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[Special Called Public Safety on October 29, 2024.]
TODAY IS OCTOBER 29TH.IT IS 1:06 AND I CALL TO ORDER THE MEETING OF THE PUBLIC SAFETY COMMITTEE.
OUR FIRST ITEM ON THE AGENDA TODAY IS APPROVAL OF THE SEPTEMBER 9TH MINUTES.
IS THERE A MOTION FOR APPROVAL? THERE'S A MOTION A SECOND.
ANY CHANGES OR CORRECTIONS? HEARING NONE. ALL THOSE IN FAVOR, PLEASE SAY AYE.
AYE. ANY OPPOSED? NO. OPPOSE. MINUTES CARRY UNANIMOUSLY.
THE FIRST BRIEFING ITEM WE HAVE IS AN OVERVIEW OF POLICE AND FIRE RECRUITING AND RETENTION.
MAJOR ASHFORD, DO YOU WANT TO START US OFF? THANK YOU. SO GOOD MORNING, MEMBERS OF THE PUBLIC SAFETY COMMITTEE.
I'M MAJOR PAULIE ASHFORD, ALONG WITH DEPUTY CHIEF HERRERA, AND WE'LL BE DISCUSSING DPD'S RECRUITING AND RETENTION EFFORTS FOR SEPTEMBER, AS WELL AS FOR FISCAL YEAR 2024. THIS SLIDE REPRESENTS OUR SWORN HIRING FOR FISCAL YEAR 24.
FOR EXAMPLE, THE NOVEMBER 2023 CLASS HAD ONLY 21 RECRUITS.
HOWEVER, IN CONTRAST, WE'RE PROJECTING OUR NOVEMBER 2024 CLASS TO HAVE 40 RECRUITING EFFORTS.
ALSO, CLASS 398 AND 399 HAD LOWER CLASS NUMBERS, BUT BEGINNING WITH CLASS 400, YOU'LL NOTICE THAT OUR NUMBERS BEGAN TO INCREASE, WITH 50 IN MAY, 45IN JULY AND 62 IN SEPTEMBER WITH CLASS 402.
OUR TOTAL NUMBER OF HIRES FOR FISCAL YEAR 24 WAS 253, WHICH INCLUDED 14 REAPPOINTMENTS.
NEXT SLIDE PLEASE. 108 PROFESSIONAL STAFF EMPLOYEES WERE HIRED FOR FISCAL YEAR 24, 48 OF THEM WERE HIRED FOR COMMUNICATIONS AND 60 WERE HIRED FOR ALL OTHER PROFESSIONAL STAFF VACANCIES THROUGHOUT THE DEPARTMENT.
NEXT SLIDE. THIS SLIDE SHOWS OUR ATTRITION NUMBERS FOR FISCAL YEAR 2024, 192 OFFICERS SEPARATED FROM DPD. I'LL MENTION SOME OF THE MAJOR REASONS 71 OF THOSE WERE RETIREMENTS, 35 LEFT FOR PERSONAL REASONS, 26 LEFT FOR OTHER PUBLIC SAFETY EMPLOYMENT, AND 22 LEFT LAW ENFORCEMENT ALTOGETHER.
THE LAST TIME THIS HAPPENED WAS IN 2019.
SO WE'RE CONTINUING TO MOVE IN THE IN THE RIGHT DIRECTION.
NEXT SLIDE PLEASE. HERE I WANTED TO HIGHLIGHT OUR FIRST ANNUAL STATE FAIR TEXAS HIRING EVENT.
WE HELD OUR OCTOBER 3RD ON SITE AT THE FAIR AND HAD 17 APPLICANTS SIGN UP TO PARTICIPATE.
DURING THAT EVENT, THEY COMPLETED THEIR PRELIMINARY PAPERWORK AND THEIR PHYSICAL FITNESS PORTION.
NEXT SLIDE. I WANT TO PROVIDE AN UPDATE ON OUR TWO NEW RETENTION STRATEGIES.
THE SICK LEAVE EXCHANGE PROGRAM AND THE EMPLOYEE REFERRAL PROGRAM.
THE NUMBER LISTED HERE HAS ACTUALLY INCREASED.
WE'VE HAD OVER 550 OFFICERS SIGN UP TO SELL BACK THEIR UNUSED SICK LEAVE FOR OUR EMPLOYEE REFERRAL PROGRAM. SINCE THE START OF THE PROGRAM ON OCTOBER 1ST, WE'VE HAD SEVEN APPLICANTS COMPLETE A REFERRAL FORM INDICATING THAT ANOTHER OFFICER REFERRED THEM TO DPD. AND THIS NUMBER, OF COURSE, WILL INCREASE AS THE PROGRAM GAINS IN POPULARITY.
NEXT SLIDE PLEASE. THE RECRUITING UNIT HAD 28 EVENTS DURING SEPTEMBER.
12 WERE IN STATE COLLEGE JOB FAIRS, NINE WERE OUT OF STATE COLLEGE JOB FAIRS.
ALSO IN SEPTEMBER, WE HAD TWO ON SITE HIRING EVENTS IN WHICH 80 APPLICANTS PARTICIPATED, OF THOSE, TEN HEARD ABOUT US THROUGH OTHER OFFICERS, 40 THROUGH DALLASPOLICE.NET, 17 THROUGH JOB FAIRS, AND 13 THROUGH SOCIAL MEDIA.
THAT CONCLUDES MY PRESENTATION AND WILL BE MORE THAN HAPPY TO ANSWER ANY QUESTIONS.
COUNCILMEMBERS, ARE THERE ANY QUESTIONS? SO, I'M JUST GOING TO START WITH THE HEADLINE, WHICH YOU DID POINT OUT, BUT IS SO IMPORTANT TO SAY, ESPECIALLY RIGHT NOW, THERE'S A LOT OF DISCUSSION ABOUT POLICE STAFFING, WHICH IS YOU DID ACTUALLY HIRE MORE PEOPLE IN THIS LAST FISCAL YEAR THEN WERE SEPARATED FOR THE FIRST TIME IN MANY, MANY YEARS.
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SO YOU'VE MADE A TERRIFIC INROADS WITHIN JUST ONE YEAR, AND I THINK THAT IS THE KEY ITEM IN YOUR ENTIRE PRESENTATION.I'M WONDERING IF YOU COULD SHARE THE 14 THAT WERE REINSTATED, IF YOU COULD JUST TALK A LITTLE BIT ABOUT THAT, ARE THEY FOLKS THAT MAYBE WENT TO ANOTHER FORCE AND WERE HIRED BACK BECAUSE IT WASN'T WHAT THEY THOUGHT OR THOUGHT THEY'D LEAVE AND I MEAN, HOW DID THAT ALL WORK? YES, MA'AM. IT WAS A MYRIAD OF THINGS.
SOME OF THEM ACTUALLY DID GO TO OTHER DEPARTMENTS.
THEY REALIZED THAT THE OF COURSE, THE GRASS WAS GREENER ON THE OTHER SIDE AND DECIDED TO COME BACK.
THERE WERE SOME WHO FAILED OUT OF THE ACADEMY AND HAD TO BE REAPPOINTED TO A DIFFERENT CLASS OR RECLASSIFIED INTO A DIFFERENT CLASS, BUT I WOULD SAY PROBABLY THE MAJORITY OF THEM, SOME OF THEM LOST THEIR JOB AND GOT THEIR JOBS BACK.
MADAM CHAIR, IF I COULD ADD, WE HAVE BEGUN A OUR EXIT INTERVIEW PROCESS WHERE WE GET AN OPPORTUNITY TO SPEAK TO THEM ABOUT LEAVING THE ORGANIZATION AND THEN WE'RE VERY GOOD ABOUT GIVING THEM OUR CONTACT INFORMATION SO THEY CHANGE THEIR MIND, AND WE'VE HAD ABOUT A HANDFUL JUST IN THE LAST COUPLE OF MONTHS THAT HAVE LEFT AND HAVE ASKED TO COME BACK.
SO WE TALK TO OUR OFFICERS THAT ARE LEAVING BETWEEN 1 TO 5 YEARS, AND WE'RE GETTING AN OPPORTUNITY TO SPEAK TO THEM ABOUT WHAT WE CAN DO DIFFERENTLY, AND THEN REALLY TO REMIND THEM THAT THEY'RE IN A GOOD PLACE.
WELL, THEY ARE, AND I KNOW I'VE HEARD ANECDOTALLY THE STORIES OF FOLKS THAT HAVE GONE TO SOME VERY SUBURBAN DISTRICTS AND DECIDED THEY MIGHT NOT LIKE JUST TROLLING ALLEYS FOR OPEN GARAGE DOORS.
SO I APPRECIATE IT AND APPRECIATE THAT EFFORT TO NOT JUST RECRUIT, BUT TRY TO GET THEM BACK.
YES. COUNCIL MEMBER. THANK YOU.
CHAIR, I TOO, WANT TO CONGRATULATE YOU ALL ON HAVING MORE HIRES THAN THOSE THAT WERE LOSING ON PAGE FOUR UNDER OTHER PUBLIC SAFETY, DO WE HAVE A BREAKDOWN OF WHERE THOSE ARE GOING? ARE THEY STAYING IN THE IN THE REGION? ARE THEY GOING OUT OF STATE? YES, SIR. WE A LOT OF THEM WILL NOT TELL US, BUT THEY DO SPEAK TO THEIR FRIENDS.
OR DO WE ARE WE HAVING PEOPLE THAT HAVE BEEN WITH THE FORCE A COUPLE OF YEARS THAT ARE LEAVING, OR ARE THOSE FOLKS THAT HAVE BEEN WITH THE DEPARTMENT FOR TEN, 15 YEARS? WE TYPICALLY DON'T SEE THEM LEAVE ONCE THEY GET PAST FIVE YEARS.
THE 1 TO 5 YEAR RANGE IS TYPICALLY WHERE THEY TEND TO MAKE THOSE ADJUSTMENTS AND MOVE ON.
OKAY. AND THEN LASTLY WHAT ARE THE CURRENT HOUSING AND RELOCATION INCENTIVES AND WHAT CAN WE ADD TO MAKE THAT MORE ENTICING? WE STILL HAVE THE $3,000 RELOCATION BENEFIT THERE FOR THEM.
BUT THE HOUSING WE ARE WORKING WITH APARTMENTS IN AND AROUND THE ACADEMY, AND THERE ARE PLACES WHERE THEY CAN LOOK INTO, BUT WE DON'T HAVE A RELATIONSHIP WITH THEM.
I WOULD LIKE TO SEE WHAT WE CAN DO HERE LOCALLY TO MAKE IT MORE INCENTIVIZING.
THAT'S A GREAT OPPORTUNITY. WE'LL LOOK INTO IT.
THANK YOU. COUNCILMEMBER WILLIS.
SO I JUST WANT TO I REALLY DO APPRECIATE SLIDE FOUR.
THAT BREAKS THIS DOWN MORE BECAUSE I THINK WHEN WE'VE HEARD THAT NUMBER THAT HAS LEFT IN THE COURSE OF THE YEAR, IT'S JUST COUCHED AS RETIREMENT AND SO THERE ARE A LOT OF REASONS AND THIS BEGINS TO DRILL INTO 71, 71 OF THE 192 ARE RETIREES.
WHAT THAT REALLY LOOKS LIKE IN A IN THE HUMANITY OF IT.
SO I VERY MUCH APPRECIATE COUNCILMEMBER MORENO'S COMMENTS.
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AND PERHAPS YOU ALL CAN HAVE A BRAINSTORMING SESSION.EVEN IF YOU LOOK AT A NEARBY APARTMENT COMPLEX THAT HAS AVAILABILITY OF UNITS, THAT MAYBE THAT BECOMES THE PREFERRED PLACE, THERE'S SOME SORT OF CONCIERGE EFFORT TO HELP GET A CONGREGATE GROUP OF, OF OFFICERS TOGETHER SO THEY CAN STUDY TOGETHER.
THEY CAN GO HANG OUT TOGETHER.
I WOULD LOVE FIRE TO BE WORKING ON THE SAME SORT OF THING.
MY DREAM ONE DAY IS THAT THEY'RE TOGETHER AND JUST A TRAINEE HOUSING, VOLUNTARY HOUSING OPPORTUNITY.
AND I THINK THAT WOULD DO INCREDIBLE THINGS FOR OUR RECRUITING.
YOU JUST YOU EXCEEDED IT BY TWO THIS YEAR, BUT KIND OF DOWN TO THE LAST DAYS.
SO MY QUESTION IS, CAN YOU FUNCTION AS IF YOU HAD A HIGHER GOAL.
SO INSTEAD OF TRYING TO DEVELOP A WORK PLAN FOR THE YEAR BASED ON THE 250 GOAL, AGAIN, COULD YOU DO IT BASED ON A HIGHER NUMBER? BECAUSE IF YOU CAN HIRE THEM, WE WILL FIND THE FUNDING.
THIS IS WHAT WE HAVE ALWAYS SAID.
SO IF YOUR GOAL INSTEAD OF 250 WAS 300, COULD YOU TRY TO GET TO THAT NUMBER? YES, MA'AM. ACTUALLY, INTERNALLY, THAT IS OUR GOAL 300.
OKAY. WELL, I WOULD LOVE TO SEE THAT HAPPEN, AS WOULD I THINK MANY PEOPLE HERE IN DALLAS.
OKAY. THANK YOU VERY MUCH FOR THE EXCELLENT, EXCELLENT PRESENTATION TODAY.
GOOD AFTERNOON. I'M ASSISTANT CHIEF DALLAS WILLIAMS, AND I HAVE NEXT TO ME MY SECTION CHIEF OF TRAINING, CHIEF MICHAEL MILAM.
SO TODAY'S PRESENTATION, WE'RE GOING TO GO OVER OUR HIRING AND ATTRITION NUMBERS, AS WELL AS WE'RE GOING TO TALK ABOUT SOME OF THE PRIORITIES AND STRATEGIES THAT WE'RE GOING TO HAVE GOING FORWARD IN THIS NEXT FISCAL YEAR, AND SOME OF THE PERFORMANCE MEASURES THAT WE'RE PUTTING INTO PLACE TO MAKE SURE THAT WE ARE SUCCESSFUL.
NEXT SLIDE. SO FOR THIS YEAR, AS YOU NOTE ON THIS SLIDE, WE'VE HAD ABOUT 4400 APPLICATIONS.
AND ABOUT 11% OF REFERRED APPLICANTS ARE THEN HIRED.
LAST YEAR, LAST FISCAL YEAR, WE DID MEET OUR GOAL.
WE HIRED 245 FIRE RESCUE OFFICERS ALONG WITH 23 SINGLE FUNCTION PARAMEDICS.
NEXT SLIDE. THIS SLIDE HERE GIVES OUR ATTRITION FOR 23-24.
WE LOST A TOTAL OF 130, OF THAT 130 69 OF THEM WERE VOLUNTARY TERMINATED, THEY RESIGNED.
28 INVOLUNTARY, WE HAD TWO MEMBERS THAT WERE DECEASED WHILE ON ACTIVE, AND WE'VE HAD 23 RETIREES, WITH EIGHT ENTERING THE PHASE DOWN PROGRAM.
OF THAT 65, 40 OF THEM WERE RESIGNATIONS.
SIX OF THEM WENT TO OTHER DEPARTMENTS.
AND THE ONES THAT REVEALED IT, THEY WERE ALL LOCAL SUBURBS.
WE'VE HAD 14 THAT HAD CAREER CHANGES.
WE'VE 18 WERE PERSONAL REASONS THAT THEY DIDN'T REALLY DISCLOSE IT OR SOMETHING IN GENERAL.
AND WE'VE HAD TWO THAT RESIGNED IN LIEU OF TERMINATION.
AND BOTH OF THOSE WERE I BELIEVE, PEOPLE WHO WEREN'T GOING TO PASS OUR PARAMEDIC PORTION.
WE HAD 25 TERMINATIONS WITHIN THE FIRE TRAINING AND RECRUITMENT OR FIRE TRAINING SECTION.
OF THOSE, 14 OF THEM WERE ACADEMIC, SIX WERE DISCIPLINE AND FIVE WERE FOR OTHER REASONS.
NEXT SLIDE. SO THIS GRAPHIC GIVES US WHERE WE'VE RECRUITED APPLICANTS FROM THIS YEAR.
WE'VE TOUCHED JUST ABOUT EVERY AREA OF THE UNITED STATES.
ABOUT 81% OF OUR APPLICATIONS COME FROM TEXAS, WITH 5% COMING FROM CALIFORNIA, TWO FROM FLORIDA, 2% FROM FLORIDA, AND ABOUT 1% FROM BOTH WASHINGTON AND ILLINOIS.
2355 APPLICATIONS WERE FROM NORTH TEXAS, OF THAT, 49% WERE FROM DALLAS COUNTY, 16% FROM TARRANT
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COUNTY, 13 FROM COLLIN, TEN FROM DENTON, AND 6% FROM ELLIS COUNTY.NEXT SLIDE. SO WE WERE ABLE TO PULL SOME DATA FROM OVER 2900 APPLICATIONS THAT WE COLLECTED DURING THE APPLICATION PROCESS.
BUT FROM WHAT WE'VE COLLECTED ABOUT 24% FOUND OUT ABOUT THE JOB FROM OUR FROM THE WEBSITE, ABOUT ALMOST 20% FROM WORD OF MOUTH.
A QUARTER OF THEM DID NOT LIST A SPECIFIC REASON.
BUT WE DID HAVE ABOUT 10% FROM SOCIAL MEDIA AS WELL.
NEXT SLIDE. SO ONE OF THE THINGS THAT WE'RE ALSO COLLECTING IS WHAT MOTIVATED OUR MEMBERS OR OUR APPLICANTS TO ACTUALLY APPLY, BECAUSE WHAT WE FIGURE IS, IF WE CAN FIGURE OUT WHAT MIGHT HAVE MOTIVATED THEM TO COME HERE, THEN THAT WOULD HELP US TO FIGURE OUT HOW TO MOTIVATE THEM TO STAY.
SO 93% OF THEM, JUST ABOUT EVERYBODY, SAID THAT THEIR DESIRE TO SERVE WAS ONE OF THEIR PRIMARY REASONS, AND THEY COULD SELECT MULTIPLE REASONS FOR ACTUALLY APPLYING. SO 93% SAID OUR DESIRE TO SERVE.
53% SAID BENEFITS, 48% REPUTATION, 45% SALARY, 42% SCHEDULE AND 36% SAID THE PROMOTIONAL OPPORTUNITIES.
NEXT SLIDE. SO LAST YEAR WE DID 94 EVENTS.
AND THIS SLIDE KIND OF GIVES WHERE WE ARE.
WELL WE DID QUITE A FEW 35 CAREER FAIRS WITH COLLEGE VISITS.
AND THE SCHOOL VISITS ARE OUR VISITS TO HIGH SCHOOLS AND OTHER EDUCATIONAL FACILITIES.
NEXT SLIDE. NOW WE HAVE DEVELOPED SOME PRIORITIES GOING INTO 2025.
OUR 203 HIRES GETS US TO OUR AUTHORIZED STRENGTH.
SO IT'S TO THE COVERED VACANCIES AND ATTRITION.
WE'RE ALSO GOING TO REPEAT SOME OF OUR HIGH YIELD TACTICS LIKE THE WEBSITES AS ON THE OTHER PREVIOUS SLIDE, YOU KNOW, THAT WAS BIG WITH 46% SEEING THE WEBSITE.
NEXT SLIDE. OUR OTHER PRIORITIES ARE TO BUILD OUT OUR SKILL BRIDGE.
SO WE FINALLY RECEIVED IT IMPROVE OUR FIRE ACADEMY AND OUR PARAMEDIC SCHOOL PASS RATES.
AND WE REALLY WANT TO FOCUS ON OUR RETENTION, ESPECIALLY THOSE WITH LESS THAN FIVE YEARS ON BECAUSE WE FIGURED, JUST LIKE WITH PD, IF WE CAN GET THEM OVER THE FIVE YEARS THAT FIVE YEAR MARK, MOST OF THE TIME THEY DO TEND TO STAY.
NEXT SLIDE. SO, SOME OF OUR STRATEGIES THAT WE'RE USING IS ONE WE REALLY WANT TO INCREASE THE NUMBERS OF FEMALE FIREFIGHTERS THAT ARE FEMALE APPLICANTS THAT APPLY.
RIGHT NOW LAST YEAR IT WAS ABOUT A LITTLE OVER 6% OF OUR APPLICANTS WERE FEMALES.
AND WE REALLY WANT TO FOCUS ON THAT.
WE'RE COLLECTING CONTACT INFORMATION NOW.
WE'RE TALKING TO SCHOOL ADMINISTRATORS.
WE'RE COLLECTING THE CONTACT INFORMATION FROM THE CAREER CENTERS FOR THE WOMEN'S UNIVERSITIES.
WE'RE LOOKING AT SOME OF THE EDUCATIONAL CENTERS WITH HIGH FEMALE ENROLLMENT.
NEXT SLIDE. TO GET SOME OF OUR LOCAL TALENT WE'RE GOING TO CONTINUE WITH OUR HIGH SCHOOLS.
WE'RE ALSO LOOKING AT MORE OF OUR SIGNATURE EVENTS LIKE THE STATE FAIR.
SOME OF THE RUNNING EVENTS THAT WE HAVE HERE.
THE HOLIDAY EVENTS AND OTHER FESTIVALS.
AND WE ALSO ENCOURAGE ALL OF OUR COUNCIL MEMBERS.
SO ONCE AGAIN WE'RE REALLY GOING TO FOCUS ON THE COLLEGES AND JOB FAIRS, AND WE'RE GOING TO CONTINUE WITH OUR OFF SITE VISITS.
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SOME OF OUR UNTAPPED MARKETS ARE GOING TO BE THE SOCIAL MEDIA, BECAUSE WE BELIEVE THAT THERE IS A LOT MORE MEAT ON THE BONE THERE WITHIN SOCIAL MEDIA.SO WE GO AND IT'S FAIRLY INEXPENSIVE COMPARED TO SOME OF THE OTHER MARKETING AVENUES.
NEXT SLIDE. SO TEXAS IS THE HOME TO 15 ACTIVE MILITARY INSTALLATIONS.
SO WE WERE GOING TO GO OUT TO THE JOINT BASE IN SAN ANTONIO, FORT SAM HOUSTON, LACKLAND, RANDOLPH.
WE'RE ALSO GOING TO LOOK AT FORT CAVAZOS AND FORT BLISS.
NEXT SLIDE. SO WE'RE NOT WE'RE NOT SATISFIED WITH OUR PASS RATES THAT ACTUALLY PASS BOTH THE FIRE SCHOOL AND THE PARAMEDIC SCHOOL.
AND WITH THAT, WE KNOW IT IS A VERY CHALLENGING PROGRAM.
SO WHAT WE'RE GOING TO TRY TO DO IS IMPLEMENT SEVERAL THINGS THAT THAT WILL HELP IMPROVE THAT.
WE'RE INCREASING THE TRACKING OF STUDENT PERFORMANCE BEFORE THEY START TO STRUGGLE.
CURRENTLY THERE THERE WE GO THROUGH DALLAS COLLEGE, AND THEY ARE ON THE SEMESTER SYSTEM.
I MEAN, THEY'RE ACTUALLY TAKING CLASSES.
SO WE'RE GOING TO MAKE SURE THAT WE'RE LOOKING AT THEIR GRADES AND THEIR PERFORMANCE REGULARLY AND EARLY SO THAT WE CAN WE CAN TRACK THE CIVIL SERVICE BOARD DID AND THE COUNCIL DID PASS WHERE NOW, INSTEAD OF THE 45 COLLEGE HOURS, THEY ARE ACTUALLY ABLE TO TAKE THE TEXAS SUCCESS INITIATIVE ASSESSMENT WHICH DOES TEST READING AND MATH.
SO THAT WAY, WE'LL BE ABLE TO PROVIDE ADDITIONAL RESOURCES AND ALSO TO TRACK THOSE CLOSER THAT WE CAN ESTIMATE MAY HAVE SOME TROUBLE WITH OUR EMT PARAMEDIC TRAINING.
WE'VE ALSO BEGUN GIVING A READING COMPREHENSION TEST TO OUR NEW HIRES TO ASSESS THEIR READING LEVEL TO COME IN AND THIS IS ALL ABOUT MAKING SURE THAT WE'RE PROVIDING THEM THE RESOURCES, ALL THE RESOURCES THAT WE CAN GIVE THEM TO MAKE THEM SUCCESSFUL WITHIN OUR PARAMEDIC AND FIRE PROGRAM.
WE'RE HOLDING REGULAR STUDY SESSIONS FOR THE MEMBERS, AND WE'RE ALSO PROVIDING SOME TRAINING AND TEST TAKING SKILLS AND SOME ASSISTANCE WITH THE READING COMP.
I MEAN, THEY CAN READ, BUT HOW DO YOU BREAK DOWN, HOW DO YOU TO DIGEST IT AND HOW TO RETAIN IT? SO WE'RE PROVIDING SOME OF THOSE RESOURCES TO THEM AS WELL.
NEXT SLIDE. SO ONE OF THE THINGS WE WANT TO DO WITH RETENTION IS FIRST WE WANT TO DEFINE THE ISSUE.
SO AND WE'RE ALSO LOOKING AT WE KNOW WHY THEY'RE COMING FROM THE SURVEYS.
BUT NOW WE WANT TO SEE ARE WE MEETING YOUR EXPECTATIONS? IS THE JOB MEETING YOUR EXPECTATIONS? IS IT WHAT YOU THOUGHT IT WOULD BE? BECAUSE IF WE CAN FURTHER HONE THAT AND DEFINE IT BEFORE THEY COME ON, THEN WE FEEL IT WILL BE MORE SUCCESSFUL THAT THOSE COMING ON REALLY ARE A GOOD FIT FOR THE JOB AND WE GOT TO TALK TO THEM.
WHAT ARE THEIR EXPECTATIONS REALISTIC? BECAUSE SOME COME ON AND THEY DON'T REALIZE THAT, YES, YOU'RE GOING TO BE WORKING ON WEEKENDS, YOU'RE GOING TO MISS BIRTHDAYS, YOU'RE GOING TO MISS HOLIDAYS, YOU'RE GOING TO BE UP ALL NIGHT.
SO WE HAVE TO MAKE SURE THAT WE'RE MORE REALISTIC WHEN WE'RE RECRUITING THEM TO LET THEM KNOW THAT IT'S THE BEST JOB IN THE WORLD IS VERY FULFILLING, BUT IT IS A HARD JOB, SO WE WANT TO MAKE SURE THAT WE START INSTILLING THEM.
WE'RE ALSO DOING A POST GRADUATE SURVEY TO SEE NOT ONLY GETTING A FEEL OF THE RECRUITMENT PROCESS, MAKING SURE THAT OUR TRAINING IS THE BEST FOR THEM, THE BEST FIT AND FOR ANY OTHER RESOURCES THAT WOULD HAVE MADE THEM MORE SUCCESSFUL? WE'VE ALSO DEVELOPED A CLASS MENTOR PROGRAM THAT WE'VE STARTED RECRUITING FOR.
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GUIDE, YOU KNOW, THEIR SUPPORT SYSTEM.THESE ARE FIREFIGHTERS THAT CAN GIVE THEM ADVICE AND TO GUIDE THEM.
BUT IT'S AWAY FROM THE POWER DYNAMICS THAT ARE THERE BETWEEN THE INSTRUCTOR AND THE STUDENTS.
SO THIS IS GOING TO BE THEIR SHERPA THAT KIND OF GUIDES THEM THROUGH THE PROCESS, AND WE'LL ASSIGN THEM WHEN THEY GET TO THE ACADEMY, AND THEY'LL FOLLOW THEM UNTIL THEY'RE OFF OF PROBATION. AND WE'RE HOPING THAT THEY'LL BUILD ENOUGH RELATIONSHIPS THAT IT WILL CARRY ON AFTER THAT.
WE'RE ALSO GOING TO START REALLY TRYING TO ENGAGE OUR MEMBERS.
WE'RE LOOKING AT SOME GROUP EVENTS FOR THE DEPARTMENT TO TRY TO CONGREGATE OUTSIDE OF WORK, TO BUILD STRONGER BONDS WITH EACH OTHER, WITH THE CITY, WITH THE DEPARTMENT, AND HAVE THAT STRONGER SENSE OF COMMUNITY.
SO WE HAVE SET SOME PERFORMANCE MEASURES FOR OURSELVES.
WE WANT TO INCREASE THE NUMBER OF FEMALE APPLICANTS BY 15% THIS YEAR.
WE WANT TO VISIT 25% AT LEAST 25% OF ALL DALLAS HIGH SCHOOLS.
WE WANT TO DECREASE THE FIRE ACADEMY AND PARAMEDIC SCHOOL FAILURE RATES BY 10%.
WE WANT TO DECREASE THE ATTRITION OF MEMBERS WITH LESS THAN FIVE YEARS BY 10%, AND WE WANT TO INCREASE THE NUMBER OF FEMALE APPLICANTS BY 15%.
SO THAT CONCLUDES MY PRESENTATION, AND I'M OPEN TO ANY QUESTIONS THAT YOU MAY HAVE FOR ME.
COUNCILMEMBER MORENO. THANK YOU CHAIR.
AND THOSE FIREFIGHTERS ECHOED THE DESIRE TO SERVICE, TO SERVE.
WHEN YOU WERE TALKING ABOUT PREP CLASSES AND PEER ASSISTANCE.
ARE WE ALSO LOOKING TOWARDS OUR ASSOCIATIONS TO PROVIDE SOME COACHING? SO AT THIS TIME WE'VE REALLY FOCUSED ON THE DEPARTMENT.
WE'RE ALWAYS WILLING TO PARTNER WITH OUR ASSOCIATIONS.
BUT WE ARE OPEN TO THEIR PARTNERSHIP.
BUT WE THINK THIS IS SOMETHING THAT THAT WE SHOULD TAKE THE LEAD ON.
AND I'M JUST LOOKING AT IT AS AN ENHANCEMENT, NOT FOR A SUPPLEMENT.
TRADE OFF WHEN IT COMES TO PEOPLE WHO ARE FAILING.
IS THAT DURING THE INTERVIEW PROCESS OR IS THAT MORE ON THE ACADEMIC NATURE? SO WHEN I WAS SPEAKING OF THE FAIL, IT'S ACTUALLY ON THE ACADEMIC PORTION.
SO WE'LL SEND THEM TO EMT SCHOOL FIRST, THEN PARAMEDIC SCHOOL, THEN FIRE SCHOOL.
AND CAN YOU JUST REMIND US ABOUT THE REQUIREMENTS FOR SOMEONE TO QUALIFY TO BE ABLE TO BE A FIREFIGHTER? AS FAR AS AGE, MILITARY YEARS OF COLLEGE.
OKAY. SO AT LEAST 18 YEARS OF AGE, BUT NOT HAVE TURNED 36.
WITH THE NEW CHANGES IF YOU PASS THE TEXAS, THE TSA ASSESSMENT, YOU DO NOT.
YOU JUST NEED A HIGH SCHOOL DIPLOMA.
IF YOU CAN PASS THAT, IF YOU CANNOT PASS THAT, THEN YOU WILL NEED EITHER 36 HOURS, I MEAN, 36 MONTHS OF MILITARY, OR YOU'LL NEED 45 COLLEGE HOURS. OKAY.
AND THEN CHIEF ARTIST, THIS IS FOR YOU.
I HAD STARTED DISCUSSIONS ABOUT AS OUR FIRE STATIONS ARE AGING OUT AND NEEDING REPLACEMENT OF THE OPPORTUNITY FOR US TO PARTNER WITH A PRIVATE DEVELOPER FOR THEM TO BUILD A STATION ON THE GROUND LEVEL WITH APARTMENTS ABOVE.
AND I JUST THINK THIS IS A GOOD OPPORTUNITY FOR A SPECIAL ASSIGNMENT TO BE ADDED.
THANK YOU. COUNCILMAN. WE DEFINITELY HAD THAT CONVERSATION BEFORE.
COUNCILOR LEWIS, DID YOU HAVE ANY QUESTIONS? YES. THANK YOU.
I APPRECIATE THE DATA THAT YOU'VE GOT.
SO THIS LOOKS LIKE YOU'RE ON THE RIGHT TRACK.
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AND SO AS I LOOKED AT THE WEBSITE, I THOUGHT THERE WAS SOMETHING THAT COULD BE STRENGTHENED, AND THAT IS TAKING THAT INSIGHT ABOUT WHAT THE MOTIVATION IS, THE DESIRE TO SERVE THE REPUTATION OF THE DEPARTMENT AND THE BENEFITS AND SALARY AND MAKING THE WEBSITE REALLY BOOST THAT AND CONNECT WITH THEM ON THOSE THINGS. BECAUSE RIGHT NOW IT'S KIND OF A LOT OF TEXT AND IMAGERY COULD REALLY BE USED, I THINK, TO STRENGTHEN THAT LINK, THAT WHEN THEY COME TO THAT DALLAS SITE, YOU KNOW, THEY'RE THEY'RE REALLY DRAWN IN MORE.SO I THINK THAT'S SOMETHING I WOULD ENCOURAGE EVERYONE TO LOOK AT.
YOU KNOW, I'D SAY WHY YOU SHOULD WORK FOR DALLAS, YOU KNOW, VERSUS THE SUBURBS.
I MEAN, TALK TO THEM LIKE THEY TALK TO EACH OTHER.
AND SO I THINK THIS IS GREAT TO START COLLECTING ALL OF THIS, BUT THERE MAY BE SOME WAYS TO JUST I MEAN, THINK ABOUT THE MARINES, YOU KNOW, THE FEW, THE PROUD, THE MARINES AND ALL THE AMAZING IMAGERY THEY USE.
BUT I REALLY APPRECIATE THE DATA AND THE WAY THAT YOU'RE BREAKING IT DOWN.
DEFINITELY APPRECIATE PURSUING WOMEN, MORE WOMEN TO SERVE.
AND LOOKING FORWARD TO SEEING HOW THESE THINGS THAT YOU'VE OUTLINED PLAY OUT.
SO YOU HAVE ALSO DONE A REALLY GOOD JOB WITH YOUR RECRUITING.
AND I WANT TO MAKE SURE THAT YOU'RE ACKNOWLEDGED FOR THAT.
TELL US WHERE YOU'RE AT WITH THE BANNERS.
ARE THEY ALL OUT AT THE DESIGNATED FIRE STATIONS FOR RECRUITING FOR BOTH.
OKAY, SO I THINK YOU MADE A VERY INTERESTING POINT.
I KNOW WE HAVE TALKED ABOUT THIS A NUMBER OF TIMES, ABOUT HOW IMPORTANT IT IS, NOT JUST THAT THE FIREFIGHTERS ARE VERY STRONG, WHICH IS IMPORTANT IN THIS JOB, BUT ALSO YOUR READING AND COMPREHENSION SKILLS.
YOU KNOW, I GOT DOCTOR ISAAC RIGHT IN FRONT OF ME OVER THERE.
BUT SO MANY OF YOUR CALLS ARE MEDICAL CALLS.
AND IT IT TAKES A LOT OF KNOWLEDGE AND UNDERSTANDING WHAT TO DO.
THAT I DO UNDERSTAND WHY YOU HAVE THIS CHALLENGE OF RECRUITING A FORCE THAT CAN THEN PASS THIS VERY ACADEMIC CLASS TO BECOME A PARAMEDIC.
HAVE YOU LOOKED AT WHAT KIND OF STUDY BUDDY PROGRAM? I LIKE THAT YOU'RE CHECKING GRADES, MAYBE, YOU KNOW, LAYERING IN THAT MOM ACCOUNTABILITY OF HOW WE DO IT IN CLASS.
WHAT ELSE CAN YOU DO TO HELP FOLKS COME TOGETHER TO STUDY? SO I KNOW WE DO HAVE A WE DO HAVE A STRUCTURED STUDY HALL, BUT BUT I HADN'T THOUGHT ABOUT THE THE BUDDY STUDY OR SOMETHING STRUCTURED THAT WAY AS WELL. WE'RE ALWAYS WELCOME TO ANY TO RECEIVE ANY, ANY ADVICE TO STRENGTHEN THAT.
WELL, YOU KNOW, IF YOU CAN EXPLAIN IT TO OTHER PEOPLE, THEN YOU KNOW IT, RIGHT? AND SO THAT THAT CAN SOMETIMES BE VERY HELPFUL.
OKAY. ARE YOU OFFERING A FIRE RIDE ALONG TO CANDIDATES? NO, MA'AM. WE ARE NOT OFFERING A FIRE BY A RIDE ALONG.
THERE'S ARE SOME RISK ISSUES INVOLVED WITH THAT, RIGHT? HIPAA WITH THE WITH THE MCI.
AND THEN EVEN ON THE FAR SIDE, A FIRE SCENE IS NOT THE SAFEST PLACE TO HAVE UNTRAINED PEOPLE.
AND IT'S SORT OF SURPRISING TO THEM.
RIGHT. I THINK IT'S THE SAME THING.
I THINK PEOPLE WOULD BE SURPRISED AT HOW MANY HOW MANY MEDICAL CALLS YOU'RE REALLY GOING OUT ON.
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WHOLE 24 HOURS.SO SOMETHING WE MAY, WE MAY LOOK AT IS TRYING TO FIND SOME VIRTUAL WAY TO DO IT.
WE'LL LOOK AT WE'LL LOOK AT THAT, BE IT EITHER A VIDEO OR LET'S FOLLOW SOMEBODY AROUND OR WE'LL, WE'LL LOOK AT, WE'LL LOOK AT SOME WAYS TO, TO DO IT AS SAFELY AS WE CAN.
THAT COULD REALLY BE TRAUMATIZING FOR THEM.
AND SO I WANT TO MAKE SURE THAT WE GIVE THEM THE TRUE PICTURE WITHOUT COMPROMISING SOME OF THE THINGS THAT THAT MAY SOMEONE THAT'S NOT TRAINED TO SEE CERTAIN THINGS AS THESE FIRST RESPONDERS ARE COULD REALLY TRAUMATIZE THEM AND SEND THEM IN THE WRONG DIRECTION ABOUT THE JOB.
I THINK IT'S SOMETHING THAT THEY HAVE A VIDEO TEAM.
AND CHIEF MILAM HAS WORKED IN THAT AREA.
WELL, I DON'T KNOW IF YOU SEND A PUSH TEXT OVER A 24 HOUR PERIOD OF EVERY TIME THEY WOULD BE GOING OUT ON A CALL, RIGHT? SO IT'S LIKE CARRYING AROUND THAT FLOWER, BABY.
I MEAN, SLEEP IS A REAL PROBLEM IN THAT 24 HOUR PERIOD.
BUT THEN ALSO YOU DON'T WORK FOR TWO DAYS.
AND, YOU KNOW, A LOT OF FIREFIGHTERS DO OTHER THINGS.
BUT I DO THINK EVEN WHEN YOU LOOK AT YOUR TURNOVER, YOU KNOW, STRESS IS AN ITEM THAT'S IN THERE.
AND. I THINK BUILDING IN AT THE BEGINNING OF KNOWING THAT YOU'RE GOING TO BE DEALING WITH TRAUMA AND YOU'RE GOING TO BE DEALING WITH A LEVEL OF STRESS THAT'S NOT TYPICAL IS IMPORTANT.
AND, YOU KNOW, THERE'S THE ADVENTURE SIDE OF BEING A FIREFIGHTER.
BUT THERE'S THAT WHOLE OTHER DARKER SIDE THAT YOU ARE CONSTANTLY DEALING WITH WITH MENTAL HEALTH.
AND, YOU KNOW, I'M REALLY WORRIED ABOUT THAT.
AND I KNOW WE'RE GOING TO HAVE A BRIEFING NEXT MONTH THAT WILL ADDRESS THAT A LITTLE BIT MORE.
BUT IF YOU CAN GET AHEAD OF THAT AND HELP PEOPLE BETTER SELF-SELECT THAT.
MAYBE THEY'RE RIGHT FOR THIS JOB, BUT MAYBE THEY'RE NOT.
I THINK THAT'S GOING TO BE IMPORTANT FOR YOU GOING FORWARD.
OKAY. THANK YOU FOR THE GREAT PRESENTATION.
OKAY. YOU READY FOR THE NEXT ONE? ITEM B, VIOLENT CRIME REDUCTION PLAN.
AND, MAJOR, I'M NOT SURE HOW TO PRONOUNCE YOUR NAMES.
IS IT [INAUDIBLE]? WELL, WELCOME FOR YOUR FIRST EVER.
BUT NO WORRIES, YOU GOT YOUR ASSISTANT CHIEF RIGHT THERE WITH YOU.
OKAY. YOU'RE BULLETPROOF RIGHT NOW.
GOOD AFTERNOON PUBLIC SAFETY COMMITTEE.
WE'LL GO AHEAD AND GO TO THIS SLIDE PAGE FOUR.
AS YOU CAN SEE, WE'RE DOWN IN EVERYTHING WITH THE EXCEPTION OF BUSINESS ROBBERIES.
AND WE ARE WORKING ON INITIATIVES TO TRY TO BRING THAT DOWN.
NEXT SLIDE. THIS IS A COMPARISON OF OUR PERIOD 17 GRIDS VERSUS THE SAME PERIOD LAST YEAR.
WE WERE DOWN IN EVERY VIOLENT CRIME CATEGORY WITH THE EXCEPTION OF ASSAULT NON FAMILY VIOLENCE.
THOSE GRIDS ENDED ON SEPTEMBER 30TH.
NEXT SLIDE PLEASE. THIS IS GOING TO BE OUR VICTIM TREND LINE.
AS YOU CAN SEE WE ARE STILL TRENDING DOWN.
AND THE VICTIM TREND LINE AS WELL AS ON THE NEXT SLIDE YOU'RE GOING TO SEE IT'S OUR INCIDENT COUNT.
[00:40:02]
AND WE ARE TRENDING DOWN ON INCIDENT COUNT AS WELL.IT'S GOING TO BE OUR 2024 MURDER TRENDS.
AS I SAID EARLIER WE'RE DOWN 27%, WHICH IS 53 FEWER VICTIMS OVER THE YEAR.
AND WE'RE ALSO DOWN FIVE AND JUST FAMILY VIOLENCE MURDERS YEAR TO DATE.
AND WE'LL GO ON TO SLIDE NUMBER TEN, WHICH IS GOING TO BE OUR ROBBERY TREND.
INDIVIDUAL ROBBERIES WERE DOWN 6%, WHICH SOUNDS LIKE A SMALL NUMBER WHEN YOU ARE OVERALL ROBBERIES.
SOUNDS LIKE A SMALL NUMBER. WHEN YOU LOOK AT IT, IT'S 109 FEWER VICTIMS. WE'RE UP 20 OR 12% IN BUSINESS ROBBERIES, WHICH IS 40 MORE VICTIMS AND INDIVIDUALS WERE DOWN 10%, WHICH IS 149 FEWER VICTIMS. NEXT SLIDE PLEASE. FOR AGGRAVATED ASSAULTS, WE ARE DOWN 9.2% OVERALL, WHICH IS 466 VICTIMS. A LITTLE LESS THAN 1% FOR FAMILY VIOLENCE ASSAULTS AND 12% FOR NON-FAMILY VIOLENCE.
AND THIS IS WHERE WE'RE GOING TO BE MAKING OUR BIGGEST CHANGE IS ON FOCUSED DETERRENCE.
WE'VE CURRENTLY COMPILED OUR LIST FOR OUR FOURTH SESSION.
WE ARE EXPLORING A NEW SYSTEM FOR CUSTOM NOTIFICATIONS TO BE OUR PRIMARY PROCESS.
AND WHAT WE MEAN BY A CUSTOM NOTIFICATION IS WE WILL GO OUT TO INDIVIDUAL CLIENTS.
WE WILL MEET THEM IN THE FIELD, WHETHER THAT MEANS WE MEET THEM AT THEIR HOME.
WE MEET THEM POSSIBLY AT THE JAIL.
WE'RE GOING OUT TO THEM INSTEAD OF CALLING THEM IN TO US.
THEY, WHAT WE'RE LOOKING AT DOING MAINLY IS SATURDAY MORNINGS, BECAUSE WHAT THEY HAVE FOUND IS IN SATURDAY MORNINGS BETWEEN CERTAIN TIME PERIODS, THEY'RE ABLE TO CATCH THESE PEOPLE AT HOME. IT'S GOING TO LOOK A LOT LIKE OUR CALL IN SESSIONS, BECAUSE WE'RE GOING TO HAVE A LOT OF THE SAME PARTNERS WITH US.
WE'RE GOING TO HAVE WE'RE ENGAGING WITH THE DISTRICT ATTORNEY'S OFFICE.
WE'RE ENGAGING WITH SOCIAL SERVICES.
AND WE'RE LOOKING AT CALLING AT THIS POINT IN TIME IS FOCUSED DETERRENCE, NEIGHBORHOOD OUTREACH.
AND THEN ON THE NEXT SLIDE, I WANTED TO HIGHLIGHT A LITTLE BIT OF THE WORK THAT OUR TEAM HAS DONE, AND THIS WAS A SEARCH WARRANT THAT THEY SERVED AT 2601 JEFFERIES ON OCTOBER 16TH. THESE INDIVIDUALS, THEY WERE ABLE TO ARREST FIVE INDIVIDUALS THAT WERE TIED TO A PHASE 17 GRID AT 3022 SOUTH, AS WELL AS PHASE 16 GRID AT 1717 JEFFREYS. THEY SEIZED OVER 200 OR OVER 20 POUNDS OF MARIJUANA AND OVER 300G OF METHAMPHETAMINE, AS WELL AS 14 FIREARMS. I THINK THE BIGGEST WIN FOR US ON THIS IS THE 14 FIREARMS, BECAUSE THOSE ARE 14 FEWER FIREARMS THAT CAN BE USED TO VICTIMIZE OTHER CITIZENS IN THE CITY OF DALLAS.
THAT'S GOING TO BE THE END OF THIS PRESENTATION.
DO YOU HAVE ANY QUESTIONS? FOR US? YES. WELL, AGAIN, THIS IS, YOU KNOW, CONTINUING THIS TREND.
SO I PROBABLY SPEAK FOR ALL OF US ON BEING THANKFUL AND APPRECIATIVE OF THAT.
AND I KNOW WE'RE GOING TO GET TO THAT INITIATIVE A LITTLE BIT LATER.
BUT BUSINESS ROBBERIES ARE STILL, YOU KNOW, WHERE WE'VE GOT A STICKING SPOT.
AND I, YOU KNOW, IT HAPPENS EVERY MONTH, OBVIOUSLY, THESE OTHER CRIMES, I THINK WHEN WE'RE TALKING ABOUT A CRIME AGAINST A PERSON, I MEAN, LOSS OF LIFE AND AGGRAVATED ASSAULT, VERY CONCERNING.
BUT BUSINESS ROBBERIES CAN ALSO TURN AND GO THAT DIRECTION AS WELL.
AND SO WHAT PLANS ARE THERE TO TAKE A LOOK AT THIS IN ISOLATION AND SEE WHAT WE MIGHT DO TO EDUCATE OR, YOU KNOW, I'M NOT SURE WHAT YOU ALL WOULD RECOMMEND.
[00:46:22]
SO ONE THING IT SEEMS LIKE DETERRENCE, YOU KNOW, HELPS WOULD HELP TREMENDOUSLY AND SO ON THE EDUCATION OR YOU'RE TALKING ABOUT THE SYMPOSIUMS. I'VE GOT A SHOPPING CENTER NEAR PRESTON AND FOREST ON THE NORTHWEST CORNER THAT IT'S JUST REALLY CAUGHT MY EYE.I GUESS WHAT WE USE OUR ELEVATED YOU KNOW, KIND OF EYE IN THE SKY.
THEY'RE UNMANNED, BUT THEY HAVE LIGHTS THAT FLASH AS IF THEY ARE POLICE.
I MEAN, THEY'RE BLUE AND RED, AND THEY JUST, YOU KNOW, I THINK THERE'S CAMERA TECHNOLOGY.
I THINK LIGHT TECHNOLOGIES DOES THIS.
AND SO IT MAY BEHOOVE I DON'T KNOW IF THEY OFFER ANY KIND OF PROGRAMS FOR CITIES.
I DON'T HAVE ANY NUMBERS ON HOW THAT DETERS.
IT'S JUST ONE OF THOSE THINGS THAT MAKES ME THINK IF I WAS A CRIMINAL, I MIGHT PASS THAT ONE BY.
AND SO I'M WONDERING IF WE COULD DELVE INTO THAT A LITTLE BIT MORE AND SEE HOW WE COULD BRING OUR BUSINESS COMMUNITY TOGETHER AND SEE IF THERE'S SOME WAYS THAT WE COULD YOU KNOW, BRING SOME SORT OF TECHNOLOGY THAT'S OUT THERE TO HELP DETER THESE THINGS TO WHERE IT'S JUST NOT GOING TO HAPPEN IN THE FIRST PLACE.
BECAUSE WHEN IT STARTS TO HAPPEN, YOU'RE RIGHT.
THANK YOU CHAIR. CHIEF IGO, HOW MANY OF THESE ARE REPEAT OFFENSES WHEN IT COMES TO A BUSINESS? AND I'M TALKING ABOUT THOSE LOW LEVEL YOU KNOW, $10 AND BELOW.
HOW MANY OF THOSE ARE THOSE ARE REPEAT? SURE.
AND IT IS A SMALL BUSINESS OWNER I CAN SYMPATHIZE WITH OUR BUSINESSES WHO HAVE TO DEAL WITH THIS ON A DAILY, WEEKLY BASIS.
DON'T WANT TO DISCOURAGE ANYONE FROM NOT CALLING.
AT THE SAME TIME, IT'S HARD TO ASK.
OR, HEY, INVEST IN CAMERAS, INVEST IN SECURITY WHEN THEY'RE JUST THEY'RE GETTING BY.
AND SO I BELIEVE THOSE SMALL BUSINESS SESSIONS ARE RESOURCEFUL AND USEFUL.
[00:50:03]
SO I TOO WOULD LIKE TO SEE SOME ADDITIONAL ATTENTION THERE.THANK YOU. OKAY, SO ON SLIDE TWO, YOUR VERY FIRST ITEM IS OVERALL VIOLENT CRIME IS DOWN 10%.
AND SO THIS IS A REDUCTION OF 10% OVER THE REDUCTION WE HAD FOR THE LAST TWO YEARS.
EVERY YEAR WE'RE REDUCING IT EVEN MORE OVER THE YEAR BEFORE.
THAT IS CORRECT. WELL, IT'S REMARKABLE THAT YOU'RE ABLE TO DO THAT.
SO IF I GO AND IF YOU CAN MOVE THAT A LITTLE BIT CLOSER.
PEOPLE WANT TO HEAR WHAT YOU HAVE TO SAY.
SO THERE SEEMS TO BE AN INTEREST.
I MEAN, YOU'VE ONLY GOT THE ONE CATEGORY THAT'S INCREASING, WHICH IS BUSINESS ROBBERY.
AND HERE WE'RE GOING TO WE'RE GOING TO POUND ON YOU FOR THAT.
BUT THERE SEEMS TO BE AN INTEREST IN BEING ABLE TO PROVIDE MORE INFORMATION AND PERHAPS ALTERNATIVES TO BUSINESS OWNERS, WHETHER IT'S CAMERAS, LIGHTING, OTHER ACTIVITIES.
WE'VE TALKED REPEATEDLY AT THIS COMMITTEE MEETING.
ON, YOU KNOW, SHOULD BUSINESS OWNERS STAND DOWN FOR VERY SMALL ITEMS SO IT DOESN'T BECOME A VERY VIOLENT OFFENSE? SHOULD THEY JUST REPORT, YOU KNOW, LIKE, WHAT SHOULD THEY DO? WOULD YOU BE OPEN TO THINKING THROUGH HOW WE COULD ROLL THAT OUT.
LIKE, I KNOW I'VE HAD A BUSINESS SYMPOSIUM, BUT IT WAS A COUPLE OF YEARS AGO.
AND THERE MIGHT BE SOME NEW THOUGHTS, RIGHT? THE TECHNOLOGY IS CONTINUING TO EVOLVE AND HOW WE'RE ADDRESSING IT.
AND EVEN WITH DIFFERENT CHIEFS, WE'VE HAD DIFFERENT INITIATIVES.
SO CAN YOU THINK THROUGH AND MAYBE WE CAN TALK AT EITHER THE NOVEMBER OR THE DECEMBER 1ST ABOUT HOW WE COULD ROLL THAT OUT FOR THE COUNCIL? I MEAN, I DON'T NECESSARILY THINK YOU NEED TO DO 14 OF THESE.
I THINK THAT WOULD BE OVERKILL.
BUT PERHAPS WE CAN DO A NORTH SOUTH, EAST WEST SITUATION AND INVITE BUSINESS OWNERS TO ATTEND ONE OF THOSE WHERE THEY CAN GET THAT INFORMATION SPECIFIC TO, YOU KNOW, IF YOU'RE A CONVENIENCE STORE, IF YOU'RE THIS KIND OF STORE, WHAT WE'RE RECOMMENDING THEY DO BECAUSE, YOU KNOW, THEY ARE FEELING THOSE EFFECTS, WHETHER IT'S SMALL AMOUNTS OR LARGER AMOUNTS, RIGHT? SO I DON'T THINK YOUR MICROPHONE IS ACTUALLY WORKING AT ALL.
ALL RIGHT. DON'T MAKE ME START FROM THE BEGINNING, BECAUSE I PROBABLY HAVE FORGOTTEN BY THEN.
HOWEVER, FROM THE LAW ENFORCEMENT SIDE, IT'S ALWAYS THE SAFETY OF THOSE PERSONS INSIDE THAT BUSINESS, ALWAYS GOING TO BE OUR FIRST CONCERN AND TO SAY THAT WE'D RATHER LET THAT ITEM, ESPECIALLY IF IT'S A SMALL ITEM, LEAVE, AS OPPOSED TO THE POTENTIAL DANGER TO THAT EMPLOYEE, THAT WOULD BE OUR RECOMMENDATION.
BUT WE'RE ALWAYS WORKING WITH THEM, WHETHER IT'S THROUGH THE CAMERAS.
AND I UNDERSTAND THAT'S ALSO AN ISSUE FOR A LOT OF THESE SMALL BUSINESSES.
BUT WE'D BE MORE THAN WILLING TO ROLL OUT A MORE COMPREHENSIVE PLAN.
WE I THINK WE HAD OUR NEXT ONE SCHEDULED IN JANUARY OR FEBRUARY, BUT WE'LL TAKE A LOOK AT THAT.
WELL, SURE AND CAMERA COSTS HAVE COME DOWN SIGNIFICANTLY.
SO I'D LOVE TO, I KNOW WE HAVE A MEETING SOON.
I JUST HAD A PRESENTATION BY A MONITORING COMPANY THAT'S USING AI AND VERY, VERY REASONABLY PRICED.
SO HOPEFULLY, YOU KNOW, THAT BALANCE WILL BE IN PLACE, RIGHT? LIKE, WE WANT PEOPLE TO BE SAFE AS OUR PRIORITY.
BUT SECONDLY, YOU KNOW, THERE'S ADVICE WE CAN GIVE ON HOW THEY'RE DESIGNING THEIR STORE, YOU KNOW, THEIR ENTRANCE, WHERE THEIR MERCHANDIZING, ANY KIND OF SECURITY EFFORTS THAT THEY HAVE.
GOOD JOB Y'ALL. MOVING TO OUR NEXT ITEM, DOMESTIC VIOLENCE UPDATE.
[00:55:03]
I'M GOOD. Y'ALL READY? GOOD AFTERNOON, CHAIRWOMAN NIELSEN AND PUBLIC SAFETY COMMITTEE.I'M DEPUTY CHIEF WILLIAM GRIFFITH, COMMANDER OF THE CRIMINAL INVESTIGATIONS GROUP.
WITH OCTOBER BEING DOMESTIC VIOLENCE AWARENESS MONTH.
REPEAT VICTIMS. THE WORK BY OUR FUGITIVE UNIT IDENTIFIED MULTIFAMILY LOCATIONS, TRAINING PARTNERSHIPS, AND NEXT STEPS.
DISCUSS HISTORICAL AND YEAR TO DATE METRICS.
WE ALSO WANT TO DISCUSS PREVENTION EFFORTS BY THE DOMESTIC VIOLENCE UNIT AND REVIEW WITH YOU SERVICES THAT THE DALLAS POLICE DEPARTMENT PROVIDED TO VICTIMS. NEXT SLIDE PLEASE.
HIGH RISK DOMESTIC VIOLENCE VICTIM.
THIS SLIDE PROVIDES YOU WITH THE DOMESTIC VIOLENCE NUMBERS THE PAST THREE YEARS.
EACH OF THE PAST THREE YEARS, THERE HAS BEEN A REDUCTION IN DOMESTIC VIOLENCE OFFENSES.
IN 2023, THERE WAS AN 8.6% REDUCTION IN DOMESTIC VIOLENCE FROM 2022.
IN 2023, THERE WERE 218 LESS DOMESTIC VIOLENCE AGGRAVATED ASSAULTS FROM 2022.
THIS SLIDE PROVIDES YOU WITH THE 2024 YEAR TO DATE NUMBERS COMPARED TO LAST YEAR.
AS THEY TALKED PREVIOUSLY, THERE ARE FIVE LESS MURDERS AND 25 LESS AGG ASSAULTS.
THIS SLIDE SHOWS INTIMATE PARTNER VIOLENCE VERSUS NON INTIMATE PARTNER VIOLENCE.
AND 60% OF OFFENSES INVOLVE INTIMATE PARTNER VIOLENCE.
I THINK THE VICTIMOLOGY BREAKDOWN AS YOU CAN SEE 80% OF DOMESTIC VIOLENCE VICTIMS ARE FEMALE.
THE MAJORITY OF DOMESTIC VIOLENCE VICTIMS ARE BETWEEN THE AGES OF 20 AND 39.
LETHALITY STATEMENTS, ASSESSMENT, EXCUSE ME.
THE TOTAL OF LETHALITY ASSESSMENTS YEAR TO DATE IN 2024 ARE 3727.
63% QUALIFIED FOR SCREENING AND 14% ACTUALLY SPOKE WITH A COUNSELOR.
REPEAT VICTIMS YEAR TO DATE IN 2024, 94 REPEAT VICTIMS THAT HAD THREE OR MORE OFFENSES COMMITTED AGAINST THEM.
THE DALLAS POLICE DEPARTMENT ADVOCATE REACHED OUT TO ALL VICTIMS AND CHECKED ON THEIR SAFETY AND PROVIDED RESOURCES SUCH AS SAFETY PLANNING, PROTECTIVE ORDERS, RISK ASSESSMENT AND COORDINATION WITH SHELTERS AND LEGAL ASSISTANCE.
WE ALSO ARE WORKING WITH THE DISTRICT ATTORNEY'S OFFICE TO EXPEDITE THE JUDICIAL PROCESS.
ALSO, WE NOTIFY OUR ATF LIAISON ON CASES THAT IMPLICATE FIREARM VIOLATIONS.
THE FUGITIVE UNIT IS CONDUCTING MONTHLY DOMESTIC VIOLENCE WARRANT ROUNDUPS IN 2023.
THE FUGITIVE UNIT ARRESTED 178 OFFENDERS FOR OUTSTANDING DOMESTIC VIOLENCE WARRANTS.
OF THOSE, 178, 47 HAVE BEEN ARRESTED PREVIOUSLY FOR DOMESTIC VIOLENCE.
OF THOSE 214, 75 HAVE BEEN ARRESTED PREVIOUSLY FOR DOMESTIC VIOLENCE.
THOSE LOCATIONS 11,750 FERGUSON ROAD, 5440 NORTH MILLER, 5969 HIGHLAND VILLAGE AND 9415 BRUTON ROAD. IN THE MONTH OF OCTOBER, WE HAVE HOSTED TRUNK OR TREAT EVENTS AT THOSE LOCATIONS IN PARTNERSHIP WITH GENESIS WOMEN'S SHELTER, THE FAMILY PLACE APARTMENT ASSOCIATION OF GREATER DALLAS AND THE DOMESTIC VIOLENCE AND HUMAN TRAFFICKING ADVISORY COUNCIL.
[01:00:04]
LAST WEEK, THE DEPARTMENT HAD AN OUTREACH EVENT AT 5969 HIGHLAND VILLAGE, WHICH WAS ATTENDED BY OVER 250 PEOPLE.TOMORROW WE WILL HAVE ANOTHER OUTREACH EVENT AT 9415 BRUTON.
HERE'S SOME PHOTOS THAT WERE TAKEN AT THOSE LAST THREE EVENTS THAT WE WERE AT.
ALSO, WE'VE CONDUCTED TRAINING ON STRANGULATION FORMS AND PROTECTIVE ORDERS.
OUR NEXT STEPS FOR DOMESTIC VIOLENCE UNIT IS EXCUSE ME, DOMESTIC VIOLENCE IS A SYSTEMATIC ISSUE REQUIRING CONSTANT ADVOCACY AND INCREASED AWARENESS FOR ALL MEMBERS OF OUR COMMUNITY. WE WILL CONTINUE THE ASSESSMENT OF METRICS TO IDENTIFY TOP LOCATIONS OF AGGRAVATED ASSAULT, FAMILY VIOLENCE, INCREASE THE NUMBER OF COMMUNITY EVENTS ATTENDED, AND THE IMPLEMENTATION OF LAP OF THE LETHALITY ASSESSMENTS.
OUR PARTNERSHIPS WITH CONTINUATION OF SUCCESSFUL PARTNERSHIPS WITH THE FAMILY PLACE AND GENESIS.
WE WILL CONTINUE TO SEEK NEW PARTNERSHIPS IN PREVENTION OF DOMESTIC VIOLENCE.
THIS YEAR, WE ESTABLISHED A COLLABORATION WITH THE APARTMENT ASSOCIATION OF GREATER DALLAS AND ALSO A CONTINUATION OF SUCCESSFUL PROSECUTION WITH THE DISTRICT ATTORNEY'S OFFICE. THIS INCLUDES THE PRESENTATION, AND WE HAVE TO ANSWER ANY QUESTIONS YOU MAY HAVE.
COUNSELOR WILLIS? YEAH. YOU BET. THANK YOU SO MUCH FOR PRESENTING THIS.
AND IT'S CERTAINLY HEARTENING TO SEE THESE NUMBERS THAT ARE COMING DOWN.
SO I REALLY APPRECIATE THIS YEAR LOOKING AT SOME OF THESE AREAS USING OUR DATA AND OUR DATA DRIVEN CITY TO SEE HOW WE CAN PUT MORE BOOTS ON THE GROUND AND REALLY USE THE HIGH TOUCH ASPECT TO WORK WITH PEOPLE EYEBALL TO EYEBALL AND CONNECT WITH THEM AND SHARE INFORMATION ABOUT RESOURCES THAT CAN HELP THEM.
AND I AM VERY APPRECIATIVE OF THE APARTMENT ASSOCIATION OF GREATER DALLAS BECAUSE WE KNOW ABOUT THE ISSUES WE HAVE AROUND CRIME AND THEN SOME OF THE HIGH INCIDENT LOCATIONS, AND THEY ARE WELCOMING AND READY TO CONTINUE THIS PARTNERSHIP, I THINK YEAR ROUND. AND HELPED PAY FOR SOME PIZZA, WHICH YOU CAN BREAK BREAD WITH PEOPLE.
THEY WILL COME OUT AND THEY WILL HAVE A CONVERSATION WITH YOU.
SO I APPRECIATE THAT. BUT I ALSO WANT TO THANK MARY KAY WHO HELPED GIVE SOME KIND OF GOODIES.
BUT IF YOU'LL NOTICE, THIS IS A PINK COMPACT.
THANK YOU, MAJOR EGO, FOR SUGGESTING THIS.
WE WANTED TO PUT SOMETHING IN THE HANDS OF SOMEONE WHO EITHER MIGHT BE A VICTIM, OR HAVE A FRIEND OR A COWORKER WHO COULD BE SUFFERING FROM ABUSE, BUT NOT PUT INFORMATION ON IT THAT AN ABUSER WOULD USE OR TAKE AWAY.
BUT ALSO WANTED TO THANK OUR PARTNERS, GENESIS AND THE FAMILY PLACE FOR CONTRIBUTING TO OUR DOMESTIC VIOLENCE DASHBOARD, WHICH IS NOW TWO YEARS OLD.
BUT I ALSO APPRECIATE THAT YOU HAVE THE NEXT FRONTIER, IT SEEMS, IS LOOKING AT OUR REPEAT OFFENDERS AND LOOKING AT OUR REPEAT VICTIMS AND UNDERTAKING A MECHANISM TO REALLY TO HELP THEM TO, TO TO KNOW, TO TAKE THAT DATA AND TO USE IT TO STOP THIS CYCLE FROM THE ABUSE SIDE AND ALSO FROM THE VICTIM OF THAT ABUSE.
GOOD MORNING EVERYONE OR GOOD AFTERNOON EVERYONE.
THERE WAS A LOT OF OUTREACH EFFORTS DONE THIS YEAR.
YOU KNOW, THE GOAL IS ALWAYS TO ENSURE THAT OUR VICTIMS KNOW THAT THEY DESERVE TO BE SAFE.
AND SO I BELIEVE WE ACCOMPLISHED THAT.
[01:05:01]
ABUSIVE SITUATION.NO. WELL, I JUST WANT TO POINT OUT THE PAGE EIGHT DEMOGRAPHICS.
BECAUSE WHEN YOU LOOK AT THIS VICTIMOLOGY, I JUST THINK IT'S SO HORRIFIC THAT IT JUST WARRANTS ANOTHER READING OF 72% FEMALE.
WHEN YOU LOOK AT THE RACE OF THE VICTIMS, YOU KNOW, BLACK AND BROWN ARE THE PREDOMINANT.
AND I DON'T KNOW WHAT SPECIAL INTERVENTIONS CAN BE MADE TO TARGET THOSE DEMOGRAPHICS, BUT I THINK IT'S URGENT, AND ESPECIALLY WHEN YOU CONSIDER WHAT A SMALL PERCENT OF THE POPULATION IS IN DALLAS THAT IS BLACK, FEMALE AND OF THAT AGE GROUP.
I THINK YOU'RE DOING EXTRAORDINARY WORK, AND I HAVE NOTHING BUT THE HIGHEST PRAISE FOR YOU.
BUT I'M VERY ALARMED WHEN I SEE THOSE NUMBERS.
SO, YOU KNOW, THIS SLIDE YOU'VE GOT UP THERE.
SO 4944 OF THE VICTIMS ARE BLACK.
3233 ARE BETWEEN THE AGES OF 20 AND 29, AND AGAIN, 72% FEMALE.
THANK YOU FOR ALL THE GREAT WORK YOU'RE DOING.
COUNCILMEMBER WILLIS, THANK YOU FOR YOUR WORK ON THIS EFFORT SPECIFICALLY.
AND LET US KNOW WHAT ELSE WE CAN DO TO SUPPORT YOU.
OUR NEXT ITEM BRIEFING ITEM D.
THIS IS AN OVERVIEW OF THE CRIMINAL TRESPASS AFFIDAVIT.
SO THIS HAS BEEN DISCUSSED A COUPLE OF TIMES.
AND SO WE'VE JUST ASKED FOR AN OVERVIEW OF HOW IT WORKS AND SOME OF THE DATA ASSOCIATED WITH IT.
AND NOW THAT WE HAVE THE DATA I NOW UNDERSTAND WHY COUNCIL MEMBER MORENO KEEPS ASKING ME ABOUT THIS.
MAJOR ALANIS, YOU ARE READY TO GO.
OKAY. I'M JUST GOING TO ASK YOU TO MOVE THAT MICROPHONE MUCH CLOSER.
THE TEXAS PENAL CODE IDENTIFIES A CRIMINAL TRESPASS OFFENSE AS AN OFFENSE THAT IS COMMITTED IF THE PERSON ENTERS OR REMAINS ON OR IN THE PROPERTY OF ANOTHER WITHOUT EFFECTIVE CONSENT, AND THE PERSON HAD NOTICE THAT THE ENTRY WAS FORBIDDEN OR RECEIVED NOTICE TO DEPART, BUT FAILED TO DO SO.
NEXT SLIDE PLEASE. THE PENALTY FOR THIS CRIMINAL TRESPASS OFFENSE IS A CLASS B MISDEMEANOR, WHICH COULD LEAD TO A FINE UP TO $2,000 AND OR 180 DAYS IN JAIL.
CRITICAL INFRASTRUCTURE FACILITY, OR IF THE PERSON CARRIES A DEADLY WEAPON DURING THE COMMISSION OF THE CRIMINAL TRESPASS OFFENSE, A CLASS C MISDEMEANOR COULD LEAD TO A FINE OF UP TO $4,000 AND OR A YEAR IN JAIL.
NEXT SLIDE PLEASE. NOW FOR AN OVERVIEW OF HOW A CRIMINAL TRESPASS WARNING IS ISSUED.
THIS OCCURS IN THE PRESENCE OF AN OFFICER.
THE OWNER, MANAGER OR EMPLOYEE INFORMS THE INDIVIDUAL THAT THEY MUST LEAVE THE LOCATION.
A CRIMINAL TRESPASS WARNING IS VALID FOR 60 DAYS FROM THE DATE OF ISSUANCE.
THE POLICE REPORT WILL INCLUDE THE INDIVIDUAL'S NAME, DATE OF BIRTH, ADDRESS AND DESCRIPTION.
[01:10:02]
THIS INFORMATION IS ENTERED INTO THE COMPUTER AIDED DISPATCH OR CAD SYSTEM, AND A SUBJECT CHECK WILL SHOW THE INDIVIDUAL'S CRIMINAL TRESPASS WARNING FROM THE SPECIFIED LOCATION. NEXT SLIDE PLEASE.SO THAT WAS A LITTLE BIT ON THE CRIMINAL TRESPASS WARNING.
WE WILL NOW LOOK AT THE CRIMINAL TRESPASS AFFIDAVIT PROGRAM.
AFFIDAVIT WITH THE POLICE DEPARTMENT.
A CONVENIENCE STORE OWNER OR REPRESENTATIVE CAN OBTAIN A BLANK COPY OF THE CTA FORMS OR PACKET ON DALLASPOLICE.GOV, WHERE THEY ARE ALSO LOCATED AT ANY ONE OF OUR POLICE STATIONS. THE STORE OWNER REPRESENTATIVE WILL COMPLETE THE CTA FORMS AND INCLUDE A LIST OF INDIVIDUALS WHO ARE PERMITTED TO BE ON THE PROPERTY DURING THE RESTRICTED HOURS.
THE OWNER OR REPRESENTATIVE MUST POST APPROPRIATE SIGNS IN PROMINENT LOCATIONS FOR THIS.
OUR NEIGHBORHOOD PATROL OFFICERS OR NPOS WILL MAINTAIN A COPY OF THE CTA AT THE PATROL DIVISIONS.
THE AFFIDAVIT INFORMATION WILL APPEAR AT THE BOTTOM OF ALL CALL SHEETS FOR THE LISTED ADDRESS.
NEXT SLIDE PLEASE. SO THE DEFLECTION CENTER.
THIS STARTED PROVIDING SERVICES ON JUNE 1ST OF 2022.
AN INDIVIDUAL MAY BE TRANSPORTED TO THE DEFLECTION CENTER IF THEY MEET THE FOLLOWING CRITERIA.
THE INDIVIDUAL MUST GO VOLUNTARILY.
THE ONLY CHARGE IS CRIMINAL TRESPASS.
THE INDIVIDUAL IS OVER 18 WITH VALID IDENTIFICATION.
THE INDIVIDUAL DOES NOT HAVE ANY OUTSTANDING WARRANTS.
HE OR SHE IS NOT IN ANY IMMEDIATE CRISIS.
NEXT SLIDE PLEASE. SO A LITTLE BIT OF DATA FOR YOU SPECIFICALLY ON YOUR DISTRICTS.
WHAT WE HAVE HERE IS DATA FROM JANUARY 1ST THROUGH SEPTEMBER 8TH OF 2024.
SO NEXT UP, OUR LAST TRAINING BULLETIN THAT WAS ISSUED AND SENT OUT TO OUR OFFICERS WAS IN 2017.
ONCE I RECEIVED THE APPROVAL FOR THE BULLETIN, IT'LL BE DISTRIBUTED TO ALL OFFICERS.
NEXT SLIDE. AND THAT CONCLUDES MY OVERVIEW.
WE HAVE TO ANSWER ANY QUESTIONS YOU MIGHT HAVE.
COUNCILOR WILLIS? SURE. THANK YOU SO MUCH.
BUT ALONG THAT LINE, IT'S A LITTLE BIT THERE'S A LITTLE FRICTION INVOLVED IN GETTING IT DONE.
THEY HAVE TO TAKE THE GET THE FORM AND TURN IT IN TO THE STATION.
AND I'M ASSUMING THAT'S BECAUSE IT'S AN AFFIDAVIT.
SO ARE WE WORKING TOWARD DOING DOCUSIGN OR SOMETHING THAT WOULD MAKE IT EASIER FOR A BUSINESS OWNER OR PROPERTY MANAGER TO FILL THIS OUT AND DO IT ALL ONLINE.
SO THAT'S SOMETHING THAT I CAN DEFINITELY LOOK INTO AND SEE IF THAT IS A VIABLE OPTION.
BUT THAT'S NOT SOMETHING THAT WE CURRENTLY HAVE IN PLACE.
[01:15:05]
REQUIREMENTS.THE OTHER THING IS ON THE DEFLECTION CENTER.
OKAY. SO THAT'S BEEN A GREAT RESOURCE.
I MEAN, DEFINITELY BEEN VERY HELPFUL.
I MEAN, YOU'VE GOT TO HAVE STAFF ABLE TO HANDLE, YOU KNOW, WHO THEY'RE BRINGING IN.
IF THEY SAY THEY DON'T WANT TO GO.
WHAT HAPPENS IF THEY HAVE COMMITTED THE CRIMINAL TRESPASS OFFENSE? WELL, THEN THEN THEY WILL BE ARRESTED FOR THE CRIMINAL TRESPASS OFFENSE.
SO THEY'RE ARRESTED AND TAKEN TO JAIL FOR CRIMINAL TRESPASS.
SO TELL ME ABOUT THAT PROCESS.
SO SOMEONE'S GOT TO TAKE THEM TO THE JAIL AND TURN THEM OVER.
SO IT WOULD BE HANDLED LIKE MOST ARRESTS.
RIGHT. AGAIN, WE HAVE WE WOULD ARREST THEM.
AND ABOUT HOW LONG DOES THAT PROCESS TAKE FROM TAKING THEM DOWN AND WHAT YOU'VE JUST DESCRIBED.
SO THAT'S GOING TO AVERAGE DEPENDING ON HOW BUSY IT IS AT THE JAIL.
NOW AGAIN, IF YOU HAVE IF IT'S A TWO MAN, TWO OFFICERS, THEN YOU CAN HAVE ONE THAT STAYS AT THE BOOKING LINE BOOKING AREA WITH THE PRISONER, WHILE THE OTHER OFFICER CAN GO AND GET STARTED ON THE NECESSARY PAPERWORK TO ENTER THE REPORT INTO THE SYSTEM.
OKAY, BUT IF IT'S JUST ONE OFFICER, THEY HAVE TO DO ALL OF THAT THEMSELVES.
YES, MA'AM. SO IT MIGHT TAKE A LITTLE BIT LONGER.
YES, MA'AM. AND THEN SO SOMEONE IS BOOKED IN FOR CRIMINAL TRESPASS, HOW LONG WOULD THEY BE IN JAIL? OR DO YOU KNOW WHAT THE MAXIMUM.
I DO NOT KNOW THAT. WELL, AGAIN, IT'S A IT'S A MISDEMEANOR.
SO WE DON'T KNOW HOW LONG THEY MIGHT BE HELD IN JAIL.
I DO NOT, BECAUSE AGAIN, THAT DECISION WOULD BE BASED OFF THE COUNTY.
YES. THAT'S CORRECT. SO THERE'S SOME KIND OF I THINK IT'S 48 HOURS OR SOMETHING, MAYBE EVEN LESS.
I'M NOT SURE. YEAH, I DO NOT KNOW.
I'M SORRY. DOES ANYONE HERE KNOW? OKAY. WELL, I MEAN, IT'S AS WE LOOK AT RESOURCES.
I MEAN, OBVIOUSLY THIS IS I'M ASKING.
AND THANK YOU, COUNCIL MEMBER MORENO, FOR BRINGING THIS FORTH BECAUSE WE'VE GOT BUSINESSES THAT ARE SUFFERING BECAUSE PEOPLE DON'T WANT TO PATRONIZE THEIR BUSINESS, BECAUSE THEY'RE CONCERNED ABOUT THEIR SAFETY GOING IN OR GOING OUT, ETCETERA.
BUT WE ALSO HAVE TO LOOK AT THE FLIP SIDE OF THE RESOURCES THAT IT TAKES, AND THEN THE TURNAROUND OF HAVING SOMEONE WHO COULD COME RIGHT BACK OUT AND GO RIGHT BACK TO WHERE THEY ARE. AND SO I KNOW THIS IS A STRUGGLE THAT WE'RE WORKING WITH.
BUT I APPRECIATE YOU BRINGING IT FORWARD.
THANK YOU, CHAIR, FOR PUTTING THIS ITEM ON THE AGENDA.
I'LL START WITH NUMBER 11, AND YOU'LL NOTICE THE CRIMINAL TRESPASSING WARNINGS.
AND SO I TRY TO DO A REALLY GOOD JOB OF GOING TO MY SMALL BUSINESSES CONVENIENCE STORE AND ENCOURAGING THEM TO APPLY FOR THE CRIMINAL TRESPASSING AFFIDAVITS.
AND THEY DO IT. BUT THERE'S A LOT OF STRUGGLE RIGHT NOW, BECAUSE THE LACK OF ARREST AND THE LACK OF THE AFFIDAVITS BEING ISSUED.
AND SO HELP ME UNDERSTAND WHAT A WARNING IS, AND THAT SEEMS A LITTLE BIT GRAY OF WHAT A WARNING IS WHEN AN OFFICER OR A CLERK IS APPROACHING INDIVIDUAL THAT HAS A CRIMINAL TRESPASSING AFFIDAVIT.
OKAY. SO THE AFFIDAVIT OF THE WARNING, BECAUSE IT'S GOING TO BE.
OKAY. OKAY. SO A WARNING, FOR EXAMPLE, IF YOU HAVE A BUSINESS AND THEY HAVE AN INDIVIDUAL THAT THEY HAVE REQUESTED TO LEAVE THE LOCATION AND THEY HAVE REFUSED TO DO SO, AN OFFICER NOW ARRIVES ON SCENE.
THE BUSINESS OWNER IS NOW IN THE PRESENCE OF THE OFFICER STATING, I WANT THIS INDIVIDUAL GONE.
THE BUSINESS OWNER SAYS, I WANT YOU GONE FROM HERE IN THE PRESENCE OF THE OFFICER.
THE OFFICER THEN RELAYS THAT INFORMATION.
SHOULD THE INDIVIDUAL THEN LEAVE AT THAT TIME? WELL, THEN THEY HAVE BEEN ISSUED A WARNING.
SO THAT IS A CRIMINAL TRESPASS WARNING THAT INDIVIDUAL HAS BEEN WARNED.
AND THEN NOW WE HAVE ALL THAT ON FILE FOR A WARNING.
DOES THAT ANSWER? SO HOW MANY WARNINGS DOES ONE INDIVIDUAL GET IF THEY LEAVE THE PREMISE BUT THEN COME BACK THE NEXT DAY AND IT'S A DIFFERENT OFFICER? WELL, THAT ALTHOUGH IT'S A DIFFERENT OFFICER THAT INFORMATION IS ENTERED INTO THE CAD SYSTEM.
[01:20:04]
SO LET'S SAY IT'S DAY FOUR RIGHT.WHEN THE OFFICER ARRIVES AND DOES A SUBJECT CHECK OF THE INDIVIDUAL, THEY WILL BE ABLE TO SEE THAT THAT INDIVIDUAL HAS A CRIMINAL TRESPASS WARNING ISSUED FOR THAT SPECIFIC LOCATION.
WE HAVE A PICTURE OF THE SUSPECT.
AND SO MAYBE THIS IS A GOOD OPPORTUNITY TO ALSO HAVE A BRIEFING LIKE THIS WHEN WE DO OUR MEETINGS WITH THE CONVENIENCE STORES CLERKS AND BUSINESS OWNERS, BECAUSE I THINK THERE'S A LOT OF CONFUSION BETWEEN THE AFFIDAVIT AND THE WARNING AND HOW MANY WARNINGS ARE ACTUALLY ISSUED WHEN SOMEONE RETURNS BACK TO THE CONVENIENCE STORE.
WHAT IS THE PRIORITIZATION OF A CRIMINAL TRESPASSING AFFIDAVIT? IS THAT A PRIORITY TWO? PRIORITY THREE? OH SO IT'S NOT THE CALL.
YOU MEAN THE CALL? A CALL, I BELIEVE IT'S A PRIORITY THREE, BUT IT'S GOING TO GO IN AS A IT'S NOT GOING TO BE LISTED AS CRIMINAL TRESPASS AFFIDAVIT, THOUGH.
OKAY. WHAT WOULD THAT WHAT WOULD IT BE CLASSIFIED AND LOGGED AS? IF. YOU GO THROUGH THAT.
IF THERE IS IF THE INDIVIDUAL LEAVES.
BUT THE CLERK IS ABLE TO PROVIDE VIDEO SURVEILLANCE OR PICTURE, IS THAT EVIDENCE THAT COULD BE USED TO ISSUE A CITATION? A CITATION? NO, SIR.
SO YOU MEAN AFTER YOU'RE GOING TO HAVE TO BE.
SO THEY'VE ALREADY THEY'VE BEEN GIVEN A WARNING.
YES. WE'VE TAKEN THEIR PICTURE.
THEY COME BACK AND ENTER THE PREMISE.
BUT THEN LEFT BEFORE WE ARRIVED.
CORRECT. OKAY. NO, WE WOULD NOT ISSUE A CITATION FOR THAT.
OKAY. SO, MY FIRST QUESTION IS GOING TO BE ABOUT SLIDE NINE.
AND THIS IS WHERE YOU'RE GOING IN ON THE SECOND BULLET ABOUT OKAY.
THE NPO IS GOING TO KEEP THE COPY.
THEY'RE GOING TO SEND IT TO THE RECORDS.
THEY'RE GOING TO HAND DELIVER IT TO THE RECORDS DEPARTMENT.
COULD IT NOT ALL BE ENTERED IMMEDIATELY? I MEAN, WHETHER THE NPO IS DOING THAT, OR WE'RE DOING IT WHERE THE MANAGER OWNER IS ACTUALLY FILLING OUT THE FORM.
YES, MA'AM. SO AGAIN, SOMETHING THAT I WILL HAVE TO LOOK INTO.
RIGHT NOW, THIS IS THE PROCESS THAT WE HAVE IN PLACE.
MYSELF AND MY DIVISION TOTALLY OPEN TO STREAMLINING THIS TO CREATE SOME EFFICIENCY.
BUT I WILL BE HONEST, IT'S NOT SOMETHING THAT I HAVE LOOKED INTO AS OF TODAY.
SO THIS SEEMS RIPE FOR IT WHEN YOU READ THIS OUTLINE OF HOW THIS ALL WORKS.
ON SLIDE SIX, THERE'S A THERE'S A LOT OF FOCUS ON THE CONVENIENCE STORE, BUT A CRIMINAL TRESPASS AFFIDAVIT CAN BE DONE FOR ANY KIND OF PROPERTY.
I SPOKE WITH COMMUNITY PROSECUTION AND WITH OUR CITY ATTORNEY'S OFFICE.
YES, BUT I WAS TRYING TO JUST NARROW THE SCOPE DOWN FOR THIS PRESENTATION, JUST TO GIVE AN EXAMPLE.
OKAY. SO FOR SLIDE TEN WHERE WE'RE TALKING ABOUT THE DEFLECTION CENTER.
WE'VE HAD PRESENTATIONS ON THIS.
THE DEFLECTION DEFLECTION CENTER IS SADLY BEING VERY, VERY UNDERUTILIZED.
[01:25:01]
IT'S LOCATED GEOGRAPHICALLY, VERY FAR SOUTH.SO IT WOULDN'T SURPRISE ME TO KNOW THERE'S PROBABLY ALMOST NOBODY FROM DISTRICT 12 GOING BECAUSE FOR THEM TO TAKE SOMEONE FROM DENTON OR COLLIN COUNTY ALL THE WAY TO THE FAR SOUTHERN EDGES OF OUR BORDER IS IS PROBLEMATIC.
BUT WE HAVE A LOT OF THE CRIME IN THE SOUTHERN AREA.
WHAT DO YOU THINK COULD BE DONE TO BETTER UTILIZE THE DEFLECTION CENTER? AS WITH ANYTHING ELSE, EDUCATION, RIGHT? ENSURING THAT OUR OFFICERS ARE AWARE OF THE OPPORTUNITY THAT WE HAVE TO BE ABLE TO BRING THEM DOWN THERE.
EVEN FOR LOCATIONS THAT MAY NOT BE CLOSE, AS YOU SAY.
BUT YES, AS LONG AS WE GET THE WORD OUT THERE, I DO BELIEVE THAT THAT IS THE REASON FOR PUSHING OUT THE BULLETIN, WHICH WILL INCLUDE INFORMATION ON THE DEFLECTION, THE DEFLECTION SITE. SO THAT, THAT OFFICERS UNDERSTAND THAT THAT IS ANOTHER VALUABLE RESOURCE THAT THEY HAVE.
AND WHAT DO WE THINK THE CHECK IN PERIOD IS FOR DEFLECTION CENTER? THE I'M SORRY.
SO IF YOU'RE AN OFFICER AND YOU'RE ROLLING UP WITH SOMEBODY AT THE DEFLECTION CENTER, HOW LONG DOES IT TAKE YOU BEFORE YOU'RE BACK ON THE ROAD? OH YES.
I DON'T HAVE THAT, BUT I, I UNDERSTAND WHAT YOU'RE SAYING AS OPPOSED TO THE TIME SPENT IN JAIL.
YES. SO I HAVE A FEELING IT'S A SMALL FRACTION OF WHAT IT TAKES TO LOSE IT.
AND IT'S PROBABLY A MUCH EASIER HAND OFF IN A IN A COUPLE DIFFERENT WAYS, SO I WOULD LOVE FOR THAT TO BE COMMUNICATED TO THE PATROL OFFICERS, BECAUSE IF THEY KNEW, OKAY, I CAN DROP OFF A PRISONER IN 15 MINUTES AT THE DEFLECTION CENTER OR IT'S GOING TO TAKE ME ONE, TWO OR MORE HOURS, DEPENDING ON IF THE NURSE IS NOW MAKE ME TAKE THEM TO PARKLAND.
I MEAN, I THINK THE DEFLECTION CENTER IS A REALLY IMPORTANT PIECE FOR US IN DALLAS.
BUT I HATE HAVING IT AND IT NOT BEING UTILIZED, AND ESPECIALLY WHEN WE KNOW IT CAN HELP CHANGE BEHAVIOR AND FUTURE OUTCOMES, BECAUSE I DO THINK THERE'S A LOT OF REPEAT OFFENDERS ALL OVER.
AND, YOU KNOW, THIS IS VERY FRUSTRATING FOR OUR BUSINESS OWNERS, ESPECIALLY WHEN IT'S LIKE, THAT SAME DUDE IS ALWAYS HERE, RIGHT? AND THAT IS WHAT'S HAPPENING.
AND I WOULD TEND TO AGREE THAT I FEEL THAT SOME OFFICERS HAVE HESITATION ON THE CTAS.
I THINK IT'S A HINDRANCE TO A LOT OF PAPERWORK.
BUT IT'S SUCH A GREAT TOOL AND A RESOURCE FOR OUR SMALL BUSINESSES.
AND I KNOW OUR OFFICE IS ENCOURAGING THEM TO FILL OUT THESE AFFIDAVITS.
AND I JUST WANT TO MAKE SURE THAT WE'RE FOLLOWING THROUGH ON OUR COMMITMENT FROM THE CITY AND TAKING APPROPRIATE ACTION WHEN SOMEONE'S TAKING THE TIME TO FILL THESE OUT.
AND SO JUST AS A LAST COMMENT, WHEN YOU LOOK AT THESE NUMBER OF AFFIDAVITS, I MEAN, I'M JUST GOING TO TELL YOU I LOOK AT DISTRICT 12 AND THERE'S 93 OF THEM FROM DISTRICT 12, WHICH HAS THE LOWEST NUMBER FOR ARRESTS AND THE SECOND LOWEST FOR WARNINGS OVERALL, LOWEST AMOUNT OF CRIME.
BUT WHAT YOU'RE SEEING IS AN OUTCRY OF THE BUSINESS OWNERS SAYING, WE ARE SUPER FRUSTRATED THAT WE DON'T KNOW HOW ELSE TO GET PEOPLE WHO SHOULD NOT BE ON THE PROPERTY OFF. AND SO I THINK THAT MESSAGE IS PROBABLY UNIVERSAL.
ANYBODY WHO'S TAKEN THE TIME TO DO THIS, THEY'RE REALLY ASKING YOU FOR HELP.
AND SO I THINK YOU HAVE A GREAT OPPORTUNITY.
SO I FEEL LIKE MAYBE OUR CHIEF HERE IS GOING TO SAY SOMETHING.
YOU KNOW, YOU LOOK LIKE YOU'RE JUST ABOUT TO.
OKAY. WELL, THANK YOU VERY MUCH.
IT WAS A REALLY GOOD PRESENTATION.
OKAY. I SEE JARED COMING ON UP FOR CIVIL SERVICE BOARD RULES AND REGULATION REVISIONS.
GOOD AFTERNOON, MADAM CHAIR AND COMMITTEE.
THANK YOU ALL SO MUCH FOR HAVING ME AGAIN.
[01:30:01]
BUT WE'LL JUMP RIGHT IN TODAY.I JUST WANT TO SPEND A LITTLE TIME TALKING ABOUT OUR CIVIL SERVICE BOARD OVERVIEW SOME PRINCIPLES AROUND OPERATIONAL EXCELLENCE, THE REVISION PROCESS THAT WE'VE UNDERTAKEN THE BENCHMARKING AND THEN THE PROPOSED REVISION BEFORE THIS COMMITTEE BEFORE YOU TODAY, JUST A LITTLE BIT IN TERMS OF BACKGROUND AS TO WHY I'M HERE TODAY.
AND THAT BODY'S RESPONSIBILITY, THEY'RE AUTHORIZED BY CHARTER TO ADOPT, AMEND AND ENFORCE A CODE OF RULES AND REGULATIONS THAT OVERSEE OUR SWORN AND CIVILIAN CIVIL SERVICE HIRING HERE WITHIN THE CITY OF DALLAS.
AND SO IN THE NEXT SLIDE, I WANT YOU TO KNOW THAT AS WE'VE BEEN APPROACHED BY DEPARTMENTS AND AS WE'VE THOUGHT ABOUT THE RULE REVISION PROCESS, WE'VE TRIED TO BE LED BY REALLY THREE PRINCIPLES.
NUMBER ONE IS THAT WE WANT TO BE ALIGNED WITH THE MISSION OF THE ORGANIZATION.
WE UNDERSTAND THAT TO BE MISSION CRITICAL.
SECOND IS THAT WE WANT TO BE AGILE, AND WE UNDERSTAND THAT AGILITY IS KEY.
NEXT SLIDE. SO GUIDED BY THOSE PRINCIPLES OVER THE LAST YEAR AND A HALF.
AND I'VE WORKED WITH MANY OF YOU ON THIS COMMITTEE, IN THIS COMMITTEE AND OTHER COMMITTEES TO UNDERTAKE WHAT I THINK ARE SOME SIGNIFICANT RULE REVISIONS THAT HELP US GET BETTER AT WHAT WE DO, BUT ALSO ARE MORE RESPONSIVE TO THE EMPLOYMENT MARKET, IS IN JULY OF 2023, WE SIGNIFICANTLY REDUCED THE NUMBER OF PAGES IN OUR CIVIL SERVICE RULES. WE ELIMINATED REFERENCES BACK TO THE PERSONNEL RULES.
WE CLEANED THAT UP AND STREAMLINED THAT, AND WE DIDN'T REPEAT THINGS WHERE WE DIDN'T NEED TO REPEAT.
WE WERE ABLE TO ADD AND EXPAND SOME CRITERIA AS IT RELATES TO REHIRE ELIGIBILITY HEARINGS, WE'VE EXPANDED MINIMUM QUALIFICATIONS AND REQUIREMENTS FOR ENTRY LEVEL SWORN POSITIONS. WE'VE DONE THAT IN BOTH JULY OF 2023 AND HERE JUST RECENTLY IN AUGUST OF 2024.
SO NOT JUST EXPANDING MINIMUM QUALIFICATIONS TO ATTRACT MORE, CANDIDATES, BUT TRYING TO DO SO IN A WAY THAT MAKES SURE THAT WE'RE ABLE TO GAUGE AND MANAGE FOR THE QUALITY OF CANDIDATE, BECAUSE WE UNDERSTAND THAT SOME OF THOSE HARD AND SOFT SKILLS, QUITE FRANKLY, BECOME IMPORTANT THROUGHOUT THE ACADEMY PROCESS.
SO IN JULY OF THIS YEAR DPD APPROACHED US AND ASKED US TO TAKE A LOOK AT OUR MINIMUM QUALIFICATIONS TO SEE HOW WE COULD EXPAND AND ALSO REACT TO THE EMPLOYMENT MARKET AND ALSO WHAT SOME OF OUR OTHER PEERS LOCALLY AROUND TOWN ARE DOING IN TERMS OF EXPANDING THEIR REACH FOR ENTRY LEVEL POLICE OFFICERS.
AND SO WE UNDERTOOK SOME VALIDATION STUDIES AND SOME BENCHMARKING STUDIES.
FIVE OF THOSE NINE CITIES WE TOOK A LOOK AT DO ALLOW FOR A HIGH SCHOOL DIPLOMA AND OR A GED.
IN TERMS OF THE EDUCATIONAL BASE THAT WOULD ALLOW YOU TO TO COME FORWARD.
IN TERMS OF AN ENTRY LEVEL OFFICER.
THE TECHNICAL TERM, YOU HAVE ALL OF THE CURRENT REQUIREMENTS THAT HAVE BEEN RECENTLY ADOPTED BY COUNCIL, JUST AS RECENTLY AS A COUPLE OF SMALL CHANGES THAT CAME BEFORE YOU ALL THE FULL COUNCIL IN AUGUST.
BUT ALL OF THESE ARE WHAT'S IN PLACE.
AND WHAT WE'RE BEFORE YOU TODAY ARE WE'RE ASKING THAT YOU WOULD ALLOW US TO MOVE FORWARD TO FULL COUNCIL SO WE COULD AMEND OUR CIVIL SERVICE RULES THAT WOULD ALLOW FOR A TRAINEE POLICE OFFICER TO ALSO PURSUE EMPLOYMENT HERE AT THE CITY OF DALLAS, WITH A MINIMUM OF A HIGH SCHOOL DIPLOMA AND OR A GED IN 36 MONTHS OF FULL TIME EMPLOYMENT EXPERIENCE.
IN ORDER TO MOVE FORWARD IN TERMS OF BEING MINIMALLY QUALIFIED, THAT HAS NOTHING TO DO WITH WHAT INSTRUCTION AND FEEDBACK AND COACHING AND MENTORING THEY WILL RECEIVE IN ACADEMY, AS WELL AS IN THE FIELD TRAINING PROGRAM AS WELL.
BUT THIS WILL ALLOW US TO EXPAND THAT POOL.
I THINK, YOU KNOW, WE UNDERSTAND THAT IN HIRING AND RECRUITMENT.
AND QUITE FRANKLY IN SOME INSTANCES, LIMITED INTEREST.
[01:35:01]
IN A PUBLIC SECTOR CAREER SUCH AS PUBLIC SERVICE, PUBLIC, YOU KNOW, A FRONT FACING, SWORN PUBLIC POSITION.AND SO WHAT WE BELIEVE IS THAT WE UNDERSTAND IT KIND OF LIKE SALES, IN ESSENCE, IS THE MORE YOU'RE ABLE TO PUT IN THE FUNNEL, THE BETTER RESULTS YOU'LL HAVE IN TERMS OF HIRING QUALITY CANDIDATES ON THE BACK END.
SO WITH THAT, I'LL STAND FOR ANY QUESTIONS, MADAM CHAIR.
YOU GIVE A VERY GOOD PRESENTATION.
WHO'S GOT QUESTIONS OR COMMENTS ON THIS ITEM? COUNCILMEMBER WILLIS. THANK YOU.
DO WE HAVE ANY SENSE OF HOW THAT PLAYS OUT IN THE MARKETPLACE? WELL, I DON'T KNOW THAT I.
YEAH. SO THEY YEAH THOSE CITIES THAT YOU KNOW YOU DO NOTICE THAT IT'S REALLY A BASIC KIND OF, YOU KNOW, IF YOU HAVE THE EDUCATION YOU KNOW, COME ON. IF IT WILL.
I THINK THAT THAT PRESENTS ITSELF I'M SURE IN MANY REALITIES I DON'T WANT TO COIN THEM CHALLENGES BECAUSE, YOU KNOW, I'VE HAD ANECDOTAL CONVERSATIONS WITH OTHER CITIES ABOUT WHAT YOU SEE. I THINK THAT'S THE IMPORTANCE AND THE DIFFERENCE BETWEEN US AND OTHER CITIES IS THAT WE HAVE OTHER MEASURES IN PLACE IN TERMS OF OUR ACADEMY, IN TERMS OF OUR FIELD TRAINING THAT AND THEN ALSO THE YEARS OF EMPLOYMENT EXPERIENCE THAT HELPS US UNDERSTAND, IS THIS CANDIDATE LIKELY TO SHOW UP FOR WORK ON A CONSISTENT BASIS WITH THE RIGHT ATTITUDE, WITH THE, YOU KNOW, WITH THE ABILITY TO BE ABLE TO WORK FOR OTHER, YOU KNOW, WORK WITH OTHERS AND PERHAPS FOR OTHERS.
AND SO THAT'S KIND OF WHERE WE LEAN INTO IT FROM.
AND WE HAVE SOME ASSURANCES, I THINK, FROM OUR EXPERIENCE THAT WE MAY NOT HAVE SOME OF THOSE CHALLENGES AS OTHERS, BUT ONE OF THE THINGS I'LL JUST SAY COUNCILWOMAN IS WE HAVE TO THINK BROADLY ABOUT EDUCATION, BECAUSE THE REALITY IS THAT AN INDIVIDUAL WITH THAT SAME LEVEL OF EDUCATION CAN GO TO ANOTHER MUNICIPALITY, BECOME A SWORN OFFICER AND TRANSFER INTO THE DALLAS POLICE DEPARTMENT, HAVING OBTAINED NO MORE EDUCATION.
AND SO I THINK WE HAVE TO THINK ABOUT IT IN THE BALANCE OF THINGS.
WELL, I'M GLAD YOU'RE LOOKING AT THAT IN DEPTH.
AND I MEAN, IN DALLAS WE REQUIRE MORE OF COLLEGE CREDIT HOURS.
AND TO ME, IT MAY NOT BE ABOUT WHAT YOU'RE STUDYING.
IT'S ABOUT YOUR MATURING, YOU'RE HAVING OTHER EXPERIENCES, YOU'RE WORKING WITH OTHER PEOPLE.
YOU HAVE TO WORK WITH YOUR INSTRUCTOR.
BUT I'M JUST CURIOUS AS TO HOW WE WATCH IT.
I MEAN, IT SOUNDS LIKE YOU'RE STUDYING THAT.
WE'RE STUDYING THAT. AND I CAN GIVE YOU THIS AS AN ASSURANCE, I THINK, THAT I'VE BEEN AROUND CITY HALL LONG ENOUGH TO TELL YOU THAT IF WE START TO SEE A TREND THAT'S NOT WORKING IN TERMS OF OUR MINIMUM QUALIFICATIONS, YOU'LL SEE ME AGAIN.
YEAH. SO I THINK I THINK IT'S ON MINE, IT'S ON OUR MIND AND IT'S ON OUR RADAR.
AND WE'LL WATCH AND MONITOR AND MANAGE FOR THAT.
WELL I'M JUST GOING TO SAY IT.
I DON'T LIKE THIS PROPOSAL AT ALL.
OKAY. I DO NOT WANT US TO LOWER OUR STANDARDS FOR POLICE OFFICERS.
AND IN FACT, THERE'S A LOT OF NARRATIVE RIGHT NOW TALKING ABOUT, OH MY GOODNESS.
IF WE DO X, THEN WE MIGHT HIRE OFFICERS WHO AREN'T QUITE QUALIFIED.
AND WHILE YOU DO MAKE A POINT THAT SOMEBODY CAN LATERAL TRANSFER INTO THE POLICE DEPARTMENT FROM ANOTHER WITHOUT GAINING ADDITIONAL EDUCATION, THEY CERTAINLY WILL HAVE GAINED ADDITIONAL EXPERIENCE.
SO RIGHT NOW WE REQUIRE 45 HOURS OF COLLEGE OR WE HAVE OTHER WAYS TO GET IN.
ARLINGTON REQUIRES A BACHELOR'S DEGREE.
PLANO REQUIRES A BACHELOR'S DEGREE.
IRVING REQUIRES 60 HOURS OF COLLEGE CREDIT.
GARLAND 60 HOURS OF COLLEGE CREDIT.
FORT WORTH JUST 12 HOURS OF COLLEGE.
HOUSTON 48 HOURS AND SAN ANTONIO.
SO FOR US TO BE IN THE 45 HOURS OF COLLEGE REQUIRED, WE'RE ACTUALLY ALREADY ON THE LOWER END.
[01:40:02]
A HIGH SCHOOL DIPLOMA OR GED AND JUST 36 HOURS OF FULL TIME EMPLOYMENT.MADAM CHAIR, I DON'T THINK THAT'S SUFFICIENT FOR WHAT WE ASK OF OUR POLICE OFFICERS.
THANK YOU FOR THAT, MADAM CHAIR.
LET ME JUST ALSO JUST GO BY, GO BACK AND CLARIFY.
IN EACH OF THESE CITIES AND MUNICIPALITIES, THERE ARE MULTIPLE PATHS.
SO YOUR POINT IS TAKEN. SO THERE ARE MULTIPLE PATHS, I THINK, IN EACH OF THESE MUNICIPALITIES WITH DIFFERENT REQUIREMENTS, ALL OF WHICH, AS YOU SEE, THAT, YOU KNOW, IF YOU COME IN THROUGH, AS YOU KNOW, DISCHARGED THROUGH A QUALIFYING DISCHARGE UNDER THE ARMED FORCES, YOU CAN COME INTO THE POLICE FORCE THAT WAY AS WELL AND SO YOUR POINT IS TAKEN.
I THINK THAT AS WE LOOK BROADLY YOU KNOW, THIS IS, YOU KNOW, WHAT THE CIVIL SERVICE BOARD HAS SUPPORTED AND THIS IS WHAT WE'RE BRINGING FORWARD AS WHAT WE THINK WOULD BE A STEP IN THE RIGHT DIRECTION IN TERMS OF EXPANDING OUR REACH IN TERMS OF RECRUITMENT.
SO ALL THE CITIES THAT YOU HAVE ON THIS BENCHMARK SHEET HAVE A PATHWAY THROUGH THE ARMED FORCES, EXCEPT FOR AUSTIN AND SAN ANTONIO, WHICH SEEM TO BE THE OUTLIER ON QUALIFICATIONS ALTOGETHER.
BUT THERE'S VERY SPECIFIC TRAINING THAT HAPPENS IN THE ARMED FORCES.
RIGHT? BOTH ACADEMIC, MILITARY, PHYSICAL, BEING ABLE TO TAKE INSTRUCTION AND FOLLOW IT CAREFULLY.
AND LOOK, WE'RE NOT TALKING ABOUT ANY KIND OF JOB HERE.
THAT IS JUST ANYBODY OFF THE STREET DOING A FILE CLERK JOB.
WE'RE GIVING SOMEONE A GUN AND THE ABILITY TO KILL OTHER PEOPLE.
I WON'T SUPPORT LOWERING IT TO NOT INCLUDE.
I'M NOT GOING TO SUPPORT LOWERING OUR POLICE REQUIREMENTS, WHICH HAVE ALREADY BEEN LOWERED PREVIOUSLY BEFORE I WAS ON COUNCIL, AND THIS SEEMS A STEP WAY TOO FAR FOR WHAT I'M COMFORTABLE WITH AND FOR WHAT WE EXPECT.
I MEAN, WE HAVE AN EXTREMELY PROFESSIONAL POLICE FORCE, THE BEST POLICE FORCE, I THINK, AND I DON'T WANT TO LOSE THAT, EVEN THOUGH WE'RE STRUGGLING WITH OUR STAFFING LEVELS.
BUT WE'VE GOT AN INCREDIBLE TEAM DOING INCREDIBLE WORK, AND WE'RE MAKING HEADWAY ON THAT.
AND I THINK THEY NEED TO KEEP PRESSING AHEAD.
I APPRECIATE THAT FEEDBACK, MADAM CHAIR.
THANK YOU. THANK YOU FOR BRINGING US SOME OPTIONS, I APPRECIATE THAT.
HOW DOES COMPENSATION WORK THROUGH THE VARIOUS DIFFERENT TRACKS.
SO I'LL JUST TAKE FORT WORTH OR MAYBE ANY CITY FOR IF SOMEONE HAS A BACHELOR'S DEGREE, SOMEONE HAS 40 HOURS OF COLLEGE CREDIT.
DO WE KNOW WHAT HR AND HOW COMPENSATION WORKS FOR THE VARIOUS INDIVIDUALS THAT MIGHT HAVE DIFFERENT CREDENTIALS? YEAH, I DON'T WANT TO MISSPEAK FOR HUMAN RESOURCES COMPENSATION.
BUT I DON'T HAVE ANY OF THAT DETAIL.
AND I DIDN'T DO ANY OF THAT COMPENSATION ANALYSIS.
BUT I YOU KNOW, I CAN YOU KNOW, I MEAN, I WOULD JUST, YOU KNOW, IF SOMEONE'S COMING IN WITH A BACHELOR'S DEGREE VERSUS SOMEONE WHO'S COMING IN WITH A GED, WHAT DOES COMPENSATION LOOK? IS IT THE SAME ENTRY POINT OR IS SOMEONE GOING TO BE COMPENSATED FOR THEIR TIME THAT THEY SPENT IN GETTING A DEGREE? WHEN IT COMES TO FORT WORTH, AUSTIN AND SAN ANTONIO, DO WE KNOW WHEN THEY IMPLEMENTED THESE, THE EDUCATION CRITERIA.
I WOULD BE VERY INTERESTED TO SEE WHAT THEIR GRADUATION RATES ARE FOR GRADUATING FROM THE ACADEMY.
YOU KNOW, SOMEONE WHO HAD A GED VERSUS SOMEONE WHO HAS YEARS OF EXPERIENCE? I THINK THAT WOULD BE A VERY TELLING DATA POINT.
AND THEN DO WE HAVE ANY FEEDBACK FROM RECRUITERS OR TRAINERS WITHIN DPD ON THIS RECOMMEND OR ON THIS OPTION? YEAH.
I WILL SAY AS HE AS I'LL LET HIM SPEAK TO THAT.
YES, SIR. COULD YOU REPEAT THE QUESTION FOR ME? SURE. JUST CURIOUS IF YOU GUYS HAD A ANY RECOMMENDATION ON THE PROPOSAL THAT WAS LAID OUT TODAY? YES. SO IN A VERY COMPETITIVE MARKET, WE HAVE TO LOOK AT WHAT THE INDUSTRY STANDARDS ARE AND BRINGING OURSELVES UP TO LEVEL PLAYING FIELD.
[01:45:09]
WE PRESENTED THIS BECAUSE WE SAW THE TOP 15 POLICE DEPARTMENTS IN THE COUNTRY OUT OF THE TOP 15.WE WERE ONE OF FOUR THAT DID NOT HAVE A PATHWAY FOR A HIGH SCHOOL DIPLOMA GED.
SO WE PUSH THAT FORWARD NOT TO LOWER STANDARDS, BUT TO OFFER ANOTHER AVENUE.
THANK YOU. AND AGAIN, I JUST WANT TO WE ALWAYS CHALLENGE STAFF TO BRING US NEW IDEAS AND CREATIVE WAYS TO MEETING OUR GOALS. AND SO I JUST WANT TO SAY THANK YOU FOR BRINGING THIS FORWARD.
WHILE IT'S FAIR TO SAY IT'S ANOTHER WAY.
WHAT IS THE INTENTION OF THIS BRIEFING? THE INTENTION OF THIS BRIEFING, OF COURSE.
AS WE'VE BRIEFED THIS COMMITTEE AND OTHER COMMITTEES UNDER YOUR LEADERSHIP IS TO SAY OF COURSE WE WANT TO MOVE THIS FORWARD TO COUNCIL FOR FULL COUNCIL CONSIDERATION.
SO THAT IF IT IS THE WILL OF THE COUNCIL TO AMEND THE RULES, AS IN THE RULEMAKING PROCESS IS YOU KNOW, CIVIL SERVICE BOARD WILL RECOMMEND UP THE RECOMMENDATION THAT THAT THAT THAT WE'RE MAKING TODAY.
BUT TO GET THIS BEFORE COUNCIL FOR COUNCIL'S ADOPTION SO THAT WE CAN IF IT IS THE WILL OF COUNCIL TO PROVIDE THIS ADDITIONAL PATHWAY INTO THE TRAINING POLICE OFFICER RANK THAT WE CAN START RECRUITING UNDER SUCH A REVISED QUALIFICATION AS SOON AS POSSIBLE IN ORDER TO AFFECT THAT, THAT BOTTOM LINE NUMBER THAT WE WERE TALKING ABOUT EARLIER IN TODAY'S MEETING.
SO ARE YOU EXPECTING TO HAVE A RECOMMENDATION FROM THE PUBLIC SAFETY COMMITTEE? THAT WOULD BE WHAT IS TRADITIONALLY DONE.
IS THERE A MOTION TO MAKE A RECOMMENDATION TO COUNCIL? I JUST THINK THIS NEEDS MORE WORK.
WE'D LIKE YOU TO BRING THIS BACK TO US.
MOST CERTAINLY. I WILL BRING IT BACK.
MOVING ON. WE HAVE OUR BRIEFING MEMOS.
STARTING WITH OUR PUBLIC SAFETY DASHBOARDS.
DOES ANYBODY HAVE ANY QUESTIONS OR COMMENTS ON THE POLICE, MUNICIPAL COURT, FIRE DASHBOARDS? COUNCIL MEMBER WILLIS. SO THIS IS ON POLICE DASHBOARD.
THE TOP TEN OVERTIME ACTIVITY CODES BY HOURS.
ONE OF THE CATEGORIES FOR OVERTIME IS SORRY IT'S VERY SMALL TYPE BUT I THINK IT'S ABOUT OFFICERS PULLED IN FOR THE REALITY BASED TRAINING THE ACADEMY AND IN IN TALKING ABOUT THAT I MEAN THAT'S YOU KNOW, AS WE TALK ABOUT WHAT IT TAKES TO TRAIN AN OFFICER THAT NOW WE HAVE MORE REALITY BASED TRAINING AND THAT TAKES MORE OFFICERS, YOU KNOW, OUT OF SERVICE TO BE ABLE TO SPOT AND GO THROUGH ALL THAT THAT ACTIVITY REQUIRES. AND SO THAT THIS PARTICULAR MONTH JUMPED OUT AT ME AS WE'RE THINKING ABOUT TRAINING.
AND IT SO THAT SEEMED LIKE A LOT IN SEPTEMBER TO HAVE 2300 HOURS.
I'M GOING TO HAVE TO TAKE A PICTURE OF THIS.
I CAN SHOW YOU. I GUESS I NEED TO GET SOME GLASSES, BUT WHICH IS THE ONE THAT YOU HAVE A QUESTION ABOUT? YEAH. YEAH.
AND SO IF THEY'RE GIVING TRAINING THEY'RE GOING TO RECORD THEIR TIME.
[01:50:01]
AND SO IF THE QUESTION IS IF THAT'S WHAT IT'S FOR, THAT IS THE ANSWER.IF THE QUESTION IS ABOUT PREVIOUS MONTHS, WHAT WAS THE QUESTION EXACTLY.
WELL YEAH I DON'T HAVE THE PREVIOUS MONTHS HERE.
THIS IS THIS JUST JUMPED OUT AT ME THIS MONTH.
I WASN'T ABLE TO GO BACK AND COMPARE IT, BUT I'D BE CURIOUS ABOUT THAT.
LIKE HOW MUCH OVERTIME ARE WE PAYING TO PROVIDE THIS TRAINING, WHICH SOUNDS LIKE THESE OFFICERS ARE NEEDED BECAUSE AT A CERTAIN POINT IN THE CURRICULUM, THERE ARE SOME REALITY BASED TRAINING EXERCISES THAT REQUIRE OVER AND ABOVE WHAT WE NORMALLY HAVE AT THE TRAINING FACILITY AND THE DAY TO DAY TRAINING THIS IS, IT REQUIRES MORE BEING PULLED OUT.
AND SO I'M JUST LOOKING AT THAT AS AN OVERTIME EXPENSE, BUT ALSO JUST TRYING TO UNDERSTAND MORE ABOUT SO THAT OTHERS UNDERSTAND AS WELL THAT WHEN WE'RE TRAINING THERE, THERE ARE ASPECTS OF IT THAT ARE GOING TO REQUIRE MORE OFFICERS AND THAT MAY REQUIRE THEM TO WORK OVER AND ABOVE THEIR USUAL HOURS, WHICH MEANS WE'VE GOT OVERTIME INVOLVED.
AND I, SEE INTERIM CHIEF IGO COMING TO THE MIC, SO HE MIGHT HAVE SOMETHING TO SAY.
SO, COUNCIL MEMBER, I THINK WHAT YOU'RE REFERRING TO IS WE HAVE INCREASED OUR TRAINING OVER THE LAST SEVERAL MONTHS FOR OUR SPECIALIZED RESPONSE GROUP IN PREPARATION FOR THE ELECTION AND POST-ELECTION POTENTIAL PROTEST.
SO MAYBE THE REASON THIS HASN'T STOOD OUT TO ME IN PREVIOUS MONTHS IS BECAUSE THIS IS OVER AND ABOVE DUE TO THE ELECTION AND POST-ELECTION, CORRECT? WELL THAT'S INTERESTING.
OKAY. ANY OTHER QUESTIONS ON THE DASHBOARD? NOPE. NEXT ITEM IS MUNICIPAL COURTS.
I THOUGHT I SAW OUR JUDGE MIGHT HAVE GIVEN UP.
WELL, THERE ARE NO, IS JUDGE ROBINSON HERE? OKAY, SO THERE ARE WELL, FIRST OF ALL LAST WEEK'S COUNCIL MEETING.
SO, WE'RE GLAD TO HAVE YOU HERE WITH US, JUDGE ROBINSON.
AND WE WANT TO MAKE SURE THAT EVERYONE KNOWS THAT THE MAYOR RECOGNIZE YOU WITH MUNICIPAL COURT WEEK.
WE DID THAT PROCLAMATION LAST WEEK.
AND YOU HAVE A VERY FULL SCHEDULE OF ACTIVITIES COMING UP, STARTING WITH NOVEMBER 4TH.
YOU WANT TO TALK ABOUT IT ALL? YES. THANK YOU VERY MUCH.
WE'RE VERY EXCITED ABOUT MUNICIPAL COURT WEEK.
STARTING ON NOVEMBER 4TH, WE DO THE CITIZEN APPRECIATION DAY CANDY AND PROMOTIONAL MATERIALS FOR CITIZENS, INFORMATIONAL TABLE FOR THE CITY OF DALLAS DEPARTMENTS.
AND WE ALSO HAVE A LUNCHEON WHERE STATE BAR IS GOING TO COME AND WE WILL GET CLE CREDIT.
WE ALSO HAVE STUDENTS COMING TO THE COURTHOUSE, ANOTHER PARTNERSHIP WITH DPD, WHERE WE'RE GOING TO TAKE A CAR THAT'S BEEN IN AN ACCIDENT AND HAVE THE DETECTIVES WALK THEM THROUGH WHAT HAPPENED. TALK ABOUT THE DANGERS OF DRINKING AND DRIVING AND ALSO TEXTING WHILE DRIVING.
AND SO JUST THINGS THAT WE DO DURING THIS TIME TO BRING ATTENTION TO DRIVER SAFETY, OF COURSE.
WELL, THANK YOU. AND I ALSO WANT TO RECOGNIZE GREG NELSON.
I KNOW YOU ADMINISTER ALL THE THINGS BEHIND THE SCENES AT THE COURT.
IS THAT CORRECT? THEY ARE, THEY ARE MORE THAN WELCOME TO COME.
I THINK CHIEF ARTIS IS GOING TO MAKE A VISIT OVER WITH US AS WELL.
THANK YOU FOR BEING HERE TODAY.
THANK YOU VERY MUCH. JUDGES ARE EXCITED ABOUT MUNICIPAL COURT WEEK THANK YOU.
SO, OUR NEXT MEMO IS ABOUT OUR DPD AND VFR NEW HIRES.
I JUST LIKE TO POINT OUT SOMETHING ON THE DPD SIDE.
[01:55:07]
DO WE HAVE A DATE FOR THE ROLLOUT OF THE RECRUITING AND RETENTION PROGRAM? THE ACTUAL PROGRAM, MADAM CHAIR, IS ACTUALLY ALREADY STARTED.WE'VE GOT SEVEN PEOPLE RIGHT NOW THAT'S IN IT.
AND SO WE'RE EXCITED ABOUT SEEING JUST HOW EFFECTIVE THIS IS FOR THE DEPARTMENTS.
EXCITED TO SEE HOW MANY OFFICERS ARE GOING TO BRING IN OTHER LIFELONG BLOOD TO THE DEPARTMENT ALSO.
COULD YOU PROVIDE FOR US THE MEMO OR PROMOTIONAL FLIER? HOWEVER YOU COMMUNICATED THE PROGRAM TO THE OFFICERS.
IF YOU COULD PROVIDE THAT TO THE COMMITTEE FOR NEXT MONTH, THAT'D BE GREAT.
THE ONE THAT REALLY CAUGHT MY EYE.
IT ONLY WAS ONE OFFICER, BUT IT WAS THAT THEY FOUND IT FROM THE PATROL CAR.
SO I'M ASSUMING THAT WE MUST HAVE A BUMPER STICKER OR SOMETHING THAT SAYS THAT WE'RE HIRING.
OKAY, WELL, I THINK THAT'S GREAT.
RECRUITING STICKERS ARE ON THE CARS.
MOVING ON TO I, THIS IS ABOUT THE FIRE HYDRANT MAINTENANCE PROGRAM.
INTERIM CHIEF [INAUDIBLE] DO YOU WANT TO JUST.
OH. I'M SORRY, INTERIM CHIEF BALL, DO YOU WANT TO COME TALK ABOUT THIS FOR JUST A MOMENT? COUNCIL MEMBER JUST WANT ME TO EXPLAIN IT. OKAY, SO WE HAVE ALL THE COMPANIES.
THEY OPEN THE HYDRANTS EVERY HYDRANT ONCE A YEAR.
SOMETIMES THE WAY THE WAY IT'S SCHEDULED, IT, AS YOU KNOW, IT COULD GO, YOU KNOW, ALMOST GO TO TWO YEARS IF YOU WENT AND CHECKED THE HYDRANT AT THE BEGINNING OF THE ONE YEAR AND THEN DIDN'T DO IT AGAIN TILL THE LAST MINUTE ON THE SECOND YEAR, THEN IT WOULD BE LONGER THAN A YEAR.
BUT THEY GO OUT, THEY OPEN THE HYDRANTS, THEY PUT A YELLOW TAG ON IT TO SIGNIFY THAT IT WITH THE DATE ON TO SIGNIFY THAT IT HAS ACTUALLY BEEN OPENED AND INSPECTED.
THEY OIL THE GASKETS, RUN THE WATER UNTIL THE.
THAT SOMETIMES THERE'S DEBRIS IN THE HYDRANTS.
SO THEY RUN THE WATER UNTIL IT GOES CLEAR.
THAT DOESN'T TAKE IT DOESN'T TAKE A LONG TIME, BUT I'M SURE IT'S QUITE A BIT OF WATER.
IF THEN THEY LOG IT INTO THE SYSTEM, IF THERE'S SOMETHING, SOMETHING WRONG OR THEY CAN'T GET WATER, SOMETHING'S BROKE, THEN THAT'S PUT INTO THE SYSTEM AND THEN IT'S FIXED.
SO COMPANIES WILL KNOW TO HAVE A EXTERNAL PLAN, KNOW OF ANOTHER HYDRANT TO PLUG INTO.
SO THEY DO THAT AND THE HYDRANTS ARE ROTATED EACH YEAR.
SO THE COMPANIES ARE GOING TO DIFFERENT AREAS AND OPENING HYDRANTS.
IT'S IT'S A WAY OF THESE COMPANIES, THEY, THEY GET TO KNOW THEIR DISTRICT, THEY GET OUT THERE AND THEY'RE ENSURING THAT THEY HAVE A WATER SUPPLY IN CASE THERE IS A FIRE AT THEIR LOCATIONS.
GOSH, I THOUGHT SOMEBODY, IT'S CLOSE TO 30,000.
GREAT. AND THEY PUT THEM REFLECTORS IN THE ROAD SO THAT THEY CAN SEE THAT THERE'S A HYDRANT THERE.
OKAY. WELL, ITEM J IS ABOUT THE BLOOD PILOT PROGRAM.
AND SO YOU CAN SEE THAT UPDATE THERE.
SO NOW EXPECTED TO LAUNCH IN JANUARY.
AND YOU'RE EXPECTING TO DO THAT IN A LIMITED FASHION.
YES. BASED ON AVAILABLE BLOOD.
SO WE'RE GOING TO HAVE TWO CARS WITH THE BLOOD AND THEN WORK OUT HOW, YOU KNOW, HOW IT ROLLS OUT.
[02:00:04]
OUT WHAT CAN GO WRONG, WHAT GOES RIGHT, AND THEN AND THEN WE'LL BRANCH OUT TO ALL THE OTHER CARS.I DON'T THINK IT WILL BE A LONG PILOT.
I WOULD ALSO ADD, AS PART OF THE THINGS THAT THAT WERE THAT WE'RE WAITING ON TO COMPLETION BEFORE WE LAUNCH IS NOT ONLY THE BLOOD SUPPLY, BUT ALSO A CONTRACT AMENDMENT, THE EQUIPMENT PROCUREMENT AND ALSO TRAINING OF PERSONNEL.
BUT OBVIOUSLY, AS YOU CAN SEE CHIEF CIARA AND DOCTOR ISAACS HAVE STEPPED UP TO THE TABLE.
GREAT. WELL, GOOD AFTERNOON, MADAM CHAIR, CHIEF ARTIS, COUNCIL MEMBERS.
BLOOD TRANSFUSION PILOT PROJECT.
I DO WANT TO ACKNOWLEDGE TWO INDIVIDUALS IN ATTENDANCE TODAY.
IN THE BACK OF THE ROOM IS SAMUEL KORDIC.
SAM IS THE QUALITY MANAGER FOR DALLAS FIRE RESCUE, EMS FOR THE OFFICE OF THE MEDICAL DIRECTOR.
AND SAM IS ONE OF THE PRIMARY ARCHITECTS OF THIS PROGRAM.
HE'S PUT IN A TREMENDOUS AMOUNT OF WORK.
AND MISS COURTNEY EDWARDS IS A DIRECTOR AT PARKLAND AND BIOTELL, AND IT'S HER LEADERSHIP THAT HAVE HELPED US SECURE AGREEMENTS WITH THE RED CROSS TO ALLOW OUR PARAMEDICS AND SUPERVISORS TO POTENTIALLY BEGIN ADMINISTERING BLOOD IN THIS LIFE SAVING EFFORT.
SO WE'RE MOVING ALONG PRETTY WELL.
AND I'M GOING TO TURN THINGS OVER TO CHIEF SCHERER TO TELL YOU A LITTLE MORE ABOUT THOSE DETAILS.
BUT WE'RE MOVING AS QUICKLY AS POSSIBLE.
LIFE THREATENING HEMORRHAGE IS TO ENSURE THAT WE'RE GOOD STEWARDS OF THIS BLOOD SUPPLY.
MEMBERS OF THE PUBLIC SAFETY COMMITTEE.
JUST TO ECHO WHAT DOCTOR ISAACS WAS ALREADY SAYING, WE HAVE PUT A TREMENDOUS AMOUNT OF WORK.
A LOT OF WORK HAS COME FROM THE OFFICE OF THE MEDICAL DIRECTOR TO MAKE SURE THAT NOT ONLY DO WE ROLL OUT THIS PROGRAM IN A TIMELY FASHION, BUT WE DO IT IN A IN THE PROPER FASHION TO ADDRESS YOUR CONCERNS ABOUT THE PILOT PROGRAM WE'LL BE DOING USING TWO OF OUR FIELD SUPERVISORS TO CARRY THE PRE-HOSPITAL BLOOD ON THEIR VEHICLES. THE LOCATIONS OF THOSE TWO FIELD SUPERVISORS WAS BASED ON DATA ANALYTICS.
THE OFFICE OF THE MEDICAL DIRECTOR TOOK A LOOK OVER THE PAST YEAR OF HEMORRHAGIC TRAUMA, SPECIFICALLY, PUNCTURE HEMORRHAGIC TRAUMA, IDENTIFIED HOTBEDS WITHIN THE CITY AND AREAS THAT HAVE LONGER TRANSPORT TIMES TO THE HOSPITAL THAT WOULD BENEFIT FROM HAVING PRE-HOSPITAL BLOOD TO THEIR POINT TOO. THEY'VE DONE A LOT OF WORK BEHIND THE SCENES.
WE HAVE THE TRAINING PROGRAM ALMOST BUILT OUT, READY TO GO AS SOON AS THE EQUIPMENT ARRIVES, WILL BE TRAINING OUR MEMBERS AND BE ABLE TO ROLL OUT THE PROGRAM AFTER OUR TWO WEEK PROOF OF CONCEPT.
AND IF YOU HAVE ANY OTHER SPECIFIC QUESTIONS, I'D BE HAPPY TO ADDRESS THEM.
NO, THIS IS JUST GOING TO BE SO IMPORTANT IN SAVING SO MANY MORE LIVES.
AND SO THANK YOU FOR STAYING ON TOP OF IT.
ANYBODY HAVE ANY ITEMS ON K FOR THE FACILITY CONSTRUCTION UPDATE? THE FLEET MAINTENANCE, WHICH I WILL SAY YOU'RE FULLY YOU'RE FULLY.
I WANT TO SAY STAFF, YOU HAVE YOU'RE FULLY EQUIPPED.
THANK YOU. SO YOU HAVE THE OPTIMAL NUMBER.
AND OUR LAST ONE IS ON THE MARSHALS HOMELESS ACTION PLAN.
I KNOW THAT COUNCIL MORENO YOU.
YES, THIS IS OUR FIRST MONTH DOING IT THIS WAY.
HAPPY TO HAVE THOSE ADDED AND THEN NEXT MONTH IT WILL HAVE THE PRIOR MONTH INFORMATION.
SO THANK YOU, SO WITH THAT, IT IS NOW 3:10 IN THIS MEETING IS ADJOURNED.
THANK YOU.
* This transcript was compiled from uncorrected Closed Captioning.