Policing in Fullerton: A Virtual Town Hall Meeting

Hello everyone welcome to this special we are here live my name is Ahmad Zahra I am a city council member here council member since 2018 and I wanted to I always believed in good governance starts with good communication and I know there’s a lot of concerns likely any questions about policing unfortunate so I wanted to make sure that we put together this so we can answer some of those questions and address some of the concerns with me today is our co-host Leanna Forcucci from the Fullerton Collaborative and we have also have online these boxes that you see you’re seeing on your screen from their homes collaborative and also a lot of board members were going to chime in with some community questions a little later I want to really thank the clarity for this effort helping host our guest is Fullerton Police Chief Bob Dunn who is going to be answering a lot questions giving us some details about the Fullerton PD and some of its operations and hopefully taking questions from members of the public as well what we’ll start with some questions then I will ask questions and community questions asked by collaborative board members and then after that Debbie is monitoring the facebook feed live she will also present submitted questions there and take those off. Before we start I am going to give the floor to Leanna and discuss what the Fullerton Collaborative is I am Leanna Focucci and and I am the board chair of the Fullerton Collaborative. Yes, we are about a backbone organization in the city of Fullerton to support our nonprofits doing the work in Fullerton as long as violence partnered with businesses or school districts in our city programs our main goal is to make alerts in the best to be that inconvenience of work together to make that happen so I appreciate you but it might be an important collaborative to be a partner’s conversation today thank you very much Leanna and this this event

will be archived later on and watch all of it now our folks when I watch it later on people will be on the Fullerton Collaborative or Facebook page and website so without further ado I’d like to welcome our chief and we’re gonna start with a question if you share with us professional and personal background and how you got here Coast we grew up in upstate New York shortly before I was born my dad took a job in Nashville Tennessee my dad sold uniforms to police officers and firefighters that’s how I got kind of an affinity for law enforcement so it was actually born in Tennessee but we quickly moved back to Newark I grew up there until he moved to Anaheim California had a family that kind of came out here my dad job transfer on my 14th birthday I signed up to be an Anaheim police Explorer that was in June of 1993 and I was at my PD is Explorer dad and then all for the ranks as an officer so I left there is a lieutenant in January of 2018 to come to Florida as a captain in January 15 and I was so the forward Police Department of the full service Vista Police Agency so at the top of the organization is the Chief of Police my position I’m also the city of Thornton director information technology so I also manage the IT for the entire city right now below me are two captains both of those positions are currently vacant and have been since August of 2018 so I operate with a retired annuitant a retired captain from the animenews Berman who is assisting me in that overall and he works 960 hours or part time and then currently what we’re doing is we’re taking all the lieutenant’s of the organization and rotating it through the second captain spot to expose them to that position and then when that is concluded we’ll make a selection of captain from in-house people so it goes chief captain there’s two of them we have five police lieutenants in the organization four of those lieutenants no that would be like the first level of management in the police department for those lieutenants are assigned in patrol to cover our 24/7 control operation and we have one lieutenant in our traffic section and then below that we have a host of sergeants I think we have number we have 20 targets and those are the front level supervisory frontline supervisors for our patrol officers and they also supervise the various aspects the department and then we have a position called corporal in the organization which is like an introduction to being a supervisor as a test at position and then we have our officers and that’s kind of on our supply side so in the in the law enforcement vein we take care of control operations which is our backbone we also take care of investigations which is crimes persons and crimes property to not give you an example our homicide men adore a major assault unit with the French persons and our grads property and would be our burglary or out of that their generalized so there’s five detectives each area and each group separates the crimes based on who the victim is we also have a small gang unit of one sergeant and two investigators and then we have a small what we call directive enforcement team and that team is utilized so you kind of help with neighborhood problems that pop up and that’s one started to investigators most notably if you follow us on social media they recently have been doing fireworm abatement the ramp up to 4th of July we also have a cello program very long-standing almost

liaison officer program that’s two officers whose full-time duty is to work with our homeless neighbors they are assigned out of our Patrol and we also have a two-person what we call echo in it the echo unit their responsibility is to work with our businesses in downtown to help with any kind of complaints or enforcement what we need when we’re not an echo of an environment in our downtown is very vibrant at especially on weekend nights they get on with our business owners and also are dedicated to the egress time that’s what role so that kind of takes but it’s also say that we have a training unit one of the things that we focus on a lot and fluidity is that most of our for the people that work here as police officers we hire and we have the place with the academies with that job is very time-consuming become a sergeant two officers in that unit we also have an officer who’s assigned to the police academy so when I say full service and explain and see it is to provide all of those services under one department and so we have to take the calls for services they come in answer 9-1-1 calls and get volume by concerns and we have to investigate our sworn ransom so we are technically authorized 150 officers were funded for 140 and we’re currently at 123 and of that if you there is a hundred eleven employable officers in the organization today so and it’s highly maybe 2008 they were at a hundred names for officers so you can see that working for down quite a bit yeah and just to talk about so there’s a whole other side of law enforcement that isn’t in the police rotors learn world and that’s our civilian professional staff there are many people who make a whole career out of working in our records deception until recently we had recently out sports that company we have parking control officers and only two secretaries and things of that matter people who fulfill those of other rules and don’t need to be done by a community liaison and on uterine cancer so that’s basically gives you the structure than the partner thank you and then what one of the things that people ask about is obviously our concepts and I know there are some questions here that we’ll get into those so for our policies and procedures we contract with a company called Alexa poll which most of initial agencies around our view do that have two reasons the first one is the intensiveness of the labor that it takes to craft and keep up with policies we don’t have the staffing to do it and more importantly there are so many changes in our profession case law judge could make a decision somewhere or the ninth district court of appeals to make a decision that affects our ability to do something and it needs to be immediately reflected in our policy that we don’t have someone that’s monitoring that constantly we would lose our ability to be in compliance so flexible provides that for us and will send us those critical alert updates so they take the best practices in our profession and apply them to policy now that doesn’t mean that Fortune can’t tweak those policies that make them more fluent and specific but in order to have a relationship of lexical to where they will provide the service to us and standing with us if we were to face a lawsuit or something as relates more velocities we have to stay within kind of the framework of their policies and so that’s where they’re derived from it’s a private company and I believe it was started by retired CHP officer and attorney and now has become a very large corporation that services not just California police agencies but all the United States I think because we have to be honest the questions perfect thank you mine so I just thought if he had answer very rocks joy minutes and if he’s ready to go so uh hi my question is what training

do police officers receive on de-escalation techniques so de-escalation is programmed into several levels of what so I should start by saying most California news agencies subscribe to the tenants set forward by the Commission on the piste asura standard to train and that is a commission made up of enforcement officials and some elected officials of which the governor has some oversight of and they prescribe the training that we’re going to receive so all the numerator you to some of the trainings we receive that includes that escalation and also takes into consideration those are mental health crises or experiencing homelessness so every new officer and any civilian that has public contact receives at two days 16-hour ports from the florida police department on crisis intervention we also have four hours of both training which includes mental health updates and homelessness and policing our Academy recruits get twenty-one hours of training related people with disabilities in urban crisis our field training officers those who will be charged with training those new officers when they come out of the Academy they actually get an additional eight hours so they could help impart that kind of culture to our officers and that training rhl those the two officers that I mentioned that are there full-time focus is to DA’s on with our almost papers they received ninety five additional hours of training that includes mental health of de-escalation then to talk about our arrest control technique so every two years we have use the force training which includes deescalate these things communicate better with individuals to try to get them to a point where we don’t have to use force then we also have racial bias training which includes taking situations from here and trying to get them down and level and that occurs every to eat well it’s post in Korea five years we do it every two years and then every two years we implement our own training so we take situations that have occurred or officers of experience and we turn them into training opportunities so that we can we have a critical incident career we look at tactics training policy procedures equipment and see if there’s anything to be continued to affect some sort of change that so that we don’t have the same outcome hope thank you that’s right you’ve done my questions kind of like a hot topic right now but in your opinion what kind of calls could be better handled by police officers so one of the examples of that would give you is we do have an angel program amongst liaison officer programs but what we’ve done in the past is partnering them with members of state and for example or most average provider or we have a mental health condition to write it what we found is a lot of these other professions that have a need to go to someone’s home to follow up like our Child Protective Services they have the skill set that they need to go in there and handle the situation but it’s the part that rendering it’s safe that they want the police so generally when we find ourselves in those types of situation is a company not there initially rather than saving and then allowing the professionals to carry on the work that they do in a very professional way but I think it’s a conversation that we need to continue to have we of course on to get whatever person that we’re encountering the best health then they need to have the best outcome and if that’s someone other than the police that I’m absolutely prepared to have that conversation what we I think over time the police when you don’t have supportive services or when someone doesn’t successfully complete a program or they’re unsuccessful in living in it maybe emergency shelter at they’re kicked out there’s not something that grabs then after that to try to get them back on that path and generally that will generate a call for services so the police have kind of become that point of contact with individual or the expectation of the community is that the police are going to go out on triage that and try to get them to the best outcome and sometimes I’m sure you’ve all experienced it they’re not ready for that outcome at that moment and so we

don’t have the time or the resources to spend that extra testing time with them but that’s why we partner with mental health yeah thank you thank you good evening Chief Dan how are you so softball question here what disciplinary actions and or transparency models will be used if an officer engages in race or gender based violence so I think first of all we have to denounce any type of lies we should not in point by amazing weather the images without Elias is your race gender creed whatever it is it doesn’t have a place in law enforcement and so I think by saying it and as an organization suiting that or when we’re in our community interacting not employing that is the first way to e transparent and to show that we would hold each other accountable if someone were to engage behavior there are a lot of current laws for example that have so I think the most important piece remember is there’s a police officer procedural Bill of Rights and that is kind of prescribes what we can talk about what we can’t talk about it relates to officer misconduct but over time the legislature has enacted laws that have kind of allowed for additional levels of transparency there for example asking 4021 which talks about optimist conduct sustained misconduct for truthfulness a type of sexual misconduct in officer engages in something that injures someone to the point where they have to be a part of the injury we are to this closed eyes of the public and it goes back it’s not something that just started on the log on took effect that goes back in time to any records that we have I think four times a bit very progressive in this vein and I want to say that this was an unfunded mandate from the state and it’s something that has taken a great deal of staff time to be in accordance with because we have do read actions for victims of crimes we’re talking about in some cases VHS tapes that it’s hard to even find a machine that can do that anymore and convert them to digital but I say all that to say city of Thornton calm /sb 1421 you can go on there and see all of the records that we have produced related to what is required by law to release to our public work to my knowledge the only city that has put that up proactively on a website for anybody to go in not even having to ask and see what is what is out there I think that says a lot about what our posture is towards exposing what we can based on a framework of law about officer misconduct what was the second part of transparency model I think that also a less the transparency the other thing that I to touch on here is that there is another there was like a corresponding assembly build up with that that requires the release of the videos so those critical in speed community briefings that we published we were the first before cutting agency to do that those are required by law to be due to be put out and we do that so it’s without talking about specific cases to say if this and that how the disciplinary process works is the case comes in so it will all use it from the standpoint of the citizen if a citizen isn’t displeased with the services they receive from us or they didn’t like what they saw on surgery they fill out our complaint form our complaint forms are on the outside our counter you don’t have to ask someone to get a copy of the form you don’t even have to use the form if you don’t want to you could just email me directly I have started internal affairs investigation and based on a comment I saw export you know there is a myriad of ways that this conduct can be alleged that is sent to our internal affairs office they will do a workup of the case and from the time that the conduct is known to the department to the time that the Chief of Police gives the officer the intent to discipline is one year we have one year to investigate that and that seems like a long time when you’re talking about a lower-level misconduct but if you’re talking about a complicated case we were doing audits of video and things that you can go by very quickly to be honest and there isn’t a lot of latitude for us

to take beyond that here and so they do the case they bring it to staff and when I say staff is to Chief of Police two captains when we have them and then internal affairs and our our data to clients individual the one that’s going to produce the stuff present work 21 and we discuss the case and then I decide what the discipline is going to be and so that’s how the process goes and it can be so the lowest level of and it’s not even considered discipline on our matrix would be for example if an officer backs into a pole and there’s no damage to the pole and no damage to them the car I did have them written up and say we discussed what officer done importance of the safe operation of this car that would be what we call a supervisor say Shamala the next level up would be a written reprimand and then above that would be suspension from duty it could be the removal of a friend it could be it could be removed from your assignment and then ultimately it can be terminated and I’ll talk just through that process for a second so once I impose discipline anything that causes a monetary loss to the officer so if they get reduction in pay if I give them time off without pay if I terminate them from the agency I serve them with the notice that they’re going to be disciplined and I intend to fire them for example they have the right to have what’s called a Skelly meeting with me will be to sit down with their attorney and explain to me why they think what I’m doing is to arm or in some cases they’ve accepted the discipline and apologize once I render my decision I would give them a notice back saying I’m terminating the next level of Appeal for that officer is to the city manager and the same theory occurs again the whole case goes from is from the police department to the city manager’s office the City Attorney’s involved they review that and as the manager Peter agrees your disability police if let’s say the city manager in Green’s termination was appropriate the next step would be to go to arbitration and the results of that arbitration will be presented to City Council and the City Council would that be all – a decision on that discipline as it relates to the misconduct allegation on top of all of that after we do those cases whether it’s sustained discipline or not sustained discipline the office of independent review takes a sampling of all of our cases in any case and involved a sergeant or above and all of our use of force for the year and they look at them all and see if are we adequately tracking our use of force documenting our use of force 240 degrees of force are we not acquit investigating these misconduct are we recording them are we talking to the right witnesses in some cases they will say you should have talked to this person each other than this and then we take that information and we use it to get better at the practice and so that is another level that kind of takes place after the fact to make sure that what we’re doing is right in review what are the oversee compare with okay so their relationship with the city for that started after the click comment sensitive where they came in and took a holistic look at the entire department produce several reports on their website create the mall actually have them all on my desk and and so the chief of police that is charged with looking at what their recommendations are and trying to make them fit into the organization that organization began as an oversight group of Los Angeles County Sheriff’s Department and then it sort of branched out it’s all attorneys and I will tell you I’ve doubled them since that wasn’t kind of mine and there is no better group to ask very tough questions what they need to be asked they know I have a tremendous amount respect for them and I think there are some in our profession that some on the outside of our profession to think that they treat us with kid gloves they absolutely do not they will ask the toughest questions and they published a report and it’s my responsibility to reply to it so it’s not have input into their final product they do it on their own and they’re looking at it with a very critical eye and so they started with that relationship there was a lot of reforms that came out of that the way that we track force and to be honest we’ve done a lot more since then and now what we’ve retained them to do is to do just by the describe so they get they can either ask us for or we would provide a sampling of our internal affair investigators any internal affairs investigation that includes a sergeant or above so if you’re a cheating unit plane lieutenant get a plate they’re getting in automatically they also look at all of our uses of force for that the calendar period and they would they will one look at our use of words to say hey you found this person in policy if it was automatic but moreover what they’re looking for is are we identifying trans sooner than later are we looking this one officer keeps coming up over and

over again what do anything about it and we have systems in place we use a system called ia pro or routine you can look it up it gives us those early warnings on particular individuals should they should they activate the thresholds the other thing that that system does and we’re utilizing now for the very first time since I got here is it tracks what application were using so if we were to use a wristlock control it doesn’t work then we can look at that report and find out the circumstances and when we go to that train that I talked about we can train to the technique to make sure that we’re playing it correctly so that we don’t have to have your somebody or prolong an altercation facility so the system also allows us to get better at doing it and utilizing as a training tool so and oh I are has unfettered access to all of that and then they produce their report which is put on their website and I go through it commenting if you want to ask questions please go ahead and ask yeah thank you so you talked about the reviews that you’re doing about the use of force are you considering reviewing your policies or changing your policies based on what you learn and if so what’s the process to do that yes so as I said we need a critical incident happens my job and the job of my executive command is to take a look at package train policy procedures and see if any of those things affected the outcome in a way that that that didn’t have to happen and what we do to change that so that’s on every critical incident and or when there is a change in law so if the legislature that’s the law or there’s a case law where a judge makes a decision those changes in our policy would come from a lexical or provider but also as it relates to the current conversation in our nation we and I talked a little bit about whoever Newsome having oversight of the post police officer standards and training first of all he appointed director and one of the things that he did kind of what the onset was to say that you’re no longer allowed to used the carotid merciful and I need to say that heat disallowed the use because he can’t do that had what he did was deserted by the train so any new to see that chooses to continue using that restraint would do so and without the direction of closed which we take a lot of our bodies composes who mandates our training how much training where and when and how and so on the 7th of June suspended that practice here permanently so we do not use the grotto restraint building or and that was something that was done we need to be upon receiving notice from post so there is a lot of ways in which our policy can be reviewed and or change to me I have the authority to change at any time based on you know my assessment whatever thank you anything so my question is what external accountability structures are you putting in place to proactively address how implicit bias racism and misogyny impact the performance of your officers and your institution as a whole so I think the first piece again goes to denouncing that practice we are in our profession racism misogyny any of those types of bias that no place in our profession and so as an organization living that every day and how we interact with our community is probably the most outward thing right training to that and understanding that we have to have conversations around those when they come up is absolutely something that were committed to and we do here I think that we have a fairly diverse organization and a lot of those conversations occur between our officers they’d be much more free Kovac because means that rankings right now they’re not meeting in person but those conversations happen quite a bit the other thing is when I talked about the complaint process on the complaint form that you would see is if if the person filing complaint believes that race or gender or creed or any type of protection was violated and or the impetus for their contact that employees they check that box all of those cases are sent from here and at the conclusion and reviewed by the Department of

Justice as a law so they have them so Attorney General de Serres office will look at all of those ones where people claim that racial bias or gender bias or any of those was the impetus for their contact with the police or it came up their contact with police and they will look at the quality of our investigation to see that we addressed that particular issue amongst the other issues they need outlined in that complaint so they’re they’re kind of like the biggest level of oversight and public oversight that we have and then of course by our would review those cases as well to make sure that we are responding and investigating those things through and then it’s my job as a chief of police if firing the officer is more so many professional employees engaged in that type of behavior to hold them accountable and absent the police officer Bill of Rights I could probably publish it on the website a chief I know you already talked about the homeless liaison officers but if you could talk more about their role and how how often you use them and who they partner with and what have been some of the results or outcomes of the program sure so we have two full-time liaison officers they’re released one police officers what we’ve done of late coming the last year to happen is if you’ve changed the vehicle and they drive in there’s been a lot of studies around people who are in mental health crisis where people were experiencing hospice and distress for law enforcement and so we bought them a vehicle all black Ford pickup truck and they controlled the city forty hours making each and some days there with our outreach workers for the city net which we defined and I’ll talk about in a second and then we also taken our mental health clinician is a county of orange clinician and he rides with them and they go to the areas that we get the most complaints would be to probably that sixty percent of my day is spent responding to complaints about homelessness in various areas of the city and I think the first realization that we had to make when we created the program visit we’re not going to arrest our way there’s a lot better ways to go about it and the police permit is absolutely willing to be a partner identifying and trying better wasted and the a chola program is one of those ways they they have the time they’re not always chasing the radio so they can spend that the lecture moment to develop that trust what we found is the more time to go back and visit or times we get to know somebody you might catch them on a day when they’re willing in taking to help and we can work with them to get to a more permanent solution given the availability of a permanent solution behind that emergency I would use I guess most recently we had an encampment here in Gilbert blends in and that entire operation went without one arrest it was no reason for us I mean leading up to and during talking to the members of the homeless community trying our very best to get them onto a path of success letting them know that we were coming this in this particular day a part of that was balancing the complaints of area residents to about the situation there so we also have a responsibility to do enforce in propria when we believe that it will lead to some sort of result and so we have to balance those things when we encounter situations like that I think that those officers doing pretty well our partners at city Dan they’re improving entity in the men and the homeless community they are a lot of connections to get people to a lot of places and hopefully on the best path of success and we’ve had great success with them and before I came here and now speaking Fortin and then our condition you might as well be here full-time because even when he’s off duty we’ll be calling him say hey be encountered so so again today generally we can field by page because that’s the kind of rapport that our officers have our homeless liaison unit with or almost neighbors hey I only think we have an opportunity and he will either send someone or meeting himself would make yourself go so we’ve been able to create those types of relationships talking about planning for a second one of those moments news on officers is paid for by the public safety task force for Orange County and that’s a grant that we got with Josh Newman castilho senator and we’re coming into the last year of funding that’s what also funded a beautiful 4-h all those to drive it also is what funds my ability to pay sitting at for their services and so that it doesn’t come out of the same general

fund and then and also we’ve also found in this that sports that it’s important to give to programs in our community that have success in this area and so we also fund what we call community building organizations or CEOs out of this task force and the chief gets to select those who receive funding to try to affect either youth violence or city vism and or homelessness so I think that program has not less made great inroads in the each other topic which is budget of just one end of Kenneth scrolling through so the common CX would have reiterated something enough for those who are just joining these questions hearing are were submitted by members of the public and then were organized by the collaborative not by being more the chief and organized in such a way back I received his degree today and they were given to the elaborative members to ask those questions on behalf of this one to make clear people going in there were more than we can probably get to or trying their best if we have time to be and we will take more than work on the list and we have already or possibly some of my hello everyone chief done can you provide more transparency since we were just talking about budget and how a lot of these programs are not actually coming out of the city’s budget so what is in that 47 million dollar Fullerton police department budget and for example why do we have 30 thousand hours of overtime which is more than 14 full-time employees thank you so the 47 million dollar budget is abuts appropriated by City Council I don’t think it’s changed as I’ve been achieved it’s been the same since I’ve been the chief of police it a lot of it is salaries and benefits for the employees but we do need employees to provide the services that the police department is required to provide a community in there would be also the replacement of vehicles which issue our patrol vehicles are replaced out of the city budget but are non marked vehicles are these motorcycles for example I pay for this year asset forfeiture funding because it wouldn’t be any money to to change those vehicles out so they provide those they provide the initial set of training for the officers that have to go the Academy and I think I set out to get beyond says that we’re an organization it doesn’t always get a lot of lateral officers officers who have experience elsewhere and want to come before Jim we generally find that we have better success at recruiting from people who want to go to police academy in that process longer and lots more money and there’s a host of reasons for that for example I’m sure everybody’s familiar with pers a purse classic member so that’s the Public Employee Retirement System is a 3% in 15 formula in Thornton if you were a classic member somewhere else if you want to come to fortune as a lateral officer we won’t honor that we make you we put you into a different tier was called 3% and 55 so a lot of times when we’re recruiting in different events and people find that they have to work five additional years coming here today and she’s not tough so what we found is as we spend time trying to find the right place we grew from and recruit from people represent more we find to be a better success in increasing from new hires well that costs more money but once we must be higher you you’re responsible for maintaining your uniforms we don’t have a uniform budget that supports buying uniforms for our officers they receive a stipend at their pay for beautiful allowance so generally those go for and then we have copiers and computers and all those those items are like what they called inter governmental charges so the city will bill us for more bytes the allocation so out of the 47 million PD uses this many computers and it costs this much to maintain them

therefore we’re going to send that money over tight or our fleet facilities we have to pay to maintain our buildings that money’s got to come out of there it goes interest as well and then when you talk about the overtime so in order to adequately police the city of origin we have a minimum number of officers and we believe is a quit for people on the street to give a talk I have an emergency we don’t get into the actual deployment numbers but we have a 23 square mile city with a lot of people in it I’m going to give you time and so we we have a minimum number we operate on with I think I’ve talked about at the very beginning of this conversation our deficit of officers so we started with 150 authorized 114 funded that difference in ten just for full transparency when they defunded those officers was to give a raise to the officers that were when I say that but we identified when we looked at recruitment retention for example was we lose officers and after seven years and before 14 years and that’s the experience that we want to keep and so what the city did was a added a step so that after seven years you could attain the step and get a pay raise so basically thinking thank you but recognization of your time on for example and so but not of that so I don’t remember exactly enough evolved using bolt lever it’s like a two billion dollar savings for the ten officers they took the money out of that two million dollars to fund the unfunded as a result of it and put that into an interest-bearing account I’ll pay that down at a later time the remainder is what the officers was seven plus years on and they haven’t gotten that that’s still coming contract so if we’re down those tender were at one forty that we’re currently operating at 123 were down sixty bodies and so we have to make that up somehow that doesn’t account for anything else that goes on if we have a homicide and he to do investigative things we only have ten detectives they’re gonna have to come in and it’ll oftentimes that’s going to take them beyond their fourth week we have to staff the number of patrol so a lot of that over time either goes to staffing patrol or solving crimes the rest of it we do have I’m going to talked about I don’t want to be Merced leaf with vegetables because they also do an important role in authorization we are down one dispatcher so if anybody takes a day off got to fill it with overtime we’re down crime-scene investigator anybody takes a day off you have fallen over time we’re down to partner control officers we don’t fill it over time because no issue citations that day our records area we’re actually going to take them down three bodies to nutrition down to that probably two weeks or so and so all that doesn’t mean that the work goes away it just because we have less people to do it in order to keep up with the work sometimes you have to feel overtime it’s not something that we do really nilly but as far as the thirty thousand fourteen officers we are down sixteen plus an additional seven civilian with vegetables which would be just like a twenty one person deficit Department the targeting would have the way out over the years I do want also this mentioned on the budget we have the context of the city budget so the city we can zoom a little bit more interaction and up question but I do want to make one point ears that because the cities are service providers the majority of the budget he is actually salaries and pensions and so that is where the bulk and it is it’s not an easy ship to steer when the state laws labor union bargaining units then you have to also deal with so it is a it’s not as easy it may not reduce interject one thing about processes related budget when I became the chief in this practice has taken place this year as well when we prepare the budget which is usually in December we start talking about it because it has to be adopted by the council by first you sit down in city mentoring and I say comedians myself and the analyst that is charged with monitoring our expenditures and we go line by line we think we’ve got the $500 for printing you $1500 from travel and training we go line by line and find out ways that we can save five dollars four hundred dollars or pay

mister justify why you need this keep those conversations you have imprinted multi years a tie to the chief thank you chief the police department use a problem-solving approach and interacting with the community when called or a site and arrest approach and if they don’t use a problem-solving approach could it be considered sure say that to be really good at problem-solving means we need to spend the time a particular area that helps study the problem and then really work in a synergistic way or a symbiotic way with the community to help them solve that problem with us unfortunately when you don’t have all the staff that you need that process tends to break down to some extent so if we go to these calls the calls for service as we go to or we do community policing through Environmental Design inspection of a crime I think things for example we’re looking at it with that problem solving I I believe that public problem solving is the most important tool that we use but we also do have the important tool I think I started at least one point in the conversation talking about how we’re not gonna arrest our way out of all of these issues that we have in the community and so the police department does need to be side-by-side and lockstep with our partnering this all these problems but also understanding that sometimes enforcement is the best tool to pour a particular problem or issue and so we can bring that in part to the table and it’s part of our tool belt but I don’t believe it is our go-to tool I believe our tool is to look at things from a problem and trying our best to work with the community to solve their problems more long-term in Detroit thank you hi chief I’ve had the pleasure to really partner with you in the past but the question is what’s the most effective way for the police department to be perceived out in the community as treating all citizens family they get started with actually treating the community fairly and unfortunately and doing our job in a constitutional thoughtful empathetic way that’s probably the first part of that answer but you can’t just do that by there’s money to go over one time so part of it it present we in our community needs us so I think you kind of touched on that was the wind we’re some particular occasion and talk about big issues with the community and partner for long-term success that were there to the extent that we can I know that that’s one of the things that I wanted to bring to force and when I got here was this more synergistic relationship approach to policing and we do that through hosting events with our community so I talked about the incident in August 2018 that was you know where the chief left and the captain left the very first thing that we did was host a meeting here too for our community comes in their police department and talk about the issues and let me tell you it’s a lot of people had a lot to say about of that particular incident and so it’s not to shy away from yes there’s

been wonderful questions and I think one of the one of the questions was in regards to transparency there are a lot of questions that aren’t not answered and I know because of time is that something that we could address after the meeting that’s some questions if you feel redundant so um well the question was by Mary and she wanted to know about fireworks and what is the protocol it seems to be a hot topic right now and in relationship to the police department so I think I talked about 60% of my day is spent responding to complaints about homelessness well the other 40% right now has been responding to complaints about fireworks so as far as the police permit goes last year we did almost no if I were enforcement we recognized that that was our bad and so this year what we did was we spend a great deal of time the last six weeks through our direct enforcement team trying to interdict people who would be selling illegal fireworks to people within 40 so we would scour different sites and we would arrange that and then we would issue a citation and confiscate the fireworks and we ended up with something like over 1200 pounds of legal fireworks we realized that that’s not enough so now are directed towards B team has changed gears into they will be conducting surveillances in areas where we’ve got complaints we appreciate all of the feedback we’ve gotten from the residents on areas that need our attention and so his name is sergeant Patrick in the raw he I had asked him to directly reach out to each one of the complaints to get the scope of the issue what time that they’re in grace we could be smart about how we deploy our resources and work with the neighbors in that neighborhood define the integers and again this would be one of those situations where we would be looking to probably enforce as relates to it but again our officers have to triage those situations it kind of meant to find the root cause and see if we can affect that so right now our driving enforcement team is charged with primarily net that doesn’t mean don’t call us call us we do want to track the calls because it tells us for our deployment next year we also do realize though and I think the public needs to understand as well that this particular year with all of the events be and so a lot of people at home there would want even celebrating some way especially after a long time the in their house and not being able to go out so have a little bit of patience with your neighbors but certainly call us and we’ll do our very best to come out there in effect some sort of situation for either yes we had a question from and John Jane rands she wanted to know in regards to who reviews the policy manuals and how can the community be a part of chain of changing the policies and also there’s a lot of questions about an oversight committee one of the links that we have does not change it is its label it’s under the about us section and it’s labeled ads that policy procedures directives and training and so what I’ve talked about earlier is I’m always interested in hearing feedback don’t miss grants knows how to get a hold of me anybody can email me and ask me question about a policy we also have to understand that those policies are rooted in legal analysis case laws and some of those might not be able to be changed without running afoul of something so I think the conversation needs to happen then absolutely willing to have a conversation about specific policies but we also rely on lexical to provide it for us if we get too far outside of that that we’re going to have to put somebody on that full-time to make sure that we can stay on top of the legal changes that’s as far as that goes I think I’ve outlined a tremendous amount of oversight that happens in the city of origin already absent a type of other renew Ward it’s certainly there are models out there that are prevalent in the police profession in that we could look at those if that was the director for a counselor so I’m absolutely willing to have that conversation as well I just want to recap that the discipline process alone includes our City Council who are elected officials by our community you

also have the office of idiomatic review who scrutinizes all of the investigations that take place but oh and I also should mention and I get kind of giving them the proper building your history but I have a pretty comprehensive juice Advisory Council but representatives from coastal districts that are also listed on our website if you want to see who they are and what they’re about they all have I was on there and we’re going to do a series starting here next probably be August 1st or so and we launched it where we will introduce via social connect video all the members of those boards and one of my business for them and because have another utilize the department is to allow them to be conduits to their community so when they’re in a community and somebody has a question that they can reach out to the member about the chase advisory council who all of them have unfettered access to me they call me all the time to ask me questions about what’s going on and I think the community having a greater awareness of their presence to would also lend themselves to additional so the way that I have these gasta shares is through our crime analyst that works here so last year or so saying together from 619 to 531 20 responding to 49,500 calls for service and that does not include calls that were initiated by an officer so if you flag down an officer or an officer goes out stops pedestrian stops a car so all that stuff is beyond that about 19,000 or 39% of those Falls resulting in some sort of violence as it relates to that from family disturbance two robberies two shootings things of that nature that’s at least the way that is a part of it from our panelists she’s actually out because of the codes I don’t have a lot of ability to ask her to further drill down on things and I can tell you that our transient related calls make up about 16% of whether oral offers respond to and are a cello’s go alone they’ve almost leads on often went to 1730 calls rate which is a lot for two hours I can and I think to know another thing that often gets miss and I just educated the cheese advisory council office is we have a crime mapping website where you can sign up for your address and you can be alerted about time at your neighborhood you see data on crimes have been reported your neighborhood so you have a better awareness of what’s going on it is the hour mark and I want to just acknowledge your time chief and do we want to continue or I can ask okay so another question one was why is Police Department managing IT for the city so there was a over a year ago now there was a breach in data from our eyes insertion at the time of that region happened the director administrative so normally and the normal hierarchy of the city services administrative services form for those in other cities is from finance overseas 19 what that at the time of that all happened our country is Directorate last become sitting on and remember sitting there was a director over that and the city manager wanted sitting in the parking head to oversee it there were some potential criminal implications of that maiden reach there the policeman anyway and they thought at best and I don’t disagree that the person that has the most knowledge about what’s happening put institute policies and changes to prevent further data breaches so that’s why it was assigned to the police and right now we’re still doing investigations and with that personnel related so so all of that immunity Cates for she didn’t even under the chief of

police until that’s information subsided and we can do some sort of difference there okay thank you and there was one and I hope they leave this is addressed by Patricia H she wanted you to describe the process on how and who does accountability for officer misconduct when also including captain’s so the process of how and then who does the accountability for officer misconduct conduct so the ultimate responsibilities now there are times when what officers are alleged to have done words that do criminality in that case I was a partner because it’s been dependent the chief would work with it one-handed for the attorney’s office and we knew that your anytime that we find the case crossing over into the potentially criminal realm to take what we have provided the district attorney’s office redundant neither analysis at sometimes they charge officers with props and so the alternative responsibilities recipe how that process works is when the complaint comes in and I not mind if you email it to anybody here the police department doesn’t have to be on the initial form I actually started investigations based on comments made on Facebook and or export and also you can fill out the official forum that me happens online it’s at our front counter it’s outside of our front not ask forum and you submitted from the time that the department is made aware of the potential misconduct the time that the police wants to impose discipline has to be within 12 months that’s prescribed by the police please let me see through a bill of rights now there are exceptions for what they call tolling and you’ll hear this when you hear people talk about police to cases tolling means if I submit a case to the district attorney’s office I wait until they finish their analysis on the criminality until I think it’s I personal investigation and we really do that because what their decision is can affect my ability discipline so tasteful tolls so we get however many months it takes to be a to look at that I can add to that so once that case is completed and what we do here in Fullerton is the internal affairs investigators are what I would call the subject matter experts in that case the interview witnesses and health officer to talk witnessing officers whomever the complaint we do videos everything pulled puter messages whatever we need to do to fully investigate that case in thoroughly best case they take everything that they have and then they present it to a lieutenant who doesn’t letter transmitted so that’s the first level of eyes it says you miss this or you know what I see all this and I think that this is a violation of policy and this is why they do this letter of transmittal that goes up to the captains the captain’s review that they do their own analysis and provide that to me and the net staff this is how I do it all of the command staff sits around and the lieutenant that did the analysis is in there and I ask them what was your analysis and why did you come up with that conclusion the discipline comes from the G so I the ultimate stage plays out great thank you there’s a question by drew he asked and what does the chief think that the Fullerton police department can do to demilitarize the force there are tools that we employ there are our uniforms for example here arguing a softer uniform with the exterior vest some people think it’s great as some people think it lives more military like I prefer this particular uniform but there are studies about officer injuries and if you’re around it makes it more makes more sense sometimes that one wearing them but keep in mind that in that process they pay in order for me to change that type of policy I don’t have the fun changing everybody to you we do have over vest we do have an exterior bulletproof vest people wear on the rare occasion can we have a situation where there is an active shooter or something like that everything that we do is usually predicated on an experience in law enforcement that resulted in people officers and or the public getting so there are tools that we have that would give that kind of Mille interesting field but I think it’s more how me out every day that is not in that military thing but we have those that are disposable should we our disposal should we need to use them I know we get a lot of comments about I think one of the comments on there was a 1033 we have anticipated now since I’ve been here the last thing that I wear a bit for to speak with some Vietnam era rifles that

we used to employ our guards we send them back we won’t have them anymore we do have a Bearcat which is a armored vehicle you know let me explain that for a second fortune does not have a sense what we don’t have the need to have a SWAT team full-time we share this watching with the surrounding cities la palma Brea Placentia and it gives us an advantage skill that keep that piece of equipment is utilized by any of those cities and the tactics that you employ today in the SWAT world are surrounding Colorado so in order to start the process if a SWAT team is being utilized protect the burglars that we caught that were burglarizing north of town and they were living in Los Angeles the officers have to pull up to the front of the house and get on the PA and say this is the Ford completes comes up we don’t throw flashbangs in and break down doors it’s possible but we don’t do that at our general fact two views surrounding Cola and we have to do that in a way that’s safe for our personnel and more if some of you did you’re young we’ll be able to get them out of there safely that we do that employment of those types so I hope that answers the question yes that’s great well I think in naturally you use them but they’re not used in the way that I think people think we use them and then a lot of that comes from past law court in Bacchus right I mean there’s images of way back in the day LAPD you have in the tank look and they they wouldn’t ram through the front people’s house you don’t do that but we do need equipment that keeps our officers and or anybody else that we need to be there safe and in order to do that we utilize these women like the very attitude that I acknowledge that it doesn’t look great but it’s not something that we use all the time and I will say we bring it to events kids love it we bring it to events at our schools so that we try to be mystify that piece of equipment for people because it’s not meant militaristic over bearings I think it’s meant to be a protective type of object for our personnel and an example if we had an active shooter if you went back to qualify for example that’s how you rescue people out of situations like that so law enforcement does need tools to do those things which is not something new by arielle here you know so we use it for its service life and then it may be another that purchase activities so I don’t think that there isn’t a need for those things but I don’t think that it’s employed and we all right I have one more question from Ken he wanted to know what is your perspective on why people of color are disproportionately impacted by police escalation and how does that perspective impact your leadership it’s something that’s ever-present in my mind is that there’s a lot more than executive to understand the challenges that our community members of color or particularly or whatever it is in some ways and I guess makes you feel different than other people it’s every president on on my mind that we need to always be there to break down that barrier and whether that’s acknowledging it whether that’s participating in conversations like this to get it for people to get to know who’s leading the organization and understanding that that’s not so I mean that we tolerate or deploy if we find out that that’s happened that we would take immediate action and more people accountable that I think it’s more living in you know in a way or exercising the argue teas in the way that showed that we had no toleration for people in our profession that would do that to members of any attorney let alone our fort and so I think acknowledging that and having conversations with people about it is the first way to do then but also it’s being present and I talked about that relational releasing that’s really what cornerstone of what we’re trying to do here in for tinnitus is having relationship with our community understanding the challenges at big base and working as a department to try to help them with those challenges and not not being a part of the challenge well there’s there’s a lot more so I don’t know how long we want to go one was from Amy she wanted to know what what mental health facilities do the police rely on there were mental health

the way that the county set up there are mental health providing hospitals in the area our closest one is in exchange names names you know see but it’s an important wall and so that is our primary place where we would take someone if we were in a place of money for that but what we have to do is call ahead and see if there unfortunately a lot of times these centers are full of people who are in crisis that our next stop would be UCI and then get me to do the same thing there and then there is college hospital and post make cities so the way that the system is designed is for us to take them to the nearest receiving mental health providing hospital which is involved if there’s an underlying medical condition though and if we find someone who was injured themselves or if they’ve taken action websites themselves or something they would go to the nearest hospital first and receive the care and then be transferred out for the mental health issue later after their condition is stabilized so are generally when we tell meanings wouldn’t have that that’s interaction let me not gonna be some technology and operating the questions into the board as well and I love the meetings discussions about a variety of things and please also do a dancing council meeting it is important that we take our arguments and our daughter our discussion down on Facebook and put them into City Council where they belong so counts and share your thoughts with all members of the council at a time where we all sit especially legally so please be engaged I know making sure our community is safe and it’s successful and then everybody has opportunity thank you a mod for how I’m letting us be able to partner with you with this was a great experience for us and I apologize for all those great questions that are still there we will address them about the mass about the Kelly Thomas and there’s other ones about driving and and some concerns about speed racing so we’ll get those addressed thank you