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TWO,

[00:00:01]

WHY DID YOUR HONOR? GOOD AFTERNOON, LADIES AND GENTLEMEN, AND WELCOME TO THE POLICE

[Police Chief Candidate Review Meeting on November 1, 2023.]

CHIEF REVIEW COMMITTEE MEETING.

I'D LIKE TO CALL THIS MEETING TO ORDER.

LESLIE, DO WE HAVE A QUORUM? YES.

AT THIS TIME, I'LL ENTERTAIN A MOTION TO APPROVE THE MINUTES OF THE OCTOBER 26TH MEETING.

SECOND.

SO, MOVING BY MS. VICTORIA, SECONDED BY MS. CALWELL.

AT THIS TIME, WE'LL BEGIN WITH OUR CANDIDATE INTERVIEWS.

FIRST UP IS CANDIDATE DARREN AHMED.

GOOD EVENING EVERYBODY.

HOW ARE YOU ALL TODAY? THANK YOU FOR COMING, MR. AHED, THE WAY THAT THE INTERVIEW PROCESS IS GONNA, ALRIGHT.

GOOD TO SEE YOU.

GREAT TO SEE YOU.

GOOD.

WELL, RIGHT, MR. AMED, THE WAY THE INTERVIEW PROCESS IS GONNA WORK, YOU'RE GONNA HAVE THREE MINUTES TO MAKE AN OPENING STATEMENT, AND THEN EACH, EACH COMMITTEE MEMBER WILL HAVE THE OPTION OF ASKING UP TO TWO QUESTIONS, UP TO TWO QUESTIONS.

WE DON'T HAVE TO ASK TWO, BUT WE, WE HAVE AN OPPORTUNITY TO ASK UP TO TWO QUESTIONS.

THERE IS A LIST OF, UH, TOPICS THAT WE WILL BE ASKING THE QUESTIONS FROM, AND THEN EACH COMMITTEE MEMBER WILL STATE THE TOPIC THAT THE QUESTION IS COMING FROM.

ASK THE QUESTION, AND THEN YOU'LL BE GIVEN TWO MINUTES TO ANSWER EACH QUESTION.

AFTER ALL OF THE QUESTIONS HAVE BEEN ASKED, YOU'LL BE GIVEN TWO MINUTES TO MAKE CLOSING REMARKS.

YES, SIR.

ALRIGHT, WITH THAT BEING SAID, IF EVERYONE IS READY TO GO, UH, YOU CAN BEGIN WITH YOUR OPENING STATEMENT.

UH, AGAIN, GOOD EVENING.

I'M SERGEANT DARREN AHMED.

TELL Y'ALL A LITTLE BIT ABOUT MYSELF.

I'VE BEEN WITH THE BATON ROUGE POLICE DEPARTMENT FOR APPROXIMATELY 20 YEARS NOW.

A LITTLE BIT MORE.

UH, I'M NOT ORIGINALLY FROM BATON ROUGE, LOUISIANA.

I'M MADE UP TO NEW ORLEANS, BUT I'VE BEEN, UH, I'VE LIVED IN ABOUT 13 DIFFERENT PLACES AND WENT TO 13 DIFFERENT SCHOOLS.

SO THIS PLACE UP UNTIL THIS DAY, IS THE FIRST PLACE I'VE EVER MADE.

CALLED HOME AN ACTUAL HOME.

I'VE BEEN HERE 24 YEARS FOLLOWING MY GRADUATION FROM SOUTHERN UNIVERSITY, WHICH IS WHY I INITIALLY CAME HERE.

UM, I DON'T THINK I EVER THOUGHT LAW ENFORCEMENT WOULD TAKE ME THIS FAR IN MY CAREER, BUT MY MOTHER ALWAYS SAID, IF YOU WANNA MAKE THE GOOD LORD LAUGH, YOU TELL 'EM YOUR PLANS .

SO, SO I STAND BEFORE YOU ALL TODAY, AND I THANK YOU FOR THE OPPORTUNITY TO BE HERE, TO PRESENT TO YOU ALL.

UH, LEADERSHIP IS, I BELIEVE, CALLED UPON, AND, UH, I NEVER HAD THE INITIATIVE TO WANT TO BE THE CHIEF OF POLICE THIS EARLY IN MY CAREER.

SO IT DEFINITELY WAS A CALLING.

AND I WILL DO MY BEST AND LIVE UP TO MY LEVEL OF INTEGRITY AND THE CITY'S LEVEL OF INTEGRITY, UH, IN A LEADERSHIP ROLE THAT I'VE APPLIED FOR TODAY.

AND HOPEFULLY I WILL PLEASE YOU ALL TODAY WITH THE ANSWERS THAT I CAN PROVIDE YOU.

THANK YOU, MR. MAYOR.

WE'LL BEGIN WITH THE INTERVIEW QUESTIONS.

THANK YOU.

MR. CHAIRMAN, THANK YOU FOR JOINING US SERGEANT.

YES, SIR.

WHETHER YOU'RE SELECTED FOR CHIEF OR NOT, WHAT WOULD YOU WANT YOUR LEGACY TO BE WHEN YOU RETIRE FROM THE BATON ROUGE POLICE DEPARTMENT? I'M ALL ABOUT THE PEOPLE.

UM, MR. GREEN, I, I, I LOOK AT MY LEGACY AS BEING, WHAT DID I DO IN A POSITIVE MANNER TO, UH, EXPRESS MYSELF TO THE CITY IN A WAY THAT I LED THE CITY.

UH, IT'S IN MY KNOWLEDGE AND IN MY BELIEF THAT AS THE CHIEF OF POLICE, I, I SHOULD NOT ALLOW PEOPLE TO WORK FOR ME OR THE CITY TO FOLLOW ME.

I SHOULD WORK FOR THE CITY AND I WORK FOR THE DEPARTMENT.

UH, IT'S HOW I CAN BETTER THE LIVES OF THE MEN AND WOMEN WHO SERVE IN THIS UNIFORM AS WELL AS BE A POSITIVE, UH, LEADERSHIP ROLE IN THE COMMUNITY.

SO I'M, I'M DEFINITELY ALL ABOUT THE PEOPLE AND, UH, I'M ALL ABOUT INSTILLING LOVE BECAUSE WE CAN'T DO IT ALONE AS A LAW ENFORCEMENT AGENCY.

IT'S GONNA TAKE US IN COLLABORATION AND PARTNERSHIPS WITH PEOPLE IN THE CITY IN ORDER TO MAKE EVERYTHING WORK IN AN ORDERLY FASHION.

AND I, I THINK THAT IS WHAT MY LEGACY IS TO LEAVE HERE KNOWING THAT I DID A VERY WELL JOB.

THANK YOU, SERGEANT.

YES, SIR.

GOOD EVENING, MR. AHMED.

GOOD EVENING.

SO I SAW ON YOUR RESUME THAT YOU'RE THE DIRECTOR OF RECRUITING.

SO THIS IS FROM CATEGORY NINE, RECRUITMENT, RETENTION, AND PERSONNEL SUPPORT.

SURE.

AND SO ONE OF THE QUOTES PRESENTED IS THAT, AS POLICE CHIEF, YOU'LL BE GIVEN THE FINAL AUTHORITY TO MAKE ALL HIRING DECISIONS.

IF YOU WERE PRESENTED WITH A NEW HIRE CANDIDATE WHOSE HIRING COULD BE DEEMED AS CONTROVERSIAL BY SOME, WHAT WOULD BE THE PROCESS YOU WOULD EMPLOY IN MAKING YOUR ULTIMATE DECISION AS TO THEIR EMPLOYMENT? SO, SO JUST A SMALL CORRECTION.

UH, I'M THE PREVIOUS DIRECTOR OF RECRUITING UP UNTIL ABOUT FIVE MONTHS AGO.

I CURRENTLY WORK IN MEDIA RELATIONS RIGHT NOW.

UM, LOOKING AT THE HIRING PROCESS, WE'VE MADE A LOT OF CHANGES OVER THE LAST FIVE YEARS UNDER MY DIRECTING THERE.

AND WHAT I DID WAS LOOK AT BEST PRACTICES AND HOW THEY WERE HIRING AND, AND RETAINING OFFICES ACROSS THE NATION.

UH, THERE IS A DEFINITELY A PROCESS WHEN IT COMES TO CIVIL SERVICE.

THERE'S A BACKGROUND INVESTIGATION.

FIRST AND FOREMOST, IN THAT PROCESS, AN OFFICER OR AN INDIVIDUAL INTERESTED

[00:05:01]

IN BECOMING A POLICE OFFICER OR A NON-SWORN PERSONNEL, THEY HAVE TO TAKE A CIVIL SERVICE TEST AND OBTAIN A 75% HIGHER IN THE SCORE TO BE ELIGIBLE FOR THAT POSITION.

ONCE WE GET THAT INFORMATION, AS A POLICE OFFICER, WE CALL THEM IN AFTER WE'VE REQUESTED MULTIPLE DOCUMENTS FROM THEM.

WHEN THEY COME IN TO DO A PHYSICAL ASSESSMENT, WE BRING THEM THROUGH A PHYSICAL ASSESSMENT WHERE THEY'RE REQUIRED TO MEET A CERTAIN SET OF STANDARDS BASED ON, UH, PUSHUPS SET UP AND RUNNING A MILE AND A HALF.

WHEN WE GET THAT CANDIDATE PASSED THAT PROCESS, HE'S SCREENED THROUGH A BACKGROUND INVESTIGATION.

HE'S SCREENED THROUGH A VOICE STRESS ANALYSIS, WHICH IS A POLYGRAPH OR THE SAME THING.

AND AFTER THAT, HE'LL GO THROUGH A FURTHER BACKGROUND INVESTIGATION.

ONCE WE LOOK AT THOSE DOCUMENTS AND WE DON'T FIND ANY DISCREPANCIES THAT VIOLATES OUR EMPLOYMENT REQUIREMENTS, THEN WE'LL SET HIM UP FOR AN INTERVIEW BEFORE A PANEL THAT'S SET BY THE CHIEF'S OFFICE.

IF HE GETS THAT SCORE THAT PUTS HIM IN A 70 OR ABOVE PERCENTAGE, HE WILL BE RECOGNIZED AS, UH, ELIGIBLE FOR HIRE AND THE CHIEF WILL MAKE THAT FINAL SELECTION OF THAT CANDIDATE.

WE DO FOLLOW THE EOC RULES AND GUIDELINES, AS WELL AS ADA RULES AND REGULATIONS.

SO EVERYONE IS GIVEN A FAIR AND IMPARTIAL PROCESS.

SO IF I COULD FOLLOW UP ON THAT WITH THE, IN THAT KIND OF CONTROVERSIAL ASPECT, IS THE INTERVIEW BEFORE THE CHIEF'S OFFICE, WHAT YOU WOULD TRY TO EMPHASIZE TO MAKE THAT DETERMINATION? OR WOULD IT FOCUS MORE ON THAT KIND OF ACTUAL INVESTIGATIVE ASPECT? OR WHAT, HOW DO YOU SEE THAT WORK? SURE.

THERE CAN BE A MULTITUDE OF THINGS.

SO MAKING SURE WE GIVE EVERYONE AN EQUAL OPPORTUNITY, UH, IS A VERY IMPORTANT THING.

UH, WE'RE LOOKING AT THEIR CRIMINAL BACKGROUND.

WE'RE LOOKING AT SOME THINGS THAT THEY MAY, MAY HAVE IN THEIR TRAFFIC RECORD, THEIR TRAFFIC HISTORY.

ALL OF THESE THINGS ARE BROUGHT BEFORE THE BOARD, UH, WHICH IS A TWO-PART BOARD.

WHEN THAT BOARD INTERVIEWS THIS CANDIDATE, THEY'RE GOING TO ASK THEM QUESTIONS, UH, BASED ON THIS BACKGROUND INVESTIGATION AND ANYTHING IN THEIR FILE THAT MAY BE OF QUESTION, UH, AS HIS INTEGRITY TO BECOME A POLICE OFFICER.

WE'RE VERY CAREFUL WITH THAT, ESPECIALLY IN THIS DAY.

UH, LOOKING AT THAT, ONCE THAT CANDIDATE, AGAIN GETS THAT PASSING SCORE, IT IS ALWAYS LEFT ON THE DISCRETION OF THE CHIEF OF POLICE TO MAKE THAT FINAL DECISION.

THANK YOU.

YES, SIR.

VICTORIA.

GOOD EVENING.

GOOD EVENING.

MA'AM.

MY QUESTION IS COMING FROM, UH, THE CATEGORY OF COMMUNITY, UH, ENGAGEMENT.

SURE.

WHAT ARE YOUR PROPOSALS CONCERNING NETWORKING WITH OTHER SECTORS OF THE COMMUNITY, CHURCHES, NONPROFITS, ADVOCACY GROUPS, ET CETERA, WHO WORK TO ADDRESS CAUSES OF CRIMES, POOR EDUCATION, JOB OPPORTUNITY, ADDICTION, ET CETERA? WHAT HAS BEEN YOUR EXPERIENCE IN THIS AREA? UH, SO YES, MA'AM.

I, I'VE WORKED SIDE BY SIDE WITH OUR PREVIOUS ADMINISTRATION, BUT ALSO BEING A RECRUITER, UH, WHEN WE STARTED TO CHANGE UP THINGS, I WENT AND LOOKING, I WENT LOOKING IN A LOT OF DIFFERENT AREAS INSIDE OF THE COMMUNITY.

SO A LOT OF TIMES WHEN THE PUBLIC'S PERCEPTION IS THROUGH A DIFFERENT LENS, AS US LAW ENFORCEMENT OFFICERS, WE HAVE TO UNDERSTAND THAT NATURE AND HOW THEY SEE US VERSUS HOW WE MAY SEE THE PERFECT CANDIDATE OR WHAT WE MAY THINK THE PERFECT CANDIDATE IS.

SO WHEN WE'RE LOOKING AT COMMUNITY POLICING STRATEGIES, BEING OUT IN THE COMMUNITY, UH, BUILDING THOSE PARTNERSHIPS AND THOSE COLLABORATIONS WITH THE FAITH-BASED LEADERSHIP COMMUNITIES, WE'RE LOOKING AT, UH, DRUG REHABILITATION CENTERS, DOMESTIC VIOLENCE OUTREACH, UH, GUN VIOLENCE REDUCTION, AND MENTAL HEALTH AND WELLNESS PROGRAMS, ALL OF THESE THINGS PLAY A VITAL ROLE IN US BUILDING THOSE RELATIONSHIPS.

RIGHT.

AND AS LONG AS WE STAY COLLABORATING, ESPECIALLY AS A LEADER IN THE COMMUNITY, NOT JUST AS A POLICE OFFICER, BUT AS PUBLIC SERVICES, THAT IS THE ONLY WAY THAT WE'LL BE ABLE TO TOUCH OUR YOUNG MEN AND WOMEN.

WE'LL BE ABLE TO DO REDUCE THE GUN VIOLENCE AT THE SAME TIME, WE'LL BE ABLE TO, UH, SPOT THOSE PERFECT CANDIDATES THAT ARE OUT THERE ASSISTING AS WE BUILD THESE COLLABORATIONS AND THESE PARTNERSHIPS.

AND I THINK ALL OF THESE THINGS ARE VERY IMPORTANT.

UH, WE ALL KNOW THAT MENTAL HEALTH WELLNESS IS VERY IMPORTANT THESE DAYS.

IT, IT PLAYS A, IT PLAYS A BIG ROLE IN LAW ENFORCEMENT AND IN OUR CITIZENS BECAUSE PEOPLE TEND TO ALMOST WANNA DEHUMANIZE POLICE OFFICERS BECAUSE OF THAT TITLE.

BUT AT THE END OF THE DAY, WE ARE, UH, HUSBANDS, WE'RE, WE'RE WIVES, WE'RE LEADERS.

WE WEAR MANY HATS.

SO IT'S VERY IMPORTANT THAT WE KEEP OUR POLICE OFFICERS MENTAL HEALTH, UH, AS WELL AS THE CITIZENS' MENTAL HEALTH.

BUT THOSE PROGRAMS SET IN PLACE, WE HAVE A LOT OF THOSE INITIATIVES GOING RIGHT NOW.

AND I THINK THAT THEY'RE VERY IMPORTANT AND THAT WE DEFINITELY SHOULD KEEP THOSE INITIATIVES GOING.

THANK YOU SO MUCH.

YES, MA'AM.

UH, SERGEANT, UH, AND KINDA KEEPING IT IN LINE WITH, UH, ONE OF MY, UH, COLLEAGUES SAID IN REGARDS TO STRICT STAFFING AND BUDGETING AND, AND, AND EQUIPMENT, WHAT STRATEGIES WILL YOU EMPLOY? BECAUSE IT SOUNDS LIKE SOME OF THE PERSONS BEFORE YOU TALKED ABOUT THE METHODS THAT YOU EMPLOY, UH, HAVE BEEN EMPLOYED TO RECRUIT MORE, UH, MORE PERSONS TO BECOME POLICE OFFICERS.

I KNOW THERE'S A SHORTAGE, A SHORTAGE IN EVERY ASPECT OF, OF EMPLOYMENT, UH, THROUGHOUT THE WHOLE COUNTRY, THROUGHOUT THE STATE, THROUGHOUT THE CITY.

WHAT METHODS HAVE YOU EMPLOYED OR EMPLOYING TO RECRUIT MORE FINE POLICE OFFICERS TO THE BATON ROUGE POLICE DEPARTMENT? SURE.

SO WORKING IN COLLABORATION, AGAIN WITH OUR CURRENT ADMINISTRATION AS WELL AS MAYOR BROOM, UH, IT, IT'S, IT IS BEEN A JOURNEY.

UH, WE NOTICED THAT IT'S BEEN VERY HARD IN THESE LAST FIVE TO 10 YEARS TO RECRUIT NATIONWIDE HAS BEEN A RECRUITING

[00:10:01]

CRISIS.

SO I WENT TO THOSE, UH, THOSE WEBSITES AND I DID THE RESEARCH ON BEST PRACTICES.

AND ONE OF THE THINGS THAT WE FOCUSED ON WAS, THIS IS A DIFFERENT GENERATION WE'RE DEALING WITH.

AND A LOT OF TIMES WE LOOK AT A 30 YEAR CAREER, OR 10 YEARS IN FRONT OF US WHEN WE PLAN AHEAD, NOT TAKING ANYTHING AWAY FROM THE YOUNG MEN AND WOMEN IN THE COMMUNITY TODAY, BUT THEY WANT TO KNOW HOW MUCH MONEY THEY'RE GONNA MAKE NOW.

SO WE HAVE TO MAKE THOSE ADJUSTMENTS ON THE POLICE DEPARTMENT WHEN IT COMES TO RECRUITING AND RETENTION.

NOT JUST CAN WE HIRE THEM, BUT CAN WE KEEP THEM BECAUSE IT'S A COMPETITIVE INDUSTRY NOWADAYS.

SO LOOKING AT THE BUDGET, AND I'VE NEVER WORKED IN BUDGET, BUT I DO UNDERSTAND A LITTLE BIT ABOUT MONEY, UH, CONTINUING TO FOCUS A WELL PROPOSED ANNUAL BUDGET EACH YEAR WITH RECRUITING AND RETENTION BEING ONE OF THE HIGHEST PRIORITIES AS WELL AS POLICE OFFICER SALARIES.

I THINK THAT'S EXTREMELY IMPORTANT.

I THINK THAT WE SHOULD LOOK AT THE DIFFERENT AVENUES THAT WE CAN FIND ADDITIONAL FUNDING SO THAT WE CAN RECRUIT BETTER POLICE OFFICERS.

IT DEFINITELY IS SHOWN IN THE DATA THAT THE MORE POLICE OFFICERS WE CAN RECRUIT AND THAT WE CAN PUT ON THE STREETS TO SERVE THESE COMMUNITIES AND POLICE THESE COMMUNITIES AND KEEP 'EM SAFE, CRIME DOES LOWER.

SO THAT'S, THAT'S VERY IMPORTANT.

THANK YOU, SIR.

YES, SIR.

MR. AHMED, WHAT DOES YOUR FIRST 100 DAYS LOOK LIKE? RANK THE TOP FIVE PRIORITIES IN YOUR PROCESS FOR ACCOMPLISHING THEM? I BELIEVE THAT MY FIRST A HUNDRED DAYS, THE FIRST THING WOULD BE TO GO IN AND, UH, AND LOOK AT THE ENTIRE DEPARTMENT AND WHERE WE ARE.

IT WOULD, UH, I WOULD, I WOULD LOOK AT GOING TO SEE HOW MUCH MONEY'S IN THE BUDGET.

I WOULD GO AND VISIT EVERY SINGLE PRECINCT.

SO I CAN ASK MY OFFICERS, BECAUSE AGAIN, I SAID IN THE BEGINNING, I, I WORK FOR THESE GUYS AND I, INSTEAD OF SITTING A PILE LOOKING DOWN LOW, I NEED TO BE AT THE FOREFRONT ON THE GROUND WITH THESE GENTLEMEN.

UH, THAT IS A WAY THAT WE CAN CONTINUE BUILDING MORALE, WHICH IS A VERY IMPORTANT THING IF WE HAVE HAPPY OFFICERS AND WE HAVE VERY PRODUCTIVE OFFICERS, AS WELL AS VERY PRODUCTIVE COMMUNITY LEADERS.

AND THAT WOULD BE THE, THE FIRST AND FOREMOST THING IS TO FIND OUT HOW I CAN BE A BETTER LEADER TO THESE YOUNG MEN AND WOMEN IN THE UNIFORM.

SECOND THING WOULD BE THE AUDIT DEPARTMENT.

LOOK AT POLICIES AND PROCEDURES, CONTINUE THESE INITIATIVES AND THESE PARTNERSHIPS WITH THINGS LIKE THE CHIEF'S ADVISORY COUNCIL.

THAT WAS A VERY, VERY, UH, GREAT THING THAT I THINK THE CHIEF DID.

I'VE SAT IN ON A MULTITUDE OF THOSE MEETINGS AND JUST LISTENING TO WHAT THE CITY HAS TO SAY AND THEIR THOUGHTS.

AGAIN, LOOKING AT US THROUGH A DIFFERENT LENS, HOW WE CAN BETTER OURSELVES AS AN ORGANIZATION, EVEN IF IT TAKES TO CHANGE A FEW POLICIES AND PROCEDURES AND STEAL A FEW INITIATIVES.

SO IT'S GONNA BE TO AUDIT EVERYTHING THAT'S GOING ON.

I CAN'T SAY THAT I'VE MADE A 100% PREPARATION BECAUSE I'VE NEVER BEEN A CHIEF OF POLICE, BUT WHAT I CAN DO IS I CAN STAND AT MY HIGHEST LEVEL OF INTEGRITY AND REACH OUT TO THE PEOPLE WHO I WORK FOR, AND FIND OUT THE BEST METHODS THAT I CAN POSSIBLY DO IN MY FIRST A HUNDRED DAYS, AS WELL AS WHAT MY MAYOR EXPECTS ME TO BE AS A LEADER.

GOOD AFTERNOON.

GOOD AFTERNOON, MA'AM.

UM, MY QUESTION HAS TO DO WITH CIVILIAN OVERSIGHT.

UM, I'M WITH TOGETHER BATON ROUGE, AND ONE OF OUR IMPORTANT, UM, UH, POLICIES THAT WE'RE TRYING TO, UH, ADVOCATE FOR IS, IS, UH, UH, ADOPTING A FORM OF CIVILIAN OVERSIGHT.

I'M IN WHAT YOU KNOW ABOUT THAT, UH, AND THEN HOW YOU MIGHT INCORPORATE CIVILIAN OVERSIGHT INTO YOUR ADMINISTRATION.

SURE, SURE.

SO AGAIN, GOING BACK TO THE CHIEF'S ADVISORY COUNCIL WITH A CIVILIAN OVERSIGHT, I THINK IS, UH, A VERY GOOD THING.

AGAIN, WE USE THAT TERM, BRIDGING THE GAP, RIGHT? UH, ONE CITY, ONE MISSION IS A, IS A VERY IMPORTANT SLOGAN WE'VE BEEN USING IN RECRUITING, BUT I THINK SOMETIMES WE ONLY LOOK AT SCRATCHING THE SURFACE ON THOSE TWO TOP, THOSE SUBJECT TOPIC MATTERS.

SO HAVING THE CIVILIANS OKAY, AND WHO WE WORK FOR, WE ARE PUBLIC SERVANTS, OF COURSE, WE WEAR MANY OTHER HATS, BUT I DO AGREE THAT WE SHOULD INSTILL INITIATIVES LIKE THAT IN COLLABORATION WITH THE OTHER INITIATIVES.

I BELIEVE BEFORE THE CHIEF'S ADVISORY COUNCIL, THERE WAS THE COMMUNITY AMBASSADORS WHERE IT BEGAN, AND I'VE SAT IN ON A FEW OF THOSE MEETINGS AS WELL.

SO, TO LISTEN TO SOME OF OUR COMMUNITY ACTIVISTS, OUR FAITH-BASED LEADERS IN THE COMMUNITY, AND TO HEAR WHAT THEY HAVE TO SAY, AGAIN, GIVES US AN INSIGHT THROUGH THEIR LENS OF HOW THEY VIEW US AND HOW WE CAN BE BETTER COMMUNITY SERVANTS AND PUBLIC SERVANTS.

I THINK THAT'S VERY IMPORTANT, AND I WOULD DEFINITELY LOVE TO SEE THAT PARTNERSHIP IN THE FUTURE IF IT'S NOT ALREADY BEGAN WITH THE INITIATIVE OF THE CHIEF'S ADVISORY COUNCIL.

SO, ABSOLUTELY.

YES, MA'AM.

A GOOD EVENING.

GOOD EVENING, SIR.

SIR, WITHOUT DISCUSSING ANY DETAILS REGARDING THE BRAVE CAVE AND RELATED ACCUSATIONS, WHAT STEPS WOULD YOU TAKE TO ENSURE THAT THIS TYPE OF ALLEGED ACTIVITY WOULD NOT OCCUR AGAIN? AND IN THAT, I, IN YOUR ANSWER PUT, WHAT CHECKS AND BALANCES ARE ACCOUNTABILITY THAT YOU WILL INSTITUTE TO MAKE SURE THAT HAPPENS? UH, GOOD, GOOD QUESTION.

SO DEFINITELY WHATEVER WE HAVE GOING ON CURRENTLY IN OUR INVESTIGATIONS, I THINK IT'S VERY IMPORTANT THAT WE REMAIN TRANSPARENT TO THE CITY.

I THINK THAT WE NEED TO LOOK AT SOME OF THE POLICIES AND PROCEDURES.

WE ALSO NEED TO SEEK OUR LEGAL ADVICE

[00:15:01]

AS WELL, WHICH IS VERY IMPORTANT, SO THAT WE MAKE SURE WE'RE NOT VIOLATING ANYBODY'S CIVIL RIGHTS.

WE LOOK AT POLICY AND PROCEDURE WITHIN THE POLICE DEPARTMENT, AND WE LOOK AT STANDARD OPERATIONAL PROCEDURES, WHICH ARE SUBDIVIDED INTO MUL, THE MULTIPLE DIVISIONS.

WE DO HAVE THESE POLICIES AND PROCEDURES, THESE STANDARD OPERATIONAL PROCEDURES AS WELL AS CIVIL RIGHTS, IS WHAT KEEPS US IN LINE AS POLICE OFFICERS.

AND IF WE FOLLOW THESE PARTICULAR POLICIES AND PROCEDURES, WE SHOULD NOT HAVE THOSE HICCUPS.

I DO THINK THAT WE SHOULD DO AN ANNUAL AUDIT OF OURSELVES.

THERE'S ALWAYS ROOM FOR IMPROVEMENT, HOW WE CAN BE A BETTER US, A BETTER DEPARTMENT EVERY YEAR AND BETTER THAN LAST YEAR.

SO THERE'S ALWAYS ROOM FOR IMPROVEMENT, EVEN AS A HUMAN BEING.

SO I THINK WITH THOSE TYPE OF THINGS, NOBODY'S PERFECT MISTAKES WILL HAPPEN, AND THOSE LIABILITIES WILL COME BACK ON US AS LEADERS IN THE COMMUNITY.

SO I THINK IT'S VERY IMPORTANT, AGAIN, UH, AS MS. CALDWELL SAID, TO KEEP THE CITIZENS INVOLVED IN THIS AS WELL.

AND IF WE CAN PUT IN PLACE A FEW MORE POLICIES AND PROCEDURES, I'LL ADD TO WHAT WE CURRENTLY HAVE SO WE CAN HAVE THESE CHECKS AND BALANCES, WE'LL BE ABLE TO REDUCE THESE LIABILITIES.

WE ARE ABLE TO HOLD THESE OFFICERS ACCOUNTABLE OF ANYTHING THAT HAPPENED BECAUSE THEY CAN'T COME BEFORE US AND SAY THEY DIDN'T KNOW WHEN WE ALREADY HAVE GIVEN THEM POLICY AND PROCEDURE.

THEY'RE REQUIRED TO DO THAT IN THE, IN THE TRAINING ACADEMY.

THEY HAVE READ THE BLUE BOOK.

THEY KNOW WHAT, WHERE THEY, WHAT THEY WILL VIOLATE, AND IF THEY VIOLATE THIS, THAT THEY HAVE TO HOLD ACCOUNTABILITY, WHICH IS ALSO VERY IMPORTANT.

SO I THINK ACCOUNTABILITY AND, UH, AND LOOKING AT THESE POLICIES AND PROCEDURES AND CONTINUING TO GO IN AND AUDIT THEM, AND TO REDACT OR ADD ADDITIONAL POLICIES AND PROCEDURE IN COLLABORATION WITH THE CITIZENS OF BATON ROUGE, I THINK THAT'S VERY IMPORTANT.

AND IF WE WORK TOGETHER AS A TEAM, WE'LL MAKE SURE THAT THESE MISTAKES ARE REDUCED, UH, TO A GREAT, GREAT MINIMUM IN THE FUTURE.

THAT IS ONE OF MY MAJOR GOALS IF I MAKE CHIEF OF POLICE, SIR.

THANK YOU.

YES, SIR.

UH, MR. CHAIRMAN, APPOINTED OF PERSONAL PRIVILEGE FOR A MOMENT, IF YOU WILL, I WANT TO ACKNOWLEDGE, UH, THE STUDENTS FROM EPISCOPAL SCHOOL OF BATON ROUGE AND THEIR TEACHER, DR.

REBECCA C**N.

GOTCHA.

UH, THESE ARE, UM, MEMBERS OF A CLASS CALLED SERVICE LEARNING AND COMMUNITY IMPACT.

SURE.

AND, UH, THEY ARE HERE OUT IN THE CLASSROOM OF THE WORLD.

WONDERFUL.

AND SO I WANTED TO RECOGNIZE AND ACKNOWLEDGE THEM.

THANK Y'ALL FOR BEING IT, UH, MR. AHMED.

YES.

UH, AS YOU WELL KNOW, UM, OURS IS A MULTICULTURAL COMMUNITY WITH A GROWING POPULATION OF REFUGEES FROM VARIOUS PARTS OF THE WORLD.

YES, SIR.

UM, CAN YOU ADDRESS HOW YOU HANDLE THIS NOW? WHAT, WHAT YOUR POSITION IS IN, IN DEALING WITH WHAT I SUPPOSE WOULD BE A LAW ENFORCEMENT, UM, UH, ISSUE? SURE.

UM, I'LL GO BACK TO WHEN I WAS IN THE RECRUITING OFFICE, UH, AS THE DIRECTOR THERE.

THAT WAS ONE OF THE, UH, GOALS AND INITIATIVES THAT I PUT IN PLACE AND FOLLOWING THE EXPECTATIONS OF THE CURRENT ADMINISTRATION AND BEST PRACTICES.

SO WE LOOK AT THE CITY THAT WE LIVE IN, AND IT'S, IT HAS A, A, A VERY GREAT ARRAY OF DEMOGRAPHICS IN IT, WHICH IS A WONDERFUL THING.

THEY CALL US A MELTING POT FOR A REASON HERE.

BUT WHAT I WANNA SAY IS, WHEN YOU LOOK AT THE POLICE DEPARTMENT OUT FRONT AND THE CITIZENS, WHEN WE MAKE CONTACT TECHNICALLY AS HUMAN BEINGS, PEOPLE LIKE TO SEE A REFLECTION OF THEMSELVES WHEN SPEAKING WITH A LEADER IN THE POLICE DEPARTMENT.

SO ONE OF MY MAIN INITIATIVES WAS HOW CAN I MAKE THIS DEPARTMENT A REFLECTION OF THE COMMUNITY WE SERVE? OUR HISPANIC POPULATION IS GROWING, OUR ASIAN POPULATION IS GROWING, OUR FEMALES ARE STARTING TO TAKE LAW ENFORCEMENT CAREERS AS AN INTEREST, WHICH WE WERE LOVING THAT.

SO WE WANTED TO KNOW HOW CAN WE PUT THESE ADDITIONAL RECRUITING TACTICS AND STRATEGIES IN PLACE TO SEEK OUT YOUNG WOMEN INVOLVED, I'M SORRY THAT THAT IS INTERESTED IN LAW ENFORCEMENT.

WE, WE LOOKED AT THE SPANISH POPULATION, UH, LOOKING AT HOW WE CAN INCREASE THAT.

AND WE WERE VERY SUCCESSFUL OVER THE LAST FIVE YEARS I'VE SEEN, AND WE'VE HIRED MORE YOUNG LADIES, AND WE'VE HIRED MORE HISPANIC OFFICERS THAN I'VE SEEN IN THE, IN MY 20 YEARS, JUST IN THE LAST FIVE YEARS.

WE'LL CONTINUE REACHING OUT THOSE INITIATIVES.

CURRENTLY, WE HAVE SOMETHING THAT WE ARE WORKING IN COLLABORATION WITH THE COMMUNITY COLLEGE AND OTHER LOCAL EDUCATIONAL ORGANIZATIONS WHERE WE'RE GOING INTO THE JUNIOR HIGHS AND THE HIGH SCHOOLS TO RECRUIT THEM AT AN EARLY AGE, BECAUSE WE CALL IT A PIPELINE PROGRAM.

AND WE'RE LOOKING AT BRINGING THEM IN AT AGES 14 TO 18 AS, UH, POLICE EXPLORERS THAT WAY.

WE DO VARIOUS THINGS WITH THEM.

WE LOOK AT THESE CHILDREN WHO DON'T HAVE OPPORTUNITIES TO COME OUT OF A NEIGHBORHOOD WHERE THEY MAY BE POVERTY STRICKEN, AND WE SPEND TIME WITH THEM.

THOSE ARE COMMUNITY OUTREACH PROGRAMS. WHEN THEY TURN 18 AND THEY GRADUATE FROM HIGH SCHOOL, WE INTRODUCE THEM TO THE CADET PROGRAM, WHERE, WHERE WE PAY THEM A FULL-TIME SALARY, AND WE WORK AROUND THE COLLEGE SCHEDULE AS WE INSTILL IN THEM.

WE WISH THEY WOULD GO TO A COMMUNITY COLLEGE OR A LOCAL COLLEGE HERE AND GET AN ASSOCIATE'S DEGREE.

SO THIS PIPELINE PROGRAM, THEY TURNED 21 IS, IS AN INCENTIVE THAT WE'RE LOOKING TO KEEP A MULTI, UH, DEMOGRAPHICALLY BUILT POLICE DEPARTMENT AND A REFLECTION OF THE CITY.

AND IT'S, IT'S BEEN VERY PRODUCTIVE THUS FAR, AND I'M VERY PROUD OF THAT.

THANK YOU SO MUCH.

YES, SIR.

GOOD EVENING.

GOOD.

UM, MY QUESTION COMES FROM STANDARDS AND STRATEGIES, AND IN LIGHT OF, UM, WHAT THE NEWS IS REPORTING AS A, UH, DOMESTIC VIOLENCE RELATED HOMICIDE THAT HAPPENED THIS WEEKEND, MY QUESTION IS ABOUT DV DOMESTIC VIOLENCE HAS BEEN ON THE RISE IN OUR COMMUNITY.

[00:20:01]

AND AS CHIEF OF POLICE, DO YOU HAVE ANY NEW IDEAS OR INITIATIVES THAT THE DEPARTMENT CAN INITIATE TO HELP REDUCE THOSE NUMBERS? YES, MA'AM.

I, IT IS DEFINITELY OUR GOAL TO REDUCE ANYTHING DEALING WITH DOMESTIC VIOLENCE.

THAT HAS BEEN A SITUATION AS FAR AS I CAN THINK BACK AS A CHILD.

UM, DOMESTIC VIOLENCE IS A SERIOUS ISSUE.

AND ONE OF THE THINGS THAT WE, WE DO, WE PARTNERSHIP WITH ONE OF THE ORGANIZATIONS IS THE BUTTERFLY SOCIETY, AND WE ASK THE PEOPLE IN THE CITY AS WE ATTEND THESE COMMUNITY OUTREACH PROGRAMS, TO GO AND TALK TO THESE YOUNG WOMEN, ENCOURAGE THESE YOUNG WOMEN, INSTILL IN THEM WHAT TO LOOK FOR, AND THE SIGNS TO LOOK FOR IN A MAN THAT MAY PUT THEM IN A DOMESTIC VIOLENCE SITUATION.

SO IF WE CAN CONTINUE TO PARTNER WITH SOME OF THESE PEOPLE, PEOPLE WHEN IT COMES TO PEER SUPPORT PROGRAMS, AND WE CAN GET THESE WOMEN THE HELP THAT THEY NEED, I THINK THAT'S EXTREMELY IMPORTANT.

BECAUSE WHAT A LOT OF PEOPLE, AGAIN, I'LL USE THAT SCRATCH TO SERVICE TERM, TO NOT, AND NOT LOOKING AT, IS WHAT ABOUT THE YOUTH THAT'S AROUND THIS DOMESTIC VIOLENCE WHEN IT'S HAPPENING? THE YOUNG MEN THAT'S SEEING THIS AT SOME POINT, IT'S IMPLICITLY INSTILLED IN THAT YOUNG MAN'S HEAD THAT THIS IS OKAY TO TREAT SOMEONE LIKE THIS.

OR A YOUNG LADY WHO SEES HER MOTHER MENTALLY OR PHYSICALLY ABUSE HER FATHER.

DOMESTIC VIOLENCE COULD GO BOTH WAYS.

SO I THINK PEER SUPPORT GROUPS, AGAIN, CONNECTING WITH THE FAITH BASED LEADERSHIP IN THE COMMUNITIES AND KEEPING THESE FAMILIES INVOLVED, IT STARTS IN THE HOME.

IT STARTS WITH THE POWER OF PRAYER.

AND I'M SORRY, I MAY HAVE BRING THAT BEFORE THE COUNCIL, BUT I'M A BELIEVER IN GOD, AND I THINK THAT'S VERY IMPORTANT IN THE HOME.

I THINK THAT KEEPING THESE CHILDREN ABREAST, HOLDING THEM ACCOUNTABLE, SPENDING TIME EVERY DAY WITH YOUR CHILDREN AND AS A FAMILY, IS GOING TO BE SOME INITIATIVES THAT WE SHOULD LOOK INTO IN COLLABORATION, IN PARTNERSHIP WITH THE ALREADY INITIATIVES WE HAVE IN PLACE.

I THINK THAT THE MORE WE TALK ABOUT IT, THE MORE THAT WE INFLUENCE PEOPLE TO COME FORTH ABOUT IT, THE MORE ASSISTANCE THAT WE CAN PROVIDE AND MAKE IT OUR UTMOST RESPONSIBILITY TO CONTINUE, UH, UH, HAVING THESE WOMEN AND THESE CHILDREN AND THESE MEN PUT IN PLACES WHERE THEY RECEIVE ASSISTANCE.

YES, MA'AM.

THAT'S EXTREMELY IMPORTANT.

THANK YOU.

YOU'RE WELCOME.

THANK YOU, SERGEANT.

NO FURTHER QUESTIONS.

THANK YOU, SIR.

HELLO, MR. RAMMED.

SO THIS QUESTION ISN'T FROM ANY OF THE CATEGORIES, BUT IT'S A FOLLOW UP TO, UH, ONE OF THE OTHER MEMBERS.

I THINK IT WAS MR. GIBSON'S QUESTION WHERE YOU TALKED ABOUT DOING AN ANNUAL AUDIT AND THINKING ABOUT, YOU TOUCHED ON TRANSPARENCY.

WHAT WOULD YOU DO TO MAKE SURE THAT THE COMMUNITY WAS AWARE OF THOSE AUDITS FINDINGS? WOULD YOU RELEASE THE AUDIT TO THE PUBLIC? WOULD YOU RELEASE INVESTIGATIONS TO THE PUBLIC? I KNOW ONE THING THAT THE ADVOCATE REPORTED ON WAS THAT THE NARCOTICS DIVISION INVESTIGATION STILL HAS NOT BEEN MADE PUBLIC AFTER TWO YEARS.

AND SO I'M WONDERING WHAT YOUR APPROACH TO AN INVESTIGATION LIKE THAT AND THE GENERAL AUDIT WOULD BE.

SURE.

SO GOING BACK TO ONE OF THE THINGS I BELIEVE MS. MS JENNIFER CALWELL SAID WAS, UH, THE INITIATIVES THAT SHE'S TRYING TO INSTILL IS BRINGING THE CITIZENS IN.

AND I THINK BUILDING A, A BLUEPRINT TO WHAT WE PARTNER WITH A CIVILIAN STAFF OR ORGANIZATION, AND WE BRING THEM IN TO WORK WITH US IN BEING TRANSPARENT.

WHEN WE SAY AUDIT, WE, WE'LL LOOK AT HOW WE CAN MAKE OURSELVES BETTER.

EVERY YEAR WHEN WE LOOK AT OUR FUNDING, WE LOOK AT ALL WE SPENDING OUR MONEY IN THE PROPER PLACES, WHICH IS THE CITIZENS TAX DOLLARS.

AND I THINK THAT'S VERY IMPORTANT THAT THEY KNOW WHERE THEIR TAX DOLLARS IS GOING, HOW IT'S BEING USED WITHIN THE POLICE DEPARTMENT, AND ALSO HOW IT'S BEING USED TO GIVE BACK IN SOME OF THE COMMUNITY INITIATIVES.

SO BUILDING A BLUEPRINT WITHOUT WOULD HAVE DOING THAT YET, I THINK IT WILL BE IMPORTANT TO BUILD A BOARD.

OKAY.

OR, OR, OR A PARTICULAR INITIATIVE WHERE CIVILIANS AND POLICE OFFICERS, AS WELL AS PEOPLE FROM THE MAYOR'S OFFICE, SIT TOGETHER WITH OUR ACCOUNTING DIVISIONS AND WE AUDIT PARTICULAR FUNDING.

WE AUDIT POLICIES AND PROCEDURES.

WE AUDIT SOME OF THE TRANSPARENCY OF THE INCIDENTS THAT WE MAY HAVE BEEN DEALING WITH IN THE CITY.

AND I THINK THAT'S VERY IMPORTANT THAT WE KEEP DOING THAT.

AS LONG AS WE SIT AT A TABLE TOGETHER, I THINK WE'RE GONNA MAKE SOME VERY, VERY, VERY GOOD MOVES IN THIS CITY, BECAUSE A LOT OF PEOPLE ARE CONCERNED MORE SO ABOUT WHAT THEY DON'T KNOW.

PEOPLE FEAR WHAT THEY DON'T KNOW.

SO IF YOU ARE MADE AWARE THAT THERE'S TROUBLE AND YOU'RE MADE AWARE THAT THERE'S A GROUP OF PEOPLE WHO ALL WORK AS LEADERS IN THIS COMMUNITY, AND WE'RE STEADY MAKING THESE BUILDING BLOCKS TO MAKE IT A BETTER PLACE, THAT'S MY GOAL, IS TO BE AS TRANSPARENT AS WE CAN IN COLLABORATION WITH SOMEONE FROM THE CHIEF'S ADVISORY COUNCIL OR BOARD OF CITIZENS THAT ARE LEADERS AND COMMUNITY ACTIVISTS IN THIS CITY.

THAT'S, THAT'S GONNA BE MY GOAL.

WE'LL DO THIS TOGETHER.

GREAT.

THANK YOU, SIR.

YES, SIR.

THANK YOU.

AND NO FURTHER QUESTIONS.

THANK YOU, MA'AM.

PLAN, UH, START, DO YOU SUPPORT HAVING TWO LAW ENFORCEMENT UNIONS, RESIDENT AND MEMBERS OF THE BAT ROUGE POLICE DEPARTMENT? CAN YOU ASK THAT QUESTION AGAIN, SIR? DO YOU SUPPORT HAVING TWO LAW ENFORCEMENT UNIONS REPRESENT, REPRESENTING THE MEMBERS OF THE BATON ROUGE POLICE DEPARTMENT? I WOULD SUPPORT THOSE UNIONS IN THE EFFORTS TO SUPPORT THE POLICE OFFICERS.

I THINK THESE UNIONS WERE PUT IN PLACE LONG BEFORE I WAS BORN.

UH, I BELONGED TO BOTH OF THOSE UNIONS.

AND WHAT I WOULD LOVE TO SEE IS THAT WE BUILD

[00:25:01]

ON THOSE RELATIONSHIPS WITH THESE UNIONS.

WE STAY TRANSPARENT WITH ONE ANOTHER AND LISTEN TO THEIR EXPECTATIONS AND WHAT THEIR GOALS MAY BE TO MAKE US A BETTER AGENCY.

BUT I THINK AT SOME POINT, WE'RE GONNA HAVE TO COME TOGETHER AGAIN AS A PEOPLE, INVOLVE THOSE CITIZENS, GET THEIR OPINIONS ON WHAT THEY SEE THROUGH THE UNION'S LENS, WHAT THEY SEE THROUGH THE POLICE OFFICER'S LENS, AS WELL AS THE CITIZEN LENS.

AT SOME POINT, I BELIEVE WE CAN FIND THAT HAPPY MEDIUM.

IT WAS ONCE TOLD TO ME BY A WISE MAN, TWO THINGS ALWAYS BE MYSELF IF BEING MYSELF GOT ME THIS FAR, AND WHY DO I NEED TO CHANGE NOW? RIGHT.

SO AS THE CHIEF OF POLICE, IT IS DEFINITELY MY GOAL TO BE VERY TRANSPARENT WITH THE PEOPLE OF MY EXPECTATIONS IN HOPES THAT THEY'LL FOLLOW MY LEADERSHIP IN HOPES THAT I CAN INFLUENCE THE YOUNG MEN AND WOMEN IN THIS UNIFORM, AND MOST IMPORTANTLY, THE YOUNGER GENERATION OF MEN AND WOMEN IN THIS COMMUNITY.

THAT UNION PLAYS A VITAL ROLE IN THE MENTAL HEALTH AND WELLNESS AND HOW WE THINK ABOUT THINGS IN THIS JOB, HOW WE WAKE UP EVERY MORNING WANTING TO GET UP AND PUT THIS BADGE BACK ON.

SO IF WE CAN COME TOGETHER AGAIN WITH THESE TWO UNIONS ABREAST, AND WE CAN BUILD A COMPANIONSHIP AND A COLLABORATION WHERE WE ALL WORK TOGETHER, THAT IS THE GOAL AND THAT IS THE STRATEGY.

AND I DO FEEL POSITIVE ABOUT THAT BEING A POSITIVE EFFORT IN THE FUTURE.

OKAY.

THANK YOU.

YES, SIR.

MR. ARMER, DESCRIBE A SITUATION WHERE YOU MADE A DECISION THAT WAS MET WITH A NEGATIVE OUTCOME.

HOW DID YOU HANDLE THE FEEDBACK FROM YOUR SUPERVISOR? I'VE BEEN PUT IN MANY SITUATIONS WHERE I THOUGHT I DID THE RIGHT THING.

UH, AND SOMETIMES AS AN INDIVIDUAL, WE MAY THINK THAT DOING THE RIGHT THING MORALLY, THAT'S WHAT WE SHOULD HAVE DONE.

I CAN'T REMEMBER A PARTICULAR SITUATION IN WHICH I'VE PUT IN A, I'VE BEEN PUT IN THAT PREDICAMENT.

BUT I DO KNOW THAT THERE HAS BEEN TIMES WHERE I THOUGHT I WAS DOING THE RIGHT THING MORALLY, BUT IT WASN'T WHAT MY SUPERVISOR TOLD ME TO DO.

AND IN THAT SITUATION, I HAD TO TAKE ACCOUNTABILITY BECAUSE I DIDN'T FOLLOW HIS LEADERSHIP.

SO I COULD NOT BE MAD AT THAT SUPERVISOR FOR HOLDING ME ACCOUNTABLE BECAUSE HE, HE TOLD ME NOT TO DO IT FOR A REASON.

BUT MORALLY I THOUGHT THAT IT SHOULD HAVE BEEN DONE.

SO IT COULD HAVE BEEN RIGHT, IT COULD HAVE BEEN WRONG, BUT AT THE END OF THE DAY, I DIDN'T FOLLOW MY ORDERS.

OKAY.

SORRY ABOUT THAT.

YES, MA'AM.

UM, SO BEING THE CHIEF OF POLICE IS SIMILAR TO BEING ACEO OF A MULTIMILLION DOLLAR CORPORATION.

UH, YOU OVERSEE HUNDREDS OF STAFF, YOU WOULD OVERSEE A BUDGET OF MILLIONS OF DOLLARS AND MANAGE THOUSANDS OF DOLLARS OF, OR, OR OF THOUSANDS OF PHYSICAL RESOURCES.

SO TELL US A LITTLE BIT ABOUT WHAT IN YOUR BACKGROUND, UM, UH, YOU'VE EXPERIENCED THAT MAKES YOU QUALIFIED TO SERVE AT, AT THIS LEVEL, AT THIS TIME, I'VE NEVER BEEN ACEO OF A COMPANY, AND I'VE NEVER BEEN THE CHIEF OF POLICE.

BUT IN MY BACKGROUND AND UNDERSTANDING AND HIRING AND RECRUITING THESE YOUNG MEN AND WOMEN, OVER THE LAST FIVE YEARS, I'VE SEEN A LOT OF POLICY AND PROCEDURES, AND I'VE OVER LED A LOT OF THE HIRING PROCESS KNOWING I WAS BEING HELD ACCOUNTABLE BY PARTICULAR RULES AND GUIDELINES PUT IN PLACE.

SO THERE WAS NO ROOM FOR ERROR.

RIGHT.

BUT IF I HAD TO LOOK INTO THE FUTURE AS ME BEING A LEADER, A CHIEF OF POLICE, OR ACEO OF A COMPANY, I THINK IT WOULD BE MORE SO ABOUT BUILDING THE PROPER TEAM OF PEOPLE AROUND ME.

IF I'M ONLY, IF I'M THE ONLY SMARTEST PERSON IN THE ROOM THAN I'M IN THE WRONG ROOM.

AND I THINK SURROUNDING MYSELF AROUND PEOPLE WHO HAVE BETTER IDEAS AND BRIGHTER IDEAS THAN ME IS WHAT IT TAKES AND WHAT IT MEANS TO BE A GREAT LEADER, BECAUSE I WAS WILLING TO LISTEN.

SO YES, MA'AM, AT SOME POINT, I DON'T HAVE ANY EXPERIENCE IN THAT FIELD, BUT PLACING MYSELF AROUND THE PROPER ADMINISTRATION AND NOT BEING THE SMARTEST MAN IN THE ROOM WOULD BE MY GOAL IN LEARNING HOW TO LEAD FROM THE GROUND, NOT FROM THE TOP.

YES, MA'AM.

UH, NO FURTHER QUESTIONS AT THIS TIME.

THANK YOU, SIR.

UH, MR. AHMED, UH, I KNOW THAT THE BATON ROUGE POLICE DEPARTMENT HAS PUT A LOT OF EMPHASIS AND MONEY INTO TECHNOLOGY, A REALTIME CRIME CENTER AND SO FORTH.

YES, SIR.

AS YOU ARE LOOKING FORWARD TO THE FUTURE AS A POSSIBLE POLICE CHIEF.

YES, SIR.

UH, HOW WOULD YOU UTILIZE THE MOST RECENT CURRENT TECHNICAL ADVANCES? I THINK UTILIZING THESE MOST RECENT AND TECHNOLOGICAL ADVANCES IS, UH, IS A GREAT THING.

ANYTHING THAT WE CAN USE TO ADVANTAGE IN ORDER TO LOOK INTO A CRIME, OKAY.

OR TO PREDICT THAT A CRIME MAY HAPPEN, THAT MIGHT SOUND LIKE THAT'S SOME FUTURISTIC MOVIES, BUT THERE'S TECHNOLOGY OUT THERE BEING CREATED.

AND IF I'M EVER ALLOWED TO GO TO SOME OF THESE TECHNOLOGICALLY ADVANCED FAIRES AND LOOK AT THE MOST TECHNOLOGY, IF IT'S IN OUR BUDGET TO CONTINUE TO IMPLEMENT THAT WITHIN OUR POLICE DEPARTMENT, WE WILL LOOK INTO IT WITH THE APPROVAL OF THE PARTNERSHIP WITH THE CITIZENS, AS LONG AS IT, IS IT A BETTERMENT FOR THE CITY AND FOR THE DEPARTMENT.

AND IF IT IS IN A REDUCTION OF CRIME WHEN IT COMES TO GUN VIOLENCE, DRUG ABUSE, DRUG VIOLENCE, MENTAL HEALTH AND WELLNESS, WE WILL CONTINUE TO RESEARCH THE BEST PRACTICES ON THE MOST TECHNOLOGICAL ADVANCES IN LAW ENFORCEMENT MOVING FORWARD.

VERY GOOD.

THANK YOU.

YES, SIR.

UM, MY LAST QUESTION IS, WHAT DO YOU FEEL IS THE MOST IMPORTANT PILLAR OF THE 21ST CENTURY POLICING, UM, TENANTS?

[00:30:02]

I THINK IT'S GONNA BE COMMUNITY POLICEMEN.

UH, HOW YOU BUILD THAT RELATIONSHIP WITH YOUR CITY IS THE MOST IMPORTANT THING.

AGAIN, I CAME HERE 20 YEARS AGO WHEN POLICING WAS VERY DIFFERENT.

WE LOOK AT WHERE WE ARE TODAY.

AND SAD TO SAY IN 2016, DURING THE OUT IN STERLING INCIDENT THAT CHANGED POLICING ACROSS THE NATION AS WE KNOW IT TODAY, PROBABLY ACROSS THE WORLD, OUR LEADERS HAVE HAD TO LOOK AT RECALIBRATING POLICIES AND PROCEDURES.

WE ALSO HAVE TO LOOK AT THE HURT THAT WAS GOING ON IN THESE COMMUNITY BECAUSE HOW SOMETIMES THEY MAY HAVE FELT OPPRESSED OR THEY SAW US IN A DIFFERENT LENS THAT WE DIDN'T REALIZE THEY SAW US, AND WE WOULD NEVER HAVE KNOWN THAT YET.

WE SAT OUT FRONT AND WE START ASKING THESE PEOPLE.

SO, FORMING THESE COMMUNITY INITIATIVES, GOING OUT, TOUCHING THE YOUTH, WALKING FROM DOOR TO DOOR IN THESE COMMUNITIES AND ASKING THEM, HOW CAN WE BE AN ASSISTANCE IN CLEANING UP YOUR NEIGHBORHOOD OR PROVIDING SOME KIND OF MENTAL HEALTH INITIATIVE, OR SOME KIND OF FINANCIAL ASSISTANCE? AND IF WE CAN'T DO IT, WHO CAN WE REACH OUT TO AS A LEADER IN THAT COMMUNITY TO GET THAT DONE? SO I DO THINK THAT COMMUNITY POLICING AND HOW WE BUILD THAT RELATIONSHIP WITHIN THE CITY OF BATON ROUGE IS WHERE WE NEED TO CHANGE LAW ENFORCEMENT NATIONWIDE AND AROUND THE WORLD.

WE WORK FOR THE CITY OF BATON ROUGE, AND AS THE CHIEF OF POLICE, AGAIN, I WORK FOR THE CITIZENS OF BATON ROUGE.

SO IF THEY CAN INSTILL IN ME WHAT IT IS BEST FOR ME TO INSTILL IN MY OFFICERS, THAT IS THE BEST ROUTE THAT WE NEED TO TAKE.

BECAUSE I THINK IF THE PEOPLE ARE HAPPY, IF THE POLICE OFFICERS ARE HAPPY, AND AGAIN, WE'VE BUILT THAT BOARD OF TRANSPARENCY, IT FALLS BACK INTO COMMUNITY POLICING.

AND I THINK THAT'S VERY IMPORTANT, CONTINUING TO BUILD THOSE PARTNERSHIPS AND TO CONTINUE TO BE TRANSPARENT AND TO STAY OUT IN THESE SCHOOLS WHERE IT'S VERY IMPORTANT TO BE AMONGST THESE YOUTH.

THE INFLUENCE STARTS FROM THE BOTTOM UP, JUST AS IT DOES IN THE HOME.

BUT AS LEADERS IN THE COMMUNITY, AS POLICE OFFICERS, WE DON'T JUST WEAR BADGE.

WE WEAR MULTIPLE HATS.

SOMETIMES WE HAVE TO BE A FATHER, WE HAVE TO BE A MOTHER.

AND AS THAT OFFICER, YOU SHOULD UNDERSTAND THAT YOU SIGNED UP TO PLAY THOSE MANY ROLES BECAUSE IT'S HOW YOU INFLUENCE.

NOT EVERYBODY DESERVES TO GO TO JAIL.

NOT EVERYBODY DESERVES A TRAFFIC TICKET.

I SHOULD TIME ON THAT QUESTION.

YES, SIR.

SIR, MR. MAY.

YES, SIR.

YOU NOW HAVE TWO MINUTES TO MAKE A CLOSING STATEMENT.

THANK YOU ALL FOR HAVING ME HERE TODAY AND FOR GIVING ME THE OPPORTUNITY, UH, TO BE ON THIS JOURNEY AS THE CHIEF OF POLICE.

AGAIN, I, I REALLY FEEL LIKE IT WAS A CALLING.

I PRAYED ON THAT BEFORE I EVEN PUT THAT APPLICATION IN, BECAUSE I DO KNOW IT'S A TOUGH JOB.

AND I FELT LIKE IF I WAS PUT OUT IN FRONT OF THIS CITY, IT WOULD BE A CALLING AND AN EXPECTATION OF ME BY MY EYE OF GOD IN ORDER TO DO THAT JOB.

THERE WILL BE NO FAILURES.

THERE ARE GOING TO BE MANY MISTAKES.

BUT I FEEL LIKE WHEN WE GO THROUGH THESE ERAS OF ADVERSITY AND WHEN WE FACE CHALLENGES, THOSE ARE THE BUILDING BLOCKS TO GREATNESS.

THERE'S NO SUCCESS WITHOUT FAILURE.

BUT I ALSO THINK THAT WAS IMPORTANT, WHAT YOU SAID, MS. CALWELL, ABOUT US BUILDING A CITIZEN BOARD AND KEEPING THAT COMMUNITY INVOLVED.

SO ME BEING MYSELF, IT'S GOTTEN ME THIS FAR.

I'M GONNA CONTINUE TO BE MYSELF IF I'M SELECTED AS THE CHIEF OF POLICE.

AND IF I'M NOT SELECTED AS THE CHIEF OF POLICE, I'M GONNA STILL CONTINUE BEING A POSITIVE LEADER AND A POSITIVE INFLUENCE IN THIS COMMUNITY, BECAUSE THIS, AGAIN, IS THE ONLY HOME I'VE HAD, AND I DON'T PLAN ON LEAVING.

SO THANK YOU AGAIN SO MUCH FOR HAVING ME HERE.

THIS HAS BEEN QUITE A JOURNEY AND A PLEASURE TO SPEAK WITH YOU ALL TODAY.

THANK YOU.

THANK YOU.

THANK YOU VERY MUCH.

THANK YOU.

UP NEXT, WE'LL HEAR FROM WILLIAM CLARITA CLAR CLAR.

THANK YOU.

LET ME WRITE THAT PRONUNCIATION ON MY PAPER.

I READY TO BE DRINKING ALL 'EM COKES, MAN.

IN THAT CASE, BRING ME ONE TOO.

GOOD AFTERNOON, MR. CLATER.

GOOD AFTERNOON.

I'M LAMONT COLE, CHAIRMAN OF THE POLICE CHIEF REVIEW COMMITTEE.

THE WAY THE INTERVIEW PROCESS IS GOING TO WORK, YOU'LL HAVE THREE MINUTES TO MAKE AN OPEN STATEMENT.

EACH COMMITTEE MEMBER CAN ASK UP TO TWO QUESTIONS.

WE MAY NOT ASK TWO, BUT WE CAN ASK UP TO TWO QUESTIONS.

YOU'LL HAVE TWO MINUTES TO ANSWER EACH QUESTION, AND THEN YOU'LL HAVE TWO MINUTES TO MAKE A CLOSING REMARK.

LEMME KNOW WHEN YOU'RE READY.

UM, I DO HAVE A HANDOUT.

WOULD Y'ALL LIKE THAT NOW OR AFTER? UH, WHICH WOULD YOU PREFER? NOW WOULD BE FINE.

GREAT.

THANK YOU.

[00:35:09]

THANK YOU.

ALRIGHT.

GOOD AFTERNOON.

OR ACTUALLY GOOD EVENING COMMITTEE MEMBERS TO ALL WHO ARE PRESENT EITHER IN PERSON OR ARE WATCHING US LIVE FROM HOME.

I WOULD LIKE TO START WITH A BIBLE VERSE FROM THE OLD TESTAMENT, JEREMIAH 29 11, FOR I KNOW THE PLANS I HAVE FOR YOU, DECLARES THE LORD.

PLANS TO PROSPER YOU AND NOT HARM YOU.

PLANS TO GIVE YOU A HOPE AND A FUTURE.

I BELIEVE THAT'S WHAT MOST PEOPLE WANT WHEN IT COMES TO LIVING LIFE.

THE HOPE TO NOT BE HARMED, TO HAVE DREAMS AND A FUTURE.

AS POLICE OFFICERS, WE ENTER INTO THIS PROFESSION KNOWING WE WILL NEVER BECOME WEALTHY, BUT HAVE THE HOPE THAT WE CAN SOMEHOW MAKE A DIFFERENCE.

SEE RESULTS FROM OUR EFFORTS.

HEAR SOMEBODY SAY THANK YOU.

MANY YEARS AGO, I ANSWERED THE CALL FOR PUBLIC SERVICE.

I NEVER REALIZED OR DREAMED THAT MORE THAN 30 YEARS LATER, I WOULD HAVE THE OPPORTUNITY TO STAND BEFORE A COMMUNITY AND ASK TO BE ABLE TO LEAD SO MANY INCREDIBLE SELFLESS MEN AND WOMEN THAT ARE TRYING TO MAKE A DIFFERENCE.

IT IS HUMBLING.

I'M A PROUD LONG-TERM, 30 YEAR VETERAN OF THE BATON ROUGE POLICE DEPARTMENT.

I'M MARRIED.

I HAVE ONE CHILD.

I MOVED TO BATON ROUGE IN 1977 WHEN I WAS EIGHT YEARS OLD.

AND WITH THE EXCEPTION OF ABOUT EIGHT YEARS LIVING IN DENI SPRINGS, THIS HAS BEEN MY HOME.

I LIVE IN EAST BATON ROUGE, PAY TAXES IN EAST BATON ROUGE.

I RAISE MY FAMILY IN EAST BATON ROUGE.

I'M BLESSED TO BE ONE OF THOSE PEOPLE THAT SAY, I CANNOT BELIEVE THAT THEY PAY ME TO COME TO WORK.

SAY IT ALL TIMES.

UH, I'VE WORKED MANY PLACES IN THE DEPARTMENT AS WELL AS THE CITY THAT'S GIVEN ME A COMPLETE PERSPECTIVE ON OPERATIONS FOR THE CITY POLICE, STARTING AS A PATROLMAN IN THE GUS YOUNG AREA, BEING ACCEPTED INTO THE CANINE DIVISION, THEN NARCOTICS, THEN THE HIGHWAY INTERDICTION UNIT, AND BEING PROMOTED TO SUPERVISOR WHERE I BEGAN MY TENURE OF SUPERVISING, MANAGING AND COMMANDING OFFICERS OF THE UNIFORM PATROL DIVISION, HIGHWAY INTERDICTION BACK TO CANINE, BACK TO UNIFORM, AND NOW IN ADMINISTRATION.

A LITTLE BIT OF PERSONAL INFORMATION ABOUT ME IS THAT I MET MY WIFE 25 YEARS AGO THIS MONTH AT A CANINE DEMONSTRATION AT HER MOTHER'S SCHOOL.

SHE FELL IN LOVE WITH THE DOG.

AND IF THE DOG COULD HAVE DRIVEN, I THINK I WOULD'VE BEEN LEFT OUT .

BUT SINCE HE COULDN'T, UH, OVER TIME I ESTIMATE THAT I PERSONALLY SUPERVISED OVER 200 INDIVIDUAL OFFICERS ON A ONE-TO-ONE LEVEL CHIEF PAUL HAD THE CONFIDENCE TO ALLOW ME TO BE NAMED AS THE FIRST COMMANDER OVER THE REAL TIME CRIME CENTER, THEN TO BE NAMED AS THE ASSISTANT UNIFORM PATROL COMMANDER, THEN TO THE UNIFORM PATROL COMMANDER.

AND MOST RECENTLY, I'VE TAKEN ON THE RESPONSIBILITIES OF THE DEPUTY CHIEF OVER UNIFORM PATROL ON A DAILY BASIS.

I OVERSEE ABOUT 350 OFFICERS AND OVERSEE THE $40 MILLION BUDGET.

I KNOW I'M RUNNING SHORT ON TIME.

OH, YOU PASS YOUR TIME.

I'M GIVING YOU A LIST SO YOU CAN MAKE MAKE A CLOSING STATEMENT.

I, WE CAN ANSWER IT THERE.

WE CAN GET TO ANSWER A QUESTION, SIR.

MM-HMM.

.

I WAS HAVING FUN.

IT WAS GOOD.

GOOD EVENING.

COMMANDER, I, I SAY YOU'VE HAD A LOT OF LEADERSHIP BILL WITHIN BRPD OVER YOUR CAREER.

IF YOU COULD REORGANIZE ONE DEPARTMENT OR SEVERAL DEPARTMENTS, IF YOU WERE CHIEF, WHAT DEPARTMENTS WOULD THOSE BE AND WHY? REORGANIZATION, UH, IN MY OPINION, WOULD REQUIRE A NEED.

WE HAVE A LOT OF AREAS THAT DEFINITELY NEED SOME, SOME LOOKING AT SOME IMPROVEMENT.

UM, I THINK THAT WE COULD LOOK TO IMPROVE HOW WE HANDLE OUR EXTRA DUTY.

I THINK THAT COULD BE AN AREA THAT WE CHECK INTO TO SEE, TO MAKE SURE THAT WE'RE IN COMPLIANCE WITH EVERYTHING.

UM, EVERY CHIEF THAT'S COME BEFORE ME, AND THAT'S BEEN NINE, HAS AT ONE TIME OR ANOTHER, MOVED BUREAUS OR DIVISIONS FROM ONE PLACE TO ANOTHER FOR ONE REASON OR ANOTHER.

UM, I DON'T BELIEVE IN JUST MOVING A DIVISION FROM ONE PLACE TO ANOTHER.

THERE WOULD HAVE TO BE A LEGITIMATE REASON.

SO, UH, I WOULD HAVE NO PLANS TO JUST DISRUPT EVERYTHING.

SO IF I COULD JUST FOLLOW UP JUST VERY BRIEFLY.

SO DO YOU, DO YOU SEE A NEED FOR ANY REORGANIZATION? UH, NO.

SOME HOUSE CLEANING POSSIBLY.

THANK YOU.

NO REORGANIZATION.

[00:40:03]

HOW YOU DOING MR. CLA? GOOD, SIR.

GOT IT.

CORRECT.

THIS TIME WE, SO MY QUESTION IS FROM CATEGORY EIGHT, IT'S DATA TECHNOLOGY AND TRANSPARENCY.

AND GIVEN YOUR LEADERSHIP THE REAL TIME CRIME CENTER, I WAS CURIOUS OF WHAT ARE ANY NASCENT PRACTICES OR TECHNOLOGIES THAT YOU BELIEVE BRPD COULD USE TO ACHIEVE ITS MISSION OF PROTECTING AND SERVING THE PUBLIC? BUT WITH THAT, UH, DO ANY OF THOSE PRACTICES PRESENT PRIVACY OR CONCERNS OF PERSONAL RIGHTS? AND HOW WOULD YOU BALANCE THE NEEDS OF THE DEPARTMENT AND THE NEEDS OF INDIVIDUALS? WELL, AS FAR AS TECHNOLOGY GOES, WE'RE INTO A LOT OF DIFFERENT TECHNOLOGIES THAT ASSIST US DAILY.

THE CRIME CENTER, UH, HAS PARTNERED WITH, UH, WITH, UH, ORGANIZATIONS TO ASSIST IN GETTING CAMERAS PUT UP THAT HAVE ALREADY SHOWN A DIFFERENCE IN COMBATING CRIME CAUGHT CRIMES AND PROGRESS.

UM, LPR TECHNOLOGY THAT HAS ASSISTED US TO MAKE SURE IF THEY'RE WANTED, PEOPLE WANTED VEHICLES THAT, UH, THAT THOSE ARE ADDRESSED.

AS FAR AS ANY PRIVACY CONCERNS, UM, WE MAKE VERY SURE THAT ANY OF OUR CAMERAS THAT WE HAVE UP DO NOT FACE INTO A PRIVATE AREA.

IT'S ALL PUBLIC DOMAIN.

UH, SO ANYWHERE THAT A PERSON CAN GO, UH, IS WHERE A CAMERA COULD BE POINTED.

SO WE'RE VERY, VERY CONSCIOUS OF THAT.

UM, AS FAR AS, UH, WE HAVE A, WHAT'S CALLED THE CONNECT BLUE PROGRAM WITH THE DEPARTMENT, WHERE WE ENCOURAGE PEOPLE IF THEY WOULD LIKE TO PARTICIPATE AND HELP THEIR NEIGHBORHOODS, THEY CAN SIGN UP TO SAY THEY HAVE CAMERAS, BUT WE SPECIFICALLY STATE THAT WE DO NOT WANT PRIVATE CAMERAS, ONLY THE PUBLIC FACING.

SO I DON'T SEE ANY PRIVACY ISSUES THERE.

AND THEN JUST A QUICK FOLLOW UP, WHAT IS LPR TECHNOLOGY LICENSE PLATE READER? THANK YOU.

MM-HMM.

VERY BIG.

A LOT OF NEIGHBORHOODS HAPPEN.

MR. CLARA, I'M COMING FROM, MY QUESTION IS COMING FROM THE PERSONAL APPROACH AND LEADERSHIP.

UH, THIS AGENCY HAS A HISTORY OF POLICY CHALLENGES RESULTING IN THOUSANDS OF TAXPAYERS DOLLARS BEING PAID OUT IN LAWSUIT SETTLEMENTS IF SELECTED FOR THIS POSITION, WHAT IS YOUR PLAN TO BRING ALL POLICIES AND PROCEDURES INTO IMMEDIATE COMPLIANCE WITH CURRENT LAW? I'D SAY THAT, UH, IF WE ARE OUTTA COMPLIANCE, THAT THOSE ARE, ARE ALREADY LOOKED AT.

WE HAVE A CONSISTENT, UH, REVIEW OF ALL POLICIES.

BUT, UH, WHAT I WOULD LIKE TO SEE DONE IS I WOULD LIKE TO RE-IMPLEMENT, UH, SOMETHING WE HAD YEARS AGO.

IT WAS CALLED THE STAFF INSPECTION DIVISION, WHERE THEY WOULD GO THROUGH AND THEY WOULD LOOK AT ALL OF THE DIVISIONS, MAKE SURE THAT THOSE DIVISIONS WERE IN COMPLIANCE WITH WHAT WAS IN POLICY, AND THAT ALL THE RECORDS NEEDED TO BE KEPT.

THEY WERE, WERE TAKING CARE OF THAT.

AND, UH, I'M NOT SURE, IT'S BEEN A LITTLE WHILE, BUT AT SOME POINT WE DID GET AWAY FROM IT.

I WOULD LIKE TO HAVE THAT RE-IMPLEMENTED, BUT I'D ALSO LIKE TO BRING IN SOME CIVILIAN ASSISTANCE ON THAT.

THAT WAY THEY CAN KIND OF HAVE AN IDEA OF WHAT WE DO ON A DAILY BASIS AND GIVE INPUT.

AND AGAIN, YOU WOULD LIKE TO RE-IMPLEMENT.

WHAT WAS THAT AGAIN? IT'S, IT'S A DIVISION THAT WE USED TO HAVE IN PLACE.

IT WAS CALLED THE STAFF INSPECTION DIVISION OR SOMETHING THEREOF.

AND THEY WERE TAXED WITH GOING TO EACH SPECIFIC DIVISION TO MAKE SURE THAT THAT DIVISION WAS IN COMPLIANCE WITH POLICY.

KIND OF LIKE OVERSIGHT FOR EACH SPECIFIC DIVISION.

I WOULD LIKE TO BRING THAT BACK.

THANK, YES, MA'AM.

HOW YOU KNOW MR. CTA? GOOD, SIR.

DID I PRONOUNCE IT CORRECT? CTA I'LL ANSWER TO PRETTY MUCH ANYTHING.

CLOSE.

IT'S CHIEF CTA.

YES, SIR.

CHIEF OF WHATEVER THAT ALREADY CHIEF WOULD BE FINE.

YES, SIR.

.

UH, SO, SO I UNDERSTAND THAT YOU'VE BEEN, UH, YOU, YOU'VE BEEN UP UNDER EIGHT CHIEFS.

YOU ALLUDED TO THEREABOUT.

9, 8, 9.

I THINK CHIEF PAUL MIGHT BE NUMBER NINE.

OKAY.

OKAY.

SINCE THE 1960S, THE BATON ROUGE POLICE DEPARTMENT HAS BEEN IN A CONSENT DECREE.

ONLY RECENTLY WAS IT SETTLED? WHAT ARE YOUR PLANS TO ENSURE THAT IT DOESN'T GO BACK UNDER A FEDERAL CONSENT DECREE? YEAH, IT WAS IF FOR 38 YEARS, IT WAS UNDER, AND IF I'M NOT MISTAKEN, IN 2020 IS WHEN WE WERE REMOVED FROM IT.

RIGHT.

UM, AND THAT WAS SPECIFICALLY REGARDING HIRING PRACTICES.

AND OBVIOUSLY CONSENT DECREES CAN COME BASED UPON WHAT A A, A FEDERAL JUDGE OR, OR THE FEDS WOULD, WOULD LOOK TO WANT TO HAVE OVERSIGHT FOR.

UM, AND I THINK THAT GOES BACK TO WHAT WE TALK ABOUT REGARDING POLICY OVERSIGHT.

AND A LOT OF THAT MIGHT COME WITH THE TRANSPARENCY PIECE, WHERE YOU'RE VERY STRAIGHTFORWARD WITH WHAT YOU'RE DOING.

I THINK THAT, OH, UH, THE CONSENT DECREE WOULD COME INTO PLAY IS IF THEY FIND WRONGDOING.

AND YOU DID REALLY NOTHING TO KIND OF RECTIFY THE PROBLEM.

AGAIN, SPECIFIC, I THINK IT WAS DEALING WITH THE, UH, HIRING,

[00:45:01]

PROMOTION, RETENTION DISCIPLINE.

I REMEMBER READING IT.

I HAD A COPY OF IT.

ALL OF THOSE, THE HIRING IS WHAT STUCK OUT TO ME, SIR.

RIGHT, RIGHT.

YES SIR.

SO, SO WHAT ARE YOUR PLANS TO ENSURE THAT, YOU KNOW, DURING THE HIRING PROCESS, DURING THE RE RETENTION OF A GOOD, UH, OFFICERS, YOU KNOW, A DIVERSE, UH, DEPARTMENT, A RETENTION DISCIPLINE? BECAUSE A LOT OF TIMES I WOULD GET COMPLAINTS AS THE NAACP STATE, UH, NAACP BRANCH PRESIDENT THAT, UH, THE DISCIPLINE WAS, UM, UNEVEN.

YOU KNOW, BLACK OFFICERS WERE DISCIPLINED, HARSHER TO OPPOSED TO THEIR WHITE COUNTERPARTS.

AND SO THOSE WERE THE PARTS OF THE THINGS THAT THE CONSENT DECRE STATE HAS TO BE, UH, CLEANED UP.

AND SO WHAT DO YOU, UH, PROPOSE TO ENSURE THAT WE DON'T GO BACKWARDS AS FAR AS HIRING PRACTICES? WE GOTTA MAKE SURE THAT WE ARE HIRING, UH, ALONG THE SAME LINES AS OUR DEMOGRAPHIC WITHIN THE CITY.

UM, OUR POLICE DEPARTMENT SHOULD REFLECT WHAT OUR CITY LOOKS LIKE.

UM, AS FAR AS WHAT YOU'RE REFERENCING WITH DISCIPLINE.

UM, AND, AND I MIGHT BE STEPPING OFF INTO ANOTHER AREA, BUT, UH, I BELIEVE THAT WE SHOULD LOOK TO, UH, CHANGE DISCIPLINE IN HOW WE DO IT.

WE SHOULD ACTUALLY, UH, HAVE HALF OF OUR DISCIPLINE REVIEW BOARD BE CIVILIANS AND THE OTHER HALF BE OFFICERS, BUT THEY REPRESENT THE THREE MAJOR GROUPS AS FAR AS FOP, UNION AND MAGNOLIA HAVE ONE FROM EACH OF THOSE WITH THE CIVILIANS.

THEY CAN REVIEW THE CASES AFTER THEY'RE INVESTIGATED, MAKE RECOMMENDATIONS, BUT THE CHIEF HAS TO HAVE THE ULTIMATE SAY SO BECAUSE HE'S THE APPOINTING AUTHORITY.

ALRIGHT, MR. ? YES SIR.

WHAT DOES THE FIRST 100 DAYS LOOK LIKE AND RANK THE TOP FIVE PRIORITIES IN YOUR PROCESS FOR ACCOMPLISHING THEM? AND, AND IN WHAT I GAVE Y'ALL IS I DO HAVE A LISTING OF THE FIRST 100 DAYS.

I'VE LOOKED AT 'EM TIME AND TIME AGAIN, AND THERE'S SO MUCH INFORMATION.

UM, FIRST AND FOREMOST, I HAVE TO MEET WITH MY BOSS.

I HAVE TO MEET WITH MAYOR BROOM.

UH, WE HAVE TO, UH, BE ON THE SAME PAGE AS TO WHAT THE OBJECTIVE IS AND WHAT SHE WOULD LIKE.

I ALSO HAVE TO MEET WITH MY OFFICERS.

I HAVE TO MEET WITH THE SENIOR STAFF.

I HAVE TO MEET WITH THE METRO COUNCIL, AND I HAVE TO MAKE SURE THAT WE GET, UH, MAKE SURE THAT WE HAVE A RELATIONSHIP FROM THE BEGINNING MOVING FORWARD.

UH, YOU KNOW, 'CAUSE I KNOW AS OF LATE THERE'S BEEN A LITTLE BIT OF BACK AND FORTH WITH, UH, WITH THE CHIEF AND, AND, AND SO FORTH.

UH, I GOTTA MAKE SURE THAT I MEET WITH OFFICERS DIRECTLY IN THEIR HOME AS FAR AS THEIR DISTRICTS, BASE THEM, LOOK AT THEM, ANSWER THE HARD QUESTIONS, UH, DISPEL ANY RUMORS.

GOTTA MAKE SURE THAT MOVING FORWARD THERE'S A CLEAR UNDERSTANDING AS TO WHAT I WOULD EXPECT AND WHAT THEY WOULD EXPECT FROM ME.

UM, THERE HAS TO BE ENGAGEMENT WITH THE COMMUNITY ITSELF.

I CAN TELL YOU RIGHT NOW THAT YOU HAVE TO BE PRESENT IN THE COMMUNITY FACE-TO-FACE.

AND ON A MORE PERSONAL LEVEL IS WHERE YOU'RE GONNA GET THE BEST RESULTS.

BUT, UH, AS FAR AS, UH, IF IT NEEDS TO BE WITH, UH, A LARGER GROUP, THAT WAY YOU CAN GET THE MESSAGE OUT, THEN, THEN THAT'S FINE AS WELL.

BUT I SAID I HAVE, I HAVE SEVERAL REALLY GOOD IDEAS.

IT'S JUST, THAT'S KIND OF OFF THE TOP OF MY HEAD.

AND YOU SAID FIVE, WHAT WERE THE FIVE OTHER ONES? WHAT WERE THE TOP FIVE PRIORITIES? TOP FIVE PRIORITIES.

UM, AND THAT KIND OF TOUCHED ON THE MAJORITY OF THEM.

UH, FIRST AND FOREMOST, YOU GOTTA DEAL WITH MAKING SURE YOU START BUILDING TRUST BACK WITH THE COMMUNITY, WHICH THAT DEALS WITH THE FACE-TO-FACE INTERACTION.

YOU HAVE TO BUILD TRUST BACK WITH OFFICERS.

UM, I THINK THAT'S WHERE WE START.

AND THEN THAT ALSO IN ITSELF WILL HELP TO START BUILDING MORALE BACK.

SO.

OKAY.

AND THAT REALLY KIND OF IS WHERE MY NEXT QUESTION WAS, UH, LEADING WAS ABOUT MORALE.

UM, WE'VE HAD STORIES OF SOME BAD APPLES, UH, UH, IN THE DEPARTMENT.

UM, I'M INTERESTED IN HOW YOU WOULD PROMOTE MORALE WHILE ALSO HOLDING BAD APPLES ACCOUNTABLE.

WELL, I'LL KIND OF GO BACKWARDS.

HOLDING BAD APPLES ACCOUNTABLE, THAT'S EASY BECAUSE IF THEY'RE SHOWN TO BE INCORRECT IN WHAT THEY'VE DONE, THEN THEY'RE GONNA HAVE TO ATONE FOR WHAT THEY'VE DONE.

THEY'RE GONNA HAVE TO DEAL, BE DEALT WITH, EITHER IF IT'S AS MINOR AS A, UH, AS, AS A CORRECTION OF A VERBAL NATURE OR RETRAINING.

IF IT DEALS WITH SOMETHING AS SERIOUS AS DISCIPLINE.

AND THAT CAN GO ALL THE WAY UP TO SEPARATION FROM THE DEPARTMENT, UH, UP TO ARREST.

SO, UM, AND I CAN TELL YOU RIGHT NOW THAT NOBODY DISLIKES A BAD COP OR THAN A GOOD COP.

WE WANNA MAKE SURE, BECAUSE WE ARE OUT THERE EVERY DAY PUSHING, TRYING TO MAKE SURE THAT WHAT WE ARE DOING IS ABOVE BOARD AND STRAIGHTFORWARD.

AND THEN WE HAVE SOMEBODY COME BEHIND US AND TAKE OUR FEET OUT FROM UNDERNEATH US.

AS FAR AS MORALE GOES, I CAN TELL YOU THAT ANYTIME IN THE PAST 30 YEARS OF MY CAREER WHEN THERE'S BEEN THE ANTICIPATION OF A CHIEF LEAVING

[00:50:01]

AND LEADING UP TO THAT, A LOT OF TIMES MORALE GETS A LITTLE LOW.

PEOPLE ARE ANTICIPATING THE WORST.

SO ONCE A CHIEF IS NAMED, REGARDLESS OF WHERE THEY WOULD COME FROM OR WHO IT MIGHT BE THAT Y'ALL, YOU KNOW, CHOOSE, UH, MORALE WILL START TO IMPROVE.

AND THE BEST FEEDBACK I'VE EVER GOTTEN IS SITTING IN FRONT OF THOSE GUYS AND HAVING CONVERSATIONS BECAUSE THEY SAY THAT THEY JUST FEEL LIKE THEY'RE LEFT IN THE DARK.

SO I THINK THAT'S WHERE WE START.

YES, MA'AM.

WITHOUT DISCUSSING ANY DETAILS REGARDING THE BRAVE CAVE AND RELATED ACQUISITION, WHAT STEPS WOULD YOU TAKE TO ENSURE THAT THIS TYPE OF ALLEGED ACTIVITY WOULD NOT OCCUR? SPECIFIC CHECKS AND BALANCES.

WHAT WOULD YOU DO? I THINK MOST OF THESE INVOLVE PLAIN CLOTHES, NARCOTICS, STREET CRIMES SO FAR.

WHAT WOULD YOU DO TO ENSURE THAT THAT WOULD NOT HAPPEN AGAIN? WELL, ANYTIME WE HAVE A BREAKDOWN IN, IN THAT TYPE OF A, A SERVICE WITH THE DEPARTMENT, AND IT ENDS UP BEING KIND LIKE WHAT WE'RE DEALING WITH NOW.

AND PLEASE UNDERSTAND, I I HAVE LIMITED KNOWLEDGE, BUT IF I HAVE ANY, OBVIOUSLY I'M, I CAN'T REALLY PUSH FORTH ON THAT.

YOU HAVE TO MAKE SURE THAT YOU ADDRESS THOSE SPECIFIC ISSUES BEFORE YOU CAN START TO REBUILD THAT.

IS IT TO THE POINT WHERE, UH, YOU HAVE TO START OVER FROM GROUND ZERO WITH ALL NEW PEOPLE.

IT'S POSSIBLE.

UM, BUT YOU HAVE TO ADDRESS WHERE THE PROBLEM LIES TO START AS FAR AS HOW CAN YOU ENSURE THAT IT DOESN'T HAPPEN.

YOU HAVE TO HAVE THE RIGHT PEOPLE IN PLACE THAT HAVE THEIR EYES OPEN.

YOU HAVE TO HAVE THE PEOPLE THAT ARE OVERSEEING, PEOPLE THAT DO THAT JOB, THAT CAN MAKE SURE THAT THEY ARE LOOKING AT WHAT'S GOING ON, THEY'RE FOLLOWING BEHIND.

AND THAT THOSE PROCESSES THAT PROTECT THE DEPARTMENT, THE CITIZENS AND THE OFFICERS THEMSELVES ARE BEING FOLLOWED.

YOU GOTTA HAVE THE RIGHT CHAMPIONS.

AND I'M GONNA HAVE TO GIVE CHIEF PAUL CREDIT 'CAUSE THAT'S HIS WORD, BUT I BELIEVE IN IT.

THANK YOU.

YES.

UH, MR. CLA, UH, THIS QUESTION COMES