAT YOU MAY HAVE FOR US AT THIS TIME.
GREAT COMMITTEE. DO YOU HAVE ANY QUESTIONS FOR DR..
I JUST HAVE ONE ON PAGE EIGHT.
YOU'VE GOT 14 ONBOARDED FOR SINGLE FUNCTION PARAMEDIC.
SO I KNOW THROUGH GRADUATION WE HAD OUR FIRST ONE RIGHT.
HOW MANY OF YOU HAD FOR SINGLE FUNCTION PARAMEDIC IN GRADUATION? HOW MANY HAVE ACTUALLY GRADUATED? OKAY, 14.
OKAY. I DIDN'T REALIZE THEY HAD ALL GRADUATED.
I THOUGHT THEY WERE JUST IN THE ACADEMY.
THE I'M SORRY, I'M I STAND CORRECTED.
WITH THAT ONE, I DON'T I WANT TO SAY EIGHT.
I WOULD LOVE JUST TO FOLLOW UP TO KNOW HOW MANY HAVE ALREADY GRADUATED, WHICH I THINK IS ONLY ONE.
NO, IT'S MORE THAN ONE I WANT TO SAY AROUND.
I DON'T WANT TO GIVE. YOU KNOW, I THINK IT'S AROUND 6 OR 8.
OKAY. BUT I'LL GET THE NUMBER BACK TO YOU FOR SURE.
OKAY. AND I'D BE CURIOUS TO KNOW.
AND THEN HOW MANY ARE IN THE ACADEMY? AND THEN I KNOW YOU'RE SAYING YOU'D LIKE TO HIRE NINE FOR MAY 1ST.
AND SO WHAT WOULD THAT TOTAL NUMBER BE THEN? WOULD YOU BE FULLY STAFFED FOR THAT ROLE? YES, MA'AM. AT THAT TIME, WE'LL BE WE'LL BE FULLY STAFFED.
FORTUNATELY, WE'VE ONLY HAD ONE TURNOVER IN THOSE POSITIONS.
SO THEY TEND TO TO LIKE THOSE POSITIONS.
SO IT'S REALLY WORKING FOR US.
THANK YOU. THANK YOU VERY MUCH FOR THAT PRESENTATION.
OKAY. OUR NEXT ITEM IS THE VIOLENT CRIME REDUCTION PLAN.
[00:35:06]
THREE FULL YEARS.CONGRATULATIONS. AND JUST AS A PREVIEW, GREAT RESULTS.
THANK YOU, CHAIR AND COMMITTEE.
DOCTOR SMITH WILL PRESENT THE THREE YEAR MID-YEAR EVALUATION.
I'M VERY HAPPY TO HAVE DOCTOR SAMIR SMITH HERE WITH US.
BUT I WILL WRAP UP AND THEN WE'LL OPEN UP SOME QUESTIONS.
GOOD AFTERNOON. IT'S ALWAYS GOOD TO BE WITH YOU ALL.
AND BACK IN DALLAS ESPECIALLY AT THE THREE YEAR MARK, AS YOU NOTED.
COULD WE GO TO THE NEXT SLIDE, PLEASE? JUST A QUICK OVERVIEW OF WHERE WE ARE.
WE'VE BEEN DOING HOTSPOTS POLICING SINCE DAY ONE CONTINUES TO THIS DAY.
I THINK WE'VE GOTTEN PRETTY GOOD AT IT AFTER THREE YEARS OF PRACTICE.
OUR MID TERM STRATEGY IS WELL UNDERWAY.
MUCH WORK IS BEING DONE ON A DAILY BASIS.
THE DPD TEAM AND ITS PARTNERS WITH OTHERS ACROSS THE CITY IT'S JUST REALLY GROWN AND BEEN BUILT OUT.
AND THEN WE'VE BEGUN FOCUSED DETERRENCE.
AND, AND THOSE EFFORTS ARE FAIRLY EARLY ON, BUT THEY CONTINUE.
AND I'LL TALK MORE ABOUT THAT IN A LITTLE WHILE.
NEXT SLIDE. SO WE HAVE HERE TO THE PRESENTATION THAT I'M GOING TO GIVE YOU TODAY IS OUR I THINK WE'RE CALLING THIS OUR YEAR THREE MID-YEAR REPORT.
SO IT'S BASICALLY TWO AND A HALF YEARS INTO THE CRIME PLAN SPECIFICALLY COVERING THE PERIOD OF MAY OF 20 OF 20, 23, MAY THROUGH THE END OF THE YEAR, MAY THROUGH THE END OF NOVEMBER OF 2023 IS PRIMARILY WHAT WHAT THE REPORT OR WHAT THIS WHAT THE REPORT AND WHAT THE PRESENTATION WILL COVER NEXT SLIDE.
SO THIS IS YOU'RE JUST YOU'VE SEEN SOME VERSION OF THIS GRAPH MANY TIMES.
THIS IS JUST A LONGITUDINAL GRAPH OF MONTHLY CRIME COUNTS.
THE CRIMES ARE VIOLENT CRIMES THAT WE, THAT WE FOCUS ON MURDER, ROBBERY, AGGRAVATED ASSAULT GOING BACK DURING THE THE PERIOD OF MAY OF 2022 THROUGH APRIL OF 2023 PRIOR TO THE CURRENT PERIOD, WHICH IS THE THE START THERE IS DENOTED BY THE BLUE LINE. AND THEN EVERYTHING THAT HAPPENED TO THE RIGHT OF IT IS THE CURRENT PERIOD THAT WE'RE FOCUSED ON.
SO BOTTOM LINE, WHEN YOU COMPARE WHAT HAPPENED FROM MAY OF 2023 THROUGH OCTOBER OF 23, 2023 TO THE YEAR BEFORE AND KEEP IN MIND, THIS IS OUR THIRD YEAR IN THE CRIME PLAN.
SO CRIME WE'VE BEEN DRIVING CRIME DOWN EVERY YEAR.
AND YET WE STILL SAW ABOUT A 13% DECREASE IN THE MOST RECENT PERIOD THAT WE'RE COVERING.
NEXT SLIDE. THIS IS THE SAME GRAPH, BUT JUST IT PLOTS VICTIMS THE NUMBER OF VICTIMS THE PREVIOUS PREVIOUS GRAPH WAS WAS INCIDENTS VIOLENT CRIME INCIDENTS.
THIS IS VICTIMS SIMILAR DECREASE THOUGH ACTUALLY A LITTLE BIT MORE 14.5% DURING THE THE LAST SIX MONTHS OF 2023 COMPARED TO THE YEAR BEFORE.
NEXT SLIDE. THIS BREAKS DOWN THE CRIME TYPES THAT WE THAT WE TRACK.
MURDER, ROBBERY OF INDIVIDUALS, ROBBERY OF BUSINESSES, AGGRAVATED ASSAULTS AND SHOOTINGS.
THE TOP LINE IS OUR AGGRAVATED ASSAULT LINE.
AND THEY'RE DOWN MORE THAN 17% DURING THE LAST SIX MONTHS OF 2023 COMPARED TO THE YEAR BEFORE.
MOST OF OUR CRIME TYPES ARE DOWN.
YOU'LL SEE THAT THAT SIX MONTH PERIOD SHOWED ABOUT AN 8% INCREASE IN MURDERS.
A LITTLE BIT OF SOME OF THAT IS, FRANKLY, BAD LUCK.
AND IN THE WAY IN WHICH SOME OF THE MURDER INCIDENTS OCCURRED.
[00:40:03]
EVERY MURDER IS ONE MORE THAN WE WANT.AND YET WE'RE, I THINK WE WERE ENCOURAGED BY THE AGGRAVATED ASSAULT AS CRIMINOLOGISTS.
ANYWAY, WE WERE ENCOURAGED BY THE AGGRAVATED ASSAULT NUMBERS IN THE LAST HALF OF 2023.
THOSE ARE TYPICALLY A LEADING INDICATOR FOR MURDER.
AND SO IF THEY'RE GOING DOWN, YOU TYPICALLY WILL SEE MURDER TRACK IN THE SAME DIRECTION.
IT'S NOT OBVIOUSLY NOT ALWAYS TRUE AS IN THIS GRAPH.
BUT IT DOES SUGGEST TO US THAT EVENTUALLY WE WERE GOING TO TURN THE CORNER.
AND THEY'RE AND THEY'RE, THEY'RE ACTUALLY QUITE GOOD.
THEY'RE DOWN ABOUT 25% OVER THE LAST YEAR.
ROBBERIES, BUSINESS ROBBERIES CONTINUE TO BE A BIT OF A CHALLENGE.
AND CHIEF ANDERSON AND CAN CAN MAYBE TALK A LITTLE BIT ABOUT THAT, BUT THERE'S CERTAINLY LOTS OF EFFORTS UNDERWAY TO TRY TO MOVE THE NEEDLE ON, ON BUSINESS ROBBERIES.
ALL OF OUR CRIME COUNTS, WITH THE EXCEPTION OF MURDER AND AGGRAVATED ASSAULTS WERE DOWN.
EXCUSE ME? MURDER AND BUSINESS ROBBERIES WERE DOWN.
AND WE'VE CONSISTENTLY SEEN SIGNIFICANT IMPACTS OF THE HOT SPOTS TREATMENT.
AND SO IN THIS PARTICULAR SIX MONTH PERIOD COVERED BY THE REPORT, THAT'S ABOUT A 41, 42% DECREASE IN VIOLENT CRIME IN OUR TREATED HOT SPOTS COMPARED TO THE THE, THE PRIOR YEAR.
WE'VE SEEN THIS CONSISTENTLY FOR THE LAST THREE YEARS.
WHAT THAT TELLS US IS THAT CRIME IS NOT JUST BEING DISPLACED.
BUT BUT THE AREAS AROUND OUR TREATED GRIDS ARE ACTUALLY BENEFITING FROM THE TREATMENT AS WELL.
SO THAT'S THE I SAID BIG PICTURE STORY IN TERMS OF, OF CRIME WITHIN OUR TREATED HOTSPOTS.
AND I'LL GIVE YOU A VERY QUICK PREVIEW OF THAT.
HOPEFULLY MY COAUTHORS WON'T WON'T GET TOO, TOO MAD AT ME FOR SAYING THIS, BUT WE'RE GOING TO BE ABLE TO, I THINK, SHOW WITH, WITH, WITH A STRONG DEGREE OF CONFIDENCE THAT THE, THE CITYWIDE DROP IN VIOLENT CRIME THAT WE'VE SEEN IN DALLAS IN THE LAST THREE YEARS IS LARGELY A RESULT OF THE HOTSPOT TREATMENT. THAT AND THERE'S, THERE'S THERE'S NOT A LOT OF SCIENTIFIC LITERATURE OUT THERE THAT CAN DRAW A DIRECT LINE BETWEEN HOTSPOTS AND CITYWIDE REDUCTION IN VIOLENT CRIME.
YOU ALWAYS SEE BIG IMPACTS IN THE HOTSPOTS THEMSELVES.
BUT IF YOU WHAT WE'RE WHAT WE'RE ABLE TO SHOW IS THAT WHEN YOU WHEN YOU ENGAGE IN HOTSPOTS, POLICING THE RIGHT WAY SYSTEMATICALLY OVER A PERIOD OF LONG PERIOD OF TIME, WHICH WE'VE NOW DONE IN DALLAS, YOU CAN ACTUALLY MOVE THE NEEDLE ON VIOLENT CRIME ACROSS AN ENTIRE CITY.
AND THAT'S WHAT WE'RE THAT'S WHAT WE'VE SEEN.
SO WE'RE, WE'RE WE'RE VERY EXCITED ABOUT THAT.
NEXT SLIDE. THIS IS THE FIDELITY RATE THAT WE ALWAYS TRACK.
WE FINISHED THE YEAR STRONGLY AT ALMOST 90% FIDELITY.
AND THAT'S A LITTLE BIT UNIQUE COMPARED TO THE WAY A LOT OF CITIES DO HOTSPOTS POLICING.
AND IT MAKES IT MORE CHALLENGING.
AND SO TO HAVE THOSE KINDS OF FIDELITY RATES IS ALWAYS GOOD TO SEE.
[00:45:04]
NEXT SLIDE.AS I SAID THERE ARE FIVE LOCATIONS NOW THAT ARE ACTIVE NE SITES.
ON THIS SLIDE WE MEASURE A WHOLE LOT OF VARIABLES WHEN IT COMES TO P AND I.
ARE WE DOING WHAT WE SAID WE WERE GOING TO DO AS WELL AS IMPACT? AND I'LL HIT THE HIGHLIGHTS OF THOSE IN THE NEXT FEW SLIDES.
SO AT THIS POINT, YOU KNOW, WE'RE MORE THAN TWO YEARS INTO THE NEW STRATEGY.
DPD AND ITS PARTNERS HAVE REALLY, I THINK, BEGUN TO BUILD OUT A REPLICABLE STRATEGY FOR HOW TO DEAL WITH CRIME IN IN APARTMENT COMPLEXES. AND THOSE ARE ALL OUR NEW SITES, OUR APARTMENT COMPLEXES.
AND, YOU KNOW, WE THEY'VE DEVELOPED WHAT WE THINK IS A PRETTY REPLICABLE STRATEGY FOR, FOR HOW TO, HOW TO DEAL WITH THESE AND NOT ONLY IN THE FUTURE IN DALLAS, BUT THAT OTHER CITIES ACTUALLY MIGHT LEARN, LEARN FROM AS WELL.
SO THERE WERE MANY IN THE REPORT DETAILS, ALL OF THIS IN A SERIES OF TABLES, BUT MANY ACTIVITIES HAVE GONE ON FROM A PROCESS PERSPECTIVE.
EVERYTHING FROM CODE ENFORCEMENT, SEPTET ANALYZES COMMUNITY MEETINGS, EVENTS LOTS OF, LOTS OF OF ACTIVITY THAT TRACKS RIGHT ALONG WITH THE THE OPERATIONS PLANS IN EACH OF AT EACH OF THE LOCATIONS HAVE BEEN COMPLETED IN THE LAST OVER THE LAST YEAR AND IN THE LAST SIX MONTHS OF 2023 AND DPD ITSELF HAS ENGAGED IN, I WOULD CHARACTERIZE, AS EXTENSIVE EFFORTS TO ROOT OUT CRIMINAL NETWORKS IN THESE LOCATIONS, TO SET THE GROUNDWORK OR TO SET THE STAGE FOR THE QUALITY OF LIFE SOLUTIONS TO ACTUALLY BE ABLE TO TAKE ROOT AND TO AND TO HAVE THE EFFECT THAT WE WANT THEM TO HAVE.
AND OFTENTIMES THAT CAN'T HAPPEN UNTIL SOME OF THE VIOLENT CRIMINAL NETWORKS THAT HAVE BEEN HAD BEEN OPERATING IN THESE LOCATIONS, IN SOME CASES FOR A VERY LONG TIME, HAVE BEEN ROOTED OUT. AND DPD AND ITS LAW ENFORCEMENT PARTNERS HAVE DONE A REALLY GOOD JOB OF DOING THAT.
NEXT SLIDE. THIS IS THESE ARE JUST A SERIES OF OF OVERVIEW METRICS THAT WE TRACK WITH RESPECT TO IMPACTS. SO WE LOOK AT IF VIOLENT CRIME AND CALLS FOR SERVICE.
IN EACH OF OUR NINE LOCATIONS WE COMPARE THEM DURING THE PARTICULAR TREATMENT PERIOD HERE.
THAT'S FEBRUARY OF 2022 THROUGH NOVEMBER OF 2023 TO THE SAME PERIOD THE YEAR BEFORE.
AND SO A SMALL CHANGE CAN RESULT IN A PRETTY LARGE PERCENTAGE PERCENTAGE CHANGE.
BUT YOU REMEMBER WE STARTED THE THE CRIME PLAN.
OUR FIRST LOCATION WAS AT 3550 EAST OVERTON DOWN IN SOUTH DALLAS.
AND JUST THE FACT THAT ALL OF THOSE NUMBERS ARE GREEN AND THE PERCENTAGES ARE AS, AS LARGE AS THEY ARE, EVEN WITH THE SMALL NUMBERS WE'RE TALKING ABOUT SHOWS YOU THAT THE THE IMPACT, I THINK THAT THAT THE STRATEGY HAS HAD AT OVERTON OUR FIRST FERGUSON ADDRESS, 11 SEVEN 60.
A LOT OF THE METRICS ARE DOWN.
BUT AGAIN, THOSE ARE SMALL NUMBERS.
AND WE WENT FROM 1 TO 1.4 AND 1.1 TO 1.5 ON AVERAGE.
SO CLEARLY THERE'S STILL MORE WORK THAT NEEDS TO BE DONE IN FERGUSON.
BUT WE'RE ENCOURAGED THAT SOME OF THE OTHER METRICS THAT WE TRACK ARE STRONGLY NEGATIVE.
THE TOP PANEL IS THE SECOND FERGUSON ROAD LOCATION.
AGAIN, MOST OF OUR METRICS ARE ARE IN THE GREEN.
WEBB CHAPEL IS ONE OF OUR NEWER LOCATIONS.
AGAIN, BIG PERCENTAGE INCREASES, BUT AGAIN, SMALL NUMBER CHANGES.
AND DPD AND OTHER PARTNERS ARE, ARE, ARE WORKING ON THAT NEXT SLIDE.
AND THAT'S. THIS IS THE NEWEST ADDRESS.
[00:50:02]
WE'RE ENCOURAGED TO SEE VIOLENT CRIME DOWN A BIT.BUT, YOU KNOW, WE'VE STILL GOT A WAYS TO GO.
I WOULD SAY WITH RESPECT TO FULLY IMPLEMENTING THE STRATEGY AT MEADOW.
SO THAT SORT OF WRAPS UP WHERE WE ARE WITH P AND I FOR THIS REPORTING PERIOD.
DPD HAS BUILT OUT A REALLY GOOD STRATEGY FOR IDENTIFYING WHO THESE FOLKS ARE AND FOR ENGAGING THEM IN WHAT WE HOPE IS AN EFFORT TO TRY TO CHANGE THEIR LIFESTYLES, TO OFFER THEM AN ARRAY OF SERVICES THAT THEY CAN TAKE ADVANTAGE OF ALL FOR FREE.
IN LIEU OF CONTINUING TO ENGAGE IN VIOLENT CRIME.
THE STRATEGY INVOLVES CALL IN SESSIONS WHERE WE, WE CALL THESE THESE FOLKS IN WHO HAVE BEEN OBJECTIVELY SCORED USING EVIDENCE BASED CRITERIA FOR RISK.
WE'VE, WE'VE HELD TWO OF THEM NOW BUT AND THERE ARE A HOST OF CRIMINAL JUSTICE OFFICIALS THERE.
THERE ARE COMMUNITY STAKEHOLDERS.
HEY, YOU'VE BEEN INVOLVED IN VIOLENT CRIME FOR A LONG TIME.
IN SOME CASES, MOST OF YOUR LIVES.
WE WANT TO HELP YOU GET OUT OF THAT.
AND IN THE ROOM, WE HAVE A SUITE OF SERVICE PROVIDERS THAT THAT THE CITY SUPPORTS THAT DPD HAS DONE A GREAT JOB IDENTIFYING AND COORDINATING.
SO IT'S SORT OF A DOOR NUMBER ONE OR DOOR NUMBER TWO, YOU KNOW, DOOR NUMBER TWO, WE HAVE THIS ALL THESE, THESE AMAZING SERVICES THAT WE CAN OFFER FOR YOU IF YOU'RE WILLING TO WALK THROUGH DOOR NUMBER TWO. AND SO THAT'S THE WAY THESE CALL IN SESSIONS GO.
WE FELT, AS I SAID, TWO OF THEM, JUNE OF 2023 AND NOVEMBER OF 2023.
NEXT SLIDE. AND THIS IS SOME SUMMARY STATISTICS ON HOW THOSE CALL IN SESSIONS WENT AND THE NUMBER OF PEOPLE WHO PARTICIPATED AND THE SERVICES THAT THEY HAVE BEEN OFFERED AND OR ACCEPTED.
SO THAT BOTTOM LINE THERE GIVES YOU THE TOTAL.
SO WE'VE HAD A TOTAL OF 40 INDIVIDUALS WHO'VE BEEN RECRUITED FOR THE PROGRAM.
AND WE'VE, WE'VE MADE DPD ALONG WITH ITS, ITS PRIMARY SERVICE PROVIDER PARTNER, WHICH IS THE SOUTH DALLAS EMPLOYMENT PROJECT AT THIS TIME HAD HAD MADE, MADE OR ATTEMPTED TO MAKE MORE THAN 500 CONTACTS, FOLLOW UP CONTACTS WITH THESE 40 INDIVIDUALS TO HELP THEM GET THE SERVICES THAT THEY REQUESTED AND AND MAKE SURE THAT THEY'RE CONTINUING TO FOLLOW THROUGH.
IT'S AN AMAZING AMOUNT OF WORK, ACTUALLY.
AND THAT NUMBER, THIS THESE DATA ARE A LITTLE BIT OLD.
NOW, THAT NUMBER IS ALMOST UP TO 1000 AT THIS POINT AS WE SIT AND SPEAK.
SO IT'S IT'S, IT'S IT'S VERY IMPRESSIVE.
NONE OF THOSE VIOLENT CRIMES, BY THE WAY, INVOLVED A GUN.
AND THIS STRATEGY IS ALL ABOUT GUN CRIME AND REDUCING GUN CRIME.
SO THE FACT THAT WE'VE HAD NO RE-ARREST FOR A GUN CRIME FOR THOSE WHO PARTICIPATED IS IS IMPRESSIVE.
NEXT SLIDE. SO THIS IS JUST A CONCLUSION.
YOU KNOW MUCH OF WHAT I'VE TALKED ABOUT ALREADY.
IT'S DOWN BOTH IN INCIDENTS AND IN VICTIMS. VIOLENT CRIME.
WE'VE GOT WE'VE GOT VERY STRONG EFFECTS IN OUR HOT SPOTS.
CONTINUE TO SEE STRONG HOTSPOT EFFECTS.
THERE'S LOTS OF ACTIVITY GOING ON ACROSS MULTIPLE PARTNERS TO ADDRESS THE UNDERLYING CONDITIONS OF CRIME THAT CAUSE CRIME AT SOME OF DALLAS MOST, MOST CHALLENGING CRIME PRONE LOCATIONS.
THAT CAN BE REPLICATED IN ADDITIONAL APARTMENT COMPLEXES.
AFTER SEVERAL YEARS OF DOING THIS NOW.
NEXT SLIDE. AND SO HOTSPOTS WILL CONTINUE AND ALL OF THE STRATEGIES WILL CONTINUE THAT THAT WAS OUR GOAL FROM FROM THE FROM DAY ONE.
[00:55:01]
AND WE'VE GOT A CALL IN SESSION, I THINK THAT WE'RE TARGETING FOR HOPEFULLY EARLY SUMMER OF 2024.AND THE REST OF THE EFFORTS CONTINUE.
OKAY. SO PUBLIC SAFETY CHAIR COMMITTEE.
I WOULD JUST LIKE TO ASK SOME ADDITIONAL CONTENT IN REGARDS TO OUR FOCUS DETERRENCE MODEL.
SO TWO CALLING SESSIONS MULTIPLE VICTIMS, MULTIPLE INDIVIDUALS THAT WE SLATE AS CLIENT HAS ATTENDED.
WE ASK YOU TO TRACK THE TYPE OF SERVICES THAT ARE, THAT ARE LISTED AND KIND OF UNDERSTAND EXACTLY WHAT IS THE MOST AMOUNT OF SERVICES THAT THEY'RE NEEDING RIGHT NOW. I CAN JUST TELL YOU, THE NUMBER ONE TYPE OF SERVICE ON THAT LIST IS GOING TO BE JUST BARE ESSENTIALS.
BEING ABLE TO MAKE IT FROM DAY TO DAY, IT'S EXACTLY WHAT THEY'RE NEEDING.
ALSO, WE'RE VERY EXCITED ABOUT THAT.
WE HAVE FINISHED OUR INTERVIEWS FOR THE FOCUS DETERRENCE MANAGER.
WE WERE NOT ASKING FOR ANY ADDITIONAL APPLICANTS.
WE PROBABLY HAD PROBABLY CLOSE TO 200 PEOPLE APPLY FOR THAT POSITION.
WE ALSO HAVE FINISHED INTERVIEWS FOR THE CASEWORKER FOR THE FOCUS DETERRENCE PROGRAM AS WELL TOO.
AND SO WE'RE REALLY EXCITED ABOUT BRINGING ON PROFESSIONAL STAFF MEMBERS TO BE ABLE TO EMBRACE AND CONTINUE THE GROWTH OF THE FOCUS DETERRENCE MODEL IN REGARDS TO OUR WORKFORCE SOLUTIONS, JUST IN VISITING WITH SOUTH DALLAS EMPLOYMENT PROJECT PRETTY MUCH MEET ON A MONTHLY BASIS TO TALK ABOUT OPPORTUNITIES TO BE BETTER.
WE HAVE ADDED ALSO WITH THE SUPPORT OF SOUTH DALLAS EMPLOYMENT AND GOING THROUGH THE SOUTH DOWNS EMPLOYMENT, OTHER WORKFORCE SOLUTIONS TO BE ABLE TO COME IN AND OFFER JOBS AND JOB TRAINING TO THESE FUTURE AND CURRENT CLIENTS.
WE'RE WORKING WITH TDCJ AND WITH COUNTY PROBATION TO DO OUR BEST TO MAKE FOCUS DETERRENCE, PART OF A CONDITION OF PROBATION OR AS OR AND OR A CONDITION OF PAROLE.
ACTUALLY JUST GOT THE PHONE WITH D.A.
CREUZOT PRIOR TO THIS MEETING.
HE'S INCREDIBLY SUPPORTIVE AND IS GOING TO PARTNER WITH US IN THAT ENDEAVOR AS WELL.
YOU KNOW, WHEN YOU LOOK AT IN CLOSING, REALLY BEFORE WE WENT TO QUESTIONS, WHEN YOU LOOK AS WE SIT HERE TODAY, IN ADDITION TO WHAT DOCTOR SMITH PUT OUT WE ARE, YOU KNOW, OUR AGGRAVATED ASSAULTS AS OF TODAY, FOR THE FIRST, A LITTLE OVER A QUARTER.
NOW WE'RE DOWN OVER 25%, 487 LESS VICTIMS OF AGGRAVATED ASSAULT.
MURDER. WE'RE DOWN ALMOST 27%.
21 LESS VICTIMS OF MURDER COMPARED TO LAST YEAR.
AT THIS TIME ROBBERY IS TRENDING DOWN.
ALTHOUGH WE HAVE STRUGGLED WITH OUR BUSINESS ROBBERY FOR A MYRIAD OF REASONS, BUT TOTAL ROBBERY IS TRENDING DOWN FOR A TOTAL LET ME BACK UP, BECAUSE ONE IMPORTANT THING. WHEN WE TALK ABOUT SHOOTING VIOLENT CRIME OFFENSES SHOOTING VIOLENT CRIME OFFENSES IN THE CITY AS THEY PRETEND MURDER, AN ASSAULT OR ROBBERY ARE DOWN ALMOST 40% 419 LESS OFFENSES OF SHOOTING VIOLENT CRIME.
I CAN'T THANK DOCTOR SMITH, DOCTOR TILLER AND THE REST OF THE UTSA TEAM ENOUGH.
AS YOU ALL KNOW THE START OF THIS CRIME PLAN BEGAN IN THE FALL OF 2020.
WE THANK KEVIN ODIN AND HIS TEAM FOR THE EFFORTS.
OBVIOUSLY, THE MEN AND WOMEN OF THE DALLAS POLICE DEPARTMENT.
PROUDER OF A GROUP OF INDIVIDUALS EVERY COMMANDER, WHETHER THEY'RE SITTING BEHIND ME OR WORKING TODAY THEIR BUY IN HAS BEEN NOTHING SHORT OF EXTRAORDINARY.
AGAIN, AS WE SIT HERE, THIS IS NOT A CELEBRATION.
THIS IS NOT A TOUCHDOWN DANCE.
BUT THIS IS A TIME OF REFLECTION.
TO SEE THE WORK THAT THESE MEN AND WOMEN CONTINUE TO DO.
THE PROGRAM IS GOING TO BE INCREDIBLY IMPORTANT, BUT THIS IS NO TIME TO LET DOWN.
THIS IS A TIME TO PUT OUR FOOT ON THE GAS AND CONTINUE ON OUR GOALS WITH THE CITY OF DALLAS.
AND SO WITH THAT, WE'LL OPEN UP TO QUESTIONS.
[01:00:02]
WELL, THANK YOU, DOCTOR SMITH.AND IT'S REALLY REMARKABLE WHAT'S HAPPENED.
AND, YOU KNOW, YOU JUST SAID 600 LESS VICTIMS OF VIOLENT CRIME.
SO, YOU KNOW, THANK YOU FROM THE BOTTOM OF MY HEART FOR THE EFFORT THAT YOU AND ALL OF YOUR STAFF ARE PUTTING IN TO MAKING THIS HAPPEN, AND THE DIFFERENCE IT'S MAKING IN THE LIVES OF THE PEOPLE IN DALLAS.
I KNOW WHEN I OPENED THIS PAST WEEK'S CRIME REPORTS, I JUST COULDN'T BELIEVE IT.
MURDERS ARE DOWN 28.77% COMPARED TO LAST YEAR.
AND I KNOW YOU ALWAYS SAY DON'T CELEBRATE YET, RIGHT? YOU DON'T WANT TO JINX IT, BUT THAT'S 21 LESS PEOPLE MURDERED THIS YEAR COMPARED TO LAST YEAR.
AND SO REALLY, THANK YOU FOR YOUR HARD WORK.
I'M SO GLAD WE'VE HAD THE GUIDANCE AND DATA AND THOUGHTFUL ANALYSIS THAT HAS COME FROM OUR PARTNERS.
WHO HAS QUESTIONS? I SEE. COUNCIL MEMBER STEWART, YOU ARE OKAY.
AND THE PROPERTY OWNERS ARE THE BOARD MEMBERS.
AND THE BOARD MEMBERS SAID TO ME, WE NEED YOU TO REDUCE CRIME ON SKILLMAN.
I SMILE NOW BECAUSE I THINK I SAID, SURE, NOT HAVING ANY IDEA WHAT I WAS UP AGAINST.
AND OBVIOUSLY I WAS PARTNERING WITH THE NORTHEAST DIVISION WITH, WITH THE NPOS AND DUG INTO LOOKING AT CRIME STATS, LOOKING AT THE NUMBERS, LOOKING AT WHERE THE CRIME WAS OCCURRING.
IT WAS OCCURRING IN THE APARTMENT COMPLEXES SO I COULD FIGURE SOME OF IT OUT.
AND WE DID GET OUR EMP PATROLS FOCUSED IN A CERTAIN WAY.
AND OUR COMMUNITY ENGAGEMENT MADE A HUGE DIFFERENCE.
AND WE WERE WORKING WITH PROPERTY MANAGERS VERY CLOSELY.
AND, AND THAT'S, THAT'S STILL GOING ON, BUT.
YOU KNOW, OUR ABILITY TO CHANGE THOSE NUMBERS.
WE SAW SOME REDUCTIONS, BUT IT WAS HARD.
IT WAS I MEAN, 60% OF OUR BUDGET WAS GOING TOWARDS PUBLIC SAFETY.
AND WE, WE WERE MOVING THE NEEDLE JUST A FRACTION.
SO I HAVE TREMENDOUS RESPECT IS WHERE I'M GOING WITH ALL OF THAT STORY, TREMENDOUS RESPECT FOR THE PROGRESS THAT YOU ALL HAVE MADE AND FOR FIGURING OUT WHAT THAT COMBINATION IS WITH THE GRIDS, THE PEONIES, AND THEN THE FOCUS, DETERRENCE.
THAT'S. ANYWAY, IT'S NOTHING SHORT OF A MIRACLE FROM MY PERSPECTIVE.
JUST HAVING LOOKED AT IT FOR A NUMBER OF YEARS AND JUST NOT KNOWING HOW IT JUST IT FELT LIKE A WALL THAT WE COULDN'T PENETRATE, THAT WE COULDN'T GET OVER.
AND YET HERE WE ARE MAKING HUGE STRIDES.
SO REALLY, HATS OFF AND THANK YOU.
AND YES, I READ YOUR REPORTS AS WELL.
I HAD SOMEONE ASK ME TODAY WHAT WAS THE MOST IMPORTANT THING OF OUR MEETING TODAY? AND I SAID, OH, IT'S DOCTOR SMITH'S REPORT.
YOU OBVIOUSLY HAVE OUR SUPPORT.
WE ARE GOING INTO SUMMER MONTHS.
SO WE WILL DOUBLE WHATEVER YOU NEED FROM US TO TO DOUBLE DOWN.
I DO HAVE ANOTHER PEONY ADDRESS FOR YOU.
I CAN'T, I CAN'T NOT SAY THAT.
SORRY, BUT THAT'S THAT'S ALL FOR NOW.
THANK YOU, COUNCILMEMBER WILLIS.
AND IT SOUNDS LIKE THIS MIX THAT'S REALLY IMPORTANT IS TO RECOGNIZE ITS HOT SPOT, ITS PLACE NETWORK INVESTIGATIONS AND ITS FOCUSED DETERRENCE AND HOW DALLAS IS DOING THIS AND SEEING THESE NUMBERS.
I MEAN, THIS IS ABSOLUTELY INCREDIBLE.
AND I WANT TO BE SURE THAT OUR RESIDENTS UNDERSTAND THAT SOMETIMES THE MANTRA OUT THERE ABOUT CRIME IN DALLAS THESE ARE REAL NUMBERS AND REAL RESULTS AND REAL WORK. THE WOMEN AND MEN OF DPD, THANK YOU SO MUCH FOR WHAT YOU DO FOR US EVERY SINGLE DAY.
AND TO SEE IT TRANSLATE THIS WAY, AND YOUR WORK IN PULLING IT TOGETHER SO WE CAN ABSORB IT AND THEN CONTINUE WORKING ON IT IS VERY MEANINGFUL ALONG THAT LINE.
I WANT TO THINK ABOUT IN PLACE NETWORK INVESTIGATIONS ON PAGE 31 OF THE EVALUATION.
[01:05:03]
IT DOES SOUND LIKE WHILE WORK HAS BEEN DONE, THE JOB FAIR, THE FAMILY VIOLENCE WORKSHOPS DID NOT HAPPEN.AND I JUST WANT TO SEE WHERE WHERE HELP IS NEEDED ON THAT BECAUSE I KNOW THE FAMILY PLACE HAS PROGRAMS AROUND AND ADVISORY COUNCIL SPECIFIC TO THE VICTIMOLOGY THAT WE SEE ON FAMILY VIOLENCE CASES FOR HISPANIC WOMEN, FOR AFRICAN AMERICAN WOMEN, AND THEN EVEN A PROGRAM, THE BATTERERS AND PREVENTION.
AND SO I DON'T KNOW IF DPD IS FEELING ALL OF THIS ON YOUR SHOULDERS OR HOW WE CAN HELP CONNECT AND MOVE THAT FORWARD SO WE DON'T HAVE ZEROS IN THOSE COLUMNS. I REALLY WANT TO SEE SOME PROGRAMS. SO COUNCIL MEMBER.
WHILE THIS REPORT ENDS IN NOVEMBER 2022.
SO HERE IN THE LAST 4 TO 5 MONTHS, THERE'S BEEN SIGNIFICANT WORK IN THOSE AREAS.
AND SO WHEN WE HAVE THE NEXT REPORT OUT BY DOCTOR SMITH, YOU'LL SEE A LOT OF OTHER DEVELOPMENT.
WE NOW HAVE A NEW DATABASE OF CONTACT INFORMATION FOR ALL THE RENTERS THAT LIVE THERE.
WE ALSO HAVE PARTNERED WITH A COMMUNITY PARTNER TO DO SOME BEAUTIFICATION PROJECTS.
BUT ALSO THEY DO HAVE A WORKFORCE SOLUTION PIECE IN THEIR ORGANIZATION.
AND SO THAT'S GOING TO BE LAYERED ON TOP OF ALL THE PARASITES.
AND MATTER OF FACT, WE'LL BE DOING SITE VISITS NEXT WEEK.
BUT THAT NEW SO YOU'RE SAYING SOME HAVE HAPPENED IN THE PAST.
TREMENDOUS. A LOT HAS HAPPENED.
OKAY. OKAY. THAT'S WELL THAT'S GOOD TO KNOW.
GOING BACK JUST REAL QUICK, CHIEF, YOU HAD TALKED ABOUT VISITING WITH DA CREUZOT ON DALLAS COUNTY PROBATION AND TDCJ HAVING REQUIRING SUPERVISEES TO ATTEND OUR PROGRAMS. AND, I MEAN, IT LOOKED LIKE THERE ARE EFFORTS ONGOING.
WHAT DO WE NEED TO DO TO HELP MAKE THAT HAPPEN? WE JUST NEED TO BRING PEOPLE TO THE TABLE TO HAVE THESE CONVERSATIONS.
CERTAINLY. THERE'S DATA ACTUALLY, IN SPEAKING WITH DA CREUZOT THAT INDIVIDUALS THAT ARE UNDER SUPERVISED PROGRAMS SUCH AS THIS ACTUALLY TEND TO DO MUCH BETTER THAN WHEN THEY'RE NOT. IN ADDITION TO THE METRICS THAT WE ALREADY HAVE IN PLACE THAT DOCTOR SMITH WENT THROUGH WITH REGARDS TO THE INDIVIDUALS THAT ARE IN OUR FOCUS RETURNS PROGRAM AND TALKING TO DA CREUZOT, WE FEEL PRETTY CONFIDENT THAT IF WE CAN GET THE RIGHT PEOPLE AROUND THE TABLE IT'S CERTAINLY A WORTHWHILE ENDEAVOR.
IT IS ALSO ONE OF THE THINGS THAT I PUT FORWARD IN THE DPD'S LEGISLATIVE PRIORITIES TO HAVE INDIVIDUALS BE A CONDITION OF EITHER PAROLE OR PROBATION, THAT IF THEY'RE GETTING RELEASED BACK TO MUNICIPALITIES THAT HAVE REENTRY PROGRAMS SUCH AS OURS THAT THEY ARE REQUIRED TO ATTEND AS A CONDITION OF THEIR PAROLE OR PROBATION? I'M HOPEFUL THAT WE CAN GET THINGS MOVING WELL BEFORE LEGISLATIVE SESSION.
IT'S ABOUT MAKING ALL OUR CITIES SAFE.
SO IF WE CAN DO SOMETHING HERE IN DALLAS, THAT COULD BE A MODEL FOR THE REST OF THE STATE.
BECAUSE AGAIN, YOU GO BACK TO THE NUMBERS.
NO RE-ARREST ON A FIREARM KIND OF A CRIME.
I THINK THERE ARE A LOT OF PEOPLE WHO'D BE INTERESTED IN THAT.
NO. AND I WAS JUST GOING TO SAY COUNCILWOMAN TO YOUR POINT, I MEAN, THESE ARE INDIVIDUALS WE HAVE WE DO NOT HAVE WE HAVE NOT HAD WE DON'T HAVE A STICK TO GET THEM TO THESE, TO THESE CALL IN SESSION.
THAT'S WHAT WE'RE MISSING OUT ON AT THIS POINT.
AND THAT'S WHAT WE NEED TO GET GOING.
BUT I FEEL THAT WE HAVE THE RIGHT PEOPLE.
IN LINE WAS A MEETING SET UP WITH DA CREUZOT WITH STAFF THIS DISCUSSION.
AND AGAIN, AS YOU HEARD ME SAY MANY TIMES, WE ARE NOT A CURE TO THE DISEASE.
GOOD DEAL. AND DOCTOR SMITH, I ASK THIS EVERY TIME, BUT NOW IT SEEMS LIKE WE MAY HAVE ENOUGH DATA TO START GETTING AT THIS, BUT WE SEE THE HOTSPOT OR THE GRIDS, AND THEN WE SEE THE CATCHMENT AREAS, AND THERE'S BEEN A DECLINE IN CRIME THERE.
SO MY QUESTION IS ALWAYS DO WE KNOW WHEN TO COME BACK IN AND PULSE SOME AWARENESS? I MEAN, YOU KNOW, WHEN DO WE DO WE WAIT FOR SOMETHING TO FLARE UP.
[01:10:09]
ANOTHER PULSE THERE JUST TO MAKE SURE IT STAYS TAMPED DOWN.THANK YOU. AND THE HOTSPOT STRATEGY WAS DESIGNED FROM THE OUTSET.
AND IT AND IS REMAINS TO THIS DAY A COMPLETELY DATA DRIVEN STRATEGY.
WE ARE DPD REDEPLOYS ITS OFFICERS TO NEW HOTSPOTS EVERY 60 DAYS BASED ON THE ANALYSIS THAT ME AND MY TEAM DO. AND WE'RE FINDING NOW ABOUT SOMEWHERE ABOUT A THIRD OF THE OF OUR GRIDS WILL ROLL OVER TO THE NEXT PERIOD, MEANING WE TREATED THEM.
THEY'RE STILL NEAR THE TOP OF OUR OUR LIST.
THEY ROLL OVER TO THE NEXT PERIOD, BUT THAT MEANS THAT TWO THIRDS OF THEM ARE NOT.
BUT THE STRATEGY ITSELF IS DESIGNED TO ALWAYS TAKE THE PULSE OF WHAT'S HAPPENING WITH RESPECT TO CRIME IN DALLAS, WHERE IT'S HAPPENING BY PLACE IN A VERY FINITE YOU KNOW, MANNER, IN A VERY FINITE MANNER.
AND SO YOU KNOW, THIS IS A STRATEGY THAT HAS BEEN, I THINK, THE BEDROCK OF OUR SUCCESS.
AND WE CONTINUE TO ALONG WITH DPD MONITOR WHERE CRIME IS GOING AND WHERE IT'S HAPPENING IN REAL TIME CONSTANTLY.
OKAY. THANK YOU, MAYOR PRO TEM ATKINS.
THANK YOU. THANK YOU, CHAIRMAN, I THANK Y'ALL.
YOU KNOW, WITH A HOTSPOT POLICY.
WHAT HAVE WE LEARNED? I MEAN, WHAT HAVE WE LEARNED WITH HOTSPOT DO? DO WE LEARN THAT WE NEED TO COME BACK EVERY 60 DAYS? OR WHAT IS THE TREND? WELL, I THINK WE'VE LEARNED THAT HOT SPOTS POLICING WILL REDUCE CRIME BY ABOUT HALF IN THE LOCATIONS WHILE THEY'RE BEING TREATED.
SO YOU CAN WE AND WE HAVE CONSISTENT DATA NOW THAT SOME WE WILL CUT VIOLENT CRIME BY ABOUT 40 TO 50% IN THE TREATED HOT SPOTS WHILE THEY'RE BEING TREATED. WE KNOW THAT THAT TREATMENT EFFECT WILL PERSIST FOR ABOUT 90 DAYS AFTER TREATMENT ENDS.
AND THERE'S THERE'S LOTS OF LITERATURE OUT THERE THAT WOULD SUPPORT THAT.
BUT WE ACTUALLY CAN MEASURE THAT EMPIRICALLY HERE IN DALLAS.
SO ONCE WE MOVE, REMOVE THAT POLICE OFFICER FROM A TREATED HOT SPOT.
THAT HOT SPOT IS STILL GETTING THE BENEFIT OF THE TREATMENT, AND IT WILL CONTINUE TO BENEFIT FROM THAT TREATMENT FOR ABOUT 90 DAYS BEFORE CRIME WILL BEGIN TO TREND BACKWARD, BACK UPWARD.
BUT SINCE WE'RE CONSTANTLY ASSESSING WHERE CRIME IS AND WHERE IT'S HAPPENING IF CRIME BEGINS TO GO BACK UP IN THAT LOCATION, THERE'S A GOOD CHANCE IT WILL COME BACK AROUND ON OUR LIST AND WE'LL TREAT IT AGAIN.
AND WE'VE, WE'VE HAD SOME OF OUR GRIDS THAT WE'VE TREATED MULTIPLE TIMES.
THE ONES THAT HAVE BEEN THE MOST PROBLEMATIC ARE NEW LOCATIONS.
WE'VE WE'VE TURNED THEM INTO P AND I LOCATIONS.
WHAT HAVE WE LEARNED? HOT SPOTS.
POLICING REDUCES CRIME SIGNIFICANTLY DURING TREATMENT.
IT WILL CONTINUE TO REDUCE CRIME FOR ABOUT 90 DAYS AFTER TREATMENT IS REMOVED.
AND BECAUSE WE ARE TREATING THE MOST CRIMINOGENIC OR THE MOST CRIME PRODUCING PLACES IN DALLAS EVERY 60 DAYS, IN DOING SO, WE'VE BEEN ABLE TO LOWER THE LOWER THE CRIME TEMPERATURE ACROSS THE ENTIRE CITY.
AND THAT THAT IS THAT IS POWERFUL SCIENCE.
AND, CHIEF GARCIA, THANK YOU AND THANK YOU.
SO THANK YOU FOR THAT AND THOSE OPPORTUNITY.
SO WHY WHY DO WE NOT TRY TO INVEST MORE IN CAMERAS, YOU KNOW, AT DIFFERENT LOCATIONS AND HOT SPOTS AT DIFFERENT STORES OR WHAT IS WHAT IS THE ISSUE WHEN I INVEST IN MORE CAMERAS? COUNCIL MEMBER. IT'S A GREAT, GREAT POINT.
[01:15:02]
I WILL TELL YOU, CAMERAS ARE ABSOLUTELY GAME CHANGERS.AND SO THAT'S, THAT'S AN AREA THAT WE CONTINUE TO WORK ON AND WITH WHETHER IT'S THE TECHNOLOGY THAT COMES WITH THE CAMERA, NOT JUST THE CAMERA THAT SURVEILLANCE CAMERAS THEMSELVES BUT OUR ALPR SYSTEMS, OUR FLOCK SYSTEMS THERE'S GOING TO BE MORE TECHNOLOGY COMING YOUR WAY SOON.
THAT WILL CONTINUE TO BENEFIT US IN THE DEPARTMENT IN REDUCING CRIME.
BUT WE WILL LOOK AS TO WHERE WHERE WE NEED MORE AND CERTAINLY COME BACK TO YOU IF THAT'S THE CASE.
AND I'M CONFIDENT THAT WE WOULD GET YOUR SUPPORT, AS WE ALWAYS HAVE.
AND I GUESS CHAIRMAN MENDELSOHN, I KNOW THIS IS A LEGISLATIVE ISSUE OR WHATEVER, YOU KNOW, I KNOW WHEN WE HAD CAMERAS, RED LIGHT CAMERAS, WE DID HAVE RED LIGHT CAMERAS IN THE PAST.
BUT WHAT IS THE PROCESS OR PROCEDURE, MADAM CHAIR? AND MAYBE THAT'S A LEGISLATIVE ISSUE OR WHATEVER, BUT I BELIEVE THAT THOSE CAMERAS WE HAD AT THE CORNER OF THE STREET WILL HELP THE POLICE DEPARTMENT.
BUT I'M JUST WONDERING WHAT WE NEED TO DO TO PUT KNOWN RED LIGHT CAMERAS BACK ON THE CORNERS, ESPECIALLY ON HOTSPOT AREA, ESPECIALLY THE AREA THAT THAT IS, IS A CRIMINAL AND CRIME.
SO I DON'T KNOW WHAT WE CAN DO.
BUT I DO BELIEVE WE NEED TO GO BACK AND AND REVISIT THAT AGAIN.
MAYOR PRO TEM THE ITEM ABOUT RED LIGHT CAMERAS, WHICH IS DIFFERENT THAN WHAT IT WAS BEFORE IS ON THE DRAFT OF THE STATE AGENDA, AND OUR NEXT LEGISLATIVE COMMITTEE MEETING WILL ACTUALLY FOCUS ON FEDERAL.
BUT THEN THE ONE AFTER THAT WILL WILL BE ABOUT THAT.
ALRIGHTY. ARE THERE ANY OTHER QUESTIONS ABOUT OUR THREE YEAR REPORT? NO. OKAY. WELL GREAT JOB.
THANK YOU VERY MUCH FOR YOUR HARD WORK.
OUR NEXT ITEM IS THE PUBLIC SAFETY AUDIT REPORTS.
THIS ITEM WAS ACTUALLY GOING TO BE PRESENTED TO GFM, AND THE GFM COMMITTEE DEFERRED IT TO PUBLIC SAFETY BECAUSE THE AUDIT REALLY BROKE INTO THREE PIECES.
AND. TWO OF THEM ARE HIGHLY FOCUSED ON ON PUBLIC SAFETY AND HOW WE ARE DOING THAT RECRUITING.
SO WE'RE LOOKING FORWARD TO HEARING THE RESULTS.
THIS IS AN AUDIT THAT WAS SENT OUT FOR FOR COMPLETION, AND IT'S VERY THOROUGH. AND I WILL BE QUESTIONS FOR DPD AND DFR BASED ON THE AUDIT RESULTS.
DO YOU KNOW IF WE HAVE HR HERE AS WELL? I DON'T BELIEVE THEY ARE, BUT I CAN CHECK TO SEE IF SOMEONE IS AVAILABLE.
IT'D BE GREAT IF THEY WERE AVAILABLE BY THE TIME WE HAVE QUESTIONS.
I'M RORY GALDER, AN AUDIT MANAGER IN THE OFFICE OF THE CITY AUDITOR.
AND I'M HERE TO BRIEF YOU ON THE AUDITS OF TALENT ACQUISITION.
THIS REPORT WAS A COMBINATION OF THREE AUDITS THE AUDIT OF TALENT ACQUISITION, WHICH COVERED THE RECRUITMENT AND HIRING PROCESS FOR ALL NON-UNIFORM EMPLOYEES AT THE CITY OF DALLAS, THE AUDIT OF DALLAS FIRE RESCUE DEPARTMENT AND THE AUDIT OF DALLAS POLICE DEPARTMENT COVERED THE UNIFORMED RECRUITMENT AND SELECTION PROCESS.
WE ALONG WITH THE SCOPE WAS THE TWO FISCAL YEAR STARTING IN 2020 AND OK 2022.
THE AS FAR AS RECOMMENDATIONS GO, THERE WERE 34 TOTAL RECOMMENDATIONS IN THE REPORT.
NINE OF THOSE RECOMMENDATIONS WERE COMMON ACROSS ALL REPORTS.
EIGHT RECOMMENDATIONS WERE DIRECTED TO THE DALLAS FIRE RESCUE DEPARTMENT.
ONE WAS THE DEPARTMENT ACCEPTED THE RISK.
ALL OF THEM WERE RATED AS LOW RISK RECOMMENDATIONS.
THERE WERE SIX RECOMMENDATIONS DIRECTED TO THE DALLAS POLICE DEPARTMENT.
[01:20:04]
ONE WAS A HIGH RISK RATED RECOMMENDATION AND THE REST WERE LOW RISK.FOR THE RECOMMENDATIONS MADE TO THE DALLAS FIRE RESCUE DEPARTMENT WERE ADDRESSED TO THE ACTUAL RECRUITING STAFF OF THE DEPARTMENT, ALONG WITH WAYS TO IMPROVE THE RECRUITMENT AND SELECTION PROCESS.
PLEASE KNOW WHAT THE REMAINING FOUR RECOMMENDATIONS MAIER THAT THE DALLAS FIRE DEPARTMENT ALONG THE CAROUSEL INTERVIEW BOARD AND ORDERED OFF. NEXT SLIDE, PLEASE.
AND WITH THAT I'LL OPEN UP FOR ANY QUESTIONS.
OKAY. WHY DON'T YOU GO THROUGH THOSE NINE COMMON RECOMMENDATIONS IF YOU DON'T MIND.
OKAY. AND THEN WE'LL GO TO THE NEXT SECTION.
DO YOU WANT ME TO READ THEM OR ARE YOU OKAY? FIRST ONE WAS TO ESTABLISH AND REPORT ON THE KEY PERFORMANCE METRICS TO INFORM MANAGEMENT OF THE PROGRAMS TOWARDS MEETING THE CITY'S RACIAL EQUITY PLAN.
NUMBER FOUR WAS TO ALLOCATE SUFFICIENT BUDGET AND RESOURCES TO CONTINUE TO FULLY IMPLEMENT ONE SOFTWARE PLATFORM THAT ALLOWS MORE EFFICIENT WORKFLOWS SINGLE ELECTRONIC SUBMISSION OF APPLICATIONS AND HIRING DOCUMENTS, REPORTING ON APPLICATION DEMOGRAPHIC INFORMATION, AND MEANINGFUL INTER-DEPARTMENTAL COMMUNICATIONS THROUGH THE HIRING PROCESS.
NUMBER FIVE WAS TO ASSIGN A SINGLE CITY DEPARTMENT TO OVERSEE MARKETING AND ADVERTISING, AIMED TO HIRING QUALITY PUBLIC SERVANTS CITYWIDE AND INCREASING BRAND AWARENESS ON A QUALITY EMPLOYEE.
NUMBER SIX IS THE HUMAN RESOURCE DIRECTOR.
DEVELOP A 30, 60 AND 90 DAY NEW HIRE ORIENTATION GUIDE.
CREATE A NEW HIRE FEEDBACK SURVEY FOR BOTH CIVIL SERVICE, CIVIL SERVICE AND NON CIVIL SERVICE POSITIONS TO ISSUE AT THE END OF THE 90 DAYS TO SOLICIT FEEDBACK. INCLUDE AN OPTION FOR NEW HIRES TO SPEAK DIRECTLY WITH THE HUMAN RESOURCE DIRECTOR REPRESENTATIVE.
NUMBER SEVEN WAS TO ELIMINATE THE CANDIDATE FREEZE RULE.
NUMBER EIGHT IS TO ENSURE SIMILAR RULES REGARDING TEST TAKING.
VALIDATION EXISTS FOR ONLINE CIVIL SERVICE TESTS, AS THEY DO FOR IN-PERSON CIVIL SERVICE TESTS.
NUMBER NINE CIVIL SERVICE DIRECTOR DEVELOP A 30, 60 AND 90 DAY NEW HIRE ORIENTATION GUIDE.
OKAY. SO HOW DO YOU WANT TO HANDLE THIS? I'LL TELL YOU THAT COUNCIL MEMBER.
WILLIS, YOU AND I SERVED ON THE GPM COMMITTEE WHEN THIS ORIGINALLY KICKED OFF.
AND THEN HERE WE ARE BACK AT PUBLIC SAFETY.
SO YOU'VE HAD A LOT OF INPUT, AND YOU SORT OF TOOK THIS ON AS A BIG PROJECT.
DID YOU WANT TO START OFF WITH QUESTIONS? SURE. I'M HAPPY TO.
AND I DO THINK ON THE GENERAL RECOMMENDATIONS, THAT IS PROBABLY GOING TO BE A GPM THING TO TACKLE.
AND THERE ARE SOME CONCERNING ITEMS THERE, BUT I CAN TOUCH ON A COUPLE OF THINGS.
SO. IS THAT THERE? THERE IS NO FRO A RADICAL PROCESS THAT IS CRAZY RIGHT NOW.
THE MAIN REASON FOR THE MASK IS THE FACT THAT VENDOR THAT ACTUALLY COME DOES THE TEST.
THEY FAIL SOMEHOW. ODDLY, THERE'S A SECOND TEST AND THAT DOES THE SECOND GO ALSO.
[01:25:01]
SO THERE'S INCENTIVE THERE TO ALL APPLY JOBS BECAUSE THEY CAN GET MORE ADDITIONAL REVENUE OF WHAT'S DOING THE SECOND TEST, YOU KNOW.SO THAT'S THE FIRST LIST THAT WAS CONSIDERED HIGH RIGHT.OK.
THE SECOND REASON IS THAT FOR THAT, THERE REALLY ISN'T AN IT IS A PROCESS IF YOU FAIL THAT TEST.
BUT THE SMART REASON IS THE FACT THAT THAT SAME VENDOR GETS TO DO BOTH TESTS AND.
SO I MEAN, ONE OF OUR, OUR ISSUES IS, YOU KNOW, WHEN YOU HAVE SOMEONE WHO'S INTERESTED, HAVING THEM GO THROUGH WHAT, YOU KNOW, SOME ASPECTS OF, OF THE PROCESS ARE JUST FINITE AND THAT YOU'VE GOT TO DEAL WITH.
ABOUT HOW MUCH TIME DO YOU THINK IS, IS IS DELAYING IN THERE THAT THIS IS COSTING US? WELL, I WOULD HAVE TO REFER YOU TO THE ACTUAL TIMELINES THAT WERE GIVEN IN THE REPORT.
I MEAN, I'M LOOKING AT DPD RIGHT NOW, BUT BPD OKAY, WE'LL GO TO DPD.
I CAN ADD TO THAT IF YOU'D LIKE.
AS FAR AS EXCUSE ME, AS FAR AS THE ACTUAL COLLAPSING THAT TIME, I COULD NOT GIVE YOU A SPECIFIC ANSWER AT THIS POINT, BUT IT'D BE MORE OF AN ANALYSIS AGAIN, OF WHAT YOU WOULD BE BREAKING OFF OR WHAT YOU WOULD BE ABLE TO SHORTEN.
AT THE DIRECTION OF THE CHIEF, WE REDUCED THAT DOWN TO 30 DAYS.
SO THE TOTAL TIME FROM WALKING IN AFTER CIVIL SERVICE TO GETTING COMPLETE IS 92 DAYS FOR DPD.
OKAY. AND SO THAT WAS ACCEPTED, TOO.
I THINK I'LL GO TO ON DHFR NUMBER SEVEN AND EIGHT AROUND THE CANDIDATE INTERVIEW BOARD MEMBERS.
SO IS THERE ANY TRAINING THAT EXISTS FOR THESE CANDIDATE INTERVIEW BOARD MEMBERS RIGHT NOW? YES. OUR HR DEPARTMENT MAKES SURE THAT EACH MEMBER GOES THROUGH THE PROCESS OF SITTING DOWN, LEARNING HOW TO RATE THE CANDIDATES AND WHAT EACH RATING, THE DEFINITION BEHIND EACH RATING, AND HOW TO RATE IT RATE THE CANDIDATES DURING THE INTERVIEW PROCESS. SO IT SOUNDS LIKE IT EXISTS, BUT I'M LOOKING AT THE FIRST WINDOW OR WORD ON THIS STATEMENT THAT SAYS ENSURE.
SO THE PROCESS EXISTS, BUT THERE MAY BE IT'S NOT BEING ENSURED THAT EACH EACH BOARD MEMBER IS BEING TRAINED OR WHAT'S THE THIS RISK ITEM.
IF THERE'S A PROCESS, WHY IS IT SHOWING UP HERE? IT'S NUMBER SEVEN ON THE RECOMMENDATIONS FOR GFR.
BOARD MEMBER TRAINING IS PROVIDED ON THE USE OF THE CANDIDATE RATING CRITERIA.
SO CHIEF ARTIST JUST SAID THAT A PROCESS EXISTS AND TRAINING EXISTS.
SO THESE ARE PRETTY CLOSELY INTERTWINED.
RIGHT. AND I BELIEVE SOME OF THE MEMBERS THAT GO THROUGH THE TRAINING AND THEN SOME OF THE NEWER MEMBERS MAY HAVE TO GO THROUGH THE TRAINING AGAIN, WHEREAS THE OLDER MEMBERS THAT HAVE BEEN THROUGH THE TRAINING, IT'S THE SAME TRAINING THAT THEY'VE HAD THE LAST YEAR, AND SOME OF THE OTHER MEMBERS OF THE NEWER MEMBERS HAVE TO GO THROUGH IT.
SO WHAT I'M BELIEVING HE'S PROBABLY REFERRING TO IS THAT YOU PROBABLY NEED TO DO THE TRAINING YEARLY INSTEAD OF ONCE YOU'VE BEEN THROUGH THE TRAINING, YOU KIND OF KNOW HOW TO RATE THE CANDIDATES WHAT'S EXPECTED ON THE INTERVIEWS.
[01:30:02]
SO THAT'S WHAT I'M PROBABLY THAT'S WHAT I'M THINKING IS PROBABLY.OKAY. WELL, AND IF YOU'RE HAVING TO READ THROUGH EVERYTHING, MAYBE WE CAN FOLLOW UP ON THAT.
BUT I'M JUST I'M WONDERING IT'S SHOWING UP HERE FOR A REASON.
AND I DON'T KNOW IF IT'S BECAUSE IT SHOULD BE ANNUAL.
I'M JUST WONDERING WHY THIS MADE IT ON TO THE RADAR.
AND SO THE PEOPLE THAT WE INTERVIEWED THAT WERE ON THOSE BOARDS, YOU WOULD SEE DIFFERENCES IN, IN WHAT THEY WOULD DECIDE WHAT WOULD BE A GOOD CANDIDATE VERSUS A NON GOOD CANDIDATE.
SO WE WERE JUST SAYING THAT THEY SHOULD BE A LITTLE BIT CLEARER DEFINITION AND MAYBE GIVE SOME EXAMPLES OF WHAT YOU WOULD CONSIDER AS A QUALIFIED CANDIDATE OR HIGHLY QUALIFIED OR JUST AN AVERAGE CANDIDATE.
SO MAYBE MORE CONSISTENT, A LITTLE MORE A LITTLE MORE CONSISTENT, A LITTLE BIT MORE DEFINITION, A LITTLE BIT MORE SPECIFIC EXAMPLES OF WHAT YOU REALLY ARE LOOKING FOR WHEN YOU'RE INTERVIEWING THE CANDIDATES.
OKAY. THANKS. I'M HAPPY TO KNOW WHO ELSE HAS ANY QUESTIONS.
NO. I HAVE A COUPLE QUESTIONS.
OKAY. SO STARTING WITH THE RECOMMENDATIONS TO THE FIRE DEPARTMENT RECOMMENDATIONS SIX AND SEVEN TO CLARIFY FOR THE FIRE DEPARTMENT, HUMAN RESOURCE SELECTION.
REQUIREMENTS. THERE'S THERE'S AN ITEM IN HERE THAT TALKS ABOUT THIS.
HAS THAT ALREADY BEEN CHANGED OR THAT'S SOMETHING YOU'RE GOING TO CHANGE? YES, MA'AM. THAT IS SOMETHING THAT GFR IS LOOKING AT AND WE ARE GOING TO CHANGE.
SO WE ARE LOOKING AT AND DEVELOPING AND WE'RE GOING TO DEVELOP SOME TRAINING FOR THAT.
SO RIGHT NOW WHEN YOU'RE LOOKING FOR A PANEL TO DO THE INTERVIEWING, MY UNDERSTANDING IS THAT YOU JUST SORT OF DO LIKE AN ALL CALL WHO'S AVAILABLE TO DO IT AS OPPOSED TO HAVING SOME VERY HAVING LIKE A GROUP THAT'S ALREADY SORT OF PRE TRAINED PRE.
DESIGNATED. IS THAT RIGHT? THE. IT'S IT'S A GROUP OF MEMBERS THAT HAVE BEEN TRAINED ON HOW TO DO THE INTERVIEWS.
AND SO WITH THIS NEW PROCESS, WHERE WE'RE LOOKING AT IS HOW TO DO THAT TO WHERE IT'S NOT SO BOXED IN FOR EACH CANDIDATE, AND MAKING SURE THAT EACH ONE OF THE INTERVIEWS ARE THE SAME.
THAT WAY, EVERYBODY THAT WAY, EVERYBODY CAN HAVE THE SAME TYPE OF INTERVIEW AND CAN BE GRADED THE SAME WHERE AS LOOKING AT THIS NEW PROCESS, WE WANT TO MAKE SURE THAT EACH CANDIDATE IS ASKED THE SAME QUESTIONS.
SO IT'S NOT WHERE ONE CANDIDATE MAY BE ANSWERING THE QUESTION AND ANOTHER CANDIDATE MAY BE NOT.
AND YOU DIDN'T ASK THE OTHER THE FIRST CANDIDATE TO GO MORE IN DEPTH WITH THEIR ANSWER.
I MEAN, I THINK IT'S NECESSARY, AND EVEN IF THERE'S JUST ONE PERSON ON THE PANEL THAT HAS BEEN HIGHLY TRAINED IN MAYBE EVEN REPHRASING THE QUESTION IF THE ANSWER WAS NOT FULLY DEVELOPED AS EXPECTED, SO THAT IT COULD BE GRADED APPROPRIATELY.
AND I'VE HEARD FROM A NUMBER OF PEOPLE WHO HAVE DONE THIS THAT THEY'VE SEEN THIS CHALLENGE.
AND THEN MY NEXT QUESTION IS FOR POLICE ABOUT THE POLYGRAPH TESTS.
HOW FREQUENTLY ARE YOU GOING TO A SECOND POLYGRAPH? WE ARE CURRENTLY NOT GOING TO A SECOND.
WE ARE EXPLORING OPTION OF TRAINING OUR OWN FOLKS TO BECOME POLYGRAPH EXAMINERS.
AND UPON A FAILURE, OUR PROPOSAL WOULD BE THEN TO SEND OVER TO DPD.
I'M SORRY, TO DFA, WHO HAS THEIR OWN POLYGRAPH TEAM.
SO THEN THAT WOULD BE THE SECOND FAILURE IF NECESSARY.
[01:35:01]
OKAY. AND THEN CAN I ASK, WOULD THAT FIT PROPER GUIDELINES? YEAH. YOU FEEL COMFORTABLE WITH THAT? GOOD. OKAY, SO THE SECOND ONE UNDER DPD IS ABOUT INCREASING COMMUNICATION BETWEEN CIVIL SERVICE AND THE RECRUITING DIVISION AND IMPROVING THE SCREENING PROCESS.WHAT CHALLENGE ARE YOU HAVING NOW THAT YOU WOULD LIKE TO IMPROVE? I'M REALLY STILL KIND OF EXPLORING THAT RIGHT NOW.
I MEAN, RIGHT NOW WE ARE GETTING THINGS POSTED, TESTED THE WAY WE NEED TO.
AND THEY'RE GETTING TO US, AND THEN WE'RE STARTING OUR PROCESS.
WILL DO. THE NEXT ONE IS ABOUT BACKGROUND INVESTIGATIONS.
SO TO TO COUNCIL MEMBER WILL'S POINT EARLIER ABOUT HOW MANY PEOPLE APPLY VERSUS HOW MANY WE CAN ACTUALLY HIRE, I THINK, YOU KNOW, THE BACKGROUND INVESTIGATION IS OFTEN A CHALLENGING ASPECT.
HOW LONG DOES IT TAKE TO GET THROUGH BACKGROUND? ON AVERAGE, THERE'S ABOUT THREE WEEKS RIGHT NOW.
OKAY. SO THE 92 DAYS FROM APPLICANT TO HIRING, IS THAT A NUMBER YOU FEEL LIKE YOU COULD SHRINK? SO WE ARE EXPLORING THAT.
WE'RE LOOKING AT SOFTWARE THAT MIGHT BE ABLE TO STREAMLINE THE PROCESS FOR OUR BACKGROUNDERS.
SO EVERYTHING IS KEPT IN ONE PLACE.
AND THEN WE'RE ABLE TO PULL DATA FROM IT IF WE NEED TO.
BUT THE OTHER THING TOO IS, I MEAN, WE'RE LOOKING AT OURSELVES AND FROM ONE SET OF EYES.
BUT WE'VE ALSO ASKED TONY RADER WITH THE THE CITY WHO'S PART OF THE EFFICIENCY REVIEW GROUP, TO COME IN AND TAKE A LOOK AT HOW WE DO OUR BACKGROUNDS FROM BEGINNING TO HIRE AND SEE IF THERE'S ANY AREAS FOR RECOMMENDATION FOR IMPROVEMENT.
OKAY. WHEN YOU'RE TALKING ABOUT THE COMMON RECOMMENDATIONS AND SPECIFICALLY ABOUT A QUALITY HIRE, OBVIOUSLY EVERY POSITION IN THE CITY HAS MINIMUM QUALIFICATIONS.
ARE YOU RECOMMENDING THAT EVERY POSITION IN THE CITY ALSO HAVE QUALITY HIRE DEFINITIONS? OR YOU REALLY THINK IT'S JUST FOR THESE TWO DEPARTMENTS? NOW THAT WAS ACROSS ALL ALL DEPARTMENTS.
LIKE YOU SAID, THERE ARE MINIMUM REQUIREMENTS.
BUT IS THAT REALLY EXACTLY WHAT YOU NEED FOR WHAT THE POSITION YOU ACTUALLY LOOKING FOR? SO IT'D BE BETTER TO HAVE A LITTLE BIT MORE OF A DEFINITION OF WHAT YOU WOULD CONSIDER A QUALITY HIRE VERSUS JUST A REGULAR MINIMUM REQUIREMENT HIRE.
SO WHEN YOU LOOK AT A SKELETON FORM THAT THAT SAYS, YOU KNOW, JOB MINIMUM QUALIFICATIONS, PHYSICAL, YOU KNOW, EDUCATION. ARE YOU PROPOSING A WHOLE NEW SECTION THAT SAYS THIS? THIS WILL BE OUR QUALITY HIRE DEFINITION.
IS THAT HOW YOU'RE ENVISIONING THAT? YES. OKAY.
AND THEN THE NEXT QUESTION IS RECOMMENDATION THREE APPOINT A DEPARTMENT TO OVERSEE AND CHAMPION THE CITYWIDE TALENT ACQUISITION STRATEGY OF CITY EMPLOYEES. AND I READ THAT AND I THINK, WELL, ISN'T THAT HR OR.
THE POINT IS, IS THAT AT THIS POINT, WE DON'T REALLY SEE SOMEBODY THAT CHAMPIONS.
THERE'S NOT A LOT OF INTERCOMMUNICATION OF WHAT'S AVAILABLE.
AND I THERE'S WE'RE NOT SEEING A LOT OF COMMUNICATIONS WHERE, FOR EXAMPLE, THE POSITION IS OPEN IN ONE DEPARTMENT AND THEY'RE NOT LOOKING FOR OTHER DEPARTMENTS ADVERTISING IT, MAKING THEM AWARE OF THAT.
AND SO REALLY THERE'D BE SOMEBODY THAT WOULD CHAMPION THE WHOLE CITY'S PROCESS.
SO WAS THAT AN AUDIT FINDING FOR I BELIEVE IT WAS.
I'LL HAVE TO GO BACK AND TAKE A LOOK AT IT.
BUT I DO BELIEVE THAT WAS DIRECTED TO THE.
WE'RE JUST SAYING THE CITY MANAGER SHOULD HAVE THAT.
SO THEY SHOULD BE MAKING THAT DECISION.
BUT HR WOULD SEEM TO BE A LOGICAL PLACE TO PUT IT.
YES. WELL, THERE WERE A LOT OF AUDIT FINDINGS THAT YOU DID DIRECT TO THE CITY MANAGER THAT I BELIEVE ARE PROCESS IMPROVEMENT AND FRANKLY, QUITE NECESSARY THAT WERE, FRANKLY, THE IMPETUS FOR THIS ENTIRE AUDIT.
ON THE CHALLENGES THAT WE'VE HEARD ACROSS CITY HALL ABOUT ABOUT HIRING AND DELAYS
[01:40:01]
AND AND REALLY BIG STRUGGLES.AND I'LL JUST SKIP THE REST OF THAT.
BUT I MEAN, DON'T WE ALREADY HAVE THAT? WE'VE SPENT SO MUCH MONEY ON WORKDAY, IS THAT NOT WE ARE.
ALL WE ARE REALLY SAYING IS KEEP IT UP, WORK, USE WORKDAY, BUT GET THAT TO BE FULLY IMPLEMENTED SO THAT IT DOES PROVIDE ALL THE BELLS AND WHISTLES THAT ARE NEEDED TO PROPERLY TAKE IT THROUGH THE WHOLE PROCESS.
SO NOW THAT WE'VE PURCHASED, I THINK EVERY MODULE THAT'S EVEN OFFERED, ARE YOU SAYING THAT IT'S JUST A MATTER OF I MEAN, I BELIEVE IT'S ALL BEEN IMPLEMENTED, THAT THE DEPARTMENTS NEED TO USE IT OR THAT IT'S NOT FULLY IMPLEMENTED YET OR.
THE FIRST THING WE NEED TO KEEP IN THE BACK OF MIND IS OUR AUDIT PERIOD ENDED IN 2022.
SO THIS IS REALLY KIND OF REAFFIRMATION RECONFIRMING OF WHAT WE ARE CURRENTLY DOING.
IT'S GOOD THAT WE SPENT THAT MONEY.
SO WE'RE NOT ASKING FOR A WHOLE NEW SYSTEM.
THIS IS YEAH. YOU KNOW, AT THAT TIME A LOT OF THOSE MODULES HAD NOT YET BEEN IMPLEMENTED.
AND SO THEY ARE BEING IMPLEMENTED NOW.
AND, YOU KNOW, SOME OF THE. THE BUGS ARE BEING WORKED OUT OF THEM.
SO OF ALL OF THE ITEMS THAT YOU'VE HAD IN THE AUDIT, THE ONE THAT GAVE ME THE MOST PAUSE IS THIS NEXT ONE, WHICH IS ASSIGN A SINGLE CITY DEPARTMENT TO OVERSEE MARKETING AND ADVERTISING AIMED AT HIRING QUALITY PUBLIC SERVANTS CITYWIDE, AND INCREASING BRAND AWARENESS AS A QUALITY EMPLOYER.
SO THIS IS A VERY LOGICAL STATEMENT.
AND. IF I DIDN'T WORK AT CITY HALL, I WOULD PROBABLY THINK THIS IS A GREAT IDEA.
HOWEVER, THE NEEDS OF ALL THE DEPARTMENTS ARE SO UNIQUE AND THE REALITY IS THAT MOST DEPARTMENTS DON'T WORK WELL TOGETHER OR DON'T WORK TOGETHER. I WON'T SAY, WELL, JUST DON'T.
AND SO, YOU KNOW, HERE IT WAS AT THE HORSESHOE THAT WE SAID, WELL, GOSH, DPD, WHY DON'T YOU RECRUIT ON THEIR LAND? THERE'S FIRE STATIONS ALL OVER, RIGHT? LIKE WE'RE LIKE, HEY, YOU GUYS HAVE SIMILAR, SIMILAR CANDIDATES.
I'M CONCERNED THAT WE WOULD HAVE A SINGLE DEPARTMENT THAT ISN'T QUITE MEETING THE NEEDS OF ANYBODY.
WELL, I THINK WHAT YOU JUST DESCRIBED IS MORE ALONG THE LINES OF WHAT WE WERE SUGGESTING.
IT'S MORE OF A COORDINATION AND AN IDEA GENERATION, AS YOU SAID.
FOR EXAMPLE, YOU CAN GO TO THE FIRE STATIONS AND YOU CAN PROBABLY RECRUIT THE SAME AS WELL.
IT WOULD BE THE SAME THING IF WE'RE GOING OUT TO SOCIAL MEDIA, IF WE'RE GOING OUT USING FACEBOOK, WHAT MEANS, FOR EXAMPLE, IN THESE AUDITS, IF YOU NOTICE THE DALLAS POLICE DEPARTMENT, DALLAS FIRE DEPARTMENT WAS FIRE RESCUE WAS A LITTLE BIT AHEAD OF THE GAME IN THEIR RECRUITMENT.
SO THEY WERE STARTING TO USE MORE SOCIAL MEDIA.
THEY WERE STARTING TO GO OUT TO OTHER PARTS OF THE COUNTRY RELATIVE TO WHAT DPD WAS DOING.
SO WHAT WE'RE REALLY SUGGESTING IS THAT THERE WOULD BE A SINGLE KIND OF CENTRAL LOCATION THAT WOULD KIND OF UNDERSTAND WHAT EACH DEPARTMENT IS DOING AND WHERE THEY COULD POSSIBLY PIGGYBACK EACH OTHER AND COORDINATE SO THAT WE COULD GET A BIGGER BANG FOR THE BUCK.
SO AGAIN, WOULDN'T THAT BE H.R.? THAT'S WE MAKE THE RECOMMENDATION TO THE CITY MANAGER, AND HE CAN MAKE THE DECISION, AND THEY CAN MAKE THE DECISION ON WHERE THE BEST LOCATION.
THAT'S REALLY NOT OUR CALL AT THIS POINT.
ARE YOU AWARE OF HOW MANY PEOPLE ARE EMBEDDED WITHIN ALL THE DEPARTMENTS ACROSS THE CITY THAT ARE DOING HR FUNCTIONS? NO, I COULDN'T ANSWER THAT.
IS THERE A WAY FOR US TO FIND THAT OUT? I THINK WE COULD ASK HR.
ALL I CAN TELL YOU IS WHAT WE DO.
FOR EXAMPLE, IN OUR OFFICE WE HAVE AN HR PARTNER.
[01:45:07]
TO OTHER PERSONNEL, YOU KNOW, FAMILY, MEDICAL LEAVE, ACT, DIFFERENT KINDS OF HR ISSUES THAT ARE ON THE DEPARTMENT PAYROLL, NOT AS PART OF AN HR SERVICE.SO WHAT I'M SAYING, I THINK, YOU KNOW, I KNOW THROUGH THE BUDGET, I CAN SAY THAT OVER THE LAST FIVE YEARS, OUR HR DEPARTMENT GREW MORE THAN 50%. BUT I THINK THAT DOESN'T EVEN ACCOUNT FOR ALL THE HR PEOPLE THAT ARE ACTUALLY EMBEDDED AND BEING PAID OUT OF THE DEPARTMENT, NOT OUT OF HR. I COULDN'T ANSWER THAT.
THAT WAS NOT PART OF THE AUDIT.
OKAY, WELL, I GUESS I JUST GO BACK TO THAT SAME ISSUE.
SO ITEM SIX THAT THE HR DIRECTOR SHOULD DEVELOP A 30, 60 AND 90 DAY NEW HIRE ORIENTATION GUIDE AND CREATE A NEW HIRE FEEDBACK SURVEY FOR BOTH CIVIL SERVICE AND NON CIVIL SERVICE POSITIONS.
THIS IS VERY MUCH LIKE WHAT DFR WAS TALKING ABOUT THAT THEY'RE CREATING TO GET THAT FEEDBACK ON HOW THEIR ONBOARDING PROCESS WENT. YOU KNOW, ARE THERE BEST PRACTICES THAT YOU CAN SHARE WITH HR DEPARTMENT? I WOULD HAVE TO GET WITH BAKER TILLY TO GET SOME OF THOSE BEST PRACTICES AND STAY WITH THE ONES THAT ACTUALLY DID THE AUDIT.
BUT WE COULD WE CAN ASK THEM FOR THE OKAY, WELL, I THINK THAT WOULD BE VERY HELPFUL.
AND THEN THE CANDIDATE FREEZE RULE, THIS HAS BEEN TALKED ABOUT FOR QUITE SOME TIME.
IS THIS A DIFFICULT THING TO CHANGE? I MEAN, IT SOUNDS LIKE IF YOU MAKE ONE MISTAKE IN YOUR APPLICATION, YOU'RE STUCK FOR THE 30 DAYS BECAUSE YOU SOMEHOW CAN'T GO BACK IN AND CHANGE IT.
LIKE, THIS SEEMS LIKE A TECHNOLOGY PROBLEM THAT COULD BE VERY EASILY FIXED.
I BELIEVE IT COULD BE, BUT AT THIS POINT, THAT'S WHY WE'RE MAKING THE RECOMMENDATION.
SO FROM THAT STANDPOINT THAT THAT FREEZE MAY STOP.
BUT I COULD NOT ANSWER THAT AT THIS POINT.
OKAY. WELL, DO YOU YOU GUYS KNOW THE ANSWER TO THAT? I MEAN, I'M JUST TELLING YOU, IF I WAS FILLING OUT A JOB APPLICATION AND I HAD MIS CHECKED A BOX AND I HAD TO WAIT 30 DAYS TO REAPPLY, I WOULD NOT WANT TO WORK FOR THAT ORGANIZATION. THAT WOULD HELP US A BIT.
SO NOW YOU'VE GOT IT FIXED? NO, I SAID, IF WE DID NOT HAVE THAT FREEZE RULE, THAT WOULD HELP US OUT A BIT.
BUT NOW APPLICATIONS, AS I UNDERSTAND IT, ARE GOING THROUGH WORKDAY.
I'D HAVE TO VERIFY THAT, AND THAT MAY VERY WELL TAKE CARE OF IT.
SO CAN WE PUT THIS ON NEXT MONTH'S AGENDA SO THAT WE CAN FIND OUT THAT IT'S ALL BEEN FIXED? OKAY. A MEMO WOULD BE GOOD IF IF IT'S BEEN FIXED, THE MEMO WOULD BE GOOD.
IF IT HASN'T BEEN FIXED, LET'S DO EVERYTHING.
I SEEM TO RECALL THAT IT WAS BY READING THIS, BUT I'LL HAVE TO GO BACK AND VERIFY THAT.
WE'LL BE HAPPY TO DO THAT. THANK YOU.
OKAY. AND I THINK MY LAST ITEM IS NUMBER NINE, WHICH IS YOU'RE SAYING THE SAME THING THAT WE JUST SAID TO THE HR DIRECTOR ABOUT THE 30, 60 AND 90 DAY NEW HIRE ORIENTATION GUIDE, THE FEEDBACK SURVEY, WOULD THEY NOT DO THE SAME ONE? I MEAN, THIS THIS IS WHERE THE DUPLICATION JUST ABSOLUTELY DRIVES ME CRAZY.
AND THIS IS WHAT I'M SAYING ABOUT DEPARTMENTS NOT NECESSARILY WORKING TOGETHER.
WHERE WOULDN'T THEY DEVELOP THE EXACT SAME FORMS? YES. THE WAY THE REPORT WAS WRITTEN WITH BAKER TILLY IS THEY WERE LOOKING AT THE STAKEHOLDERS.
SO THIS IS A STAKEHOLDER ISSUE BOTH WITH HR AND CIVIL SERVICE.
THEREFORE, THE WAY WE WROTE OUR REPORT AND MADE THE RECOMMENDATIONS WE DIRECTED TO BOTH.
BUT THERE AGAIN, THIS IS WHY ALSO WE BELIEVE THAT THERE SHOULD BE LIKE ONE CENTRAL AUTHORITATIVE INDIVIDUAL OR DEPARTMENT THAT COULD THEN COORDINATE THAT TO MAKE SURE THAT WE'RE NOT DOING DUPLICATIONS OF SERVICES.
OKAY, WELL, IF TWO IF EACH ONE OF THOSE HAD SEPARATE ONES, THAT WOULD.
WELL, THE ONLY THING I WOULD SAY IS THAT THE CIVIL SERVICE ONE SHOULD BE THEN DIRECTED TO PEOPLE THAT ARE ON THE CIVIL SERVICE VERSUS THE HR, WHICH WOULD BE DIRECTED TO THE PEOPLE THAT ARE NOT UNDER CIVIL SERVICE.
SO YOU COULD HAVE, IN THEORY, THE SAME.
THE RESULTS WOULD REPORT OUT TO DIFFERENT FOLKS.
BUT, YOU KNOW, MY UNDERSTANDING IS THAT GENERALLY THIS IS GOING TO ASK QUESTIONS ABOUT LIKE, WAS IT EASY FOR YOU TO FILL OUT THE APPLICATION? WERE YOU, YOU KNOW, CONTACTED IN AN IMMEDIATE WAY? IF YOU HAD A PROBLEM, YOU KNOW, WERE YOU ABLE TO GET IT RESOLVED TO CONTINUE YOUR APPLICATION?
[01:50:02]
YOU KNOW? I'LL TELL YOU THAT WHEN I STARTED.I DON'T KNOW THAT IT'S THIS WAY NOW.
OF COURSE, I WOULD HOPE THAT WOULD BE ANONYMOUS.
SO ALL THAT TO SAY, I APPRECIATE THIS INFORMATION.
WILLIS, DO YOU HAVE MORE QUESTIONS? SURE. AND ON THAT ITEM, THREE, ACROSS ALL REPORTS ABOUT A DEPARTMENT OVERSEEING CHAMPION CITYWIDE TALENT ACQUISITION, I HAD EXACTLY THE SAME QUESTION.
ISN'T THIS HR? SO YEAH, THAT CAME AS A LITTLE BIT OF A SURPRISE TO ME, TOO.
AND THEN I KNOW WE WHEN WE ORIGINATED THIS ACROSS FOR DPD AND THEN CITY AND ALL OTHER CITY EMPLOYEES, IT WAS THE IDEA TO WORK ON TALENT ACQUISITION FROM JOB INCEPTION, INCEPTION TO HIRING.
AND THEN THE NEXT PHASE WAS TO BE HIRING THROUGH TO CAREER DEVELOPMENT, PATHWAY TRAINING, ETC..
JUST SO WE HAVE A MORE THOROUGH UNDERSTANDING OF IT.
IT'S NOT ALL ABOUT, YOU KNOW, THE BOXES AND HOW MUCH YOU SAY IN EACH BOX AND KEEPING IT CONSISTENT.
THAT WAY, IF SOMEONE GIVES THE OPPORTUNITY TO OR RAISES SOMETHING INTRIGUING TO EXPLORE OR SOMETHING INTRIGUING THAT YOU WANT TO EXPLORE BECAUSE IT'S ODD I THINK THERE SHOULD BE LATITUDE TO DO THAT.
SO THAT IS ALSO I THINK THAT WAS ON POINT FIVE IN THE DFA RECOMMENDATIONS AND PERHAPS IN DPD TWO.
I WANT TO CLARIFY JUST A LITTLE BIT.
IT'S NOT THAT THEY CAN'T SAY WHAT THEY NEED TO SAY, THEY JUST HAVE TO BE ASKED ALL THE SAME QUESTIONS, AND WE GIVE THEM AMPLE TIME TO TALK THROUGH WHATEVER THEY WANT TO DO. BUT THE PROBING PART WE'RE TRYING TO WORK ON A LITTLE BIT BETTER TO MAKE SURE EVERYBODY HAS A FAIR CHANCE, THAT'S ALL.
AND AGAIN, I WOULD SAY THAT'S WHERE I'VE WHAT I'VE HEARD FROM WORKING THROUGH THIS PROCESS IS THAT SOMETIMES WE BOX OURSELVES IN AND DON'T LET A CANDIDATE REVEAL TO US JUST HOW GOOD OR JUST HOW.
MAYBE THEY AREN'T THE BEST FIT FOR A ROLE.
THANK YOU. SO JUST TO SORT OF WRAP UP THIS AUDIT AS IT RELATES TO POLICE AND FIRE.
BUT. IN THESE RECOMMENDATIONS.
THERE'S A LOT OF THINGS THAT ARE SORT OF TAKING AWAY.
WHAT ARE THE UNIQUE STRATEGIES AND PROCESSES THAT YOU'VE BEEN FOLLOWING? ARE YOU COMFORTABLE? I GUESS I'M I DON'T MEAN TO PUT YOU ON THE SPOT, BUT ARE YOU COMFORTABLE WITH THIS RECOMMENDATION OR ARE YOU LIKE, WOW, WE KIND OF HAVE A DIFFERENT THING HAPPENING FOR US.
BUT, YOU KNOW, THIS IS RECOMMENDING SORT OF A UNIFYING PROCESS THAT WE DON'T HAVE IN PLACE TODAY.
AND THAT'S REALLY WHY WE WANTED TO COME TO YOU.
BECAUSE, YOU KNOW, WHEN IT COMES TO STAFFING, YOU KNOW YOU'RE THE MOST CHALLENGING.
THINGS ARE GOING VERY WELL RIGHT NOW, BUT IT DOESN'T MEAN THAT THAT MIGHT NOT HAPPEN AGAIN.
SO. WE REALLY WANTED TO GET YOUR FEEDBACK ON SOME OF THESE RECOMMENDATIONS.
ONE OF THE THINGS THAT THAT THIS AUDIT DID IS MADE US REALLY LOOK AT SOME OF OUR INTERNAL PROCESSES AND LOOK AT HOW WE COULD GET MORE EFFICIENT WITH SOME OF THE WORK THAT WE'VE BEEN DOING.
AND SO FOR US, IT REALLY SHINED A LIGHT ON A COUPLE OF AREAS THAT ACTUALLY NEED SOME WORK.
AND SO IT'LL MAKE US, I FEEL A BETTER DEPARTMENT BY MAKING SURE THAT WE LOOK AT OUR RECRUITING DEPARTMENT, WE HAVE A TOTAL OF FOUR PEOPLE THAT'S DOING A LOT OF WORK TRYING TO REALLY CREATE FOR A DEPARTMENT OF 2000.
[01:55:06]
THERE, AS WELL AS LOOKING AT OUR INTERVIEW PROCESSES.HOW CAN WE DO THAT A LOT BETTER THAN WE'RE CURRENTLY ARE? TO MAKE SURE THAT WE'RE CREATIVE, MAKING SURE THAT WE GET THE BEST CANDIDATES FOR THIS DEPARTMENT, AND THEN LOOKING AT HOW WE CAN OVERALL OUR PROCESS, HOW DOES IT WORK FOR OUR CANDIDATES MAKING SURE THAT WE NOT ONLY FORGET THEM IN THIS PROCESS AND THEN GETTING USING ALL OF THAT DATA TO BE A BETTER IN TUNE OF WHAT THE PROCESS IS WHEN YOU'RE TRYING TO GET ON WITH VFR AND THEN HOW IT IS WHEN THEY'RE GOING THROUGH OUR ACADEMY.
AND SO ALL OF THOSE AREAS, THIS REALLY MADE US TAKE A HARD LOOK AT SOME OF THE THINGS WE'RE DOING.
AND YOU JUST LIKE THE AUDITOR SAID, THIS WAS TWO YEARS AGO.
AND SO YOU HEARD SOME OF THE THINGS THAT WE'VE ALREADY IMPLEMENTED TO KIND OF HELP US LOOK AT OUR DEPARTMENT AT A CRITICAL JUNCTURE AND USE IT TO, TO BETTER OUR DEPARTMENT SO WE CAN CONTINUE TO BE THE BEST DEPARTMENT IN THE COUNTRY.
YEAH, I AGREE, I THINK THEY'VE SHED SOME LIGHT ON SOME THINGS WHERE WE COULD IMPROVE ON.
AND THERE WERE ALSO SOME THINGS THAT WE WERE ALREADY WORKING ON.
SO I, YOU KNOW, A ROADMAP FOR, FOR CHANGE IN OUR POLYGRAPH, I THINK IS A GOOD THING.
OKAY. WELL, THANK YOU VERY MUCH.
AND WE'LL WE'LL BE BUMPING THIS BACK.
I DON'T THINK THEY'RE GOING TO GO ON THE PUBLIC SAFETY SIDE.
I THINK THEY'RE GOING TO GO ON THE HR SIDE FOR THE NEXT ONE.
ALL 14 OF THOSE HAVE GRADUATED.
WE HAVE NO ONE ELSE IN THE ACADEMY RIGHT NOW.
EXCELLENT. WE WILL INVITE YOU AT THE NEXT SINGLE FUNCTION GRADUATION.
SO AS THE MR. CHAIRWOMAN IS, THE TEAM GETS UP TO THE PODIUM.
WE'RE GOING TO HAVE GREG NELSON, WHO'S THE DIRECTOR OF COURTS, I BELIEVE, OR EXCUSE ME, JUDGE ROBINSON, YOU'RE GOING TO START OFF CORRECT? SOME COMMENTS AND THEN WE'LL HAVE GREG NELSON WITH THE COURTS PROVIDE THE PRESENTATION ON THE ADJUDICATION PROCESS FOR THESE WARRANTS.
AND THEN, JUDGE, I THINK YOU HAD AN ANNOUNCEMENT TO MAKE THAT I WAS SUPPOSED TO REMIND YOU OF.
AND THEN IF YOU'LL ALSO MAYBE ON THE BACKGROUND, START WITH HOW THIS ALL STARTED.
THANK YOU. WE'LL DO I APPRECIATE THAT CHAIR.
I DID BRING YOU BACK SOME HARD WORK FROM THE CITY OF SAN ANTONIO.
SO THIS IS THE THANK YOU VERY MUCH.
AND IT KIND OF TIES INTO THIS PRESENTATION THAT WE HAVE TODAY.
TWO OF THE INITIATIVES THAT I'M VERY PASSIONATE ABOUT.
ONE OF THEM STARTED BACK IN 2018.
WE CALL IT THE REVIEW OF NON ADJUDICATED CASES, BUT AFFECTIONATELY WE CALL IT THE INTEREST OF JUSTICE REVIEW, WHERE WE START LOOKING AT CASES THAT ARE TEN YEARS OR OLD OR OLDER TO DETERMINE HOW THEY SHOULD BE HANDLED.
THE SECOND ONE IS A REVIEW OF THE WARRANT ROUNDUP THAT WE DO EVERY YEAR, AND I THINK WE ENDED THAT WITH A HIGHLIGHT ON THE LAST DAY OF SEEING A THOUSAND PEOPLE IN ONE DAY, WHICH IS NO SMALL FEAT.
ALL OF THE DEPARTMENTS WORK TOGETHER PROSECUTORS OFFICE, JUDICIARY, COURTS, IN ADDITION TO CITY SECURITY, WHICH I KNOW WE RECOGNIZE EARLIER, ARE WORKING TOGETHER TO GET 1000 PEOPLE IN AND OUT THE DOOR ON ONE DAY IN EIGHT HOURS IS NOT A SMALL FEAT.
AND SO I'M HERE WITH CHIEF PROSECUTOR RODNEY PATTON, WHO'S HERE FOR ANY QUESTIONS THAT WE HAVE.
AND THIS IS HOW YOU WANT TO END THIS BRIEFING.
I'M GOING TO GIVE YOU A REVIEW OF THE NON ADJUDICATED CASES AND WARRANT RESOLUTION UPDATE.
SO FIRST I JUST WANT TO GIVE YOU A BACKGROUND ON THE MUNICIPAL COURT.
WE SEE CLASS C MISDEMEANOR CASES ONLY MISDEMEANOR A AND B AND FELONIES GO TO DALLAS COUNTY.
[02:00:10]
YOU CAN PAY AT 7-ELEVEN, CVS AND WALMART.AFTER THE CASE IS FILED, WE SEND THEM A REMINDER BY LETTER.
THE DAY THE CASE IS FILED, THREE DAYS LATER, WE SEND THEM A TEXT MESSAGE.
WE, LIKE I SAID, THEY HAVE 21 DAYS TO SATISFY THE TICKET.
IF NOT, IT'S CONSIDERED DELINQUENT.
WE IT GOES THROUGH OUR REVIEW PROCESS FOR WARRANT.
IF IT QUALIFIES FOR WARRANT, THE JUDGE WILL PUT IN A WARRANT STATUS.
AFTER THAT, THE ALL CASES ARE SENT ANOTHER CORRESPONDENCE BY LETTER PHONE AND A TEXT MESSAGE THAT WE HAVE THAT INFORMATION AND NO ACTION IS TAKEN. THEN IT'S FORWARDED TO THE COLLECTION AGENCY WHICH IS LINEBARGER, AND IT IS CONSIDERED NON ADJUDICATED.
AT THAT POINT THE COLLECTION AGENCY CAN STILL COLLECT ON THE CASE.
SINCE 2018, THIS INITIATIVE HAS LED TO THE DISMISSAL OF ALMOST 945,000 CASES.
CURRENTLY, THERE ARE 445,000 CASES THAT ARE TEN YEARS OR OLDER.
AND TO PROVIDE THE WARRANT RESOLUTION UPDATE NEXT SLIDE PLEASE.
SO THE PROPOSED CRITERIA WE'RE LOOKING INTO IS TO EXPAND THE CRITERIA OF ALL CASES EXCEPT EXCLUDED CASES, YOU HAVE AN APPENDIX THERE AND ACTIVE DECEASED OFFICERS CASES WITH TEN YEARS OR OLDER OR CASES WITHOUT A CHARGING INSTRUMENT.
THE CASES THAT'S EXCLUDED FROM THIS FROM BEING DISMISSED OR ALL ASSAULT CASES, THREAT, FAMILY VIOLENCE, FAMILY VIOLENCE THREAT, DANGEROUS DOG VIOLATIONS, ENVIRONMENTAL WASTE.
STORM WATER. FIRE HEALTH AND CODE VIOLATIONS AND THEFT VIOLATIONS.
JUST SO YOU'RE AWARE THAT THIS IS A PRACTICE THAT OTHER MUNICIPAL COURTS PRACTICE THROUGHOUT THE STATE, SOME OF THEM USE STANDING ORDERS, ROUTINE PURGING, WRITTEN POLICIES FOR PURGING. AND OF COURSE A LOT OF COURTS USE WARRANT ROUNDUPS.
SPEAKING OF WAR AROUND US, WE JUST CONCLUDED A WARM ROUND UP HERE IN THE CITY.
FEBRUARY THE 24TH TO MARCH 7TH.
WE WERE AT ROCK ROCK HILLS LIBRARY IN THE EAST.
DOCTOR MARTIN LUTHER KING RECREATION CENTER.
NASH DAVIS AND 2014 MAIN STREET.
AND WE SERVED 4553 INDIVIDUALS WITH 12,228 SORRY, 38 CASES.
AND WE COLLECTED 5464 BLANKETS WERE DONATED TO TO DIFFERENT ENTITIES THROUGHOUT THE CITY.
SO WHAT WOULD THIS DO? THIS WILL REDUCE THE BACKLOG FOR NON ADJUDICATED CASES, REDUCE THE NEGATIVE IMPACT OF INDIVIDUALS WITH OUTSTANDING CITATIONS AND REDUCE THE NEGATIVE IMPACT WITH INDIVIDUALS WITH OUTSTANDING WARRANTS.
SO THE NEXT STEPS ARE WE WANT TO EXPAND THE CRITERIA FOR THE NON ADJUDICATED CASES CASES.
ALSO WE WANT TO INCORPORATE THE NON ADJUDICATED CASES INTO OUR CASE MANAGEMENT SYSTEM.
SO WE'LL DO IT AT THE TEN YEAR MARK.
RIGHT NOW THIS IS A MANUAL PROCESS.
THE JUDGE DOES IT. IT'S MANUAL.
HE HAS TO LOOK AT EACH CASE ONE BY ONE.
AND WE WILL CONTINUE TO DO WARRANT ROUNDUPS ANNUALLY.
THIS IS A WAY TO ADDRESS NON ADJUDICATED CASES AS WELL.
THAT THAT CONCLUDES THIS PRESENTATION, CHAIR.
SO I THINK SOME OF THE THINGS THAT YOU SAY THAT I JUST IT BLOWS MY MIND.
I ACTUALLY HAD TO CONFIRM THIS.
SO YOU HAVE MANUALLY DISMISSED APPROXIMATELY A MILLION CASES.
OKAY, SO I KNOW THERE'S GOING TO BE SOME QUESTIONS.
[02:05:09]
MIND, I JUST HAVE A COUPLE THAT ARE PICKED OUT.SO YOU TALKED ABOUT DANGEROUS DOGS AS AN EXCLUDED CASE, BUT WHAT ABOUT ANIMAL CRUELTY? SO UNDER THE DANGEROUS DOG CASES WE WE CONSIDER THAT SORT OF LIKE AN UMBRELLA THAT WOULD INCLUDE ANY DANGERS OF VICIOUS ANIMAL CASES.
OKAY. SO IT'S IN THE APPENDIX C6.
SO THAT ONE WOULD BE THAT WOULD BE THERE.
RIGHT. THAT COUNTY WOULD BE HANDLING THOSE TYPE OF CASES.
AND THEN YOU'VE GOT CIVIL SECOND ATTACK AGGRESSIVE AND SECOND ATTACK DANGEROUS.
THOSE WOULD BE EXCLUDED. CORRECT? RIGHT. THOSE ARE ALL FALL UNDER THAT UMBRELLA OF DANGEROUS DOG.
ALL RIGHTY. AND THE NEXT ONE IS DISORDERLY CONDUCT EXPOSED ANUS OR GENITALS.
DISORDERLY CONDUCT CASES ARE USUALLY WRITTEN BY OFFICERS.
SO IT WOULD STILL FALL UNDER THAT TRAFFIC RELATED OR UMBRELLA OF THOSE CASES.
SO THEY MAY BE INCLUDED IN THAT.
IF WE HAVE AN OFFICER THAT WHO IS STILL IT COULD GO FORWARD IF WE HAVE AN OFFICER THAT'S STILL WITH THE FORCE, OF COURSE, AND REMEMBERS THESE CASES, BUT IF NOT, THEN IT WOULD FALL INTO THE POSSIBILITY OF IT FALLING UNDER THAT UMBRELLA OF THOSE CASES THAT WE COULDN'T PROCEED ON.
OKAY, HOW ABOUT DISPLAYING OR BRANDISHING A REPLICA FIREARM IN A PUBLIC PLACE? THOSE ARE ONCE AGAIN, SPECIFIC CASES FOR TOY GUNS, USUALLY AS, AS IT WAS IN A PARK OR SOMETHING OF THAT.
WE DON'T SEE A LOT OF THOSE CASES.
FORTUNATELY. AND SO THOSE WOULD THOSE ARE STILL HAVE A POSSIBILITY.
SO THESE CASES THAT ARE INCLUDED IN THIS APPENDIX OR IT SOUNDS LIKE IT'S A LIST OF ALL THE CASES THAT FALLS UNDER CITY CLASS C UMBRELLA.
SO WE DIDN'T GO THROUGH EACH SPECIFIC ONE TO PULL EVERY TYPE.
WE, WE INSTEAD, WE LOOKED AT THE MOST HIGHLIGHTED CASES THAT WE SEE ON A MORE COMMON BASIS, THOSE FAMILY VIOLENCE CASES AND THEFT CASES THAT WE WANTED TO MAKE SURE WERE NOT WERE EXCLUDED.
OPERATE A SEXUALLY ORIENTED BUSINESS WITHOUT A LICENSE.
I'M SORRY, MADAM CHAIR. CAN YOU HEAR THAT? OPERATE A SEXUALLY ORIENTED BUSINESS WITHOUT A LICENSE.
WOULD THAT BE EXCLUDED? NO. ONCE AGAIN, THAT'S A CASE THAT WE HAD NOT LOOKED AT.
THAT'S THE CASES. THOSE ARE CASES THAT WE GENERALLY DON'T SEE AT OUR LEVEL.
OKAY. WELL, I'M CONCERNED THAT COULD BE A TRAFFICKING ISSUE.
OKAY. WELL, THOSE WERE MY QUESTIONS.
WELL, I CAN FOLLOW ON LIKE THAT.
I SAW SOME ITEMS, LIKE CHILD UNDER FIVE ON A MOTORCYCLE, CHILD UNATTENDED IN A VEHICLE.
SO IT SOUNDS LIKE INSTEAD OF GOING THROUGH ALL 500 OF THESE AT THIS MEETING, PERHAPS WE NEED SOME SORT OF DELINEATION BETWEEN WHAT WHAT YOU ARE SUGGESTING BE INCLUDED IN THIS AND WHAT WHAT WOULD NOT BE INCLUDED BECAUSE SOME OF THEM, AS YOU SCAN THEM, YOU KNOW, LIKE IN A LEGAL FENCE.
OKAY, EIGHT YEARS IN, MAYBE WE NEED TO LET THAT ONE GO.
BUT YOU KNOW, A CHILD UNATTENDED IN A VEHICLE.
I WOULD NEVER WANT TO TAKE OUR EYES OFF OF THAT ONE.
SO CAN YOU ALL TAKE A LOOK AT THAT? AND WE CAN JUST GET A SENSE OF WHAT? WHAT YOU ARE RECOMMENDING? ABSOLUTELY. WE CAN GET BACK WITH YOU AND BACK TO THIS BODY WITH A MORE DELINEATED LIST THERE.
I MEAN, ONE CHILD UNATTENDED IN A VEHICLE IS ALL THAT WE NEED, IN MY OPINION, ON THAT.
I MEAN, THE MAGIC AROUND TEN YEARS, IF WE'VE GOT A BIG BACKLOG AND SOME OF THESE ARE MORE MINOR OFFENSES, AND THE OFFICE, YOU KNOW, WE DON'T HAVE ACCESS TO THE OFFICER ANYMORE OR THERE ARE OTHER RECORD KEEPING ISSUES.
[02:10:01]
I MEAN, WOULD WE WANT TO SAY EIGHT YEARS OR SEVEN YEARS? I MEAN, HOW DID YOU ARRIVE AT THAT NUMBER? I'M LOOKING AT THE ASSISTANT CITY MANAGER LAUGHING BECAUSE WE MET WHEN WE WERE DISCUSSING THIS.IT WAS MY FIRST DAY AS ADMINISTRATIVE JUDGE, AND THE WAY THAT WE CAME UP WITH TEN YEARS WAS IT WAS TEN YEARS WAS AN AMOUNT THAT EVERYONE WAS COMFORTABLE WITH BECAUSE WE ACTUALLY HAD CASES, UNFORTUNATELY, ON THE BOOKS FROM 20 YEARS AGO.
AND SO CLEARLY WE COULD AGREE THAT CASES 20 YEARS AGO NEEDED TO GO.
AND THEN WE TALKED ABOUT 15 AND WE TALKED ABOUT FIVE.
TEN WAS JUST A ROUND NUMBER WHEN WE STARTED THE PROGRAM TO GET EVERYONE COMFORTABLE WITH DOING THIS, BECAUSE INITIALLY NO ONE WAS COMFORTABLE WITH DISMISSING ANY CASES AT ALL. WE REALLY YOU'RE LOOKING AT ME WITH THAT WAY, BUT PEOPLE REALLY WANTED TO HOLD ON TO CASES THAT WERE 20 TO 25 YEARS OLD, AND MAYBE IT'S BECAUSE OF WHAT THEY WERE ABOUT, I DON'T KNOW, BUT I WOULD SAY I WOULD LIKE TO SEE A COURT SYSTEM OPERATE FAIRLY AND EFFICIENTLY.
AND IF SOME ARE HANGING ON THAT ARE, YOU KNOW, UNDER THAT, THAT THAT TEN YEAR MARK THAT WE WOULD FEEL COMFORTABLE WITH, MAYBE BECAUSE THEY FIT A CERTAIN CATEGORY THAT'S NOT HARMFUL TO THE PUBLIC THAT WE MIGHT WANT TO CONSIDER THAT JUST SO WE CAN LET YOU ALL GET ON TO THE BUSINESS OF THOSE THINGS THAT ARE MUCH MORE URGENT AND CONCERNING.
AND SO WE'LL BE MOVING THIS TO COUNCIL IF EVERYONE AGREES.
BUT WHAT I'D LIKE TO DO IS MAKE SURE THAT WHEN THAT HAPPENS, THE ATTACHMENT OF THE OFFENSES IS UP TO DATE OF THE ONES THAT YOU WOULD LIKE TO SEE THAT DISMISSAL AFTER THE TEN YEARS.
YES, MA'AM. WE WILL GET YOU AN UPDATED LIST OF AND GO THROUGH.
GREAT. THANK YOU, MADAM CHAIR.
I JUST WANT TO MAKE SURE I'M CLEAR WITH RODNEY.
I DON'T BELIEVE THIS REQUIRES ANY COUNCIL ACTION.
THIS IS MORE OF A PROCEDURAL DIRECTION UNDER THESE PARAMETERS.
YOU CAN CORRECT ME IF I'M WRONG, COULD YOU ADDRESS THAT? NO, YOU ARE CORRECT.
THAT'S THE SAME APPROACH THAT WE TOOK IN 2018.
OKAY. PERFECT. COUNCIL MEMBER SURE.
I JUST WANTED TO SAY THANK YOU FOR THIS WORK.
I KNOW IT'S TEDIOUS AND AND CHALLENGING.
AND YOU'VE YOU'VE HELPED A LOT OF PEOPLE AND, AND OBVIOUSLY ALSO JUST CLEANED UP SOME OF YOUR BACKLOG AND, AND FROM AN ADMINISTRATIVE PERSPECTIVE AND JUST A HUMAN PERSPECTIVE, I THINK IT'S GOOD WORK.
AND I JUST WANTED TO SAY THANK YOU.
DID YOU HAVE A YES? GO AHEAD. THANK YOU, MADAM CHAIR.
THANK YOU ALL FOR Y'ALL'S WORK.
THIS IS WHAT I WOULD CALL A GREAT EXAMPLE OF RESTORATIVE JUSTICE.
AND WHAT WE'RE ABLE TO OFFER OUR RESIDENTS.
I DO WANT TO HIGHLIGHT JUST AS MUCH AS WE DON'T HAVE NECESSARILY AN ACTION IN THIS BODY TO GIVE YOU THE AUTHORITY AS THE PRESIDING JUDGE. THAT THAT THE INFRACTIONS THAT ARE LISTED IN THE APPENDIX DOESN'T MEAN THAT THEY WOULDN'T BE EXCLUDED OR INCLUDED, THAT THERE'S STILL THE DISCRETION OF THE COURT. AND I THINK THAT THAT'S THAT THAT CONTEXT WAS MISSING IN WHAT HAS BEEN SAID.
SO SOME THAT WERE MENTIONED HERE, I THINK THAT IT'S IT'S IMPORTANT TO MAKE SURE TO CONTEXTUALIZE THAT TO THE PUBLIC SPECIFICALLY IF THEY'RE LISTENING, THAT SOME OF THE ITEMS THAT WERE BROUGHT UP HERE JUST BECAUSE THEY WERE ON THE APPENDIX DOESN'T MEAN THAT THEY WOULD AUTOMATICALLY BE THROWN OUT UNILATERALLY, THAT THEY'RE STILL CASES THAT ARE BEING SEEN BY THE COURT. CAN YOU VERIFY THAT, PLEASE? I WILL AGREE WITH THAT.
SO I JUST WANT TO SAY THANK YOU ALL TO THE WORK THAT YOU ALL ARE DOING.
AND THAT'S SOMETHING THAT I THINK THAT IS ALSO A HIGHLIGHT.
IN ADDITION TO NOT ALLOWING FOR SOME OF THESE CLASS C MISDEMEANORS TO BE HELD OVER OR TO JUST PERPETUATE A VICIOUS CYCLE THAT REALLY DOES HURT PEOPLE TO GET OUT OF AND MAKE IT ALMOST IMPOSSIBLE.
WE, WE ALSO HAVE WE ALSO HAVE ANTICIPATED FINES AND FEES THAT
[02:15:07]
WE HEAR ABOUT EVERY FALL, THAT THE NUMBER IS SOMEWHAT SKEWED BECAUSE IF WE STILL HAVE A LINGERING, OUTDATED BACKLOG THAT WE ARE EXPECTING AT ANY GIVEN TIME TO BE GIVEN COLLECTIONS OF THAT'S, THAT'S NOT MATERIALIZED TO US AS THOSE THAT ARE OVER THE BUDGET.THE THE FINER WEEK HOME IN ON THESE.
AND SO THANK YOU FOR THE TEN YEARS.
I WANT TO THANK THE CITY ATTORNEY'S OFFICE FOR WORKING WITH YOU ALL AS WELL.
I WANT TO JUST HIGHLIGHT THAT I WAS BROUGHT AWARE OF WHAT JUDGE ROBINSON WAS ALREADY DOING WITH THESE CASES BECAUSE I HEARD FROM A DEFENSE ATTORNEY WHO WHOSE CLIENT JUST NEEDED TO GET THEIR DRIVER'S LICENSE RENEWED AND, AND WAS UNABLE TO.
AND THAT SEEMED TO BE A REOCCURRING PROBLEM.
AND IT WAS IT WAS ARTICULATED IN YOUR RULING THAT IT FELL IN THE CATEGORY OF THOSE THAT WERE AUTOMATICALLY BEING DISMISSED BECAUSE OF X, Y, OR Z.
AND THEY'VE SINCE WITH WHAT WE'RE SEEING NOW LOOKED AT HOW THAT COULD BE EVEN MORE ROBUST.
IT DOESN'T HELP. AND SO JUST SEEING THAT THIS SYSTEM IS ACTUALLY LOOKING TO HOW IT IMPACTS THE FUTURE OF INDIVIDUALS WITH CLASS C MISDEMEANORS, REALLY JUST SOME, SOME PETTY INFRACTIONS.
I THINK THAT THIS IS A HUGE STEP IN THE RIGHT DIRECTION.
AND IT'S A REALLY BIG WIN FOR OUR RESIDENTS.
SO THANK YOU FOR FOR LOOKING AT THAT.
AND ALSO OF COURSE THE EFFICIENCY PIECE.
BUT I THINK THAT THERE'S A BIG WIN IN THE END.
I'LL SAY THAT FOR THE BUDGETING.
I WOULD LIKE TO JUST ADD ONE MORE ITEM.
WHILE IT WOULD REDUCE EXPECTED REVENUE THERE ARE SO MANY SOFT COSTS THAT IT ACTUALLY WILL SAVE.
SO WHEN SOMEBODY GETS PULLED OVER FOR A TICKET FOR SPEEDING AND THEY DO THE CHECK AND THEY SEE THERE'S AN OUTSTANDING WARRANT, WELL, NOW THEY CAN WRITE A TICKET INSTEAD OF TAKING THEM DOWN TO LUCERO.
AND THE AMOUNT OF TIME THAT THAT TAKES JUST FROM THE OFFICER'S STANDPOINT, BUT JUST ALL THAT EFFORT AND THEN WHAT IT COSTS TO HAVE THEM IN JAIL, THERE'S SO MANY OTHER EXPENSES THAT ACTUALLY ARE WIPED OUT FROM THIS.
BUT THE THING I WAS HOPING TO ASK MR. FORTUNE TO SHARE IS THE EXAMPLE HE HAD USED WITH ME, BECAUSE, YOU KNOW, I OBVIOUSLY PICKED OUT SOME OF THE EXTREME ITEMS THAT WERE ON THE BACK BECAUSE I WAS CONCERNED ABOUT THEM. BUT THE OVERALL PHILOSOPHY OF THIS, I THINK IS REALLY WELL ARTICULATED BY THIS EXAMPLE, IF YOU DON'T MIND SHARING IT WITH ALL.
YES, MA'AM. AND THIS GOES BACK TO 2018 WHEN WE WERE ACTUALLY LOOKING AT THE NON ADJUDICATIONS.
BUT IF YOU CAN IMAGINE A PERSON WHO RECEIVED A TRUANCY CITATION AS A YOUNG PERSON WHO AFTER 15, 20 YEARS HAD MOVED ON WITH THEIR LIFE, HAD HAD A FAMILY OF THEIR OWN, AND NOW THEY GET PULLED OVER AND THEY ARE JUST DOING EVERYTHING THEY CAN TO GET BY, AND THEY GET PULLED OVER AND THEY'RE GOING TO BE ARRESTED FOR A WARRANT, A WARRANT ON A TRUANCY CITATION FROM 15, 20 YEARS AGO.
IT JUST DIDN'T SEEM TO MAKE SENSE TO US.
AND I ACTUALLY HAD ONE OF THOSE TODAY.
AND HE SHARED WITH ME THAT HE WAS THREE DAYS OUT OF PRISON AND TRYING TO GET A DRIVER'S LICENSE.
AND IN MY OPINION, THAT'S WHAT IT'S ABOUT.
YOU HEAR SO MUCH ABOUT OUR COURTS HINDERING PEOPLE, BUT YOU DON'T GET TO HEAR ABOUT THE THINGS THAT OUR COURTS DO IN TERMS OF HOW WE HELP PEOPLE AND GET THEM CLOSER TO GETTING JOBS AND GETTING THEM DRIVER'S LICENSE.
AND. MAKING SURE THAT THEY'RE ABLE TO GO ON AND LIVE THEIR LIVES SUCCESSFULLY.
SO THIS IS WHAT THIS PROCESS REALLY IS ABOUT.
WELL, GREAT. THANK YOU FOR THE PRESENTATION.
AND GREAT JOB WITH THE THE WARRANT ROUNDUP.
THANK YOU VERY MUCH. THANK YOU.
ARE WE ALL OKAY TO STAY FOR A LITTLE BIT LONGER? WE'VE GOT ONE MORE BRIEFING.
IT'S NOT A PARTICULARLY LONG ONE.
OKAY, SO E IS OUR DALLAS ALERT EMERGENCY NOTIFICATION SYSTEM.
YOU GOT BUMPED MAYBE EVEN TWICE.
SO REALLY WANTED TO GET YOU IN.
THANK YOU SO MUCH FOR BEING HERE, TRAVIS.
ABSOLUTELY. JUST WAIT FOR THE PRESENTATION TO COME UP.
[02:20:15]
ALL RIGHT. GOOD AFTERNOON Y'ALL.MY NAME IS TRAVIS HUGHES, AND I'M THE DIRECTOR OF THE OFFICE OF EMERGENCY MANAGEMENT.
AND TODAY I'M GOING TO TALK A LITTLE BIT ABOUT THE DALLAS ALERT EMERGENCY NOTIFICATION SYSTEM.
AND WE'LL JUST JUMP TO THE NEXT SLIDE.
SO FROM A PUBLIC FACING STANDPOINT.
IN EFFECT, IT'S TIED TO THE LOCATION OF THE PHONE AND NOT A PERSON.
AND THEN DALLAS ALERT, WHICH IS SORT OF OUR OUR BRANDED PUBLIC FACING OPT IN NOTIFICATION SYSTEM, WHICH IS MORE TIED TO A PERSON AND THE INFORMATION THAT THEY PROVIDE.
AND IT ALLOWS DALLAS AS AN ALERTING AUTHORITY TO SEND GEOGRAPHICALLY TARGETED ALERTS THROUGH THESE SEVERAL DIFFERENT SYSTEMS. THE MOST POWERFUL OF THOSE SYSTEMS, AND ONES THAT EVERYONE'S PROBABLY FAMILIAR WITH, WOULD BE THE WIRELESS EMERGENCY ALERTS.
THOSE ARE THE ONES THAT YOU WOULD GET AS AN AMBER ALERT OR A TORNADO WARNING.
AND THEN THERE ARE A FEW OTHER SYSTEMS OR ASPECTS OF THAT SYSTEM, LIKE THE EMERGENCY ALERT SYSTEM.
THAT'S KIND OF LIKE THE CLASSIC THAT YOU WOULD SEE ON RADIO AND TELEVISION.
SO THERE'S NO DATA EVER BEING COLLECTED.
IT'S ACTUALLY BEEN AROUND FOR QUITE SOME TIME UNDER A PREVIOUS BACK END TECHNOLOGY.
BUT WE'VE MOVED TO A NEW SYSTEM.
THE COMPANY IS CALLED RAVE MOBILE SAFETY.
AND SO THAT THAT ALLOWED US TO MAKE SOME CHANGES INTO HOW WE DEFINE WHAT NOTIFICATIONS WE, WE SEND.
AND SO THEY'RE, THEY'RE REALLY BASED ON OR SPLIT INTO FOUR DIFFERENT TYPES, WHICH WOULD BE ADVISORY NOTIFICATIONS, WHICH ARE THOSE THAT HAVE A PUBLIC SAFETY NEXUS BUT MAY NOT BE AN IMMINENT THREAT TO LIFE OR SAFETY.
AND SO WE'RE THINKING MAJOR EXTENDED ROAD CLOSURES, PUBLIC HEALTH NOTICES, THOSE TYPES OF THINGS.
EMERGENCY NOTIFICATIONS IS THE SECOND CATEGORY AND THAT'S MESSAGES THAT HAVE SOME TYPE OF IMMINENT PUBLIC SAFETY THREAT WHERE WE'RE MESSAGING THAT YOU NEED TO TAKE A PROTECTIVE ACTION LIKE SHELTER IN PLACE OR SOMETHING.
NON. THE NEXT TWO ARE PRETTY SELF-EXPLANATORY.
NON SEVERE WEATHER NOTIFICATIONS ARE THOSE THAT WOULD BE SENT BY THE WEATHER SERVICE.
NON SEVERE MEANING PROBABLY WATCHES WHERE THE INGREDIENTS FOR SEVERE WEATHER IN PLACE.
BUT THERE'S NOTHING HAPPENING RIGHT NOW.
I'M SORRY. NO I JUST NEXT SLIDE PLEASE.
THIS IS JUST AN EXAMPLE OF WHAT ONE OF THOSE WARNING POLYGONS LOOK LIKE.
SO, FOR EXAMPLE, IF YOU WERE SIGNED UP FOR DALLAS ALERT AND YOU WOULD SELECTED TO RECEIVE SEVERE WEATHER NOTIFICATIONS, IF THE ADDRESS THAT YOU PROVIDED WAS IN THIS POLYGON, YOU WOULD RECEIVE A NOTIFICATION.
NEXT SLIDE. SO JUST SOME FEATURES OF DALLAS ALERT.
IT CAN TRANSLATE NOTIFICATIONS.
SO IT HAS SOME BUILT IN TRANSLATION FEATURES.
HOWEVER, RIGHT NOW WE'RE ONLY GOING TO LEVERAGE SPANISH FOR EMERGENT THREATS THAT WE NEED TO NOTIFY THE PUBLIC OF THE ISSUE. THERE IS THERE'S IT'S BEEN WELL STUDIED THAT USING AUTOMATIC TRANSLATION FOR EMERGENCY INFORMATION CAN LEAD TO TO BAD RESULTS.
SO YOU DON'T HAVE TO GO THROUGH A LONG PROCESS TO GET SIGNED UP FOR IT.
YOU CAN TEXT DALLAS TO 67283 AND THAT GETS YOU INTO THE SYSTEM.
WE CAN ALSO USE IT FOR SPECIAL EVENTS WHERE WE COULD SET UP A CUSTOM SHORT CODE AS APPROPRIATE.
[02:25:02]
SAY, YOU KNOW, YES, I AM OKAY OR NO, I NEED HELP OR SOMETHING TO THAT EFFECT.SO JUST A NOTE ON PRIVACY AND ADA CONSIDERATIONS.
AND I THINK IT MAY SHOW EMAIL ADDRESS.
WE DON'T GET PEOPLE'S ADDRESSES.
WE DON'T GET PEOPLE'S PERSONAL INFORMATION.
BUT THERE IS A PROCESS BY WHICH IF THEY CALL US AND SAY, HEY, CAN YOU HELP ME MAKE A CHANGE? WE CAN WE CAN USE A CODE THAT'S SHARED WITH THEM SO THAT WE CAN HAVE ACCESS.
AND THEN THE SYSTEM ITSELF THERE'S AN ACCOUNT ASSISTANT FEATURE THAT ALLOWS SOMEONE, IF YOU WERE SETTING UP A, LIKE, A, LIKE AN ELDERLY LOVED ONE, FOR EXAMPLE, YOU COULD BE THE ACCOUNT ASSISTANT AND HELP THEM GET REGISTERED AND HAVE ACCESS TO CHANGE CERTAIN CERTAIN FEATURES OF THEIR ACCOUNT.
AND THEN THE PUBLIC REGISTRATION PORTAL MEETS WEB ACCESSIBILITY REQUIREMENTS.
WE'LL CONTINUE TO WORK WITH THE COMMUNICATIONS, OUTREACH AND MARKETING TEAM.
OF COURSE, WE'LL ALWAYS BE PROMOTING THIS AT ALL IN-PERSON EVENTS THAT WE DO, AND ALSO LEVERAGING THE HELP OF OUR PARTNERS TO GET THIS INFORMATION INCLUDED IN OTHER PEOPLE'S COLLATERAL. AND THEN ADDITIONAL MARKETING WILL CONTINUE THROUGH CITY AND OEM SOCIAL MEDIA.
WE PLAN TO DO SOME MEDIA ADVISORIES.
AND THEN OF COURSE, THERE'S A LIKE A BRANDED WEBSITE THAT WE HAVE.
WE'RE ALSO LOOKING AT POSSIBLY BRINGING IN SOME OUTSIDE MARKETING HELP TO REALLY LOOK AT AN OVERALL STRATEGY THAT WE CAN DEPLOY TO, BECAUSE WE KNOW THAT OEM IS NOT MARKETING EXPERTS.
YEAH. THESE NEXT FEW SLIDES I WON'T GO OVER THEM.
THEY'RE THEY'RE. REALLY JUST AN OVERVIEW OF SOME OF THE COLLATERAL THAT WAS DEVELOPED FOR US BY THE COM TEAM THAT WAS ALSO IN LARGER VERSIONS, WERE INCLUDED IN THAT MEMO PACKAGE THAT WAS ON THE AGENDA.
AND WITH THAT, HAPPY TO ANSWER ANY QUESTIONS.
OKAY. COMMITTEE, WHO'S GOT QUESTIONS? COUNCILMEMBER WILLIS.
THANK YOU. AND THANK YOU FOR YOUR WORK YESTERDAY.
IT WAS AN EXCEPTIONAL DAY AND IT SEEMED TO TO GO OFF PRETTY WELL.
SO THANK YOU TO THE OFFICE OF EMERGENCY MANAGEMENT.
SO I WAS PLEASED TO HEAR YOU SAY THAT YOU WANT TO GET SOME HELP ON MAKING A COMPELLING MESSAGE FOR PEOPLE TO SIGN UP, BECAUSE THAT'S BEEN THE STRUGGLE, IS THAT IT'S JUST HARD TO GET PEOPLE TO THINK AHEAD TO THE MOMENT WHEN YOU WOULD WANT TO HAVE THIS INFORMATION.
AND SO I THINK IF WE WANT TO SEE A NEEDLE MOVE, THEN WE'RE GOING TO NEED TO HAVE SOMEONE WHO CAN CAN CRAFT SOMETHING ABOUT, YOU KNOW, DON'T GET CAUGHT IN A TORNADO OR SAVE YOUR LIFE OR SOMETHING LIKE THAT.
SO I'M NOT SURE HOW YOU WOULD GO ABOUT THAT PROCUREMENT OR EXPLORING THAT, BUT I KNOW WE HAVE SOME CONTRACTED RESOURCES ALREADY AND I WOULD ENCOURAGE YOU NOT TO USE THOSE. THANKS.
SO, DALLAS ALERT'S BEEN AROUND FOR A WHILE.
HOW MANY SUBSCRIBERS DO YOU CURRENTLY HAVE? LESS THAN 10,000.
WHAT ARE THE CRITERIA FOR BEING ABLE TO SEND OUT AN ALERT? DO YOU MEAN THE CRITERIA AS FAR AS WHO SENDS OUT AN ALERT OR THE CRITERIA FOR WHAT THE LIKE THE CONTENT OF THE ALERT? WHAT CONSTITUTES THE NEED FOR AN ALERT? WHO GETS TO SEND IT, AND WHAT IT'S GOING TO SAY? SO THE THE PRIMARY RESPONSIBILITY AND AUTHORITY TO SEND AN ALERT.
AND I FAILED TO MENTION THIS, BUT WE DID UPDATE OUR STANDARD OPERATING PROCEDURES INTERNAL TO OEM TO CLARIFY THAT IT IS THE RESPONSIBILITY AND AUTHORITY OF THE OFFICE OF EMERGENCY MANAGEMENT TO BOTH TO SEND INTERNAL OR I'M SORRY, TO SEND ADVISORY NOTIFICATIONS AND EMERGENCY NOTIFICATIONS OEM EXCLUSIVELY, WITH THE EXCEPTION OF OUR PUBLIC SAFETY PARTNERS AND POLICE AND FIRES SUBJECT THAT THEY'RE FOLLOWING THE POLICIES AS DEVELOPED BY OEM AND HAVE RECEIVED PROPER TRAINING.
SO WE WE WANT TO MAKE IT COMMON SENSE.
WE DON'T WANT TO CREATE A BOTTLENECK BY WHICH WE WOULDN'T BE ABLE TO GET AN ALERT OUT.
SO WE'RE NOT SENDING OUT A MESSAGE THAT SAYS, HEY, THERE'S A CHARTER REVIEW MEETING TONIGHT.
GO ON. AND DO YOU HAVE CRITERIA THEN THAT DETERMINES WHETHER IT MEETS A THRESHOLD?
[02:30:08]
YES. SO I MEAN, THOSE CRITERIA ARE GENERALLY OUTLINED IN OUR STANDARD OPERATING PROCEDURES AND USUALLY TIED BACK TO OUR THREAT HAZARD IDENTIFICATION AND RISK ASSESSMENT, OR HERA, THAT LOOKS AT WHAT ARE ALL OF THE THE POSSIBLE THINGS THAT COULD HAPPEN IN DALLAS.AND THEN MOST OF THE MESSAGING IS, IS GEARED TOWARDS THAT.
BUT AGAIN, YOU KNOW, WE TRY AND INCLUDE SOME EXAMPLES OF WHAT WE WOULD USE, LIKE AN ADVISORY NOTIFICATION BEING NON-EMERGENT NOT AN IMMINENT THREAT TO LIFE SAFETY, BUT HAS A PUBLIC SAFETY IMPACT AND COULD BECOME A LIFE SAFETY ISSUE.
SO AGAIN, LOOKING AT LIKE PUBLIC HEALTH NOTICES, FOR EXAMPLE, THE SYSTEM IN EBOLA WAS USED.
THAT WAS PROBABLY THE MOST IT WAS BEFORE MY TIME, BUT IT WAS THE MOST WIDELY USED.
EXAMPLE OF DALLAS ALERT WAS DURING THE DURING EBOLA.
AND I WOULD SAY THAT THAT THAT WAS REALLY MORE OF AN ADVISORY AND LESS OF AN EMERGENCY NOTIFICATION.
DID YOU SEND ONE OUT FOR THE ECLIPSE ON ANYTHING WITH TRAFFIC ON THAT? NO. OKAY. THANK YOU.
ACTUALLY, I'VE BEEN TRYING TO DO THAT, AND I AM HAVING A PROBLEM, SO OKAY.
AND THEN CAN YOU GIVE US AN IDEA OF HOW MANY ALERTS YOU HAVE SENT OUT? EITHER I DON'T I DON'T KNOW HOW YOU'VE TRACKED IT, LIKE IN THE LAST YEAR, THE LAST MONTH, THE LAST QUARTER.
DO YOU HAVE SOME SORT OF IDEA FOR US RIGHT NOW? IT WOULD BE ZERO ZERO FOR 24.
BUT I WOULD SAY THAT BOTH ADVISORIES AND EMERGENCY NOTIFICATIONS ARE PRETTY EXCEPTIONAL.
THAT OEM WOULD BE SENDING SOMETHING LIKE THAT.
IT WON'T REQUIRE OEM TO DO ANYTHING.
AND IF THEY WE HOPE THEY DON'T.
BUT THEY WILL ALSO HAVE THE OPPORTUNITY TO OPT OUT IF THEY DON'T WANT THOSE NOTIFICATIONS.
OKAY. BUT AND THAT WOULD HAVE BEEN AN I PAUSE.
RIGHT. THAT WOULD HAVE BEEN GEOFENCED.
OR WOULD THAT HAVE ONLY BEEN FOR THE OPT IN FOR THE FOR THE DALLAS ALERT? NO. SO WHAT THIS DOES IS IT'S SO FOR THE WEATHER SERVICE, ONLY CERTAIN TYPES OF WARNINGS TRIGGER A WIRELESS EMERGENCY ALERT.
AND THEY'RE BOTH BASED ON THE TYPE OF WARNING AND THE SEVERITY OF THE HAZARD.
SO 60 MILE PER HOUR WINDS AND ONE INCH HAIL IS NOT GOING TO TRIGGER A FIRE.
BUT THAT'S KIND OF OUR BIGGEST MESSAGE.
TO JUST HAVE MULTIPLE WAYS TO GET ALERTS WHEN THERE'S SEVERE WEATHER.
SO WE WE REALLY WANT PEOPLE TO DO THAT.
OKAY. AND THEN YOU HADN'T TALKED ABOUT THE CONTRACT I DON'T BELIEVE.
BUT SO THIS IS A ONE YEAR CONTRACT.
SO THAT WOULD BE OEMS PREFERENCE.
THAT CONTRACT IS AN IT'S CONTRACT.
SO WE WOULD WE WOULD HAVE TO WORK WITH THEM.
BUT CERTAINLY WE HAVE A SCOPE OF WORK THAT'S, YOU KNOW, READY TO GO.
AND WE CAN PUT IT OUT ON THE STREET.
I WON'T SAY EASIER, BUT MORE SEAMLESS AND MOVING OVER FEATURES AND GETTING TRAINING AND MAKING SURE THAT WE HAD ONE THING GOOD OVERLAP SO THAT OUR EXISTING SYSTEM, THEY'RE NOT GOING TO TAKE US OFF OF THAT UNTIL WE'RE 100% ON THE NEW SYSTEM.
AND FOR US, THAT'S REALLY IMPORTANT.
SO BUT BUT CERTAINLY WE WOULD BE OPEN TO DOING AN RFP LIKE A FULL RXP TYPE PROCESS.
AND WE'LL HAVE TO WORK WITH ITS ON THAT.
WELL, I MEAN, THIS IS THE GOVERNMENT.
THIS IS HOW WE DO PROCUREMENT.
AND SO I CERTAINLY UNDERSTAND WHY WE DIDN'T DO A PROCUREMENT ON THIS ONE.
BUT I WOULD EXPECT WE WOULD FOR THE NEXT ONE REGARDLESS OF WHICH DEPARTMENT WOULD BE LEADING IT.
OKAY. THERE'S NOT AN OPPORTUNITY FOR THEM TO EXTEND THIS CONTRACT, IS THERE?
[02:35:02]
I MEAN, YOU SAID IT WAS A ONE YEAR ONLY CONTRACT TO ME.YEAH, I'LL HAVE TO FOLLOW UP ON THAT.
ARE THERE ANY OTHER QUESTIONS ABOUT THE LEARNING SYSTEM? NOPE. OKAY.
WELL, LET'S MOVE ON TO THANK YOU VERY MUCH.
LET'S MOVE ON TO MEMORANDUMS. THE FIRST ONE IS THE PUBLIC SAFETY DASHBOARDS.
DOES ANYBODY HAVE ANY QUESTIONS ON F? SO THE ONLY ITEM I'M GOING TO NOTE, WHICH IS A DIFFICULT ITEM TO NOTE IS JUST THAT WE'VE HAD MAKE SURE I HAVE THE RIGHT NUMBER. 94 IS OUR ATTRITION NUMBER FOR DPD, WHICH WOULD BE LESS THAN THE 86 WE'VE HIRED.
AND WE CONTINUE TO BE IN THIS VERY DIFFICULT PLACE FOR HIRING FOR FOR DPD.
AND IT'S WHY WE'RE BRINGING FORWARD THIS RECRUITING RETENTION BONUS PROGRAM.
IT'S JUST ABSOLUTELY NECESSARY.
I THINK Y'ALL ARE DOING EVERYTHING YOU CAN, BUT MAKE SURE YOU TELL YOUR COLLEAGUES TO STAY, AND WE'RE GOING TO DO EVERYTHING WE CAN TO HELP YOU WITH THAT AS WELL. ARE THERE ANY OTHER QUESTIONS OR COMMENTS ABOUT THAT DASHBOARD? NOPE. THE NEXT ITEM IS THE OPIATE OPIOID STRIKE FORCE AND INTERDEPARTMENTAL STRATEGIES UPDATE.
ANY QUESTIONS OR COMMENTS ON THAT ITEM G.
SO NOW WE'RE GOING TO GO TO H.
THANK YOU. MADAM CHAIR, I JUST WANT TO THANK DPD FOR WORKING WITH OUR PARTNERS, AND PARTICULARLY OUR PIDS, TO MAKING SURE THAT THEY'RE ALL ON BOARD AND THAT THIS IS GOING TO BE A SUCCESSFUL TRANSITION.
AND I JUST WANT TO THANK YOU ALL FOR YOUR COOPERATION ON IT.
NEXT ONE IS CONSTRUCTION UPDATE FOR BFR.
LOOK HOW FAST WE'RE GOING NOW.
OKAY, HOW ABOUT THE FLEET MAINTENANCE UPDATE, J.
HOW ABOUT CURFEW HOURS FOR MINORS PER STATE LAW? THIS IS K COUNCIL MEMBER BAZALDUA.
YEAH. THANK YOU. I JUST WANTED TO MAKE CLARIFICATION THAT THIS IS JUST SHORING UP FOR STATE LAW AND THAT EVEN IF WE WERE NOT TO TAKE ACTION TO REVOKE THIS, THIS IS NOT ENFORCEABLE. AND WE'VE ALREADY STOPPED ENFORCING.
THIS IS SECONDARY METALS RECYCLERS.
OKAY, LOOK HOW FAST WE'RE GOING.
SO NOW WE HAVE THE WHOLE SECTION ON UPCOMING AGENDA ITEMS M THROUGH S.
ARE THERE ANY ITEMS ANYONE WOULD LIKE TO TALK ABOUT? OKAY. WELL THANK YOU VERY MUCH.
HOPE YOU ALL HAVE A GREAT DAY.
WE'LL SEE YOU BACK NEXT MONTH.
BYE. THIS MEETING IS ADJOURNED AT 339.
* This transcript was compiled from uncorrected Closed Captioning.