Public Safety Subcommittee

All right. Welcome, everyone, to the Public Safety Subcommittee for the City of Pittsburgh, April 30, 20, 20, at 5:30 p.m. and the first floor conference room was already considered for Pittsburgh. We're going to start off with an item number one public comment. If we have any public comment, we will deliver one on to item number two. So this evening I'm going to present a little bit of update on some crime statistics the last couple of months and actually over the last year, you talked about the police department's transition from the unified crime reporting system to the neighbors system. We had a lot of discussions on that. And we're finally at the point now where we have a little bit of overlap. Now we have a little over 12 months of data and we're able to report that to show you some more details regarding that. So we'll go to the next slide. So as before, the nervous system has quite a few categories compared to the UCR. So we look at this as a police department trying to really hone down the numbers and the categories we're looking at. It's pretty different. The specific areas we look at crime against persons, crimes against property isn't criminal society in our crime analyst always does a great job of bringing these numbers together, really giving us something to look at as well as providing this to our staff and our officers so they can use that information to do proactive policing based on what we're doing and trends in with community. So the third earthquake that you see, this is a culmination of the entire year of 2023. And the first section, the first graph you see there at the top is crimes against persons. And we can see throughout the year with 2023 being the red line, if you will, the blue line is 2022. And again, that's when we started the fiber system in June. So we have limited data from that, but the remainder of 2018. So starting with 2024, you see that we're very consistent in crime against person. We have a little bit of a spike in April there. It climbs a little bit there. During the summer months, we see more activity in response to these type of crimes for June, July and August, and then it starts to taper down in the fall months, September, October, November. So if you look off your right hand side from January to December full of crimes against persons, we averaged a total of 954 criminal persons, 30 of those being returned, aggravated assaults or assaults, 43 being civil soldiers. Right. And so those are simple batteries in the older system. And then we have part of that category is also into the dealing with any type of sexual assault. Probably that's up 5% this year. So we average on average, take that number around just about any of those type of crimes in that category. So I want moving down to crimes against property. Again, comparing 22 to 23 similar, we did see it increase three going into the summer months from the beginning of the year where they really claim about May, June, July, August. And then as we get closer to the holidays, actually, they were down now a little bit at the beginning of the total for the year was 2401. Crimes against property averaging about 200 a month. 33% of those are larcenies or thefts of some 4.24% in motor vehicle thefts, which is a trend here in the Bay Area. We're seeing an increase in vehicle thefts, crimes throughout the region, and then 60% of those in that category being of the vandalism type of crimes. Moving down to the final column there or the final paragraph for crimes against society, those are going to be your weapons crimes, drug related crimes, alcohol related crimes. 22 was a little bit higher than what we saw, a total of 23. And again, you can see it's very consistent throughout the year as well. Most of these are slight variations depending on the month as we went through the year, but very consistent and a little bit of a decline in November, December, at the end of the year. So a total of those crimes, 517 for the year, averaging 43 a month and 53% of those being drug or narcotic type violations. And then 2016 weapons violations, that's one on this night. We have a summary, if you will, of police response and calls for service. Our calls for service were actually down by 6% compared to 2022. And when you look at the total calls at the top of the board there, 66,449 4445 urgent calls for service were calls that actually came in through our dispatch center to our officers. In addition, we had almost 14,000 on new or proactive enforcement calls for service by our officers and then of those totality of those calls, almost 7000, 6912 for what we call a 31 responses or serious crimes that we went 34 officers responding by moving down to the next next line. There are reports by 12%, a little bit of drop from 2022. We had a total of 707 reports that were generated throughout the reporting for free with 266 those being reported by the community members through our online platforms. This platform allows citizens to go on for certain types of crimes. So more low level crimes, vandalism and things like that, they can actually put them online through our system and get a police report finalized. Their supervisors and the bar graph there gives you an idea of the variation of reports that are taken throughout the year. And again, we'll see how they spike a little bit in the summer months and then start tapering off towards the year. When it comes to arrest or arrest, we're down about 15% versus 2022. We had a total of 1800. So adult arrests, 68 juvenile arrest, and then firearms recovered a significant drop there, 38% versus 24 to we recovered a total of 202 firearms throughout the year. So I also wanted to cover, as we've been doing in meetings, I'll cover staffing and where the department is that on staffing levels, as we look at this is from our dashboard that we looked at on a weekly basis to see where we are with our our staff, both sworn and professional staff department. We're allocated 87 sworn positions with 69 of those positions being active right now, ten of those positions being out on some type of leave, whether it's an injury, leave an administrative leave or even military leave. And then vacant positions are a total of eight. But with that eight, we have seven officers that are in training right now at the police academy. We have five that will graduate the month of May and then two more that will graduate. And then one of the five August, I believe. And then there's a breakdown here on the bottom left of where all of our positions are allocated to you. Just kind of a snapshot is important as a whole. Nine are assigned to administration. We have ten sergeants in the department right now that are placed throughout the entire department. Members support services and operations, nine assigned to investigations or assigned to our traffic unit for school resources officers, nine specialist positions that varies everywhere from our outreach team to our mental health team, that works with the county and the core team to other positions that we have special units within our many investigations. And then at patrol level, we have 42 officers that are assigned specifically to patrol, but we also have that includes six of those that are assigned 14. Consider that's our total system, which allows me this takes us to our professional staff. For around four staff, we're allocated at 26 positions. 22 are full and active. Right now we have zero out with four decisions that are vacant, those being one in our average special position and records for a position in position in another administrative position. So we're out of recruitment open. And Sergeant Baker, who is in charge of our hiring, recruiting, who is actively looking to fill those positions as we speak. That concludes the update on crime stats in staffing. On the recruitment questions, this will not for me think it's great job postings great numbers. So it nice to see a well that department which I believe accounts for certain crimes to go on accountability. Are we always looking to keep our staff level as high as we can? There's always going to be a variation of law enforcement to train with the seven officers that are in the academy, that six months, one sort employee that they're in the academy when they come into an in-house training, which is another call it four months, basically. And so after you hire an employee, you're looking at 10 to 12 months before during solo, and it's also working in a solo capacity. So there's an extensive monitoring that goes with that. So there's always that. There are always going to be a little bit of a lag toward even though you're almost court bound positions, you're always going to have one or two spots that you're waiting for the next new employee to come in. Those. Okay, No other questions on this. We're going to move to item number three. So assuming we have Sergeant Kyle Baker with us, he is assigned to our current screening and recruitment division. This is kind of a two part series, if you will, that we're going to start with. Right. Sort of the baker is going to take you through training the police department, what it is Tim and his staff, those what type of training we cover the different requirements by post and by state guidelines. And then we're going to review the second series next month and we're going to move on a little bit more into scenario based training, de-escalation simulation training every year. So I'm going to pass them and start to it. Go. Year. Good evening, everybody. Good to see you All tonight to chat about something that I and our organization is very passionate about, which is training. Kind of the goal for today is to give you guys really the 30,000 foot level view to be able to understand some of the things we're required to train on, some of the things that we throw in for extra because we want our officers to be that much better. How that all correlates, how our years are kind of organized and really highlight some of the things we specifically did last year that I think were pretty special. We have a lot of department trainers, a lot of dedicated men and women that I'm very proud of and that are able to really bring and elevate our organization to an outstanding level. So just to kind of give a lay of the land as far as how we look every year, every year, we have six dedicated training days per year for each officer. That's because our schedule overlaps with the 410 side of the week and a 312 So the week, which means every other month that a officer is going to be in training. But it goes really beyond that. Not only do we have our dedicated training days, but we are always looking for ways to further train our officers. That comes in periodic briefing trainings. We do train bulletins, anything, something new comes out, search and seizure law and new case law. We make sure that our officers are sent that, review it with their supervisors. Same thing with different policies and such. So there's always a training aspect almost in every briefing that you go to your police department. Our training primarily focuses on what post or California Peace Officer Standards Training says all police officers must train on in the state of California, which I'll get to here in a second. But then even on top of that and something that I'm very proud of about this organization, something that is vastly different than all the other police departments that I've worked with over the years in this county and others. Is we are very dedicated to seeing our officers do outside training. And I think that that is absolutely critical. I don't know if there's another profession where things change as constantly as law enforcement does. And so to be able to get that outside perspective and training I think is critically important. So training can be looked at a lot different ways for us, but that's kind of from an overview side of things, how a year looks for us as well as what we tend to focus on. So next page or next slide deals with the 18 required hours that California Post says we have to cover every two years. So you'll hear us talk a lot about our post cycle or our two year training cycle. All that means is California Post says, Hey, it's repeated in the year 2023 and 2024. You have to complete these 18 hours of training. They focus on the disciplines that you see there, everything from firearms to arresting control tactics, to driver awareness to strategic communications and use of force. So no matter what happens every two years, this is the very bare minimum that every police department in the state of California has to cover. But we go vastly beyond that. If this clicker works, we do want to give a little click there. And so we train 120 hours every two years. So every police officer here at this police department gets a minimum of 120 dedicated training hours. Those are the six training days that they get every year. Those topics include those things we call our perishable skills, or PSP is, but also a lot more. We do a ton of scenario based training, which sounds like it'll get covered quite at length. Next meeting, we do Siege excuse me, search and seizure training, de-escalation. That's a huge part of what we do. We cover de-escalation in the classroom. We cover it in practical exercise. We cover in scenario based training. And just to kind of give you guys a quick snapshot, any time that we're doing scenario based training, we pair it with policy. So we'll literally have our policy there with us. And afterwards, after officers go through a certain scenario that's high stress, they have to be able to then afterwards talk about the decisions they made and compare that to policy in law. So we hit them with a lot of different angles, which I think is pretty cool. First aid and CPR. We have to do that every two years too. It's not included in that post 18 hour perishable skill, but it is required every two years. So every year we're training 120 hours on a myriad of topics, training sites. We use all kind of different sites. Most of our training tends to be here as far as classroom based stuff goes, but we use 340 Marina, which has been a great addition as far as the classroom goes. Sometimes we're up in the city council chambers. Obviously we have built and are continuing to build the amazing training center up in the hills, which we are at all the time, especially for any outdoor type activities or range training. And then we really lean on the relationships that we have around the county. We use Marco for a lot of our kind of in progress or evolved or driving training and a few other places around Contra Costa County who teaches us most of our instruction is done by our in-house instructors, and it's a really cool thing to see the development that some of our personnel go through in order to be instructors. We don't just say, Hey, here you go, you're teaching this today or you're teaching that today. We really take our time to grow our individuals, both in the ability to teach, as well as being experts in the area that they're teaching. They go to advanced officer courses, advanced trainer courses. And it's really my focus and their focus is to teach and train our officers. It's really my focus and my job to make sure that they get the quality training to be able to deliver that. So we have an awesome cadre of instructors that I'm definitely very proud of. Okay, so what has it looked like the last couple of years? So we are about halfway well, more than halfway through our 20, 23, 2024 training cycle. Last year we knocked out the vast majority of our posts required training, which was really good to do this year. The only thing we have left as far as post required training is our Dragon training, and that's already scheduled for April and May. So we're looking good on that. 2023 We really focus on de-escalation and use of force training. So in the beginning of the year, we created a plan for the entire year and that was led by four or five of our officers that are out on the streets on a daily basis that see some of the things that we could train more on and improve on. So they created this whole plan for 2023 that included a ton of scenario based training. It included more time on the defensive tactics, mat included more time talking about use of force, talking about penal codes that apply to it. It was a really amazing year to see officers learn more in that area. But not only that, in 2023 we also did a multi-month active incident training. So we started by talking about active shooters or any type of active incidents like that too, where we did multiple briefing trainings that focused on some of the trends of those type of incidents. Then we focused on specific medical care, which we did real scenarios during the briefings, and that all culminated with a training day in 2023 where we did probably 6 to 8 different scenarios involving active incidents, and that included everything from response to coordination to liaison with medical was really good trading days. But also I wanted to highlight in December and January. So December of 23, in January, a 24, we actually hosted staff from the Museum of Tolerance. There is a five year mandate by post which says that all police officers in the state of California have to go through either racial profiling or cultural diversity update training. So what we did is we actually sought out who is considered some of the best trainers in the state of California for that specifically, which is the Museum of Tolerance down in Southern California. And they came up and actually gave us a full ten hour day. We're not only did they do the racial profiling update, but they also did for us kind of their award winning program, which is called Beyond Diversity. It was a really cool day where we focused on bias and diversity and racial profiling. And the instructors that came up were really good and they really helped us focus and on our officers, on our diversity, our community's diversity, and just how best to have empathy when we're out on the streets dealing with anybody from any walk of life. So that was an absolutely awesome training. I'm glad we were able to host them. So 2023 was really busy, which I think is a good thing. 2024 to finish out the rest of the year. We have another scenario based training planned. We knocked out our first aid and CPR, so we're good there, but we have some more driving training to do, some range training and a few other topics covered in in 2024 that I think actually is that that is all the prepared stuff that I have for you guys. Again, my goal and hope was to provide kind of that overview of how things are here, share with you and hopefully illustrate how important training is to us at this organization and how seriously we take it. We have fun with it, but it's objective is for a purpose. So with that, certainly open any questions anybody may have. So I have a couple of things that you just highlighted. You're talking that I was very when you're talking about kind of the master plan that people have from training of the department a couple of years ago, we created the training leaders and it's an annual document. Can you talk about the process of building that that annual training matrix? It's documented. It's refreshed on an annual basis. I know you covered a little bit as you your about a little bit more detail on that. Yeah. So just as as anything that's usually going to be successful is going to be we plan all this stuff out months and months in advance. We have an internal document that we keep that's kind of a training matrix, if you will, that allows folks that are planning, training to remember all these different requirements that we have to make sure that we get covered in a particular year. And then every year at the beginning of the year and especially at the beginning of that two year cycle period, we're going back or reviewing it or making changes. We're working with our post consultant to make sure, hey, has anything changed? Anything? We need to be doing more of, less of whatever the case may be. So we're always on top of that and it's a super important kind of aspect of planning, training and then you were talking about our master instructor. We work with everybody. How many instructors do you estimate that we got right now in our training team? I would say probably about 15 or so, and that covers everything from driving to range to use of force to first aid CPR. Probably 15 ish or so. Maybe a good accurate guess then. Can you ever talk about what it is? And I know we have a lot of instructors in that area, too, and only officers we have certified. I know it's continual. I just have a couple more training documents, say, for folks to go to additional safety training, but kind of cover safety training, what that is and how that works. So a lot of buzzwords in law enforcement, right? De-escalation being one City is an acronym. You'll hear quite a bit as well. It's crisis intervention training in essentially it is a modality of training that focuses on dealing with situations involving folks that are having issues especially pertinent to mental health. And we have made it a priority over the last few years to get as many of our officers city certified as possible, don't have a percentage in front of me. However, I was just recently going through all of our officers post profiles, which basically is a profile housed by post that keeps all of your training cataloged because I was trying to find a couple officers to send to training that had not been to see it, and I had a hard time doing it, which was a pretty good reflection to me that we've really raised the bar to be able to get folks to that training. City trainings, usually 32 to 40 hours, hosted a lot of times by some of the larger agencies in the Bay Area, Oakland being one of them. And it really focuses on how to deal with those high stress incidents that we see with individuals that are suffering from mental health, some type of drug psychosis, things along those natures. So it's definitely a priority for us. In fact, we had two officers, two of our newer officers going to training in like two weeks with questions from a group. I have. One question I note are post requirements for further education for officers in this department's about what's the approximate percentage that does. It kind of goes above and beyond those requirements. Yeah. So I think the best number to reflect is post will be completely fine with our officers training 18 hours every two years, which sounds pretty abysmal to me. We do 120 hours just in-house, so I don't claim to be a numbers gang, but I know percentage wise that's significant. But not only that, I think the 120 hours does capture a good picture, but it's not the complete picture when you take into really the day in, day out training that comes out on bulletins and emails and in briefings, as well as the vast amount of trainings we send our officers to, it's it's pretty incredible. And then I know the officers are doing a fantastic job with the training and redeveloping themselves and thinking about all of this. I also want to make sure that their mental health is taking care of some. Would you say many officers are taking these resources seriously or taking the mental health resources? So I've been here 14 years and to see where our organization has transformed in terms of officer wellness from 2010 to now couldn't be more profound. And our our mental health, I think, as a profession in general. But specifically here at Pittsburgh is taken seriously. We have a wonderful peer support team. Our administration has always, and I would argue always will support officer wellness, both mentally and physically. So without a doubt, I don't think we could be much better situated to have any kind of resources officers would need or want to have available to them. And I will say just on a personal level, I think an advantage of certain resources over the years. And I'm thankful that that they're available for sure. And I would just add to that is we recently over a year ago, we received a grant that came out for us about this large grant money grab that helped us push something forward that we're looking at both in physical and mental health wellness Diving deeper actually just had a meeting today with one of the other entities and we're looking to apply for another two year grant. That's a significant amount of money that we will have. We are expecting to get that grant. We'll be able to do a lot more and a lot of that can be with training, a lot of wellness activities, physical wellness. You know, one thing we look at is it's really targeted police officers who go to the doctor. You know, there's a couple of places we don't know by I'll speak for myself, but, you know, not really comfortable going to hospitals, doing funerals with the doctor. Lifestyle survivorship is in a way. So we're really looking for a way and a means to push them into that physical world is to go along with that with a wellness tour of their ways. How do we contribute to that, whether it's about, you know, the city recently adding in an additional workout facility for physical one, That's the activities that our department puts out now and Wellness Wednesdays, all those kind of things build up. You know, we're not always big parts in those, but we're pushing our staff to really branch out a little bit more and really look at how to take care of yourself. Because if you don't take care of yourself, it's our political will, take care of others. So that's a big, big part of it for us. And so do you have anything else sort of bigger than sort of anybody else's for marketing? Or I will just say we wanted to break this up. This is train up to the two signals, because as Sergeant Baker gave you the bigger 30,000 foot view and kind of really what the standards are in recent months and very tough to be able to present on all the analytics we've been doing and looking at it and the see grows how we're going individuals, whether in be or structure or staffing or schedules, we're looking at ways to increase train time and what that looks like moving forward because training is never going to be less reserved, never going to be less requirements when it comes to state mandates, post mandates or anything like that moving forward. So how do we look at a little bit more down the future? Yes, we're at 120 hours. How do we get more at we squeeze a few more hours or double the amount of hours that we have for training time first out per year. So that's something we're constantly looking at as well as continuously saying our officers and staff are trained to master instructor classes so they can come back and bring those services to it. So there's a lot invested that I think sort of a bigger doesn't outstanding job with. Lieutenant. I think they do a great job making sure that we know those mandates and really kind of be in the forefront of the spear when it comes to training for departments in this area. So there's no other comments or questions certain. BAKER Thank you very much. Thank you. And again, next next meeting, we plan on bringing you kind of building on that series to, if you will, on how all this is put into action, what that looks like when we bring in a use of force scenario where any scenario where we see the escalation and how officers are trained in that, as well as how we bring policy of that to that reflection piece to make sure our officers know the policy that they're operating within to kind of wrap that all of them and I know it's a fraction of you guys here, but thank you so much for all the service that you do for them. And maybe there's a little crazy out there, and I can only imagine that they like to take off everyday and go home to your loved ones. So really appreciate each and every one of them. So there's nothing else. For item four, we're going to move on to item I'm sorry, on three, remember one item number four. And we're fortunate to have Tony, both of them with us tonight. She is gracious to attend tonight. We don't always get to have her come down and grab us, but I love it when she's here. So she's going to go over some of our community events in the recent couple of weeks. And then what we're looking at moving forward through the summer months. That's good evening. So I wanted to start with March. I wanted to follow up with March. March was recognized as Literacy Month nationwide, and we were invited to go to a few of the elementary schools here in Pittsburgh, Park, Parkside and Stoneman and BOLO. We brought our mascot who we are looking to retire and get a new one, but he is a hit. And after all the years of being pulled on and sweaty teenagers and a stampede staff, interns are working. So we're looking to replace him. But he was a hit at our literacy night at Parkside and at Stoneman. And then we brought it out for fishing with our pal. That was another event that was well attended from Brentwood to Antioch. A lot of people joining in another event that we did that we just ended was a five gold and a scavenger hunt. The community really engages in that hunt where we have people calling me. We have people in our lobby asking where it's going to be heading that day. What time are we releasing the clue? So and just looking out and that gets on our social media because we release on social media a clue every day. And this year we wanted to get our parks, but in different like with different clues and different car parks that aren't visited. We did end up with the last one at Pat Buchanan only because we really wanted to highlight that park because it's so nice now that the pond is cleaned up, and especially with the fishing with a pal that was a big hit because now all the tool toys are out and they were dredged. And like I said, we had zoo Now go and test the water along with Anthony Ball also. So we had that was a successful event. We wanted to bring more highlight to that. So we did the last few weeks, the last day we did to close and there was one clue that wasn't found and it was the death that did it because that's where the ducks are at the pond. And people were out there for hours looking for that aid. It was kind of neat to keep circulating and seeing that the egg was still found, but they finally found it. But that was a success. Well, a community event that our community really engages in. And like I said, the clues are put out on social media. And within the first hour, I want to say there's over a thousand people in that clip just on Instagram. So, yeah, so it's it's a good event that we like to do for Christmas and for Easter. For April. We're going to be participating in the every 15 minutes program with the high school. How has donated some snacks or what have you and some funding are. Our Taliban has been used also in there to transport the kids back and forth. They did a mock court. They did the coroner visited the coroners. They did a jail video back there in our jails. So that's going to be happening next week at the high school. It's a two day DUI. I don't know if anybody who's not familiar with the program. And then also, we are teaming up with the school district to do the Special Olympics, track me as high school for the special needs kids. And then PAL is doing a field trip to the Giants game. And the kids have been selected from help you because you have a baseball program. So we were able to choose well, actually, the coach was able to give us names of 15 students that were able to take to the game. And then for me, we're working on our Memorial Day, which is not there. And since she wanted to say through the summer, maybe we're going to be doing the Memorial Day show in the front and that should be a success also. And then we'll go into our national night out and on this field of events so far. So we always get stuff added to our calendar. Yeah, This year, the car show, we're moving back to the present, Granbury, we call it. We were in the parking lot for the Civic Center last year, a little bit cooler sometimes the weather, but we are food vendors and music should be a great time. We'll go over 100 cars last the last couple of years of the so it's always it's as we get a pretty good following now from the local car clubs and we also attend our city car shows they're very very part of that year awards presentations for different constitutional with cars and things like that. So we are always excited to do that, we're told. And also a lot of donations are already given going toward that event from our community businesses. So yes, and all the proceeds will go to our police activities club. I know perhaps all these are charities has been around since, I believe, 2014 to the inception, and we did a strategic plan a couple of years ago at the behest of one of our board members and one of the major points was the higher funding, higher police are an element that we could dedicate to taking into a level that it's don't want you right now. We hired Elizabeth Espinosa, who was a school district employee for upwards of 20 years from this town who is probably actually Tony sorry the most well-connected person that I know in this community. And she is an unbelievable worker and Tony's our president town. Now we have a new board that we ordered last December, October, fresh blood, fresh thoughts, fresh energy. And what is Espinosa is at the top of that board and her motor does not stop running. So she's we're really fortunate to have found her. She's phenomenal. So a lot of a lot of really neat things coming through politics. I got to have my one on one. She is boss was our next one on one The emails I knew two weeks ago so she's a great workers pleasure. Yeah, she's definitely taking our whole program to the next level and within months was so excited to have her and anything else just kind of to grow all the things we wanted to do in the recall program. We are just going to take off now how she likes what she does that's so important, more passionate about the and about the community and the you see unity, and that's very important. So, yes, we're very fortunate to be able to sit down and have a go. Yes, she works long hours. She do that. She doesn't stop. No promoters to buy her nice birthday present. Any questions? Yeah. Any questions for Tony or any events coming up. Tony, thank you. We will move on to item number five T-shirt. I don't have a whole lot for this evening, Tony. We did mention every 15 minutes and talked about it last public Safety subcommittee meeting. That is going to be on the actual simulation, if you will, on Tuesday the ninth, and it'll be on the high school grounds there. And then the assembly that follows that where the video that they've been constructing, they have a guest speaker that comes in and talks to the students on the dangers of substance use and DUI. That will be on the phone the following day, the Wednesday the 10th. They're also at the high school gymnasium. So we're very excited. Our team has been working really hard on this event, working with great geographer and will work with the school district to put this on. It is a lot of a lot of work and a lot, a lot of hours to put this together. But it's an eye opening experience for all of the students that are involved. But their parents are also involved very, very touching way to learn a hard lesson because they really are and they're all in tears throughout the respect to the awards, they from various folks involved in it. So hopefully it'll deserve respect, perspective will keep everybody safe. So we call that that program. So I welcome if you have any questions, please be jumping on that and just a couple more information or event that I do not have anything else. Like I said, for next month, we have a couple different items for you, but we're going to take the train series and a couple more items. But unless anything else for this evening, I am going to go to 6 a.m. and we will close this one down at six. And actually what we do so thank you.