* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.
           
          [Joint Committee on Public Safety, Budget and Fiscal Affairs, and Labor on May 8, 2025.]
          [00:00:23]
GOOD MORNING EVERYONE. 
          I'M AMY FACT CHAIR OF THE PUBLIC SAFETY COMMITTEE. 
          UM, WE, UM, ARE CALLING THIS MEETING TO ORDER. 
          IT'S A JOINT MEETING BETWEEN THE PUBLIC SAFETY COMMITTEE, UM, BUT BUDGET AND FISCAL AFFAIRS AND THE LABOR COMMITTEE. 
          THANK YOU EVERYONE FOR BEING HERE TODAY. 
          WE ARE JOINED TODAY BY OUR, UM, CHAIR OF THE LABOR COMMITTEE COUNCIL MEMBER CAYMAN, CHAIR OF THE BUDGET AND FISCAL AFFAIRS COMMITTEE, COUNCIL MEMBER ALCORN. 
          WE ARE ALSO JOINED BY COUNCIL MEMBER CARTER, COUNCIL MEMBER RAMIREZ. 
          UM, LET'S SEE, UM, AN ONLINE, UM, COUNCIL MEMBER THOMAS, AN ONLINE COUNCIL MEMBER HUFFMAN. 
          UM, WE ARE ALSO JOINED BY STAFF FROM VICE CHAIR TARSHA JACKSON'S OFFICE COUNCIL MEMBER FLICKINGER, VICE CHAIR, CASTILLO'S OFFICE AND COUNCIL MEMBER POLLARD'S OFFICE. 
          DID I MISS, I THINK I GOT EVERYONE. 
          , DID YOU WANNA SAY SOMETHING? SURE. 
          UM, AND FIRST UP, WE, UM, WE DO HAVE ONE PRESENTATION TODAY. 
          AND FIRST UP WE HAVE, UM, COUNCIL MEMBER CAYMAN CHAIR OF THE LABOR COMMITTEE. 
          UH, I JUST WANTED TO THANK EVERYONE FROM BEING THERE. 
          I ALSO WANNA RECOGNIZE WE HAVE A QUITE A NUMBER OF PUBLIC SPEAKERS ONLINE AS WELL. 
          UH, SO WE WILL DO THE PRESENTATION. 
          WE WILL HAVE COUNCIL MEMBER QUESTIONS, AND THEN WE WILL PIVOT TO, UH, PUBLIC SPEAKERS. 
          I KNOW THERE WILL BE A QUESTION. 
          I'M, I'M, UH, ASSUMING THERE WILL BE A QUESTION ON WHEN THE PUBLIC CAN VIEW THIS CONTRACT, THIS PRESENTATION. 
          I BELIEVE THAT IT'S STILL BEING VOTED ON BY THE UNION, BUT IF Y'ALL COULD, UH, JUST SHED SOME LIGHT AS WELL IN YOUR PRESENTATION ON THE TIMING OF WHEN IT WILL BE PUBLICLY AVAILABLE, THAT WOULD BE APPRECIATED TOO. 
          SO, FRIDAY. 
          OKAY. 
          SO WHAT WE'RE HEARING FROM CHAMBERS IS THAT IT WILL BE AVAILABLE TO THE PUBLIC FOLLOWING FRIDAY'S CONCLUSION OF THE UNION'S VOTING, SO THEN IT WILL BE RELEASED TO THE PUBLIC. 
          THANK YOU. 
          KELLY, YOU WANNA SAY ANYTHING? NO, THANK YOU, CHAIR. 
          UM, WE WERE ALSO JOINED, UM, BY STAFF FROM COUNCIL MEMBER PLUMMER'S OFFICE AND STAFF FROM, UM, VICE CHAIR MARTINEZ'S OFFICE. 
          UM, TODAY WE HAVE A PRESENTATION ABOUT HP D'S FIVE YEAR CONTRACT. 
          WE WILL HEAR FROM CHIEF HARDIN, DEIDRE NORRIS, AND RHONDA SMITH. 
          WE ARE READY TO BEGIN. 
          GOOD MORNING. 
          SO THANK YOU FOR THE OPPORTUNITY TO COME TODAY AND GO OVER THE HIGHLIGHTS OF THE PROPOSED CONTRACT BETWEEN THE UNION, THE CITY FOR THE HOUSTON POLICE DEPARTMENT. 
          BEFORE I GET INTO THE CONTRACT, I JUST WANT TO PUBLICLY THANK AGAIN, DIRECTOR SMITH, UH, MS. DERE NORRIS, ALL THE PEOPLE IN OUR BUDGET AND FINANCE DEPARTMENT THAT HELPED US WORK THROUGH WHAT WAS POSSIBLE WITH THIS, UH, OUR LEGAL DEPARTMENT AS WELL AS THE CITY BUDGET, FINANCE AND LEGAL, MANY OF WHO ARE HERE TODAY IN CHAMBERS. 
          AND I JUST WANNA MAKE SURE THAT EVERYBODY KNOWS HOW MUCH WORK WENT INTO THIS BY EVERYONE INVOLVED AND HOW APPRECIATIVE WE ARE. 
          NO SECRET, WE'VE BEEN POLICING THIS CITY FOR THE LAST 25 YEARS WITH THE SAME AMOUNT OF POLICE OFFICERS. 
          AND WE ARE HOPING THAT THIS CONTRACT WILL ASSIST US IN RECRUITING AND RETENTION AS WELL AS, UH, BENEFITING NOT JUST A, A QUALITY OF LIFE FOR OFFICERS THAT ARE ALREADY WORKING HERE, BUT ALSO THEIR, THEIR WELLBEING. 
          SO IF YOU LOOK AT THE FIRST SLIDE OR NEXT SLIDE, CLASSIFIED STAFFING TRENDS. 
          SO AS YOU CAN SEE, THIS IS OVER A 27 YEAR PERIOD. 
          WE HAVE ABOUT 206 FEWER OFFICERS, OR 3.8% FEWER OFFICERS THAN WE HAD 27 YEARS AGO. 
          AND THAT SAME TIME, UH, WE OBVIOUSLY HAD A SIGNIFICANT POPULATION INCREASE IN THE CITY, AS WELL AS AN INCREASE IN SQUARE FOOTAGE THAT WE COVER. 
          UM, SINCE, SINCE 2010 ALONE, WE HAVE AS MUCH AS A OVER A 10% POPULATION INCREASE. 
          THAT DOES NOT INCLUDE THE 700,000 PEOPLE THAT TRAVEL INTO THE CITY TO USE OUR SERVICES EVERY DAY. 
          THE NEXT SLIDE SHOWS YOU THE AUTHORIZED VERSUS ACTUAL PERSONNEL IN THE LAST 10 YEARS. 
          SO FROM 2014, WE'RE DOWN FROM 5,301 OFFICERS TO 52 32 CLASSIFIED TODAY. 
          AND WHEN YOU DISCUSS CLASSIFIED NUMBERS AND THE WORKLOAD THAT WE WE CARRY, I'D BE REMISS NOT TO MENTION THE NUMBER OF CIVILIAN PARTNERS THAT WE'VE LOST OVER THE YEARS TOO. 
          SO IN 2014, WE HAD 1,275, AND AT THE END OF FISCAL YEAR 24, WE WERE DOWN TO EIGHT 80. 
          AND MOST RECENTLY WITH THE VOLUNTARY RETIREMENTS, WE LOST ANOTHER 110 TEAMMATES. 
          SO WE'RE DOWN TO RIGHT ABOUT 770 NOW, WHICH IS 
          [00:05:01]
A SIGNIFICANT, UH, DECREASE IN OUR CIVILIAN TEAMMATES. 
          THE NEXT SLIDE SHOWS TOTAL ATTRITION FROM FISCAL YEAR 24 AND 25. 
          IT'S BROKEN DOWN INTO SEVEN DIFFERENT SENIORITY CATEGORIES, AND THE ONES THAT WE'RE GONNA FOCUS ON IN THE NEXT COUPLE SLIDES WILL BE FIVE YEARS AND LESS, BECAUSE ONE OF THE MOST IMPORTANT PARTS OF THIS CONTRACT IS GETTING US CLOSE TO OUR BOTH SMALL AGENCIES IN THE, IN THE GREATER HOUSTON AREA, BUT ALSO THE OTHER FOUR LARGEST CITIES IN THE COUNTRY. 
          SO THIS SHOW SHOWS BY SEVEN DIFFERENT SENIORITY CATEGORIES. 
          IF YOU LOOK IN FISCAL YEAR 24, 20 4% OF THAT ATTRITION IS FROM OFFICERS FIVE YEAR AND LESS FISCAL YEAR 25, IT'S 30% OF THAT ATTRITION IS OFFICERS FIVE YEAR AND LESS, WHICH IS NOT A TREND THAT WE WANT TO CONTINUE. 
          AND THIS SLIDE IS ALL FORMS OF ATTRITION, RESIGNATION, TERMINATION, MEDICAL SEPARATION, ET CETERA. 
          THE NEXT SLIDE LOOKS AT ONLY RESIGNATION. 
          SO, UH, FIVE YEARS OF LESS. 
          HOW MANY PEOPLE RESIGNED IN CALENDAR YEARS 2020 THROUGH 2025. 
          AND IF YOU LOOK AT THIS SLIDE, THIS IS EXTREMELY ALARMING. 
          SO WE GRADUATE ON AVERAGE 58 CADETS FOR THE LAST 10 CLASSES. 
          THE NEXT FOUR CLASSES WILL BE AN AVERAGE OF 42, AND THIS SLIDE SHOWS AN AVERAGE OF 73 RESIGNATIONS A YEAR FOR CLASSIFIED OFFICERS WITH FIVE YEARS AND LESS ON THE POLICE DEPARTMENT. 
          UH, AS I MENTIONED LAST WEEK, THE MEN AND WOMEN THAT SHOW UP TO DO THIS JOB EVERY DAY IN CITY OF HOUSTON DON'T DO IT FOR THE MONEY, BUT THEY ARE LEAVING. 
          SOME OF THESE YOUNGER OFFICERS ARE LEAVING TO DO THE SAME JOB AT ANOTHER AGENCY IN THE STATE OF TEXAS OR THE GREATER HOUSTON AREA FOR MORE PAY. 
          HOPEFULLY THIS CONTRACT, UH, WILL SOLVE THAT. 
          THE NEXT SLIDE IS, UH, JUST A A, A GREAT GRAPHIC REPRESENTATION OF NUMBER OF GRADUATED CADETS VERSUS CLASSIFIED ATTRITION. 
          THE BLUE BLUE BAR IS OBVIOUSLY A NUMBER OF CADETS GRADUATE, AND THE RED BAR IS HOW MANY WE'VE LOST. 
          AND YOU CAN SEE BY LOOKING AT THE DELTA POINTS THAT IT'S SIGNIFICANTLY LOWER, MORE THAN IT IS HIGHER. 
          AND THAT'S, UH, THAT'S CONCERNING OBVIOUSLY. 
          OKAY, SO IN THE CURRENT NEXT SLIDE, THE CURRENT PAY AS COMPARED TO DALLAS, AUSTIN, SAN ANTONIO AND FORT WORTH, THIS LIST STARTING SALARY BASE PAY WITHOUT INCENTIVE PAYS, AND THEN YOUR BASE PAY AT FIVE YEARS. 
          SO THIS IS TODAY PRIOR TO THE PROPOSED CONTRACT. 
          AND YOU CAN SEE THAT, YOU KNOW, AUSTIN, FOR STARTING PAY WE'RE BEHIND 13%. 
          AND THEN ON THE FIVE YEAR OFFICER, WE'RE BEHIND 20% FORT WORTH. 
          WE'RE BEHIND 21% TO START AND 24% OVER FIVE YEARS, OR AT THE FIVE YEAR MARK, I'M SORRY, IF YOU LOOK AT THE NEXT SLIDE, THIS IS UNDER THE PROPOSED CONTRACT. 
          SO WE DID STARTING BASE PAY, THEN AVERAGE SPECIAL PAY, AND I'LL TOUCH ON SPECIAL PAYS AND WHAT THAT INCLUDES IN A SECOND, AND THEN THE BASE AT FIVE YEARS. 
          SO YOU CAN SEE THAT ALMOST IMMEDIATELY THIS PROPOSED CONTRACT GETS US TO A POINT WHERE WE'RE EITHER EVEN WITH OR EXTREMELY COMPETITIVE WITH THESE OTHER LARGE CITIES. 
          AND WE MENTIONED WE LISTED DALLAS, AUSTIN, SAN ANTONIO AND FORT WORTH. 
          BUT AGAIN, THERE ARE OTHER SMALLER AGENCIES IN THE GREATER HOUSTON AREA THAT HAVE SAME OR SIMILAR PAY THAT WE ARE, WE ARE COMPETING WITH AND LOSING PEOPLE TO BEFORE WE GET INTO THE NUTS AND BOLTS OF THE CONTRACT, BESIDES PAYING OUR OFFICERS AS COMMISERATE WITH THEIR DUTIES FOR THE FOURTH LARGEST CITY IN THE, IN THE COUNTRY AND MAKING US COMPETITIVE WITH THESE OTHER LARGE CITIES. 
          I'D LIKE TO POINT OUT, I MENTIONED EARLIER THE QUALITY OF LIFE FOR OUR OFFICERS SHOULD, WILL INCREASE SIGNIFICANTLY WITH THIS CONTRACT. 
          AND WHAT I MEAN BY THAT IS TWICE IN THE LAST WEEK AS THIS CONTRACT HAS BEEN MADE PUBLIC TO VOTE BY OUR MEMBERS OR BY THE MEMBERS OF THE UNION, I'VE HAD OFFICERS COME AND TELL ME, I DON'T HAVE TO WORK EXTRA JOBS ANYMORE BECAUSE I HAVE BEEN WORKING EXTRA JOBS TIME AWAY FROM MY FAMILY TO MAKE UP FOR 10% OR 15% OF SALARY. 
          AND THIS PAY RAISE IS LIFE CHANGING FOR THEM AND THEIR FAMILY. 
          SO THE NEXT SLIDE, WE START TO TALK ABOUT THE ACTUAL CONTRACT AND THE FINANCIAL IMPACTS OF IT. 
          SO THE CONTRACT IS FIVE YEARS. 
          PERCENTAGE INCREASE IN THE FIRST YEAR IS 10%, SECOND YEAR IS 8%, THIRD IS SIX, FOURTH IS SIX, AND THE FIFTH IS 6.5 FOR A TOTAL, UH, FINANCIAL IMPACT OF 832 MILLION OVER FIVE YEARS. 
          AND OBVIOUSLY THE COST SET ASIDE OVER ON THE RIGHT SIDE OF THE SLIDE IS INCREASED AT A COMPOUND RATE YEAR OVER YEAR FOR HOW MUCH IT'S COSTING THE CITY. 
          THE NEXT SLIDE IS A SUMMARY OF THE CONTRACT FINANCIAL ELEMENTS. 
          SO WHAT THINGS INCREASED FROM THIS ONE? THE PERCENT RAISES ARE ON THE LEFT COLUMN THAT I JUST COVERED. 
          AND ALSO ONE OF THE BIGGEST THINGS WE DID IN THIS CONTRACT IS INCREASED THE FIRST YEAR POLICE OFFICER TO $75,000 BASE PAY. 
          THAT'S ONE OF THE THINGS THAT PUTS US IMMEDIATELY COMPETITIVE WITH THE OTHER, UH, FOUR LARGEST CITIES AND THE OTHERS IN THE AREA THAT'S BASE 
          [00:10:01]
PAY. 
          THAT DOES NOT INCLUDE WEEKEND SHIFT AND OTHER AND EDUCATION PAY AND AND WHATNOT. 
          AND WE'LL TOUCH ON THAT ALSO. 
          WE INCREASED OUR PATROL PAY FROM 600 TO $1,600 ANNUALLY FOR THE STEP ONE. 
          THE NEXT STEP WE INCREASED FROM 1900 TO $2,400 ANNUALLY. 
          THE NEXT STEP WENT FROM 2200 TO $3,000 ANNUALLY. 
          AND THESE STEPS ARE DETERMINED BY YOUR, YOUR YEARS OF SENIORITY IN PATROL. 
          WE BELIEVE PATROL IS THE BACKBONE OF THIS POLICE DEPARTMENT. 
          IT'S WHO YOU SEE WHEN YOU CALL THE POLICE. 
          IT'S THE FACE, IT'S THE MEN AND WOMEN THAT WE ASK TO DO A, A BREADTH OF THINGS FROM BEING A MENTAL HEALTH COUNSELOR TO WRITING TRAFFIC TICKETS, TO GOING TO DISTURBANCES, TO DEALING WITH ACTIVE SHOOTERS, YOU NAME IT. 
          THESE MEN AND WOMEN ARE ASKED TO DO IT, AND WE KNOW THEY'RE THE BACKBONE OF THE DEPARTMENT. 
          THEY'RE THE FACE OF THE DEPARTMENT, AND WE FELT LIKE THEIR INCENTIVE PAY SHOULD REFLECT THAT. 
          SHIFT DIFFERENTIALS WENT FROM $1,820 TO $2,600 ANNUALLY, AND WEEKEND PAY WENT FROM 1,820 TO $2,600 ANNUALLY. 
          ALSO, SHIFT DIFFERENTIAL IS ANY SHIFT THAT STARTS AFTER 12 NOON. 
          SO EVENING SHIFT OR NIGHT SHIFT, GET SHIFT DIFFERENTIAL AND WEEKEND PAY FOR, UH, IT'S FRIDAY AND WORKING FRIDAYS AND SATURDAYS FOR NIGHT SHIFT. 
          AND IT'S SATURDAYS AND SUNDAYS FOR DAY SHIFT AND EVENING SHIFT. 
          AND IF YOU ONLY WORK ONE OF THOSE DAYS, YOU OBVIOUSLY GET HALF THE MONEY. 
          NOT BOTH. 
          NEXT SLIDE IS SOME OTHER CONTRACT PROVISIONS THAT WE WANTED TO HIGHLIGHT, UH, THAT WE THOUGHT Y'ALL WOULD BE INTERESTED IN. 
          SO ARTICLE 18 COVERS YOUR ABILITY TO PROMOTE AND WHAT THE REQUIREMENTS TO PROMOTE ARE. 
          SO CURRENTLY THERE'S A MAX NUMBER OF POINTS OF 13, THAT'S 10 YEARS OR A MAX OF 10 YEARS. 
          YOU GET ONE YEAR, OR SORRY, ONE POINT PER YEAR OF SENIORITY UP TO 10. 
          AND THEN YOU GET ONE POINT FOR A BACHELOR'S DEGREE, ONE POINT FOR A MASTER'S, AND, SORRY, TWO POINTS FOR A MASTER'S AND THREE POINTS FOR A JD OR A PHD. 
          YOU ALSO GET ONE POINT FOR MILITARY SERVICE. 
          BUT IN THE CURRENT STATE OF AFFAIRS, YOU CAN EITHER GET MILITARY OR BACHELOR, NOT BOTH. 
          WE HAVE FIXED THAT IN THIS CONTRACT. 
          IF YOU HAVE, UH, HONORABLE DISCHARGE FROM MILITARY, YOU GET A POINT. 
          AND THEN IF YOU WENT ON TO PURSUE A DEGREE AT ANY POINT AND YOU HAVE A BACHELOR'S DEGREE, YOU ALSO GET THAT, THAT EDUCATION POINT FOR THE LIEUTENANT'S TEST AND THE CAPTAIN'S TEST. 
          OUR SENIORITY POINTS ARE NOW BASED ON TIME IN GRADE AND NOT TIME ON THE POLICE DEPARTMENT. 
          MEANING AS IT STANDS TODAY, IF YOU WERE GOING TO TAKE THE LIEUTENANT, UH, TEST, IT WOULD BE YOUR YEARS OF SENIORITY AT THE DEPARTMENT. 
          SO IF YOU HAD 12 YEARS ON, YOU WOULD GET THAT MAX OF 10 THAT I TALKED ABOUT BEFORE. 
          BUT THIS NEW CONTRACT CHANGES IT TO TIME AND GRADE. 
          SO IF YOU'RE GOING TO TAKE THE LIEUTENANT'S TEST AND YOU HAVE THREE YEARS AS A SERGEANT, YOU'LL GET THREE SENIORITY POINTS. 
          IF YOU HAVE FIVE YEARS, YOU GET FIVE SENIORITY POINTS MAXING OUT AT FIVE. 
          UH, WE FEEL THAT TIME AND GRADE, UH, WAS, WAS AN IMPORTANT METRIC FOR YOUR SENIORITY POINTS, GOING TO LIEUTENANT AND THE CAPTAIN TEST. 
          AND THEN YOUR EDUCATION, YOUR MILITARY POINTS STILL APPLY ON TOP OF THOSE YEARS OF SENIORITY IN ARTICLE 31 DISCUSSES DISCIPLINE. 
          SO ACCEPTANCE RESPONSIBILITY CAN BE USED THREE TIMES IN YOUR CAREER FOR A TOTAL OF 10 DAYS, AGGREGATE, BUT NO MORE THAN FIVE DAYS AT A TIME. 
          SO WHAT THAT IS, IS IF YOU HAVE A SUSTAINED COMPLAINT AND YOU'RE GOING TO GET A DISCIPLINARY SUSPENSION, YOU HAVE THE ABILITY TO SAY, I ACCEPT RESPONSIBILITY FOR WHAT HAPPENED. 
          I ACCEPT WHAT THE CHIEF'S DETERMINATION OF MY DISCIPLINE WILL BE. 
          IF IT'S FIVE DAYS OR LESS. 
          YOU ACCEPT RESPONSIBILITY, YOU WAIVE YOUR RIGHT TO APPEAL, AND THEN IT, UH, IT BECOMES A WRITTEN REPRIMAND AS OPPOSED TO A WHATEVER THE SUSPENSION ALREADY LEVIED WAS. 
          YOU CAN DO THAT UP TO THREE TIMES IN YOUR CAREER. 
          NO MORE THAN 10 DAYS. 
          FOR ANY THREE DAY SUSPENSION OR LESS, THE OFFICER'S ENTITLED TO RECEIVE POSITIVE DISCIPLINE. 
          SO WHAT POSITIVE DISCIPLINE IS, IF YOU GET A THREE DAY SUSPENSION, TYPICALLY THAT'S THREE DAYS PAY THAT WOULD BE DOCKED. 
          THIS ALLOWS YOU TO BURN THREE DAYS OF TIME, SO YOU'RE LOSING THE TIME ON THE BOOKS AS OPPOSED TO THE TIME ON YOUR NEXT PAYCHECK. 
          SO YOU'RE STILL PAYING FOR THE SUSPENSION JUST IN TIME AND NOT, UH, ON YOUR PAYCHECK, IF THAT MAKES SENSE. 
          ARTICLE 35, PROPOSED ALLOWANCE FOR EXEMPT TIME CREDIT TO BE INCLUDED IN YOUR PHASE DOWN AT THE END OF AN OFFICER'S CHRIS. 
          SO EXEMPT TIME CREDIT EXEMPT EMPLOYEES ARE LIEUTENANTS AND ABOVE. 
          SO IF YOU PUT IN FOR COMP TIME FOR ANY SORT OF OVERTIME AND IT WAS APPROVED BY THE CHIEF, THAT EXEMPT TIME CREDIT JUST SITS IN A BANK AS IT STANDS TODAY. 
          YOU HAVE TO BURN THAT BEFORE YOU RETIRE. 
          SO WHAT MOST PEOPLE DO IS THEY BURN IT AT THE END OF THEIR CAREER BEFORE THEIR ACTUAL RETIREMENT DATES. 
          WE'RE LOSING THE TIME EITHER WAY, THIS ALLOWS THEM TO JUST ROLL IT INTO PHASE DOWN. 
          SO IT'S JUST ALLOWING THEM TO RETIRE AND THEN USE THAT AS PART OF THEIR PHASE DOWN TIME. 
          BANK INCREASE COURT TIME MINIMUM FROM, UH, FROM TWO HOURS TO FOUR TIME, UH, FOUR HOURS FOR BOTH MUNICIPAL AND COUNTY AND DISTRICT COURT. 
          AND LAST ONE WE HIGHLIGHTED WAS ARTICLE 41. 
          PROPOSED INCREASE IN TIME OFF PAYOUT FOR SERGEANTS FOR 32 HOURS TO 40 HOURS FOR SUCCESSFUL COMPLETION OF THE PHYSICAL AGILITY TEST. 
          SO WE OFFER A PHYSICAL AGILITY TEST EVERY YEAR TO OUR EMPLOYEES. 
          [00:15:02]
YOU HAVE THE OPPORTUNITY TO EITHER CHOOSE TO TAKE IT FOR MONEY OR FOR TIME. 
          SO IF YOU PASS THAT P IF YOU FAIL THE PT TEST, YOU DON'T GET ANY BENEFIT. 
          IF YOU PASS THE PT TEST, YOU CAN EITHER TAKE A THOUSAND DOLLARS OR RIGHT NOW FOR SUPERVISORS IT'S 32 HOURS ON THE BOOKS AND OFFICERS, IT WAS 40. 
          THIS JUST MAKES SERGEANTS EQUAL OR SUPERVISORS EQUAL WITH OFFICERS IF THEY DECIDE TO TAKE THE TIME. 
          NEXT SLIDE IS PROPOSED ANNUAL DIFFERENCES IN SPECIAL PAY. 
          SO I DISCUSSED THE SPECIAL PAY OF PATROL OFFICER PAY. 
          SO THAT'S THE THE FIRST THREE LISTED. 
          AND THEN THERE'S SOME ASSIGNMENT PAY, CRIME SUPPRESSION TEAM, DIFFERENTIAL RESPONSE TEAM, AND THEN SHIFT AND WEEKEND PAY SHIFT VARIANCE PAY, WHICH I'LL TOUCH ON A SECOND, BUT THE SLIDE SHOWS. 
          THE FIRST COLUMN IS THE ACTUAL NUMBER OF HUMANS THAT RECEIVE THIS TYPE OF PAY PER COLUMN AS OF APRIL 16TH, 2025. 
          WHAT IT IS NOW, WHAT THE PROPOSAL IS BIWEEKLY, WHAT THAT INCREASES BIWEEKLY. 
          AND THEN WHAT THE NET ANNUAL CHANGES PER SPECIAL PAY OVER THE LIFE OF THE CONTRACT PER YEAR. 
          THE SHIFT VARIANCE PAY. 
          SO CURRENTLY TODAY WHEN OUR, WHEN YOU GRADUATE THE ACADEMY, YOU GO FROM A CADET TO A PROBATIONARY POLICE OFFICER. 
          WHEN YOU ARE A PROBATIONARY POLICE OFFICER, YOU'RE ON OUR TRAINING PROGRAM, YOU ARE ON THE SAME SCHEDULE SHIFT AND DAYS OFF AS AS YOUR TRAINER IS. 
          SO IF DIRECTOR SMITH AND I GRADUATED FROM THE SAME CLASS, SHE MAY HAVE A TRAINER THAT HAS MONDAY, TUESDAY OFF. 
          I MAY HAVE A TRAINER THAT HAS THURSDAY, FRIDAY OFF, BUT WE'RE ONLY GONNA BE WITH THAT TRAINER FOR TWO TO THREE WEEKS AND THEN WE'RE GONNA GO TO A DIFFERENT ONE. 
          SO THEIR SHIFT IN THEIR DAYS OFF ARE CONSTANTLY CHANGING. 
          OUR MEN AND WOMEN THAT WORK WEEKENDS AND NIGHTS AND EVENINGS, THEY GET A, UM, A SHIFT DIFFERENTIAL PAY OR A WEEKEND PAY. 
          SO WE FEEL THAT THOSE PPOS AS THEY ARE HAVING THEIR SCHEDULE CHANGE SO OFTEN FOR THAT SIX MONTHS, THEY DESERVE WHAT WE CALL SHIFT VARIANCE PAY. 
          AND IT'S EQUAL TO SHIFT IN WEEKEND DIFFERENTIAL, BUT IT'S AN INCENTIVE FOR THEM BECAUSE OF HOW OFTEN WE'RE CHANGING THEIR SHIFTS IN DAYS OFF IN THE FIRST SIX MONTHS OF THEIR CAREER. 
          AND THE LAST SLIDE IS BASE PAY BY RANK. 
          UH, FONT'S KIND OF SMALL, BUT THIS WILL SHOW YOU THE LAST FOUR YEARS. 
          AND THE GRAY IS THE LAST FOUR YEARS, UH, OF OUR, OUR CURRENT CONTRACT AND THEN THE NEXT FIVE YEARS OF THE PROPOSED CONTRACT, WHAT THE BASE PAY IS FOR INDIVIDUALS AT THOSE SENIORITY RATES AND THOSE RANKS, UH, THROUGH THE RANK OF CAPTAIN. 
          I KNOW THAT'S A LOT OF INFORMATION IN A SHORT AMOUNT OF TIME. 
          UH, AND I'M SURE YOU GUYS HAVE ANY QUESTIONS. 
          DR. SMITH, DO YOU HAVE ANYTHING TO ADD BEFORE WE GET TO QUESTIONS? NO, THAT OKAY. 
          THANK YOU SO MUCH FOR THE PRESENTATION. 
          WE APPRECIATE IT. 
          UM, COUPLE OF QUESTIONS AND THEN WE'LL GET TO OTHER COUNCIL MEMBERS AS WELL. 
          UM, FOR THE $832 MILLION OVER FIVE YEARS, HOW MANY CADET CLASSES ARE WE ANTICIPATING, INCLUDING THE LATERAL CLASSES, AND THEN HOW MANY OFFICERS, NEW OFFICERS DO WE ANTICIPATE TO HAVE IN THOSE FIVE YEARS? SO FIVE CLASSES NEXT YEAR. 
          OBVIOUSLY IF THERE IS A NEED FOR MORE CLASSES, WE HAVE THE ABILITY TO ADD ANOTHER CLASS. 
          THE LATERAL CLASS WILL BASE BE BASED ON AMOUNT OF INTEREST. 
          WE ARE CURRENTLY GAUGING INTEREST FROM OTHER PEOPLE IN THE AREA IN THE STATE ON HOW MUCH INTEREST THERE IS IN A LATERAL CLASS. 
          IF IT'S A SMALL NUMBER, WE HAVE A PLAN TO ROLL THEM INTO CURRENT CLASSES. 
          SO LATERAL, UM, I GUESS I SHOULD EXPLAIN LATERAL, BUT LATERAL CLASS IS CURRENTLY CERTIFIED PEACE OFFICERS IN THE STATE OF TEXAS SOMEWHERE ELSE THAT WANT TO COME JOIN THE HOUSTON POLICE DEPARTMENT. 
          SO MUCH OF THE ACADEMY IS LAW PENAL CODE, CODE OF CRIMINAL PROCEDURE, AND THAT'S ALL ON THE FRONT END. 
          THESE INDIVIDUALS ALREADY HAVE THAT, THEY'RE ALREADY TCO CERTIFIED. 
          SO WHAT YOU'RE DOING WITH THE LATERAL CLASS IS YOU'RE TRAINING THEM IN THE WAYS OF THE HOUSTON POLICE DEPARTMENT AND SKILLS POLICY PROCEDURE THE WAY WE WANT DIFFERENT SCENES HANDLED. 
          SO IF IT'S A LOWER AMOUNT OF INTEREST, WE CAN ROLL THEM INTO A CLASS AS THE CURRENT PLAN AND HAVE THEM TAKE THOSE PORTIONS THAT IMPACT THEM. 
          IF IT'S A HIGH AMOUNT OF INTEREST, THEN WE'LL DO ANOTHER LATERAL CLASS. 
          WE BUDGET FOR 75 POSITIONS PER CLASS. 
          AND OUR CURRENT STATUS FOR THE LAST 10 CLASSES WOULD ALLOW FOR EVEN IF WE HAD A SIGNIFICANT 20 TO 25% INCREASE IN INTEREST IN 20 TO 25% HIGHER NUMBER OF APPLICANTS THAT WE COULD PUT IN A CLASS, WE CAN STILL DO IT WITH FIVE CLASSES. 
          NOW THIS CONTRACT OBVIOUSLY PUTS US EXTREMELY COMPETITIVE WITH EVERYBODY IN THE AREA. 
          SO WE'RE HOPING FOR A LARGE INFLUX IN RECRUITING AND INTEREST TO COME JOIN THE HOUSTON POLICE DEPARTMENT. 
          SO WE CAN MAKE AN ADJUSTMENT AS IT COMES. 
          BUT LONG ANSWER, FIVE CLASSES A YEAR, 75 PER CLASS IS THE WAY IT'S BUDGETED RIGHT NOW. 
          OKAY, THANK YOU. 
          UM, AND THEN FOR THE ASSIGNMENT PAY, UM, FOR THE CRIME SUPPRESSION AND DRT TEAMS, IS THERE A REASON WHY THEY WERE LEFT OFF AS FAR AS IN KIND OF INCREASE LEFT OFF OF WHAT? FOR THE 
          [00:20:01]
INCREASE? UM, THEY, IT LOOKS LIKE THEY WERE THE ONLY ONES THAT DIDN'T. 
          YOU PROPOSED ANNUAL DIFFERENCES? YEAH, SPECIAL PAY, YEAH. 
          SO THE CRIME SUPPRESSION AND DIFFERENTIAL RESPONSE, WELL, FIRST OF ALL, THE DIFFERENTIAL RESPONSE OFFICERS WERE ADDED INTO THAT PAY IN THIS CONTRACT. 
          THEY WERE NOT IN THE PREVIOUS AND DON'T UNDERSTAND THAT INCREASE. 
          UM, WELL, I GUESS THE EASIEST WAY TO EXPLAIN IT IS THAT INCENTIVE PAY OR THAT ASSIGNMENT PAY, WE FEEL IS STILL APPROPRIATE FOR THAT ASSIGNMENT. 
          THOSE INDIVIDUALS STILL GET THE BASE PAL SALARY RAISE. 
          OKAY, THANK YOU. 
          UM, CHAIR ALCORN. 
          THANK YOU. 
          THANKS. 
          A COUPLE QUESTIONS ON THE, DESCRIBE THE, ABOUT THE, UH, COURT. 
          I'M GLAD Y'ALL ARE DOING THIS, BUT EX EXPLAIN HOW THAT'S GONNA HELP AND, AND, AND IS THAT OVERTIME PAY OR IS THAT, HOW, HOW IS THE COURT TIME YOU LENGTHEN THE COURT TIME AND HOW IS THAT GONNA HELP US OUT? SO THE COURT TIME GOING FROM TWO HOURS TO FOUR HOUR MINIMUM, UH, WHEN OFFICERS EITHER, SO THERE'S THREE DIFFERENT TYPES OF COURTS YOU CAN GO TO. 
          MUNICIPAL COURT, COUNTY COURT AND DISTRICT COURT, COUNTY COURT, MISDEMEANOR ARREST, DISTRICT COURT FELONY ARREST. 
          AND THEN MUNICIPAL OBVIOUSLY IS, UM, CLASS C OR TRAFFIC TICKETS. 
          MOST OF PEOPLE SCHEDULED. 
          COURT TIME IS OFF DUTY, RIGHT? BY INCREASING FROM TWO HOURS TO FOUR HOURS, WE BELIEVE WE'LL SEE MORE WRITING OF CITATIONS AND MORE PEOPLE, MORE OFFICERS GOING TO COURT AND LESS DISREGARDING OF THE COURT. 
          UH, SO YOU CURRENTLY, THERE'S A NUMBER OF REASONS YOU WOULD BE DISREGARDED, UM, FROM COURT, BUT GOING FROM TWO TO FOUR, WE'RE HOPING INCREASES THE NUMBER OF CITATIONS AND THE NUMBER OF CITATION CONVICTIONS. 
          OKAY. 
          ON THE, THE DIFFERENT PAYS. 
          THE PATROL, YOU SAY THE COUNTS ARE ON THAT CHART. 
          SO 7 58 6 29 1. 
          SO THAT'S EVERYBODY ON, ON PATROL IN THOSE THREE, FOUR, FIRST FOUR, I DON'T KNOW THE ONE'S DRT. 
          SO I MEAN, PEOPLE ARE ALWAYS LIKE, HOW MANY PEOPLE ARE ON PATROL ARE ACTUALLY OUT THERE ON PATROL? SO IS THAT HOW WE FIGURE THAT OUT? ARE YOU ASKING WHAT YOU, I MEAN, EV EVERYBODY ON PATROL GETS ASSIGNMENT PAY FOR PATROL, THEY GET PATROL PAY. 
          YES, MA'AM. 
          SO I COULD JUST ADD THESE NUMBERS UP AND THOSE WOULD BE THE NUMBERS OF PEOPLE THAT ARE OUT ON PATROL? YES, MA'AM. 
          OKAY. 
          UM, ATTRITION 75 5 CLASSES OF 75 EACH TO KIND OF FIGURE OUT WHAT'S IN THIS 832 MILLION, BUT THEN WHAT'S YOUR AVERAGE ATTRITION? AND HOPEFULLY ATTRITION'S GONNA GET BETTER 'CAUSE THERE'S MORE MONEY NOW. 
          YEAH, THAT WOULD BE THE GOAL FOR SURE. 
          RIGHT. 
          SO THE, IT'S DIFFICULT TO SAY HOW IT'LL IMPACT ATTRITION EXCEPT FOR YEAH. 
          AND WHAT'S, WHAT'S ATTRITION NOW OVERALL NOT JUST FIRST FIVE YEARS, BUT OVERALL IT'S ABOUT 245 INDIVIDUALS A YEAR. 
          OKAY. 
          ON ATTRITION, WE BUDGET ABOUT 2 40, 2 45 PER YEAR. 
          SO ON AVERAGE IS ABOUT THAT. 
          AND HOW MANY ELIGIBLE TO RETIRE YOU HAVE THAT? I CAN GET YOU THAT NUMBER. 
          I DON'T HAVE IT TODAY, BUT I CAN GET IT FOR YOU BY THE END OF THE DAY. 
          OKAY. 
          THANK YOU VERY MUCH. 
          MM-HMM . 
          THANK YOU. 
          AND BEFORE WE GET TOO MUCH FURTHER, UM, I FORGOT TO ANNOUNCE THAT WE WERE JOINED BY VICE CHAIR MARTINEZ AND ONLINE BY COUNCIL MEMBER PLUMMER. 
          UM, COUNCIL MEMBER THOMAS ASKED ONLINE, UM, IF YOU COULD RESTATE WHAT YOU SAID ABOUT THE DRT PAY. 
          YES, MA'AM. 
          SO CURRENTLY THE DIFFERENTIAL RESPONSE TEAMS ARE NOT INCLUDED IN THE CRIME SUPPRESSION TEAM, SPECIAL ASSIGNMENT PAY IN THIS CONTRACT. 
          THEY ARE. 
          GREAT, THANK YOU. 
          AND COUNCIL MEMBER THOMAS, IF YOU HAD ANOTHER QUESTION, LET US KNOW IN THE COMMENTS. 
          UM, CHAIR CAYMAN. 
          THANK YOU. 
          UH, IT, IT'S, I JUST WANNA POINT OUT AGAIN, I THINK YOU SAID AT THE BEGINNING OF THE PRESENTATION THAT WE HAVE FEWER POLICE OFFICERS STILL THAN WE DID 10 YEARS AGO. 
          UH, I BROUGHT UP YESTERDAY A CONCERN AGAIN WITH VOLUNTARY RETIREMENT ON THE CIVILIAN NOT CLASSIFIED. 
          UH, WE'RE LOSING AN ADDITIONAL, HOW MANY DID YOU SAY? ONE 10 FROM HPD. 
          UM, AND I KNOW Y'ALL WILL BE COMING FORWARD DURING THE BUDGET PROCESS, BUT ONE OF THE THINGS I'D LIKE TO UNDERSTAND IS SEVERAL YEARS AGO WE HAD CHALLENGES, RIGHT? WHERE WE HAD CLASSIFIED AT DEATHS AT TIMES BECAUSE WE HAD CIVILIAN SHORTAGES AND WE'RE LOSING MORE CIVILIANS. 
          SO HOW ARE WE GOING TO ENSURE THAT THOSE THAT SHOULD BE ON THE STREETS PATROLLING, UH, ARE NOT HAVING TO DO DOUBLE DUTY OR CIVILIAN IS NOT HAVING TO DO DOUBLE DUTY? SO HOW ARE WE IMPLEMENTING, I GUESS THE KEY WORD IS THE EFFICIENCIES TO MAKE SURE WE DON'T FALL BACK INTO WHAT THE CONCERNS WERE PREVIOUSLY. 
          SO I, I DON'T EXPECT A RESPONSE RIGHT NOW, BUT I DO WANNA GIVE Y'ALL THE HEADS UP BECAUSE AS WE LOOK AT THESE NUMBERS, UH, YOU 
          [00:25:01]
KNOW, I THINK THE PAY IS GOING TO HELP WITH RECRUITMENT. 
          I THINK, UH, YOU KNOW, WE'RE STARTING TO SEE, UH, ATTRITION GOING DOWN, BUT WE'RE STILL LOSING CIVILIAN, UH, AS WELL. 
          DO, DO YOU DISAGREE WITH THAT? NO, MA'AM. 
          AND WE DID. 
          SO WHEN THE VOLUNTARY RETIREMENTS CAME ABOUT, WE ASKED EVERY DIVISION TO SEE WHAT CIVILIANS WERE ELIGIBLE TO RETIRE AND THEN COME UP WITH A PLAN WITHOUT LOSING MANPOWER AND NOT TAKING OFFICERS OFF THE STREET. 
          WE ARE NOT TAKING POLICE OFFICERS OFF THE STREET TO FILL IN FOR THESE CIVILIAN VACANCIES. 
          SO OTHER CIVILIANS IN THE DIVISION OF THE DEPARTMENT WILL BE SHARING THAT LOAD. 
          THERE'S MANY THINGS THAT WE ARE ROLLING OVER TO THE CITY. 
          SO PARTS OF OUR BUDGET AND FINANCE, PARTS OF OUR IT TECH SERVICES IS GOING TO HITS. 
          UH, SOME OF OUR EMPLOYEE SERVICES IS GOING TO HR. 
          SO THERE'S A NUMBER OF THINGS WE'RE DOING TO INCREASE EFFICIENCY, BUT WE ARE NOT TAKING ANY OFFICERS OFF THE STREET TO FILL IN OR BACKFILL FOR THE CIVILIAN POSITIONS THAT WE'VE LOST. 
          GREAT, THANK YOU. 
          UH, I ALSO WANNA SAY THANK YOU. 
          I BELIEVE IN THIS CONTRACT, AND MOST OF MY QUESTIONS I SHOULD SAY ARE GONNA BE DIRECTED TOWARDS LEGAL. 
          I APOLOGIZE IN ADVANCE. 
          UM, BUT WE, IN LAST, IN THE LAST CONTRACT WITH HPOU, UH, WE INCLUDED LANGUAGE THAT, UH, SUPERSEDES STATE LAW AS IT PERTAINS TO WHAT I CALL THE 180 DAY RULE UNDER STATE LAW. 
          UH, IN TERMS OF DISCIPLINE, IF THERE'S AN, UH, AN ACTION THAT REQUIRES DISCIPLINE, IT CANNOT BE TAKEN UNDER STATE LAW 180 DAYS AFTER THE ACT OCCURRED, MEANING THAT AN EMPLOYER, THE CITY OF HOUSTON, IF THEY DISCOVER THAT AN EGREGIOUS ACT OCCURRED, UH, AFTER THAT 180 DAYS, YOU COULD NOT NECESSARILY TAKE DISCIPLINARY ACTION. 
          THERE COULD STILL BE LEGAL ACTION, BUT NOT DISCIPLINARY FROM AN EMPLOYMENT PERSPECTIVE. 
          IN THIS CONTRACT, UH, WE MAINTAIN THE 180 DAYS STARTS AT THE DAY OF DISCOVERY. 
          IS THAT CORRECT? THAT IS CORRECT. 
          OKAY, THANK YOU. 
          AND AGAIN, I I THANK EVERYONE FOR WORKING ON THAT. 
          UH, THAT'S A VERY IMPORTANT CHANGE THAT WE'RE KEEPING. 
          UH, WE, WE'VE HAD SOME CONCERNS AS WE DO, UH, INCENTIVE PAY FOR CADETS, RIGHT? THE BONUS PAY FOR THAT WE'RE UPPING PAY ACROSS THE BOARD, WHICH I DON'T NECESSARILY DISAGREE WITH BY ANY MEANS, BUT WE INVEST A LOT UPFRONT IN TRAINING IN THOSE FIRST YEARS. 
          AND CHIEF TO YOUR POINT, YOU SAID, WELL, UH, YOU KNOW, WE'VE HAD A LOT OF OFFICERS RESIGNING TO GO FOR BETTER PAYING JOBS. 
          IT COULD BE TO KATIE, IT COULD BE TO THE COUNTY, WHEREVER THAT MAY BE. 
          UH, I BELIEVE, BUT CORRECT ME IF I'M WRONG, IS THERE ADDITIONAL LANGUAGE IN HERE, UH, THAT WOULD REQUIRE REIMBURSEMENT TO THE CITY IF SOMEBODY LEAVES? AND CAN YOU EXPLAIN WHAT THAT IS? THAT IS IN THE SECTION THAT DEALS WITH EDUCATION PAY, BECAUSE AS YOU'RE AWARE, UM, FOR OUR POLICE OFFICERS, WE DO PROVIDE, UM, UH, REIMBURSEMENT IF THEY GET THEIR, UH, DEGREES AND MAINTAIN, MEET ALL THE OTHER CRITERIA. 
          UM, BUT HOWEVER, IF THEY LEAVE WITHIN A PERIOD OF TIME, THERE IS SOME REIMBURSEMENT FOR THAT INVESTMENT. 
          SO UNLIKE SOME DEPARTMENTS, I KNOW WE HAVE OTHER CONTRACTS, THERE'S A REQUIREMENT, CORRECT. 
          IN ORDER FOR PROMOTION IT IS ACTUALLY TIED TO EDUCATION. 
          SO WE FUND AND PAY THAT OFFICER'S EDUCATION AND THERE'S A, A GRADE REQUIREMENT WITH THAT THEY CAN'T FAIL, BUT THEY HAVE TO GET A CERTAIN GRADE, WE WILL REIMBURSE THEM BECAUSE IT'S TIED TO THAT PROMOTIONAL REQUIREMENT. 
          IS THAT CORRECT? YES, THERE ARE PROMOTIONAL REQUIREMENTS IN ORDER, UM, EDUCATIONAL REQUIREMENTS IN ORDER TO PROMOTE, BE ELIGIBLE TO PROMOTE. 
          AND, BUT NOW A NEW THING IS WE'LL GET ACTUALLY REIMBURSED FOR THOSE COSTS THAT WE'RE PAYING FOR. 
          IF THEY LEAVE WITHIN FIVE YEARS, WE'LL RECOUP THOSE. 
          YES, THAT IS CONSISTENT. 
          THAT'S BEEN IN THE CONTRACT BEFORE. 
          OKAY. 
          SO YES, THAT DID NOT CHANGE. 
          GREAT. 
          UM, ARE THERE ANY ACCELERATE, AND THE REASON I'M ASKING THESE QUESTIONS IS WE JUST RECENTLY GOT THE CONTRACT, I DISCLO DISCLAIMED THAT IT'S STILL IN DRAFT FORM WHAT COUNCIL HAS, BECAUSE IT HAS NOT BEEN VOTED ON FINALLY BY THE UNION. 
          BUT AS THE DRAFT STANDS, IS THERE ANY ACCELERATION CLAUSE THAT WOULD INCREASE PAY FURTHER IF THE CITY GETS ADDITIONAL REVENUE? NO. 
          NO. 
          OKAY. 
          THE, UH, IS THERE ANYTHING IN THE CONTRACT, UH, OTHER THAN, SO IN THE LANGUAGE OF THE CONTRACT, UH, THE CITY AND THE UNION AGREED TO NOT SUPERSEDE OR CHANGE LAW OR DO ANYTHING TO OTHER THAN DEFEND THIS CONTRACT, UH, WHETHER IT'S AT THE CITY LEVEL VIA ORDINANCE, STATE OR FEDERAL LEVEL, AND WE HAVE A CONTRACTUAL AGREEMENT TO DEFEND THIS CONTRACT. 
          BUT OUTSIDE OF THE FOUR CORNERS OF THIS, IS THERE ANYTHING 
          [00:30:01]
THAT PRECLUDES THE CITY FROM LOBBYING AT, LET'S SAY THE STATE LEVEL ON PUBLIC SAFETY MATTERS? OR WOULD WE BE REQUIRED TO GET THE PERMISSION OF THE UNION, UM, IN THE PARTICULAR ARTICLE THAT YOU'RE TALKING ABOUT? NO. 
          OKAY. 
          SO THE CITY STILL HAS FULL RIGHTS OUTSIDE OF THIS CONTRACT, UH, TO, UH, ADVOCATE FOR POLICY CHANGES BOTH AT THE CITY AND OTHER LEVELS OF GOVERNMENT? YES. 
          'CAUSE IN THE CONTRACT IT SPECIFICALLY TALKS ABOUT, UM, EFFORTS THAT AFFECT THE TERMS AND CONDITIONS OF THIS AGREEMENT. 
          OKAY, THANK YOU. 
          UH, I HAVE A FEW MORE QUESTIONS, BUT I'M HAPPY TO GO BACK IN QUEUE THE CHAIR. 
          THAT'S OKAY. 
          COUNCIL MEMBER RAMIREZ. 
          THANK YOU MADAM CHAIR. 
          THANKS FOR THE, UH, PRESENTATION CHIEF. 
          UH, A LOT OF INTERESTING INFORMATION HERE. 
          SO IN REGARDS TO LATERAL HIRES IN THE NEXT FISCAL YEAR, UH, I KNOW THE FIRE DEPARTMENT HAS STREAMLINED THEIR LATERAL HIRE PROCESS AND, UH, THEY'VE HAD A TON OF INTEREST, UH, FROM, UH, FOLKS WHO ARE ALREADY FIREFIGHTERS AND WHO NOW WANT TO COME WORK FOR THE FIRE DEPARTMENT. 
          IS THE HOPE THAT THE SAME THING WILL OCCUR, UH, WITH OUR DEPARTMENT AFTER THIS NEW CONTRACT IS IS APPROVED, WHICH I ASSUME IT WILL BE? YES. 
          ABSOLUTELY. 
          SO, SO WHAT IS THE DEPARTMENT GONNA DO TO STREAMLINE THAT PROCESS AND MAKE IT EASIER FOR LATERAL HIRES TO COME ON BOARD? SO OUR RECRUITING DIVISION AND OUR ACADEMY HAVE ALREADY BEEN WORKING IN, IN THE LAST SEVERAL WEEKS TO COME UP WITH TWO SEPARATE PLANS, AS I MENTIONED BEFORE. 
          ONE IS IF THE INTEREST WOULD BE SOMEWHERE IN THE AREA AT SEVEN TO 10 PEOPLE FOR A CLASS. 
          SO PUTTING ON A LATERAL CLASS IS TIME INTENSIVE, RESOURCE INTENSIVE, FINANCIALLY INTENSIVE. 
          RIGHT. 
          SO IF, IF IT'S A SMALL AMOUNT OF INTEREST, WE CAN ROLL THEM INTO THE CURRENT CLASSES WITH A FEW MORE INSTRUCTORS AND GET THEM OUT AT THE SAME TIME. 
          SO AS OPPOSED TO HAVING AN ENTIRE OTHER CLASS, IF THE INTEREST IS HIGH, THEN WE WOULD DO A WHOLE SEPARATE LATERAL CLASS. 
          SO HOW LONG IS THE, UH, ACADEMY UH, CURRICULUM? IT'S 26 WEEKS. 
          SO IT'S 26 WEEKS WEEKS OF CURRICULUM. 
          AND, UH, THE CLASSES THAT IN THAT HAVE, UH, THE FALL, LIKE NOVEMBER, DECEMBER, BECAUSE OF HOLIDAYS, THEY USUALLY TAKE 27 WEEKS TO GRADUATE. 
          SO 26 WEEKS IS STANDARD. 
          SO, SO, SO LATERAL HIRES, WOULD THEY STILL BE REQUIRED TO GO THROUGH THE ENTIRE 26 WEEKS OF TRAINING? NO, SIR. 
          OKAY. 
          NO. 
          HOW LONG WOULD THEIR TRAINING BE? UH, I'LL HAVE TO GET YOU THE EXACT NUMBER, BUT I THINK IT'S 13 WEEKS. 
          BUT, UH, DON'T QUOTE ME ON IT. 
          I'LL GET YOU THE NUMBER BY END OF THE DAY THOUGH. 
          OKAY. 
          SO THEY WOULDN'T HAVE TO GO THROUGH THE FULL NO, SIR. 
          UH, ACADEMY CLASS. 
          OKAY. 
          UM, AND SO, SO DO YOU HAVE ANY MORE CLASSES STARTING UP BEFORE THE END OF THIS FISCAL YEAR? WHICH, YOU KNOW IT, WHICH ENDS AT THE END OF NEXT MONTH? YES, SIR. 
          WE HAVE ONE STARTING IN MAY. 
          IN MAY. 
          OKAY. 
          SO, UH, THIS IS, THIS IS, THIS IS GREAT FOR, UH, POLICE OFFICERS WHO ARE ON THE FORCE, UH, ALREADY AND CERTAINLY, UH, FOLKS WHO ARE INTERESTED IN JOINING THE DEPARTMENT. 
          SO THERE'S, THERE'S A 10% INCREASE RIGHT OFF THE BAT, BUT THEN THE RAISES AFTER THAT ARE PRETTY GENEROUS AS WELL. 
          8% AND THEN, UH, 6% FOR THE NEXT THREE YEARS. 
          WHEN, WHEN THESE TERMS WERE BEING, UH, THOUGHT THROUGH, SO TO SPEAK, UH, WAS THE DEPARTMENT AWARE OF WHAT OTHER DEPARTMENTS ARE GONNA BE DOING IN THE NEXT FOUR AND FIVE YEARS? AS FAR AS THEIR INCREASES? YES, SIR. 
          FOR THE ONES, THE OTHER MAJOR CITIES THAT CURRENTLY HAVE CONTRACTS IN PLACE, 'CAUSE THOSE CONTRACTS ARE PUBLIC, JUST AS OURS IS, WE WERE ABLE TO LOOK AND, AND TRY TO MAKE COMPARISONS IN ORDER TO GET US AS COMPETITIVE OR ABOVE AS MANY OF THOSE AS WE COULD. 
          AND SO YOU ALL TOOK THAT INTO ACCOUNT WHEN Y'ALL CAME UP WITH THE, THE ADDITIONAL GENEROUS INCREASES IN YEARS 2, 3, 4, AND FIVE? YES, SIR. 
          THAT WAS THE GOAL. 
          ALRIGHT. 
          LET ME ASK YOU ABOUT SOME OF THE, UH, OTHER CONTRACT PROVISIONS STARTING ON PAGE 11. 
          THE SECOND BULLET POINT, IF YOU WILL, ARTICLE 31, IT TALKS ABOUT ACCEPTANCE OF RESPONSIBILITY CAN BE USED THREE TIMES IN A CAREER FOR A TOTAL OF 10 DAYS, AGGREGATE IN CAREER, BUT NEVER MORE THAN FIVE DAYS. 
          DOES THIS APPLY TO ANY TYPE OF INFRACTION OR IS IT LIMITED TO THE LESS SERIOUS TYPES OF INFRACTIONS? IT, IT'S, IT APPLIES TO ANY, ANY INFRACTION INCLUDING THINGS LIKE, UH, EXCESSIVE FORCE AND WHATNOT. 
          YES. 
          OKAY. 
          AND, UM, UH, EXPLAIN TO ME WHAT, WHAT'S THE EVERGREEN, UH, REMIND ME WHAT THAT MEANS. 
          OH, SORRY, I I SOMEHOW SKIPPED THAT. 
          I APOLOGIZE. 
          SO, EVERGREEN CLAUSE IS AT THE END OF THE LIFE OF THE CONTRACT. 
          SO IN THE FOURTH YEAR, THE UNION AND THE CITY AGREE TO SIT DOWN AND NEGOTIATE A NEW CONTRACT. 
          IF A CONTRACT CANNOT BE REACHED AT THE END OF THE, THE FIVE YEARS, THEN THERE'S A 2% EVERGREEN CLAUSE, MEANING THAT THERE WILL BE AN AUTOMATIC 2%, UH, PAY INCREASE THAT YEAR. 
          MM-HMM . 
          OKAY. 
          AND THEN ARTICLE 36, UH, WHICH YOU TALKED ABOUT INCREASED COURT TIME AND, AND, UH, COUNCIL 
          [00:35:01]
MEMBER ALCORN ALLUDED TO THIS AS WELL, MINIMUM FOUR HOURS FROM TWO. 
          AND, UM, I'M, I'M GLAD TO SEE THIS, UH, BECAUSE WE HAVE A PROBLEM, UH, ESPECIALLY WITH SOME OF OUR QUALITY OF LIFE ORDINANCE ENFORCEMENT ISSUES IN MUNICIPAL COURT WHERE, UH, AN OFFICER MAY NOT SHOW ON AN, ON A NOISE VIOLATION THAT'S IMPORTANT TO RESIDENTS, UH, IN A, IN A PARTICULAR AREA. 
          AND SO WE SEE THAT FROM TIME TO TIME. 
          SO THE THINKING IS THIS WILL ENCOURAGE OFFICERS TO SHOW UP, UH, ESPECIALLY FOR MUNICIPAL COURT AS WE TRY TO PROSECUTE SOME OF THESE QUALITY OF LIFE VIOLATIONS. 
          IS THAT CORRECT? YES, SIR. 
          IT IS. 
          OKAY. 
          SLIDE 13, BASE PAY BY RANK. 
          DO THESE FIGURES INCLUDE THE PROPOSED RAISES GOING FORWARD? YES, SIR. 
          SO THE DARK GRAY ON THE LEFT IS THE LAST FOUR YEARS AND THE WHITE ON THE RIGHT. 
          OH, THANK YOU. 
          STARTING AT, IF YOU LOOK WHERE IT SAYS FISCAL YEAR AFFECTED, IT'S 26 20. 
          SO THE LAST FIVE COLUMNS ON THE, ON THE RIGHT IS, UH, WITH THE NEW CONTRACT PROPOSAL. 
          OKAY. 
          ALRIGHT. 
          THAT'S ALL I HAVE RIGHT NOW. 
          THANK YOU. 
          THANK YOU. 
          THANK YOU. 
          AND WE WERE ALSO JOINED, UM, BY STAFF FROM COUNCIL MEMBER DAVIS'S OFFICE AS WELL, THE ATTORNEY. 
          YES. 
          I JUST WANTED TO POINT OUT, UM, WITH THE A RE, IT'S, UH, FIVE DAYS, I BELIEVE YOUR QUESTION WAS WHETHER OR NOT SOMEONE THAT HAD AN EXCESSIVE FORCE, WHICH I THINK IS A CATEGORY FIVE. 
          WELL, IT DEPENDS ON, YEAH, WELL, IT DEPENDS ON WHAT THE, THE EVENT IS. 
          SO THERE'S NO, I GUESS TO ANSWER THE COUNCIL MEMBER'S QUESTION, THE REASON I SAID YES IS BECAUSE IT DOESN'T, THERE'S NO SPECIFICATIONS ON WHAT THE ACTUAL SITE IS, AND THERE ARE A VARIETY OF SITES THAT RUN THE GAMUT OF A LEVEL OF PUNISHMENT. 
          SO WE DON'T, UH, EXCLUDE ANY PARTICULAR SITE FROM THE ABILITY TO DO A AND, AND THAT'S AN IMPORTANT POINT. 
          SO CERTAIN PUNISHMENTS MIGHT EXCEED THIS, UH, THIS LEVEL AND NOT BE ELIGIBLE FOR THAT BENEFIT. 
          IS THAT RIGHT? CORRECT. 
          IS THAT THE POINT? SO ANY, ANY SUSPENSION DECIDED BY THE CHIEF THAT SIX DAYS OR MORE IS NOT ELIGIBLE FOR ARY. 
          OKAY. 
          SO THE, THE, THE MOST EGREGIOUS VIOLATIONS, IF YOU WILL, THEY CAN'T TAKE ADVANTAGE OF THIS, CERTAINLY THIS BENEFIT. 
          ALRIGHT, THANK YOU. 
          THANK YOU. 
          UM, ONLINE COUNCIL MEMBER THOMAS HAD A FEW QUESTIONS THAT SHE WANTED ME TO READ. 
          UM, THE FIRST ONE IS, DOES THIS MEAN THAT WE NO LONGER NEED TO DIRECT COUNCIL OF DISTRICT SERVICE FUNDS TO SPECIAL CRIME INIT CRIME SUPPRESSION INITIATIVES? ? NO, IT DOES NOT. 
          . 
          WE WILL TAKE ANYTHING AND EVERYTHING WE CAN. 
          UM, SHE ALSO ASKED ABOUT DROP, UM, IS IT COMING BACK OR DO YOU HAVE CLARIFICATION ON THE STATUS OF THE DROP ACCOUNT? SO THAT IS SEPARATE FROM THIS CONTRACT. 
          THE, THIS CONTRACT IS, DOES NOT COVER PENSION OR DROP. 
          OKAY. 
          UM, CHAIR CAYMAN, THANK YOU. 
          NO, AND I ALSO HAD QUESTIONS ON DROP, BUT I'LL, I'LL HOLD THAT IN PENSION FOR, UH, WHEN I BELIEVE OUR UNION IS SLATED TO SPEAK. 
          SO I'LL BE ASKING QUESTIONS TO THEM. 
          UH, I TOO WANTED TO ECHO WITH THE COURT TIME PAY. 
          I THINK THIS IS AN IMPORTANT STEP. 
          I THINK WE STILL HAVE SOME THINGS TO WORK THROUGH, BUT AGAIN, WHAT WE'RE SEEING IS OFFICERS, UH, HAVING TO SPEND A LOT OF TIME ON CITATIONS, REPETITIVE CITATIONS OVER AND OVER AGAIN, ESPECIALLY AS IT RELATES TO, FOR EXAMPLE, BAD ACTOR BARS, NOISE VIOLATIONS, AND THE GAME THEY'RE PLAYING WHEN THEY GO TO COURT IS TO MOVE THE DATE OR DO THIS AND THAT. 
          AND IT'S VERY, UH, CHALLENGING, I KNOW, FOR THOSE OFFICERS TO GET BACK TO COURT. 
          UM, SO MY HOPE IS THAT THIS WILL IMPROVE, UH, FOR EVERYONE, THE ABILITY TO HOLD THOSE FOLKS ACCOUNTABLE IN COURT. 
          UH, SO I, I APPRECIATE BOTH COUNCIL MEMBER ALCORN AND RAMIREZ, UH, SPOTLIGHTING THAT IS, IT PERTAINS TO ARTICLE 25, THE CIVIL SERVICE COMMISSION. 
          UM, ONE IS, BUT THERE'S BEEN, I BELIEVE IT'S STILL BEING WORKED THROUGH, BUT IF YOU COULD SHARE WHAT YOU CAN IN TERMS OF, UH, LANGUAGE WITHIN, UM, THE FIREFIGHTER UNION CONTRACT AS IT RELATES TO THIS CONTRACT, THE APPOINTMENTS TO THE CIVIL SERVICE COMMISSION, BECAUSE THERE'S BEEN SOME, UH, THERE MAY NOT BE CONFUSION ON Y'ALL'S, AND I WOULD SAY ON COUNCIL'S END AS TO WHO CAN APPOINT HOW MANY PEOPLE TO WHAT SEATS AND MAKING SURE THAT EVERYONE HAS A SEAT AT THAT TABLE. 
          YES, THANK YOU. 
          UM, ARTICLE 25, WHICH DEALS WITH OUR CIVIL SERVICE COMMISSION, UM, ALLOWS BOTH THE CITY, UM, FIRE AS WELL AS POLICE TO IDENTIFY AT LEAST TWO, UM, COMMISSIONERS, TWO COMMISSIONERS, UH, PERIOD, UM, THAT WE WILL ROTATE THROUGH, UM, AND SELECT AS AVAILABLE, UM, TO PRESIDE OVER THE CIVIL SERVICE COMMISSION MEETINGS. 
          UM, I UNDERSTAND THAT PRIOR TO US BEGINNING THESE DISCUSSIONS, 
          [00:40:01]
THERE WAS DISCUSSION WITH THE FIRE UNION TO SEE WHAT THEY WOULD INTER THEY WERE INTERESTED IN SO THAT THERE WOULDN'T BE A CONFLICT, UM, BETWEEN THE TWO CONTRACTS. 
          AND SO WHAT WE IMPLEMENTED IS WHAT IT WAS, OUR UNDERSTANDING OF WHAT WE WERE GONNA DO. 
          SO THE CITY, THE FIRE AND POLICE ALL GET TO SELECT TWO COMMISSIONERS FOR THE CIVIL SERVICE COMMISSION. 
          SO THAT SEGMENT HAS BEEN DECONFLICTED. 
          UH, IS IT, ONCE WE ENACT THIS, IS THAT IN, IN THE DRAFT FORM? YES. 
          OKAY, GREAT. 
          AND THEN, UH, ARTICLE 26, THE INDEPENDENT HEARING EXAMINERS, UH, IT, THE, WITH THE LABOR RELATIONS COMMITTEE OR THE INDEPENDENT HEARING EXAMINERS, BOTH THE CITY AND THE UNION HAVE THE RIGHT TO APPOINT. 
          YES. 
          IS THAT CORRECT? YES. 
          AND UNDER THE LABOR TO SELECT THE PANEL? YES. 
          TO SELECT THE PANEL. 
          THANK YOU. 
          AND UNDER THE LABOR RELATIONS COMMITTEE, UH, THERE'S A SET OF RULES, RIGHT? THAT OUR INDEPENDENT HEARING EXAMINERS FOLLOW. 
          THE CITY WILL HAVE A SAY IN ADDITION TO THE UNION, BUT THE CITY WILL HAVE A SAY IN SELECTING THE PEOPLE THAT DETERMINE WHAT THOSE RULES ARE. 
          THAT'S CORRECT. 
          THE LABOR RELATIONS COMMITTEE IS MADE UP OF HALF ASSOCIATE, ASSOCIATE, THE UNION, AND HALF OF MANAGEMENT, AND THEN THE CHIEF HAS THE FINAL SAY. 
          OKAY. 
          THANK YOU. 
          I'M DEFERRING MOST OF THE COST QUESTIONS TO, UH, OUR FINANCE CHAIR AND VICE CHAIR. 
          BUT, UH, AS IT RELATES TO COSTS, WE'RE SEEING INCREASED PAY, UH, PRETTY MUCH ACROSS THE BOARD. 
          THERE'S OTHER PAYS THAT YOU REFLECTED. 
          ARE THERE ALSO EQUIPMENT ALLOWANCES, CLOTHING ALLOWANCES, AND HOW DO THOSE COMPARE TO THE PREVIOUS CONTRACT? HAVE THOSE INCREASED OR THOSE HAVE THOSE STAYED THE SAME? THEY HAVE NOT. 
          SO THE, THE, THERE'S MANY INCENTIVE PAYS OR SPECIAL PAYS THAT DID NOT GET CHANGED, BUT THEY ALSO DID NOT GO AWAY. 
          SO TWO, YOU ASKED ABOUT CLOTHING AND EQUIPMENT, THEY BOTH STAY THE SAME. 
          NOW, IN THE FIFTH YEAR OF THE CONTRACT, THE EQUIPMENT ALLOWANCE ROLLS INTO THE BASE. 
          SO THAT'S WHY AT THE VERY END, YOU SEE IT GO FROM SIX TO 6.5% ON THE LAST YEAR. 
          SO THAT EQUIPMENT PAY ROLLS INTO THE BASE SALARY ON THAT LAST YEAR. 
          YES. 
          SO STARTING FROM THE FIFTH YEAR GOING FORWARD, EQUIPMENT PAY WILL NOT BE AN INCENTIVE PAY ANYMORE. 
          OKAY. 
          AND DIRECTOR SMITH, DID YOU WANNA ADD TO THAT? I WAS ACTUALLY GOING TO, TO MENTION THAT THAT EQUIPMENT PAY DOES ROLL IN TO THAT LAST YEAR. 
          SO THAT WILL GO AWAY. 
          AND SO THAT'S WHY YOU SEE THE 6.5. 
          AND SO IN THE BEGINNING WHEN WE SEE THE $67 MILLION, THAT IS THE CHANGE ONLY. 
          AND THAT CHANGE INCLUDES NOT ONLY THE 10%, BUT THE ADDITIONAL COST FOR THE SPECIAL PAYS AND ET CETERA, JUST FOR CLARIFICATION PURPOSES. 
          AND THEN, THEN IT'S COMPOUNDED. 
          BUT, UH, I, I WOULD BE REMISS IF I DIDN'T MENTION THAT THIS IS A HIGHLY MODELED, UM, DOCUMENT IN, IN NUMBERS. 
          AND WE HAVE OUR OWN IN-HOUSE, UH, PERSON, UH, LEE ROSENTHAL, THAT ACTUALLY HAS CREATED THE MODEL AND HAS BROUGHT ON, UH, PENAL, UH, PATEL, WHO ALSO DOES IT. 
          SO I WANT YOU TO KNOW THAT WE ACTUALLY TOOK THE NUMBERS AS OF APRIL AND TOOK ALL OF THE STATISTICS AND DEMOGRAPHICS AND PUT 'EM INTO OUR MODEL. 
          AND THAT'S WHY WE ARE VERY COMFORTABLE WITH THE INCREASES IN WHAT WE'RE SHOWING YOU TODAY. 
          TRUE. 
          AND I WANTED TO ALSO MENTION THAT, UH, JUST GETTING BACK TO COUNCIL MEMBER ALCORN, UH, WE HAVE 24% COUNCIL MEMBER OF 24% OF THE CLASSIFIED THAT ARE ELIGIBLE FOR RETIREMENT, JUST TO MAKE SURE THEY CLARIFY THAT. 
          GREAT. 
          AND I'M SURE, AGAIN, YOU DO AN INCREDIBLE JOB DURING BUDGET PRESENTATIONS, UH, THE MODELS, THE CALCULATIONS. 
          I'M ASSUMING WE'LL SEE KIND OF A, A, A MORE INCLUSIVE COST OF WHAT EVERYTHING IS GOING TO COST THE CITY AS IT PERTAINS TO THE DEPARTMENT DURING THOSE PRESENTATIONS. 
          UH, BUT YES, IT'LL BE A VERY DIFFERENT PRESENTATION AND COMPREHENSIVE BECAUSE WE'VE DONE SO MUCH WITH CONSOLIDATIONS AND ET CETERA. 
          CORRECT. 
          UH, AND THEN LASTLY, UH, HEALTH SCREENINGS. 
          SO CHIEF, YOU HAD TALKED ABOUT, UM, SOME OF THE KIND OF THE PHYSICAL, UH, SCREENINGS AND TESTS. 
          IS THAT THE HEALTH SCREENING IMPROVEMENTS OR HAVE THERE BEEN IMPROVEMENTS TO HEALTH SCREENINGS FOR OUR OFFICERS? UH, WHETHER THAT'S TYPES, DIFFERENT TYPES OF CANCER SCREENINGS, OTHER THINGS LIKE THAT TO MAKE SURE WE ARE TAKING CARE OF, UM, OUR PUBLIC SAFETY? YEAH, THANK YOU FOR BRINGING THAT UP. 
          SO WHAT I MENTIONED EARLIER IS THE PHYSICAL AGILITY TEST. 
          THAT'S ONE PIECE OF OUR WELLNESS PLAN. 
          ANOTHER PIECE THAT'S NEW TO THIS CONTRACT IS UP TO A HALF A MILLION DOLLARS A YEAR FOR ADVANCED PHYSICAL SCREENING. 
          SO INSTEAD OF GOING TO KELSEY OR WHEREVER ELSE FOR YOUR NORMAL PHYSICAL FROM YOUR PCP OR YOUR PRIMARY CARE PHYSICIAN, THERE ARE FIRST RESPONDER AND PUBLIC SAFETY ADVANCED PHYSICALS THAT ARE AVAILABLE. 
          SO STRESS TESTS, UH, DEPENDING 
          [00:45:01]
ON WHAT YOUR, WHAT LINE OF WORK YOU'RE IN, IN PUBLIC SAFETY, IT COULD BE, UH, EKGS, CHEST X-RAYS, UH, THE WHOLE WHOLE NINE YARDS BLOOD PANELS TO MAKE SURE THAT THEY'RE CATCHING MARKERS FOR A NUMBER OF THINGS THAT PEOPLE AND, AND THEIR FIRST RESPONDERS IN PUBLIC SAFETY ARE SUSCEPTIBLE TO. 
          WE'RE STILL IN THE PROCESS OF GETTING THE BALL ROLLING ON VENDOR SELECTION, WHAT IT LOOKS LIKE COST, HOW OFTEN OUR PEOPLE WILL BE ABLE TO DO IT, WHAT THE PROCESS WILL BE FOR WHO GOES AND WHEN, BECAUSE THE CONTRACT'S A HALF A MILLION DOLLARS A YEAR. 
          SO WE, WE ARE WORKING THROUGH THAT, BUT THAT IS IN THIS CONTRACT. 
          I APPRECIATE YOU BRINGING THAT UP. 
          NO, ABSOLUTELY. 
          AND I THINK THAT THERE'S, UH, VERY DISTINCT HEALTH NEEDS DEPENDING ON, AND EVERYONE DESERVES, RIGHT? ACCESS TO HEALTHCARE, UH, QUALITY HEALTHCARE, AND DEPENDING ON WHAT YOUR JOB IS, WHAT DIVISION YOU'RE IN, WHAT SECTOR YOU'RE IN AT THE CITY, THERE ARE SPECIAL NEEDS RELATING TO THAT JOB. 
          UH, SO I APPRECIATE THAT THAT IS INCLUDED IN THIS CONTRACT. 
          LASTLY, AND AGAIN, DIRECTOR SMITH, WHEN YOU COME, YOU TALK DURING BUDGET, WE HEAR ABOUT THE DIVERSITY OF THE FORCE. 
          UM, WE HEAR ABOUT THE TYPES OF PROGRAMMING THAT IS INCLUDED INTO THE DEPARTMENT AND IN THIS CONTRACT THAT ENABLES THE CITY TO INCREASE DIVERSITY, TO ENSURE THAT OUR DEPARTMENT IS REFLECTIVE OF THE COMMUNITIES THAT WE ARE SERVING. 
          UH, I BELIEVE ONE OF THOSE COMPONENTS IS EVEN HOW WE MODEL OUR CIVIL SERVICE EXAM. 
          UH, ARE THERE OTHER TYPES OF WAYS IN WHICH WE ARE ENSURING THAT THERE IS DIVERSITY WITHIN OUR FORCE AND THAT IT IS OUR COMMUNITIES REPRESENTING OUR COMMUNITIES IN HOUSTON? YEAH. 
          SO IF ACTUALLY ONE OF THE APPENDICES IS THE, UH, BREAKDOWN OF OUR CLASSIFIED FORCE. 
          SO IF YOU LOOK AT THE SIX PAGE 16 OR THE SECOND TO LAST SLIDE, OR MAY ACTUALLY BE THE LAST SLIDE, SECOND TO LAST SLIDE, I THINK OUR RECRUITING EFFORTS, UH, ARE DESIGNED TO TRY TO GET THE MOST DIVERSE WORKFORCE POSSIBLE. 
          BUT I WILL TELL YOU THAT LIVING IN THE MOST DIVERSE CITY IN THE COUNTRY, IT, IT'S EXTREMELY BENEFICIAL. 
          IT, IT PRETTY MUCH HANDLES ITSELF. 
          I MEAN, IF WE EVER SEE ANY DIPS IN, UH, OUR DEPARTMENT REFLECTING OUR COMMUNITY, WE CAN MAKE ADJUSTMENTS ON WHO WE RECRUIT TO WHERE WE GO, OTHER EVENTS WE WANT TO GO TO. 
          BUT, BUT WE'VE AGAIN, BEEN CONSISTENTLY REFLECTIVE OF THE COMMUNITY FOR SOME YEARS NOW. 
          RIGHT. 
          AND, AND I APPRECIATE THAT SPOTLIGHT, UM, AND ENSURING THAT THE DEPARTMENT HAS THE TOOLS IT NEEDS TO MAKE SURE THAT THERE ARE ABLE TO BE, UH, I DON'T WANNA SAY CHANGES, BUT INCREASES IN REPRESENTATION WHEN NEEDED AS THE CHIEF SEES FIT. 
          ABSOLUTELY. 
          WE, WE, WE CHANGE OUR FOCUS ANYTIME WE FEEL THE NEED TO. 
          THANK YOU. 
          I'M SORRY. 
          YES. 
          AND I'LL ADD, UM, THERE IS A PROGRAM WHICH PROVIDES HOURS, UM, FOR DIFFERENT ASSOCIATION GROUPS TO HELP WITH RECRUITING AND OTHER EFFORTS THAT, UM, ARE, IS STILL IN THE CONTRACT. 
          UM, THAT WOULD HELP WITH ALSO RECRUITING IN THAT REGARDS. 
          GREAT POINT. 
          THANK YOU MA'AM. 
          COUNCIL MEMBER CARTER. 
          THANK YOU, CHAIR. 
          I JUST WANTED TO, UH, MAKE A COMMENT. 
          YOU KNOW, I, I LOOK FORWARD TO, UM, UH, BRINGING THIS TO COUNCIL NEXT WEEK. 
          I'M SURE YOU ALL WILL GET IT, GET IT PASSED, BUT ALSO TOO, IT'S GREAT TO SEE THE, UH, SALARY INCREASES WHERE I THINK THAT, YOU KNOW, WHEN YOU LOOK AT A MEDIAN PAY RATE ACROSS THE UNITED STATES, IT'S MUCH HIGHER THAN YOU'RE ASKING FOR HERE. 
          UM, AND SO I THINK IT'S TIME THAT WE PAY OUR OFFICERS AND I THINK OUR COMMUNITY, UM, HOUSTON NEEDS TO FEEL SAFE AND WE NEED TO TAKE CARE OF THOSE WHO TAKE CARE OF US. 
          AND I, I THINK, UM, OUR CITIZENS WILL BE HAPPY TO SEE THAT WE'RE BRINGING OUR LAW ENFORCEMENT UP TO STANDARDS JUST EVEN ACROSS THE STATE. 
          SO THANK YOU FOR YOUR WORK ON THIS AND, AND FOR ALL YOU DO EVERY DAY. 
          THANK YOU VERY MUCH, MA'AM. 
          COUNCILMAN RAMIREZ. 
          THANK YOU, MADAM CHAIR. 
          UH, JUST TO FOLLOW UP ON THE HEALTH SCREENINGS. 
          SO WILL THOSE BE MANDATORY OR HOW, HOW WILL THAT, SO WE HAVE NOT WORKED OUT THE DETAILS YET. 
          THE FINANCIAL PACKAGE DOES NOT COVER EVERYONE IN THE DEPARTMENT AT THIS TIME, SO MANDATORY IS PROBABLY NOT GONNA BE AN OPTION. 
          NOW, THERE ARE A VARIETY OF MODELS THAT WE'RE DISCUSSING, BUT WE HAVE NOT QUITE GOT DOWN IN THE WEEDS YET OF HOW WE'RE GOING TO DETERMINE WHO AND WHEN AND HOW. 
          BUT WE'RE EXTREMELY THANKFUL THAT, THAT THE MONEY IS AVAILABLE TO GET SOME OF OUR PEOPLE THE ADVANCED SCREENING NOW. 
          MM-HMM . 
          AND DO YOU KNOW IF, UH, OUR OUR OTHER GENERAL HEALTHCARE INSURANCE CONTRACT WILL BE ADJUSTED, UM, ACCORDINGLY WITH, YOU KNOW, THE, THE NUMBER OF OFFICERS TAKING ADVANTAGE OF THESE, UH, THESE TESTS? THESE, I'LL GET YOU AN ANSWER BY THE END OF THE DAY, BUT 
          [00:50:01]
I AM FAIRLY CERTAIN THEY STAY SEPARATE AND IT WON'T IMPACT THAT AT ALL. 
          OKAY. 
          AND, UH, UH, REGARDING THE DIVERSITY, I APPRECIATE THE, THE EFFORTS THE DEPARTMENT IS MAKING, UH, TO MAKE SURE THAT THE DEPARTMENT IS, IS DIVERSE. 
          AND, UH, I'M IN, IN MY DEALINGS WITH OFFICERS, YOU KNOW, UH, THROUGHOUT THE CITY. 
          UH, I'M, I'M IMPRESSED WITH, UH, THE DIVERSE POLICE FORCE THAT WE HAVE, UH, WHILE STILL OF COURSE MAINTAINING THE HIGH LEVELS OF, UH, PROFESSIONALISM WITHIN THE DEPARTMENT. 
          SO APPRECIATE THOSE EFFORTS. 
          THANK YOU, SIR. 
          APPRECIATE IT. 
          THANK YOU. 
          SEEING NO ONE ELSE IN THE QUEUE, WE WILL MOVE ON TO OUR PUBLIC SPEAKERS. 
          THANK YOU AGAIN FOR THE PRESENTATION. 
          THANK YOU VERY MUCH FOR Y'ALL SUPPORT. 
          AND, UH, I JUST WANT TO ONE LAST TIME THANK OUR PARTNERS AT LABOR AND EVERYBODY THAT WAS INVOLVED IN THIS CONTRACT NEGOTIATION. 
          IT WAS A LABOR OF LOVE, NO PUN INTENDED, AND THERE LIKE LOTS OF DISAGREEMENTS, BUT THIS IS WHERE WE LANDED AND WE THINK IT'S A FANTASTIC FOR OUR EMPLOYEES AND FOR THE CITIZENS ALSO. 
          SO THANK YOU VERY MUCH. 
          THANK YOU. 
          OUR FIRST SPEAKER WILL BE DOUG GRIFFITH, AND EACH SPEAKER WILL GET TWO MINUTES TO SPEAK. 
          SO THE MAIN REASON I'M HERE IS I WANNA THANK THE ADMINISTRATION FOR THE OUTSTANDING JOB THAT THE, THE BARGAINING TEAM DID. 
          I HAVE A REALLY GOOD BARGAINING TEAM AS WELL, BUT THIS REALLY FALLS ON THE BACKS OF THE MEN AND WOMEN OUT THERE THAT ARE DOING THIS JOB. 
          EVER SINCE I COME ON IN 1990, WE'VE HAD A DEFICIT OF OFFICERS AS OPPOSED TO WHAT WE HAVE IN CITIZENS HERE IN THE CITY OF HOUSTON. 
          THIS HOPEFULLY WILL GET US TO A LEVEL THAT IS, UM, WILL ALLOW US TO DO MORE OF THE NEIGHBORHOOD ORIENTED POLICING THAT I SIGN ON TO DO WHEN I COME ON THIS DEPARTMENT TO GET TO KNOW THE NEIGHBORHOOD, TO GET TO KNOW THE PEOPLE, AND ALLOW US THE OPPORTUNITY TO DRIVE AROUND AND ACTUALLY ENGAGE THE PUBLIC. 
          RIGHT NOW, WITH THE SQUARE MILES THAT WE HAVE AND THE LIMITED NUMBER OF OFFICERS THAT WE HAVE, WE DON'T HAVE THE ABILITY TO DO THAT. 
          OUR OFFICERS ARE GOING CALL, TO CALL, TO CALL AND DON'T HAVE THE ABILITY TO ACTUALLY GET TO KNOW THE COMMUNITY. 
          AND SO WE'RE HOPING THAT THIS WILL HELP IN THAT, IN THAT EFFORT. 
          THESE GUYS AND GIRLS HAVE BEEN DOING MORE WITH LESS FOR YEARS, AND I'M SO PROUD TO BE ABLE TO STAND HERE AND SAY THAT THEY ARE THE REASON THAT WE GOT THIS CONTRACT. 
          IT HAS NOTHING TO DO WITH ME OR THE HPOU, IT HAS TO DO WITH THE MEN AND WOMEN OUT THERE THAT ARE DOING THIS JOB EVERY DAY. 
          AND I WANNA THANK Y'ALL FOR THAT OPPORTUNITY. 
          NOW, I DO WANNA ADDRESS THE DIVERSITY OF THE DEPARTMENT. 
          THE ENTIRE REASON WE HAVE A MOST OUR DIVERSE DEPARTMENT IS BECAUSE OF THIS CONTRACT. 
          WE DO NOT GIVE THE CIVIL SERVICE TEST UP FRONT, WHICH MOST AGENCIES DO. 
          IN FACT, ALL IN THE STATE, IF I'M NOT MISTAKEN, GIVE THE CIVIL SERVICE TEST UP FRONT. 
          THEY RANK THE CIVIL SERVICE TEST, THEN THEY GO TO THE ACADEMY. 
          OUR AGENCY DOESN'T DO THAT BECAUSE OF THIS CONTRACT. 
          WE CAN HIRE, WE CAN TARGET WHATEVER GROUP WE WANT. 
          IF WE, WE NEED MORE THAN OUR ASIAN COMMUNITY, WE CAN GO OUT AND RECRUIT THE ASIAN COMMUNITY. 
          IF WE NEED MORE THAN INDIAN COMMUNITY, WE CAN DO THAT. 
          HISPANIC, AFRICAN AMERICAN, WE CAN GO ANYWHERE WE NEED TO, TO RECRUIT BECAUSE OF THIS CONTRACT. 
          AND I WANT TO THANK Y'ALL FOR THE ABILITY TO WORK ON THIS CONTRACT WITH MY TEAM. 
          THANK YOU SO MUCH, CHAIR. 
          HAMAN. 
          UH, THANK YOU DOUG, UH, IN THE UNION, UH, YOU KNOW, FOR COMING TO THE TABLE ON, ON THIS CONTRACT. 
          I KNOW IT WAS, UH, WHILE WE WERE NOT INVOLVED IN THE, IN THE NEGOTIATIONS, I CAN ONLY ASSUME, UH, HOW LONG THIS TOOK AND HOW DETAIL ORIENTED IT IS BECAUSE I CAN TELL BY THE DRAFT THAT I'M LOOKING AT, UH, YOU KNOW, OFTENTIMES, UH, YOU KNOW, RESIDENTS MAY JUST LOOK AT ALL OF THESE PAY INCREASES. 
          HOWEVER, IF YOU LOOK AT THE HISTORY WITH THE UNION AND WITH THE, THE, THE DEPARTMENT GOING ALL THE WAY BACK TO THE EARLY TWO THOUSANDS, AND, UH, THERE'S BEEN A LOT OF WHAT WE, WE CALLED SHARED SACRIFICE YES, MA'AM. 
          WHERE POLICE GAVE UP A LOT TO HELP SAVE THE CITY FINANCIALLY. 
          CAN YOU TALK ABOUT THAT AND HOW THIS MAY, UH, NOT RIGHT SOME OF THOSE WRONGS, BUT HELP MAKE UP FOR SOME OF THAT SACRIFICE PREVIOUSLY THAT ENABLED THE CITY TO BE IN A STRONGER FINANCIAL POSITION. 
          YES, MA'AM. 
          WELL, WE'VE ALSO ALWAYS BEEN SHORT OF MANPOWER. 
          WE'VE ALWAYS HAD AN ALLOCATED BUDGET OF, LET'S SAY, I THINK CURRENTLY IT'S 6,800 OFFICERS. 
          WE'VE ALWAYS BEEN IN A, A DEFICIT OF THAT. 
          SO THAT HAS ALWAYS SAVED THE CITY MONEY FROM THE BUDGET. 
          NOW, OUTSIDE OF THAT, PRIOR TO MIKE GETTING ON THE DEPARTMENT, UH, KATHY WHITMEYER HAD SET THIS IN PLACE SO THEY COULD GIVE AND TAKE AWAY BENEFITS AS THEY SAW FIT WITH THE CONTRACT IN 98, THAT GAVE OUR OFFICERS SOME SECURITY. 
          NOW, THERE'S BEEN TIMES WHERE WE'VE HELPED THE CITY WHERE WE TOOK ZEROS, LIKE IN 2011. 
          WE KNEW THAT FROM 28, THE BUS, THE CITY HAD NO MONEY. 
          SO WE WERE ABLE TO WORK IT WHERE WE 
          [00:55:01]
COULD HELP OUT IN THE BACK END, GIVE 'EM SOME RELIEF UP FRONT. 
          AND WE'VE TRIED TO DO THAT. 
          OUR ENTIRE, OUR GOAL IS NOT TO BANKRUPT THE CITY. 
          OUR JOB IS TO MAKE SURE IT'S FAIR FOR THE CITIZENS OF HOUSTON AND FAIR FOR OUR MEMBERS. 
          AND SO WE HAVE BEEN LAGGING BEHIND SO LONG THAT IT'S NOW FINALLY WE HAVE AN ADMINISTRATION THAT'S AFRAID TO, TO STOP KICKING A CAN DOWN THE ROAD. 
          AND WE'VE SEEN SO MANY PEOPLE LEAVE. 
          WE HAD NO ALTERNATIVE. 
          WE HAVE TO TRY TO CATCH UP WITH THE OTHER AGENCIES AROUND US. 
          PEOPLE WERE LEAVING THE ACADEMY, THEY WOULD GET THROUGH THE ACADEMY. 
          WE'VE HAD AT LEAST FOUR IN THE LAST COUPLE OF MONTHS. 
          THEY LEFT THE POLICE ACADEMY AND IMMEDIATELY THE FOLLOWING WEEK THEY RESIGN AND GO WORK AT SOME OTHER LOCATION THAT'S IN THE OUTSKIRTS HERE. 
          THAT PAYS A LOT MORE. 
          WE'RE HOPING TO PREVENT THAT GOING FORWARD. 
          OUR JOB IS TO MAIN MAINTAIN THE STAFF THAT WE HAVE AND RECRUIT THE NEW GUYS COMING ON. 
          WE HAVE TO HAVE THE BEST AND BRIGHTEST HERE. 
          THERE'S A REASON OUR DEPARTMENT LEADS THE NATION IN A LOT OF AREAS, UH, REGARDING, REGARDING OUR POLICE DEPARTMENT, OUR MENTAL HEALTH PEOPLE COME HERE TO TRAIN ON MENTAL HEALTH WITH US. 
          AND WE HAVE OTHER GROUPS HERE, THE HOT TEAM, OUR HOMELESS OUTREACH TEAM THAT DO A PHENOMENAL JOB. 
          AND WE ACTUALLY TRAIN PEOPLE COMING INTO THE STATE FROM OTHER AGENCIES. 
          AND I'M VERY PROUD OF THAT FACT. 
          BUT WE WANNA MAINTAIN THAT AND THE ONLY WAY TO DO THAT IS MAKE SURE WE KEEP THOSE PEOPLE HERE, THE BEST AND BRIGHTEST. 
          I APPRECIATE THAT. 
          AND UM, YOU KNOW, YOU BROUGHT UP, AND AGAIN, WE NORMALLY TALK ABOUT ALL OF THIS DURING THE BUDGET. 
          WE DON'T NECESSARILY HAVE THESE BACK TO BACK. 
          UM, BUT IN ADDITION TO HOT, YOU KNOW, HOUSTON IS ONE OF THE FIRST TO DO CRISIS DIVERSION AND, UH, HAVE A, UH, CLINICIAN RIDING WITH, UH, POLICE OFFICERS AND THEN THAT MODEL SPREAD TO THE REST OF THE COUNTRY. 
          SO THERE ARE A LOT OF THINGS THAT WE ARE DOING, UM, AS A CITY I THINK THAT WE CAN BE PROUD OF IN THAT, IN THAT RESPECT. 
          AND I APPRECIATE, UM, Y'ALL'S PARTNERSHIP IN THAT INNOVATION. 
          THE, UH, RELATING TO PENSION REFORM. 
          UH, CAN YOU TOUCH A LITTLE BIT ON FROM HP U'S PERSPECTIVE, THE PENSION REFORM AND WHERE WE ARE RIGHT NOW? UM, BECAUSE WE WOULDN'T BE WHERE WE WERE WITHOUT Y'ALL. 
          WELL, WE HAVE NOTHING TO DO WITH PENSIONS, RIGHT? AS FAR AS THE PENSION OBLIGATIONS OR ANYTHING LIKE THAT, WE ARE PROHIBITED BY LAW FROM BARGAINING FOR PENSIONS. 
          BUT WHAT WE DO IS WE SUPPORT BILLS IN WHICH OUR ORGANIZATION, OUR HOUSTON POLICE OFFICERS PENSION SYSTEM PUTS FORWARD. 
          AND WE HAVE DONE THAT OVER THE PAST. 
          THOSE CORRECTIONS THEY MADE, SAVED OUR SYSTEM WITHOUT A DOUBT. 
          WE ARE NUMBER TWO IN THE STATE RIGHT NOW FOR FUNDING. 
          WE ARE AT 92%. 
          UH, WE WOULD LOVE TO SEE A BETTER BENEFIT FOR OUR YOUNGER OFFICERS THAT ARE COMING ON THE DROP PROGRAM IS AMAZING. 
          IT IS, BUT, AND HAD IT BEEN DONE RIGHT THE FIRST TIME, IT NEVER WOULD'VE STOPPED, BUT SOME PEOPLE MESSED IT UP UPFRONT. 
          AND WE ARE NOW PAYING THE PRICE FOR THAT WITH OUR YOUNGER OFFICERS. 
          WE HOPE TO SEE SOME POINT TO CORRECT THAT DOWN THE ROAD, UH, ONCE WE'RE, YOU KNOW, WE ARE FUNDED VERY WELL, BUT IT CAN BE BETTER AND WE'RE GOING TO GET THERE, I BELIEVE, WITH THIS, THIS IN THE VERY NEAR FUTURE. 
          THANK YOU. 
          COUNCIL MEMBER MARTINEZ. 
          THANK YOU CHAIR. 
          UH, DOUG, UH, I WANNA SAY CONGRATULATIONS. 
          FIRST AND FOREMOST. 
          I THINK IT'S A, THIS IS A GREAT CONTRACT. 
          UM, WE KNOW WE NEED MORE, UH, OFFICERS OUT IN THE, OUT IN THE, THE COMMUNITY. 
          I THINK ON AVERAGE WE'RE GONNA SEE IS PROBABLY ABOUT 675 NEW OFFICERS OVER FIVE YEARS. 
          IF THE ATTRITION STAYS THE SAME, HOPEFULLY WE DON'T, WE CAN, UH, WE, WE DON'T HAVE AS MUCH ATTRITION AND WE CAN HAVE MORE OFFICERS ON THE STREET. 
          I HAVE A QUICK QUESTION. 
          UH, WHEN IT COMES TO THE EMPLOYEE GROUPS, UM, ARE Y'ALL LEADING THE CONVERSATIONS WHEN IT COMES TO ALSO AN A O BEING ABLE TO GET MORE HOURS FOR THEIR, UH, EXECUTIVE TEAM TO BE ABLE TO DO SOME OF THE WORK THAT Y'ALL ARE DOING AS WELL? WE PROPOSED THAT, BUT WE WERE UNABLE TO, TO COME TO AN AGREEMENT ON THAT. 
          OKAY. 
          UM, I, I JUST, I WANNA MAKE SURE THAT, BUT WE WORK VERY CLOSELY WITH APRIL AND OSO MM-HMM . 
          AND, UM, WE, WE COLLABORATE ALL THE TIME ON DIFFERENT EVENTS, DIFFERENT THINGS TO HELP THE COMMUNITY. 
          AND I'M VERY PROUD OF OUR PARTNERSHIP WITH THOSE GUYS. 
          YEAH. 
          AND, AND I THINK ONE OF THE, ONE OF THE THINGS FOR ME IS, UH, IS, IS THE ENGAGEMENT IN COMMUNITY. 
          AND JUST LIKE YOU ALL, UM, BOTH OF THOSE TWO ORGANIZATIONS ARE ALSO OUT IN THE COMMUNITY EVENTS, UH, SCHOLARSHIPS, MAKING SURE THERE'S RECRUITING AS WELL. 
          AND SO, UM, I APPRECIATE Y'ALL ADVOCATING FOR THEM. 
          MY HOPE IS TO EVENTUALLY SEE WHERE THEY'D BE ABLE TO HAVE MORE HOURS AS WELL TO DO THE SAME WORK THAT Y'ALL ARE DOING. 
          GOT IT. 
          THANK YOU, SIR. 
          COUNCIL MEMBER RAMIREZ. 
          THANK YOU, MADAM CHAIR. 
          UH, DOUG, JUST WANTED TO ASK, UH, YOUR PERSPECTIVE ON THE, THE IDEA OF WHETHER THE PAY INCREASES WILL HAVE AN EFFECT ON OFFICERS HAVING TO WORK EXTRA JOBS? WE HOPE THAT IT WILL, AND I BELIEVE THAT IT WILL, UH, THE, YOU KNOW, A LOT OF OFFICERS DO IT TO SUPPLEMENT, YOU KNOW, IF YOU'RE ONE, ONE, UH, INDIVIDUAL HOUSEHOLD OR YOU KNOW, YOUR SPOUSE DOESN'T WORK, THAT PUTS A STRAIN ON YOU MAKING THAT KIND OF MONEY. 
          [01:00:01]
UH, ESPECIALLY A YOUNG OFFICER, THESE, THESE GUYS COME ON TODAY, THEY WERE MAKING, YOU KNOW, $65,000 OR IN THE ACADEMY THEY'RE MAKING 55. 
          IT WAS 42 UP UNTIL LAST YEAR, WHICH YOU THINK ABOUT $42,000 IF YOU ARE IN A PUBLIC SECTOR SOMEWHERE DOING SOMETHING ELSE. 
          I MEAN, THE PRIVATE SECTOR, YOU'RE COMING HERE FOR A PAY CUT IN REALITY FOR SOME PLACES. 
          SO TO GET THEM UP TO PAR HELPS. 
          BUT THIS RAISE WILL ALLOW THEM TO, TO ACTUALLY BE THE BREADWINNER IF THEY WANT TO HAVE A SINGLE INCOME HOUSEHOLD. 
          UH, I KNOW FOR ME, MY, MY WIFE AND I BOTH WORK AND IT'S, IT'S GREAT, BUT THIS WILL GIVE THEM A BETTER ABILITY AND HOPEFULLY THEY WILL SPEND MORE TIME AT HOME WITH THEIR FAMILY AND NOT HAVING TO DO THESE EXTRA JOBS OR SIDE JOBS OR ANYTHING LIKE THAT. 
          NOW WE KNOW THEY'RE GONNA BE OUT THERE. 
          YOU'RE GONNA HAVE TO, IT'S A FORCE MULTIPLIER FOR US, TO BE HONEST WITH YOU. 
          IT DOES HELP US WITH OFFICERS WORKING EXTRA JOBS, ESPECIALLY IF YOU'RE LIKE MINUTE MAID PARK OR THESE BIG EVENTS. 
          WE NEED 'EM. 
          WE HAVE TO HAVE 'EM. 
          AND WE ARE JUST HOPING THAT, THAT WE CAN CUT BACK ON SOME OF THE HOURS SO THEY'RE NOT HAVING TO SPEND AS MUCH TIME. 
          YEAH. 
          AND YOU KNOW, UH, IT OCCURS ME THAT A, A LOT OF THE POSITIONS ARE HIGH STRESS POSITIONS, ESPECIALLY THE PATROL POSITIONS WHERE YOU HAVE, YOU CAN HAVE HUNDREDS OF INTERACTIONS WITH THE PUBLIC, UH, ON A DAILY BASIS. 
          AND, UM, IF THOSE OFFICERS WITH THE ADDITION OF THIS PAY DON'T HAVE TO WORK AN EXTRA JOB, THEN, THEN IT SEEMS TO ME YOU'RE GONNA HAVE OFFICERS THAT ARE, UH, MORE WELL-RESTED, LESS STRESSED, WHICH CAN ONLY HELP THE INTERACTIONS WITH, WITH THE PUBLIC. 
          AND SO I HOPE THAT IS ONE OF THE BENEFITS THAT COMES OUT OF THIS, UH, CONTRACT. 
          THANK YOU. 
          WELL, ONE OF THE THINGS I'D LIKE TO SAY, OUR DEPARTMENT IS ONE OF THE BEST TRAINED AND MOST PROFESSIONAL IN THIS NATION, AND I'M VERY PROUD OF THAT FACT. 
          AND EVERYBODY GOES, WELL, HOW CAN YOU SAY THAT? WELL, IT'S VERY SIMPLE. 
          LET'S TAKE A LOOK AT THE CITIZEN COMPLAINTS THAT WE GET. 
          WE HAVE ALMOST 2 MILLION CONTACTS A YEAR WITH CITIZENS, 2 MILLION WITH TRAFFIC STOPS, CALLS FOR SERVICE. 
          THE ENTIRE, THE ENTIRE GAMUT. 
          WE HAVE USUALLY AN AVERAGE OF ABOUT 250 CITIZEN COMPLAINTS A YEAR 0.0001. 
          SO TO ME, YOU SEE THE TRAINING THAT WE HAVE AS IS SECOND TO NONE. 
          AND THEN YOU ADD THAT WITH THE PROFESSIONALISM THAT WE HAVE OF OUR OFFICERS HERE. 
          THAT'S WHY WE HAVE THAT. 
          IF YOU GO TO PHILADELPHIA, THEY HAVE 3,800 OFFICERS AND THEY GET ABOUT 650 A YEAR. 
          SO I LIKEN THAT TO OUR PROFESSIONALISM AND A LITTLE SOUTHERN HOSPITALITY. 
          ALRIGHT, THANK YOU. 
          CHAIR CAYMAN IN. 
          UM, DOUG, YOU RAISED ONE QUESTION, AND I'LL ASK THIS OF CITY LEGAL. 
          ONE OF THE CHALLENGES WE HAVE IS WE'RE INVESTING IT UPFRONT IN TRAINING, AND THEN THEY'RE GOING FROM TRAINING RIGHT TO ANOTHER, UH, JURISDICTION, LET'S SAY. 
          AND AGAIN, WE HOPE THAT THE INCREASED PAY WILL KEEP THEM HERE, BUT IS IT FOR CITY LEGAL? I GUESS THIS IS THE QUESTION, IS THERE ANY OTHER MEASURES THAT CAN BE PUT IN PLACE? SO IF THEY DO LEAVE, WE WE'RE REIMBURSED FOR SOME OF THOSE COSTS SIMILAR TO IF, UH, WITH EDUCATION REIMBURSEMENT, IF THEY LEAVE WITHIN FIVE YEARS. 
          SO IS THERE ANY OTHER MECHANISM OR TOOL THAT THE CITY HAS TO KEEP OFFICERS HERE WHEN WE'RE INVESTING SO HEAVILY UPFRONT? UM, WE WOULD HAVE TO LOOK INTO THAT. 
          UM, UNLIKE OTHER, UH, DEPARTMENTS, THE, I BELIEVE THEY GO AND GET THEIR TRAINING SOMEWHERE ELSE, UM, ON THEIR OWN DIME. 
          WHERE HERE THEY, THEY'RE CONSIDERED EMPLOYEES WHILE THEY'RE WITH US, SO THEY GET THE HEALTH BENEFITS AND ALL OF THAT. 
          SO THAT'S THE, I BELIEVE THE DIFFERENCE IN LOOKING AT OTHER DEPARTMENTS. 
          UM, BUT WE WOULD HAVE TO LOOK INTO THAT TO EXPLORE SOMETHING LIKE THAT. 
          OKAY. 
          I, AGAIN, I KNOW THIS CONTRACT IS PRETTY MUCH DONE, BUT AGAIN, WE CONTINUE TO HAVE THAT ISSUE AND WELL, THE HARDEST PART IN THAT WOULD BE TRYING TO, TO FORCE IT. 
          HOW DO YOU, HOW DO YOU GET THAT RECOUP THAT, BECAUSE THERE'S REAL NO MECHANISM BECAUSE THEY'RE A PROBATIONARY POLICE OFFICER AT THAT POINT. 
          SO IT'D BE NO DIFFERENT THAN IF WE FIRED THEM FOR THE INABILITY TO, TO PERFORM. 
          SO THERE'S, IT'S, IT'S KIND OF A GIVE AND TAKE. 
          OKAY. 
          BUT I BELIEVE, I TRULY BELIEVE THAT THIS CONTRACT WILL PREVENT THAT. 
          OKAY. 
          THANK YOU. 
          THANK YOU SO MUCH. 
          I APPRECIATE YOU BEING HERE AND ALL THE WORK. 
          YOU'VE BEEN ALL THANK YOU. 
          AND AT THIS TIME, UH, I I WOULD, HE MAY NOT, UH, HAVE ANYTHING TO SAY AND THAT'S OKAY TOO. 
          I'M PUTTING HIM ON THE SPOT. 
          BUT, UM, I SEE ERIC CARR, OFFICER CARR HERE, UM, AS A REPRESENTATIVE OF APOL. 
          UH, WOULD YOU LIKE TO SAY ANYTHING? AND I KNOW WE HAVE, UH, BRANDON LOVE ALSO ONLINE AS WELL. 
          BUT AGAIN, ON BEHALF OF APOL, UH, WELCOME. 
          GOOD MORNING EVERYONE. 
          GOOD MORNING, COUNSEL. 
          UH, YES. 
          UH, IN ABSENCE OF, UH, PRESIDENT LOVE, HE COULDN'T BE HERE. 
          HE IS ON FAMILY LEAVE. 
          BUT WE JUST WANTED TO, 
          [01:05:01]
UM, MAKE IT CLEAR THAT WE SUPPORT THE CONTRACT. 
          WE WANT TO ACKNOWLEDGE THE GOOD WORK, UH, H-P-H-P-O-U HAS DONE TO PUT THESE PERCENTAGES TOGETHER FOR OUR OFFICERS. 
          IN ADDITION, OH, YOU HAD A QUESTION. 
          NO, PLEASE GO AHEAD. 
          NO, IN ADDITION, UH, LIKE COUNCIL MEMBER MARTINEZ, WE DO APPRECIATE THE TIME THAT THEY ALLOCATED FOR THE EMPLOYEE GROUPS TO BE ABLE TO, UH, ADMINISTRATIVE THE BUSINESS AND, AND HELP WITH OFFICERS AS WELL IN THE SUPPORT GROUP. 
          AND THAT TIME NEEDS TO BE, YOU KNOW, INCREASED OVER A PERIOD OF TIME. 
          SO YOU COULD HAVE AT LEAST ONE EXECUTIVE MEMBER OR THE PRESIDENT IN A FULL-TIME CAPACITY ROLE, WHICH IS THE, WHICH IS THE GOAL. 
          UNDERSTOOD. 
          IS THERE ANY, ARE THERE ANY QUESTIONS FOR HIM? UH, I JUST, I PERSONALLY WANNA ACKNOWLEDGE, UM, APRIL'S ROLE, YOUR ADVOCACY, UH, THE ENGAGEMENT IN THE COMMUNITY AS, UH, VICE CHAIR INDICATED, THE SCHOLARSHIPS Y'ALL PROVIDE, THE COMMUNITY EVENTS, THE WORK YOU DO, UM, AS A LIAISON, UH, WITH THE AFRICAN AMERICAN AND BLACK COMMUNITY, UH, IN YOUR OFFICIAL CAPACITY. 
          THANK YOU FOR THE, YOUR SERVICE, BUT ALSO A POOL'S ENGAGEMENT AND PARTNERSHIP THROUGH ALL OF THIS. 
          YES. 
          AND JUST FOR THE RECORD, UM, MANY OF THE PROGRAMS WE DO, ESPECIALLY THE COMMUNITY PROGRAMS, ARE OFTENTIMES JOINT VENTURES WITH, UH, HPOU, EITHER FRONT STAGE OR BACKSTAGE WITH THEIR SUPPORT. 
          SO WE ARE JUST EXCITED ABOUT THIS CONTRACT AND LOOKING FORWARD TO DOING GREAT THINGS. 
          THANK YOU. 
          THANK YOU. 
          UP NEXT, UM, JOY DAVIS. 
          THANK YOU SO MUCH. 
          UM, THE PROPOSED PAY RAISES FOR POLICE OFFICERS OVER FIVE YEARS, TOTALING 832 MILLION. 
          WHILE THE HOPE FOR THEM IS INCREASING RETENTION RATES, IT ISN'T GUARANTEED. 
          I BELIEVE THESE FUNDS SHOULD BE REDIRECTED TO COMMUNITY-BASED PROGRAMS TO ADDRESS ROOT CAUSES OF CRIME, SUCH AS MENTAL HEALTH SERVICES, ADDITIONAL MENTAL HEALTH CLINICS, EXPANDING SHELTERS AND SUPPORT SERVICES FOR THE HOMELESS, SUBSTANCE ABUSE TREATMENT PROGRAMS, MENTORSHIP COMMUNITY INITIATIVES THAT ALSO KEEP US SAFE BY PRIORITIZING COMMUNITY RESOURCES OVER POLICE PAY RAISES SUCH AS AFTERSCHOOL PROGRAMS, MENTORING AND INITIATIVES TO REDUCE CRIME BY FOCUSING ON LONG-TERM SOLUTIONS COMMUNITIES WITH LIMITED ACCESS TO RESOURCES, WE OFTEN EXPERIENCE HIGH CRIME RATES. 
          SO INVESTING IN EDUCATIONAL OPPORTUNITIES, ADDRESSING HOUSING INITIATIVES, EMPLOYMENT OPPORTUNITIES, AND ENHANCEMENTS TO SUMMER PROGRAMMING AT SITES THROUGHOUT THE CITY CAN ALSO ADDRESS THESE UNDERLYING FACTORS CONTRIBUTING TO CRIME. 
          THERE ARE NEIGHBORHOODS LIKE MINE THAT DON'T HAVE ANY CONSISTENT PROGRAMMING FOR THE YOUTH AFTER SCHOOL. 
          AND IN SOME CASES, THEY DON'T HAVE THEIR TRANSPORTATION TO REACH THOSE PROGRAMS IF THEY DO, LEAVING THEM WITH NOTHING TO DO AND A LOT OF FREE TIME ON THEIR HANDS. 
          SO FUNDING THESE AREAS WITH LONG-TERM INVESTMENTS, UH, IMPACTS PUBLIC SAFETY. 
          ALSO, I URGE CITY COUNCIL TO RECONSIDER THE PROPOSED PAY RAISES FOR POLICE OFFICERS AND INSTEAD INVEST IN COMMUNITY BASED PROGRAMS TO HELP TO ADDRESS THE ROOT CAUSES OF CRIME, WHICH WILL LEAD TO SAFER, MORE EQUITABLE, UH, COMMUNITIES FOR ALL HOUSTONIANS. 
          THANK YOU. 
          THANK YOU MS. DAVIS. 
          AND OF COURSE, A LOT OF THOSE CONCERNS AREN'T GOING TO BE ADDRESSED WITH THE CONTRACT WITH THE HPD, UM, BUT I ENCOURAGE YOU TO WATCH ALL THE BUDGET HEARINGS THAT WE HAVE COMING UP SO YOU CAN SEE HOW THE CITY'S ADDRESSING ALL OF THOSE NEEDS IN OTHER DEPARTMENTS. 
          THANKS FOR BEING HERE. 
          YEAH. 
          OKAY. 
          UP NEXT, UM, SELENA BRAY TO BE FOLLOWED BY SABA LANDING. 
          GOOD MORNING. 
          MY NAME IS SELENA AND I LIVE IN COUNCIL MEMBER CAYMAN'S DISTRICT. 
          UH, AT THE POINT WHERE THIS IS A LONG-TERM CONTRACT AND OBVIOUSLY A SIZABLE INVESTMENT, WE MUST CONSIDER HOW THIS CONTRACT WILL INCREASE AND MEANINGFULLY EMBED ACCOUNTABILITY FOR HPD ACROSS ALL LEVELS FOR THE CADETS COMING IN FROM ALL THE DIFFERENT NEIGHBORHOODS, MID-LEVEL STAFF AND SENIOR STAFF AS WELL. 
          THE EMPHASIS ON RECRUITMENT AND RETENTION IS EXTREMELY IMPORTANT, BUT WE DON'T DO OURSELVES ANY FAVORS BY RETAINING CULTURES AND PROCESSES THAT HARM COMMUNITIES, ESPECIALLY AS IT PERTAINS TO VIOLENCE FOR CIVILIANS. 
          YES, HOUSTON DEFINITELY DOES NEED TO FEEL SAFE, BUT THIS SHOULD INCLUDE ALL HOUSTONIANS, ESPECIALLY THOSE WHO ARE BLACK BROWN JUSTICE INVOLVED, UM, OR OTHERWISE, AND WHO ARE MORE LIKELY TO STATISTICALLY EXPERIENCE VIOLENCE AT THE HANDS OF POLICE OFFICERS. 
          AS A RESULT, GOING FROM 65 SHOOTINGS IN 2021 TO 157 AND 2023 VIOLENT ACTS BY POLICE IN VARIOUS FORMS HAVE MORE THAN DOUBLED IN RECENT YEARS ACCORDING TO HP D'S OWN STATISTICS. 
          SO WE MUST CONSIDER WHAT ARE WE REALLY INVESTING IN AND REALLY BE, UH, PRAGMATIC ABOUT THIS. 
          SO MY QUESTION FOR ANYONE WHO IS AWARE OR WHO MAY BE ABLE TO ANSWER IS, UM, AS WE MAKE THIS INVESTMENT PREP AS IT'S 
          [01:10:01]
PROPOSED, WHAT POWERS AND OVERSIGHT DO THE INDEPENDENT POLICE OVERSIGHT BOARD AN OFFICE OF POLICING REFORM AND ACCOUNTABILITY HAVE ACCORDING TO THIS AGREEMENT? SO TRADITIONAL THANK YOU FOR THE QUESTION. 
          TRADITIONALLY WITH PUB WITH PUBLIC SPEAKERS, WHAT WE WILL DO, IF IT'S OKAY WITH YOU, IS I BELIEVE WE HAVE, DO WE HAVE EMAILS FOR EVERYONE? SO RECORD YOUR QUESTIONS, WE'LL SUBMIT THOSE TO THE DEPARTMENT IN LEGAL, AND THEN WE'LL SHARE THOSE RESPONSES BACK WITH YOU. 
          THANK YOU. 
          YES, MA'AM. 
          THANK YOU. 
          UP NEXT SAW LANDING ALL, UM, GOOD MORNING. 
          THANK YOU. 
          UM, I JUST HAVE A FEW QUESTIONS. 
          UM, FROM A HOUSTON, SORRY, FROM A HOUSTON CHRONICLE INVESTIGATION LAST YEAR, WHILE HP D'S MEDIAN BASED SALARY IS 56,000, THE MEDIAN OVERALL PAY IS ACTUALLY 98,000 THE HIGHEST AMONG ALL CITY DEPARTMENTS. 
          WHAT IS THE CURRENT MEDIUM MEDIAN, SORRY, OVERALL PAY FOR HPD IN COMPARISON TO THE CITY'S OVERALL EMPLOYEES? AND THEN THE SECOND QUESTION IS, THE OVERTIME BUDGET PROPOSAL IS ROUGHLY THE SAME AS THIS YEAR'S. 
          HOW DO THE PROPOSED RAISES AFFECT OVERTIME COSTS? SHOULD WE EXPECT OVERTIME TO INCREASE PROPORTIONALLY TO SALARIES? WHAT CONTROLS DO WE HAVE IN PLACE TO PROTECT OUR PUBLIC DOLLARS FROM UNNECESSARY OVERTIME? UM, AND THEN, UM, I HAVE TWO MORE. 
          UM, THE CITYWIDE EFFICIENCY STUDY STATED THAT POLICE SPEND 0.9% OF THEIR TIME ON CORE ACTIVITIES, THE EQUIVALENT OF 45 FTES IN A DEPARTMENT WITH 5,200 OFFICERS. 
          HAVE WE BEEN ABLE TO SHIFT ANY DEPARTMENT FUNCTIONS OR PERSONNEL TO OTHER DEPARTMENTS IN ACKNOWLEDGEMENT OF THIS FINDING? AND THEN THE LAST ONE IS THE RAISES AND ADDITIONAL PAY ITEMS PROPOSED ARE SIGNIFICANT INCREASES FROM THE CURRENT AGREEMENT. 
          HAS THERE BEEN AN ANALYSIS OF THE BENEFITS OF THIS AGREEMENT OR THE PREVIOUS ONE COMPARED TO OTHER LARGE CITIES TO JUSTIFY THESE INCREASES? IF SO, CAN THE INFORMATION BE PUBLISHED? THANK YOU. 
          AND I CAN ALSO EMAIL THEM IF THAT'S EASIER. 
          YEAH, WE'LL TAKE AND IT MAY IF IT WORKS FOR Y'ALL, BECAUSE A LOT OF THESE PERTAIN TO BUDGET BASED QUESTIONS. 
          YES. 
          UM, BECAUSE OUR BUDGET PROCESS IS COMING UP AND I KNOW, UM, THE DIRECTOR'S TAKING NOTES, UH, ON THIS, AND WE'LL SEND THEM TO HER. 
          WE MAY, IF IT'S OKAY WITH Y'ALL, SUBMIT THEM AS PART OF THE BUDGET PROCESS AND THEN GET THOSE BACK TO YOU. 
          DOES THAT, I SEE NODS IN THE HEAD. 
          IS THAT OKAY? YEAH. 
          AND JUST TO CONFIRM, LIKE I SHOULD EMAIL IT TO YOUR OFFICE, RIGHT? COUNCIL MEMBER KAMAN, THAT WOULD BE A HUGE HELP. 
          YEAH, I CAN DO. 
          UH, I'M NOT GONNA TAKE ON THE WHOLE BURDEN FOR EVERYONE. 
          UH, BUT AGAIN, IF, IF YOU LIVE IN THE DISTRICT, WE'LL TAKE THOSE QUESTIONS. 
          IF YOU, UH, COME TO THE BUDGET HEARINGS, I KNOW YOU CAN SUBMIT THEM AS WELL. 
          I'M LOOKING AT THE CHAIR FOR OTHER OPPORTUNITIES. 
          BUT IF YOU LIVE, IF YOU'RE A DISTRICT C RESIDENCE, WE'LL WE'LL TAKE THOSE QUESTIONS AND SUBMIT THEM FOR YOU. 
          NO, I'LL SEND IT TO MY COUNCIL MEMBER. 
          THERE'S ALSO A, A, UM, ON MY WEBSITE, I, I SUBMIT I'LL PUBLIC QUESTIONS TO THE DEPARTMENT'S OKAY. 
          BUDGET QUESTIONS. 
          SO YOU CAN JUST LOOK IT UP ON SALLY ALCORN WEBSITE. 
          OKAY. 
          I WILL. 
          AND THANK YOU FOR YOUR EMAILS. 
          THEY'RE ALWAYS REALLY HELPFUL. 
          OKAY. 
          THANK YOU. 
          SURE. 
          THANKS. 
          THANKS. 
          THANK YOU. 
          UM, DOMINIQUE MALA, LET'S SEE HIM HERE. 
          UM, CHRISTOPHER RIVER RIVERA. 
          HELLO. 
          OKAY, GREAT, THANKS. 
          WELL, MY NAME'S CHRISTOPHER RIVERA. 
          I WORK WITH THE TEXAS CIVIL RIGHTS PROJECT AND I'M AGAINST THE HPD PAY INCREASE OF 36.5% OVER THE NEXT FIVE YEARS. 
          THE REASON FOR THE SALARY INCREASE IS FOR RETENTION, BUT ACCORDING TO THE HOUSTON EFFICIENCY STUDY, OUR RETENTION IS HIGH. 
          AP HPD IS AMONG THE 20 TOP 20% IN STAFFING RATIO WHEN IT COMES TO THE LARGEST LAW ENFORCEMENT AGENCIES IN THE, IN THE COUNTRY. 
          THE NEED INCREASED RETENTION PAY IS UNJUSTIFIABLE, ESPECIALLY WHEN LESS THAN HALF OF HPDS PERFORMANCE TARGETS ARE BEING MET. 
          THE PAST RAISES GIVEN TO HPD HAVE NOT HELPED THEM SOLVE CRIMES LOWER RESPONSE TIME, OR MAKE OUR PUBLIC SAFER. 
          IF THESE RAISES ARE GRANTED, THEN WE WILL BE UNABLE TO ALLOCATE FUNDING TO FUTURE PROGRAMS BECAUSE ALL THE FUNDING WILL BE BUDGETED FOR THE POLICE SALARY. 
          STATE LAW DOES NOT ALLOW US TO LOWER THE POLICE BUDGET. 
          IF THIS GOES INTO EFFECT, THE CITY WILL NOT, WILL NOT BE ABLE TO FOCUS ON OTHER PUBLIC SAFETY ISSUES LIKE HOUSING, EVICTION PROTECTION, ROAD MAINTENANCE, OR PUBLIC TRANSPORTATION BECAUSE ALL THE MONEY FROM THE CITY WILL BE CONSUMED BY THE POLICE LEAVING THE POLICE AND JAIL. 
          AS THE ONLY PUBLIC SOLUTION TO SAFETY. 
          THE CITY OF HOUSTON SHOULD CONSIDER RAISING THE PAY FOR ALL CITY WORKERS TO THE LEVEL THAT POLICE OFFICERS ARE OFFICERS ARE EXPECTING. 
          CITY WORKERS ARE THE CONDUIT OF PUBLIC SAFETY. 
          THEY'RE THE ONES WHO CONNECT PEOPLE TO THE NEEDED RESOURCES. 
          THEY'RE 
          [01:15:01]
OVERWORKED AND UNDERPAID. 
          ALTHOUGH THEY RECEIVED A 3.5% RAISE LAST YEAR, IT DOESN'T COMPARE TO THE 36.5% RAISE REQUESTED BY HPD. 
          PLEASE DO NOT PUT US IN A POSITION WHERE THE ONLY SERVICES AVAILABLE WILL BE POLICE AND JAILS. 
          WE NEED TO STOP THESE INCREASES BECAUSE WE CANNOT AFFORD THEM, AND WE NEED PUBLIC SAFETY SERVICES THAT ARE OUTSIDE OF POLICING. 
          THANK YOU. 
          UH, CHRIS, THANK YOU SO MUCH. 
          JUST REALLY QUICKLY, 'CAUSE YOU MENTIONED YOU'RE WITH TC RRP. 
          YES. 
          IS THAT THE POSITION OF TCRP OR IS THAT YOUR PERSONAL POSITION? THAT'S THE POSITION OF, UH, TCRP. 
          THANK YOU. 
          YEAH. 
          THANK YOU. 
          UP NEXT, UM, LANITA ROBINSON. 
          OKAY. 
          WE WILL MOVE ON TO OUR, UM, SPEAKERS WHO ARE HERE VIRTUALLY. 
          LAURA GALLAGHER, AND I BELIEVE SHE IS HERE. 
          THERE YOU GO. 
          OKAY. 
          GO AHEAD. 
          LAURA. 
          CAN YOU HEAR? CAN YOU HEAR ME? YES, WE CAN. 
          OH, YEAH. 
          OKAY. 
          HI, MY NAME IS LAURA GALLAGHER AND I LIVE IN DISTRICT C. 
          UM, MY COMMENTS ARE RELATED TO THE STATED REASON FOR, UH, THE NEW CONTRACT, WHICH WAS TO IMPROVE RECRUITMENT AND RETENTION. 
          AND I HAVE A FEW THOUGHTS ABOUT THAT. 
          FIRST OF ALL, THE COMMUNITY CAN BE SAFER WITHOUT MORE OFFICERS. 
          YOU'VE HEARD CHRISTOPHER AND JOY TALK ABOUT THAT. 
          UM, WE, ONCE WE INCREASE THE BUDGET FOR HPD, WE CAN NEVER DIAL IT BACK THAT BY STATE LAW. 
          AND SO THAT MEANS THAT IT WILL MAKE US LESS ABLE TO ALLOCATE RESOURCES TO SERVICES, SERVICES AT THE ROOT OF THE PROBLEM, SUCH AS, UM, HEALTHCARE, MENTAL HEALTHCARE, SUBSTANCE ABUSE SERVICES, AND TRULY AFFORDABLE HOUSING. 
          I'VE SPOKEN TO YOU SEVERAL TIMES ABOUT THE EXCESSIVE, UH, PRESENCE, UH, FOR MINOR CALLS ABOUT UNARMED HOMELESS PEOPLE. 
          AND I SEE IT REPEATEDLY, AND IT TO ME IS A VERY POOR USE OF, IF YOU, IF THE IDEA IS THAT HPD IS A LIMITED RESOURCE, THERE SHOULD NOT BE 12 VEHICLES AND 12 OFFICERS SENT TO DEAL WITH ONE ARM UNARMED HOMELESS PERSON. 
          I, I DO EXPECT HPD TO ALWAYS ASK FOR A RAISE. 
          I ALWAYS ASK FOR A RAISE. 
          UM, AND THE REPRESENTATIVE SAID, WE'LL TAKE EVERYTHING WE CAN GET, WHICH I EXPECT THEM TO SAY. 
          UM, AND I EXPECT THEM TO WILLINGLY ACCEPT MORE AND MORE. 
          MY REQUEST IS THAT YOU CONSIDER, UH, REQUIRING THEM TO DO MORE WITH WHAT THEY HAVE BY MORE EFFICIENT DISPATCH. 
          I ALSO WANT TO, UM, ENCOURAGE YOU TO INCLUDE CIVILIAN PROTECTIONS IN THE CONTRACT. 
          HPD SHOOTINGS HAVE INCREASED SIGNIFICANTLY IN THE LAST FEW YEARS. 
          SHOOTINGS OF CIL OF CIVILIANS AND OTHER POLICE VIOLENT USE OF FORCE HAS ALSO MORE THAN DOUBLED IN THE LAST COUPLE OF YEARS. 
          AND THIS IS BASED ON HPDS STATISTICS. 
          NOBODY ELSE'S, UH, WELL, IT, IT MAY BE IN OTHER PEOPLE'S, BUT THIS IS WHERE I GOT THE INFORMATION. 
          ADDITIONALLY, THESE, UH, CIVILITY ORDINANCE, WE'LL PUT ADDITIONAL BURDEN. 
          MS. GALLER, YOUR TIME HAS EXPIRED. 
          WE HAVE A LOT OF SPEAKERS TODAY, SO WE'RE ASKING THAT ANYONE, UM, GOING OVER THEIR TIME, IF THEY COULD JUST EMAIL US THEIR, UM, COMMENTS AND QUESTIONS AND WE'LL GET RESPONSES TO YOU. 
          THANK YOU. 
          THANK YOU SO MUCH. 
          NEXT SPEAKER IS CHRIS DU DON'T BELIEVE THAT THEY ARE ON, ARE THEY? NO. 
          UM, NEXT SPEAKER. 
          JASON OLIVER. 
          THERE THERE'S, LOOK AT THAT TIMING. 
          THIS ONE. 
          THIS ONE. 
          ALRIGHT, I'M GOING TO HANG UP ON THE CALL. 
          . 
          ALL RIGHT. 
          GOOD MORNING. 
          I'M JASON OLIVER. 
          I LIVE IN DISTRICT G YOU KNOW, YOU SAID WE'RE GONNA PUSH OFF QUESTIONS ABOUT THE, THE BUDGET THING TO THE BUDGET PRESENTATION, BUT LIKE WE'RE TALKING ABOUT $1.8 BILLION THAT ARE CONTROLLED BY THIS CONTRACT. 
          SO THAT'S A REALLY CHALLENGING THING TO HEAR HERE. 
          I, I THINK MY FIRST QUESTION IS, HAVE COUNCIL MEMBERS SEEN THIS CONTRACT YET? SO ONE TO, AND WE CAN PAUSE THIS. 
          I DON'T WANT TO EAT UP YOUR TIME, JASON. 
          UM, I'M MORE, WE'RE MORE THAN HAPPY TO SUBMIT QUESTIONS 
          [01:20:01]
THAT YOU HAVE RELATED TO THE CONTRACT. 
          IT'S NOT THAT WE'RE DEFERRING TO THE BUDGET I WAS ASKING, 'CAUSE SOME OF THEM ARE MORE SPECIFIC TO TO BUDGET TIME AS WELL. 
          IF WE CAN CONSOLIDATE AND ALSO SEND SOME OF THOSE. 
          SO IF YOU PREFER, AGAIN, HAPPY TO SEND SOME OF THOSE QUESTIONS. 
          UM, AS IT RELATES TO THE CONTRACT, WE RECEIVED, UH, A VERSION OF IT, I BELIEVE YESTERDAY. 
          I THINK IT WAS YESTERDAY. 
          UM, IT'S STILL IN DRAFT FORM. 
          UH, AND WE ARE PRECLUDED FROM SHARING IT WITH THE PUBLIC BECAUSE IT HAS NOT, UH, BEEN VOTED ON BY THE UNION YET. 
          SO AGAIN, WE DON'T EVEN HAVE A FINAL VERSION YET. 
          UH, BUT I DID EMPHASIZE TO THE ADMINISTRATION THAT IT WILL BE IMPORTANT TO SHARE THAT FINAL COPY WITH THE PUBLIC PRIOR TO ANY VOTE AT COUNCIL. 
          SO PRIOR TO ANY OFFICIAL ACTION BY COUNCIL, IT WILL BE MADE PUBLIC FOR THE PUBLIC'S REVIEW. 
          THANK YOU. 
          THAT'S HELPFUL. 
          SO I GUESS THE, THE FIRST REQUEST, AND I'LL MAKE SURE TO SUBMIT THIS IN WRITING BECAUSE WE ARE, I'M HEARING SOME THINGS THAT ARE DIFFERENT IN WHAT WE'RE BEING TOLD DON'T MATCH UP WITH WHAT I SEE, WHAT I KIND OF KNOW TO BE HAPPENING IN HOUSTON, WHAT I KNOW TO BE HAPPENING IN IN OTHER CITIES. 
          SO, YOU KNOW, OTHER CITIES IN TEXAS DO NEGOTIATE THESE THINGS PUBLICLY AND ACTUALLY MAKE THIS PROCESS TRANSPARENT. 
          WE'RE CHOOSING NOT TO IN HOUSTON. 
          SO I'M WONDERING WHAT THE LEGAL REQUIREMENTS ARE THAT ARE PRECLUDING YOU FROM SHARING THIS PUBLICLY. 
          BUT, UM, JUST TO CIRCLE BACK, I DO WANNA MAKE SURE THAT WE'RE KIND OF WORKING ON SOME OF THE SAME FACTS BECAUSE I HEAR THINGS ABOUT STAFFING BEING AN ISSUE, RIGHT? WE'RE TOLD THAT THERE'S, UM, UNDERSTAFFING BASED ON THE BUDGET AMOUNT AND POSITIONS COMPARED TO THE, THE ACTUAL AMOUNT HERE. 
          BUT WHEN YOU LOOK AT, YOU KNOW, NATIONAL DATA, HOUSTON IS, UH, AT, AT LEAST IN THE STATE, HOUSTON IS DEFINITELY A LEADER IN THE, UM, POLICE PER CAPITA. 
          YOU LOOK NATIONALLY, WE'RE DEFINITELY AMONG THE, THE TOP IN TERMS OF THE TOP 50 LARGEST CITIES. 
          SO WE'RE PRETTY MUCH ON PAR NATIONALLY AND THEN A LEADER LOCALLY IN TERMS OF POLICE STAFFING. 
          THEN WHEN YOU LOOK AT RECRUITMENT, I THINK SOMEONE AL ALREADY MENTIONED, RIGHT? WE SAW THE EFFICIENCY STUDY. 
          WE'RE ALSO, UH, WITH THE EXCEPTION OF SAN ANTONIO, VERY HIGH UP IN TERMS OF RECRUITMENT, SAN ANTONIO HAVING A MUCH LOWER POLICE FORCE THAN, THAN HOUSTON DOES. 
          SO, SO MANY OF THE THINGS THAT WE'RE HEARING, UM, DON'T, DON'T REALLY MATCH UP WITH, UH, WITH THE ACTUAL FACTS OF WHAT'S GOING ON IN, IN HOUSTON. 
          WE TALK ABOUT THE, THE BENEFITS YOU SEE, BASED ON WHAT I'VE LOOKED AT IN TERMS OF THE OTHER CONTRACTS IN OTHER CITIES, THE BENEFITS THAT WE HAVE HERE IN, IN HOUSTON ARE, ARE MUCH HIGHER THAN THE, THAN THE BENEFITS THAT WE SEE IN OTHER CITIES LIKE AUSTIN. 
          SO AS WE'RE HEARING THAT, WE'RE KIND OF UNDERPAID IN TERMS OF BASE PAY, AND I NEVER WANT TO BE A PERSON HEARD TO BE, UH, SPEAKING AGAINST PEOPLE'S PAY, BUT WE'RE TALKING ABOUT A CITY, RIGHT? AND WE ARE LOOKING AT, UH, CUTS THAT ARE BEING MADE ACROSS THE CITY. 
          OTHER DEPARTMENTS ARE NOT SEEING ANY OF THESE, THESE KINDS OF INCREASES. 
          AND THERE ARE SIGNIFICANT NEEDS IN, IN THE CITY AND ALL THESE DEPARTMENTS, POLICE HAVE BEEN PRIORITIZED REALLY OVER, OVER THE PAST 10 YEARS IN, IN A SIGNIFICANT WAY. 
          AND YOU LOOK AT THE, THE RAISES OVERALL. 
          SO LOOKING AT OVERALL PAY AS OPPOSED TO BASE PAY IS A MUCH BETTER COMPARISON. 
          WE'VE HEARD THE POLICE UNION SAY THAT MULTIPLE TIMES OVER, AT LEAST I HAVE OVER THE PAST 10 YEARS AS WELL, RIGHT? IT'S REALLY KIND OF DECEPTIVE TO LOOK AT, UM, BASE PAY COMPARED TO OVERALL PAY BECAUSE OF THIS POLICE UNION CONTRACT. 
          SO I, I REALLY WANT US, UM, TO HAVE A CLEAR UNDERSTANDING IF YOU ALL COULD PUBLISH THAT INFORMATION ABOUT WHAT'S THE COMPARISON THAT WE'RE BASING THIS INFORMATION ON IN TERMS OF HOUSTON AND THEN OTHER LARGE CITIES SO THAT I CAN, I AND THE REST OF THE PUBLIC CAN REALLY UNDERSTAND WHAT WE'RE TALKING ABOUT HERE. 
          THANK YOU. 
          AND IF YOU HAD OTHER, ANY OTHER QUESTIONS OR CONCERNS, YOU CAN SEND IT TO US AND WE'RE HAPPY TO GET RESPONSES TO YOU. 
          WILL DO. 
          THANK YOU. 
          UM, HILLARY HAYNES VIRTUALLY, I BELIEVE SHE'S ONLINE AT THE END. 
          WE'RE NOT GOING BACK. 
          OKAY. 
          WE'LL MOVE ON TO THE NEXT SPEAKER AND WE'LL, WE'LL CALL A FEW OF THE SPEAKERS AGAIN THAT WE SEE ONLINE THAT AREN'T GETTING THROUGH. 
          UM, JENNIFER CANALES PEREZ, SIX. 
          AND IF YOU COULD PRESS STAR SIX LAST CALL FOR JENNIFER. 
          OKAY. 
          UM, TERRY CHEN, AGAIN, STAR SIX, OG JACKSON. 
          WE DO SEE SOME OF THESE SPEAKERS ONLINE AND IT DOESN'T APPEAR LIKE WE CAN HEAR THEM, SO IF ANY OF THE SPEAKERS THAT I CALLED, IF YOU WEREN'T ABLE TO GET THROUGH 
          [01:25:01]
THE FIRST TIME, PLEASE PRESS STAR SIX AND ANNOUNCE YOURSELF NOW. 
          ALL RIGHT. 
          IF YOU WEREN'T, WE'RE TRYING TO GET THROUGH. 
          SORRY. 
          GO AHEAD. 
          GOOD MORNING, UH, COUNCIL MEMBERS. 
          MY NAME IS CHRIS GDU. 
          I'M THE CO-FOUNDER AND EXECUTIVE DIRECTOR OF TEXAS JAIL PROJECT. 
          I USUALLY DON'T SPEAK ON CITY AND HPD ISSUES, BUT THESE CONTACT NEGOTIATIONS REALLY COMPEL ME TO SIGN UP TODAY. 
          I'M DEEPLY TROUBLED BY THE LACK OF TRANSPARENCY IN THESE NEGOTIATIONS. 
          NO ONE SHOULD APPROVE BILLIONS IN SPENDING WITHOUT A ROBUST PUBLIC DISCUSSION. 
          UM, OTHER LARGE CITIES IN TEXAS HAVE THESE NEGOTIATIONS PUBLICLY. 
          HOUSTONIANS WANT TRANSPARENCY AS WE SAW WITH THE FIRE SETTLEMENT. 
          THE OTHER POINT I WANNA MAKE IS THE PINK CRUISE SHOULD BE PERFORMANCE BASED. 
          AND IF YOU LOOK AT HPDS OWN DATA, THEY WENT FROM 65 SHOOTINGS IN 2021 TO 157 IN 2023. 
          UM, VIOLENT ACTS BY POLICE IN VARIOUS PROBLEMS ARE MORE THAN DOUBLED IN RECENT YEARS. 
          AND I WANNA SHARE ONE QUICK EXAMPLE OF THOSE STATS, UM, OF A CASE WE WORKED IN LATE 2023. 
          AND YOU ALL TALKED A LOT ABOUT MENTAL HEALTHCARE. 
          SO LET ME TELL YOU A TYPICAL SCENARIO WE HEAR ABOUT MENTAL HEALTHCARE RESPONSES BY HPD. 
          THIS WAS A YOUNG MAN WHO WAS IN PSYCHO SIX. 
          HE HAD NO WEAPONS ON HIM, HE WAS AN ACUTE PSYCHIATRIC CRISIS. 
          HE JUST DIDN'T WANNA BE TOUCHED. 
          BUT INSTEAD OF DEESCALATING THE SITUATION, THREE OFFICERS ESCALATED AND TRIED TO TASER HIM. 
          THEY ENDED UP TASING THEMSELVES AND HAD TO BE RUSHED TO THE HOSPITAL. 
          AND YET THIS YOUNG MAN WAS STILL IN CHARGED WITH THREE COUNSEL, FELONY ASSAULTS AND POLICE OFFICERS. 
          UM, THIS BUDGET INCREASE, UH, IT INCREASES HPD AND FIRE TO 70% OF THE GENERAL FUND EX, EXCLUDING THAT IN PEGO, I THINK THIS IS FISCALLY IRRESPONSIBLE. 
          WE ALREADY SPEND MORE THAN 40% OF THE GENERAL FUND ON HPD. 
          THE STATE WON'T ALLOW US TO DECREASE HPD SHARE THE BUDGET EVEN AS WE FACE, WHICH ARE BUDGET DEFICIT. 
          THESE INCREASES ARE GOING TO IN DEBT, UM, OUR FUTURE GENERATIONS. 
          THE LAST POINT I WANNA MAKE IS UNINTENDED CONSEQUENCES. 
          THIS CONTRACT IS GONNA HAVE ON PUBLIC SAFETY IN HARRIS COUNTY. 
          HPD HAS A DISPROPORTIONATE IMPACT ON OUR COUNTY JAIL. 
          OVER 50% OF THE ARRESTS THAT COME TO OUR JAIL ARE FROM HPD. 
          THE COUNTY IS SPENDING $58 MILLION ANNUALLY TO SHIP PRE-TRIAL ATTORNEYS OUT LOUISIANA AND MISSISSIPPI BECAUSE WE CANNOT MEET THE STATE ED STAFFING RATIO OF ONE DETENTION OFFICER, THE 48 DETAINEES. 
          WHY? BECAUSE HCSO THE'S OFFICE IS BLEEDING DETENTION OFFICERS TO HPD. 
          THAT'S THE LARGEST ATTRITION OF DETENTION OFFICERS FROM THE JAIL IS TO HPD. 
          SO I, I JUST WANTED TO MAKE THE POINT THAT WHAT YOU'RE DOING IS IT HAS CONSEQUENCES BEYOND THE CITY. 
          IT HAS CONSEQUENCES ON THE COUNTY. 
          AND IF WE REALLY CARE ABOUT PUBLIC SAFETY, YOU HAVE TO LOOK AT THE WHOLE ECOSYSTEM OF THE, UM, OF THE CRIMINAL JUSTICE, UM, SPACE. 
          SO THANK YOU FOR, FOR LISTENING. 
          I APPRECIATE YOUR TIME. 
          THANK YOU SO MUCH. 
          AND IT WAS A LITTLE BIT HARD TO HEAR EVERYTHING CLEARLY. 
          IF YOU, UM, WOULD LIKE TO SEND YOUR COMMENTS TO MY OFFICE, WE'RE HAPPY TO DISTRIBUTE THAT TO ALL OF THE COMMITTEE MEMBERS. 
          AGAIN, THANK YOU SO MUCH, UM, FOR SPEAKING TODAY. 
          UP NEXT, WE'RE GONNA TRY AGAIN. 
          HILLARY HAYNES. 
          HELLO, CAN YOU HEAR ME? YES, GO AHEAD. 
          WONDERFUL. 
          UH, MY NAME'S HILLARY HAYNES AND I LIVE IN DISTRICT C. 
          UM, I AM ALSO ASKING CITY COUNCIL TO RECONSIDER THE PAY RAISES, UM, OF 36.5% OVER FIVE YEARS. 
          UM, I THINK THERE'S BEEN A LOT OF REALLY POWERFUL TESTIMONY, UM, FROM JOY AND LAURA AND JASON. 
          UM, AND SO I'M REALLY COMING IN. 
          I'M NOT AN EXPERT. 
          I I'M NOT AN ORGANIZER AND, BUT I DO KNOW THAT EVERYONE WANTS TO FEEL SAFE AND THEY HAVE THE RIGHT TO FEEL SAFE AND BE HEALTHY. 
          AND I REALLY TAKE MY EXPERIENCE WORKING IN HEALTHCARE AS A PHYSICAL AND THO PHYSICAL THERAPIST, UH, TO INFORM WHAT I SEE AS A DIRE CHANGE IN APPROACH NEEDED FOR PUBLIC SAFETY, WHICH I THINK NEEDS TO BE CONSIDERED IN THIS MOMENT WHEN YOU'RE DETERMINING CONTRACT INCREASES THAT ARE GOING TO INCREASE, RIGHT, THEIR OVERALL, UM, PART OF THE BUDGET, UM, WHICH IS A SET AMOUNT OF MONEY. 
          UM, THAT PERSPECTIVE IS, YOU KNOW, THERE'S A HUGE BIG PUSH IN HEALTHCARE AND IT'S TAKEN A LOT OF TIME TO SWITCH TO PREVENTATIVE CARE AND THAT THAT REQUIRES, YOU KNOW, PUTTING IN CHANGES THAT YOU HAVE TO SEE HOW IT GOES OVER TIME. 
          AND SO I THINK THAT, AND WHAT I'M WANTING FOLKS TO THINK ABOUT IS JUST HOW ARE WE TRULY TRYING TO PREVENT CRIME AND KEEP PEOPLE SAFE? AND WHAT IS, UM, LIKE THE RESEARCH BEING DONE, WHAT IS INFORMING? 'CAUSE I DON'T HEAR ANY ARGUMENTS ABOUT WHY WE NEED TO KEEP EXPANDING POLICING IN THE PUBLIC SECTOR AND CITY COUNCIL. 
          AND, AND THAT COULD BE, I I WILL DEFINITELY BE ASKING FOR THAT QUESTION AT THE END, BUT I THINK THAT COMES BACK TO JASON'S QUESTION AROUND TRANSPARENCY, UM, FROM A RESEARCH PERSPECTIVE. 
          LIKE I KNOW THAT DETERRENCE, UM, YOU KNOW, DOESN'T, HAS MIXED EFFECTIVENESS AND IT'S NOT CONCLUSIVE. 
          AND THAT SEEMS TO BE THE APPROACH THAT WE'RE GOING FOR. 
          UM, AND WE DO KNOW, AT LEAST FROM THE KINDER INSTITUTE, RIGHT, THAT UNEMPLOYMENT IS A SIGNIFICANT PREDICTOR OF VIOLENT CRIME POVERTY. 
          AND SO I WOULD LOVE TO SEE A SHIFT IN THINKING ABOUT HOW TO ADDRESS THOSE ISSUES AS, AS OTHER FOLKS HAVE SAID AS WELL. 
          AND I APPRECIATE, UM, COUNCIL MEMBER ALCORN'S EMAIL, I WILL SEND IN MY QUESTION, UM, ASKING SPECIFICALLY FOR LIKE HOW ARE, HOW IS RESEARCH BEING USED? WHERE IS IT BEING, UM, WHAT FUNDING IS BEING PUT IN FOR RESEARCH? AND 
          [01:30:01]
THEN HOW IS THAT ACTUALLY BEING USED TO SET GOALS, WHICH THEN DETERMINES HOW YOU SPEND FUNDING? THANK YOU. 
          THANK YOU SO MUCH. 
          UM, NEXT SPEAKER WE'RE GONNA TRY AGAIN FOR JENNIFER CANALES. 
          PIZ EZ. 
          HI, GOOD MORNING. 
          CAN YOU EVERYONE HEAR ME? YES. 
          HI, MY NAME IS JENNIFER CANALES PELA AND I'M A NATIVE HOUSTONIAN AND POLICY ATTORNEY WITH THE IMMIGRANT LEGAL RESOURCE CENTER. 
          HOUSTONIANS DESERVE TO KNOW WHERE AND HOW THEIR MONEY IS BEING SPENT. 
          OTHER LARGE CITIES IN TEXAS HAVE HAD THESE NEGOTIATIONS PUBLICLY. 
          HOUSTONIANS WANT TRANSPARENCY. 
          AND AS WE SAW, AS WE SAW FROM THE FIRE SETTLEMENT YESTERDAY, THE CHRONICLE REPORTED THAT A DISASTER CENTER IN THE FIFTH WARD WAS UNABLE TO OPEN OVER SEVERAL DISASTERS DUE TO THE LACK OF FEDERAL FUNDING. 
          NOW, COMMITTEE MEMBERS, WE ARE ABOUT TO ENTER HURRICANE SEASONS. 
          WE DO NOT NEED MORE POLICE. 
          WE NEED RESOURCES TO RESPOND TO THESE DISASTERS WHEN THE FEDERAL GOVERNMENT IN THE STATE OF TEXAS LEAVES US OUT IN THE COLD, OR SHOULD I SAY THE HEAT, AS THE SUMMERS ARE GETTING HOTTER AND THE HURRICANE'S MORE INTENSE, THE CITY NEEDS TO BEGIN THINKING ABOUT THE LARGER HOUSTON COMMUNITY, NOT JUST A SMALL SUB-SECTOR THAT ALREADY EATS UP A LARGE PORTION OF OUR CITY BUDGET. 
          THANK YOU SO MUCH. 
          THANK YOU. 
          ARE THERE ANY OTHER SPEAKERS ONLINE THAT COULDN'T GET THROUGH BEFORE THAT WOULD LIKE TO SPEAK? PRESS STAR SIX. 
          TERRY, I BELIEVE TERRY CHEN. 
          ME. 
          THIS IS TERRY CHEN , GO AHEAD. 
          GOOD MORNING. 
          MY NAME IS TERRY CHEN. 
          I'M A DISTRICT A H RESIDENT AND I'M A COMMUNITY ORGANIZER WITH WOODY JUNTOS, AN ORGANIZATION THAT WORKS WITH IMMIGRANT COMMUNITIES. 
          THERE'S BEEN A LOT OF TALK TODAY ABOUT IMPROVING DIVERSITY AND I JUST WANNA SAY THAT I DON'T CARE HOW DIVERSE THE COP IS, WHO IS PULLING THE GUN ON OUR RESIDENTS NEEDING ACTUAL MENTAL HEALTH SERVICES OR ARRESTING STUDENT ACTIVISTS. 
          ALL YOU'RE DOING IS INCREASING HPD BUDGET, WHICH INEV INEVITABLY REDUCES FUNDING FROM OTHER DEPARTMENTS THAT WOULD ACTUALLY IMPROVE THE MENTAL HEALTH OF OUR RESIDENTS. 
          SECONDLY, DRIVING HOME JASON'S POINT FROM A CHRONICLE INVESTIGATION LAST YEAR, WHILE HPDS MEDIAN BASED SALARY IS 56,000, THE MEDIAN OVERALL PAY IS 98,000 THE HIGHEST AMONG ALL CITY DEPARTMENTS. 
          HPD ISN'T BEING A RESPONSIBLE STEWARD OF PUBLIC FUNDING WITH THEIR OVERTIME SPENDING. 
          SO MY QUESTION IS, WHAT IS THE CURRENT MEDIAN OVERALL PAY FOR HPD IN COMPARISON TO THE CITY'S OVERALL EMPLOYEES? THANK YOU SO MUCH AND WE WILL TAKE THAT QUESTION AND GET A RESPONSE FOR YOU. 
          UM, OUR LAST SPEAKER TODAY WILL BE RAY HUNT. 
          THANK YOU VERY MUCH. 
          THANK YOU. 
          EVERYBODY'S HONORED TO BE HERE. 
          UM, MOST OF IT HAS BEEN SAID ALREADY BY DOUG AND THE OTHERS ON THIS, BUT I JUST WANTED TO PUBLICLY THANK THE MAYOR'S TEAM THAT WAS PUT TOGETHER TO DO THIS. 
          AS YOU PROBABLY KNOW, OUR CONTRACTORS NEGOTIATED BASED ON AUSTIN, FORT WORTH, DALLAS, SAN ANTONIO. 
          SO ALL OF THOSE ARE LOOKED AS LOOKED AT OUR AT AS OUR COMPARISONS. 
          AND I CAN TELL YOU THIS, I'VE BEEN HERE 36 YEARS AND I HAVE NEVER SEEN THE MORALE INCREASE FROM OUR OFFICERS THAT ARE COMING IN TO VOTE ON THIS CONTRACT WHO FEEL THAT THEY ARE ACTUALLY BEING APPRECIATED. 
          WE'VE ALWAYS KNOWN THAT COUNCILS APPRECIATED US. 
          WE'VE ALWAYS KNOWN THAT A MAJORITY OF THE CITIZENS OF HOUSTON HAVE APPRECIATED US. 
          BUT THE, THE YOUNG OFFICERS ESPECIALLY WHO ARE COMING IN EXCITED ABOUT THIS, EXCITED ABOUT STAYING AT HOUSTON, THE NUMBER OF TEXTS THAT WE'VE GOTTEN FROM OFFICERS SAYING, I'D PLAN TO LEAVE IN THIS YEAR OR NEXT YEAR AND SAYING, I'M PROBABLY GONNA STAY NOW FIVE YEARS. 
          THIS IS VERY EXCITING TO US. 
          AND I, I WOULD HOPE THAT THIS WOULD ALSO BE, UH, UH, UH, UH, AIM AT THE HARRIS COUNTY TO SAY, LET'S INCREASE THE DEPUTIES AND THE CONSTABLES IN HARRIS COUNTY AS WELL. 
          WE DON'T WANNA STEAL ALL THEIR PEOPLE TO HPD, WE WANNA GET PEOPLE FROM OUTSIDE OF THE HARRIS COUNTY AREA BECAUSE THESE ARE ALL OF OUR TEAM PLAYERS. 
          THEY ALL WORK WITH US AND WE NEED HARRIS COUNTY TO BE SAFE, NOT JUST HOUSTON. 
          SO THANK YOU TO ALL OF Y'ALL FOR, FOR ALWAYS SUPPORTING THE POLICE OFFICERS AND THANK YOU TO OUR OFFICERS OUT THERE WHO ARE BUSTING THEIR BUTTS. 
          AND LET ME JUST MAKE ONE COMMENT ABOUT OVERTIME. 
          WHEN A HOUSTON POLICE OFFICER CALLS IN SICK, WE DON'T CALL IN ANOTHER OFFICER TO COME WORK FOR THAT PERSON. 
          THAT PERSON SUCKED UP BOTH BEASTS AND, AND HANDLES BOTH OF THOSE, THOSE CALLS. 
          UH, THAT'S WHY SOMETIMES YOU MAY HAVE LONGER THAN, THAN THE AVERAGE RESPONSE TIME BECAUSE MAYBE ON A SATURDAY NIGHT WHEN WE'RE, WE'RE LOW STAFFED AND, AND WE'VE GOT A BUNCH OF CALLS COMING IN AND MAYBE WE HAD, UH, A SPELL THE FLU OR SOMETHING TO A BUNCH OF FOLKS, WE DON'T HAVE PEOPLE COMING IN 20 G 80 CALLS IN SIX 20 G 60 AND 20 G 70 HANDLES THOSE CALLS IN 20 G EIGHTIES BEAT. 
          SO THE OVERTIME IS VERY, VERY MINIMAL. 
          BUT LOOK, SOMETIMES YOU'VE GOT A HOMICIDE AT YOUR LAST CALL THAT YOU'VE GOTTA WORK SIX OR EIGHT HOURS ON THAT HOMICIDE. 
          AND AS FAR AS THE COURT PAY, UH, THE, THE UH, COURT TIME GOES, LEMME JUST SAY THIS, THIS IS ONLY IF YOU CALL SOMEONE AND THEY HAVE TO GET OUTTA BED AND COME DOWN TO COURT. 
          IF IT'S AT THE END OF THEIR SHIFT AND THEY'RE IN COURT, IT'S JUST A CARRYOVER. 
          IT'S NOT FOUR HOURS. 
          FROM THAT POINT. 
          IF THEIR COURT'S AT EIGHT O'CLOCK AND THEY GET OFF AT, AT UH, EIGHT O'CLOCK, THEY'RE GONNA GO TO COURT. 
          AND IF THEY END AT EIGHT 30, THEY GOT 30 MINUTES OF OVERTIME. 
          SO THEY, THEY, THE, THE EXCITEMENT THAT WE SEE RIGHT NOW WITH OUR OFFICERS IS BECAUSE OF THIS 
          [01:35:01]
CONTRACT AND BECAUSE THEY FEEL THAT THEY'RE ACTUALLY BEING APPRECIATED AND THEY'RE GONNA GET UP THERE TO THE COMPARABLE CITIES OF AUSTIN, FORT WORTH, DALLAS, SAN ANTONIO. 
          SO THANK Y'ALL VERY MUCH FOR LISTENING TO US. 
          THANK YOU SO MUCH. 
          WE APPRECIATE IT. 
          ALRIGHT. 
          SEEING NO ONE ELSE IN THE QUEUE, UM, ON BEHALF OF THE PUBLIC SAFETY COMMITTEE, BUDGET AND FISCAL AFFAIRS COMMITTEE AND THE LABOR COMMITTEE, WE STAND ADJOURNED. 
          THANK YOU EVERYONE FOR BEING HERE TODAY.
* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.