February 3rd 2022

• Board staff is focused on hiring and a staff of 30-35 is anticipated by the end of the month.
• New office space is anticipated for the beginning of March.
• The training timeline is set for a 160-hour academy launch in May for anyone doing investigations or case management. An additional 3-4 weeks for wrap-around training involving topics such as classicism, racism, city history, etc. will also be available. In-service training will be provided on a weekly or bi-weekly basis. These programs are being created by staff and consultants.
• The first budget meeting with City Council staff to discuss processes is scheduled. The City’s Human Resources Department will be meeting with the PAB to ensure hiring goes smoothly and appropriately. New positions have been approved and are posted online.
• Chair Wilson and Executive Director Reynolds have had several meetings with City Council’s PAB liaison, Kim Smith, that have gone well.
• The PAB is on track to accepting complaints this spring, provided jobs are filled, office space is secured, etc.
• The City’s Law Department is reviewing PAB rules and procedures for investigations, and it is hoped that a meeting can be scheduled soon to hear their assessment.

• A meeting was held with Mayor Evans and staff. The Mayor wants investigations open as soon as possible. Toward that end, he supports the PAB having access to information needed to do the work and encouraged staff members to expedite PAB-related requests. He has no plan to propose cuts to the PAB budget. Mayor Evans asked the PAB to serve as a focus group for the administration regarding hiring of a new Police Chief. The Board could determine how they would like to participate and communicate that to the Mayor.
   
• In addition, the PAB has been invited by Police Chief Smith to have quarterly meetings around body-worn camera policies and procedures. PAB will need to determine how to best serve in that effort.
   
• Chair Wilson began a discussion of time commitments for both PAB and regular job demands. She suggested that a couple of mental health days every 3 months would help Board members maintain balance, especially for those with public/patient-facing jobs during the pandemic. In the absence of Board alternates, she asked the Board to consider how member tardiness to meetings or inconsistent attendance should be handled.