I'd like to ask the interpreter currently on the Spanish channel to commence Spanish interpretation of the meeting.

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Claudia, will you please restate this in Spanish?

What is the Satos?

Uh interpretacion in Espanol para esta junta para las personas que se acaban de unir interpretación in vivo start disponible orgullo in Spaniel.

Thank you very much.

Back to you.

All right, good morning.

It is 901 AM, and we will bring this meeting to order.

Um we will start with uh roll call.

Mayor stop.

Councilmember Fleming is absent.

Vice Mayor Krepki.

Here.

Let the record reflect all subcommittee members are present with the exception of Council Member Fleming.

All right, thank you very much.

We'll move on to remote participation.

I do not believe we have any.

Um no announcements.

Uh item four is approval of minutes.

Any addition to the minutes?

Neither do I.

So we will show those adopted as presented.

We will move on to public comment on non-agenda items.

There is no public to comment on public comment.

So we will close that out and move on to item six, six point one, the response to the independent police auditors 2025 annual report.

So uh if we could please have uh the chief come down.

We will move into that item.

Thank you.

When you're ready.

But the past year they've done fifty-five personal in uh personnel investigations they reviewed with us.

Um and really with each of these investigations, um, there's constant communication with OIR, especially from the professional standards sergeant and myself.

Um so we talk to them about investigations that come up, our thoughts on them.

So we consult with them on a kind of a real-time basis.

Um and in June, they presented their recommendations city council, and there were seven of them.

The first one was that we need to keep um passing on investigations to our patrol sergeants, basically was the recommendation.

Rather than Sergeant Cogbill handling every um complaint or investigation that comes in to keep pushing some down to our first line supervisors so that they can continue to grow and continue to get better with their skills.

And we actually definitely concur with this.

It is one of the things that we uh pride ourselves in is continuing to train, mentor, and develop our employees through all levels of the organization.

It's something that the chief is very passionate about, and so we are very cognizant of that.

So we want to make sure that we're always giving them the tools they can to succeed.

And given that some of these investigations are so important and they're impactful on the community as well as our officers and the organization as a whole, we want to make sure that we're doing the best job that we can on them.

So giving them investigations, providing them with training, giving them the tools they need to get better at these and to continue improving their investigative skills is something that we definitely concur with, and we always want to make our supervisors better.

So this recommendation we concur with, and we're constantly striving to improve our ability to investigate these.

Number two, um again, explore additional ways to prepare new supervisors.

So this it just they're kind of two both of these recommendations are kind of the same, and so some of the answer will be the same.

But two of the things we did uh recently, um, one is we noticed that in our training of new sergeants, we just had a couple new sergeants get promoted.

Well, we have one that's promoted, one that will be promoted very soon.

We realized that there was no one-on-one training time with our professional standards unit to show them okay, here's what an investigation looks like.

This is what acts on standards, which is our software that we use for all of our complaints and investigations, and then this is the process, this is how you go, this is um everything that we'll do through the investigative process.

So we recently added that block to the new training sergeants and uh Sergeant Cogbill has been going back and making sure that he touches all of our current supervisors.

He's also available whenever they need him, so they can call him, text him, email him, or just come up to his office as well as myself.

And then I also added on here that within one year of being promoted, all supervisors go to uh internal affairs investigation school.

So it's those those are some of the ways that we're continuing to try to better our employees.

Um addressing investigative thoroughness.

Uh, this came about because we had several complaints related to uh lack of follow-up, um officers not getting all the way through, or investigations lagging.