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MATT also discussed the role of advocacy in the new complaint process and developed several <br />recommendations for how additional, outside support could be provided to complainants. Most <br />significantly, MATT emphasized that the Human Rights Program will have a critical role in educating <br />people about the new complaint intake and review process and assuring them that their concerns will <br />be treated fairly and with due diligence. Future conversations between the Auditor’s Office and the <br />Human Rights Program were encouraged to ensure a collaborative working relationship and to create <br />mutually acceptable protocols for how advocates can assist in the new system. <br />The Police Commission discussed and provided comment on the MATT report at its April meeting. <br />Based on input received at that meeting, a reviseddraft was presented and accepted at the May Human <br />Rights Commission meeting. The commission accepted the report in June and will forward it to the <br />future police auditor. Both commissions were appreciative if the task team’s comprehensive review <br />and proposed solutions to ensure that alternative resolution was a viable option in the complaint <br />system. <br />Another oversight-related activity during this time period was the attendanceof Commissioners <br />Bettman, Brown and Ortiz at the National Association for Civilian Oversight of Law Enforcement <br />(NACOLE) conference in Miami, Florida.The NACOLE annual conference was an exceptional <br />opportunity for the commissioners to gain broader exposure to current issues in civilian oversight and <br />meet with leading experts in the field. <br />B. Model Implementation Assistance <br />With the affirmative vote of the public authorizing the City Council to hire a police auditor and appoint <br />a civilian review board, the commission offered to assist with several immediate next steps to move <br />forward with implementation of the oversight model. With Council approval, the commission <br />assembled a task team to research and compile information that could be used in the upcoming police <br />auditor recruitment process. The Auditor Recruitment Recommendations Team (ARRT) reviewed <br />recruiting materials from the cities of Boise, Denver, Portland, San Jose, and Seattle to develop <br />recommendations for a police auditor job description, and a set of candidate characteristics and <br />competencies for Council consideration. The team’s objective was to present options and/or concepts <br />for City Council to select from when finalizing the recruitment materials. In some situations, multiple <br />options were presented, with the commission identifying its preferred alternative from the options. <br />th <br />On January 18, the Police Commission met with the City Council to present the results of this effort, <br />including: <br />elements to be considered in a police auditor job description tailored to the responsibilities <br />described in the Police Commission’s recommended model; <br />recommendations for a set of personal and professional characteristics for inclusion in a <br />police auditor candidate profile; <br />an informational item briefly describing different methodologies that can be explored when <br />designing the recruitment process. <br />The City Council voted to convene an ad hoc committee to finalize the job description and candidate <br />profile, and develop other recommendations necessary to begin the recruitment process for the police <br />auditor. The Police Commission Chair servedon the ad hoc committee, as did the two Police <br />Commission Council liaisons, and commission staff helped support the group. As the work of the ad <br />Page <br /> 5 of 7 <br />2006 Police Commission Annual Report <br />