Public Safety Subcommittee

Oh, good evening, everyone. Thank you for coming. It is Tuesday, March seventh, 2023. This is the Public Safety Subcommittee for the City of Pittsburgh. Welcome. Thank you for coming. We're gonna start this evening, first checking into. See if we have any public comments. Seeing none over the past. Public comment, and we'll move on to Item number 2, which is gonna be crime statistic and she's gonna bring up a slide deck for us. And I'll go through some of this. So last month we talked about current statistics a little bit, and we had some discussion on the transfer from neighbors from Ucr to neighbors, and the 2 documents here. And outs that you have here today. This first document here is covering that transition in a narrative from neighbors or from Ucrt divers. This is the same information that is currently on the police department's website. So it's I just put it on a a document here so you could have it here for reference. As we talk. If you have any questions, and in which last month this month we also put out a bunch of information to the group that also had the same information itself. I just thought I'd bring this for reference to me. The other. Copies that you have here is what's gonna be on the screen this evening, and we'll go over some of these numbers so like we discussed last last month the transition from Ucr to neighbors is a very extensive one for our staff for our record staff specifically, and it is working through almost completely different elements. So it's very time consuming. We are backlog in the transfer of currently just posted October. So through October of 22. But we're always looking for data and information on how we make police department better on how we can use the statistics to make better on deployments and actions and things like that for community. So what? We asked our her analyst, Serena, to do, and she did. Amazing work is to do a forecasting for the rest of the year. So we will kind of look at 2022 and close that out. So I actually, so this slide right here, just kinda talks about that transition. We started nightverse in June of 2022, going from the Ucr system to the diver system, and we're continuing to work through those data elements. And again, it's quite an undertaking. So the data that we're gonna continue to look at tonight, the data we're gonna continue to look at this evening is a forecasting. The last 3 months of 2022 to get us numbers that give us an idea of what? How 20? 20 Tuesday. Our work step is almost complete. With November, not quite yet. And then obviously, they'll continue to work through December, and then there's a way of catch up. So part of this is training our staff to understand the system and how to input that data system into Doj and feed that backup. So it's a little bit of time to process, but we have more step that's learning systems. So we should get quicker and quicker to where we catch up with it. In the next couple of months. Next slide. So this is straight out of your packet over here. This is really what divers comes down to compared to Ucr. There's 52 phones here that we're looking at, and they kind of libraries work it down from group based appropriately. Group A is gonna have your more serious offenses, and the ones that are highlighted or molded, are the ones that are most closely related with Ucr. So when we're able to blend these and kind of forecast the remainder of 2022 stats, it's because we took these these bolded fences, human trafficking robbery, sex offences. So on, property, motor, vehicle setup, you know, all the way to Berkeley Arson. Assault offenses. Those are the ones that most closely relate to what we're typically used to in the unified crime recording system. Next slide, please. And then, just as a brief comparison, the difference, some of the differences from Ucr united, you can see that you see our had a hierarchy role, and we would pick one data element out of those so if it was a homicide with a robbery involved we would count the homicide. It was a robbery with a burglary involved, or a vehicle. Involved in council robbery numbers. Now we count up to 10 data elements in that. So we would count all those contributing crime elements within that up to 10. So we get a lot more realistic view of what's going on in our community. Then what we got from Ucr tour. We just get that one major hierarchy rule that that would show up. And then you can see some of the the differences. But it's much more in depth, and it gives us again. There's 52 data elements between Amb that really help us hone in on exactly what's going on in the community. So it's very robust. But again, as z learn the system, we learn how to input it, it's we're behind the curve a little bit, but we're getting there. Some agencies the goal was for the agencies in our area to be online. January of 22, we started in Juniper point 2. There's some police departments in our community or in Bay Area to have started to conversion. Diverse cause. It is such a big task. So next slide. So here's some of that forecasting we talked about as you look through, and we did a 10 year forecast, because we're looking at the analytics of the city. What the city has gone through as far as law enforcement, public safety in last 10 years, and Captain Galer is working on a project that we talked about we'll forecast the next 5 to 10 years on where the department needs to be as well as as a city grows because we do have a lot of project going on in the city. So we went back to 2,013 at the top. You can see the population as it goes through from 2013 to 2022. And again, that very last second column there, that says 2022 forecast. That's that forecast in the last 3 months that we had to do to do that conversion in numbers. So there's our population. We went from 65,000 in 2013 all the way to 75,000 per 22 we're right about the 76,000 of account for us moving down below. And this is kind of that conversion we're still looking at this is what you're used to seeing from Ucr for these crime elements of homosexual robbery. I agree with these? These were those part one crimes that we're used to looking at it. You share. That's what we typically would port out. That's what we typically would put on our webpage for the community. So to finish 2022. We stayed with that pattern. We're not gonna be able to give you a full divers outlay for a 12 month period until we get to next May. But we wanted to forecast and see where we sat for the rest of the year. So as you look at the homicide rates throughout the last 10 years, you can see that it varies from 4, 4, 5, and then we look at basically the last 3 years, 2020. We're at 4. Fire from 2021, and then for 2022. You see the one there in the January, October cause we had one earlier in the year, and then we had one in December, with the total of 2, so that very last column is the totals for 2022, so our estimates are forecasting for all these elements of homicide rate, robbery, aggregated assault. The second 2222 column there, all the way to the right is that forecast of model where we feel we would have ended up if we remain to use our system that makes sense for any questions. Okay, I'll move on. So again, the same down on the poverty Crames and Shannon don't believe that text. Just seeing you have the papers there, but the same thing with with the property crimes burglary, Larsen vehicle, deck in Arson. You can see how the numbers are trending. Obviously (202) 020-2021, with the pandemic, the crime stats varied a little bit in the way that we saw the community, and what occurred, but very consistent from 2,018 moving forward, and I think our forecasting model for the property crimes is probably a little high, because at October only 1,490, so we may be a little high on that. We're still looking to try to convince that down and see where we're at. But you see, our trend is fairly confident with Zoom. The last 5 years. But we we are tricking down a little bit next slide. And then this is how you kind of see the the 10 year trend. So the bottom line and other colors are really close here. Total violent crime is going to be this bottom blue line with the squares, and that's you can see how it moves up, and it kind of levels out all way to the right for 2022 forecasting just to underneath that 500 mark total, part one query that's gonna be your property and your personal crimes are your violent crime. That's that lighter blue mark at the top, and you see where our Ucr trend was. Little bit higher back in 2014, 2015, and starts dipping down 2017, 2018 actually did down a little bit more, 2021. And then our forecast for the end of 22 is a little bit higher than it was the last 2 years, and then property crimes is the black one with the circle, and you can see it. It follows a very similar pattern to our total Portland crimes. At the top kinda dips down and it picks up just a little bit for 2022. Probably, as the community became more active, people went back to work. People were more out of the community. You see one of the just a little bit there at the end. Next slide, please. This slide right here. This covers a couple of things. Our calls for service over the years it covers our arrests, our totals for rest, our total for traffic tickets, and then I also totals, recoveries for that time period and you could see all the way across the board our peak calls for service was right about 2019 you see. 87,000 calls for service, and then 2020. You see a dropdown on about 12,000 calls, with again 2021 stabled out, and then our forecasting can't really forecast that number because we don't really know but forecasting was probably gonna end up right about the 75,000 that we have the the same number they're on the totals. Arrest totals, very consistent. Once you get past again, that' 1820 19, mark the numbers continue to drop down a little bit. Obviously some of the ways we policing some of the activities. We have a lot more community policing out there our numbers trained down, which is obviously what we want in our community. And then our traffic citation. Again we peaked 2018, 2019, and then some sapping issues, pandemic lack of contact with committee. We see those numbers drop back down to where they are now, about 2,500. Last year, firms recovered. Those actually picked up various reasons. The large number we have for 2022 is, we had the current campaign that we went on through the summer Times. Anti-violent current Suppression Campaign. We did a gun buyback, and those all contribute to the numbers of 322 coming in. So it's combination of everything we normally do on with those 2 activities that brought in another almost $200 between those structured. And so that kind of brings out. It was 2014 black, that current video we could pull up for these server. Certain categories, so we're still working on that. So that's why I said, we haven't quite published this information yet, because we're still fixing a couple of things in it. But with the meeting side I wanted to bring this information being that we talked about it a little bit last week, so any questions I know I went through that a little fast like I said the walkthrough you started tonight versus on the website it's these pages? Right? Here really does a good job explaining to us this data and information ultimately will be posting on the website right now, we have divers posted on the website. Through October 22. Then we have all the historical data. If you go all the way past this language on the website, you go all the way in the bottom circle. You see our data going back to I believe it's 2020 right now is also listed on. There. And there's some 10 year crime trends on there. Little bit older information. Ultimately, that's gonna be replaced with some of the details that you see here tonight. I have a question. So are we using for our current crimes and different things like that? And we're just catching up to where we are today. Is that what we're doing correct? So we started using, I was exclusively in June of 2022, we are in the process of catching up and getting all that reported to where we actually have those of usual numbers. So our goal is the next couple of months to get ourselves. Caught up all the way up to current date it's like I said. There's an undertaking. There's there's a training component. We have some new record staff we brought on, so it's taking us a little bit longer than we thought. So we're hoping I'm hoping by middle of summer that we're caught up to date with Microsoft so we'll have those almost monthly like we used to meet the U Star who post writer listed website absolutely any other questions. No question but definitely appreciative the presentation and really kind of excited about what drivers offers in terms of drilling down in terms of the offenses and being able to look at really all the elements that go into an incident. So really excited about that, and more so about how that is analyzed. I know that is a useful tool for you all as a department, and really excited about the analysts that you guys have brought on and the work that's being done around this, because, as we look at community policing as we look at this overall with public safety, I think you will have in this type, of data and information is really gonna help inform, especially with all the partnerships that we're trying to foster around public safety, and especially around some of the elements that are identified in some of the crime data. So we're looking forward to neighbors and everything getting up to speed. So thank you for that. Good questions. Okay, we're gonna move on to item number 3, which is, gonna be our training method. Matrix presentation and looks at it's going to present that for us. And we're gonna switch spots so they can be in the screen. Hey? So! And next few minutes we talked about the Department's training plan over the last year and a half. We've kind of been diving into a training plan, one that we needed to update from years past. The training plan will post police officer standards of training is basically the it's the Bible or for law enforcement is everything. All of our guidelines. It's our I'm sorry. Go to it. Standards that we create all of our training around the all the metrics. We have to meet. So you'll see our training plan. We'll talk a little bit about some of the post mandated training that we have to complete on a yearly basis. So the purpose of it obviously is to complete the post training. Both semandatory training outside of posts, local stuff. Lot more pathogens. All the stuff that we have to do on on a yearly basis. Cpr. Or stuff like that. And and the last kinda component is to make sure we are developing our staff. So we have different trainings that are necessarily required, but they better or staff, and how we can make the each individual depending on the position as well rounded as we call. So we'll use the training plan as kind of that guide to make sure we achieve those next slide. So the way it's the training plan is built comprising the 2 sections. So you have rank and position, assignment full sworn and non sworn and then you'll have a specialized assignment or duty it which is typically to to a swarm position. Within each of these sections we've identified 3 levels of training. The Mandatory training which we're. You know we have to. We're bound by law, state, law and local law, then we have essential training which we believe as as a profession, as an agency that this is essential to building. The expertise within each one of those positions, and then desirable training. Necessarily and kind of the the cherry on top is the extra. The extra training as we have the funds, the staffing, etc., that we can try to get all our staff to those desirable training. Got me. This is a snapshot. The document is 54 pages. It's a booklet. Essentially, it's designed to work with our department policy. So it's definitely not the policy, although there's mandates within it. It's designed to work in cohesion with the department policy. And it's basically it's a reference to make sure that we need those. Those mandated metrics which are cool. Those are things that we have to meet on a yearly or month, or my every 2 years, depending on what the yeah was. The training next slide. Please. So there's a lot on here on. Apologize I built this, but we're still doing zoom, so I'm not really want to read every line to you. But when I wanted to kind of do that, I wanted to break down just for an example. Please support me. How we get certifications, you know a lot of every profession has levels of certifications. So just so you see here, California piece, also standard training posts. It is the most procedures in the country. The entire country follows telephone. California is the gold standard. When it comes to law enforcement. Basically every other state in the country wait to see what California does, and then they follow suit. For a police officer. You have 5 certifications. You receive. The basic is is going through the Academy and complete your your probationary period if you'll change your field training, etc. The intermediate and has different levels based on your education, is built into this formal education, so you can kind of see there on the intermediate. You must have a basics of it completed 2 years, and or you have a baseline which you can if you have a master's degree. It increases. You achieve that basis. So to be it, or the interview associate quicker than if you don't. So formal education. One we really, you know, hold at a high standard for our officers. So it also benefits you to have that higher formal education to achieve these certifications. Down to advanced, I would say. Guessing, I would say probably 90 only 90% of all students on bachelor's degrees, if not higher than that. And I'd say probably 60 to 75% of national degrees. I would say that's probably a pretty accurate and then you get to the management, which obviously you can only achieve. Once you become a management rank, then you have the executives, which is for the executives. The chief level. Excellent. Please. So just to give you kind of a snapshot. This is so in the manual, so some of the mandated training we have to do as that live level. Yeah. The range thing, the racial profile treaty. Cpr, training. And then what's called post identifies is perishable skills. And it's basically exactly that it's something that you have to keep retraining. So you stay on top of it, otherwise you will lose the proficiency at that skill. So the way Post hasn't established it's a 2 year cycle, and it starts at the first of the first of the year and we keep track of the training division. We keep track of those 2, your sites. So within that 2 year cycle you have to have a minimum of 18 h of virtual skills required every 2 years. And those personal skills are defined as the driver training, which is 4 h. Topical firearms. The number represent hours, 4 h, arrest and controls 4 h. Communications is 2 h, and use of force is 4 h, and you support is a little bit of a missed number. There. It's basically how to utilize it's essentially how to use, not to use force, to be totally honest with you. So it's kind of. It's kind of a missed number the way both has it. There cause. It's about how to use or minimal force as opposed to teaching, how to use forms. So one of the biggest ones that kind of came on in the I would say the last decade was the cit training. It really came in to focus, probably the last 5 to 7 years. So cit training crisis intervention training is the initial class is 32 h long, which we said, everyone our office through the cit train, and what's in it? We? There isn't a additional 8 h every 2 years. That post requires or standard is, we are so we're probably one of the most we are one of the leading agencies in the county. When it comes to cit we incorporate cip training into almost all of our department trainings, and we specifically, we have huge segments that are scenario based Chinese. I think some of you might have been to some of our scenario based training. For, and you'll see how the cit training is incorporated into a robbery. Call a 51 50 call, or those other calls, and there's a cit component in there. And so we're we're constantly on top of Cit. We exceed all all the post standards for cit training, which is why to be totally frank with you, we're we have the relationship. It was kind of anecdotal, but it's the truth. It's the reason why we have the relationship with the community that we have, because we don't have we don't have officers, not when we have it intervene and handle themselves appropriately. And so we because we train like that, we don't see the results. The if we hadn't trained like that. And I really took the view. That's one of fantastic. So the reason why we have the relationship we have with our community to be honest with you. So how do we train these skills? Obviously, we know what they are. But how do we accomplish this goal? So again kind of back to help progressive, our police department is. And the technology that we've invested in. So we have a simulator. We have simulator training, it's able to utilize the technology through similar training, which I think some of you guys have seen that it allows us to practice this. De-escalation techniques. It is a personal skill. It's not easy to to teach yourself how to remain calm, and everybody else is not calm. Or human beings. We get scared. We get nervous. We have all those natural things that are occurring in our own bodies. So we need to really train have to train that out of ourselves to the best of our ability, so we can handle ourselves in those kind of 2 of the spear moments. And so that's simulator allows us to get that repetition. Get some of the anxiety out of performing, because it is kind of a performance, even when you're on the street, like you're front and center. So there's some of that officers in nerves are the idea of making a mistake. It'd be interesting. We kind of get that lot of that practice for that some way to train. Coming on board to is this excellent virtual reality team and acts on is, you know, it's the company that's leading the way in law enforcement training technology it's it's like I have up here. It's cutting cutting edge technology allows us to have this most real life scenario based training on the market. We're we're one of 108, one of 100 agencies. I mean the country to have this technology. I mean, we think about all these countries mean one out of a 100 is in little Pittsburgh. Yeah, some pretty put on little feet, honestly, and it's I think it speaks volumes to our commitment as an organization to achieving the success rate that we continue to strive for. What that really is in that it's basically the mass that you see that you know some of the kids wear, you know, and it allows you to. It's on another level, and it allows you to have this interactive training environment. And it's we don't. We're not in possession of them quite yet, but it's it's a pretty remarkable training mechanism that was, gonna be. It's gonna change the way we're trying next slide. Please. So professional growth and acquiring knowledge is what is the essence of why we're training. We as a training manager, as a trainer I've tied to Police Academy for years, taught at the police department. A lot of us have a lot of our Command staff have all been traders at the department, so we're kind of at that evolution of our department. Where the people meeting the department, we're all trainers. So we had this. They were very vested in training and making sure people don't get officers trying to, and we take it extremely seriously. We hold ourselves very accountable, and pretty soon that kinda training. It's kind of analytical again, for for an online, for an online presentation. So I don't. I'm not gonna read it verbatim, but I'll put your tips into the last paragraph. We have been selected by Axon, which is again one of the biggest leaders in technology for law enforcement to host. What's called they call it Axon Road Show. So that's gonna be in here. March third, thirtieth march thirtieth of this of this month. I think they're gonna be down 3 40, Marina. And on the next slide we're gonna be able to do demonstrations for the public, and also from all the local law enforcement agencies are going to be able to tell the Pittsburgh. We're gonna be hosting it, and they're gonna be able to put their hands on all this new technology. And then the community is also gonna be invited down there and see how we're training. You know what we're training with? Was on the ground level with Axon 10 years ago. We first got the first body camera from the radio chat camera. That cost $12 $15. To this, that nobody trusted and didn't know how to use, etc. And the are the relationship that we built with Axon. Again, with a little piss for Pd. I just speaks volumes to our organization's ability to build relationships and maintaining relationships is probably most important that you can build them, but maintain it takes a lot of work. When you maintain these relationships with a company like Axon, and then they pick your agency to host this actual road show. It's pretty cool, and the city of Pittsburgh, and then can benefit from that. And it's gonna be excellence, you know. It's a monster worldwide company. It's gonna be at 3 40. Marina Walmart. It's pretty cool next slide. So this is just I pull these images off of of the Internet. For would, it's what it's gonna look like. And this is the actual road show. I'm not sure what state they were in. When they these pictures were taken. But this is essentially kind of a preview of what it's gonna be like here, nice at the end of the month, and you're, you know, they have this trailer in those devices, or what I was talking about and sets that allow you to engage in this real world scenario, so it's pretty exciting. Exactly. We have questions. I know it's kinda it's this, it's a lot, this training plans a lot. We've worked on it since 2021. Obviously, there's there's a lot of imports to it, and it's it encompasses every position from every position within the organization is is part of this training program. Yeah. And if I can just add, this is one of our 2223 goals so this is one of the goals that we, this goal, came about from a team building workshop to get back in 21 and as staff and we're looking at this we're talking with all the command Staff, and the servants were in this room, and we have some of our our civilian supervisors, managers in the room, and it's what we need to do to help our agency progress and our employees progress to the level that our community deserves and we want our department and part of that came out of this. This conversation was this training matrix, and it, like Lieutenant, it covers everything from police interns. You know college in terms of the door all the way up to my cell, every employee, every position we have, the basic training that we're gonna want to require for that position, the desire training and then advanced training. If we can do it, we have found, and there's research in law enforcement. The more educated staff and officers you have, the more well trained. Your staff, and your officers are the better decisions they make for your department. There's a bunch of research out there, a bunch of studies have been done. Education, level for higher education, level, the better decision making skills that offers to develop. There's a lot of work that the jailer has done. Putting this together. I guess it's a robust 54 page document. It is one of those documents that's an annual reassessment. It's on our calendar, if you will, for every January and pick this backup. Go back through it. If there's new mandatory post trainings we can add to it. If there's only we're out to it. We are playing a little bit of catch up with Covid 2020. We lost a lot of training time. A lot of perishable skills. We're pushing our officers and our civilian step out to training this fast. We can to make up some of that time to make sure they have the skills that the purchase skills and the actions skill that they need for the department for the community. So there's a lot of work with Lieutenant Giller and himself and his staff we have brought on a seasonal administrative assistant to help with that, because there's so much work in that in that field right now. This is a guiding document for the future of this department. For the next 3 to 5 years, and plus. And that's why we really it's about an 18 month project for them to get it done. So, it's it's one of those that keep your feet ground in the direction of where you're the future. I think it's worth noting to that. All the personal skills now we have over the last 2 years we have been able to achieve instructors that are posted by, and we now can teach. We just have to send our officers out to other organizations. That teach them the perishable skills over the last 2 years we've built our own category or we don't have to send any of our officers anywhere. We can teach all of the paraphrical skills in House, which is, that's that allows us one. It's a great achievement to have that. That's an instructor caterer and it allows us to really benefit from well, it's a cost savings. We're not to send people out. And then we're basically in people that save people on vacation. And we're having to always chase that. Or we can maintain the right on top of that that post. It's pretty neat, not easy to get permission from post to train other police departments, and that's what we do. You know, a lot of these classes, but you're really up to here. I want to do that. So hats off to our command staff, our supervisors are gone through, our trainers to get those certifications and I know caffeine deals with part of that. It says a lot about the quality of the staff that we have. I think then we just host our first Northern California human trafficking class. So those are hard to come by, and they're almost non-existent. More than account for. You sort of put ourselves on the mat, and excellent trainers that participated in that would love to turn out so. That was that was rewarding, for they are able to take me that a one day class. Did you ever find that you have trains that are no longer like useful, because just times change, and it needs to swap out trainings. But do you think no 100%, the parish will still stay there? Those are directed, but there's I'm gonna create a working friend. It's right. And then we definitely friends happen they come and go. Sometimes they stay longer than others, but you know I would say that there's. Well, let's say like taking the event like 9, 11, or something like that, for after 9, 11, 5, 7 years, we were. There was all kinds of training with for protecting assets and all that stuff right? And then that kinda that kind of came when you had, you know, picking on it back when I started with verbal judo, was the catch phrase right how to talk to people they called the verbal judo. That's coming on now. It's cit training is way more advanced than just like, say, please, and thank you. Right. I mean, so, so, yeah, if there's touches and flows, and but not with the personal skills training actually, then, this personal skills training are those are kind of the the heartbeat of being a police officer, and they're the liability ones. Immediate. Those are the ones. You don't. Wanna you need a risk. Has been it change? 20 years ago we took a not because there was a bravery thing or courageous thing. It was just a lack of equipment under the gun to get something done, to move on to the next thing over the years to progress, where it used to be slowed down there's a little more. There's more equipment. There's more process in place, are they? Armored rescue, vehicle. I. We probably use that I'd say 60 times, and then, speaking 9 of those times, is really driving it to the barricaded place and parking it in front of the house and get solved within 30 s. Cause now, whoever inside realizes. Oh, wow! This is a problem for me, and I mean, I can tell you 59 at 6, 10, actually ports. They just they give up. So where 15 years ago, we're been 5 years behind a shield, and we've been forcing the issue and doing and doing those type of things. And there is that evolution of just equipment that's available to you changes your time, there's so much more that we put on our offices like dealing with the homeless or dealing with mental health issues which you didn't have to deal with in the past like the same but now present. day. Do you see more trainings around that? So? Yes, the C. I mean I bring it back to cit. That's I think cit is gonna become it already has. But it's but we haven't had to ceiling with. Cit is still on the upward upward client as far as the training goes, it is it's on the forefront of our training. I mean, it's built in is built into all the scenario training is built into discussions. When we have, you know, we maybe we have. We call them tabletop exercises where we're just sitting at the table and doing scenarios like, built into those they built in the briefing trains. They're built into, I mean, all the way down to just discussions, like an immediate break after our call. It's just the c it stuff how to talk to people and building those relationships to in that. It's really not trust to where you get compliance through trust. As opposed to compliance, or divorce, or fear, is, you know, some of the may be a critical law. Enforcement might say that, you know, you guys can't against your there's some truth to that right? I mean not. It's not intentional, but some people are afraid of the policing. So those are things that we have to recognize as police officers that there is a and maybe a natural state of fear there, because we're there, just being there. So then we have to board twice as hard to dispel that fear, or maybe the normal person, normal person doesn't have to work that hard to spell that here, because so yeah, that means to answer your question kind of along with your ways. Is that cits is that training is constantly then you're pretty evaluated and implemented. Yeah, and our training right now, we run basically per year or officer, the way we're set up or 60 h of in health training, correct which they're training every other month. That 10 h shift every that doesn't include all the purchasing that we send them to the outside, or to the sheriff's office, cause they're holding the class and things like that are advanced training. We're looking at an important the analytics we're looking at the Captain Gailers work on it is is there better format scheduled that works for the department? We're basically looking at double the training we're looking to bring that up because there's so much required mail by post and so much extra training on our officers to have is, how do we squeeze a little bit more time out of a schedule to get them that what even if it's 45% more training to get them that much more because we're putting so much more in there. Would it also create quality so need a little bit more time? Right? So we're that's part of that analytics that forecasts where we're at what we do to get a little bit more space to breed and make that quality so we can build in the new axon system that would want to simulate that we have, plus the driving that is shooting on the peripheral scales user force tactics, de-escalation. All that stuff. There's a lot that are a lot more than I ever had to do as a police officer and we're trying to make that quality with the quantity, and how do we do that? And so that's that's a costume debate that we're working on. I haven't sold here, but it'll be months, just, you know, one thing to address with the homeless and those kind of aspects is, you know, our train. We spend so much time on stress and use training like, let's say, the more stress that we put on the saucer and the training environment, the better they're going to perform under real stress. We we all know what that is like when something is unfamiliar to us, and we feel stress. We're gonna default to the highest level chain we have. If you've never had to pay yourself then you're probably getting a result of the highest level training, which is probably slack right? Fire! Flight. If you had some fighting whether it's boxing or whether it's tactics, any of the more fighting training you have, or ability to pick yourself, and you're gonna be more apt to react, more appropriately under stress, you don't have that going more or less you're gonna probably hit the flight aspect of. We have one or 2 choices that we make. It seems so. The more stress and use trading we can provide, and that's stress of some of the yelling experience, not because not from a scary situation, which is somebody that's in your face screaming at you, creating chaos. We don't want to meet them with chaos. We want to be up with this tone, and so we have to really give those scenarios and work on and be critical when our hey elevated, or is it? Why did you order? I'll be just. Yeah. I was kind of tired of standing there. Okay, that's pretty normal. Now, we want to work to. Why, you're tired of taking this. We only get, we only accomplish it by creating that stressful scenarios. Getting exposed to it. And so, as you all are taking on all this and all these new trainings, what about our officers? Mental health should be able to okay, yeah, exactly. Yeah. That's well, that will take it from there. But our peer support programs super robust. And 20 years ago, this is pure support, and people like Huh! Or you should quote. If you can't take a kid, I mean, that was some of the you know. It was like where you signed up for it, so I don't know what's got. You bothered, you know. Speaker feelings out loud, and all of those things that was that wasn't 100 years ago. I was, you know, 20 years ago, 15 years ago. Okay, Major Giants. That was giant steps that they take so we're gonna move with this, we're gonna move on to the next item, which is the presentation. For that Exxon road show. Community members came. See what's gonna happen without using those. We are mechanisms like watching it on the screen. So it you can. So like in our simulators, you can come and run into a lot of people are comfortable participating in the scenarios. Because they don't wanna feel that stress. I don't blame them, but you can be a witness to it, and there's value in that. And so when we invite people to do the simulator training, it's okay. If you don't wanna be behind the wheel and feel that that's fine. But step back and watch it, because there's there's value in that. And the VR. The roadshow should be the same way. My understanding and talking with their reps is, you know, for our training purposes it does where you see the maximum amount of training is when we can reach the maximum amount of offs as possible in one training scenario. So somebody sitting on with this headset, and they're the only ones they can do. It. It does them no good for everybody else if we all watch, and that's part of the stress inoculation is known, you're being watched by all of your peers, but we can watch this unfold. We're taking something away from that now. So in the roadowsow situation I would the reps are indicating to us that yes, as you'll be able to wear them if you want to wear them, but you'll also be able to watch it from some other display screens to see kind of what it looks like and what they're getting involved in stuff like that for the roast. So will it be a other agencies out as well. Yeah. So the first portion of it is actually open to law enforcement only, and city members and stuff like that that wanna come in. And that's basically for them to display the technology that they have for these agencies, and how it's applicable to those agencies. And it's good that way. What we're doing is we're gonna piggyback off of that, and then they'll later half of it actually open up the axon products to the public so they can come in and we can dispel any rumors or you know educate the public that's one of the biggest components of that of the equipment that we have in use, and why we use it, and what its purpose is. And then on top of that, we're gonna open it up to the public for some of the other equipment. That's not on-related so that they just have an opportunity to come in and one interact with our police officers. See the equipment we use kind of like we do at National. Right now, but give them that opportunity for a one. On one explanation. Education, full opportunity for a police department as a whole. So that's gonna how it's said we're gonna take advantage of the opportunity. Any other questions? I'm the pressing them on the English. Learn students from the High School high School district. Hi! This is the right, or to did you know our concerns? But after the event treated, we are very work for our kids. So when we see today will be set the meeting here, I thought, maybe this is the place where we can. It was more officers around our Pittsburgh High School because we don't use that. It's many. Many issues are around them. This school. So after that event, we are very worried. So thank you for bringing that up. I'm in charge of the school resource officers. Can I leave you my phone number? Can you call me tomorrow? Yes, we can schedule a meeting, and we can talk about that. Thank you so much, really appreciate you. Yeah, me Robyn, like number down. Give me a call tomorrow. Alright, and we could actually circle back, as this has some overlapping things to the training that you were bringing up. But taking the opportunity to knife and talk to you guys about an officer. Wellness and mental health. Grant but we were rewarded click for the next slide for me. I'll try and do it this way. I got a little too fancy, and I'm gonna pay the price. Now. But this grant was awarded by the California Board of State and Community corrections, and kind of what it is. It's a also wellness and mental health, grant established in a 2,022 Budget Act, the Assembly Bill 1, 78, which provides 50 million for the city and County law Enforcement agencies for the purpose of improving officer wellness and expanding mental health sources, the funding may be used for the following, you're gonna have to give me a couple of clicks here. Say, would you say for about 4? This, this is what happens when I look at it. Okay. So it's no, it's all right. I can see them coming outside a little more time, and I'm gonna have that for you. But and it's only 3 slides, so we'll move it. But yeah, so it's for the purposes of establishing or expanding officer wellness units, establishing or expanding peer support units, services, provided by licensing mental health, professional counselor or the professionals that were treating law enforcement and expanding multi agency, mutual aid programs focused on officer wellness in the model. So essentially, and a lot of the police reforms that we're coming down the State of California recognize that this is a huge component that we're dealing with in law enforcement. And it has a very real impact on the community. And it's officer-stress how we manage that strategy. Their physical well-being and taking care of themselves, so they can take care of, I can tell you this will be the first opportunity for a lot of agencies to establish a mental wellness or an officer. Wellness program within their agencies I am very fortunate because the men and women that preceded me, that were my mentors established that at our agency alongside, and it has grown into something that is robust. I believe life saving in nature, and it has manifested itself over time and grown to kind of permeate the culture of who we are at least department to give you kind of an idea of what that is. We have a peer support team that has grown over the years, and so, if an officer is going through a difficult time, either professionally or personally, there's a tragic event, their personal life, or they're exposed to something on duty, and we all have issues, that we're struggling with. It's a group of peers that are trusted. They have some confidenceiality, they have some resources for therapy that they can reach out on a peer-to-peer level and make sure that these people are okay and guide them into the resources and has some career in life experiences. To say that it's it's okay. The way that you're feeling we can get you to help. I can be a resource just to let you vent it need be, and kind of take the cap and defuse some of the stress that these officers are exposed to just as part of their day-to-day lives. Another thing that we implemented a while back, that, I think, has been crucial is a critical incident. Debrief, and what a critical incident debrief is! And if you think about it, we've kind of always done them when we would have an officer involved shooting a rule, you know, you would think of that as like, oh, that's a critical incident. And the officers that were involved in that. They, you know, they were obviously under a lot of stress. And so we wanna talk through it and not talk tactics. But you know, how are you coping with it? Isn't, you know, is manifesting itself in any negative ways. And that kind of stuff, but for a long time didn't do good in our profession. I think our agency has come along. Ways is understanding that the stresses of this profession and this job on a daily basis. The average person is not exposed to, and it's not just a critical incident that you're involved in. It's a critical incident that you're witnessing. You know a lot of our offers are married and have children and you're going to a call where there's a car wreck and an infant child like we had. It's ejected out, and then or an event just a sidstep, you know, and you're going in, and you're seeing and being around the grieving family. This you know, or too often, the call center. We go to hard, literally. Somebody's worst day of their life, and we stand by as a witness to that, and we do our best to get them through that. But we're not immune to the effects that it has on us over time and so our department has recognized that. And so what we've done is we've incorporated those critical incident debriefs into situations where, if we have a crew that goes to, you know, a tragic event that recognize it, they gore gonna be stressful. And we bring them. In and we debrief that, and we have a police psychologist who works specifically with police officers and people. In this profession, and they come through and they allow everybody that's had an incident. We don't just open it up to the you know the police department. If we had a paramedic or a fire that was on scene. If there was a dispatcher that was part of that call, and you know there's some stress inoculation and what they were dealing with as they were, you know, dispatching that they're welcomed to come in and they kind of talk around through it, and talk through it, and what we found is, you know, getting out there, getting open about it being emotionally vulnerable, especially if you're, you know, a higher ranking supervisor. And you're showing that it allows people to deal with those emotions early on before they start to manifest themselves negatively at the time. So something we found a lot of value in the next slide for me actually question, how long has the peer group been in action? 2014. I think it's Monday. It was officially, it's almost almost 10 years. How many offices do you guys use and do rotate them, so to speak, so they won't have the same pressures because everyone's coming to them constantly. It's it's we're about to expand the numbers on them. But what we look forward is diversity, diversity, and personality, diversity and experience, diversity and professional exposure, so that there is. And when you think about it, just because they're my peer doesn't mean that I necessarily be comfortable talking to them because I work with them every day. So what we find is there's there's a natural progression in the selection process. There's people that are, you know, good listeners. And so they're they open themselves up to being a candidate to be on that team. But we also have a process where people can go. I'm gonna nominate this individual because I think they're empathetic, and I think they would serve a purpose. And if they're willing to do it it's all totally on a voluntary basis. They sign up. And so what it gives us is a lot of different avenues to reach out, to connect with an individual, and we don't force it on anybody but what you'll find is, you know, if we identify an officer struggling and just to give you a prime example. We had an employee that was going through a tragic personal event. Last week there was 3 Peer support members on our team who were close to him, knew his family, and in new and personally, that were like, Hey, I'll take a point on your should. And then they talked to each other. They decided, Hey, you know, this would be the best officer to reach out, and then they'll write time they did, and establish communications and basically, let them know we're here when you're ready, and we have an army bond you're not alone. and that provided a significant amount of company. Does that answer your question? He does peer-to-peer and his school, and the way they did it. It was like 120 kids paid, didn't they had to go to live an essay, with interview, whatever? And then they were. But they were recommended, not knowing who recommended them, or whatever. So that's why I was asked and how the process worked. And do they rotate? Because in my science incident you know, it's personal. Never talk about anything, but they rotate so like make this week. He won't do your counselor. He'll just be in the classroom working and learning and training, and then probably the next week he'll be out with the students and different things like that. That's why I was asking you guys rotate him around and different things like that. Because it could absolutely. And one of the things that we do is the way that a structure is. The team has a direct supervisor sergeant that oversees it, that reports to a lieutenant, and so we can keep our finger on the pulse of exposure. And so, if we know that there's a certain there's been situations where there might be somebody on the peer support team. That's too close to the officer that we don't want to expose them to emotional trauma. So when you need somebody more separated from it. And so it's our job to supervisors and managers to kind of recognize those situations. If somebody is getting overworked, you know, to pull them back and that's kind of where you know the gas in the break, and we deal with it on our end. But that, honestly, that's an excellent point. But you know they do get utilized. There is a level of confidentiality on it. We get our report on the back end, so we maintain that. So you know, we're forefront and talking to them and understanding what their limitations are as well so if they feel like they're getting burned out, they can come to us, and that's part of the training they go through great question. Alright, so on our portion of the grant we rewarded $62,000 dollars in some change to be spent by 2025 the funds will be utilized to enhance our existing wellness program or peer support team critical incident debriefs physical fitness and stress reduction strategies, crisis and suicide, intervention and counsel. You know. I know I've talked about a bunch about this. You know one of the police counseling services that we contracted with that comes in and does our critical incident debriefs are available for all of our officers on one, on one appointments. I'll give you know, a lot of credit to the city. Their vap programs are solid and they go across the board. You know, we like to think of stress as stuff that causes us, but they have financial resources, things that you don't think about that cost stress. They can lead over into your performance on work they have that kind of coverage, but you know I like to say it. I used it too many times in my career, but you know law enforcement. You know this profession takes a lot from, and you're gonna sacrifice a line. But it is. I find myself and the people that I work with. We are very fortunate, because, even though this profession takes a lot from us, this department is always there for us. The struggles that I've been through the struggles I've seen other officers go through you fill a lot of emotions, but you never feel we always feel like we have an army support behind us, and I think that is accredited to a lot of the men, and women, like I said that were my mentors that came before me, that took away the taboo of being emotionally vulnerable in dealing with your issues, so that you can bring your best self to work because the citizens of Pittsburgh deserve it, and our families deserve it so it's something I'm very proud of. And I think this grant is, gonna allow us to expand on that expand on our trainings. Expand on our resources and provide that level of support to our officers who deserve. Is this a one time, grant, or is it gonna kind of cycle you know? It's a good question. I think it's a one hit to be spent over 2 years. It was based off of that assembly bill. So I don't know that it's going to be a reoccurring grants, but it's this is what we have on this portion of the bill that was passed. And that's our total allotment. We've got 2 years to utilize it. And out of all the peer support and different outlooks we have, the one is meant a critical assembly, brief. You will go to if you're involved in a critical incident, or we as managers, I didn't find it's an impact is critical in feature, whether it's and they scan the whole spectrum. But you will go. You don't want you don't have to participate, or your level of participation, and there's plenty of officers that are still recognizing and are but having, made through a number of them, and the first one going to the first one very reluctant you go on there and it's very well, because there's perspective that the whole group shares that you would have never done was even happy. So we do. There's a lot of choice, a lot. You get my choice. Our officers and space are dealing with this critical. You're involved in creating one screen, you will be at that easily. And a 100% afterwards, the ones over grateful. Questions. I think just similarly with your presentation on the trainings, this one, it's gratitude for how you guys are leading in this area. We're both training. And now, Officer Wellness, I think you know the height and screw me. I think we're all aware of. But to see how the Department is navigating that and really being really proactive and addressing a lot of it. And as you shared earlier, I think, seeing the culture change you know, achieve that shares really over the past 10 years or so. But to know that it's happening, because, as we talk about the peer support debriefs and going to see counseling right, that's something new, right? And so I'm not necessarily trying to dive into the conversation, because this is something that you all experience, as far as getting over the reluctancy, or maybe the if I open up, does that mean trouble for me? Does that mean discipline action? If I start to express some of these things immediately, and I'm not trying to make this funny at all. But my mom, law and order Guy, as far as the TV show is, I really don't protect the stabler. You know I'm not talking to you. I'm not. You know that type of a packet soon. It's kind of funny bringing that up. But I say that there are those challenges right? I'll start to open it up. Is that mean? That's something counted against me in some way. But I think, as you share the commitment by command, staff, and those who are leadership said, don't know. This is the culture that we're creating, because we want to be in our best. So definitely appreciate that. And looking forward to, you know, Grant, being implemented in the progress, and you all continue to lead the way in the profession because it's something to be proud of. So really appreciate that. And really you open it up and shared about your experience as well really appreciate that. Don't take that for granted. I think the more that we have these conversations, and we can really understand the world of law enforcement and humanize it and understanding as you were brought up. You know, we're humans. We deal with the fears and really trying to train ourselves in these type of different scenarios. So really eye opening for a lot of what you share. It really improves that these steps and measures are being put in place for our officers, and ultimately, in terms of public safety for our community. So appreciate it. Hey? That's gonna wrap our presentations that I'm gonna wrapped it for Captain. All these onto the community for April, and I call this so they don't have a date next week, so I'll make sure that she always gets it out to you. 7 golden eggs is in April. I'm just. I'm gonna take a guess, and it's probably close to Eastern. So right around, that's but for a hard day I'll make sure that I have cheap get back to the group fishing with powers we. We have a second, right? 20. Second, we're looking at in the fifteenth of the 20 s of April. We'll determine that that are PAL meeting and on what it works best for everybody. And then some of our staff to it's this is one of the the years. It's as I searched our staff and kind of pull it's a busy spring for people, so I'm trying to pull some pull our staff together for that. But we will, we will be knocking on an enroll, and then the Da take back prescription drug, which is every year. That should be the fifteenth of April. That's for about 4, 6 h. I'm from the City all that we participate every year work folks in the community can drop off on the prescription. So they have the hands of of the use of one of either burnerize in some cases, or take their parent prescription and there's all kinds of different ways kids get a hand, keep their hands on that. So we wanted to taking order. 6 large boxes of prescription drugs that's April. That's our community. This and then any, non-agenda items. That, or I guess but you guys want to hear about or see. And the company buzz that come to your mind now, by all means free to all share which policies something that interest. I like sugar right now, knowing, going back a little bit, knowing that he's critical. And safety, based on all the stuff please get to share with you all in our community. I really, truly wish there was an opportunity somehow cracked the door on one of those critical, because it is. Like all this stuff I've ever been involved with professional. Personally, those debris are a just, a phenomenal place to be. There was just so much stuff that comes out of that. Thoughts, motions, perspective, the depth of those is something I wish, you know all could just kinda crack into onto it. It's really, really neat. So I leave you with that you just hopefully reassure you that. But those things happen. We're dive in deep to make sure that the minimum of that experience of those are coming back healthy and ready to go on. And do the right thing for us today tomorrow. It's at the forefront. It's such a part with that. I'll go ahead and close. Okay.