[00:00:02]
          GOOD MORNING, FOLKS. WE'RE GOING TO GET STARTED. 
          [Public Safety on June 03, 2025]
IT IS JUNE 3RD. IT IS 1:01. AND WE WELCOME YOU TO THE PUBLIC SAFETY COMMITTEE MEETING. 
          I WANT TO GRAB A SEAT. THAT'D BE GREAT. SO, OUR FIRST ORDER OF BUSINESS IS APPROVAL OF THE
MINUTES FROM MAY. 
          SO MOVED. SECOND. ALL RIGHT. THERE'S A MOTION AND A SECOND. 
          ARE THERE ANY CHANGES OR CORRECTIONS? HEARING NONE. 
          ALL THOSE IN FAVOR, PLEASE SAY AYE. ANY OPPOSED? MOTION CARRIES UNANIMOUSLY. AND COUNCIL MEMBER STEWART. 
          I'M GOING TO PASS THIS DOWN FOR YOU SINCE YOU CHAIRED THAT MEETING. THANK YOU. OUR FIRST
BRIEFING ITEM IS ABOUT RECRUITING AND RETENTION FOR POLICE AND FIRE. AND THIS IS GOING TO BE AN EXCELLENT, EXCELLENT PRESENTATION TODAY. 
          SO IF WE COULD ASK OUR FOLKS TO COME ON DOWN. 
          SO I GUESS I'LL JUST START BY SAYING THAT THIS HAS BEEN THE FIRST AGENDA ITEM WE'VE HAD
FOR THE LAST TWO YEARS THAT I'VE CHAIRED THE COMMITTEE, AND WE'VE HAD SOME TOUGH BRIEFINGS,
AND THIS IS GOING TO BE MY VERY FAVORITE ONE. 
          SO, MAJOR ASHFORD, TAKE IT AWAY. THANK YOU. CHAIR. 
          CHAIRWOMAN MENDELSOHN A MAJOR POLLY ASHFORD. AND IF YOU CAN MOVE THAT MICROPHONE A LITTLE
BIT CLOSER. 
          HOW'S THAT? IS THAT GOOD? RIGHT THERE. THERE YOU GO. 
          ALL RIGHT. MAJOR POLLY ASHFORD, ALONG WITH ASSISTANT CHIEF ISRAEL HERRERA. 
          HERRERA WROTE OVER THE PERSONNEL DIVISION, WILL BE DISCUSSING DPD'S RECRUITING AND
RETENTION EFFORTS FOR MAY. 
          NEXT SLIDE. 
          NEXT ONE. AND WHILE SHE'S GETTING THAT READY,
THIS SLIDE SHOWS OUR MONTHLY VERSUS YEAR-TO-DATE ATTRITION AND HIRING NUMBERS FOR MAY. 
          WE LOST 21 OFFICERS AND HIRED 43. YEAR TO DATE,
WE'VE LOST 108 AND HIRED 201. SLIDE THREE. THIS SLIDE SHOWS HOW WE'VE LOST OUR 21 OFFICERS IN MAY. SEVEN RETIRED, THREE LEFT FOR PERSONAL REASONS. 
          ONE HAD A CAREER CHANGE, THREE WENT TO ANOTHER AGENCY,
TWO TRANSFERRED TO A NON-SWORN POSITION AND FIVE WERE DISCHARGED. 
          NEXT SLIDE. THIS CHART BREAKS DOWN FOR THE FISCAL YEAR. 
          HOW WE'VE LOST THE 108 OFFICERS. THE MAJORITY WERE LOST DUE TO RETIREMENTS,
AND WE'RE CURRENTLY AT 3215 TOTAL SWORN OFFICERS. SLIDE FIVE. HERE ARE YOUR END OF YEAR STAFFING NUMBERS SINCE 2010,
AND THE ESTIMATED POPULATION TOTALS FOR EACH OF THOSE YEARS. WE HAD 3690 AT THE END OF 2010,
AND WE'RE SLOWLY INCHING BACK UP TO THAT NUMBER. 
          I APOLOGIZE ON THIS SLIDE. IT HAS NOT BEEN UPDATED,
BUT WE'RE CURRENTLY AT 3215, WHICH IS OUR HIGHEST STAFFING LEVEL IN EIGHT YEARS. NEXT SLIDE. THESE ARE SWORN HIRING NUMBERS FOR MAY. 
          WE HAD 43 NEW HIRES. THEY ALL WERE IN CLASS 406 THAT STARTED ON MAY 7TH. 
          WE HAVE TWO REMAINING ACADEMY CLASSES FOR THIS FISCAL YEAR. 
          CLASS 407 WILL START ON JULY 16TH, AND CLASS 408 WILL START SEPTEMBER 24TH. 
          SLIDE SEVEN. THIS SLIDE SHOWS OUR PROFESSIONAL STAFF HIRING NUMBERS FOR MAY. 
          WE PROCESSED 22 APPLICANTS. WE ONBOARDED FOUR FOR COMMUNICATIONS AND SEVEN FOR OTHER UNITS
WITHIN THE DEPARTMENT. 
          SLIDE EIGHT. HERE ARE THE EVENTS THAT OUR RECRUITERS ATTENDED IN MAY. 
          THEY WENT TO SEVERAL COLLEGES AND UNIVERSITIES AND MILITARY JOB FAIRS. 
          SLIDE NINE PLEASE. WE HAD 97 APPLICANTS TO ATTEND OUR ONSITE HIRING EVENTS IN MAY. 
          HERE ARE THE APRIL VERSUS MAY CHARTS OF HOW APPLICANTS SAY THEY HEARD ABOUT DPD AND SOCIAL
MEDIA. 
          STILL IS NUMBER ONE. THIS CONCLUDES OUR PRESENTATION. 
          WE'LL ANSWER ANY QUESTIONS. OKAY. WELL, YOU HAD A KIND OF FLAT VOICE DELIVERING EXCELLENT, EXCELLENT NEWS. SO, MAJOR ASHFORD, CHIEF HERRERA,
CONGRATULATIONS. 
          FIRST OF ALL, YOU'VE GOT A RATIO OF OFFICERS LEAVING TO BEING HIRED. 
          [00:05:02]
THAT'S THE BEST I'VE SEEN SINCE I'VE BEEN ON COUNCIL. 
          YOU HAVE THE HIGHEST STAFFING LEVEL IN EIGHT YEARS. 
          SO WE GENERALLY TALK ABOUT HAVING ABOUT 3100. 
          YOU'RE AT 3215 OFFICERS. CONGRATULATIONS. IT'S BEEN AN ENORMOUS AMOUNT OF WORK. 
          YOU'RE ON THE RIGHT TRACK. YOU GOT TO KEEP GOING. 
          BUT CONGRATULATIONS. I KNOW HOW HARD YOU'VE WORKED FOR THIS. 
          THANK YOU VERY MUCH FOR THOSE KIND WORDS. I WOULD BE REMISS IF I DID NOT RECOGNIZE OUR
AMAZING RECRUITING TEAM THAT IS CONSTANTLY PUSHING AND KEEPING THE FOOT ON THE PEDAL TO PROMOTE CONTENT AND TO GET US OUT THERE IN SOCIAL MEDIA,
AS YOU CAN SEE, HAS BEEN A WONDERFUL RETURN FOR US. 
          ALSO, OUR RECRUITING EVENTS. I HAVE FOLKS RIGHT NOW IN OKLAHOMA CITY AND IN KENTUCKY. 
          AND THE LINES ARE STACKING UP. AND WE JUST WANT TO GIVE THESE FOLKS AN OPPORTUNITY TO COME
TO DALLAS PD. 
          AWESOME COMMITTEE. ANYBODY HAVE ANY QUESTIONS? I DO. COUNCILMEMBER WILLIS, THANK YOU. AND I AGREE,
THIS IS FANTASTIC NEWS. 
          THIS IS DEFINITELY A HEADLINE THAT OUR PUBLIC SHOULD BE HEARING ABOUT THE HIGHEST STAFFING
LEVEL IN EIGHT YEARS. 
          SO THAT IS REALLY TO BE COMMENDED FOR ALL OF THE WORK THAT YOU ALL HAVE BEEN DOING INSIDE
THE DEPARTMENT AND OUTSIDE OF THE DEPARTMENT. 
          SO, THANK YOU VERY MUCH. I WANTED TO ASK ABOUT SLIDE SIX,
WHERE WE'RE TALKING ABOUT THE UPCOMING CLASS OR. 
          YEAH, 407 AND 408. SO, THERE ARE JUST TWO MORE CLASSES NOW. 
          WE HAVE REVISED OUR FLOOR FOR HIRING. AND I'M JUST LOOKING AT THIS,
AND I HAVE A LITTLE BIT OF CONCERN ABOUT WHETHER THESE TWO CLASSES ARE GOING TO DELIVER GETTING TO THAT NUMBER. YES, MA'AM. SORRY. YES,
MA'AM. 
          WE DEFINITELY ARE LOOKING AT EXCEEDING OUR 300 HIRING GOAL FOR THE FISCAL YEAR. 
          WE CURRENTLY HAVE. WE'RE STAFFING CLASS NUMBER 407. 
          CURRENTLY, I THINK WE CURRENTLY HAVE ABOUT 25 IN THAT CLASS NOW,
AND IT STARTS IN JULY. 
          SO WE'RE PROBABLY GOING TO EXCEED I'M PRETTY SURE WE'RE GOING TO WE'RE LOOKING AT GETTING
CLOSE TO 60 IN THAT CLASS. 
          SO AND WE KNOW WE LOSE SOME BECAUSE THIS IS A HARD JOB. 
          AND SO RIGHT NOW OUR HIRING AT THE END OF MAY IS AT 201. 
          SO THAT MEANS WE NEED 99. AND SO YOU'RE TELLING ME ACROSS THE NEXT TWO CLASSES WE THINK
WE'RE GOING TO GET THAT 99. 
          DEFINITELY BELIEVE WE WILL. WE BELIEVE WE'RE GOING TO EXCEED IT. 
          IN THE LAST COUPLE OF ON SITES, WE HAVE SEEN RECORD NUMBER OF PEOPLE SHOWING UP FOR THESE
ON SITES. 
          THE ONE JUST RECENTLY, I THINK WE HAD CLOSE TO 70 AND IF NOT 70,
AND THE ONE TWO WEEKS AGO WAS 65. 
          AND I, I THINK MOMENTUM HAS BUILT AROUND THE ON SITES AND GETTING MORE PEOPLE IN. 
          YES, I'M WONDERING WHAT THAT NUMBER IS GOING TO BE WHEN I GO TO A GRADUATION,
BECAUSE WE KNOW WE LOSE SOME PEOPLE. 
          AND SO WE START, YOU KNOW, WITH A GOOD NUMBER AND WE ACCOUNT FOR THAT ATTRITION. 
          SO, I'M JUST A LITTLE CONCERNED WHEN I LOOK AT WHAT THAT FLOOR IS AND WHAT WE MIGHT LOSE
FOR, YOU KNOW, SOMETIMES THE RIGHT REASONS IN THAT BECAUSE THAT'S,
YOU KNOW, 50 A CLASS GRADUATING. 
          AND WE HAVEN'T NECESSARILY SEEN THAT NUMBER AT GRADUATIONS. 
          IT'S COMING. WELL, I LIKE THE OPTIMISM. OKAY. 
          WELL, WE WILL WATCH THAT. AND THANK YOU. I THINK THAT'S ALL I GOT. 
          COUNCIL MEMBER. STEWART. YES. JUST WANT TO TAKE THE OPPORTUNITY TO CONGRATULATE YOU AS
WELL. 
          THE NUMBERS LOOK GREAT, AND I LOVE THE OPTIMISM,
BUT CAN OTHER THAN JUST SMILING REALLY BIG, CAN YOU TELL ME WHY YOU BELIEVE WE WILL EXCEED THE 300? YOU HAVE A LOT OF PEOPLE, THE OFF SITES. BUT AGAIN,
MAYBE. WHY DO WE HAVE THE PEOPLE OF THE OFF SITES? SO I FEEL THE PULSE OF OUR STAFF AND THEY, THEY UNDERSTAND THE,
THE, THE DEADLINE. 
          THEY KNOW WHEN THE FISCAL YEAR ENDS. THEY ALSO KNOW HOW MANY BACKGROUNDS THAT WE HAVE
ACTIVE AND HOW MANY THAT ARE COMING IN. 
          WE OF COURSE, YOU KNOW, THEY FIT THE QUALIFICATIONS,
THEN THEY'RE GOING TO OBVIOUSLY GO THROUGH SO IF MY STAFF IS WORRIED AND THEY'RE PULLING THEIR HAIR LIKE, CHIEF, I DON'T KNOW HOW WE'RE GOING TO DO THIS,
THEN I PROBABLY WOULDN'T BE UP HERE SMILING AS BIG, BUT THEY'RE TELLING ME, CHIEF, WE'RE GOING TO DO THIS. THIS WE'RE GOING TO WE'RE GOING TO
MEET AND BEAT OUR 300. 
          SO I GOT A CHAMPION FOR THEM. WELL, THEY'RE THE BOOTS ON THE GROUND WITH THAT. 
          ABSOLUTELY. WE'LL TRUST THAT. YES, MA'AM. THAT'S AWESOME. THANK YOU. MAYOR PRO TEM. 
          YES. IT'S GREAT TO SEE THAT WE ARE MEETING OUR HIRING GOAL. 
          IS THERE ANYTHING DIFFERENT THAT YOU SEE, THAT YOU NEED TO PUT IN YOUR WATCH OR IN YOUR
PLAYBOOK TO GET MORE. 
          THAT IS A GREAT QUESTION, COUNCIL MEMBER. WE ARE GOING TO BE PRESENTING AN OPTION A LITTLE
BIT LATER THAT WE THINK ARE GOING TO LEVEL THE PLAYING FIELD AND BASICALLY CREATE A NEW 
          [00:10:01]
PATHWAY. SO THERE'S THAT OPPORTUNITY AND LOOKING AT JUST SOME OF OUR INTERNAL PROCESSES TO
SEE IF WE CAN BRING THEM WITHIN THE INDUSTRY STANDARD. 
          I BELIEVE A COMBINATION OF THOSE THINGS, THE CONTINUED MARKETING AND LET'S FACE IT,
BEING COMPETITIVE EACH AND EVERY YEAR IS WHAT BRINGS PEOPLE TO THE TABLE. AND YOU SAID THE KEY WORD TO ME MARKETING. 
          YES, SIR. HAVE WE CAME TO A BUDGET NUMBER? YOU KNOW,
I KNOW WE ASKED LAST TIME ABOUT MARKETING. 
          HOW DO WE GET AROUND THERE? AND I ASK THAT. AND THE FIRST THING YOU SAID WE NEED MORE,
BUT I DIDN'T SEE NO RESPOND TO THAT. 
          SO , WHAT IS THE NUMBER. AND MY APOLOGIES FOR THAT. 
          THAT YOU DIDN'T GET THAT, SIR. I'LL HAVE TO GET WITH MARTIN RIOJAS WHO DOES OUR BUDGET,
AND WE CAN GET THAT NUMBER TO YOU. 
          IN A FRIDAY MEMO KIND OF SITUATION, IF YOU'RE IF YOU'RE OKAY WITH THAT. 
          YES, SIR. THANK YOU. OKAY. THANK YOU. COUNCIL MEMBER MORENO? THANK YOU, CHAIR. THANK YOU ALL FOR THE PRESENTATION. 
          EXCITED ABOUT EXCEEDING THOSE NUMBERS. I DO BELIEVE WE'VE BUILT AN ENVIRONMENT WHERE
PEOPLE WANT TO COME TO DALLAS AND SERVE AS OFFICERS. 
          WHEN IT COMES TO BEING COMPETITIVE WITH THE SALARY. 
          ARE WE? HOW OFTEN ARE WE LOOKING AT OUR PEER CITIES AND OUR SUBURB CITIES TO MAKE SURE
THAT WE'RE COMING UP TO THAT SAME BAR EVERY DAY? WE LOOK AT NOT ONLY WHAT THE BASE PAY IS, BUT WHAT OTHER,
OTHER INCENTIVES. 
          THERE'S SHIFT DIFFERENTIAL INCREASE. THERE'S A WEAKENED PAY. 
          THERE'S SO MANY OPPORTUNITIES. AND OF COURSE,
THAT'S KIND OF OUT OF MY SHOP. 
          BUT WE DO HAVE THOSE THINGS THAT OUR MEET AND CONFER TEAM,
AND CERTAINLY COUNCIL FOLKS CAN TAKE A LOOK AT AND COME TOGETHER AND CONTINUE TO MAKE DALLAS COMPETITIVE. I WILL ALWAYS WE'RE HERE TO BE OF ASSISTANCE WHENEVER WE CAN. 
          SO THANK YOU. APPRECIATE THAT, SIR. WELL, AGAIN,
I'M JUST GOING TO SAY WE'VE HAD A LONG STANDING HIRING GOAL OF 250, AND YOU'RE NOW GOING TO EXCEED THE INCREASE GOAL WE GAVE YOU OF 300. 
          AND THAT'S TRULY OUTSTANDING. THE ONLY OTHER THING I WANT TO MENTION IS THAT I HOPE THAT
WHEN YOU'RE LOOKING AT THESE OTHER CITIES, THAT THE PUBLIC SUPPORT IN DALLAS FOR PUBLIC SAFETY PLAYS INTO THE OFFICER'S MINDS WHEN
THEY DECIDE, YOU KNOW WHAT, I'M GOING TO PURSUE THIS, AND I WANT TO DO IT IN DALLAS. 
          I HOPE THEY UNDERSTAND HOW MUCH THE PUBLIC AND THE COUNCIL ALL OF US SUPPORT YOU AND
RECOGNIZE THE CONTRIBUTION THAT YOU MAKE. 
          SO, WE REALLY APPRECIATE IT. AND I APPRECIATE THOSE WORDS. 
          AND THAT IS THE SENTIMENT THAT OUR RECRUITERS,
WHEN THEY DO SPEAK TO PEOPLE, ESPECIALLY LATERALS, THEY TELL THEM THAT THE REASON WHY YOU WANT TO COME TO DALLAS IS BECAUSE WE HAVE A
COUNCIL, A MAYOR, A CITY MANAGER, A CHIEF, EVERYONE IN LOCKSTEP TO MAKE SURE THIS IS THE SAFEST
CITY THAT THEY CAN MAKE IT, AND PUTTING THEIR MONEY WHERE THEIR MOUTH IS WHAT THEY DO. 
          WELL, THANK YOU GUYS SO MUCH. SO, IF THERE AREN'T ANY MORE QUESTIONS,
WE'RE GOING TO PIVOT TO FIRE, WHICH I DON'T KNOW. Y'ALL ARE GOING TO HAVE A HARD TIME MEETING THAT ONE. 
          SO CHIEF, IF YOU'D LIKE TO GO AHEAD AND START. 
          GOOD MORNING. I AM ASSISTANT CHIEF DALE WILLIAMS,
AND I HAVE WITH ME DEPUTY CHIEF STEVEN LOPEZ. 
          HE'S GOING TO GO THROUGH THE POWERPOINT. AND AFTERWARDS I HAVE SOME UPDATES TO ACCEPT YOUR
CHALLENGE, TO OUTDO THEM. THANK YOU CHIEF. THANK YOU CHIEF. 
          AND CONGRATULATIONS AGAIN TO OUR BROTHERS AND SISTERS IN BLUE. 
          BUT TO BE COMPETITIVE AS WE ALWAYS ARE. SORRY. 
          MY APOLOGIES. I WAS SAYING CONGRATULATIONS TO OUR BROTHERS AND SISTERS IN BLUE. 
          THEY'VE DONE A PHENOMENAL JOB. SO, FOR DFR.'S RECRUITING AND RETENTION UPDATE FOR MAY
2025. 
          CURRENTLY ON SLIDE TWO. AS YOU CAN SEE, FOR THE MONTH OF MAY,
WE HAD SEVEN. 
          WE LOST SEVEN MEMBERS, AND WE HIRED 44 MEMBERS. 
          AND OF THOSE 44, THAT ALSO INCLUDES TEN FIRE PREVENTION,
EDUCATION AND INSPECTION MEMBERS THAT WERE ALSO HIRED. 
          FOR FISCAL YEAR 25, OUR WE'VE LOST 86 MEMBERS,
BUT WE'VE HIRED 197 TO REMAIN COMPETITIVE WITH OUR BROTHERS AND SISTERS IN BLUE. 
          SLIDE THREE. FOR FISCAL YEAR 20 2425, OUR HIRING AND ATTRITION HAS REMAINED RELATIVELY
STABLE AND CONSTANT. 
          WE CURRENTLY HAVE 197 FULL TIME SWORN EMPLOYEES THAT WE'VE HIRED AND WE FOR OUR ATTRITION
NUMBERS, WE'VE LOST AGAIN, THE HIGHEST REMAINING CATEGORY IS FOR PERSONAL REASONS. 
          AGAIN, WE REALIZE THAT THIS JOB, ONCE PEOPLE COME INTO THE DOORS,
THEY REALIZE THAT SOMETIMES THIS JOB IS JUST NOT QUITE FOR THEM. 
          WE ABSOLUTELY LOVE THEM. AND MAYBE SOME OF THOSE END UP BECOMING THE POLICE OFFICERS FOR
DPD. 
          SO WE THINK WE'RE DOING A GOOD JOB THERE. SLIDE FOUR SHOWS OUR UNIFORMED HIRING DATA FOR
MAY 1ST THROUGH MAY 27TH. 
          [00:15:04]
WE'VE HAD FROM OUR CIVIL SERVICE HAS REFERRED 5454 APPLICATIONS FOR FROT AND THREE LATERAL
HIRES. 
          CURRENTLY WE HAVE IN PROCESS 154 AND TEN LATERAL HIRES,
RESPECTIVELY. 
          AGAIN, WE'VE ONBOARDED 33 MEMBERS AS FIRE RESCUE OFFICER TRAINEES. 
          WE HAD ONE LATERAL HIRE. AND WHAT'S NOT INCLUDED IN THAT 33 NUMBER IS THE TEN FIRE
PREVENTION EDUCATION AND INSPECTION MEMBERS THAT WERE ONBOARDED. 
          OUR APPLICANT SOURCING AND MOTIVATION. DESIRE. 
          THE DESIRE TO SERVE CAN REMAINS OUR HIGHEST CATEGORY AT 93%. 
          THAT IS STAYED CONSTANT FOR THE LAST THREE MONTHS FOLLOWED CLOSELY BY SALARY AND BENEFITS. 
          IF YOU WHEN WE LOOK AT WHERE DID OUR MEMBERS WHERE THEY HEAR ABOUT DFR AS AN EMPLOYER. 
          DFR'S WEBSITE REMAINS THE HIGHEST CATEGORY FOLLOWED CLOSELY IN SECOND PLACE BY WORD OF
MOUTH. 
          A LOT OF THAT IS FROM OUR FIREFIGHTERS DOING A LOT OF THE RECRUITING. 
          SLIDE SIX SHOWS THE TABULAR DATA FOR THE GRAPHS ON SLIDE FIVE. 
          AND AGAIN, IF YOU LOOK AT THE COUNTS ON EACH OF THOSE CATEGORIES,
THEY MAY SEEM QUITE A BIT OFF. 
          BUT THAT'S BECAUSE EACH APPLICANT CAN LIST MULTIPLE CATEGORIES FOR EACH QUESTION. 
          SO OR EACH RESPONSE. SO, THEY MAY ACTUALLY LIST SALARY AND BENEFITS AND PUT THAT IN THE
CIVIL SERVICE APPLICATION FOR OUR MAY RECRUITING ACTIVITIES. 
          WE HAD TWO ACTIVITIES WE FOCUSED ON L.G. PINKSTON CINCO DE MAYO COMMUNITY FAIR AND A
CAREER FAIR AT NAVARRO COLLEGE IN WAXAHACHIE. 
          AND THAT CONCLUDES THIS PORTION OF THE PRESENTATION. 
          CHIEF WILLIAMS DOES HAVE ADDITIONAL INFORMATION. 
          OKAY. SO ONE OF THE THINGS THAT WE WANTED TO POINT OUT THAT OUR OFFERS FOR OUR NEXT CLASS
ARE GOING TO GO OUT, OUR NEXT FEW CLASSES ARE GOING TO GO OUT A LITTLE LATER THIS A LITTLE LATER THIS MONTH. 
          AND WITH THAT, WE'LL BE HIRING 18 MEMBERS FOR OUR JULY 23RD CLASS. 
          AND WHEN THOSE LETTERS COME OUT, WE WILL HAVE MET OUR HIRING GOALS FOR THIS YEAR. 
          WE WILL ALSO BE SENDING OUT LETTERS AT THAT TIME FOR 23 MEMBERS FOR OUR OCTOBER CLASS. 
          SO WE'RE ALREADY GETTING A JUMP START ON NEXT FISCAL YEAR HERE. 
          CURRENTLY, WE'VE GOT 337 MEMBERS IN OUR TRAINING PROCESS,
WITH 143 IN THE ACADEMY, 150 EITHER IN EMT SCHOOL OR PARAMEDIC SCHOOL. AND WE HAVE 45 ON PROBATION IN OPERATION DURING THE PROBATIONARY PERIOD. 
          SO WHAT WE LOOKED AT IS WHAT DOES IT TAKE TO BE FULLY STAFFED IN THE FIELD,
WHICH IS 1726 AS OF TODAY. 
          IN THE FIELD WE HAVE 1690. AND WE PROJECT TO BE FULLY STAFFED IN THE FIELD WHEN OUR CLASS
HITS ON NOVEMBER 5TH OF THIS YEAR. SO FROM THAT POINT, THEN WE'LL JUST BE HIRING FOR ATTRITION,
WHICH WE'RE LOOKING AT 140 FOR ATTRITION. 
          SO GOING FORWARD AFTER THAT PERIOD, WE WILL HAVE TO HIRE FOR THE 140 HITTING THE FIELD,
WHICH WITH THE DROPOUT RATES WILL HAVE TO BE HIRING ABOUT 160. SO IN OUR PROCESS, WE STILL HAVE 1248 APPLICANTS STILL IN OUR PROCESS PASS WHAT WE THESE LETTERS THAT ARE GOING OUT. 
          SO WE HAVE SHARED THAT INFORMATION WITH DPD FOR SOME CROSS MARKETING TO TRY TO HELP THEM
BECAUSE SOME OF THE SAME THINGS THAT PEOPLE SAY, DRAW THEM TO FIRE, ALSO DRAW THEM TO POLICE. 
          SO, AND BECAUSE OUR HIRING IS GOING TO GO DOWN SO,
SO MUCH, WE WOULD THINK THAT ONE BAND, ONE SOUND, ONE TEAM THAT MAYBE WE CAN HELP EACH OTHER OUT. 
          SO, WITH THAT, WE'RE GOING TO BE PAUSING OUR APPLICATIONS UNTIL NEXT FISCAL YEAR. 
          SINCE WE HAVE SO MANY IN THE PIPELINE RIGHT NOW THAT WE WILL STILL HAVE TO PROCESS THOSE. 
          THE OTHER THING IS THAT WE ARE HAVING A SITUATIONAL JUDGMENT AND PERSONALITY INVENTORY
THAT'S GOING TO COME TO COUNCIL. 
          WE DID AN RFP FOR IT. AND WHAT THE PURPOSE OF THE SITUATIONAL JUDGMENT TEST,
IT'S TO REPLACE THE STRUCTURED INTERVIEW THAT WE CURRENTLY USE FOR OUR FIRE RESCUE OFFICERS AND FIRE PREVENTION OFFICERS. AND IT'S A MORE OBJECTIVE WAY TO RANK OUR
APPLICANTS, WHICH IS SOMETHING THAT SOME OF OUR AUDITS HAVE SAID THAT WE NEEDED. 
          SO, THEY'RE STILL GOING TO HAVE AN INTERVIEW,
BUT AT THAT POINT, THE INTERVIEW WILL JUST BE A PASS FAIL. 
          BUT THEY WILL BE RANKED BASED ON THAT SITUATIONAL JUDGMENT TEST. 
          THE OTHER THING, AS PART OF THAT REQUEST FOR PROPOSAL THAT WE SENT OUT IS A PERSONALITY
INVENTORY. 
          AND WHAT THE PERSONALITY INVENTORY, IT IS USED TO IDENTIFY CANDIDATES THAT MAY POSE A
BEHAVIORAL RISK TO THE DEPARTMENT. 
          SO IT MEASURES CHARACTERISTICS SUCH AS INTEGRITY,
EMOTIONAL STABILITY, INTERPERSONAL SENSITIVITY, SELF-DISCIPLINE, CONSCIENTIOUSNESS, AND RESILIENCE. 
          [00:20:02]
SO, IT'LL HELP US MAKE SURE THAT THE PERSON IS THE RIGHT FIT FOR THE JOB. 
          SO WE'RE HOPING THAT THAT WILL ELIMINATE SOME OF THE PEOPLE THAT ARE LEAVING FOR PERSONAL
REASONS WHEN THEIR PERSONALITIES DON'T FIT. 
          BUT IT'LL ALSO GIVE US A BASELINE FOR OUR NEW HIRES SO THAT AS THEY PROGRESS IN THEIR
CAREER, WE CAN MORE EFFECTIVELY HELP THEM AND PROVIDE RESOURCES AND ASSISTANCE. 
          THE LAST THING I HAD IS THAT THE SMU GRADUATE SCHOOL THE INSTITUTE,
THEY COMPLETED A MARKET SURVEY FOR BOTH US AND DPD AS A RESEARCH PROJECT. SO, THEY RESPONDED. 
          THEY DID SURVEYS ON ABOUT 400 OF OUR OFFICERS. 
          THEY DID RESEARCH IN THE COMMUNITY. AND THEY USE OTHER ANALYTICAL METHODS TO TRY TO HELP
BOTH OF US, TRYING TO HONE IN WHAT OUR TARGET AUDIENCE WAS. 
          AND FOR US, THE DFD SIDE, THEY IDENTIFIED THAT THE TARGETS WITH THE MOST OPPORTUNITIES
WERE OUR HIGH SCHOOL STUDENTS AS WELL AS MILITARY VETS. 
          SO GOING FORWARD, WE'RE GOING TO REALLY HONE IN ON THOSE AS WELL AS,
EXCUSE ME, FEMALE APPLICANTS SO WE CAN REALLY DO SOME TARGETED MARKETING. 
          THEY ALSO SHOWN SOME OPPORTUNITY AREAS IN OUR SOCIAL MEDIA AND OTHER DIGITAL PLATFORMS. THEY CREATED SOME DRAFT MESSAGING FOR US THAT EMPHASIZED BOTH OUR PURPOSE,
THE IMPACT AND THAT SENSE OF BELONGING. 
          AND ONE OF THE OTHER THINGS THAT THEY DID IS THEY IDENTIFIED FOR US CAMARADERIE AS A KEY
METRIC IN OUR RETENTION. 
          SO, WITH OUR RECRUITING RETENTION DIVISION, THAT'S ONE OF THE THINGS THAT WE'RE GOING TO
BE REALLY FOCUSED ON GOING FORWARD, NOT ONLY BRINGING THEM IN THE DOOR, BUT ALSO TO RETAIN THEM. 
          SO THAT COMPLETES MY UPDATES, AND WE ARE WELCOME TO QUESTIONS. 
          WELL, THANK YOU FOR ADDING THOSE UPDATES. IT ACTUALLY ADDED A LOT TO THE PRESENTATION,
AND IT'S GREAT TO HEAR THAT YOU'RE CLOSE TO YOUR HIRING GOAL. 
          SO, I MEAN, I DEFINITELY SUPPORT SUSPENDING THE NEW APPLICATIONS AT THIS POINT. 
          AND THANK YOU FOR SHARING APPLICANTS WITH DPD. 
          I KNOW WE HAVE TALKED ABOUT THAT FOR SEVERAL MONTHS. 
          IS IT POSSIBLE TO GET A COPY OF THAT SMU STUDY? YES, MA'AM. WE'RE WAITING ON THE DIGITAL VERSION OF IT NOW. 
          I HAVE A COPY OF. THEY ONLY GAVE US ONE HARD COPY EACH,
BUT AS SOON AS WE GET THERE, WE WILL SHARE IT WITH THE WITH EVERYBODY ON THE ON THE COMMITTEE. AND SO WITH SO MANY YOU HAVE 337 IN TRAINING. 
          AND I'VE BEEN TO YOUR ACADEMY AND WHILE WE'RE VERY FOCUSED ON THE POLICE ACADEMY THAT
SEEMS LIKE A LOT FOR THE SIZE OF THE ACADEMY. 
          SO. YES, MA'AM, WE ARE WE ARE BUSTING AT THE SEAMS,
BUT WE'RE DOING SOME DIFFERENT THINGS WITH THE SCHEDULING. 
          LIKE, WE MOVED FROM A FIVE DAY WORK SHIFT TO A FOUR DAY WORK SHIFT. 
          SO, TRYING TO GET SOME MORE TIME. SO, WE'RE I HAVE TO GIVE IT TO OUR TRAINING STAFF. 
          THEY ARE. THEY'RE DOING SOME MIRACLES. WE ARE BUSTING AT THE SEAMS,
BUT WE'RE MAKING IT HAPPEN. 
          AND WE ARE STILL GIVING THEM SOME VERY HIGH QUALITY TRAINING. 
          OKAY. WELL, THANK YOU AGAIN. DOES ANYBODY HAVE ANY QUESTIONS ABOUT THIS? COUNCIL MEMBER. STEWART. NOT REALLY A QUESTION. 
          THE WORD CAMARADERIE STRUCK ME WHEN YOU SAID THAT,
AND I THINK THAT'S SOMETHING UNIQUE, RIGHT, ABOUT DFR AND DPD AS WELL. YOU ALL DO HAVE TO WORK TOGETHER AS A TEAM AND BUILD THOSE
RELATIONSHIPS AND HAVE THOSE BONDS WITH EACH OTHER. 
          AND I KNOW THERE ARE PEOPLE OUT THERE LOOKING FOR THAT. 
          THERE ARE SOME PEOPLE WHO JUST WANT TO SIT IN FRONT OF THEIR COMPUTER ALL DAY AND SAVE THE
WORLD AND DO GREAT WORK, BUT THERE ARE OTHERS WHO REALLY WANT TO DO THEIR WORK IN A,
IN A TEAM WITH OTHER PEOPLE. 
          SO, I DON'T KNOW IF YOU HAVE ANY ABILITIES TO KIND OF FOCUS ON THAT OR MESSAGE THAT OR,
OR WHATEVER, BUT I THINK IT'S A KEY DISTINGUISHING FEATURE OF BOTH DFR AND DPD AND OTHER TYPES OF WORK
OUT THERE IN THE WORLD. 
          SO MUCH OF IT SOMEBODY WORKING AT HOME ALONE OR IN A CUBICLE,
AND THAT THAT IS NOT THE WORK THAT YOU ALL HAVE, RIGHT? IT'S OUT THERE WITH PEOPLE, WITH A TEAM. 
          SO I WOULD JUST IT JUST STRUCK ME THAT IT'S A UNIQUE QUALITY OF THE JOB AND,
AND IN A VERY IMPORTANT ONE AND I THINK ONE THAT WOULD BE ATTRACTIVE. YES, MA'AM. I THINK THAT'S ONE OF THE REASONS WHY WE HAVE SO MANY VETERANS
THAT TRY TO JOIN BOTH POLICE AND FIRE, BECAUSE I AM A VETERAN. AND WHEN PEOPLE TELL ME ABOUT,
OKAY, WHY DID YOU WANT TO JOIN THE POLICE, THE FIRE DEPARTMENT, THAT'S ONE OF THE THINGS I SAID,
THAT SO THAT I COULD HAVE THAT CAMARADERIE AND I DIDN'T HAVE TO GET SHOT AT. 
          SO THAT'S WHY IT'S JUST NOT A WORD WE ALL THROW AROUND EVERY DAY. 
          SO I DON'T KNOW. WE MIGHT START. NEED TO START USING IT. 
          THANKS. THANK YOU. COUNCILMEMBER WILLIS. YES. 
          THANK YOU. AND ANOTHER GREAT REPORT. SO, I APPRECIATE THAT. 
          NOW, YOU MENTIONED SOMETHING ABOUT MOVING INTO A ZONE WHERE YOU'RE JUST HIRING FOR
ATTRITION. 
          ARE WE THERE NOW OR YOU'RE SEEING THAT IMMINENT. 
          SO WE ARE WE ARE JUST ABOUT THERE. SO, WHEN WE START,
WE HAVE ENOUGH PEOPLE IN THE PIPELINE NOW 
          [00:25:05]
BECAUSE OUR TRAINING IS ABOUT 13 MONTHS, SO WE HAVE ENOUGH PEOPLE IN THE PIPELINE TO FILL
OUT IN THE FIELD. 
          SO WE'RE HIRING THIS LAST PART OF OUR IN JULY. 
          THAT'LL BE THE LAST ONE OF THAT HIRING NUMBER. 
          SO FROM THEN ON IT WILL BE FOR ATTRITION. OKAY. 
          THAT'S A GREAT POSITION TO BE IN. AND I ON PAGE SIX WHERE WE TALK ABOUT THE MOTIVATION FOR
APPLYING. 
          THERE'S A REALLY BIG GAP THERE. I MEAN 93% I ASSUME THIS IS YOU GET TO GIVE ONE ANSWER. 
          JUST MAKE ONE CHOICE ON THIS. AND IS IT ON THE APPLICATION OR WHERE WHERE DO YOU COLLECT
THIS DATA? SO WE COLLECT THIS AS PART OF THE APPLICATION. 
          WE HAVE SUPPLEMENTAL QUESTIONS ON THE APPLICATION. 
          AND THEY CAN SELECT MULTIPLE REASONS WHY. AND THAT'S JUST THE VAST MAJORITY OF THEM. 
          THAT WAS ONE OF THE REASONS ALONG WITH SOME OF THE OTHER SUPPLEMENTARY REASONS. 
          WELL THAT'S IMPORTANT TO NOTE BECAUSE 93% ARE SAYING SERVICE IS THE NUMBER ONE REASON. 
          AND THEN YOU HAVE A PRETTY BIG DROP, LIKE 47% TO SALARY AND 40% TO BENEFITS AND THAT SORT
OF THING. 
          SO THAT'S REALLY GOOD TO KNOW. WELL, I WANT TO SHIFT GEARS AND GET INTO A HARD SUBJECT. 
          WHEN YOU MENTION THE PERSONALITY INVENTORY IT'S KIND OF FRAMED UP IN ALL THE WAYS THAT IT
COULD AFFECT DFR, YOU KNOW, INCIDENTS OR, YOU KNOW, KIND OF WEEDING OUT,
I GUESS FOLKS, THAT MIGHT CREATE AN ISSUE. 
          BUT, YOU KNOW, HAVING ATTENDED A SERVICE RECENTLY OF SOMEONE WHO WAS A MILITARY VETERAN
WHO THIS MIGHT NOT HAVE BEEN A GREAT FIT FOR BECAUSE THEIR SERVICE MIGHT HAVE JUST CREATED SOME ISSUES THAT MAYBE IT WAS TIME TO CHOOSE A PATH. 
          THERE ARE OTHER WAYS TO SERVE. AND SO I'M, I'M CONCERNED AND WONDERING HOW WE MIGHT DIAL
UP THAT PERSONALITY INVENTORY OR SOME OTHER BEHAVIORAL HEALTH MECHANISM TO JUST TELL WHEN THE MILITARY HISTORY AND SERVICE IS A GOOD FIT,
AND MAYBE WHERE SOMEONE MAY BE MORE VULNERABLE AND THAT IT COULD HARM THEM AND THEIR FAMILIES. 
          OKAY. SO DO WE HAVE SOMETHING IN PLACE OR CAN WE GET THERE? SO IT'S EVEN THOUGH IT'S TITLED PERSONALITY INVENTORY. 
          THERE ARE ACTUALLY FOUR DIFFERENT PSYCHOLOGICAL EXAMS WITHIN THAT THAT WILL CAPTURE THAT. 
          SO, PERSONALITY INVENTORY IS THE TERM THAT THAT WE'RE USING FOR ALL FOUR OF THOSE AND SOME
OF THOSE AND THEY'RE ALL APA EXAMS. SO, SOME OF THOSE WILL TOUCH EXACTLY WHAT YOU REFER TO. 
          I MEAN, I KNOW WE'VE ENACTED SOME THINGS TO BRING MORE BENEFITS. 
          I MEAN, MORE WAYS TO REACH OUT FOR JUST SUPPORT. 
          AND I JUST WANT TO BE SURE WE'RE GOING AS FAR AS WE CAN IN THAT CATEGORY. 
          SO IT JUST DOESN'T MANIFEST ITSELF IN SOMETHING TRAGIC. 
          SO SOME OF THESE EXAMS, WHEN WE HAVE MEMBERS WITH CHALLENGES THAT GO SEE OUR
PSYCHOLOGISTS, THESE ARE THE SAME EXAMS THAT THEY ADMINISTER TO THEM. 
          SO, IT IS A, IT DOES ADDRESS EXACTLY WHAT YOU'RE REFERRING TO. 
          OKAY. THANK YOU. OKAY I THINK WE'RE READY TO MOVE TO BRIEFING ITEM. 
          B THANK YOU ALL FOR THE GREAT PRESENTATIONS. WHAT A GOOD WAY TO START THIS MEETING TODAY. 
          ITEM B IS A VIOLENT CRIME REDUCTION PLAN. JARED,
I SEE YOU YOUR ITEM C. 
          GOOD AFTERNOON, CHAIR MENDELSOHN. MEMBERS OF THE PUBLIC SAFETY COMMITTEE. 
          MAJOR NATHAN SWYERS THE VIOLENT CRIME DIVISION. AND I'M HERE FOR THE VIOLENT CRIME
REDUCTION PLAN UPDATE. 
          I'M JOINED BY CHIEF OF POLICE DANIEL COMEAU. WELL,
I'M JUST GOING TO SAY THIS. 
          YOU ALSO GET TO GIVE A FABULOUS PRESENTATION WITH WONDERFUL NEWS. 
          SO, THANK YOU FOR THAT. AND PLEASE FEEL FREE TO GO AHEAD. 
          WE'LL GO AHEAD AND GO TO PAGE TWO. AS YOU CAN SEE THROUGH MAY 31ST WE'RE DOWN 13.5% IN
VIOLENT CRIME. 
          12.21% IN AGGRAVATED ASSAULTS AND 33.71% PERCENT IN HOMICIDES. 
          LOOKING AT PAGE FOUR, IT'S GOING TO BE A GRAPHICAL REPRESENTATION OF THE VIOLENT CRIME IN
THE CITY. 
          AND AS YOU CAN SEE, WE ARE IN THE NEGATIVE IN EVERY ONE OF THE CATEGORIES THAT WE'RE
TRACKING. PAGE FIVE IS GOING TO BE OUR GRIDS AND OUR GRIDS ALONE. 
          OVER THE LAST TWO MONTHS, THEY RAN APRIL 1ST TO MAY 31ST. 
          WE WERE DOWN 21 OFFENSES JUST IN THOSE 60 GRIDS THROUGHOUT THE CITY. 
          SO IT SHOWS THAT OUR VIOLENT CRIME PLAN IS PUTTING US IN THE RIGHT PLACES. PAGE SIX IS
GOING TO BE OUR TREND LINE FOR INCIDENTS THROUGHOUT THE CITY. 
          IT CONTINUES ON ITS DOWNWARD TREND. PAGE SEVEN. 
          IT'S GOING TO BE VICTIM TREND LINE. IT'S ALSO CONTINUING ITS DOWNWARD TREND. 
          PAGE EIGHT YOU'RE LOOKING AT OUR MURDER NUMBERS. WE ARE DOWN 33.71% WHICH IS 30 FEWER
VICTIMS. FOUR OF THOSE ARE FAMILY, FOUR FEWER FAMILY VIOLENCE VICTIMS. LOOKING FORWARD TO PAGE TEN. THIS IS WHERE I THINK OUR BEST NEWS HAS BEEN ALL YEAR,
WHICH IS OUR BUSINESS. 
          [00:30:05]
ROBBERIES WERE DOWN 19.82%. WE STRUGGLED WITH THAT ALL OF 2024. 
          BUT RIGHT NOW WE HAVE 45 FEWER BUSINESS ROBBERIES,
98 FEWER ROBBERIES AND 143 TOTAL ROBBERIES FEWER. 
          WE ATTRIBUTE THAT A LOT TO EARLIER THIS YEAR,
WE STARTED A SERIAL ROBBERY TASK FORCE WITHIN THE ROBBERY UNIT, AND THEY HAVE BEEN DOING EXCELLENT WORK GETTING TO THOSE TRENDS QUICKER. 
          AND THEY'RE ALSO COMMUNICATING THOSE TRENDS OUT TO THE PATROL OFFICERS SO THEY CAN BE ON
THE LOOKOUT FOR THOSE SUSPECTS AND GET THEM INTO CUSTODY QUICKER. PAGE 11 IS GOING TO BE OUR AGGRAVATED ASSAULT TREND. WE ARE DOWN A FEW MORE THIS MONTH ON FAMILY VIOLENCE
VICTIMS. WE'RE 11 FEWER. WE'RE GOING TO CONTINUE OUR EDUCATION AND OUTREACH FOR VICTIMS AND FOR OUR
MULTIFAMILY PROPERTIES. 
          WE'RE ALSO DOWN 276 VICTIMS OF NON-FAMILY VIOLENCE FOR 287 FEWER VICTIMS OF AGGRAVATED
ASSAULT. 
          FOR OUR FOCUS DETERRENCE UNIT, WE'RE CURRENTLY AT 65 CLIENTS. 
          WE'RE GOING TO HAVE OUR NEXT NEIGHBORHOOD OUTREACH ON JUNE 7TH. 
          ON A SIDE NOTE ON THAT ONE, SAN ANTONIO IS ACTUALLY GOING TO COME UP AND OBSERVE WHAT
WE'RE DOING SO THEY CAN LEARN AND MAYBE IMPLEMENT THE SAME PROCEDURES DOWN IN SAN ANTONIO. 
          PAGE 13. WE JUST AS OF TWO DAYS OR THREE DAYS AGO,
WE IMPLEMENTED PERIOD 22 GRIDS, AND WE'RE GOING TO HAVE 60 GRIDS IN THAT PERIOD. 
          AND THAT WILL CONCLUDE OUR PRESENTATION. AND WE'RE OPEN FOR QUESTIONS. OKAY. 
          WELL, I WOULD JUST LIKE TO ASK YOU THIS. SO,
YOU SPECIFICALLY TALKED ABOUT WHY YOU THINK BUSINESS ROBBERIES GONE DOWN, BUT YOU'VE GOT A MURDER RATE THAT IS ONLY TWO THIRDS OF WHAT IT WAS THIS TIME LAST YEAR. 
          SO WHY DO YOU THINK THAT IS? IT'S THE WORK OF THE MEN AND WOMEN IN THE STREETS. 
          THEY'RE OUT IN THE RIGHT SPOTS, PATROLLING THE RIGHT AREAS,
DOING THE RIGHT THINGS. 
          AND WE'VE ALSO CLEARED 67.8% OF THOSE MURDERS THIS YEAR. 
          SO THAT THAT IS HELPING. WE'RE GETTING THE RIGHT PEOPLE OFF THE STREETS AS WELL. 
          WELL, I THINK IT'S REALLY REMARKABLE. AND YOU ARE TO BE COMMENDED FOR THAT. 
          YOU KNOW, I ACTUALLY MENTIONED IT TO MY HUSBAND. 
          HE SAID, WELL, ARE THEY STILL BEING INJURED? THEY'RE JUST SURVIVING. 
          AND I'M LIKE, NO, BECAUSE AGGRAVATED ASSAULTS ARE ALSO DOWN. 
          SO, I MEAN, I THINK THAT'S AN IMPORTANT DISTINCTION THAT SOMETIMES PEOPLE SAY,
WELL, THERE'S PRETTY GOOD MEDICAL CARE IN DALLAS, BUT IT'S NOT THAT BECAUSE THEN YOU'RE AGGRAVATED ASSAULT NUMBER WOULD BE WAY UP. OKAY. 
          WELL THANK YOU. SO WHO ELSE HAS QUESTIONS? COUNCIL MEMBER. 
          WILLIS. THANK YOU. AND I AGREE, THESE NUMBERS ARE GREAT TO SEE. 
          THE DASHBOARD THAT DOESN'T I GUESS ON PAGE FOUR,
THE CRIME PLAN IMPACT RESULTS. 
          I DON'T THINK THERE'S EVER BEEN A TIME WHERE WE HAVEN'T SEEN WHERE WE'VE SEEN THEM ALL
BLUE GOING TO THE LEFT AND NOT SOMETHING LIKE BUSINESS OR AG ASSAULTS. 
          GOING TO THE RIGHT. SO AS WE THINK ABOUT THE BUSINESS ROBBERIES,
WHICH THAT'S TREMENDOUS PROGRESS. 
          I KNOW YOU'VE BEEN DOING THE BUSINESS SYMPOSIUMS. IS THERE ANOTHER ONE COMING UP? I BELIEVE THEY HAVE ANOTHER ONE PLANNED FOR IN THE FALL. WE DON'T HAVE AN EXACT DATE YET,
BUT WE'RE LOOKING FOR THE FALL. AND I THINK THAT'S AN AREA WE NEED TO CONTINUE TO BUILD MOMENTUM AROUND SO THAT WE CAN. I THINK A COUPLE HAVE COME UP KIND OF QUICKLY,
AND I'D LOVE TO LET MORE BUSINESS OWNERS KNOW AND GET THAT OUT THERE. 
          ON THE OTHER HAND, I'M LOOKING AT SLIDE NINE,
AND WHILE WE'VE SEEN SUCH A BIG MOVEMENT IN NUMBERS, WHEN YOU LOOK AT SLIDE NINE AND WE TALK ABOUT MURDER VICTIM DEMOGRAPHICS,
THE SUSPECTS, THE VICTIMOLOGY, IT'S, YOU KNOW, IT'S THE SAME. AND SO, THERE'S A STORY THERE. 
          AND A LOT OF THIS IS ABOUT WHAT ARE WE DOING ON THE FRONT END OF THIS? I MEAN, THIS IS ALL ABOUT THE BACK END OF IT. 
          SO, TELL ME WHAT YOU ALL'S DISCUSSIONS ARE AROUND,
YOU KNOW, MAKING THESE NUMBERS SHRINK EVEN MORE AND UNDERSTANDING THAT IT'S NOT A BIG MYSTERY HERE. I MEAN, WE'VE GOT THE SAME DEMOGRAPHICS THAT HAVE BEEN HERE FROM,
YOU KNOW, FOR A LONG TIME. SO I THINK A LOT OF IT STARTS WITH COMMUNITY OUTREACH,
US GETTING OUT IN THE COMMUNITY DISCUSSING GUN VIOLENCE BECAUSE THE MAJORITY OF OUR MURDERS IN THE CITY ARE COMMITTED WITH A FIREARM. 
          SO WE'VE GOT TO GET OUT THERE AND CONDUCT THAT OUTREACH,
TALK ABOUT GUN VIOLENCE AND WAYS THAT WE CAN REDUCE THE GUN VIOLENCE IN THE CITY. 
          WELL, ONE MIGHT SAY THAT THERE ARE OTHER THINGS,
LIKE AFTER SCHOOL PROGRAMS AND THINGS THAT ARE FOCUSED ON CERTAIN COMMUNITIES THAT CAN CHANGE A LIFE TRAJECTORY NOT ONLY IN ONE LIFE,
BUT IN SOMEONE ELSE'S LIFE WHO COULD POTENTIALLY BE A HOMICIDE VICTIM. 
          YES, MA'AM. WELL, IT SEEMS LIKE WE COULD USE A LITTLE MORE OF THAT. 
          YES, MA'AM. THANK YOU. COUNCIL MEMBER STEWART. 
          THANK YOU. I HAD THE OPPORTUNITY TO ATTEND THE BUSINESS SYMPOSIUM THAT WAS IN DISTRICT
TEN, AND IT WAS EXCELLENT. THE INFORMATION THERE WAS AMAZING. 
          YOU HAD THE DA THERE. YOU HAD COMMUNITY PROSECUTION THERE. 
          [00:35:05]
AND THEY WERE WALKING THROUGH THE DIFFERENT STEPS THAT BUSINESS OWNERS CAN TAKE TO PREVENT
CRIME ON THEIR PROPERTY. 
          SO I COMMEND YOU FOR THAT. I WOULD ONLY SAY THAT THE ATTENDANCE BY THE BUSINESS OWNERS
WASN'T GREAT. 
          AND I THINK THAT IF YOU. I'M NOT SURE WHO IN DPD IS GETTING THAT WORD OUT,
BUT IF WE HAD THE LOCAL NPOS AND WE HAD PERHAPS COUNCIL MEMBER STAFF OR THOSE OF US WHO KIND OF KNOW THE COMMUNITY,
THE PID DIRECTORS. 
          I THINK WE COULD HAVE HELPED GET A FEW MORE PEOPLE THERE. 
          IT'S A LONG PERIOD OF TIME. I THINK I STAYED FOR TWO HOURS AND BUT MAYBE THE TOTAL TIME
COMMITMENT WAS CLOSER TO FOUR HOURS. 
          SO I WAS AMAZED THAT THAT, YOU KNOW, PEOPLE WERE HANGING IN THERE,
BUT THE INFORMATION WAS VALUABLE. 
          SO THEY WERE STAYING. SO I THINK IT'S A VERY GOOD TOOL. 
          AND I WOULD JUST ASK THAT WE TRY TO FIND SOME WAYS TO INCREASE ATTENDANCE,
BECAUSE THE INFORMATION I THINK IS VERY VALUABLE. 
          THANK YOU FOR THAT, MA'AM. WE'LL WORK ON GETTING A LITTLE MORE MESSAGING OUT FOR THE NEXT
ONE. 
          CHIEF, DID YOU HAVE ANYTHING YOU WANTED TO ADD TO THIS? I MEAN, IT'S A GREAT REPORT. LOOK, IT'S JUST GREAT WORK THAT'S BEING DONE ACROSS THE
BOARD. 
          SO I'M VERY PROUD AND HAPPY OF THE WORK THAT'S GOING ON. 
          WE'RE GOING TO REALLY PUMP IT UP ON THE COMMUNITY OUTREACH PART AND THE AWARENESS AND
EDUCATION PART. 
          AND WE WILL BE HAVING A BASKETBALL GAME IN CERTAIN AREAS THAT I THINK WILL ALSO HELP IN
CERTAIN AREAS WITH THE CRIME, BECAUSE WE'RE GOING TO BE INVOLVED IN AS WHEN THE MAYOR HAD HIS EVENT,
WE'VE PUT THE CHALLENGE DOWN. 
          AND EVERY TIME I GO SOMEWHERE, I'M ASKED ABOUT IT. 
          SO WE'RE GOING TO HOLD OUR PART. I'M ONLY GOING TO PLAY FOR ABOUT 30S,
AND THEN I'M GOING TO LET THE YOUNG OFFICERS TAKE OVER. 
          WELL, I REALLY APPRECIATE THAT. YOU KNOW, AT ONE POINT THERE WAS A LOT OF PUSHBACK ASKING
FOR MORE PATROL. 
          AND WHAT WE RECEIVE BACK FROM COMMAND STAFF WAS ACTUALLY,
WE NEED MORE PEOPLE IN INVESTIGATIVE SO THAT WE CAN ACTUALLY GET THE FOLKS OFF THE STREET. 
          AND SO CHANGES WERE MADE, WERE OBVIOUSLY STRUGGLING WITH RESPONSE TIMES,
BUT CLEARING THIS AND HAVING LESS VICTIMS IS SO IMPORTANT. 
          AND I KNOW YOU'RE WORKING ON THE RESPONSE TIMES,
AND I THINK THE PRIOR BRIEFING WHERE WE'RE GOING TO HAVE MORE OFFICERS WILL HELP YOU. 
          BUT IT IS THAT BALANCE. AND, YOU KNOW, WE WANT TO COMMEND YOU FOR THE WORK YOU'VE DONE,
BUT WE NEED ALL PARTS OF THAT TO BE FUNCTIONING WELL. AND SO YOU MAY HEAR US SAYING CERTAIN THINGS,
BUT YOU DO THE PROFESSIONAL WORK, AND WE'LL SUPPORT YOU IN IT. 
          AND SO THANK YOU VERY MUCH. REALLY APPRECIATE YOU GUYS. 
          THANK YOU. OKAY. WITH THAT, OUR NEXT BRIEFING IS FROM CIVIL SERVICE,
AND JARED DAVIS IS HERE TO BRIEF US ON THE NEW PATHWAY PROGRAM. 
          GOOD AFTERNOON, PUBLIC SAFETY COMMITTEE. I'M JARED DAVIS AND I HAVE THE PLEASURE OF
SERVING AS A CIVIL SERVICE BOARD SECRETARY AND DEPARTMENT DIRECTOR. WE WERE HERE ON THIS SUBJECT IN OCTOBER WE STARTED OUT OUR DISCUSSION ABOUT A RULE AMENDMENT THAT THE CIVIL
SERVICE BOARD HAS APPROVED THAT WOULD FACILITATE THE PILOT PROGRAM OF A NEW PATHWAY PROGRAM INTO DPD AT THE ENTRY LEVEL. DURING OUR CONVERSATION,
WE WALKED THROUGH SEVERAL THINGS, AND WE LEFT WITH WANTING TO UNDERSTAND. I UNDERSTOOD FROM THE COMMITTEE THAT WE WANTED TO
UNDERSTAND A LITTLE BIT MORE ABOUT THE EDUCATIONAL COMPONENTS AS WE BRING INDIVIDUALS IN. 
          AND SO TODAY, I BROUGHT MY REINFORCEMENTS WITH ME TO HAVE CONVERSATION WITH US ABOUT THE
EDUCATIONAL COMPONENTS OF THIS PROGRAM. 
          SO BUT I DO WANT TO UNDERSCORE A COUPLE OF THINGS BEFORE WE GET INTO THEIR COMPONENT THAT
THEY'VE COME BACK TO SUPPLEMENT THIS. 
          WANT TO JUST TALK REALLY BRIEFLY ON SLIDE NUMBER THREE? WE'VE BEEN ON THIS ROAD TO MAKE MORE COMPETITIVE OUR ABILITY TO RECRUIT INTO OUR SWORN
SERVICE. 
          WE'VE WORKED WITH FIRE AND RULE AMENDMENTS. WE WORK WITH POLICE AND PROMOTIONAL RULE
AMENDMENTS. 
          AND SO WE'VE BEEN VERY INTENTIONAL AND CONSCIENTIOUS ABOUT CIVIL SERVICE RULE AMENDMENTS
THAT WOULD FACILITATE, I THINK, OUR ABILITY TO HAVE SOME OF THE SUCCESSES THAT WE'VE TALKED ABOUT IN SOME OF THE
PREVIOUS PRESENTATIONS THAT WE'VE HAD THIS AFTERNOON. 
          I'LL JUMP NEXT TO THE ACTUAL LANGUAGE IN SLIDE NUMBER FIVE. 
          THAT WAS APPROVED AND WOULD BE THE CIVIL SERVICE RULE AMENDMENT. 
          IN FACT, THAT WOULD FACILITATE THIS PROGRAM. AND IT'S HIGHLIGHTED IN YOUR MATERIAL AND
YOUR PRESENTATION TODAY IS ITEM NUMBER E. 
          AND IT'S THE RED LANGUAGE THAT SETS OUT THAT THE INDIVIDUAL MUST BE 21 YEARS OF AGE,
HOLD A HIGH SCHOOL DIPLOMA OR GED, AND 36 MONTHS OF FULL TIME CONSECUTIVE EMPLOYMENT EXPERIENCE. 
          AND SO I WANTED TO MAKE SURE I HIGHLIGHTED THAT AS A BACKDROP TO THE CONVERSATION. 
          [00:40:02]
AS WE AS I TURN IT OVER TO CHIEF HERRERA TO TO TALK MORE A LITTLE BIT ABOUT EDUCATIONAL
REQUIREMENTS, HOW WE RACK AND STACK WITH OTHERS AND OTHER INFORMATION. 
          I THINK THAT WOULD BE HELPFUL FOR YOU ALL TODAY,
CHIEF. 
          THANKS, JARED. AND IF YOU'LL GO TO SLIDE SIX,
PLEASE. 
          AND TO MY LEFT IS DR. ERIC COLEMAN WITH UNTD TO TALK ABOUT SOME OPPORTUNITIES THAT I'M
GOING TO PRESENT TODAY. 
          AND IF YOU WILL, I'M GOING TO TRY TO DISPLAY AND SHOW YOU THAT WE'RE GOING TO BE INVESTING
IN INDIVIDUALS BY CREATING THIS PATHWAY INVESTING IN THEM THROUGH EDUCATION. AND I'LL IF I DO THIS CORRECTLY,
YOU'RE GOING TO SEE EXACTLY WHAT I'M TALKING ABOUT. 
          OKAY. AND THEN, CHIEF, CAN YOU JUST CONFIRM,
THE ON SLIDE SIX THAT EVERYONE'S GOT THE RIGHT DOLLAR AMOUNTS FOR. 
          YES, SO I APOLOGIZE. I THINK THIS SLIDE WAS CREATED A COUPLE OF MONTHS AGO. 
          SINCE THEN, WE'VE HAD A FEW ADJUSTMENTS, IF YOU WILL UNDER HOUSTON'S OFFICERS STARTING
SALARY, EFFECTIVE JULY 1ST, THEY WILL BE AT 81,600. AND AT AUSTIN PD AT GRADUATION,
THEY BUMP THEM UP TO 70,000 79,277. SO AS JARED MENTIONED EARLIER, YOU KNOW,
WE ARE WANTING TO BE COMPETITIVE. 
          AND TODAY I HAVE A TEAM OF FOLKS THAT ARE IN OKLAHOMA CITY AND IRVING PD IS THERE. 
          AND OF COURSE, WE SEE A NUMBER OF THESE FOLKS OUT OF ALL OF OUR EVENTS. 
          AND SO, THE BIG ONES THAT WE DO TYPICALLY SEE ARE HOUSTON,
SAN ANTONIO, AUSTIN, FORT WORTH. 
          AND THE IMPORTANCE OF THIS SLIDE IS THAT OF ALL THE AGENCIES,
DALLAS IS THE ONLY ONE THAT DOES NOT HAVE A PATHWAY WITH A HIGH SCHOOL DIPLOMA AND OR GED. LOOKING AT THE NEXT SLIDE, HOUSTON DOES AN EXEMPTION TO EDUCATION REQUIREMENT THROUGH
WORK EXPERIENCE. 
          YOU MUST HAVE THREE OF THE PAST FOUR YEARS OF FULL TIME EMPLOYMENT. 
          THE EMPLOYEE OR THE CANDIDATE MUST PROVIDE THAT PROOF. 
          IT CAN BE IN ANY FIELD AND CAN BE FOR MULTIPLE. 
          IT CAN BE FOR MULTIPLE EMPLOYERS. THE WORK EXPERIENCE IS THE PACKET IS PUT TOGETHER AND
THE WAY HOUSTON DOES IT, IT GOES BEFORE AN INTAKE COMMITTEE. AND THEY TAKE A LOOK AT IT AND DISCUSS IT AND BRING
QUESTIONS BACK TO THE TO THE APPLICANT. 
          WE DID REQUEST SOME INFORMATION FROM SAN ANTONIO ON THE NEXT SLIDE. AND ONE OF THE THINGS
THAT I FOUND THAT WAS VERY IMPORTANT ABOUT THIS SLIDE IS THE EDUCATIONAL MAKEUP OF THEIR ACADEMY CLASS LAST YEAR. AND I THINK THE REALLY IMPORTANT PIECE OF THIS IS TO SEE THAT
OVER 57% OF THEIR APPLICANTS HAD HIGH SCHOOL DIPLOMA AND GED OR SOME COLLEGE. WE FEEL LIKE THIS PATH PUTTING HIM ON THE ROAD TO THE EDUCATION THROUGH OUR ACADEMY AND I'LL JUST PLAY A LITTLE BIT LATER IS REALLY
IMPORTANT BECAUSE DPD HAS SHOWN THE CITY OF DALLAS HAS SHOWN VALUE IN EDUCATION, AND THE NEXT COUPLE OF SLIDES WILL SHOW YOU THAT NOT ONLY DO
WE VALUE IT, BUT THE STATE VALUES IT BECAUSE IT ACCELERATES YOUR OPPORTUNITY FOR YOUR INTERMEDIATE
DEGREE, WHICH WE PAY $50 A MONTH TOWARDS. THE NEXT SLIDE WILL SHOW THE ADVANCED DEGREE THAT WE PAY
$400 A MONTH FOR, AND THE T CERTIFICATION FOR MASTERPIECE OFFICER'S LICENSE. 
          WE PAY $600, $600 FOR. SO, IF YOU'LL SEE THE IMPORTANT PART OF THIS SLIDE ON SLIDE 11 IS
THAT IF YOU HAVE A BACHELOR'S DEGREE, IT WILL TAKE YOU NINE YEARS. AND IT'S ACCELERATED WITH A BACHELOR'S DEGREE. 
          OTHERWISE, IT CAN TAKE YOU UP TO 20 YEARS JUST DOING TRAINING HOURS ALONE. 
          THIS IS THE NEXT SLIDE IS WHAT I'M REALLY EXCITED BY. 
          ABOUT. SO, WHEN WE BEGAN THIS JOURNEY, WE, WE BEGAN TO SIT DOWN AND TALK TO UNTD ABOUT A
PARTNERSHIP THAT WE CAN GO IN AND LOOK AT THE TRAINING THAT WE OFFER AND VALIDATE IT TOWARDS COLLEGE,
COLLEGE CREDITS. 
          AND SO THIS PARTNERSHIP AND THIS PROPOSAL WILL HAVE OFFICERS WHO COMPETE COMPLETE OUR
BASIC PEACE OFFICERS COURSE. 
          THEY'LL BE ELIGIBLE TO RECEIVE 42 TO 45 HOURS OF COLLEGE CREDIT. 
          NOW, I REMIND YOU, 45 HOURS IS ALL YOU NEED TO APPLY FOR THE DALLAS POLICE DEPARTMENT. 
          WE ALSO FEEL THAT THIS WILL ACCELERATE THEIR DESIRE TO WANT TO CREATE A PATH TOWARDS A
BACHELOR'S DEGREE. 
          THE APPLICANT CAN APPLY IF THEY ARE AT LEAST 21 YEARS OF AGE WITH THAT HIGH SCHOOL DIPLOMA
OR GED, AND THEY CAN PROVIDE AND THEY HAVE TO PROVIDE THE PROOF OF 36 MONTHS OF FULL TIME
EMPLOYMENT. 
          THE EMPLOYMENT MUST BE STABLE AND IS SUBJECT TO A FULL PANEL REVIEW BY THE DPD RECRUITING
CHAIN OF COMMAND FOR FINAL APPROVAL. 
          NOW WHAT IS STABLE EMPLOYMENT. SO, WE'VE THE NEXT COUPLE SLIDES WILL DEFINE. 
          AND IN CONTENT THAT IT'S NO MORE THAN THREE JOBS IN A CONSECUTIVE THREE YEARS WITHOUT ANY
GROSS VIOLATIONS OR SHOW OF INCOMPETENCE OR ANY 
          [00:45:04]
APPARENT BEHAVIOR. THIS THIS JUST IF THEY'RE DISQUALIFIED,
THEY'LL BE DISQUALIFIED FOR A MINIMUM OF TWO YEARS, OR UNTIL THE APPLICANT DISPLAYS STABLE WORK HISTORY,
AND THE DISQUALIFICATION WILL BE APPLIED AND DETERMINED BY THE CHAIN OF COMMAND. 
          AND SO HOW DOES THIS BENEFIT OUR DEPARTMENT AS A WHOLE? AS I MENTIONED EARLIER, WE ARE IN A VERY COMPETITIVE MARKET,
AND SO IT WILL ALIGN OUR HIRING OPPORTUNITIES WITH THOSE OF OUR MAJOR COMPETITORS FOR OUR APPLICANTS, PROVIDES ANOTHER PATHWAY FOR APPLICANTS WHO DID NOT HAVE THE OPPORTUNITY TO
EITHER ATTEND COLLEGE OR GO OFF TO THE MILITARY, IT PROVIDES A PATHWAY FOR POTENTIAL POLICE APPLICANTS WITHIN OUR VERY OWN COMMUNITY,
WHICH ALIGNS WITH OUR GOALS OF HAVING OFFICERS REFLECTIVE OF THE COMMUNITY THAT THEY SERVE. AND THEN FINALLY AND IT WILL ALLOW US TO TO PROVIDE AN AVENUE TO,
TO OUR HIGH SCHOOL STUDENTS THROUGH P-TECH PROGRAMS. AND AGAIN, IT YOU KNOW, AS WE SEE THE THE MARK CONTINUE TO MOVE UP EACH AND EVERY YEAR,
THIS WILL HELP US IN REACHING OUR HIRING GOALS, OUR NEXT STEPS. OBVIOUSLY, TODAY IS VERY IMPORTANT THAT WE TALK TO YOU GUYS ABOUT THIS AND
SEEK APPROVAL TO GO BEFORE FULL CITY COUNCIL. 
          WE'D LIKE TO INITIATE A ONE YEAR PILOT PROGRAM SO THAT WE CAN EVALUATE THE EFFECTIVENESS
OF THIS PROGRAM, AND THEN COME BACK TO YOU ALL AND SEE IF THIS IS SOMETHING WE SHOULD CONTINUE OR NOT
CONTINUE. 
          SO THE NEXT COUPLE OF SLIDES, I WON'T GO THROUGH THOSE,
BUT THOSE ARE SOME OF THE COMMUNITY CONCERNS AND QUESTIONS THAT THAT COME UP WHEN IT WHEN IT INVOLVES ADJUSTING EDUCATION. AND SO I THINK THERE'S SOME REALLY GOOD CONTENT HERE THAT
WOULD MAKE EVERYBODY FEEL COMFORTABLE WITH GOING THIS PATHWAY. OKAY. THANK YOU. WHO HAS QUESTIONS? DOES ANYONE HAVE QUESTIONS? I YOU DO? I THINK SO,
YEAH. 
          OKAY. I'M SORRY. THERE'S NOTHING I CAN SEE. SO. 
          NO. I'M SORRY. YES. GO AHEAD. COUNCIL MEMBER WILLIS. 
          SO GOING BACK TO THIS. SO THE PROGRAM WITH UNT IS NOT UNIQUE TO DALLAS. 
          OTHER MARKETS ARE DOING THIS SORT OF THING TO ALLOW THE TCOLE WORK TO APPLY TOWARD A
DEGREE. 
          SO THERE ARE SOME, JUNIOR COLLEGES, I BELIEVE,
AND DOCTOR COLEMAN MIGHT BE ABLE TO SPEAK TO THIS THAT DO HAVE SOME CREDIT TOWARDS A TAKING A BASIC PEACE OFFICER'S COURSE THROUGH THEIR COLLEGE. 
          BUT THE UNIQUE SITUATION THAT WE HAVE HERE IS THIS IS OUR ACADEMY,
AND UNTD IS LOOKING AT THE COURSES AND THE HOURS THAT WE OFFER AND USING IT AS AN EQUIVALENCY FOR COLLEGE HOURS TOWARDS A BACHELOR'S
DEGREE. 
          AND DOCTOR COLEMAN, IF THERE'S ANYTHING ELSE YOU'D LIKE TO ADD,
PLEASE DO. THANK YOU FOR THE OPPORTUNITY TO BE HERE TODAY AND KIND OF SHARE WITH YOU THE PROPOSAL THAT WE HAVE BEEN WORKING WITH DPD ON. 
          IT IS A LITTLE BIT UNIQUE FOR UNIVERSITIES, NOT NECESSARILY COMMUNITY OR JUNIOR COLLEGES
TO TO CREATE THESE PATHWAYS. 
          WE'RE VERY COMFORTABLE IN CREATING THIS PATHWAY WITH DPD,
BECAUSE WE ARE FULLY AWARE OF THE CALIBER AND THE QUALITY AND THE RIGOR OF THE ACADEMY AND WHAT THESE CADETS LEARN IN THAT TEN MONTH EXPERIENCE. 
          WE KNOW A FEW OF OUR FACULTY TEACH IN THE ACADEMY,
SO WE ACTUALLY SEE WHEN WE'RE OVER THERE JUST REALLY A TOP NOTCH OPERATION. 
          A LOT OF THE CONTENT THAT'S COVERED IN THE ACADEMY EXPERIENCES IS ALSO WHAT WE COVER IN
OUR ACADEMIC SETTING OR CLASSROOM. 
          SO, WE'RE VERY COMFORTABLE IN AWARDING CREDIT 42 TO 45 HOURS OF COLLEGE CREDIT FOR THE
CADETS, WHO MAY BE THOSE CADETS THAT JUST HAVE A HIGH SCHOOL DIPLOMA WITH THE THREE YEARS WORK
EXPERIENCE, AND IT ONLY LEAVES THEM 75 TO 78 HOURS OR SO TO HAVE A BACHELOR'S DEGREE. 
          AND SO THAT'S THIS IS WHAT WE HAVE KIND OF BEEN WORKING ON IS BUILDING OUT THAT BACHELOR'S
DEGREE. 
          SO THAT'S A GREAT USE OF OF THAT TIME TO GO ON AND HAVE IT BE,
YOU KNOW, NOT DUPLICATIVE, BUT RATHER, YOU KNOW, HAVE ALL THE ENERGY DIRECTED TO ONE OUTCOME. 
          AND I LOVE THE IDEA OF LAW ENFORCEMENT AS A CAREER AND HOW THIS REINFORCES THAT. 
          THE ONE CONCERN I HAVE IS WE'RE TALKING ABOUT A ONE YEAR CHECKUP,
WHICH I THINK A CHECKUP IS GOOD, BUT AND MAYBE THIS COMMITTEE WOULD JUST HAVE TO ASSESS WHERE THAT IS,
BECAUSE IT SEEMS LIKE TO REALLY UNDERSTAND WHAT THE POTENTIAL OUTCOME COULD BE. 
          YOU'RE PROBABLY GOING TO NEED MORE TIME THAN THAT TO SEE,
YOU KNOW, HOW THAT GELS. 
          YES, MA'AM. AND THAT THAT'S MOST LIKELY GOING TO BE THE CONSIDERATION. AND ONE OF THE
THINGS THAT WE'RE GOING TO BE DOING IS VERY CLOSELY WATCHING THE SUCCESS AND FAILURES OF THOSE INDIVIDUALS THROUGH THE ACADEMY PROCESS AND ALONG THE WAY,
OBVIOUSLY, IF WE MAKE IF WE HAVE TO MAKE SOME ADJUSTMENTS, 
          [00:50:05]
WE WILL OR MAKE SOME RECOMMENDATIONS, RIGHT. SO AND I'M FLIPPING BACK TO OUR COMPETITORS. 
          SO ON PAGE FOUR. SO SAN ANTONIO ONLY NEEDS A HIGH SCHOOL DIPLOMA OR GED. 
          THAT'S IT TO BE ABLE TO. YES, MA'AM. YES, MA'AM. 
          OKAY. WELL, I SAW THERE, CHIEF AT AN EVENT A COUPLE OF YEARS AGO,
AND HE SAID THEY DIDN'T HAVE ANY TROUBLE RECRUITING AND HIRING. 
          SO I THINK I UNDERSTAND A LITTLE BIT MORE ABOUT THAT NOW. 
          ALL RIGHT. WELL, I THANK YOU BECAUSE IN OCTOBER WE ASKED FOR MORE DEPTH AROUND THIS AND TO
DO MORE WORK ON IT. 
          AND SO I WAS I WAS IMPRESSED WITH HOW MUCH YOU HAD THOUGHT THROUGH,
LIKE WHAT KIND OF WORK QUALIFIES WHAT THE APPROVAL CHAIN IS. 
          SO I KNOW MY COMFORT LEVEL HAS INCREASED TREMENDOUSLY AROUND A MOVE LIKE THIS. 
          COUNCIL MEMBER, THANK YOU FOR THAT ASSURANCE,
BECAUSE I WANTED TO SHOW YOU THAT EVEN THOUGH HOUSTON, SAN ANTONIO, AUSTIN AND FORT WORTH HAVE A PATHWAY FOR THE HIGH SCHOOL DIPLOMA GED,
THEY ALSO VALUE UPWARD EDUCATION BECAUSE THEY PAY FOR BACHELOR'S DEGREES, THEY PAY FOR ASSOCIATE'S DEGREES,
THEY PAY FOR DOCTOR'S DEGREES. 
          AND SO THIS IS ONE OF THOSE WAYS THAT WE'RE HOPING THAT OUR INDIVIDUALS WILL COME IN AND
TAKE ADVANTAGE OF THE OPPORTUNITY. 
          IT SHOWS AN INVESTMENT INTO OUR APPLICANTS. AND THEN THEY WANT TO PURSUE THAT COLLEGE
DEGREE. 
          THANK YOU. I'M SORRY. I WAS ABOUT TO SAY SOMETHING. 
          I WAS JUST SIMPLY SAYING AND THAT'S, WE ALSO UNDERSTOOD THERE WAS AN EDUCATIONAL
COMPONENT. BUT ALSO, I HOPE YOU TOOK NOTE THAT WE WANT TO OPEN UP A NEW PATHWAY AND ALMOST,
YOU KNOW, LIKE A FUNNEL TO GET MORE PEOPLE IN FRONT OF DPD WHERE THEY CAN THEN DO THAT ADDITIONAL KIND OF INTAKE WORK TO UNDERSTAND WHAT EXPERIENCES ARE REALLY THE BEST
EXPERIENCES, AND MOST LIKELY TO BE INDICATORS THAT THEY'LL BE SUCCESSFUL AS A PEACE OFFICER AND
SUCCESSFULLY COME THROUGH OUR ACADEMY PROGRAM. 
          AND SO, WE'VE TAKEN YOUR FEEDBACK FROM, FROM,
FROM OCTOBER TO SAY WE REALLY WANT TO DO TWO CHECKS TO MAKE DOUBLY SURE THAT THAT EXPERIENCE IS APPROPRIATE FOR WHAT WE'RE TRYING TO ACHIEVE HERE AT THE AT THE CITY AND
WITHIN DPD. 
          I JUST WANTED TO HIGHLIGHT THAT AS WELL, BECAUSE THAT WAS A COMPONENT OF Y'ALL'S FEEDBACK
IN OCTOBER. OKAY. 
          SO, THANK YOU. AND I JUST WANT TO DEFINITELY COMMEND YOU THAT YOU HAVE DONE A LOT MORE
WORK SINCE THAT BRIEFING. 
          AND I FIRST WANT TO SAY THANK YOU TO UNT HE,
AND FOR RECOGNIZING THE AMOUNT OF WORK THAT GOES INTO THE POLICE ACADEMY. I THINK A LOT OF TIMES PEOPLE THINK,
YOU KNOW, THEY'RE JUST THERE DOING JUMPING JACKS AND STUFF, BUT THE RIGOR WITH UNDERSTANDING THE LAW AND PROCEDURES IS ACTUALLY QUITE SIGNIFICANT. 
          AND SO THIS IS JUST ANOTHER EXAMPLE OF OUR PARTNERSHIP WITH YOU. 
          BUT HOW WONDERFUL TO GET ALL THOSE HOURS ACCREDITED,
ACCREDITED TO THE PERSON IN PURSUIT OF THEIR EDUCATION. 
          SO. WELL, IN TWO, IF YOU THINK ABOUT IT, THEY COME IN WITH JUST A HIGH SCHOOL,
BUT BY THE TIME THEY FINISH, THEY'VE MET YOUR OLD MINIMUM REQUIREMENT. THEY'LL HAVE 42,
45 HOURS. 
          SO THEY KIND OF EARN AS THEY LEARN, SO TO SPEAK,
AS A CADET. 
          AND THAT'S WHY WE THINK, YOU KNOW, WE JUST ALLOW THEM TO,
TO DOUBLE DIP. 
          SO, BUT THERE IS SO MUCH OVERLAP IN THE CURRICULUM. 
          IT MAKES PERFECT SENSE. WELL, IT REALLY HAS BEEN ONE OF MY HESITATIONS. 
          AND I KNOW WHEN CHIEF HERRERA FERRER SAID. I HAVE SOMETHING THAT'S GOING TO MAKE YOU FEEL
SO MUCH BETTER ABOUT THIS. 
          AND HONESTLY, THE CADETS WERE ALREADY DOING THIS WORK,
AND SO I LOVE THAT WE PURSUED BEING ABLE TO NOT JUST GIVE THEM A WONDERFUL GRADUATION AND CAREER,
BUT ALSO ACKNOWLEDGMENT OF THE WORK THAT THEY PUT IN ACADEMICALLY. 
          I DO HAVE SOME QUESTIONS ON SLIDE EIGHT. YOU HAVE HIGH SCHOOL DIPLOMA,
GED, AND SOME COLLEGE ALL TOGETHER AND SHOWING SAN ANTONIO AND SHOWING THAT 50, ALMOST 57% OF THEIR FOLKS FALL INTO THAT CATEGORY. 
          FIRST, MY QUESTION IS, DO YOU HAVE THOSE BROKEN OUT? I MEAN, I DON'T, AND THEY DIDN'T PROVIDE IT. BUT WHERE SOME COLLEGE CAME INTO PLAY IS IF
THEY DID NOT HAVE THE HIGH SCHOOL DIPLOMA, THEY HAD TO HAVE A GED AND 12 COLLEGE CREDIT HOURS. 
          SO, THERE'S A LITTLE BREAK OUT BETWEEN, I BELIEVE FORT WORTH DOES THE SAME THING. 
          IF YOU HAVE THE HIGH SCHOOL DIPLOMA, THAT'S ONE AVENUE. 
          IF YOU HAVE THE GED AND 12 COLLEGE HOURS, THAT'S ANOTHER AVENUE. 
          AND HOW DOES THIS BREAK OUT FOR DPD? WELL, WE HAVEN'T TESTED THE WATERS ON THAT. 
          AND CERTAINLY, WE WOULD WANT TO FOR OUR CURRENT YOU KNOW,
WHEN WE LOOK AT OUR CLASSES OVER, LET'S SAY THE PAST YEAR, HOW WOULD THAT RANK? I MEAN, WE HAVE SOME PEOPLE WHO GRADUATE THAT ALREADY HAVE A MASTER'S,
RIGHT? WE HAVE SOME THAT MIGHT ONLY HAVE SOME COLLEGE. 
          DO YOU KNOW WHAT THOSE PERCENTAGES LOOK LIKE? I DO HAVE THOSE. 
          I JUST DIDN'T BRING THEM. WE DO HAVE THE BREAKOUT ON THE NUMBER OF INDIVIDUALS WITH
DEGREES THAT SUCCESSFULLY COMPLETE. 
          AND THEN WE HAVE THE NUMBER OF PEOPLE WITH DEGREES THAT FAIL OUT. 
          [00:55:01]
AND SO, WE CAN PROVIDE THAT TO YOU. OKAY. WELL LET'S MARK THAT FOR A FOLLOW UP MEMO IF
POSSIBLE. 
          WE'LL DO GREAT. AND SO, I LOVE THAT YOU SAID YOU'RE GOING TO BE TRACKING WHAT HAPPENS WITH
THE PILOT PROGRAM ONE YEAR TRACKING WHEN YOU HAVE SUCH AN EXTENSIVE TRAINING IS ONLY REALLY GOING TO TELL US WHAT HAPPENS IN THE ACADEMY IN
THE BEGINNING OF FIELD TRAINING. 
          RIGHT. AND THAT'S ONLY IF YOU'RE HIRED AT THE BEGINNING. YES. 
          SO, IT'S, YOU KNOW, TO COUNCIL MEMBER WILLIS'S POINT,
IT'S PROBABLY NOT ENOUGH TIME TO TRULY EVALUATE THE PROGRAM, BUT IT MIGHT TELL YOU IF RIGHT AWAY THERE'S AN ACADEMY PROBLEM. 
          IS THAT ? IS THAT WHAT YOU'RE EXPECTING? YES,
MA'AM. OKAY. 
          SO I DEFINITELY THINK WE NEED TO SET ON THE CALENDAR TO COME BACK IN A YEAR AND SAY,
OKAY, WHAT DATA DO WE HAVE? ONCE, ONCE IT PASSES COUNCIL AND YOU START THIS. 
          I THINK THAT'S AN IMPORTANT POINT. YES. BUT PROBABLY THE PROGRAM ITSELF IS GOING TO NEED
TO HAVE A TWO YEAR EVALUATION PERIOD. 
          WOULD YOU AGREE? ABSOLUTELY. OKAY. BUT I DO APPRECIATE YOU SAYING IT'S A PILOT,
BECAUSE THAT ALSO GIVES ME A LITTLE BIT MORE PEACE. 
          THE LAST THING I WANT TO TALK ABOUT IS THE WORK EXPERIENCE,
AND I APPRECIATE THAT YOU PUT SOME ITEMS IN THERE ABOUT WHAT WAS ACCEPTABLE AND WHAT WASN'T. BUT WHAT SEEMS TO BE MISSING IS ANYTHING ABOUT LIKE ATTENDANCE AND TARDINESS AND
GETTING ALONG WITH COWORKERS AND CUSTOMERS. AND SO HOW IS THAT BEING EVALUATED? SO AS WE BUILD THIS OUT, THAT'S GOING TO BE ONE OF THE DUTIES OF THE BACKGROUND DETECTIVE
TO DIG DEEP INTO THAT WORK EXPERIENCE. 
          AND IF YOU HAVE AN EMPLOYEE THAT SAY, FOR EXAMPLE YEAH,
HE WAS ONLY HERE FOR SIX MONTHS AND SO THEN WHERE DID HE GO NEXT? WELL, HE WENT TO I'M JUST GOING TO USE SANDWICH SHOPS AS AN EXAMPLE. 
          SUBWAY. AND THEN HE STARTED OUT AS A FRONTLINE PERSON. 
          THEN HE BECAME A SUPERVISOR AT SCHLOTZSKY'S. AND THEN HE BECAME. 
          SO, THIS SHOWS SOME PROGRESSION THROUGHOUT THEIR CAREER. 
          SO, WE'RE NOT GOING TO PENALIZE THEM FOR THAT. 
          BUT THE INFORMATION THAT WE GET REGARDING THEIR ATTENDANCE,
REGARDING THEIR BEHAVIOR, DID YOU HAVE ANY, YOU KNOW, MALICIOUS RULES THAT WERE VIOLATED AND THOSE THINGS WILL ALL BE TAKEN INTO
CONSIDERATION. 
          WELL, I JUST THINK THERE'S AN ITEM MISSING WHERE THE PANEL IS LOOKING,
NOT CONSIDERING ATTENDANCE ISSUES. 
          AND, YOU KNOW, IT'S REALLY IMPORTANT FOR OUR POLICE OFFICERS TO SHOW UP. 
          I MEAN, YOU KNOW, WHAT HAPPENS WHEN YOU GET TO DETAIL AND YOU'RE SUPPOSED TO HAVE 25
OFFICERS AND YOU'VE GOT 12, AND, YOU KNOW, WE NEED THE PERSON WHO'S LIKE,
I HAVE A DUTY. 
          I WILL BE THERE. YES, MA'AM. RELIABILITY IS HUGE FOR US. 
          SO THAT THAT'S CERTAINLY SO. SO I WOULD LIKE YOU TO SEE IF THERE'S A WAY TO PUT THAT IN
THERE SO THAT IT'S ALREADY SCREENED OUT. 
          I'VE HAD WONDERFUL EMPLOYEES THAT JUST HAD REALLY TERRIBLE ATTENDANCE PROBLEMS. AND YOU END UP BALANCING THAT LIKE, WELL, YOU'RE REALLY SMART WHEN YOU'RE HERE. 
          YOU DO A GREAT JOB, BUT YOU'RE NOT ALWAYS HERE. 
          SO I JUST THINK THAT ITEM IS MISSING. LET'S SEE. 
          AND THE ONLY OTHER THING I WAS GOING TO SAY IS WHEN YOU WERE CORRECTING THE SALARIES ON
THAT SLIDE, I THINK IT WAS ON EIGHT. I THINK YOU HAD MENTIONED TO ME THAT SAN ANTONIO ALSO. 
          THAT WAS THE RATE. I'M SORRY. IT'S ON SIX THAT [INAUDIBLE] THAT THEY'RE PAYING FOR THEIR
CADETS, THAT THAT ALSO INCREASES UPON GRADUATION. IS THAT CORRECT? YES, MA'AM. THE STARTING AMOUNT IS 60,492. AND I BELIEVE ONCE THEY GRADUATE AND I DON'T
KNOW WHAT THE FULLY LOADED WITH EDUCATION AND SHIFT AND ALL THAT, BUT I BELIEVE THEIR BASE IS AROUND 79. OKAY. SO I JUST WANTED TO SAY THAT BECAUSE IT THEN
LOOKS LIKE, WELL, DALLAS ISN'T PAYING SO LOW, BUT ACTUALLY WE ARE. 
          AND WE ARE THE LOWEST PAYING ON THE SLIDE. AND HOPEFULLY THAT'S SOMETHING WE'LL BE
CORRECTING WITH THIS NEXT BUDGET. 
          WHO ELSE HAS QUESTIONS. OKAY. I SEE COUNCILMAN MORENO AND THEN WE'LL GO TO COUNCIL MEMBER
STEWART. 
          THANK YOU. CHAIR. THANK YOU FOR BRINGING THIS PRESENTATION BACK. 
          I HAD SOME HESITATION AS WELL AT THE BEGINNING. 
          THANK YOU FOR CLARIFYING AND GETTING SOME MORE INFORMATION. 
          PROVIDED TODAY. I'M ACTUALLY GOING TO START WITH THE SALARIES AND ASK WHAT IS THE COST TO
TRAIN TO GO THROUGH THE ACADEMY? I'D HAVE TO GET THAT NUMBER FROM MR. RIOJAS AND SEND THAT BACK TO YOU. 
          AND SO IT'S MY UNDERSTANDING THAT WE'RE NOT ABLE TO DO A CONTRACT OR REQUIRE OFFICERS TO
STAY ON THE FORCE TO BE ABLE TO RECOUP SOME OF THOSE EXPENSES TO TRAIN. 
          AS NOTED, WHEN SOMEONE CAN GET TRAINED IN DALLAS. 
          BUT THEN GET A LATERAL MOVE TO A CITY THAT'S GOING TO BE PAYING THEM A HIGHER BASE PAY IS
WORRISOME TO ME. 
          [01:00:02]
AGREED. AND I BELIEVE THAT WOULD BE A QUESTION BETTER ANSWERED,
PROBABLY FROM OUR CITY ATTORNEY'S OFFICE. 
          CHAIR, I'LL MAKE SURE THAT GOES ON A NEXT AGENDA. 
          THANK YOU, THANK YOU. SO OUR CURRENT TRAINERS HAVE NOT NECESSARILY GONE THROUGH AN ACADEMY WITH INDIVIDUALS THAT DON'T HAVE A COLLEGE DEGREE. 
          AND SO, ARE WE LOOKING AT TRAINERS FROM OTHER CITIES WHO HAVE EXPERIENCE IN TRAINING
INDIVIDUALS WITH A GED OR A HIGH SCHOOL DIPLOMA THAT MIGHT BE BETTER EQUIPPED TO COME TO DO THAT HERE IN DALLAS? CERTAINLY, AN AVENUE TO EXPLORE,
WE WOULD NEED TO ENGAGE IN SOME CONVERSATION WITH SOME OF THOSE AGENCIES AND SEE WHAT SOME OF THOSE CHALLENGES WERE, IF THERE WERE ANY,
AND HOW THEY ADDRESSED THOSE. 
          AND THE SAME THING WITH THAT AS ASKING THEM FOR THEIR OUTCOMES AND TRACKING SO THAT WE
KNOW WHAT WE SHOULD BE LOOKING FOR. 
          AND SO YOU MENTIONED THAT THIS WOULD BE A PILOT PROGRAM FOR POTENTIALLY A YEAR. HOW DO WE
MEASURE SUCCESS OR FAILURE AND HOW DO WE DECIDE YES, LET'S MOVE FORWARD OR LET'S TWEAK AND ADJUST. 
          SO OBVIOUSLY, LOOKING AT THE SUCCESS OF THOSE INDIVIDUALS WHO ENTER THROUGH THIS PATHWAY. 
          UPON SUCCESSFUL COMPLETION OF THE ACADEMY IS GOING TO WEIGH HEAVILY. 
          IF THERE ARE AREAS THAT WE SEE DURING OUR, THROUGH OUR CURRICULUM THAT ARE OF MOST
CHALLENGING, WE'LL DO WHAT WE CURRENTLY DO. AND WE OFFER TUTORING TO ANY OF OUR CADETS THAT HAVE
ISSUES. 
          IF THOSE THINGS ARE NOT WORKING, THEN PERHAPS THERE IS SOMETHING DEEPER THAT WE SHOULD BE
LOOKING INTO. 
          AND THEN WHEN FOLKS GO THROUGH THE TRAINING ACADEMY,
THEY'LL COME OUT WITH UP TO 24 TO 30 HOURS, 42 TO 45. OKAY. AND THEN REMIND ME WHAT THE TOTAL HOURS FOR AN ASSOCIATE'S IN A BACHELOR
ARE. 
          YEAH. ASSOCIATE IS TYPICALLY A 60 HOUR DEGREE,
AND A BACHELOR'S IS 120. 
          OKAY. WHEN IT COMES TO THE PANEL REVIEWS, HOW DO WE ENSURE FAIRNESS THROUGH ONE APPLICANT TO ANOTHER? IS IT THE SAME PANEL THAT'S REVIEWING EVERY APPLICANT? SO, OUR EMPLOYEES, OUR APPLICANTS, WE CREATE A FILE THAT GOES THROUGH A REVIEW WITH THE OF
COURSE THE BACKGROUNDER PUTS THE PACKET TOGETHER. IT GOES BEFORE THE SERGEANT. THE SERGEANT REVIEWS ADDS ANY
COMMENTS. 
          PASS FAIL RECOMMENDATIONS. THE LIEUTENANT WILL THEN REVIEW IT. 
          THE THEN GOES TO THE MAJOR DEPUTY CHIEF. AND IF THERE'S ANY CONVERSATION THAT NEEDS TO BE
HAD ABOUT THIS PARTICULAR PACKET, THEN THOSE CONVERSATIONS ARE HAD AT THAT TIME. 
          AS WE BUILD THIS OUT. WE'RE GOING TO HAVE TO CREATE SOMETHING ALONG THAT PROCESS TO LOOK
AT THE THREE YEARS WORK EXPERIENCE AND SEE IF IT'S MET. 
          WHEN IT COMES TO INCENTIVE PAY, IS COLLEGE TAKEN INTO ACCOUNT? SO IF SOMEONE HAS AN ASSOCIATE'S VERSUS BACHELOR'S,
BACHELOR'S VERSUS MASTERS. 
          YES. YES, SIR. EDUCATION PAY IS, CERTAINLY IS ONE OF THOSE THINGS THAT WE OFFER AS AN
INCENTIVE. 
          OKAY, GREAT. BECAUSE I MEAN, I WANT TO MAKE SURE THAT IT'S GREAT IF WE'RE PAYING FOR
SOMEONE'S TO SEEK THEIR BACHELOR'S DEGREE. 
          BUT ARE THEY. WHAT'S THE BENEFIT TO THEM ASIDE FROM GETTING AN EDUCATION RIGHT? WE WANT TO MAKE SURE THAT THEY'RE GETTING A BUMP IN PAY AS WELL. SO WE DO PAY FOR THE
BACHELOR'S DEGREE. 
          AND THE OTHER ITEM THAT I THINK IS REALLY IMPORTANT THAT WE SHOWED IN A FEW OF THE EARLIER
SLIDES IS THE OPPORTUNITY FOR THE BASIC, THE INTERMEDIATE AND MASTER'S DEGREE THROUGH TCOLE TO BE ACCELERATED THROUGHOUT THEIR
CAREER. 
          SO INSTEAD OF HAVING TO WAIT 17, 18 YEARS JUST WITHOUT ANY BACHELOR'S DEGREE,
YOU CAN GET THAT NINE YEARS. 
          OKAY, SO JUST TO WRAP UP NEXT STEPS, HOW LONG DOES IT TAKE TO GET THIS PROGRAM INITIATED? AND THEN, YOU KNOW, I'M SURE THIS IS GOING TO GO TO FULL COUNCIL. 
          SO DO Y'ALL HAVE A PROJECTED PROPOSAL WHEN THIS GOES TO FULL COUNCIL? ANTICIPATING THIS COMMITTEE'S BLESSING TODAY AND UNDERSTANDING WHAT THE ADDITIONAL,
YOU KNOW, FOLLOW UP ITEMS ARE. IT'S OUR CIVIL SERVICE BOARD HAS FULLY ACCEPTED THIS RECOMMENDED
CHANGE THAT WOULD FACILITATE THAT. 
          I WOULD ANTICIPATE I WOULD MOVE FORWARD TO MOVING THIS TO COUNCIL AS QUICKLY AS I CAN SO
WE COULD, IN THE BACKGROUND, START TO STAND UP THIS AS A PART OF OUR RECRUITMENT PROCESS. 
          AND I'M APPRECIATIVE OF COUNCIL MEMBER WILLIS AND CHAIR MENDELSOHN SAYING THAT THE REALITY
IS WE WILL NEED A YEAR CHECK IN, BUT THE PILOT PROGRAM, QUITE NATURALLY WILL NEED TO GO A BIT LONGER THAN THAT BECAUSE WE
STILL NEED TO STAND UP THE ACTUAL PRACTICAL COMPONENTS OF THIS. 
          AND SO AUGUST, YOU KNOW, YOU KNOW, AS QUICKLY AS I CAN GET TO COUNCIL WITH THIS,
WE WERE ABLE TO GET OUT OF COMMITTEE INTO COUNCIL PRETTY QUICKLY WITH THE WITH THE LARGE RULE CHANGES THAT WE DID FOR CIVIL SERVICE. 
          AND THERE WERE NO NECESSARY. WE HAD BRIEFED IT,
AND EVERYONE HAD A CLEAR UNDERSTANDING. 
          [01:05:01]
SO HOPEFULLY THIS WILL BE SOMETHING THAT WILL GO THROUGH COUNCIL AND HELP US GET OFF AND
RUNNING. 
          THANK YOU, COUNCIL MEMBER . DR. COLEMAN WOULD LIKE TO,
LET ME JUST ADD, TOO, AS WE IF WE AGREED TO MOVE FORWARD WITH THIS PATHWAY, WE WOULD HAVE TO COMPLY WITH SOME REGULATIONS THROUGH THE TEXAS HIGHER EDUCATION
COORDINATING BOARD AND BUILDING OUT THE DEGREE AND ADOPTING THOSE COURSES. 
          AND OF COURSE, IT'S BUREAUCRACY, RIGHT? SO WE WOULD HAVE TO KIND OF WORK THROUGH THAT,
BUT WE WOULD MOVE WITH ALL DUE SPEED TO GET THIS APPROVED SO THAT YOUR RECRUITS CAN BENEFIT FROM THIS. AND I WAS JUST GOING TO SAY THE ONE YEAR BENCHMARK MAY BE HOW MANY OF
YOUR CADETS ACTUALLY WERE ABLE TO BENEFIT FROM THE TEN MONTH, 42 TO 45 HOURS AND MAYBE AT SOME POINT LATER,
LOOK AT HOW MANY WENT ON TO PURSUE THE BACHELOR'S DEGREE, SINCE THEY HAD ALMOST HALF OF IT DONE, 75 TO 78 HOURS ALREADY DONE AS THEY WENT THROUGH
THE ACADEMY. 
          WELL, LET'S FIRST SEE IF WE CAN RECRUIT THEM AND KEEP THEM. 
          COUNCIL MEMBER. STEWART. THAT SOUNDS LIKE A GREAT IDEA. 
          DOCTOR COLEMAN, I JUST WANTED TO THANK YOU FOR YOUR PARTNERSHIP. AND THANK YOU FOR HELPING
US LOOK AT THIS NEW PATHWAY. 
          I THINK IT IS GOING TO OPEN SOME DOORS FOR A LOT OF PEOPLE,
AND I'M VERY APPRECIATIVE FOR YOUR PARTNERSHIP IN THAT. 
          SO THANK YOU. THANK YOU. I THINK THIS BOILS DOWN TO THE WORD MATURITY. 
          IS THE PERSON MATURE ENOUGH TO TAKE ON WHAT WE'RE ASKING THEM TO DO TO BECOME A DALLAS
POLICE OFFICER? THAT'S A HUGE RESPONSIBILITY. AND A PERSON NEEDS TO UNDERSTAND THE IMPORTANCE OF
DISCIPLINE, OF ACCOUNTABILITY. I MEAN, THERE'S JUST SO MANY THINGS YOU NEED TO TO LEARN,
AND YOU CAN LEARN THAT IN MORE THAN ONE WAY. 
          AND I THINK THAT'S WHAT WE'RE SAYING, IS THAT,
YES, COLLEGE HOURS WILL TEACH YOU THAT TO SOME DEGREE, BUT ALSO WORK EXPERIENCE CAN ALSO PROVIDE THAT. 
          IT'S JUST WE LET THE COLLEGE HOURS JUST. WE ALLOW OURSELVES TO CHECK A BOX. 
          AND I THINK THE WORK EXPERIENCE IS GOING TO TAKE MORE OF A HARDER LOOK. 
          LIKE, I THINK COUNCIL MEMBER MENDELSOHN IS ON TO A LOT OF DIFFERENT THINGS THAT WE MIGHT
WANT TO LOOK INTO REGARDING ATTENDANCE AND THE RESPONSIBILITY THAT THEY WERE GIVEN. 
          AND DO THEY HAVE FOLLOW THROUGH AND ALL OF THOSE THINGS THAT WE KNOW ARE GOING TO BE VERY
IMPORTANT IN THEIR ROLE AS A POLICE OFFICER? SO I THINK WE'RE HEADED IN THE RIGHT DIRECTION. 
          BUT I JUST WANT US TO KEEP IN MIND WHAT IT IS WE'RE LOOKING FOR WHEN WE START WORKING ON
THOSE QUESTIONS OR THOSE EVALUATIONS TO DETERMINE WHETHER THE WORK EXPERIENCE HAS, IN FACT, GOTTEN US TO THE PLACE OR GOTTEN THIS PERSON TO THE PLACE WHERE THEY ARE MATURE
ENOUGH TO THEN STEP INTO TO THE ROLE AS A POLICE OFFICER. AND THEN MY OTHER QUESTION, OR I GUESS I HAVEN'T REALLY ASKED A QUESTION,
I'VE JUST PREACHED A SERMON. 
          BUT MY QUESTION IS HOW MANY PEOPLE OR WHAT PERCENTAGE OF OUR RECRUITING CLASS WOULD HAVE
WE SET ANY LIMITS IF WE SAID NO MORE THAN 20% WOULD HAVE THIS PATHWAY? OR ARE WE JUST OPENING THE DOOR WIDE OPEN? I THINK BACK TO THE COMMENT CHAIR MENDELSOHN
JUST MADE. LET'S SEE IF WE CAN GET THEM IN THE DOOR. 
          I THINK THAT THE POINT OF THIS IS TO UNDERSTAND THAT WE HAVE A COUPLE PATHS THAT YOU CAN
COME INTO DPD. 
          SO, WE WOULD LIKE TO OPEN THIS UP. OF COURSE,
HAVING COORDINATED, YOU KNOW, ALL THOSE OTHER PIECES TO SEE WHAT KIND OF RESPONSE WE GET. 
          YOU KNOW, WE MAY GET INTO THAT YEAR CHECK AND SAY,
WHOA. 
          WE HAD AN OVERWHELMING RESPONSE. IT CREATES A DIFFERENT KIND OF CHALLENGE THAT WE DID NOT
ANTICIPATE, EVEN WITH. I THINK THE QUESTION AROUND OTHER AGENCIES DIFFERENTIATE BETWEEN THEIR TRAINERS
AND WHAT KIND OF EDUCATIONAL BACKGROUND THEY HAVE AND WHAT KIND OF. 
          SO I THINK THAT IT WILL GIVE US AN OPPORTUNITY TO LOOK AT THE WHOLE,
THE WHOLE UNIVERSE OF THAT, OF THAT REALITY AND THEN COME BACK AND SAY, WE THINK GOING FORWARD WE NEED TO PUT A,
IN THE PERFECT WORLD, A 20% CAP ON THESE FOLKS, YOU KNOW, PER CLASS THAT WE RECRUIT OR PER QUARTER THAT WE WERE
RECRUITING. 
          SO I THINK THE DATA WILL INFORM US, AND THEN WE WILL GIVE THAT FEEDBACK AND TELL YOU WHAT
IT INFORMED US ON IN TERMS OF WHAT WE'RE SEEING IN THE APPLICANT POOL. 
          BUT MY GOAL IS TO GET AS MANY PEOPLE WHO ARE INTERESTED IN BEING A DALLAS POLICE OFFICER
OVER TO THE EXPERTS SO THEY CAN MORE FULLY VET, UNDERSTAND AND EDUCATE SO WE CAN HAVE WHAT WE NEED ON THE STREET AND IN THE COMMUNITY. 
          JUST THEN, AS A HEADS UP, WE'LL WANT A SLIDE. 
          I'M SURE THAT WILL SHOW US WHAT PERCENTAGE OF THE RECRUITING CLASS HAS COME THROUGH THIS
PATHWAY. 
          ABSOLUTELY. BECAUSE, YOU KNOW, WE'LL JUST WANT TO TRACK THAT AS WELL. 
          YES. ALL RIGHT. THANK YOU, CHAIR. MAYOR PRO TEM? WELL, I THINK IT'S A GREAT EDUCATION. GREAT. PROGRAM. 
          I GUESS MY ASPECT WOULD BE THAT, YOU KNOW, WE GET THE RECRUIT THERE,
GET THE TRAINING, GET ALL THE EXPERIENCE THERE, 
          [01:10:04]
HOW DO WE MAKE SURE WE MAINTAIN THEM? BECAUSE,
YOU KNOW, IN THE PAST THAT WE TRAINED THOSE OFFICERS. 
          AND WHEN WE FINISH THE TRAINING, THEY GO SOMEWHERE ELSE BECAUSE OTHER CITIES NOT DOING
THAT. 
          SO HOW DO WE? WE CAN'T GUARANTEE THEY'RE GOING TO STAY THERE. 
          BUT HOW DO WE FIGURE IT OUT OR TRY TO FIGURE IT OUT THAT WE'RE GOING TO MAINTAIN AFTER ALL
THE TRAINING? THAT'S MY CONCERN. YEAH, I THINK THAT, YOU KNOW,
YEAH, WE DO A LOT TO RECRUIT, AND THERE'S ALWAYS MORE WORK AROUND RETENTION. 
          AND I THINK MONTH OVER MONTH, YOU ALL SEE THE DATA THAT BOTH POLICE AND FIRE ARE SHOWING
AS TO HOW WE LOSE INDIVIDUALS. 
          THE FIRST MY FIRST KIND OF KNEE JERK REACTION TO YOUR QUESTION IS TO SAY WE WANT TO MAKE
INTERNAL MOVES THAT MAKE ANOTHER LATERAL OPPORTUNITY LESS DESIRABLE, BECAUSE THE DESIRE WOULD BE FOR OTHERS FROM OTHER AGENCIES TO LATERALLY
TRANSFER INTO OUR AGENCY. 
          SO I THINK THAT, YOU KNOW, YOU KNOW, LEADERSHIP WILL DO THAT. 
          THE OTHER THING THAT'S IMPORTANT TO RETENTION,
THAT I THINK A LOT OF TIMES WE OVERLOOK IS THE ABILITY FOR INDIVIDUALS TO PROMOTE IN PROMOTIONAL EXERCISES. AND SO WE'VE SEEN A LARGE COMMITMENT TO THAT. 
          AND WE STILL WE STILL HAVE SOME WORK TO DO IN THAT SPACE BUT MAKING SURE THOSE PROMOTIONAL
OPPORTUNITIES EXIST, AND INDIVIDUALS CAN COMPETE, THAT'S A VERY KEY IN RETAINING INDIVIDUALS,
BECAUSE EVERYONE NINE TIMES OUT OF TEN WANTS SOME PATH TO UPWARD MOBILITY AND PROMOTION. 
          AND SO THOSE ARE VERY, VERY KEY CONSIDERATIONS AS WE LOOK AT BALANCING BOTH RECRUITMENT
WITH RETENTION, BECAUSE WE JUST DON'T WANT TO BRING THEM IN AND THEN HAVE TO GO RIGHT AROUND BACK AROUND
AND TRY TO DO THAT WORK ALL OVER AGAIN. 
          DR. COLEMAN, DID YOU SOMETHING YOU WANT TO ADD TO THAT AS WELL? YEAH,
I WAS JUST GOING TO SAY THE HIGHER LEVEL OF EDUCATION THAT THEY GET THROUGH THESE ACCELERATED PATHWAYS. THEIR PAY INCREASES THE HIGHER THAT PAY GETS. 
          YOU WOULD THINK IT'S HARDER FOR THEM TO LEAVE,
YOU KNOW, BECAUSE AS THEY LOOK OUT THERE, THEY'RE PROBABLY AT THE TOP OF THE LADDER HERE. 
          AND SO, I THINK BY DEVELOPING THESE ACCELERATED DEGREE PROGRAMS WHERE AND WE OFFER A
GRADUATE DEGREE AT UNT DALLAS. 
          AND BY THE WAY, WE'RE WE HAVE SEVERAL OF YOUR,
YOU KNOW, RECENT RECRUITS IN OUR MASTER'S PROGRAM RIGHT NOW. 
          I'M ASTONISHED AT HOW EFFECTIVE DPD HAS BEEN AT RECRUITING PEOPLE FROM ACROSS THIS COUNTRY
THAT ARE JUST VERY WELL EDUCATED. 
          SOME OF OUR BEST STUDENTS COME FROM THE FROM DPD. 
          I'LL JUST SAY THAT THAT'S WHY WE HAVE NO HESITATION IN THIS PARTNERSHIP. 
          WE SEE. SEE REALLY WHAT THE POLICE DEPARTMENT'S BEEN ABLE TO ACCOMPLISH. 
          BUT AGAIN, BACK TO THE POINT. THE HIGHER LEVEL OF EDUCATION,
WHICH MEANS THEY'RE GOING TO BE MAKING MORE, WHICH THEY JUST CAN'T WALK AWAY FROM THAT. SO,
I THINK THAT HELPS YOUR RETENTION AND I AGREE WITH THAT ALSO. 
          BUT I ALSO AGREE THAT YOU GOT OTHER COMPETITIVE CITY IS GOING TO BE PAYING MORE MONEY THAN
DALLAS. 
          SO THEREFORE, THEY MIGHT, YOU KNOW, SAY HIGHER EDUCATION BACK HOME OR GO SOMEWHERE ELSE. 
          AND HOW DO WE MATCH THAT AND MAKE SURE THEY STAY HERE ALSO. 
          SO THAT IS A BIG QUESTION, THAT QUESTION MARK THAT I SEE THERE BECAUSE HIGHER EDUCATION IS
YOUR MARK IS GREATER. 
          BUT THEN YOU WANT TO MAINTAIN IT, YOU DON'T INVEST ALL THAT MONEY AND ALL THAT TIME IN
THERE, AND THEY GOT A LOT OF PROMOTION. BUT THEN, TOO,
THEY LOOKING OVER THE FENCE SAYING, HEY, I CAN GO HERE AND GO THERE BECAUSE NOW YOU CAN'T MATCH MY SALARY. SO, THEREFORE I WOULD LOOK AT SOME KIND OF WAY,
HOW DO WE KNOW WHAT THE OTHER SIDE'S WHAT THEY PAYING. 
          SO THEREFORE, WE CAN AT LEAST MARKET IN THERE TO MAKE SURE IF THEY DO DECIDE,
GO SOMEWHERE ELSE. 
          HEY, WE KNOW WHERE THE MARKET IS. SO I THINK WE NEED TO PUT THAT PLUG THAT IN THERE. 
          YOU GOT TO PLUG A NUMBER THERE. YES, SIR. WE,
I HEAR YOU LOUD AND CLEAR. 
          IS THAT YOU? WE REALLY NEED TO TAKE A HARD LOOK AT WHAT OUR RETENTION STRATEGIES AND HOW
PRODUCTIVE ARE THEY IN HELPING US RETAIN. BECAUSE YOU'RE ABSOLUTELY RIGHT. SO,
POINT TAKEN. 
          AND WE'LL DEFINITELY FOLD THAT INTO THE EVALUATION AND THE PLAN AS WE LOOK AT THIS AND
OTHERS. 
          THANK YOU VERY MUCH. WELL THANK YOU, MAYOR PRO TEM. 
          YOU HIT ON A LOT OF BIG ISSUES RIGHT THERE. AND YOU KNOW,
IT STARTS WITH THE ACADEMY AND OUR ACADEMY RIGHT NOW. 
          I KNOW WE'VE HAD OUR FORMER CHIEF BASICALLY CALL IT EMBARRASSING. 
          I KNOW OUR NEW CHIEF HAS NOW SEEN IT. I DON'T EVEN WANT TO KNOW WHAT HE'S GOING TO SAY
ABOUT IT. 
          BUT IT IS EMBARRASSING. AND I THINK THAT WHEN THEY PULL UP AND THEY SEE WHERE THEY'RE
ASSIGNED, THEY MIGHT FEEL LIKE THEY WANT TO CALL ANOTHER CITY BACK. 
          OUR PAY IS ESSENTIAL THAT WE HAVE COMPETITIVE PAY. 
          WE'RE ASKING THE MOST IN OUR AREA OF ANY OFFICER. 
          IT'S A MUCH MORE CHALLENGING JOB IN DALLAS, AND WE'RE GOING TO TRAIN YOU FOR IT,
BUT WE ALSO OUGHT TO PAY YOU FOR IT. 
          PROMOTIONAL OPPORTUNITIES TRANSFERRING WITHIN DIFFERENT UNITS. 
          YOU CAN HAVE AN ENTIRE CAREER AT DPD. UNLIKE A LOT OF DEPARTMENTS WHERE YOU'RE KIND OF
STUCK DOING PATROL FOREVER. 
          [01:15:03]
BUT WE HAVE SO MANY DIFFERENT OPPORTUNITIES THAT YOU CAN EXPLORE AND DEVELOP YOURSELF. 
          THAT I THINK IS EXTREMELY ATTRACTIVE. SCHEDULING FLEXIBILITY. 
          WE'VE GOT TO FIGURE THAT OUT BETTER, ESPECIALLY FOR OUR OFFICERS WHO HAVE YOUNG CHILDREN
AND HAVE CHILDCARE ISSUES. 
          OVERTIME AVAILABILITY, BUT NOT NECESSARILY BEING MANDATORY. 
          VERY IMPORTANT. AND OF COURSE, OUR PENSION. SO THERE'S JUST SO MANY FACTORS I THINK,
THAT GO INTO IT THAT WE HAVE TO MAKE SURE WE'RE ON OUR GAME FOR ALL OF THEM. 
          AND SO, THANK YOU GUYS SO MUCH FOR THIS PRESENTATION. 
          COUNCIL MEMBER MORENO HAD ANOTHER QUESTION. SO I THINK,
YOU KNOW, YOU HEARD US CLEAR ON THE OFFICER BASE PAY FOR ENTRY LEVEL OFFICERS. 
          BUT I ALSO WANT TO MAKE SURE THAT WE'RE LOOKING AT ADJUSTING PAY FOR OFFICERS THAT HAVE
COMMITTED TO OUR CITY AND TO THE PEOPLE OF DALLAS. 
          WE GOT A, IT'S TWOFOLD. AND WITH THAT I THINK,
CHIEF, ARE YOU I'M NOT SURE IF WE'RE LOOKING FOR A RECOMMENDATION OR WHAT WE'RE DOING. 
          NO. WHAT CHIEF ARTIST WERE YOU LOOKING FOR? THERE TO BE A VOTE TO RECOMMEND THIS TO
COUNCIL OR. 
          YES. FIRST, I WANTED TO TALK ABOUT SOMETHING COUNCILWOMAN MORENO JUST TALKED ABOUT. 
          WE ARE IN THE MIDST OF RIGHT NOW LOOKING AT ALL OF THE THINGS THAT WE'RE TALKING ABOUT FOR
BOTH POLICE AND FIRE, THE SALARIES. TAKING INTO ACCOUNT THAT WE KNOW WE HAVE I BELIEVE THE GREATEST PUBLIC
SAFETY ENTITIES BEFORE US THAT SIT HERE BEFORE US TODAY. 
          AND SO IT'S IMPORTANT THAT THEY NOT ONLY FEEL IT,
THEY UNDERSTAND IT. 
          AND THEY BELIEVE THAT. AS WELL AS HOW THIS COUNCIL,
AS WELL AS OUR MAYOR AND CITY MANAGER ARE DEFINITELY BEHIND THIS TEAM. 
          WE'RE WORKING ON ALL THE ISSUES THAT WE'VE JUST TALKED ABOUT TO MAKE SURE THAT NOT ONLY
OUR PUBLIC SAFETY REMAINS NUMBER ONE, BUT IT ALSO SHOWS THAT THEY'RE NUMBER ONE. THE OTHER ITEM WITH YES,
WE'RE WANTING TO MOVE THIS ITEM FORWARD TO THE FULL COUNCIL. 
          AND SO I KNOW LAST TIME WE HAD SOME OF THE COUNCIL MEMBERS THAT WERE A LITTLE ANGST ABOUT
WHAT THEY WERE SEEING BEFORE. 
          AND SO WE WANTED TO BRING THIS BACK AND ALSO GET YOUR BLESSINGS TO SAY,
HEY, WE WANT TO MOVE THIS FORWARD TO THE FULL COUNCIL. 
          IS THERE A MOTION TO RECOMMEND THIS TO THE FULL COUNCIL,
A MOTION TO MOVE THIS FORWARD TO THE FULL COUNCIL FOR A SECOND AND A SECOND. 
          ALL THOSE IN FAVOR, PLEASE SAY AYE. ANY OPPOSED? MOTION CARRIES UNANIMOUSLY. THANK YOU. ALL RIGHT. THANK YOU. SEE,
IT WAS WORTH WAITING FOR. JARED. 
          OKAY. NEXT UP IS ITEM D, WHICH IS DALLAS ANIMAL SERVICES SUSPECTED ANIMAL CRUELTY
OPERATIONS. 
          OVERVIEW. PAUL, YOU AND YOUR TEAM HAVE BEEN WAITING PATIENTLY. 
          THANK YOU. 
          CHAIR MENDELSOHN COMMITTEE MEMBERS, THANK YOU FOR THIS OPPORTUNITY TO SPEAK. 
          MY NAME IS PAUL RAMONE. I'M THE DIRECTOR FOR DALLAS ANIMAL SERVICES. 
          I'M HERE TO GIVE YOU AN OVERVIEW FOR SUSPECTED ANIMAL CRUELTY. 
          I KNOW DPD GAVE A PRESENTATION A FEW MONTHS BACK,
BUT WE WANTED TO GIVE OUR PERSPECTIVE FOR THE DAS PART OF THIS. 
          GROUPING THAT THAT HANDLES SUSPECTED ANIMAL CRUELTY. 
          AND IF YOU COULD JUST MOVE YOUR MICROPHONE A LITTLE BIT CLOSER. THE WHOLE UNIT. 
          THERE YOU GO RIGHT THERE. IS THAT GOOD ENOUGH? ALL RIGHT. I'LL TELL YOU WHAT. I FEEL REAL SAFE RIGHT NOW. 
          ALL RIGHT. NEXT SLIDE. WHAT WE'LL DO WHAT WE'LL DO IS WE'LL GO OVER THE ORGANIZATIONAL
ROLES AND THE SUSPECTED ANIMAL CRUELTY PROCESS. WE'LL TALK ABOUT THE REGULATIONS AND AUTHORITY. 
          THEN SOME CRUELTY SUPPORT. AND THEN WE HAVE SOME STATISTICAL DATA THAT'S BOTH PROVIDED BY
DAS AND DPD. 
          AND THEN TALK ABOUT SOME OF THE BUDGET IMPACTS THAT WE ARE EXPERIENCING. 
          FOR THE ADDITIONAL RESPONSIBILITIES FOR CRUELTY AND FOR OUR CAPACITY ISSUES THAT WE'RE
GOING THROUGH RIGHT NOW AT THE SHELTER. 
          AND THEN WE'LL DISCUSS NEXT STEPS. NEXT SLIDE. 
          AS YOU SEE TO THE GRAPHIC ON THE RIGHT, YOU SEE THE VARIOUS COMPONENTS OF THIS PROCESS. 
          WHEN IT GOES FROM DPD TO DAS, THEN OPERATION KINDNESS,
WHO'S PROVIDING SUPPORT TO US AND THEN TO THE ULTIMATELY TO THE DA'S OFFICE. 
          DAS PROVIDES SUPPORT TO DPD IN THE FORM OF TRANSPORT,
HOUSING, CARE, FEEDING, SECURITY FOR THESE ANIMALS AND IN VETERINARY FOLLOW UP SERVICES. 
          OPERATION KINDNESS PROVIDES FORENSICS, TESTIMONY AND,
IF NECESSARY, NECROPSIES RELATIVE TO DECEASED ANIMAL AND ANY DOCUMENTATION NEEDED TO BUILD THEIR CASE. THESE SERVICES PROVIDED BY OPK ARE TOTALLY FREE THERE. 
          THE CITY IS NOT PAYING FOR ANY OF THIS. IT'S ALL ABSORBED BY OPERATION KINDNESS. 
          DAS PROVIDES THE OPERATION KINDNESS. HOWEVER,
THE SPACE, THE TOOLS AND THE EQUIPMENT TO DO THE JOB NECESSARY FOR THE FORENSICS ASPECT OF 
          [01:20:01]
THIS PROCESS. NEXT SLIDE. AS YOU MAY KNOW, DAS IS RESPONSIBLE FOR ALL THE RESPONDENTS TO PROACTIVE TO CALLS THAT ARE SUBMITTED THROUGH 311 FOR ANIMAL SERVICES
REQUESTS, AND AS WELL SOME OF THE PROACTIVE WORK THAT IS DONE OUT IN THE FIELD. 
          DALLAS ANIMAL SERVICES DOES NOT HAVE ANY CERTIFIED CRUELTY INVESTIGATORS. 
          CRUELTY INVESTIGATIONS ARE LED SOLELY BY THE DPD CRUELTY DETECTIVES,
AND THOSE DECISIONS ARE MADE BY THAT ORGANIZATION, NOT DAS, BECAUSE I KNOW THERE'S SOME CONFUSION IN THE COMMUNITY ABOUT WHY DAS DOES NOT DO
SPECIFIC THINGS RELATIVE TO CRUELTY. 
          IT'S BECAUSE THAT HAS BEEN RELEGATED TO DPD. WE PROVIDE ASSISTANCE AND SUPPORT PURSUANT TO
CONVERSATIONS WITH DPD OR CRUELTY DETECTIVES, BASED ON OBSERVATIONS WE DO INTAKE ANIMALS BASED ON COURT ORDERS. 
          WARRANTS OR THE ANIMALS ARE DISPLAYING SIGNS AND SYMPTOMS OF EXTREME HEALTH CONCERNS. 
          AND BASED ON OUR CONVERSATIONS WITH DPD AND CRUELTY DETECTIVES,
WE'RE ADVISED ON WHAT NEXT STEPS TO TAKE. 
          NEXT SLIDE. DAS BEGAN PROVIDING FULL SUPPORT TO DPD CRUELTY DETECTIVES IN FISCAL YEAR OF 23. WE DO NOT HAVE A SOLE TEAM DEDICATED INTERNALLY TO THIS PROCESS. 
          SO IT'S MADE UP OF A CONGLOMERATE OF FOLKS THAT WORK IN THE SHELTER,
EITHER THROUGH FIELD OPERATIONS, THROUGH OUR VETERINARY SUPPORT STAFF AND TECHS,
THROUGH OUR SHELTER MANAGEMENT TEAM, AND THROUGH OUR ADOPTIONS FOSTER AND RESCUE PROCESS. 
          ONCE THE DISPOSITION HAS BEEN GIVEN TO US BY DPD,
THEN WE MOVE ON TO OUTCOMING THE ANIMALS. 
          NEXT STEP. NEXT SLIDE PLEASE. JUST A LITTLE BREAKDOWN INTO THOSE UNITS. 
          OUR FIELD OPERATIONS UNITS PROVIDES TRANSPORT INTAKE DOCUMENTATION. 
          ANY EVIDENCE GATHERED AT AN INITIAL SCENE FOR THE USE OF THE DETECTIVES. 
          OUR FIELD OFFICERS MAY REFER A CASE IF, WHILE IN THEIR NORMAL OPERATIONS,
THEY OBSERVE, AN ANIMAL THAT HAS A LOW BODY SCORE, IS OBVIOUSLY BEEN MISTREATED OR NOT HOUSED PROPERLY,
DOESN'T HAVE THE BASIC RESOURCES OR OBVIOUS LACK OF CARE. 
          OUR OFFICERS WILL REACH OUT TO DPD AND THEN CRUELTY DETECTIVES WILL BE NOTIFIED AND THEN
WE'RE NOTIFIED ON WHAT NEXT STEPS ARE. 
          WE DO PARTICIPATE IN WARRANT EXECUTIONS FOR THE CRUELTY PROCESS. 
          IF THERE'S A WARRANT BEING EXECUTED BY THE CRUELTY DETECTIVES,
DAS PARTICIPATES IN THAT PROCESS AND HELPING TO COUNT GATHER WHATEVER IS NECESSARY, RECORD ANY DOCUMENTATION. THOSE ANIMALS THAT ARE TRANSPORTED BACK TO DAS FOR THE REST OF
THE PROCESSING EVICTIONS. 
          WE GET CALLS FROM CONSTABLES, LOCAL CONSTABLES. 
          WHEN AN ANIMAL IS LOCATED IN A PROPERTY THAT'S BEING INDIVIDUALS BEING EVICTED IT COULD
EITHER BE THAT THEY WERE LOCKED OUT AND THE ANIMAL WAS IN THERE IN GOOD HEALTH, OR THEY WERE EVICTED, LEFT THE PREMISES AND THE ANIMAL WAS LEFT BEHIND. 
          SO THOSE ARE CONVERSATIONS THAT WE HAVE AS WELL. 
          AND IN WARRANTS BASED ON REGULAR ILLEGAL ACTIVITY THAT ONCE ON PROPERTY,
DPD DETERMINES THERE'S SOME ASPECT OF CRUELTY HERE. 
          AND OR BLOOD SPORT. AND WE'RE CALLED IN EITHER OR IF IT'S NOT,
IF THERE'S ANIMALS ON THE PROPERTY, WE'RE CALLED IN. SO, WE PARTICIPATE EITHER WAY. 
          NEXT SLIDE. OUR MEDICAL TEAM STAFF PROVIDE THE FOLLOW UP CARE FOR THE ANIMALS. 
          IF YOU CAN IMAGINE, WE HAVE OVER 100 ANIMALS IN THE PAST FEW DAYS THAT COME IN EVERY DAY
TO OUR SHELTER, THROUGH EITHER MEDICAL OR THROUGH FIELD SERVICES. 
          THOSE ANIMALS HAVE TO HAVE A MEDICAL EXAMINATION BEFORE THEY GO INTO A KENNEL. 
          SO WE UNDERSTAND WHAT'S COMING IN FROM THE COMMUNITY,
WHAT VACCINATIONS ARE NEEDED, ANY EXAMINATIONS. 
          BASED ON THOSE OBSERVATIONS, OUR MEDICAL TEAM MAY DETERMINE THIS IS A VICTIM OF SUSPECTED
ANIMAL CRUELTY, AND THAT REFERRAL IS MADE AS WELL. THOSE COULD BE PHYSICAL OR SEXUAL ABUSE THROUGH OLD OR
NEW INJURIES, MEDICAL CONDITIONS RELATED TO ILLNESS OR INJURY,
OR BASIC OBSERVATIONS OF LACK OF CARE. 
          NEXT SLIDE. OUR SHELTER MANAGEMENT AND PLACEMENT TEAM,
THEY PLAY A ROLE IN THIS PROCESS BECAUSE THEY'RE PROVIDING HOUSING CARE FEEDING AND OBSERVATIONS THROUGH THEIR LENGTH OF STAY. ONCE A DETERMINATION IS MADE BY THE CRUELTY
DETECTIVES ON DISPOSITION OF THE ANIMAL, WE'RE NOTIFIED TO EITHER DISPOSITION FOR DAS PROTOCOLS OR NO RETURN TO OWNER RESCUE ONLY
ADOPTION, FOSTER OR RESCUE OR HUMANE DISPOSITION IF NECESSARY BASED ON THE ANIMAL'S CONDITION OR
DIFFERENT DETERMINATIONS. 
          NEXT SLIDE. THIS SLIDE BASICALLY SHOWS YOU THE OVERALL INTAKE FOR THE PAST THREE YEARS FOR
SUSPECTED ANIMAL CRUELTY FOR DAS. 
          ON AVERAGE, WE TAKE IN ABOUT 2500 ANIMALS WHO ARE SUSPECTED VICTIMS OF ANIMAL CRUELTY. 
          [01:25:02]
THE AVERAGE LENGTH OF STAY FOR THOSE ANIMALS IS DETERMINED BASED ON THE DISPOSITION. 
          SO ANIMAL COULD BE WITH US FOR ANYWHERE FROM 1 TO 2 DAYS AND THEN DISPOSITION OCCURS. 
          OR IT COULD BE WITH US AFTER THE INITIAL FILING,
ANY APPEAL PROCESS AND ANY DAYS AFTER THAT, THE ANIMAL COULD BE WITH US FOR WELL PAST 30 DAYS UNTIL THE ANIMALS DISPOSITIONED OUT OF
THE DAS. 
          AS YOU SEE, THE LARGEST NUMBERS OF THOSE ANIMALS ARE FOWL. 
          THOSE ARE GOING TO BE THE COCKFIGHTING BIRDS. 
          AND THOSE ANIMALS ARE QUITE A BIT TO TAKE CARE OF. 
          THEY CALL FOR ADDITIONAL RESOURCES AND NEEDS. 
          AND SOMETIMES WE HAVE TO WE HAVE AN UNDISCLOSED OFFSITE BECAUSE WE HAVE HOUSED UP TO 700
PLUS AT ONE TIME. 
          SO IF YOU CAN IMAGINE, THAT TAKES A LOT OF RESOURCES AND STAFFING,
BECAUSE WE HAVE TO HOUSE THAT FOR 24 OVER SEVEN. 
          TO MAKE SURE THAT THEY'RE CARED FOR, FED, MONITORED. 
          BECAUSE IT'S AN OFFSITE LOCATION ON SITE. WE'VE HOUSED MAYBE 100 TO 200 BASED IN VARIOUS
AREAS, AND THEN THE SAME FOR HORSES, LIVESTOCK. THOSE ARE A CHALLENGE. 
          I THINK AT ONE POINT WE HAD SIX HORSES IN OUR PLAY YARDS FOR TEMPORARY CORRALS. 
          SO WE ALSO LOOK FOR SPACE FOR THOSE OFFSITE,
BUT WE'RE LOOKING AT A VENDOR RIGHT NOW AND HAVING CONVERSATIONS THAT MAY WANT TO TAKE THAT ROLE ON. SO JUST TO GIVE YOU A LITTLE GLIMPSE OF SOME OF THE,
SOME OF THE CHALLENGES THAT WE FACE. 
          NEXT SLIDE. NEXT SLIDE, YOU'LL SEE SOME OF THE STATISTICS PROVIDED BY DPD BASED ON THEIR
911 CALLS, THE NUMBER OF OFFENSES, CASES THAT WERE FILED WITH THE DA'S OFFICE,
GRAND JURY REFERRALS, AND THE REST OF THEIR PROCESS RELATIVE TO SOME OF THESE ANIMALS. 
          THE DIFFERENCE IN THE DATA, IF YOU NOTICE BETWEEN THESE NEXT TWO SLIDES AND THE ONE I JUST
PROVIDED, IS DPD RECORDS NUMBERS BASED ON CALENDAR YEAR,
WE BASE THEM ON FISCAL YEAR. 
          NEXT SLIDE. THE NEXT SLIDE TALKS ABOUT OUR COLLABORATIVE EFFORTS BASED ON A YEARLY
CALENDAR AS FAR AS IT RELATES TO SPECIES AND COUNTS. AS I SAID, THESE NUMBERS MAY VARY FROM OURS BECAUSE THEIR CALENDAR VERSUS
FISCAL YEAR. 
          SO NEXT SLIDE. THE NEXT SLIDE IS JUST A IT'S JUST A GLIMPSE INTO THE BUDGETS VERSUS
FORECASTS. 
          AND AS YOU CAN SEE THAT IN FISCAL YEAR 23 IT'S NOT JUST CRUELTY IT'S CAPACITY AS WELL. 
          DIAZ HAS BEEN EXPERIENCING A LARGE AMOUNT OF ANIMALS THAT ARE COMING IN. 
          LAST FISCAL YEAR, WE TOOK IN 28,000 ANIMALS,
4000 HIGHER THAN THE PREVIOUS YEAR. 
          AND IT LOOKS LIKE WE'RE TRACKING TO BE HIGHER THIS YEAR. 
          SO WE HAVE A LARGE NUMBER OF ANIMALS THAT ARE COMING INTO THE SHELTER THAT ARE ALSO
IMPACTING. 
          BUT IN WORKING WITH THE UNIVERSITY OF TEXAS AT DALLAS,
WE DID AN, WE ANALYZED THE DATA. 
          THE ANIMALS AREN'T STAYING LONGER. IT'S JUST THAT THEY'RE COMING IN AT A GREATER NUMBER
AND THEY'RE LEAVING FASTER. 
          OUR ADOPTIONS ARE UP, OUR FOSTER RESCUES ARE UP,
OUR TRANSPORTS ARE UP. 
          ALL OF OUR OUTCOMES ARE UP. IT'S JUST THE NUMBER OF ANIMALS THAT ARE COMING IN FROM THE
COMMUNITY HAVE INCREASED. 
          SO YEAR OVER YEAR THAT'S BEEN AN IMPACT. SO I'M NOT GOING TO SAY IT'S JUST CRUELTY. 
          IT'S CRUELTY AND CAPACITY BECAUSE THOSE ARE CO-MINGLED. 
          NEXT STEP NEXT SLIDE, I'M SORRY. NEXT STEPS. WHAT WE ARE CURRENTLY DOING IS WE'RE WORKING
WITH DPD TO CREATE AN RFQ FOR A POTENTIAL VENDOR, REPUTABLE VENDOR WHO MAY WANT TO TAKE THIS ON AS FAR AS THE TRANSPORT, HOUSING, CARE, FEEDING AND FOLLOW UP AND DISPOSITION DAS WILL CONTINUE TO PLAY A ROLE IN
THIS PROCESS REGARDLESS, BECAUSE WE ARE SOMETIMES A FRONTLINE OFFICER OBSERVERS OF THESE ANIMALS,
AND WE WILL REFER THOSE CASES, BUT WE WILL JUST INITIALLY TRANSFER THEM OVER TO THE VENDOR. 
          THOSE CONVERSATIONS ARE ONGOING. I BELIEVE WE HAVE ALMOST EVERYTHING THAT WE NEED FOR THAT
RFQ. 
          MY NEW BUDGET DIRECTOR, VICTORIA, IS WORKING TO TRY AND GET THAT OVER THE FINISH LINE SO
WE CAN GET THAT OUT. 
          WE'RE ALSO LOOKING FOR ADDITIONAL EXTERNAL SUPPORT PARTNERS FOR THESE VICTIMS. THOSE WHO COULD PROVIDE REHABILITATIVE SERVICES. 
          AND AS I JUST SPOKE OF IN SPEAKING TO THE TEAM YESTERDAY,
LOOKING FOR AN OUTSIDE VENDOR FOR THE EQUINE PROCESS, FOR THE HORSES, BECAUSE WE CURRENTLY DON'T HAVE THE FACILITIES OR THE MANPOWER TO TO DO
THAT. 
          SO WE HAVE TO PAY AN EXTERNAL VENDOR TO BE ABLE TO TAKE CARE OF THOSE PROCESSES. 
          WE HAD A DISCUSSION YESTERDAY BECAUSE WE MEET EVERY TWO WEEKS,
BUT THEN THERE'S ANOTHER MEETING THAT'S HELD AND WE MET YESTERDAY TALKING ABOUT ENGAGEMENT INITIATIVES AND GOING OUT TO COMMUNITIES AND MAYBE BUILDING A HEAT MAP ON WHERE SOME OF
THESE ARE OCCURRING, AND GETTING OUT AND TALKING TO FOLKS AND SPREADING THE WORD ABOUT SUSPECTED ANIMAL CRUELTY
AND SOME OF THE ROLES THAT TPD PLAYS, 
          [01:30:06]
SOME OF THE ROLES THAT DAS PLAYS, AND EVEN SOME OF THE SERVICES THAT OPERATION KINDNESS OR
SPAY NEUTER NETWORK OR SOME OF OUR OTHER PROVIDERS PROVIDE TO MAKE SURE THAT PEOPLE UNDERSTAND THEIR ROLES AND RESPONSIBILITIES FOR THEIR PETS. 
          OPERATIONAL IMPROVEMENTS. WE CONTINUE TO WORK TO TRY AND ENSURE THAT OUR STAFF UNDERSTAND
HOW TO IDENTIFY CRUELTY. 
          WHEN WE INITIALLY TOOK THIS OVER, WE BROUGHT IN THE ASPCA AND THEY PROVIDED REGIONAL
TRAINING TO DPD, DAS, DAS, LOCAL DAS, IN THE REGION. OTHER ANIMAL SERVICES ORGANIZATIONS,
OTHER POLICE DEPARTMENTS. 
          AND IT WAS WELL ATTENDED. SO, I BELIEVE IT'S TIME FOR A NEW OR UPDATED VERSION OF THAT TO
TAKE PLACE. 
          SO THAT WE ENSURE THAT WHEN WE GO THROUGH ATTRITION,
OUR NEW OFFICERS KNOW EXACTLY WHAT THEY'RE LOOKING FOR. 
          WE CONTINUE TO CROSS COMMUNICATE BETWEEN THE THREE ORGANIZATIONS. 
          OPERATION KINDNESS, DPD AND DAS TO MAKE SURE THAT EVERYTHING THAT WE DO IS SEAMLESS. 
          AND IF THERE'S ANY OPPORTUNITIES FOR IMPROVEMENT TO THE PROCESS,
WE IDENTIFY THOSE AND WE WORK ON THEM. 
          COLUMN BUDGET MANAGEMENT AND STAFFING OPTIMIZATION. 
          WE'RE CURRENTLY DOING AS BEST THE MOST THAT WE CAN IN DAS TO MAXIMIZE OUR COST SAVINGS. 
          IN LOOKING AT OUR MEDICAL TEAM, WE REIMAGINED OUR SCHEDULES SO THAT THEY'RE MORE AVAILABLE
AT THE TIMES WHEN OUR STAFF NEED THEM SO THAT WE DON'T HAVE TO OUTSOURCE THAT ANIMAL TO ANOTHER ORGANIZATION FOR CARE AND TREATMENT. 
          SO THAT'S BEEN GREAT. IT'S WORKED OUT. AND I THINK WE'RE GOING TO CONTINUE TO LOOK TO THE
REST OF OUR ORGANIZATION TO SEE HOW WE CAN DO THAT. 
          AND WITH THAT, THAT CONCLUDES THE PRESENTATION,
AND I WILL OPEN IT UP FOR QUESTIONS. 
          WELL, THANK YOU FOR THE VERY SOBERING PRESENTATION. 
          DOES ANYBODY HAVE ANY QUESTIONS? COUNCILMEMBER WILLIS. 
          THANK YOU. SO, YES, THANK YOU FOR THIS. I THINK THIS IS SOMETHING THAT WE NEED TO SPEND
TIME ON AND THAT WE, DON'T ALWAYS FOCUS ON. BUT ON PAGE NINE YOU TALK ABOUT HOW MANY ANIMALS PER YEAR ARE HAVE
SUSPECTED ANIMAL CRUELTY. 
          2500 IS THIS HIGH OR LOW FOR A POPULATION OF OUR NATURE OR FOR OUR GEOGRAPHY? I DON'T KNOW IF I'M QUALIFIED TO ANSWER THAT QUESTION. 
          I MAY WANT TO DIVERT THAT OVER TO PD. HOWEVER,
WE GOT TO CONSIDER WE'RE THE NINTH LARGEST MUNICIPALITY WITH THE FIFTH LARGEST. 
          I MEAN, DO WE HAVE A BIG PROBLEM OR IS THIS KIND OF STANDARD ACROSS,
YOU KNOW, SOME SIZE, HOW BIG WE ARE OR THAT WE'VE GOT AG IN OUR COMMUNITY? GOOD AFTERNOON. I'M MAJOR SANCHEZ. I OVERSEE GENERAL INVESTIGATIONS,
WHICH INCLUDES ANIMAL CRUELTY. 
          I HAVE WITH ME DETECTIVE MIKE BONO. SO BASICALLY,
THAT NUMBER IS, ON AVERAGE, WITH OTHER CITIES. 
          THAT'S THE BEST WAY TO LOOK AT IT. AND WE CAN,
YOU KNOW, TRY OUR BEST TO REDUCE IT GOING FORWARD BASED OFF INTEL INVESTIGATIONS. 
          BUT THAT IS THE AVERAGE RIGHT NOW ACROSS THE OTHER CITIES THAT WE TALK TO. 
          SO, I MEAN THIS IS TALKING ABOUT DAS AVERAGE. 
          BUT IF YOU WERE TO COMPARE US TO OTHER CITIES OF OUR SIZE,
YOU'D SAY THEY'D HAVE THE SAME AMOUNT AROUND THE SAME AMOUNT. 
          YES, MA'AM. OKAY. AND THEN, MR. RAMON, YOU SAID 28,000 ANIMALS CAME IN LAST YEAR INTO DAS. 
          4000 MORE THAN THE PREVIOUS YEAR. YES. OKAY. SO,
IT WOULD PEOPLE WOULD BE VERY WELL SERVED TO HELP FIND HOMES OR OTHERS TO FOSTER. YOU KNOW, WHEN WE GET MESSAGES FROM FOLKS ON ISSUES THAT WOULD BE A
REALLY GOOD USE OF THEIR TIME IS TO HELP RECRUIT PEOPLE TO TAKE THESE ANIMALS IN MARKET OR OUT OF MARKET. 
          IS THAT DEFINITELY, DEFINITELY ANYTHING THAT WE COULD DO TO ENCOURAGE FOLKS WHO ARE OWNER
SURRENDERING TO REHOME THESE ANIMALS THROUGH OTHER MEANS WOULD BE GREAT. 
          AND WE'RE CURRENTLY DOING THAT NOW WITH OUR PARTNER ORGANIZATIONS. 
          WHEN WE GET AN OWNER SURRENDER REQUEST, THEY ACTUALLY GO THROUGH A PROCESS TO OFFER
SUPPORT, ANY KIND OF TOOLS OR RESOURCES THAT THEY NEED TO REMOVE BARRIERS OR IF THEY NEED
ASSISTANCE, REHOMING. WE DO OFFER ALL OF THAT BEFORE THEY ACTUALLY COME INTO THE SHELTER. 
          WE TRY TO DIVERT AS MUCH AS WE CAN, BUT THERE'S A LOT OF BASED ON THE ECONOMY,
LANDLORD CONFLICTS, PERSONAL ISSUES, HEALTH ISSUES. YOU'RE DOING A GREAT JOB ON GETTING THE WORD OUT THERE. 
          I SEE MESSAGING ALL THE TIME THROUGH SOCIAL MEDIA ABOUT DOGGY DAY VACATIONS AND THINGS
LIKE THAT. 
          SO, THAT'S GREAT. BUT I'M GOING AND IT SOUNDS LIKE IT'S JUST WE'VE GOT SUCH AN INFLUX. 
          SO WHY IS THIS NUMBER GROWING SO MUCH? I MEAN,
IF WE'RE ON AVERAGE, BUT IT SOUNDS LIKE WE GREW A LOT THIS PAST YEAR. 
          IT SOUNDS LIKE WE'RE PACING EVEN AHEAD OF THAT,
WHERE MAYBE WE AREN'T AVERAGE. 
          WELL, WHAT WE'RE LOOKING AT RIGHT NOW AND I DON'T KNOW IF ALEXI,
MY AGM OVER MEDICAL, WHO'S BEEN DIGGING A LITTLE BIT DEEPER INTO THE DATA. 
          [01:35:04]
SOME AREAS OF TOWN WERE SEEING AN INFLUX OF PUPPIES AND KITTENS. 
          SO, I'M THINKING THAT'S WHERE WE NEED TO DEDICATE OUR RESOURCES. 
          I THINK THERE'S FOUR MAJOR ZIP CODES, AND I DON'T WANT TO CALL THEM OUT,
BUT WHERE WE'RE SEEING MORE KITTENS IN THIS AREA WHERE WE MAY NEED TO FOCUS OUR KITTEN RESOURCES AND, YOU KNOW, SPAY AND NEUTER EFFORTS,
AND THEN MORE DOGS THAT ARE COMING FROM SPECIFIC ZIP CODES WHERE. 
          AND WE HAVE PARTNER ORGANIZATIONS THAT ARE ACTUALLY GOING INTO THE COMMUNITY AND OFFERING
FREE SERVICES IN THESE ZIP CODES AS WELL. 
          SO, IT'S BEING ATTACKED BY BOTH US INTERNALLY,
BY TRYING TO GET AS MANY ANIMALS OUT OF THE SHELTER TO THESE ZIP CODES THAT ARE ACTUALLY COMPLIANT, AND OUR PARTNERS OUTSIDE THAT ARE ACTUALLY TRYING TO GET THOSE WHO HAVE THESE
ANIMALS COMPLIANT BEFORE THEY COME TO THE SHELTER. 
          OKAY. THANK YOU FOR THAT. AND THEN I'M JUST GOING TO SAY LIKE,
COUNCIL MEMBER, I TOTALLY AGREE THAT THIS IS ACTUALLY VERY INTERESTING ABOUT THE SHELTER, AND I DON'T SIT ON QUALITY OF LIFE, SO I'D LOVE TO ASK A MILLION QUESTIONS ABOUT THAT. 
          BUT IF WE COULD KIND OF STAY ON WITH ANIMAL CRUELTY SIDE. 
          OKAY. ON. SO THAT'S ANOTHER QUESTION ON SLIDE FOUR. 
          WE'RE TALKING ABOUT OUR FIELD OFFICERS ARE NOT CERTIFIED CRUEL CRUELTY INVESTIGATORS. 
          AND I WAS GOING TO ASK THE QUESTION, SHOULD WE DO OTHER DEPARTMENTS DO THAT. 
          BUT THEN IT SOUNDS LIKE WHERE YOU'RE NETTING OUT IS WE REALLY WANT TO OUTSOURCE THIS. 
          SO WE DON'T WANT TO DO THIS INTERNALLY. WE WANT TO FIND ANOTHER PARTNER. 
          SO, DAS DOESN'T HAVE TO TAKE THIS ON. YOU OVERSEE IT,
BUT IT'S JUST NOT IN OUR WHEELHOUSE TO DO THIS DEPTH OF CARE AND FOLLOW THROUGH AND INVESTIGATION. IT'S THE FACT THAT DIAZ DOESN'T HAVE THE BANDWIDTH. 
          WE DON'T HAVE THE SPACE OR THE BANDWIDTH TO BE ABLE TO CONTINUE THIS PROCESS. 
          WE WERE ABLE TO FIND AN OFFSITE LOCATION FOR SOME OF THIS,
BUT IT'S MOSTLY FOR LIVESTOCK AND FOWL. 
          BUT AS IT RELATES TO DOGS AND CATS, THAT THAT THE SPACE ISN'T REALLY THERE. 
          BUT HOPEFULLY THROUGH THE RFQ PROCESS, WE FIND SOMEBODY WHO'S WILLING TO TAKE THAT ON AND
TO BE ABLE TO TAKE THAT RESPONSIBILITY FOR THE HOUSING, CARE, FEEDING AND TRANSPORT FOR THOSE ANIMALS. 
          SO IF IT'S SPACE AND THAT KIND OF ISSUE, IF WE DIDN'T HAVE THIS TREMENDOUS INFLUX,
WOULD IT BE SOMETHING THAT YOU WOULD WANT TO LIVE WITH DAS? THE FEAR IS THAT AND THIS IS JUST FROM MY PERSPECTIVE,
I CAN LET MY COLLEAGUES CHIP IN IF THEY'D LIKE TO. 
          IS THAT AT ANY MOMENT WE COULD GET A HOARDING CASE WITH A LARGE NUMBER OF ANIMALS,
AND IT'S GOING TO SIGNIFICANTLY IMPACT THE SHELTER AS IT RELATES TO THOSE ANIMALS THAT ARE CURRENTLY THERE THAT ARE LOST,
STRAY, OR OWNERS RENDERED. 
          SO BETTER FOR THIS TO LIVE OFFSITE. YEAH, YEAH,
IT WOULD BE BETTER. 
          OKAY. SO HOW MANY ANIMALS ARE YOU CARING FOR RIGHT NOW THAT ARE PART OF THE ANIMAL
CRUELTY? I DON'T HAVE THAT SPECIFIC NUMBER, BUT WE CAN GET IT TO YOU. 
          SO WHAT HAPPENS IF YOUR SHELTER IS FULL AND THERE'S SUDDENLY A LOT OF ANIMALS THAT ARE
GOING TO BE BROUGHT OVER? LIKE, WHAT ARE YOU GOING TO DO? WE TRY TO DO AS MUCH AS WE CAN IN CONTACTING OUR PARTNER
ORGANIZATIONS TO SEE WHAT KIND OF POOLS AND RESCUE POOLS THEY CAN DO. 
          BUT ULTIMATELY, WE DO OUR BEST TO TRY AND PUSH AS MANY LIVE OUTCOMES AS POSSIBLE. 
          OKAY. ON ONE OF THE SLIDES, YOU HAVE A CITY OF DALLAS LOGO,
AND YOU'RE SHOWING I'M SORRY. 
          HERE IT IS. NUMBER THREE, DISTRICT ATTORNEY'S OFFICE AS A PARTNER. 
          CAN YOU CLARIFY? IS IT CITY OF DALLAS MUNICIPAL COURT THAT'S DOING THE WORK,
OR IS IT THE COUNTY DA OR IS IT A COMBINATION DEPENDING ON THE LEVEL OF THE OFFENSE? I WILL PUNT THAT OVER TO DPD. YES, MA'AM. 
          IT'S THE DALLAS COUNTY DA DA'S OFFICE. OKAY. THANK YOU. 
          AND THEN IF THE OFFENSE HAPPENS IN COLLIN OR DENTON COUNTY,
IS IT STILL GOING THROUGH DALLAS DA OR ARE YOU WORKING WITH THE OTHER? IT'S GOING TO THE OTHER COUNTIES, MA'AM. OKAY. THANK YOU. AND SO WHAT ABOUT OUR HORSE
PARK? ARE THEY NOT ABLE TO TAKE IN ANY OF THE HORSES? I THINK IT'S BECAUSE SOMETIMES THESE ANIMALS COME IN IN CONDITIONS THAT THEY DIDN'T. 
          THEY DON'T WANT TO OR WE WOULDN'T WANT TO CO HOUSE. 
          BECAUSE WHAT WE DON'T WANT IS SOMETHING TO SPREAD AND CAUSE AN ISSUE WITH THOSE ANIMALS. 
          OKAY. AND THEN, YOU KNOW, ONE OF THE THINGS THAT YOU ONLY TOUCHED ON A LITTLE BIT WAS THE
OPERATION KINDNESS. 
          $600,000 OF EXPENSES THAT THEY'VE ABSORBED FOR THE CITY THIS YEAR. 
          COULD YOU JUST TOUCH ON THAT A LITTLE BIT MORE? OPERATION KINDNESS HAS BEEN A GREAT
PARTNER. 
          THEY'RE ONE OF OUR LARGEST RESCUE POOLS. THEY POOL A LARGE AMOUNT OF LARGE AND SMALL DOGS
FROM US AND CATS. 
          SO THEY'RE A GREAT PARTNER ORGANIZATION. THEY ALSO DO A LOT OF THE FORENSICS PROVIDING THE
VETS, THE VET TECHS AND THE STAFF. THEY JUST RECRUITED ART MUNOZ,
WHO'S IN THE AUDIENCE HERE? 
          [01:40:06]
FORMER DIRECTOR FOR GARLAND ANIMAL SERVICES,
WHO ACTUALLY HAD A CRUELTY UNIT IN HIS ORGANIZATION. 
          SO HE IS NOW A PART OF THE ORGANIZATION, PART OF THIS CRUELTY TEAM. 
          SO A LOT OF THAT IS BUILT INTO THAT EXPENSE,
IS BUILT INTO THAT PROCESS. 
          ALL WE DO AT DIAZ IS PROVIDE THEM THE SPACE AND TOOLS AND EQUIPMENT TO PERFORM THEIR
TASKS. 
          AND SO I DIDN'T SEE A MENTION OF SPCA. HOW ARE THEY ASSISTING WITH DALLAS ANIMAL SERVICES? WELL, SPCA IS ALSO ONE OF OUR RESCUE PARTNERS. 
          THEY THEY POOL ANIMALS. WE HAVE A NUMBER OF RESCUE PARTNERS. 
          AND THAT'S ONE OF OUR BIGGEST OUTCOMES THAT'S INCREASED OVER THE PAST FEW YEARS IS OUR
RESCUES, OUR RESCUES, TRANSPORTS, AND THOSE THAT TAKE ANIMALS FROM THE SHELTER TO ASSIST IN
MINIMIZING SOME OF THAT PRESSURE FROM THE INTAKE. 
          SO WE WE HAVE A LARGE NUMBER OF FOLKS, BUT THEY'RE NOT HELPING WITH THE ANIMAL CRUELTY
SIDE. 
          IS THAT CORRECT? NO. THEY ARE HELPING CURRENTLY I BELIEVE,
WITH THE SURROUNDING COUNTIES. 
          AND SO WOULD YOU SAY IT'S ONLY OPERATION KINDNESS THAT'S HELPING ON THE ANIMAL CRUELTY? OR ARE THERE OTHERS AT THE MOMENT FOR CRUELTY? IT'S JUST DPD AND OPERATION KINDNESS. OKAY. WELL,
I APPRECIATE A LOT OF THE INFORMATION YOU SHARED. 
          I HAD, I BELIEVE, ASKED YOU PREVIOUSLY ABOUT THE BUDGET INCREASE AND WHY,
AND YOU HAD GIVEN THIS AS PART OF THE ANSWER. 
          I'M A LITTLE BIT SURPRISED THAT YOU DON'T HAVE MORE MONEY IN THERE. 
          PROJECTED FOR THE NEXT BUDGET, GIVEN THAT YOU'RE LOOKING TO OUTSOURCE THIS,
WHICH IT SEEMS APPROPRIATE, GIVEN YOU NEED THE SHELTER SPACE FOR THE SURRENDERS. 
          SO THANK YOU VERY MUCH. ARE THERE ANY OTHER QUESTIONS? GREAT JOB. THANK YOU FOR THE PRESENTATION. THANK YOU FOR THE OPPORTUNITY. OKAY,
WELL MOVING ON. 
          EVERYTHING ELSE IS A BRIEFING MEMO OR AN ITEM THAT'S ON OUR UPCOMING AGENDA. 
          IT IS A 2:45. SO I WANT TO BE SENSITIVE TO THE TIME,
BUT THERE ARE SOME IMPORTANT ITEMS THAT ARE ON OUR BRIEFING MEMOS. 
          IF I CAN START WITH THE DASHBOARDS FOR E. DOES ANYBODY HAVE ANY QUESTIONS ON THOSE? OKAY. SO LET'S MOVE TO F FOR FACIAL RECOGNITION. 
          I THINK THIS IS ONE OF OUR FIRST UPDATES. IN FACT I THINK IT WAS THE FIRST UPDATE. 
          AND SO I THOUGHT IT WAS VERY INTERESTING. I APPRECIATE LEARNING THAT A THIRD OF THE
REQUESTS THAT CAME THROUGH GENERATED A LEAD, AND I WAS A LITTLE BIT SURPRISED. I DON'T KNOW IF ANYONE WANTS TO SPEAK TO IT THAT THERE
WEREN'T MORE REQUESTS FOR USAGE. 
          I THINK THE NUMBER WAS 98, BUT I DIDN'T ACTUALLY WRITE IT DOWN. 
          GOOD MORNING, MA'AM. GOOD MORNING, MA'AM. BRIAN LEVERSON,
MAJOR INTELLIGENCE. 
          WERE YOU EXPECTING TO HAVE THAT NUMBER OF REQUESTS,
OR DO YOU THINK IT WOULD BE MORE OR LESS. 
          I MEAN, DO YOU THINK EVERYONE KNOWS THAT THIS IS AVAILABLE? I THINK THE FIRST COUPLE OF MONTHS THAT WE HAD IT,
I THINK IT WAS JUST TRYING TO GET THE WORD OUT TO THERE AND TALKING TO THE CAPERS UNIT, JUST BECAUSE ALL THE OFFENSES THAT WE CAN USE IT FOR RESIDE WITHIN THE CAPERS DIVISION. 
          SO I THINK GETTING THEM AWARE THAT THIS IS A TOOL THAT WE HAVE AVAILABLE TO US. 
          SO AS THOSE WERE KIND OF SLOW COMING IN, I HAD MY SUPERVISORS KIND OF AS WE WERE GETTING
SOME OFFENSES OR WHATEVER ELSE REACHING BACK OUT TO THE PAPERS UNIT AS WELL AND MAKING SURE THAT THEY'RE MAKING THOSE REQUESTS. BUT OVER TIME,
I THINK WE'RE STARTING TO SEE THEM PICK UP A LOT MORE. YEAH, WELL, IT SEEMS LIKE A GREAT WAY WHEN YOU HAVE THE CORRECT SCENARIO TO BE ABLE TO FIND YOUR
SUSPECT. 
          YES, MA'AM. OKAY. WELL, THANK YOU VERY MUCH. ANY OTHER QUESTIONS ON THAT ONE? NEXT IS THE VERY IMPORTANT POLICE ACADEMY UPDATE. 
          THIS IS ANOTHER ONE OF THOSE ITEMS THAT I'VE REQUESTED TO BE EVERY SINGLE MONTH. 
          AND THIS IS A PRETTY SHORT UPDATE, CHIEF. I WOULD SAY THIS IS THE MOST IMPORTANT PROJECT
IN OUR CITY. 
          I THINK OUR RESIDENTS THINK IT'S THE MOST IMPORTANT. I THINK THERE'S ENORMOUS SUPPORT FROM
THE BUSINESS COMMUNITY AND CITY COUNCIL MEMBERS. 
          WILL YOU BE PROVIDING THE FINANCIAL INFORMATION ON HOW THIS PROJECT WILL GO FORWARD AT OUR
BRIEFING TOMORROW? THANK YOU FOR THE QUESTION, COUNCILWOMAN . CHAIR,
WE'RE WORKING THROUGH ONE LAST ISSUE ON THE LEASE AGREEMENT WITH UNTD AND WE'RE HOPEFUL TO GET THAT FINISHED. IF NOT,
WE MAY HAVE TO PUSH THE PRESENTATION, BUT WE'RE STILL WORKING THROUGH THAT RIGHT NOW AS WE SPEAK. 
          WE'LL HAVE AN UPDATE LATER, PROBABLY AFTER I HAVE A CONVERSATION WITH THE CITY MANAGER. 
          [01:45:01]
GOT IT. THANK YOU. MOVING ON TO H. THIS IS THE FACILITY CONSTRUCTION UPDATE. 
          I HAVE A COUPLE OF QUESTIONS ON THAT. I DON'T KNOW WHO WANTS TO COME ANSWER HIM,
BUT THE FIRST ONE IS ABOUT THE STATION 18 RELOCATION. MY QUESTION ON THIS IS THERE'S INFORMATION ABOUT PURCHASING THE
LAND. 
          I WAS WONDERING, I THOUGHT THAT THE DEVELOPER WAS GOING TO GIVE THE LAND. 
          IS THERE ANYTHING YOU CAN SHARE ABOUT THAT? SO DANIEL SALAZAR, EXECUTIVE ASSISTANT CHIEF YOU'RE TALKING ABOUT REPLACEMENT STATION 18. 
          SO THAT'S COMING ABOUT THROUGH A TIF DOWNTOWN DALLAS CONNECTOR TIFF. 
          THAT'S MOVING THROUGH THE PROCESS OF APPROVAL,
BUT THE EXISTING FIRE STATION, THE LAND WILL BE PUT UP FOR SALE. 
          WE'RE LOOKING AT A START UP OF THE CONSTRUCTION. 
          DECEMBER OF 2026, WITH COMPLETION LATE 2028. AND IS THERE A BUDGET FOR THE STATION? THERE IS. OFF THE. IT'S IN EXCESS OF 20 MILLION. 
          I DON'T HAVE THE EXACT NUMBER FOR YOU. THAT WILL BE A TWO STORY FIRE STATION. 
          OKAY. AND IT'S ALSO GOING TO HELP US TREMENDOUSLY AS FAR AS CAPACITY GOES,
BECAUSE IT'S GOING TO DOUBLE THE SIZE OF THE EXISTING FIRE STATION. 
          WELL, IT'S DEFINITELY NEEDED AND IT'S DEFINITELY AN IMPORTANT LOCATION AS WE'VE HAD A HUGE
AMOUNT OF DEVELOPMENT THERE. 
          SO MY NEXT QUESTION IS ABOUT THE ROOF INSPECTIONS. 
          THANK YOU FOR INCLUDING THAT. YOU'VE ALREADY DONE 15 OF THEM FOR THE HVAC MAINTENANCE. 
          HOW MANY OF THOSE STATIONS HAVE ALREADY HAD THAT? YOU SAID THAT IT WAS UNDERWAY? SURE. SO I'LL DEFER TO OUR FACILITIES. 
          SUPERINTENDENT. HE'S NEW TO US. HE'S BEEN WITH US ROUGHLY TWO MONTHS. 
          SCOTT ENDING. AND SO, SCOTT, I'LL LET YOU HAVE THE FLOOR FOR THAT. 
          CHIEF, DID YOU HEAR ME? WELL, YOU GOT TO MOVE THAT THING REALLY CLOSE. 
          THERE WE GO. THE MAINTENANCE PROGRAM THAT HAS BEEN ESTABLISHED,
THEY'VE GONE THROUGH AND THEY'VE IDENTIFIED ALL THE STATIONS AND WITH ALL THE CURRENT DATA THAT THEY NEED IN ORDER TO MAKE ASSESSMENTS AS TO WHAT THEY NEED TO DO FOR THE DIFFERENT
SYSTEMS, BECAUSE EACH STATION HAS DIFFERENT COMPONENTS AND THINGS LIKE THAT,
THAT WILL NEED DIFFERENT TYPES OF MAINTENANCE DEPENDING ON WHEN THEY WERE INSTALLED, HOW OLD THEY ARE, AND SO FORTH. RIGHT NOW, I BELIEVE THERE'S AT LEAST 11 STATIONS THAT HAVE
BEEN IDENTIFIED AND THE PREVENTATIVE MAINTENANCE IS TAKING PLACE RIGHT NOW. 
          OKAY. WELL, IT'S VERY GOOD THAT WE'RE DOING THIS PROACTIVE MAINTENANCE. 
          THANK YOU. I WAS REALLY GLAD TO SEE THE UPDATE ON THE TRAINING TOWER ON THERE AND THE WALL
FOR THE MAINTENANCE BAY SO THAT WE DON'T HAVE IT COLLAPSE. 
          AND IF WE COULD ADD A START DATE OF THESE PROJECTS TO THE REPORT SO THAT WE CAN TRACK IT
OVER TIME, IT'S IMPORTANT WE GET THOSE TAKEN CARE OF. AND THEN THE RESTORATION SORRY,
THE RENOVATION OF THE FORMER STATION ON HAMPTON TO BE PART OF THE QUARTERMASTERS BUILDING. 
          IS THERE ANY OTHER PLACE THAT COULD GO? I MEAN,
IT SEEMS A LITTLE BIT ODD TO TAKE AN ENTIRE FIRE STATION AND MAKE IT INTO A QUARTERMASTER FACILITY. WELL, IT WOULDN'T JUST BE THE QUARTERMASTER FACILITY,
BECAUSE WE'VE GOT PLANS TO. 
          WE WOULD HOUSE ARSON THERE ALSO. AND THEY WORK. 
          THEY WORK SHIFT WORK. SO THEY'RE THERE 24 HOURS. 
          THEY WOULD SLEEP THERE. AND THE QUARTERMASTER PROGRAM IS A 24 HOUR SHIFT. 
          SO IT'S SORT OF FITTING THAT IT'S A FIRE STATION. 
          OKAY. WELL, I DIDN'T KNOW ABOUT THE ARSON PART. 
          THAT'S GOOD TO KNOW. SO WOULD YOU HAVE ALL THE ARSON INVESTIGATORS? AS MANY AS WE CAN FIT? OKAY. GOTCHA. OKAY. THANK YOU. 
          ARE THERE ANY OTHER QUESTIONS ON H. OKAY. I IS ABOUT FLEET. 
          ANY QUESTIONS ON THAT? FOR THE APPARATUS THAT'S ON ORDER. 
          THAT'S SUPPOSED TO BE DELIVERED BY THE END OF THE CALENDAR YEAR THAT YOU NOTED. IS THAT IN
THE FISCAL 25 BUDGET OR IS THAT HOPEFUL FOR THE FISCAL 26 BUDGET? SO THE ONES THAT ARE SUPPOSED TO BE DELIVERED THIS CALENDAR YEAR. 
          PART OF THOSE WILL BE THIS THIS FISCAL YEAR. THE OTHER ONE WILL BE AFTERWARDS. 
          ANY THAT ARE HAPPENING AFTER OCTOBER WILL BE THE FOLLOWING FISCAL YEAR. 
          OKAY. WOULD YOU JUST FOLLOW UP AND LET ME KNOW HOW MANY? I THINK THERE'S FIVE THAT ARE ON ORDER. IS THAT RIGHT? HOW MANY WERE ALREADY PAID FOR UNDER THIS FISCAL YEAR? AND HOW MANY YOU'RE BUILDING IN FOR THE NEXT BUDGET? 
          [01:50:03]
YES, MA'AM. THANK YOU. OKAY. OH. I'M SORRY. GO AHEAD. 
          SO AS WE PREPARE FOR STATION 18 TO OPEN IN 2028 THAT FACILITY WILL BE A LARGER FACILITY
THAN WHAT IT'S CURRENTLY. 
          SO ARE WE PLANNING TO PUT THAT INTO WHICH BUDGET FOR THAT? ADDITIONAL EQUIPMENT FOR THE ENGINES. WE HAVEN'T DECIDED THAT THERE'LL BE EXTRA EQUIPMENT THERE. IT'S JUST. IT'LL BE BUILT WHERE EXTRA EQUIPMENT COULD BE THERE IF NEEDED. 
          WE SEE, LIKE WE DO, RUN OUT OF SPACE IN DOWNTOWN. 
          WE LOOK AT WHETHER WE SHOULD HAVE EXTRA ENGINES AT THE FIRE STATION 18. 
          BUT WE'LL BE DRIVEN BY THE DATA. OKAY. AS WE WORK ALSO ON THE RENOVATION OR THE NEW FIRE
STATION BEHIND CITY HALL AND TYING IT INTO THE CONVENTION CENTER. 
          I DON'T KNOW WHAT THE OVERLAPS ARE, BUT APPRECIATE THINKING AHEAD,
POTENTIALLY MOVING THOSE ENGINES OVER TO 18 DURING CONVENTION CENTER CONSTRUCTION. YEAH. THANK YOU. 
          OKAY. THE NEXT ITEM IS J. AND IT'S THE PROFESSIONAL EMPLOYER ORGANIZATION FOR PUBLIC
SAFETY. 
          AND, YOU KNOW, AS YOU CAN SEE, WE'RE EIGHT MINUTES TILL 3:00. 
          AND THIS IS A BIG BRIEFING. SO, IT'S BEING BRIEFED AT GPFM,
WHICH IS GOVERNMENT PERFORMANCE AND FINANCIAL MANAGEMENT. 
          IT'S BASICALLY OUR BUDGET COMMITTEE, AND THEY DO HAVE IN THEIR PORTFOLIO,
HUMAN RESOURCES. 
          BUT SINCE THIS IS REALLY ALL ABOUT PUBLIC SAFETY,
I WOULD JUST REALLY RECOMMEND EVERYONE ON THE COMMITTEE IF YOU CAN PARTICIPATE IN THIS DISCUSSION. THIS IS AN EXTREMELY IMPORTANT ITEM. 
          I'M WONDERING IF YOU COULD JUST MAYBE GIVE A SHORT SYNOPSIS OF WHAT WE'LL BE TALKING
ABOUT. 
          CHIEF? YES. THANK YOU FOR THE QUESTION. THIS PROFESSIONAL EMPLOYER EMPLOYEE ORGANIZATION
ALLOWS US TO REHIRE NON UNIFORM MEMBERS IN A POSITION IN SOME OF THOSE HARD TO FILL POSITIONS TO BE ABLE TO GET THAT
EXPERIENCE THAT WE LACK SOMETIME IN THOSE HARD TO FILL POSITIONS AND BRING THEM BACK TO BE ABLE TO HELP THE CITY CONTINUE TO GROW
ITS PROGRAM. 
          ON THE FLIP SIDE, FOR PUBLIC SAFETY, WE CANNOT USE THE PEO FOR THAT. 
          AND SO, WE'RE LOOKING AT DOING A PILOT PROGRAM THAT'S VERY SIMILAR INSIDE OF OUR
MARSHALLS. 
          DALLAS CITY MARSHALLS THAT WILL ALLOW US TO HIRE BACK SOME OF OUR UNIFORM MEMBERS THAT
WERE POLICE OFFICERS TO HELP IN CERTAIN AREAS BY USING THEIR PRACTICAL EXPERIENCE AS WELL AS INVESTIGATION AND ALL THESE DIFFERENT
TANGIBLE THINGS THAT WE FEEL THAT WILL HELP US AS A CITY. AND SO WE'RE LOOKING AT UTILIZING THAT PROGRAM KIND OF KICK START LOOKING AT HOW WE
CAN MORE EFFECTIVELY HELP OUR CITY AS WE CONTINUE TO GROW AND UTILIZE SOME OF THE REHIRES TO BE ABLE TO HELP US IN THOSE
ENDEAVORS. 
          EXCELLENT. IT'S A VERY IMPORTANT STAFFING TOOL,
AND SO I'M DEFINITELY LOOKING FORWARD TO IT. 
          NOW, I SEE CHIEF SARMIENTO IS UP THERE. WOULD YOU COME DOWN FOR JUST A MINUTE? SO, YOU HAVE A NEW INTERIM ASSIGNMENT? MEANT YOU STEPPED INTO THE ROLE PREVIOUSLY CHIEF
HUGHES HAD BEEN IN, WHICH IS? YOU'RE RUNNING THE MARSHAL'S UNIT,
IS THAT RIGHT? YES, MA'AM. WELL, I WANT TO SAY CONGRATULATIONS FOR SUCH A BIG JOB. 
          AND THANK YOU FOR STEPPING UP TO DO IT. YOU HAVE ITEM K? I DIDN'T HAVE ANY QUESTIONS ON IT OTHER THAN I WANTED TO SAY CONGRATULATIONS. 
          AND THANK YOU FOR DOING THIS. NO. THANK YOU. AND I'M VERY EXCITED TO WORK AS AN INTERIM
FOR THE CITY MARSHALS. 
          I WANT TO THANK CHIEF COMO AND CHIEF ARTIS FOR GIVING ME THE OPPORTUNITY. 
          AND I'M GOING TO DO MY BEST. IT'S TOOK ME OUT OF MY COMFORT ZONE. 
          IT'S A LOT TO LEARN, BUT I HAVE TWO OF MY CHIEF DEPUTIES THAT ARE VERY SUPPORTIVE,
AND, YOU KNOW, I'M GOING TO GET IT. SO I'M LOOKING FORWARD,
AND I'M A AGGRESSIVE PUSH FORWARD, WHATEVER THE VISION THAT YOU ALL WANT. 
          GREAT. THANK YOU. AND THEN DID YOU HAVE A QUESTION? YES. THANK YOU. SO THE QUESTION IS AS WE'RE HIRING FORMER OFFICERS ENSURING THAT THIS
WON'T AFFECT THEIR PENSION THROUGH THE CONTRACTS THAT ARE THE STRUCTURE THAT IT'S GOING TO BE IN
THE WAY WE'RE GOING TO DO THE STRUCTURE. 
          MY UNDERSTANDING IS THAT IT WILL NOT AFFECT OFFICERS PENSIONS. 
          THAT, THAT'S CORRECT. THAT'S WHY WE'RE UTILIZING THE MARSHAL'S OFFICE. 
          THE MARSHAL'S OFFICE IS INSIDE A TOTALLY DIFFERENT PENSION THAN THE DALLAS POLICE FIRE
PENSION SYSTEM. 
          SO, THIS AVENUE ALLOWS US TO BEST AVENUE TO BE ABLE TO LOOK AT A PROGRAM LIKE THIS. 
          [01:55:06]
THANK YOU. OKAY, WELL, BELIEVE IT OR NOT, IT IS 2:56,
AND WE HAVE COMPLETED OUR AGENDA. 
          SO, I WANT TO SAY THANK YOU TO EVERYBODY. WHAT A GREAT MEETING TODAY. 
          AND THE MEETINGS OFFICIALLY ADJOURNED. THANK YOU.
* This transcript was compiled from uncorrected Closed Captioning.