This is the July seventh, twenty twenty-six meeting of the Fire and Police Commission's testing and recruiting committee.

Present are Commissioners Evans, Horwitz, World Patterson and myself, Commissioner Spencer.

Commissioner Ramey is excused.

Also present as Deputy Director Jusick.

Thank you.

So we'll begin with item one, which is public comment.

It doesn't appear that there's anybody here in person to make public comment.

There is no one online, Director.

Okay.

All right, there being no public comments at all.

This concludes the public comment portion of the meeting.

Uh Director, please proceed.

The second item on the agenda is FPC two one two six one seven.

Resolution relating to the May twelfth, twenty twenty six meeting minutes.

Okay, sounds good.

Is there a motion on this matter?

So moved.

Move approved.

Okay.

Great.

Thank you.

I'll take a voice vote for this item.

All those in favor, please signify by saying aye.

Aye.

Aye.

Um, all right, that was all of us, because there's only four.

Um, so the motion carries.

Director, please proceed.

The third item on the agenda is FPC two one two six one eight, a communication from the city attorney's office relating to litigation in which the fire and police commission is and or is likely to become involved.

We have uh assistant city attorney Alex Fondus here with us for that presentation.

Okay, and this part's now.

Yeah.

Yeah.

Um, I think to close session, please let me know.

Okay.

I have to say the whole statute thing.

So I think the presentation is open, and then we go into close to discuss.

Is that what this suggests to me?

Or do you want to go close now?

I think we I think uh I mean uh uh if uh assist if ACA uh Fondus has things to say um to open before we go into closed session, that would uh I think be fine.

Otherwise, we can go into closed to have a discussion, and then if there's any further discussion that needs to happen in the open session, we can do it after.

I think that would be preferable.

Okay.

The second one.

Okay.

All right.

So the board may receive a motion to convene in closed session pursuant to section nineteen point eight five one G Wisconsin statute to confer with a representative of the city attorney's office, who will render oral or written advice concerning strategy to be adopted by the board with respect to litigation, in which it is likely well.

Um, we're just repeating ourselves.

The board may then reconvene an open session concerning this item.

Here we go.

Uh, following the closed session.

Do I have such a motion?

So moved.

Second.

Great.

Any discussion?

All right, the matter has been moved and seconded.

All those in favor, please signify by saying aye.

Aye.

Okay, that's all of us.

Motion carries.

We are now in closed session.

Okay.

I guess we are now back in open session.

Um just real quickly, we were talking to the city attorney's office.

We do have an idea of how we're going to proceed, which is essentially to get more information.

Uh, staff will get some more info on the topic at hand, uh, which is to do with residency preference points.

Um, especially for promotions.

For now regarding this matter.

I'll go in alphabetical order.

Uh, Commissioner Evans.

Is there is it with the research that we're going to do if there is a distinct uh looking for reason for us to even do this.

But uh again, more research, more information.

Commissioner Horwitz.

They the real question here is what why do we want to do it?

Uh and does it have a material uh effect of uh producing a better workforce for us in terms of their dedication to doing the job well?

Um so I think we do need the research on it.

Okay, thank you.

Uh Commissioner World Patterson.

I concur that the opportunity for us to gain more research so that we can um clearly state our case is going to be best suited in the days ahead.

So I'm I'm looking forward to that research, hopefully supporting the work that we've and all the hours that we've already put into this to gaining this um opportunity.

Okay, great.

Thank you.

And I don't have anything to add.

I agree with the the statements uh from the commissioners.

So thanks for your time, uh assistant city attorney.

And with that, director uh oh, please proceed.

Okay, wait.

Uh I think because of a scheduling conflict, we need to bump an item up so that Molly can uh address it now.

So I would like to move the fifth item to the top of the agenda right now, so we can do that while we have Molly with us.

Do I have to get a motion to do that or just do it?

I think are there any objections to that?

Does anyone mind if we do that?

No objection.

No, just no question.

We'll we'll keep it moving.

Thanks.

So let's go to item five.

With that in mind, item five is uh FPC 212620.

It's a communication relating to progress on implementing volunteer service preference points for promotional exams.

And to speak on that, we have staffing services manager Molly Keithers too evening, commissioners.

Um I ask that this item be added to the agenda because the um we now have uh exams occurring where people are eligible for these points.

Um a lot of questions had come up from department members, and I just wanted to get some clarification from the board as well as provide a few updates.

So as a result of a lot of the inquiries that myself and my staff has received, we are gonna we are developing an FAQ document.

Um that will some of the questions that come up are like what organizations are uh are in, which ones are out, if you will, um how the points are going to be like or how you can go about submitting your hours to um claim your preference points, etc.

So we are working with ITMD, um, our the city's IT department to develop a online form that both members will fill out and the agency that they are volunteering with will fill out, and then our staff will match those to make sure that they are filled out by the appropriate parties, um, and then follow up.

We have any if if there's any questions or discrepancies with the volunteer agency.

And another thing that has come up is whether or not, and and this was discussed previously.

I just want to reiterate for the record that the organization does not have to be in the city of Milwaukee, but it has to be of benefit to the Milwaukee community and the residents of the city of Milwaukee.

Um, an example I like to give is the Hunger Task Force.

While it's located in West Milwaukee, it serves the residents of the city of Milwaukee.

So an organization like that would be included.

Um, so we are not excluding organizations that don't have their address in the city of Milwaukee.

Um I'm looking for clarification on is department sponsored volunteer events.

Um my understanding is that the intent is to reward people who are doing something of an above and beyond on their own, not tied to their position in the department, um, that they are volunteering because they want to, not because some one of their superiors has told them that they should.

Um, what are your thoughts on that?

Um, okay, I'll uh let's let's run this back again.

We'll just keep going uh like we did before in alphabetical order.

Uh Commissioner Evans, do you have thoughts on that?

Yeah, um I do.

I I think in my opinion, I think that would be fine.

their position in the department um that they are volunteering because they want to not because some one of their superiors has told them that they should um what are your thoughts on that um okay i'll uh let's let's run the spec again we'll just keep going uh like we did before in alphabetical order uh commissioner evans do you have thoughts on that yeah um i do i i think in my opinion i think that would would be fine they're doing and i took notes that you said then it's not tied to their position correct but they will get uh uh points is that accurate so they would get preference points on a promotional examination based on the number of hours that they have served in a volunteer capacity and i guess my question is uh i guess we just went through this um and it's going back to the the city attorney um do we have any type of uh legal um things to look out for so to speak and and i'm not putting him on a stage i'm just saying that's a question that i have like would that would there be anything that would come back to uh to the city in a lawsuit type of situation i don't well i'm not supposed to be giving legal advice but i don't see there being a risk uh if it's um it's not a uh we're not discriminating on the basis of anything that's illegal or okay rewarded community service and uh so i i don't and there's no statute here that we'd be upsetting like there is with residency okay so i i don't think we have that problem i think okay the real let me just make sure commissioner evans goes for is done first before we move on to you commissioner horitzing else no no that she clarified it no so okay thank you okay thank you uh i'm sorry uh back to you commissioner horizontal i just want to make sure yeah that no that's okay um yeah i don't i i think that the the devil's in the details here because of what Molly's been articulating and that is how do you set up a system that you can defend uh from the basis of being transparent and fair and all that um you're gonna have people who are gonna complain regardless that you know they they didn't get the benefit of preference points they should have had because they were uh you know do they were cutting their elderly neighbors lawn or you know stuff um good stuff that they've done uh in regard to whether or not department sponsored community uh work should apply um I don't I don't really know what to say about what kind of uh uh work that they're encouraging officers to do I know you know they get uh involved with payout the police athletic league or you know and and um you know handing out uh backpacks in the fall and doing you know certain things like that but officers are are doing that on behalf of the department uh and what we're looking at is officers volunteering to do stuff that on behalf of um um nonprofit agencies in the city um so they it kind of covers a different uh different slice so to speak of the action of doing good works okay thank you uh commissioner world patterson I don't have any questions at this time okay do you have you don't have a uh thought of like thinking about like whether or not a police or fire department specific volunteerism thing like the police athletic league should count towards these points or no out those hours should count towards these points or no if they're volunteering and it meets the requirements I don't have a problem with it you know because the whole idea is to volunteer so if that's the way they're doing it you know time is limited I think that's fine.

I don't have a problem.

Yeah.

Okay I I don't object to it either I think uh it's that that the police athletic league uh probably is a separate entity from the Milwaukee police department okay so yeah um but if the officers are showing up to um what is that nights out um national night out of national night out on yeah on duty is what you're saying right you're I I think is so I guess I just want to be clear on this distinction because if you're on duty this is how I think about it if you're on duty you're getting paid to be there so you're not volunteering.

So you're not volunteering.

That's not volunteering.

If you're off duty, but you're off duty for the police athletic league, or the thing that came to my mind right away was the junior fire institute, because those guys are putting in a ton of volunteer time, literally to work directly with kids and also directly with kids who may become firefighters.

Like I, you know, so I guess I think I'm I think I'm inclined to agree with Commissioner Royal Patterson.

Like as long as it's a volunteer thing, it's four of 501c3, right?

They have to have that designation.

That's part of the rule, which I think both JFI and PAL probably qualify for.

Um I do I do get the concern, like this idea that like, oh, you're just gonna still stay in your bubble, right?

And you're only gonna do volunteerism that's connected to the furtherance of the department, but I guess I'm not too worried about that.

And I think incentivizing if if they want to volunteer more and the result is that they're in engaging with the community through PAL or engaging with kids through GFI, like that seems like a net positive.

Okay, Molly.

Yeah.

Does this how do you are you doing okay over there?

Yes.

No.

It does answer my question.

Um, some of the concerns that I've had in the past, um, and kind of as it related to some of the other discussions that this committee has had, is the opportunity being open and available to everybody and the department not selecting who gets a participate and who doesn't.

Um I see.

Because the department could ostensibly say, like, hey, you can't, we don't like you.

Like you're not popular, so you don't get to do PAL, that kind of thing.

Yeah.

Or, you know, you want to take you want to switch this shifts with somebody, or you want to take a vacation day, so you can go volunteer, I don't know, at the botanical gardens or something, and then your vacation isn't approved, or your you know, yeah your shift switching is not approved for other reasons.

I mean, the good news is that even if somebody's working in an environment like that, A, they should come and tell us because that's crazy.

And B they can go volunteer in their own time with a nonprofit that benefits the city of Milwaukee.

Like that's still on the table as an option.

Because they do have time off, it just might not be exactly you know what they were planning or whatever.

Yeah.

Okay.

Any other Molly, do you have anything else?

Uh no, I do not.

Okay, any other questions for Molly before she has to go or like thoughts?

No.

Okay.

Nope.

Okay.

Well, we didn't really vote on anything, but I think you get the vibe.

And I could I will switch to virtual.

So oh, okay.

If anything else comes up.

Okay.

All right, are we good to move on?

I think.

Um I think so.

Yeah.

Okay.

All right.

Uh let's do that then.

All right.

Uh the thanks, Molly.

Thank you.

Going back to the fourth item on the agenda.

Uh the fourth item is FPC 212619 uh communication from FPC staff, meaning me or potentially Molly, uh, to the extent she can participate online.

Um, but it's a communication about officer recruitment and hiring efforts uh and progress.

And so I'll say we're just gonna cue up a PowerPoint here for us to take a look at.

Um, the materials for this are actually I noticed they're um under item number three.

There's a few materials um there if the uh commissioners want to look at those.

There's uh the uh RFP proposal from the national testing network to be our psychological um testing vendor.

Uh there's uh uh I believe the PowerPoint that you're viewing the memo from the our our um new approach to the PRT and then a flyer regarding uh the differences between our old written test uh for police and the new one.

So um I don't know if anybody had a chance to see those uh materials, but they're there in item number three on the Legistar.

Um so looking unless anybody has any questions, um, we can go to the PowerPoint and I can give a brief overview as we move through that.

Um so the first slide.

Yeah, sorry.

No, no, go ahead, I'm with you.

Okay, all right.

So um if you want to advance, Bridget.

Um okay, so I think y'all have seen sort of a variation of this very slide with there's some updates uh uh here um to show the 2026 numbers so far.

The big takeaway that I get from this is the applications are up quite a bit.

They're even up over last year, which you can see all of 2025, we had quite a spike.

And 2026, I mean, we're, I guess, halfway through the year now, and we're already at 1,230 minimum uh uh applications that meet the minimum qualifications.

Just really quickly, Jay, what can you remind me with the color differential on these lines means the yeah?

So so the the color that so I believe each section of each bar is breaking out which class.

So like the first big bar would be the applications we got during the period for class one of 2026.

Uh, or I guess technically, I guess that's that would be class two of 2026, and then um the one that's building off of that with that says two, what is that, 272?

Um that one would it would be for the December class.

And it's still in process, right?

Yeah, we're okay.

Yeah, well, yeah, right.

Yeah.

So we're I think we're gonna do the PRT for that.

Um this weekend.

So, but anyway, you can see 2025, we averaged 39 applications a week.

That was up from 27 in 2024, and now we're up to 47 so far this year.

So applications are are improving quite a bit.

I mean, I I attribute most of that improvement to um our contract with Safeguard uh and the outreach efforts and candidate nurturing that that um third-party vendor is doing for us.

Okay, great.

You want to move it ahead, Bridget.

Okay, same thing with this one.

I I assume y'all have seen a variation of this.

It's just adding the data uh from 2026 and maybe the from class three of 2025.

Um we can see that uh the the class three of 25.

Uh we there was 35 appointments there uh uh ultimately graduated 24 police officers from that class.

Uh and then the class one of 2026, which is in progress started with 40, and we're down to um 31 that are still in the academy.

Uh and then um the class that is about to start in a month, I believe total has um 30 plus one reappointment um plus five or six um laterals.

Oh wow, okay.

So a little bit down, uh you know, the the class two of 2026 is a little down from um what we had been hitting.

Um but I'll say uh positively right now there are a hundred and fifty two people scheduled to take the PRT this weekend, which is um maybe about 40 more than we usually get.

So that those numbers are hopefully looking up a little bit.

And that'll be for the December.

That'll be for December.

Okay.

Yeah.

So again, this is a slide that we've seen different versions of from past years, um, just showing all three classes from 2025, and sort of where we go at the very top of the I guess upside down pyramid.

We have the application numbers for each period, um, and then how many people passed the written test, uh, the oral uh uh or took the written test, passed the written test, took the oral interview uh and the PRT, uh, and then ultimately uh went into pre-employment.

And then here we have the same format for 2026.

So you can see there in the it for class two of 26, that's what I was talking about.

There are 26 entry-level people still pending, uh, plus four police aids uh and one reappointment.

So that's a class of 31.

Uh, and then the six uh laterals will join the end of class one of 2026 um towards middle or end of August.

Um, but you can see, you know, what what one of the things we've been trying to do is improve the hiring rate.

Um, and you can see we're kind of going down uh there a little bit.

So approximately a 3.5% higher rate.

Um and so you know, that that's one of the things we and you know, we're looking to improve on.

Um, you know, you can see one of the bigger drop offs there is from application to who takes the written test.

Um and so some of the things that we're gonna be talking about here um in a in a second, um, are trying to get at that big drop off um and trying to improve those numbers.

And then obviously another big one once once you take the written test, um, the biggest drop-off point usually is the PRT, which is why we've been sort of trying to do different things with that uh portion of the test.

So here's just a summary of where we're at with the Act 12 uh numbers, uh still uh off of the ultimate goal uh about 175 officers and 33 detectives.

Um in terms of this year, we should be uh in good territory because of uh an expiring cops grant that will add 50 um to the countable numbers.

Um so um that that should cover us.

That helps quite a bit.

Um but it's important that we keep working at it and and and uh obviously we want to make sure we're meeting the numbers every year.

So here's the demographics from class one of 2026.

Uh each bar is uh by race, and then the bars are separated um color-wise by gender.

Okay, so talking about the the initiatives that we're working on.

So obviously I referenced the safeguard recruiting uh company.

I think you all are familiar with them and and some of the work they've done.

They essentially do a pretty heavy um social media advertisement campaign.

Um you click on an ad that you see and it it um basically um it asks the candidate to approve sort of uh them being put into the system, but it kind of auto-populates the data from their Facebook or Instagram account um to take their name and contact information.

Um they have to answer a couple of questions like are you 21, not a felon, things of that nature.

Um, but once they answer those questions, um, they get sucked into Safeguards um dashboard and they get reminder uh text messages and emails, um, basically just gentle nurturing to try to say, hey, we're still here, you were interested at one time.

Uh maybe it's a good day to apply for the Milwaukee Police Department.

Um so again, I think uh my feeling is that um uh a large part of our increase in applications is due to these guys.

Now, not all of the numbers can be traced directly back to them, like people meaning not everyone is applying directly from their platform.

Um, but there's really no other way to explain the increase in applications that we're getting.

I think it's the like messaging.

Right.

I mean, it says anecdotal data for that, but I feel like there is a market shift in the way the department's being talked about, the way it's being displayed, and also the frequency with which that message is getting out there.

Right.

So um in addition, part of the safeguard contract was um they uh use their expertise to help us create a new recruitment website and obviously the video that y'all have seen, um they actually came out and shot a second video for us as part of our contract renewal.

Um they did that sort of uh free of charge just as part of our renewal of the contract.

So that video um will we'll be screening uh or or I'll be looking at a rough cut of that video probably next week, um, and hopefully getting that out onto um the platforms within a couple of weeks after that.

And obviously we'll play that for you all when when that's done.

Um, but so that's gonna be a second video uh from them.

I'll say in terms of the website, um they're they're saying we're we we that website launched in February um and we've gotten approximately 150 applications directly from that website so far, which is um I I'm not a expert in this area, but I'm told that is really good traffic.

Yeah.

Um so people it people like the website, they're spending time on it, and it's it's um encouraging them and actually causing them to apply.

So that's it.

That's good news.

And that the other good news about that is that website is ours going forward.

We paid for it as part of the contract and we paid for the development, but even if we ended our contract with Safeguard tomorrow, we would still retain that.

So in addition to Safeguard, um, we do the badge bound events now, which is essentially sort of a way to bring in the new um recruits that have been that have gotten their appointment letter, um, a way to bring them in together and celebrate them and um give them some pep talks and they can meet the mayor and and get a photograph taken.

Um, you know, we will we're sort of asking them to make at least a psychological commitment to us at that point.

And um, and they've been really successful.

I was gonna ask if you have uh numbers, like how many actually did it shrink the number of people who bounced between acceptance and academy.

I don't know.

I can get the I can get that that number to you for sure.

Um, but uh it I guess anecdotally just speaking, having attended both events so far, um, people are you know attending, they're well attended.

Um they appear to be excited.

Um, they're meeting their future classmates um and meeting their future instructors, and it seems to, you know, again, the point here is to yep, I see you, Molly.

I'll I'll be there in a second.

The point is to um is to get them committed to this, especially in an environment where a lot of our tests are online now.

Um, we're not seeing candidates in person.

And so I think when when you're not seeing people in person, things are much more theoretical, and it's easier to just be like, oh, that sounds hard.

I don't know what I was thinking, I'm not gonna follow through.

Whereas if you've met your classmates and you've met your instructors, you feel that social pressure of hey, I've committed to this.

But um, I'll let uh Molly if you want to add some some to that.

I do.

I don't have the numbers regarding how many we have lost um compared, like for class one compared to previous years.

But I will say that I was out at brunch on Sunday for my husband's birthday, and there was a mom who was there with her son, who is a current police officer or current recruit.

And she actually stopped me and said, Hey, do you work for the Pyrene Police Commission?

And I said, Yes, I do.

And she was like, You had that event with my son, and I was so proud, and we're so proud of him.

So even if it's just one person, at least, you know, like to them it meant a lot.

And you know, they are remembering us for uh what we do, which I think is important.

But that's that's all I just wanted to say.

Yeah, thanks, Molly.

Yeah, and you know, that this program was Molly's idea, and and it I think it's been a big success.

And you know, in terms of trying to change narrative and and change culture, I mean, these kinds of events and things, I think, you know, they may seem small, but uh, you know, I think it potentially has a big impact.

So we're excited about it and excited to keep doing it.

And you know, I know that uh, you know, the folks at MPD are also excited um and have really gotten uh into it.

So it's encouraging.

So the next item, uh sorry, was there I don't know who said something, but no.

No, I just I just it sounds good.

Yeah.

Uh so uh we recently, as of I think June 1st, we switched over to a different written test.

Um it's from the same vendor, National Testing Network.

Um, it's an express test.

Um, I think we've had some discussion about this, but um our our old written test from NTN uh required you to have an actual physical computer.

It required you to schedule a time, a specific time space to do the test in, and it was much longer um taking uh over three hours to complete.

Um their express test uh they advertise it as a test that still covers all the same topics and still um assesses candidates in the same way, but it it's much easier to access and user-friendly.

So you don't have to schedule a specific time.

Um you can do it on a mobile device.

Um and the the overall maximum time commitment potentially is under two hours as opposed to over three.

And I think a lot of people get it done even in less time than that.

So um this is an idea that so this was developed for the Denver police department originally, who also used uh NTN as a vendor.

Uh and did Denver's a city, roughly about the same size.

Department is roughly the same size as ours.

They also run three academies per year.

Um prior to this switch to this express test, they were their their um, I think their their max uh position authority for each academy was 55 or 60, just a little under ours.

But their academies were like same as ours now, 30, 35 uh people each class.

The change to this test brought them up to classes of 50 or 55.

Oh wow.

So and so really what this gets at is trying to shrink that number of all the people we lose from application to starting the testing process because it's less daunting, right?

It takes less of a of a commitment.

And so um we're hoping that we see some improved numbers similar to Denver's.

Yeah.

Yeah, I agree.

Yeah.

Uh so and then obviously I think you all know about from the last meeting the PRT uh bifurcated scoring system.

We're starting that this weekend.

Um, I'll skip over that because I think y'all just heard all about it.

Um did talk about it.

Yep.

And so um the new psych uh testing psychological examination testing vendor is also we're gonna go with the national testing network switching from psych dimensions.

Um so this is also something we're hoping to get a little bit more of an effective tool uh from them as compared to the one we had before.

Um of the big selling points here on the NTN psychological exam is that uh it is the largest and only test that has been um tested for adverse impact.

Um so they they certify that their uh exam result exam results do not have a disparate impact on people across demographics.

Um that this is work that no other psychological testing vendor has done before.

Um there was really no data on it until NTN came along and did this.

So um having a uh uh uh a psych exam that has been validated in terms of adverse impact um and one that um doesn't do so much crossover with the background check, which uh I think we've all seen some issues with that.

Um, obviously the background check will catch people that have backgrounds that are undesirable for police work.

Uh and I guess my position is that the psychological exam should catch people that are psychologically unfit, but not necessarily um just have some bad issues in their background.

So we're hoping to to have that with uh NTN as our psych vendor.

Just really quickly, are we still gonna have the second?

Because there's two psych vendors.

Yep.

So we did uh an RFP for the appeal as well.

So we also changed the appeal vendor.

It's moving from ODC was our our prior vendor, and now we have uh uh also a local company called Thin Line.

Um thank you.

Yeah.

Uh and you know, it's yet to be seen what what uh what the appeals I think it's gonna be interesting for all of us to see what the appeals look like with two new vendors, right?

And how those two vendors interplay with one another.

For sure but that'll be something for for all of us to keep an eye on.

Uh and finally we have uh the employee and good engagement survey.

I think you probably all of you, all the commissioners got an email about this.

Um, but it's uh it's a citywide survey, but obviously um MPD is part of that.

Uh my understanding is is um it closed yesterday, but um MPD's numbers in terms of response rate were um at least historically compared to them, they're pretty good.

Um, I think we're in the 20 to 30 percent uh response rate, which uh is is pretty decent um historically as as compared to historical anyway.

Um and so the hope here is that we can use the data that we learned from this to you know continue to to build out uh cultural changes and things that help improve retention.

So um that's sort of I think that is that the last slide, Bridget.

Yeah.

So uh any questions?

Um I can try to answer as best I can, but um, that's sort of the overview of uh what's been happening uh in the police testing and recruiting space.

All right, thank you.

Well, the script has us going in alphabetical order, so I'm just gonna keep it moving like that.

So um would now like to give each commissioner an opportunity to ask questions regarding this matter.

Um, Commissioner Evans, do you have any?

Yes, Jay, I just want to say um just the new recruitment of higher initiatives.

You guys are putting in a lot of work, and we're seeing you guys, we're seeing a difference.

And so kudos and keep doing what you're doing.

Thank you.

It's been, I mean, I'll say for sure it's a it's a massive team effort.

Um, and everybody's involved, and obviously, you know, Molly and the testing staff is has been doing really great work uh in this space and and is owed a lot of um thanks for for this.

And how long have we been with uh safeguard recruiting?

So we we originally signed the contract with them uh last spring, and they really kind of got their their dashboard got up and running um like end of July.

Okay, all right.

Sounds good.

Thank you.

Yeah, thanks, Commissioner Evans.

Commissioner Horwitz.

Um, I really don't have any questions.

I think uh sounds encouraging, and we have to keep pushing forward.

Thank you.

Thank you, Commissioner World Patterson.

I want to add uh kudos as well.

The it seems as if we're moving upward, and I think that's that's the goal.

So congratulations on the hard work and the teamwork that is involved to gather this information.

So hopefully we'll see, you know, the numbers continue to multiply, and we'll just have a dynamic force, you know, where people are happy to take this job and do a great job and do well.

So kudos.

Thank you.

Thank you.

Yeah, I want to just echo the sentiment there.

Like I think there's been incredible creativity, there's been a willingness to innovate to to go with new vendors if what we're getting isn't right and and to expand and improve.

And I think uh I want to be explicit, especially last meeting that uh I'm I'm quite convinced that the quota numbers were put in place with the intention for the fire and police commission to fail.

Um to cause the city harm with the redu reduction of shared revenue when we fail and and the desire to hang that around the neck of civilian oversight.

So I think the fact that you have the you and the entire FPC staff have worked so hard and been meeting those extremely difficult targets, and I I'm pretty confident that you'll continue to do so, even in the face of improbability.

So I think I really do think that's I totally agree.

It's to be commended, absolutely, and thank God for thank God for the FPC staff.

Um yeah, you guys are awesome.

Okay.

Um please proceed.

Right, that concludes the agenda.

Hey oh, do I have a motion to adjourn?

So moved.

Second.

Okay, great.

Um, all in favor.

I but before you gabble out though, I have to thank you for being the vice chair.

Thank you for being a commissioner.

Thank you for uh all of your contributions that that are really too numerous to mention.

And uh it'll be a great loss, but we understand that you've got uh you've got more to handle down the road in your own life.

So thank you again for being a commissioner, being vice chair.

Thank you.

Thank you.

Thank you, Brie.

Thanks for the case.

Commissioner Bree Spencer.

Yeah, it's been it's it's um it's really been a pleasure getting to know you guys working with you, working with FPC staff.

I think it's uh it's a hard gig.

Uh and there aren't a lot of thank yous along the way, but I think it's very, very important work.

And I'm grateful you all are I'm grateful to be part of a version of this body that's serious, uh, with serious people who are committed to to doing the best we can with what we've got.

So thank you.

It's really been a pleasure.

Thank you.

And for those of you that'll be there on Friday, you'll see Bree there.

Yep, I'm gonna come.

I'm gonna come on Friday.

Okay, I'm gonna be there too.

Scott's coming too.

Yeah.

Really?

I'm sorry I won't be there, guys.

Yeah.

Well, we'll miss you for sure.

Yeah.

Okay.

All right.

All right.

All right.

Thanks, everybody.

Thanks.

Meeting is adjourned.