>> THE SEARCH FOR A NEW HONOLULU POLICE CHIEF HAS DRAGGED ON FOR NEARLY A YEAR.

A MAINLAND CONSULTANT HAS NARROWED THE FIELD.

BUT BEFORE A NEW CHIEF IS NAMED BY THE HONOLULU POLICE COMMISSION, THE FINALISTS WILL HAVE TO ANSWER QUESTIONS FROM THE PUBLIC.

PBS HAWAI'I IS HOSTING THE ONLY LIVE TELEVISED CONVERSATION WITH THE HONOLULU POLICE CHIEF FINALISTS.

TONIGHT'S LIVE BROADCAST AND LIVESTREAM OF INSIGHTS ON PBS HAWAI'I START NOW.

>> ALOHA AND WELCOME TO INSIGHTS ON PBS HAWAI'I...I'M YUNJI DE NIES.

IN RECENT YEARS, THE HONOLULU POLICE DEPARTMENT HAS BEEN PLAGUED WITH SCANDAL FOLLOWING THE CONVICTION OF FORMER CHIEF LOUIS KEALOHA FOR CONSPIRACY AND OBSTRUCTION.

THE FALLOUT FROM THE CORRUPTION CASE IS STILL ON-GOING AND THE POLICE DEPARTMENT ITSELF HAS BEEN STRUGGLING TO REPAIR ITS REPUTATION.

MEANWHILE, IN APRIL OF 2021, THEN HONOLULU POLICE CHIEF SUSAN BALLARD ANNOUNCED THAT SHE WOULD BE STEPPING DOWN.

SHE SAID SHE NO LONGER HAD THE TRUST OR SUPPORT OF THE HONOLULU POLICE COMMISSION AFTER RECEIVING LOW MARKS FOR LEADERSHIP AND MANAGEMENT IN HER ANNUAL REVIEW.

FOR NEARLY A YEAR, THE SEARCH HAS BEEN ON FOR A NEW HPD CHIEF.

AFTER A LONG PROCESS, FOUR MEN HAVE ADVANCED TO THE FINAL ROUND AFTER MULTIPLE ORAL AND WRITTEN EXERCISES.

TONIGHT, YOU'LL GET TO HEAR FROM EACH OF THEM BEFORE A SELECTION IS MADE BY THE HONOLULU POLICE COMMISSION.

WE LOOK FORWARD TO YOUR PARTICIPATION IN TONIGHT'S SHOW.

YOU CAN EMAIL OR CALL IN YOUR QUESTIONS.

AND YOU'LL FIND A LIVE STREAM OF THIS PROGRAM AT PBSHAWAII.ORG AND THE PBS HAWAII FACEBOOK PAGE.

NOW, TO OUR GUESTS.

THE ORDER OF INTRODUCTION WAS DETERMINED BY A RANDOM DRAWING.

AFTER 26-YEARS OF SERVICE WITH THE NEW JERSEY STATE POLICE, SCOTT EBNER RETIRED IN MARCH AS A LIEUTENANT COLONEL.

HE SERVED IN NUMEROUS EXECUTIVE LEADERSHIP POSITIONS INCLUDING CHIEF OF STAFF AND DEPUTY SUPERINTENDENT OF INVESTIGATIONS.

MR. EBNER WAS ALSO AN OFFICER WITH THE CAPE CORAL POLICE DEPARTMENT IN FLORIDA.

HE HOLDS DEGREES IN HUMAN RESOURCES MANAGEMENT, TRAINING AND CRIMINAL JUSTICE.

MR. EBNER LIVES IN NEW JERSEY WITH HIS WIFE, SON AND DAUGHTER.

RETIRED MAJOR GENERAL ARTHUR "JOE" LOGAN IS A CRIMINAL INVESTIGATOR WITH THE STATE ATTORNEY GENERAL'S OFFICE.

HE SERVED AS THE ADJUTANT GENERAL AND DIRECTOR OF THE STATE DEPARTMENT OF DEFENSE.

IN ADDITION TO HIS MILITARY CAREER, MR. LOGAN SERVED 20 YEARS IN THE HONOLULU POLICE DEPARTMENT.

MR. LOGAN AND HIS FAMILY MOVED TO HAWAI'I IN 1972 WHERE HE ATTENDED SAINT LOUIS HIGH SCHOOL.

HE HAS DEGREES IN JUSTICE ADMINISTRATION AND MANAGEMENT AND STRATEGIC STUDIES.

MAJOR BEN MOSZKOWICZ HAS BEEN WITH THE HONOLULU POLICE DEPARTMENT FOR MORE THAN TWO DECADES.

HE'S CURRENTLY ASSIGNED TO THE TRAFFIC DIVISION AND HAS ALSO LED THE CRIMINAL INVESTIGATION, HUMAN RESOURCES AND INFORMATION TECHNOLOGY DIVISIONS.

HE HAS THE UNIQUE DISTINCTION OF HAVING WORKED IN EVERY BUREAU IN THE DEPARTMENT.

MAJOR MOSZKOWICZ MOVED TO HAWAI'I WHEN HE WAS IN COLLEGE AND HOLDS DEGREES IN PUBLIC ADMINISTRATION AND LAW ENFORCEMENT AND PUBLIC SAFETY LEADERSHIP.

AND MAJOR MIKE LAMBERT HAS 19-YEARS OF SERVICE WITH THE HONOLULU POLICE DEPARTMENT.

HE'S HAD VARIOUS ASSIGNMENTS INCLUDING NARCOTICS VICE DIVISION, COMMUNITY OUTREACH UNIT AND IS CURRENTLY THE TRAINING DIVISION COMMANDER.

MAJOR LAMBERT HAS PROVIDED INVESTIGATIVE AND TRAINING ASSISTANCE TO OTHER FEDERAL, STATE AND CITY AGENCIES.

HE A KAMEHAMEHA SCHOOLS GRADUATE AND HOLDS A DEGREE IN PUBLIC ADMINISTRATION WITH A JUSTICE CONCENTRATION.

YOU GUYS ARE ALL VERY WELL ACCOMPLISHED, AND WE APPRECIATE ALL OF YOU FOR BEING HERE TONIGHT.

WHAT'S SO UNIQUE ABOUT THIS OPPORTUNITY IS THAT THE PUBLIC HAS NOT HAD AN OPPORTUNITY TO SEE OR HEAR FROM YOU UP UNTIL THIS POINT.

I'D LIKE TO START WITH YOU.

WHAT WOULD YOU LIKE TO TELL THE PUBLIC ABOUT YOURSELF AND WHY YOU WOULD LIKE TO HOLD THIS POSITION?

>> FIRST OF ALL, THANK YOU FOR HAVING ME.

IT'S A HONOR TO BE HERE, AND IT'S HUMBLING TO BE HERE WITH THE OTHER THREE CANDIDATES.

HAWAI'I HAS HAD A DEAR PLACE IN MY HEART SINCE MY HONEYMOON IN 1998 WHEN I CAME HERE WITH MY WIFE.

I HAVE FRIENDS THAT LIVE HERE THAT HAVE BEEN HERE FOR A WHILE AND I'VE TRAVELED OUT HERE.

I'VE BEEN HERE THE PAST MONTH FOR THIS PROCESS.

THIS PROCESS WAS LONG, AS YOU KNOW.

IT'S BEEN A YEAR, BUT I THINK MY CAREER OF EXPERIENCES PLAY REALLY WELL INTO THIS DEPARTMENT.

I'VE BEEN A PART OF AN AGENCY THAT'S OVER 4,000 MEMBERS.

3,000 SWORN AND 1200 CIVILIAN.

I'VE HAD THE HIGHEST LEVELS OF COMMAND IN THOSE AREAS, INCLUDING CHIEF OF STAFF FOR TWO YEARS, DEPUTY SUPERINTENDENT.

I WAS ACTUALLY THE DIRECTOR OF -- CENTER IN NEW JERSEY FOR A FEW YEARS.

ALL THESE PLAY WELL TO THE OUTLINE OF HOW THE HONOLULU POLICE DEPARTMENT NEEDS TO MOVE FORWARD.

IT'S A LARGE AGENCY.

IT'S A VERY BIG CITY.

NEW JERSEY IS ONE OF THE MOST POPULATED STATES IN THE COUNTRY.

THERE'S OVER 9 MILLION PEOPLE IN THAT SMALL STATE, AND I THINK MY EXPERIENCES, I KNOW, WILL HELP ME BECOME A REALLY GOOD CHIEF HERE.

THE SUPPORT OF THE MEMBERS, I THINK, IS SOMETHING YOU HAVE TO BALANCE.

THE MORALE OF THE MEMBERS, AS WELL THE PUBLIC.

THIS IS SOMETHING A POLICE CHIEF AND AGENCY HAS TO DO ON A DAILY BASIS.

IT'S EXTREMELY IMPORTANT.

I KNOW WITH MY EXPERIENCE, I CAN DO THAT.

>> MR. LAMBERT, WHAT WOULD YOU SAY TO THE PUBLIC ABOUT WHY ARE YOU BEST SUITED FOR THIS JOB?

>> I THINK I HAVE THE BEST BLEND OF NEW AND OLD.

I'M A SECOND GENERATION OFFICE.

I GET A LOT OF GUIDANCE FROM MY DAD FROM THE '80s AND '90s.

I THINK I CONNECT BEST WITH THE YOUNGER GENERATION MILLENNIALS AS FAR AS I'M NOT TOO FAR GONE FROM THEIR GENERATION TO WHERE I CAN UNDERSTAND TECHNOLOGY, I CAN UNDERSTAND ELECTRONICS.

I CAN UNDERSTAND THE FACT THAT THEY HAVE A DIFFERENT OUTLOOK ON LIFE IN GENERAL, AND I FEEL LIKE I WOULD BE A GREAT REPRESENTATIVE TO THE YOUNGER GENERATION.

SAYING YOU DON'T HAVE TO BE 50, 60 YEARS OLD BEFORE YOU CAN HOLD HIGH LEVEL POSITIONS.

I THINK THAT'S INSPIRING TO INDIVIDUALS HERE IN HONOLULU.

ESPECIALLY WHEN YOU'RE LOSING OPPORTUNITIES TO PEOPLE THAT MAYBE HAVE DIFFERENT INTERESTS IN COMING TO HONOLULU.

AND I MEAN THAT VERY RESPECTFULLY, BUT IT'S ONE OF THOSE THINGS WHERE, FOR ME, I DON'T KNOW ANYTHING ELSE.

I DON'T KNOW ANYWHERE ELSE.

I'VE NEVER LIVED ANYWHERE ELSE.

I DON'T INTEND TO LIVE ANYWHERE ELSE.

AND FOR ME TO BE CHIEF OF POLICE WOULD BE SUCH AN HONOR, TO BRING SAFETY TO THE COMMUNITY AND TO THE NEXT GENERATION.

I WANT TO RAISE MY GRANDKIDS HERE, AND I WANT THEM TO RAISE THEIR KIDS HERE.

AND THERE'S ONLY ONE WAY I CAN DO THAT, IS TO ENSURE THEY HAVE A SAFE ENVIRONMENT.

THE COST OF LIVING HERE IS SO RIDICULOUS.

THE ONLY REASON PEOPLE STAY IS BECAUSE IT'S SAFE.

AND AS CHIEF OF POLICE, I WILL HAVE ABSOLUTE CONTROL OF THAT.

>>Yunji: MR. LOGAN, WHAT WOULD YOU LIKE TO SEE TO THE PUBLIC TONIGHT ABOUT WHY YOU'RE PURSUING THIS JOB?

>> I LEFT THE POLICE DEPARTMENT ABOUT 20 SOMETHING YEARS AGO, AND I'D LIKE TO COME BACK TO THE POLICE DEPARTMENT AND FINISH MY CAREER THE WAY I STARTED.

I COME TO AN ORGANIZATION WHERE MY GRANDFATHER WAS A POLICE OFFICER IN NEW YORK.

I HAVE TWO UNCLES THAT WERE POLICE OFFICERS ON THE MAINLAND.

I HAVE TWO BROTHERS THAT WERE MEMBERS OF HONOLULU POLICE DEPARTMENT.

THE POLICE DEPARTMENT IS THE FABRIC OF WHAT THE LOGAN FAMILY STANDS FOR.

AND SO FOR ME TO BE AN OPPORTUNITIES TO COME BACK AS POLICE CHIEF, I WALK INTO THE JOB OF FIVE YEARS OF SENIOR MANAGEMENT LEVEL EXPERIENCE, RUNNING THE STATE DEPARTMENT OF DEFENSE.

I HAVE THAT TRAINING AND EXPERIENCE.

I HAVE THE KNOWLEDGE BASE THAT'S REQUIRED TO DO THAT.

I THINK I'M MORE THAN PREPARED TO TAKE OVER THE ORGANIZATION RIGHT FROM THE GET-GO.

I'VE IDENTIFIED SOME ISSUES AND THINGS THAT NEED TO BE FIXED RIGHT AWAY.

AS YOU MENTIONED EARLIER IN YOUR OPENING STATEMENT, THERE IS SOME CHAOS THAT HAPPENED BETWEEN PREVIOUS CHIEFS THAT HAVE CREATED SOME THINGS IN THE DEPARTMENT THAT THE DEPARTMENT NEEDS TO HEAL FROM.

SO THAT'S THE IMMEDIATE NATURE OF MY BUSINESS, IS TO FIX THAT HEALING AND GET THE DEPARTMENT'S TRUST BACK WITH THE COMMUNITY AS SOON AS POSSIBLE.

TO DO THAT, I THINK THE LEADERSHIP AND CHIEF NEED TO BE OUT IN THE COMMUNITY EVERY DAY.

MEETING WITH THE COMMUNITY, MEETING WITH BUSINESS LEADERS AND REENGAGING SO THAT REPUTATION AND THAT TRUST IS REBUILT AGAIN.

>>Yunji: MR. MOSZKOWICZ, WHAT WOULD YOU LIKE TO SAY TO THE PUBLIC TONIGHT?

>> I WANT TO SAY THANK YOU.

THANK YOU TO YOU AND THANKS PBS FOR HOSTING THIS.

I'M SURE IT WILL COME OUT LATER, I'VE BEEN COMMUTING BACK AND FORTH FROM ARLINGTON, VIRGINIA, THE LAST COUPLE WEEKS FOR THE PROCESS AND HAD THE REALLY UNIQUE OPPORTUNITY TO BE AT FBI NATIONAL ACADEMY RIGHT NOW.

THAT'S GIVEN ME A TREMENDOUS INSIGHT, MIND THE PUN, INTO LIKE VIEWPOINTS FROM LAW ENFORCEMENT FROM AROUND THE WORLD.

WHEN I TALK ABOUT THE SELECTION PROCESS AND WHAT WE'RE GOING THROUGH, I -- TO A PERSON, NO ONE HAS TOLD ME OR BROUGHT UP THEY'VE SEEN A PUBLIC CALL-IN TALK SHOW WHERE THE PUBLIC CAN WEIGH IN AND SEE WHAT PEOPLE ARE LIKE AND MEET CANDIDATES.

I COULD GO OVER A LOT OF MY PROFESSIONAL EXPERIENCE.

I'M SURE WE'LL TOUCH ON THAT LATER, BUT I REALLY FEEL, FOR ME, THE REASON IS, I WENT THROUGH A MASTERS DEGREE VERY RECENTLY AT UNIVERSITY OF SAN DIEGO, AND A LOT OF DIFFERENT PIECES OF MY CAREER AND MY KIND OF MORALS AND VIRTUES AND THE PROGRAM COALESCED INTO THIS VISION OF I HAVE THE OPPORTUNITY AND THE TIMING IS RIGHT.

AND I HAVE THE LEADERSHIP SKILLS.

I THINK I HAVE A LOT OF GREAT IDEAS THAT WILL HELP THE DEPARTMENT MOVE FORWARD.

>>Yunji: YOU MENTIONED THE PUBLIC HAS BEEN PARTICIPATING IN THIS FORUM.

YOU GUYS HAVE ALREADY, AND PLEASE KEEP THESE QUESTIONS COMING THROUGH WHATEVER MEDIUM YOU PREFER.

WE'VE GOT DOZENS OF QUESTIONS, AND I WANT TO GET TO THEM.

THERE WAS AN ARTICLE IN THE STAR ADVERTISER EARLIER THIS WEEK THAT CRIME IN HONOLULU SPECIFICALLY ON A THREE YEAR HIGH.

MR. EBNER, CLAYTON WRITES, HOW WILL YOU REDUCE CRIME WHEN YOUR POLICE DEPARTMENT IS DEALING WITH A PERSONNEL SHORTAGE?

KAREN FROM WAIPAHU SAYS, WHAT IS THE SHORT AND LONG-TERM PLAN FOR CRIME IN HAWAI'I, ESPECIALLY DRUG DEALERS?

>> THANK YOU FOR THAT QUESTION, YUNJI.

I THINK IT'S IMPORTANT TO UNDERSTAND THAT'S A TWOFOLD QUESTION.

I THINK IMMEDIATELY YOU HAVE TO REASSESS AND REEVALUATE WHERE YOUR PERSONNEL ARE GOING TO BE ASSIGNED TO, TO ADDRESS THE NEEDS.

OBVIOUSLY, PATROL AND OPERATIONS IS THE BACKBONE OF ANY AGENCY.

I KNOW THAT WERE 30 YEARS OF EXPERIENCE.

THAT'S WHAT I WOULD DO IMMEDIATELY.

I WOULD ASSESS THE DEPARTMENT BUT AT THE SAME TIME, I WOULD BOLSTER -- I WOULD DO A CAMPAIGN BLITZ TO ACTUALLY RECRUIT AND HIRE AND RETAIN OFFICERS, NEW FROM WITHIN THE ISLAND, OFF THE ISLAND BUT ALSO LATERAL OFFICERS.

YOU HAVE TO DO BOTH.

IT'S IMPOSSIBLE TO MAKE UP FOR THREE HUNDRED PLUS OFFICERS THAT YOU'RE DOWN AND NOT BE ABLE TO PRIORITIZE WHERE YOU NEED TO ASSIGN PERSONNEL, AND I THINK THAT'S WHERE I WOULD START.

AND BASED ON MY EXPERIENCE, I WOULD REALLY HOLD SUPERVISORS AND COMMAND ACCOUNTABLE.

THEY NEED TO BE HELD ACCOUNTABLE AND KNOW THAT IN THEIR AREA OF RESPONSIBILITY, THEY'RE RESPONSIBLE FOR IT.

WE NEED TO MAKE SURE THAT US AS COMMANDERS, WHOEVER IS CHIEF, WILL GET THEM EVERYTHING TO ACCOMPLISH THAT.

THAT'S WHAT I WOULD DO.

I WOULD PRIORITIZE AND MOVE PEOPLE PROBABLY FROM DIFFERENT SPECIALTY AREAS TO PATROL AND OPERATIONS IMMEDIATELY.

WE CAN'T HAVE OFFICERS WORKING NONSTOP OVERTIME TO SUPPLEMENT THE ROAD.

IT'S NOT FAIR.

THEIR HEALTH AND WELLNESS IS EXTREMELY IMPORTANT.

>>Yunji: MR. LAMBERT, HOW WOULD YOU ADDRESS THESE CRIME QUESTIONS?

>> SO AS FAR AS RISE IN CRIME GOES, SOMETIMES WE THROW OUT DATA POINTS AND WE'RE VERY INSENSITIVE TO THE FACT THAT THE DEPARTMENT TRIES TO DEFEND IT AND SAY IT'S NOT THAT BAD.

ASK SOMEBODY WHO'S MAKING UP THOSE NUMBERS.

IF YOU'RE ONE OF THOSE PEOPLE THAT YOU LOST SOMEONE TO HOMICIDE, IF YOU'VE BEEN RAPED, IF YOU'VE BEEN ROBBED, HEARING IT'S NOT THAT BAD IS NOT WHAT THEY WANT TO HEAR.

I DON'T CARE WHAT THE NUMBERS ARE, WE CAN ALWAYS IMPROVE.

FOR ME, VIOLENT CRIME WOULD BE ALWAYS AT THE TOP.

EVERYONE THAT'S WATCHING THAT KNOWS ME KNOWS I'M BIG ON DIVERSION AT THE BOTTOM FOR LOW LEVEL CRIMES.

TO BE CLEAR, AT THE TOP, PEOPLE NEED TO BE HELD ACCOUNTABLE.

PEOPLE NEED TO GO TO JAIL.

AND IN REGARDS TO RECRUITMENT, I THINK THAT YOU'VE GOT TO HAVE SHORT TERM AND LONG-TERM PLANS.

BIGGEST THING HINDERING PEOPLE FROM JOINING HPD IS WE LACK LEGITIMACY.

WHO WANTS TO WORK FOR AN AGENCY THAT IS PERCEIVED TO BE CORRUPT?

WHO WANTS TO WORK FOR AN AGENCY THAT HAS RAMPANT NEPOTISM?

WHO WANTS TO WORK FOR AN AGENCY THAT YOU WON'T GET IN TROUBLE IF YOU KNOW SOMEONE.

NOBODY DOES.

SO FOR ME, AS CHIEF OF POLICE, I NEED TO RESTORE LEGITIMACY TO THE AGENCY.

I NEED TO MAKE IT WHERE PEOPLE ARE PROUD TO WORK HERE AND NOT JUST WAITING FOR THEIR 25 AND OUT.

WHEN I DO THAT, PEOPLE WILL APPLY FOR THIS JOB.

AGAIN, YOU'VE GOT TO HAVE SHORT TERM, LONG TERM.

YOU HAVE TO HAVE THE ABILITY AND COURAGE.

LIKE LIEUTENANT COLONIAL EBNER SAID, IS TO TAKE WAY FROM THE DIVISIONS THAT AREN'T QUITE NECESSARY RIGHT NOW AND PUT THEM INTO PATROL.

NOW, THERE'S GOING TO BE PEOPLE THAT ARE GOING TO BE UPSET WITH ME ON THAT.

IT'S ONE OF THOSE THINGS WHERE I'M GOING TO HAVE FRIENDS THAT WORKED VERY HARD TO GET INTO THESE NICE TO HAVE POSITIONS, AND I'M GOING TO TAKE THAT AWAY FROM THEM.

AT THE END OF THE DAY, MY JOB IS RESTORE PUBLIC SAFETY, RESTORE PUBLIC TRUST AND IT'S NOT MY PERSONAL CLUB.

MEANING THAT IF I LEAVE HERE WITH NOTHING MORE THAN MY INTEGRITY AND NO FRIENDS BECAUSE I HAD TO MAKE TOUGH DECISIONS, SO BE IT.

I'LL GO BACK TO MY FAMILY.

I'LL HAVE MY KIDS AND HOPEFULLY I'LL BE REMEMBERED AS ONE OF THE BEST CHIEFS HONOLULU EVER HAD.

>> MR. LOGAN, HOW WOULD YOU ADDRESS THE RISE IN CRIME?

>> I THANK CLAYTON AND KAREN FOR THAT QUESTION, RISE IN CRIME IS SOMETHING THE DEPARTMENT NEEDS TO PAY ATTENDANCE TO.

GOING TO WHAT SCOTT AND MIKE SAID, WE NEED TO RE-PRIORITIZE WHERE THE MANPOWER IS GOING TO GO.

WE'RE SHORT 350 PEOPLE.

LET'S RELOOK WHERE THE PATROL IS, THE SOURCE OF ENERGY FOR THE POLICE DEPARTMENT, THAT'S WHAT WE IN THE MILITARY CALL CENTER OF GRAVITY.

THAT'S WHERE PATROL, THAT'S WHERE MANPOWER SHOULD BE, FOCUS ON THERE.

THEY'RE THE ONES BACKING UP PATROL.

WE DO THAT, THAT'S WHERE WE PUT THE MANPOWER WHILE WE'RE RECRUITING AND FINDING OFFICERS, WHETHER WE CAN LATERAL PEOPLE FROM THE MAINLAND.

THERE'S LOCAL PEOPLE THAT WORK IN POLICE DEPARTMENTS ACROSS THE UNITED STATES THAT WANT TO COME BACK TO HAWAI'I.

WHAT BETTER WAY THAN TO HAVE THEM COME BACK TO THE POLICE DEPARTMENT.

IT'S A WAY TO FILL THOSE VACANCIES.

TO GET AFTER THE HIGH CRIME RATE, IDENTITY IN THE PATROL AND INVESTIGATIVE UNIT, CREATE TASK FORCES.

TO GET TECHNOLOGY TOGETHER WITH COMPUTER SCIENCE TO MODEL WHERE CRIME IS.

IDENTIFY WHERE CRIME TRENDS ARE, AND BE ABLE TO SEND PEOPLE WITH THOSE TASK FORCES TO THOSE HIGH CRIME AREA SO WE CAN HAVE A WAY TO REDUCE THE CRIME.

WE NEED TO DO IT PROACTIVELY, NOT REACTIVELY.

IF THEY'RE PATROLLING WITH THEIR LIGHTS ON, PEOPLE CAN SEE THAT MAY DETER A CRIME.

IT MAY NOT STOP ALL CRIME.

IF IT DETERS ONE CRIME, THAT'S WELL WORTH THE TIME AND EFFORT.

WITH THE TASK FORCES, YOU HAVE MAYBE PLAINCLOTHES OFFICERS OUT AND ABOUT IN THE ARE THAT ARE MONITORING THOSE TROUBLE SPOTS OR HOT SPOTS.

AND THEY CAN TAKE CARE OF THE SITUATIONS THAT ARISE FROM THERE.

>>Yunji: MR. MOSZKOWICZ, WHAT DO YOU THINK?

HOW DO WE BEST REDUCE CRIME?

>> TWO THINGS.

FIRST OF ALL, ANYBODY WHO WATCHED THE NEWS THIS MORNING WOKE UP TO ANOTHER SHOOTING AT ANOTHER WELL-KNOWN GAME ROOM THAT'S RUNNING -- CRIME IS RUNNING RAMPANT.

IT'S TOTALLY UNACCEPTABLE.

WE NEED TO REFOCUS OUR EFFORTS.

MUCH AS THESE OTHER GUYS HAVE SAID WE NEED TO REFOCUS OUR EFFORTS ON STOPPING THOSE.

THAT'S VERY LOW-HANGING FRUIT FOR US.

YOU WANT TO TALK ABOUT ONE OF THE DIRTY SECRETS OF HPD, WE HAVE OVER A HUNDRED OFFICERS ASSIGNED TO VARIOUS PLACES THROUGHOUT THE DEPARTMENT WHO ARE ON LONG-TERM SPECIAL ASSIGNMENTS.

MAYBE YOU'RE ASSIGNED TO PATROL A KALIHI AREA.

YOUR SPECIFIC SKILLS ARE NEEDED SOMEWHERE ELSE IN THE DEPARTMENT.

SO YOUR BODY IS NOT WORKING IN PATROL IN KALIHI, BUT YOUR POSITION IS ASSIGNED TO KALIHI.

THAT DOESN'T CREATE A VACANCY.

IT DOESN'T GIVE US AN OPPORTUNITY TO FILL THAT SPOT.

SO WE TALK ABOUT VACANCIES.

THE PROBLEMS ARE MUCH WORSE BECAUSE OF THIS GIGANTIC ENTANGLED MESS OF SPECIAL ASSIGNMENTS.

WITHIN THE FIRST 30 DAYS OF MY ADMINISTRATION, WE'RE GOING TO EVALUATE EVERY SINGLE ONE OF THOSE AND GET PEOPLE BACK ON THE STREETS.

THEY CAN HAPPEN WITHIN DAYS.

WE HAVE AN ALTERNATIVE CALL SERVICE, AN ACS SECTION.

WE HAVE SEVERAL FULL-DUTY STATUS OFFICERS SITTING IN A ROOM TAKING CALLS.

I WOULD MUCH RATHER HAVE THEM DRIVING AROUND THE NEIGHBORHOOD, AND IF YOU WANT TO CALL AND HAVE THEM TAKE A REPORT, THEN THEY CAN COME TO YOUR HOUSE.

MUCH TO JOE'S POINT, I'D RATHER HAVE A POLICE CAR SITTING IN FRONT OF YOUR HOUSE WHILE AN OFFICER TAKES A REPORT THAN HAVE YOU SUBMIT SOMETHING ONLINE.

DON'T GET ME WRONG.

THERE'S AN AREA FOR ORGANIZATIONAL EFFICIENCY AND GETTING THINGS PROCESSED EFFICIENTLY, BUT I WOULD MUCH RATHER HAVE A BUNCH OF OFFICERS ON THE ROAD.

WHEN IT COMES TO RECRUITING AND RETENTION, I VIEW THAT AS A DIFFERENT ISSUE.

MIKE AND I GET ALONG WELL, BUT WE HAVE DIFFERENT VIEWPOINTS.

I THINK PEOPLE ARE PROUD TO WORK AT HPD.

I'M PROUD TO BE AN HPD OFFICER.

I THINK WE NEED TO FIGURE OUT WHAT DRIVES AND MOTIVATES PEOPLE AND WHERE THEIR PRIDE IN HPD LIES AND CAPITALIZE ON THAT.

THAT'S A HUGE OPPORTUNITY TO FIND OUT WHY PEOPLE WORK FOR HPD AND TO DEVELOP THAT INTO A CAMPAIGN.

ALSO, FROM RECRUITING AND RETENTION POINT OF VIEW, ATTRITION SHOULD NOT BE THE MISSION AT THE ACADEMY.

BRING IN A LARGE GROUP OF PEOPLE WHO MAY HAVE DEFERRING ABILITIES.

GOING TO FBI EXPERIENCE, THEY BRING IN 180, 190 RECRUITS AND GRADUATE 95%, 98% OF THE RECRUITS.

WHETHER WE'RE PICKING THE WRONG PEOPLE, I DON'T KNOW.

ATTRITION HAS TO NOT BE THE MISSION.

TAKE AND DEVELOP PEOPLE WHO ARE QUALIFIED AND GET THEM INTEGRATED IN THE ORGANIZATION.

MAYBE TAKE YOUNG PEOPLE.

MAYBE 18, 19, 20 YEARS OLD FRESH OUT OF HIGH SCHOOL RATHER THAN HAVE JOE RECRUIT THEM AND GO TO THE GUARD OR ARMY OR NAVY.

I WOULD RATHER BRING THEM TO POLICE DEPARTMENT.

KEEP THEN OUT OF TROUBLE.

TEACH THEM REAL LIFE JOB SKILLS.

WHEN THEY TURN 21, BACKGROUND IS DONE.

IF THEY WANT TO JOIN THE POLICE DEPARTMENT AS A SWORN OFFICER, IT'S A MUCH EASIER PROCESS TO START FILLING SPOTS.

THE NUMBER OF VACANCIES IS A LAGGING INDICATOR FROM THESE ISSUES.

>>Yunji: ALL FOUR OF YOU MENTIONED RECRUITMENT.

WE'LL START WITH YOU.

YOU DID MENTION A VARIETY OF WAYS PERHAPS WE CAN BOOST THE NUMBER OF RECRUITS.

WHY DO YOU THINK THESE NUMBERS HAVE GOTTEN TO WHERE THEY ARE?

WHY HAVE WE GOTTEN TO 300 OFFICERS SHORT?

WHAT CAN WE DO?

>> IT'S NOT AN EASY PROBLEM.

ACROSS THE NATION, AGENCIES ARE DOWN 20, 30, 40%.

MAUI'S SHORT ONE HUNDRED SWORN OFFICERS.

THEY ONLY HAVE 300, 400 OFFICERS TO BEGIN WITH.

THEIR PROBLEM IS MUCH WORSE THAN OURS.

PART OF IT IS CONNECTING WITH APPLICANTS.

CONNECTING WITH RECRUITS.

YES, IT'S IMPORTANT FOR DIFFERENT GENERATIONS TO EMPHASIZE DIFFERENT THINGS.

HUGE BENEFITS, AMAZING RETIREMENT WE RECEIVE AS PART OF OUR PROFESSION MIGHT HAVE INFLUENCED ME OR OTHER CANDIDATES, BUT THAT MIGHT NOT BE AN INFLUENCE FOR PEOPLE APPLYING TODAY.

IT'S IMPORTANT WE UNDERSTAND WHY PEOPLE ENJOY BEING A POLICE OFFICER AND WE TRANSLATE THAT INTO SOMETHING PEOPLE WILL GET.

>>Yunji: MR. EBNER, HOW DO YOU THINK WE FILL THOSE THREE HUNDRED PLUS SEATS?

>> THAT DIDN'T HAPPEN OVERNIGHT.

THAT WAS A FAILURE BY LEADERSHIP THAT BROUGHT US TO THIS POINT.

IF I'M CHIEF, WE'RE GOING TO RECTIFY THAT.

IT'S GOING TO TAKE A COUPLE YEARS, BUT I WILL LEAVE IT BETTER THAN I FOUND IT.

IN FIVE, SEVEN, TEN YEARS FROM NOW, THIS WILL NOT BE A PROBLEM.

THE PROBLEM IS RIGHT NOW, YOU HAVE SOCIAL ISSUES, BUT PEOPLE THAT FEEL LIKE IS THIS THE PROFESSION YOU WANT TO GO IN?

IF YOU LOOK AT NUMBERS AT ANY AGENCY ACROSS THE COUNTRY, THEY'RE DOWN FOR PEOPLE APPLYING INTO THIS LINE OF WORK.

THIS IS ONE OF THE MOST NOBLE PROFESSIONS IN THE WORLD.

YOU'LL PUT YOUR LINE ON THE LINE FOR A STRANGER.

THAT'S HOW WE ARE.

AND THAT'S WHAT POLICE OFFICERS ARE.

IT'S AN EXTREMELY NOBLE PROFESSION, NOT EVERYONE'S BUT OUT TO DO IT.

PEOPLE WHO ARE, WE NEED TO LET THEM KNOW.

ESPECIALLY OFFICER HERE NOW, YOU MATTER.

YOU COUNT.

YOU'RE VERY IMPORTANT TO US.

THERE'S GOING TO BE NEGATIVE PRESS NOW AND THEN, BUT YOU'RE GOING TO HAVE SOMEBODY LIKE MYSELF WHO WILL HAVE YOUR BACK.

WILL TELL THE PUBLIC THE TRUTH AND WE CAN RECRUIT BASED ON THAT.

USE ALL THE OFFICERS THAT ARE HERE, LIKE BEN WAS SAYING, THAT ARE PROUD.

THERE ARE PEOPLE WHO ARE A NEGATIVE FEW PERCENTAGE THAT WILL TALK THE LOUDEST.

WE CAN USE SOCIAL MEDIA, ADVERTISING CAMPAIGN AND GET THIS MESSAGE OUT.

THIS IS A GREAT PLACE TO COME AND WORK.

THAT'S WHY I WOULD WANT TO BE HERE.

I WOULD MAKE SURE PEOPLE WILL WANT TO COME HERE.

YOU COULD ATTRACT PEOPLE FROM COMMUNITY COLLEGES MILITARY IS A GREAT PLACE TO ATTRACT.

ON OAHU WHAT BETTER PLACE TO LOOK FOR PEOPLE THAN THE MILITARY.

THERE'S AN UNTAPPED RESOURCE WE COULD HIT, AND I WOULD LOVE TO BE PART OF THAT.

>>Yunji: I WOULD LOVE TO GET YOUR THOUGHTS ON THIS.

>> EXACTLY WHAT BEN AND SCOTT ARE SAYING.

WE USED TO HAVE THE CADET PROGRAM.

YOU WOULD CATCH 18 YEAR OLDS, THE 17 YEARS OLDS OUT OF HIGH SCHOOL.

THEY PASS THE TEST.

YOU BRING THEM INTO THE DEPARTMENT AS A YOUNG CADET.

THEY WEAR A DIFFERENT COLOR UNIFORM.

THEY'RE RUNNING AROUND HELPING COMMANDERS DO ODD JOBS.

AS SOON AS THEY'RE OLD ENOUGH, RECRUITS, PUT THEM IN.

BEING A GUARDSMAN OR IN THE MILITARY IS A WONDERFUL WAY TO SURVIVE IN HAWAI'I.

THERE'S A WAY THAT -- IN HAWAI'I WE NEED TO RECRUIT FROM WITHIN.

THE RECRUITING POOL IS DIFFICULT BECAUSE IT'S SMALL.

18 AND 24-YEAR-OLDS, THAT YOU WANT IN THE POLICE DEPARTMENT, YOU'RE COMPETING AGAINST MILITARY, AGAINST COLLEGE AND OTHER VENUES AND SPORTS, PEOPLE THAT WANT TO BRING KIDS TO THE MAINLAND.

WE'RE ALL VYING FOR THE SAME PEOPLE.

SO THAT POOL GETS NARROW AND SMALLER.

AND THE RIGORS OF JOINING THE POLICE DEPARTMENT AND PASSING PHYSICAL AGILITY TEST AND PSYCHOLOGICAL TEST AND PASSING THE POLYGRAPHER.

MAYBE WE NEED TO LOOK AT THAT.

NOT TO REDUCE STANDARDS BUT MAYBE TAKE A LOOK AT THE STANDARDS TO SEE HOW WE CAN STRETCH THINGS TO ALLOW TO GET MORE PEOPLE INTO THE DEPARTMENT.

ONCE THEY GET IN, WE ASSESS WHETHER THEY BELONG OR NOT.

AS SCOTT SAID, NOT EVERYBODY CAN BE A POLICE OFFICER.

IT'S NOT A CAREER FIELD THAT EVERYONE WANTS TO BE IN.

THOSE THAT COME IN KNOW THEY'RE GOING TO BE HERE 25, 30 YEARS.

IT'S LIKE BEING A DOCTOR OR LAWYER OR PLUMBER, FOR THAT MATTER.

YOU'RE GOING TO DO THIS FOR THE LONG HAUL.

YOU'VE GOT TO TAKE PRIDE IN THAT.

IT'S A LIFE LONG LEARNING OPPORTUNITY WHEN YOU GET IN.

SELL THAT TO THE YOUNGER GENERATION.

THAT YOU'RE LOOKING TO BRING THEM IN.

MEN AND WOMEN.

SHOW THEM WHAT IT MEANS TO BE A POLICE OFFICER.

SHOW IT AS A PROFESSION AND I THINK YOU'LL GET MORE PEOPLE.

>>Yunji: GIVEN THE CHALLENGES, SOME OF THE PUBLIC PERCEPTION OF WHAT BEING IN THE DEPARTMENT IS, HOW WOULD YOU CHANGE THAT?

WHAT SPECIFICALLY WOULD YOU DO TO MAKE SURE WE HAVE ENOUGH OFFICERS?

>> LIKE I SAID, EVERYTHING THAT THEY SAID IS TRUE.

WHAT EVERYBODY'S FORGETTING TO ADDRESS IS LACK OF LEGITIMACY.

YOU CAN HAVE EVERY PROGRAM IN THE WORLD, BUT IF YOUR AGENCY IS NOT SOMEWHERE WHERE PEOPLE WANT TO WORK BECAUSE OF THE PUBLIC PERCEPTION, I NEVER SAID OFFICERS WERE NOT PROUD.

WE ARE PROUD.

IT'S THE REASON WHY WE CAN CREATE THE TYPE OF SAFETY WITH THESE SHORT NUMBERS.

WHAT I WAS SAYING IS NOBODY NEW IS GOING TO WANT TO COME IN DUE TO THE PERCEPTIONS WE CARRY.

I ECHO THE CADET PROGRAM.

I HAVE A MODEL I CREATED CALLED JUNIOR CADET OFFICER PROGRAM, WHICH TAKE A STEP PRIOR TO CADET.

WE WOULD MODEL AFTER THE JROTC IN HIGH SCHOOL.

IT WOULD BE SPECIFIC FOR LAW ENFORCEMENT.

SO I THINK THERE'S A UNIQUE OPPORTUNITY.

EARLIER TODAY THERE WAS A D.O.E.

THING GOING ON.

SOME NEW LEADERSHIP THERE, AND THERE'S NEW LEADERSHIP HERE, THERE WOULD BE AN OPPORTUNITY TO GO A J COP PROGRAM.

WHICH WOULD BASICALLY BE ALMOST WHAT RECRUITS EXPERIENCE NOW.

IN HIGH SCHOOL WE TEACH THEM THE LAWS, WE TEACH THEM HOW TOE BE A GOOD CIVIL SERVANT.

UPON GRADUATION, WE WILL OFFER THEM A CONDITIONAL OFFER TO BE A CADET.

IT'S SOMETHING THAT WE WOULD DO TO GET OUT IN THE COMMUNITY.

WHEN THEY'RE WALKING, I'M GOING TO THIS COLLEGE, YOU'RE GOING TO THAT COLLEGE.

THIS INDIVIDUAL, MR. LAMBERT, IS GOING TO BE ATTENDING THE ACADEMY AS A CADET.

WE'RE GOING TO PLANT THE SEED.

EVERYBODY WANTS THIS QUICK FIX.

IT AIN'T GOING TO HAPPEN.

YOU CAN SAY WHAT YOU'RE GOING TO WANT TO SAY.

YOU'RE GOING TO HAVE TO HAVE A SHORT-TERM STRATEGY AND A LONG-TERM STRATEGY.

IT'S GOING TO BE A COMBINATION WILL MAKE THE DIFFERENCE.

SHORT TERM, HAVE A DEDICATED RECRUITMENT TEAM.

WE HAVE THEM NOW.

THEY'RE CALLED THE RECRUITMENT TEAM.

BUT HALF THEIR JOB IS ASSESS THE RECRUITS.

THEY'RE NOT OUT THERE 100% RECRUITING.

WE'RE MISSING OUT ON OPPORTUNITIES AT THE COLLEGE LEVEL.

WE'RE MISSING AT THE MILITARY WHEN PEOPLE DECIDE MAYBE SERVING IN THAT FASHION IS NOT WHAT THEY WANT TO DO.

THEY WANT TO GROW ROOTS IN HONOLULU.

THERE'S OFFERINGS WE CAN MAKE.

IT'S GOING TO BE A SHORT TERM AND LONG-TERM SOLUTION.

LIKE SCOTT MENTIONED, SO WE CAN LEAVE IT BETTER THAN WE LEFT IT.

THAT GAP IS GOING TO BE HARD TO FIX, AND UNTIL WE CAN GET THOSE TYPE OF ISSUES IRONED OUT, IT'S REALLY GOING TO BE ABOUT BEING EFFICIENT AND RESTORING LEGITIMACY.

YOU'RE GOING TO HEAR ME SAY THAT ALL NIGHT BECAUSE I CAN TELL YOU RIGHT NOW, EVERY ISSUE WE'RE FACING IN THIS DEPARTMENT IS BECAUSE WE LACK LEGITIMACY TO THE COMMUNITY.

WE HAVE GREAT OFFICERS, WE HAVE SOME OF THE MOST SKILLED OFFICERS IN THE COUNTRY.

THAT'S WHY I'M RUNNING.

I FEEL AS IF WE'RE NOT DOING A GOOD JOB OF SAYING WHAT WE DO, WHO WE ARE, HOW MUCH WE LOVE THE COMMUNITY AND HOW MUCH WE CARE ABOUT THEIR FUTURE AND THEIR SAFETY.

I THINK THAT I CAN BRING THAT BACK.

>>Yunji: ON THAT LEGITIMACY POINT, THERE ARE A NUMBER OF QUESTIONS HERE.

CALVIN AND GARY BASICALLY ASKING, HOW DO YOU RESTORE CONFIDENCE AND RESPECT FROM THE GENERAL PUBLIC?

HOW DO YOU PLAN TO STOP HPD CORRUPTION AND COVERUPS AT HPD?

WHETHER OR NOT THERE IS CORRUPTION OR COVERUPS AT HPD, CALVIN'S QUESTION INDICATES THERE IS A PUBLIC PERCEPTION THAT IS THE CASE.

WE TALKED ABOUT THE KEALOHA OFF THE TOP.

WHEN YOU HAVE THAT KIND OF FALL OF GRACE FROM LEADERSHIP, YOU HAVE LACK OF LEGITIMACY.

HOW DO YOU REPAIR THAT IMAGE ISSUE AND SOME THINGS CALVIN AND GARY, IN TERMS OF PUBLIC CONFIDENCE AND RESPECT?

>> THOSE ARE GREAT QUESTIONS.

TWO THINGS I'M GOING TO DO.

INSTITUTE A DISCIPLINARY MATRIX LIKE USED IN THE NEW YORK POLICE DEPARTMENT IN THE WORLD, I THINK.

THEY HAVE THE LARGEST AND STRONGEST UNION IN THE WORLD.

FOR NEW YORK TO BE ABLE TO DISCIPLINE IN A FAIR AND CONSISTENT MANNER, THEY USE A MATRIX.

THEY SEE THE ALLEGATION.

THIS IS WHAT YOU GET.

DOESN'T MATTER WHO YOU ARE, WHO YOU KNOW.

IF YOU'RE MY BEST FRIEND OR NOT, THAT'S WHAT YOU'RE GOING TO GET.

WHEN THE COMMUNITY IS UPSET AND THEY SAY THIS OFFICER IS DOING THIS, THEY CAN OPEN THE MATRIX AND SAY, IF I MAKE MY COMPLAINT, THIS IS WHAT THEY'RE GOING TO GET BASED ON THAT COMPLAINT.

RIGHT NOW WHEN WE HAVE CHANGE IN COMMAND, CHANGE IN CHIEFS, WHAT HAPPENS IS AN INCONSISTENT WAY TO RULE WHAT AN ALLEGATION SHOULD GET.

THAT'S WHY WE LOSE ARBITRATION.

WHAT PEOPLE DON'T KNOW, THE REASON WHY IS UNION IS ABLE TO POINT BACK TO AN EARLIER PERIOD OF TIME WHERE THE PUNISHMENT WAS LESS FOR SOMETHING SIMILAR.

THE DISCIPLINARY MATRIX, ONCE I START IT, WILL BE CONSISTENT.

WE WILL START TO WIN ARBITRATION.

WHEN WE WIN ARBITRATION, WE'LL LOOK LEGITIMATE IN THE EYES OF THE COMMUNITY.

THE DEPARTMENT IS ABLE TO HOLD OFFICERS ACCOUNTABLE.

IN REGARDS TO IMPROVING TRANSPARENCY, I WANT TO CREATE A MEDIA MATRIX SO PEOPLE LIKE YOURSELF TO MEMBERS OF COMMUNITY CAN ANTICIPATE WHEN THEY'RE GOING TO GET INFORMATION.

YOU MIGHT HEAR ABOUT IT TOMORROW OR NEXT WEEK.

WHENEVER WE FEEL WE'RE READY.

WHAT'S GOING TO HAPPEN, IF I'M CHIEF, I HAVE NO FEAR OF SPEAKING BECAUSE I SPEAK FROM THE HEART AND I SPEAK THE TRUTH.

IF PEOPLE CAN'T ACCEPT THAT I APOLOGIZE.

WHAT THE DISCIPLINARY MATRIX WILL LOOK LIKE, IF IT'S AN OFFICER INVOLVED SHOOTING, YOU WILL HEAR NOTHING LESS FROM A DEPUTY CHIEF WITHIN EIGHT HOURS.

IF IT'S A TRAFFIC TIE-UP, YOU'LL HEAR NOTHING LESS THAN A LIEUTENANT.

IT WILL BE THAT TYPE OF THING.

I'M GOING TO RESTORE TRUST WITH THE MEDIA.

WHY WOULD YOU REPORT POSITIVELY FOR US ON THE NEWS WHEN WE MAKE YOUR JOB DIFFICULT?

WE WITHHOLD INFORMATION.

YOU'RE LOOKING AT WHY WOULD YOU WANT TO REPORT FAVORABLY?

WHAT I WANT TO DO WITH THIS P 25 STUFF IS GIVE YOU BACK ACCESS.

I GET IT.

CHIEF VANIC GAVE A GREAT PRESENTATION ON WHY IT'S NOT A GREAT IDEA.

WHY DON'T WE MEET IN THE MIDDLE.

WHY DON'T I HAVE A MEDIA ROOM AT THE STATION.

EVERYBODY CAN SEE IT.

YOU SIGN SOME WAIVER SO IF YOU TOUCH THE RADIOS, YOU'LL BE ASKED TO LEAVE.

WE CAN REPAIR THAT RELATIONSHIP.

I JUST DON'T THINK WE THINK OUTSIDE OF THE BOX ENOUGH.

WE HIDE BEHIND RULES AND HIPPA THIS AND ALL THE RULES INSTEAD OF TRYING TO FIND SOLUTIONS.

I THINK WHEN I RESTORE MEDIA TRUST AND COMMUNITY TRUST AND GET INFORMATION QUICKLY, ALL THE THINGS CALLERS ARE ASKING WILL BE ACHIEVED.

>>Yunji: OKAY.

MR. EBNER, YOUR TAKE.

>> I THINK WITH ME, I BELIEVE I HAVE AN ADVANTAGE BEING AN OUTSIDER.

I CAN COME IN AND OBJECTIVELY LOOK AT OUR POLICIES, HONOLULU POLICE DEPARTMENT'S POLICIES.

HOW PEOPLE ARE IN POSITIONS.

IS IT BECAUSE OF WHAT MIKE WAS SAYING BECAUSE THEY KNOW SOMEONE OR FAMILY FRIEND OR RELATIVE?

NO.

WE HAVE TO PUT PEOPLE WITH THE BEST SKILL SETS TO SUCCESS REGARD IT'S OF WHO THEY ARE.

THAT STARTS FROM THE TOP DOWN AND BOTTOM UP.

IT'S IMPORTANT FOR US TO KNOW WHEN WE FIRST CAME HERE IN MARCH WAS THE FIRST PART OF OUR TEST.

I WENT ON A TOUR OF THE POLICE DEPARTMENT.

YOU WERE THERE, AND ANOTHER INDIVIDUAL AND JOE WAS THERE.

I WAS SO SURPRISED.

I SAW THE LIST OF CHIEFS ON THE WALLS AND THEIR PICTURES, AND THEY HAVE YOUR PREVIOUS POLICE CHIEF WHO'S IN PRISON IN SEVEN YEARS UP THERE.

IMMEDIATELY, THE DAY I TAKE OVER, HE'LL BE TAKEN DOWN.

THAT'S HOW I FEEL ABOUT TRANSPARENCY.

THAT'S HOW I FEEL PROUD ABOUT THIS PROFESSION.

AND I THINK THE OFFICERS AND PUBLIC NEED TO KNOW THAT.

SO WE WILL ENGAGE THE PUBLIC, IF I'M POLICE CHIEF, MORE FROM THE TOP DOWN AND BOTTOM UP, LIKE I SAID.

EVERY OFFICER NEEDS TO KNOW THEY'RE A LEADER IN THIS DEPARTMENT.

I DON'T CARE IF YOU JUST GRADUATED FROM THE ACADEMY.

IN MY PREVIOUS POSITION, I WAS IN INTERNAL AFFAIRS FOR NINE YEARS FROM DETECTIVE TO COMMANDER.

I KNOW FIRSTHAND HOW BUILDING OF POLICIES, DEVELOPING POLICY, EARLY WARNING SYSTEMS FOR USE OF FORCE, FOR JUST COMPLAINTS, THAT'S SOMETHING THAT NEEDS TO HAPPEN HERE.

LIKE MIKE WAS SAYING, IT'S VERY IMPORTANT FOR THE MEMBERS TO KNOW THEY'RE GOING TO BE TREATED THE SAME REGARDLESS OF THEIR RANK AND WHO THEY ARE FOR THEIR CONDUCT.

AND THE MAJORITY OF OFFICERS, LUCKY THING I REALIZED AFTER NINE YEARS, IT'S NOT MISCONDUCT.

THEY DIDN'T DO IT INTENTIONALLY.

IT'S A TRAINING ISSUE.

THEY MADE A MISTAKE.

WE NEED TO DEVELOP POLICIES THAT BETTER KEEP OFFICERS KNOWING WHAT THEY NEED TO DO.

THEY NEED TO KNOW WHAT'S GOING TO HAPPEN IF THEY DO THIS.

WE DEVELOP POLICIES.

RIGHT NOW YOU HAVE THE BEST PROCESS.

BODY WORN CAMERAS.

WE CAN REVIEW EVERYTHING THAT TAKE PLACE, AND WE SHOULD REVIEW IT TO FURTHER TRAIN OURSELVES.

MORE IMPORTANTLY DEVELOP THE BEST OFFICERS YOU CAN BECAUSE THAT'S WHAT YOU HAVE.

A SYSTEM IN PLACE THAT ALLOWS YOU TO DO THAT.

>>Yunji: MR. LOGAN, HOW DO WE RESTORE PUBLIC TRUST IN THE DEPARTMENT?

>> JUST AS SCOTT AND MIKE SAID, LEADERSHIP OF THE POLICE DEPARTMENT NEEDS TO BE UPFRONT.

CALVIN AND GARY, THANK YOU FOR THE QUESTION.

WE NEED TO BE IN THE COMMUNITY AND ENGAGE.

WE CAN TALK A LOT.

TO RESTORE LEGITIMACY IS GOING TO TAKE ACTION.

IT'S GOING TO TAKE ACTION FROM THE PATROL OFFICER ON THE STREET TO THE INVESTIGATOR AND ALL THOSE IN BETWEEN.

THAT'S HOW YOU'RE GOING TO BUILD LEGITIMACY.

WE LOOK AT DISCIPLINE AS A NEGATIVE.

IT'S A POSITIVE IF YOU USE IT IN THE RIGHT MANNER.

YOU HAVE A YOUNG OFFICER THAT MADE A MISTAKE.

NEEDS TO BE DISCIPLINED SO YOU DISCIPLINE THEM.

YOU'RE SAVING THEIR JOB.

NOT FIRING THEM.

YOU'RE GOING TO RETRAIN THEM AND SEND THEM BACK TO EDUCATION.

FIND OUT WHAT THEY DID WRONG, THEY LEARN FROM THEIR MISTAKE AND WILL BE A BETTER OFFICER FROM THAT POINT ON.

THE COMMUNITY WILL SEE THAT.

THAT OFFICER.

HAWAI'I IS UNIQUE WHERE OUR OFFICERS COME FROM THE SAME COMMUNITIES WE LIVE IN.

THE COMMUNITY IS GOING TO SEE THE OFFICER.

THEY'RE GOING TO SEE HIM AT THE SUPERMARKET.

WE GOT TO BE TRANSPARENT.

AS MIKE SAYS WITH THE DISCIPLINE.

WE CAN'T HIDE ANYTHING.

WE HAVE TO LET THE PUBLIC KNOW WHAT'S GOING ON INTERNALLY AND EXTERNALLY.

WE'RE NOT HIDING THINGS AND CREATING ENTITIES WHERE THEY ARE DOING THINGS IN PRIVATE.

WE HAVE ORGANIZATIONS AND PEOPLE WITHIN THEM THAT ARE INTELLIGENCE GATHERING OTHER THINGS, BUT GENERALLY SPEAKING, WHAT THE DEPARTMENT DOES IN FRONT OF THE CAMERAS OR IN FRONT OF THE PUBLIC IS THE WAY TO BUILD LEGITIMACY.

WE NEED TO TRAIN THEM PROPERLY.

WE NEED SUPERVISORS TO SUPERVISE MEN AND WOMEN OUT THERE.

THEY NEED TO TAKE -- THE SERGEANT AND LIEUTENANT ARE THE BACKBONE OF THE PATROL.

MAKING SURE THEY'RE DOING THE RIGHT THING, THEY'RE TRAINED, COACHED, TAUGHT AND MENTORED.

IF WE DO ALL THOSE THINGS, AND WE NEED TO -- THE MEDIA AND POLICE DEPARTMENT SHOULD BE IN FRIENDSHIP TOGETHER.

WE SHOULD ASK THE MEDIA TO HELP US TELL OUR STORY.

AS MIKE SAID, WE'VE GOT TO LET THE COMMUNITY KNOW WHAT THE POLICE DEPARTMENT IS ABOUT AND WHAT IT'S DOING.

WHAT THE DOING TO RESTORE LEGITIMACY AND WHAT IT'S DOING EVERYDAY ON THE BEAT.

AND HOW THINGS ARE DOING.

ARE WE IMPROVING OR IF WE'RE NOT IMPROVING, AND HOLD PEOPLE ACCOUNTABLE.

FIND OUT WHERE WE'RE NOT DOING THE RIGHT THINGS, WHERE WE'RE NOT IMPROVING.

WHERE WE'RE NOT MAKING A SAFE AND SECURE HONOLULU.

AND FIGURE OUT HOW TO FIX THAT.

USE THE MEDIA AND YOUR CAPABILITIES TO REACH OUT AND MEET WITH THE PUBLIC.

AND USE THE COMMUNITY TO PROVIDE SOLUTIONS ON HOW TO BEST DO THAT.

>> MR. MOSZKOWICZ, DO YOU AGREE WITH THE PREMISE OF CALVIN'S QUESTION?

HOW DO YOU PLAN HPD'S CORRUPTION AND COVERUPS?

>> REGARDLESS OF WHETHER I BELIEVE IT OR NOT, MORE IMPORTANT ISSUE IS MEMBERS OF THE PUBLIC BELIEVE IT.

TO ME IT BOILS DOWN TO TRUST.

THE POLICE DEPARTMENT CANNOT BE EVERYWHERE AT ONCE.

IT'S IMPOSSIBLE.

WE NEED PARTNERSHIPS.

WE NEED COLLABORATIONS WITH THE PUBLIC.

THE ONLY WAY WE DO THAT IS BUILD TRUST.

TO GO BACK TO WHAT WE WERE TALKING ABOUT EARLIER, THE ISSUE ABOUT BODY CAMS.

POLICE COMMISSION MADE RECOMMENDATIONS.

WHEN THEY INVESTIGATE ALLEGATIONS AND MALFEASANCE AT THE POLICE COMMISSION LEVEL, THE SHEER VAST NUMBER OF OFFICERS WHO DIDN'T ACTIVATE THEIR BODY CAMS.

START THERE.

ONCE WE HAVE A ROBUST ACTIVATION OF BODY CAMS, WE TAKE INFORMATION FOLLOWING A CRITICAL INCIDENT.

WE FOLLOW WHAT OTHER LARGE DEPARTMENTS HAVE DONE.

LOS ANGELES POLICE DEPARTMENT, IF THERE'S A CRITICAL INCIDENT INVOLVING THE OFFICERS, ANY MEMBER OF THE PUBLIC OR OFFICER IS CRITICALLY INJURED OR KILLED AS A RESULT OF FORCE OR SOME SORT OF POLICE INTERVENTION, THEY COME UP WITH A PUBLIC SAFETY BRIEFING.

THEY PUT AS MUCH INFORMATION AS THEY CAN WITHIN THREE TO FOUR DAYS.

PUT IT ON YouTube, SHARE IT WITH THE MEDIA.

THERE'S A NARRATED VOICEOVER THAT SHOWS BODY CAM FOOTAGE, THAT SHOWS WHAT TRANSPIRED, OFFER AN EXPLANATION BEHIND SOME OF THE TACTICS.

SO THAT'S CERTAINLY SOMETHING I WOULD START WITH.

YOU HAVE TO BE FORTHCOMING WITH INFORMATION, PROACTIVE, HONEST, TRANSPARENT COMMUNICATION AND GET AS MUCH INFORMATION AS YOU CAN OUT AS QUICKLY AS POSSIBLE.

DEALING WITH INTEGRITY ISSUE.

SORRY, I KNOW WE'RE ON QUESTION FOUR AND HALF AN HOUR IN, BUT IF THE POLICE COMMISSION OR PUBLIC IS LOOKING FOR CANDIDATE, AND I'M NOT SAYING ANYBODY IS THERE.

THIS IS HOW I VIEW MYSELF.

IF YOU'RE LOOKING FOR SOMEONE WHO'S GOING TO LOOK THE OTHER WAY WHEN WE'RE TALKING ABOUT ALLEGATIONS CRIMINAL MISCONDUCT, I'M NOT THE GUY.

PICK SOMEBODY ELSE.

I'M ALMOST PHYSICALLY UNABLE TO IGNORE THINGS LIKE THAT.

TO MIKE'S POINT, WE DO LOSE A LOT OF ARBITRATIONS.

IN ADDITION TO THE REASONS WHAT MIKE SAID, WE DON'T HAVE JUSTIFIABLE REASONS.

SOME ARBITRATORS WHO HAVE A VEIL OF SECRECY.

THEY'LL SAY, TERMINATING AN EMPLOYEE IS THE DEATH SENTENCE OF EMPLOYMENT LAW, AND I DON'T KNOW THAT I WOULD GO QUITE THAT FAR, BUT IT'S IMPORTANT TO REALIZE THAT THERE HAVE BEEN OFFICER WHO HAVE INTENTIONALLY DONE THINGS WRONG AND COMMITTED CRIMES WHO NEED TO BE TERMINATED.

I DON'T THINK YOU'LL FIND ANYONE WHO'S GOING TO TELL YOU THE DEPARTMENT IS 100% FULL OF PEOPLE DOING THE RIGHT THING ALL THE TIME.

99% DOING THE RIGHT THING ALL THE TIME, ALMOST GUARANTEED.

THERE'S A SMALL PERCENTAGE, NEEDS TO BE IDENTIFIED IN A VERY STRATEGIC AND FORMULATED WAY, TOLD TO FIND ANOTHER PROFESSION.

>>Yunji: THERE ARE A NUMBER OF QUESTIONS CONCERNED ABOUT OFFICERS' MENTAL HEALTH AND WELL-BEING.

ONE FROM CINDY.

I WANT TO READ THE NAMES BECAUSE WE APPRECIATE THE PEOPLE.

LINA, ALICIA, CHRISTINE IN EWA BEACH AND NICOS BASICALLY SAY, DUE TO OUR CURRENT CLIMATE WITH RISING CRIME, SHORTAGE IN OFFICERS, LOW MORALE, IF YOU'RE SELECTED AS THE NEW CHIEF, WHAT YOU DO FOR OUR OFFICERS DURING THIS CHALLENGING TIME?

THIS ONE SAYS MENTAL HEALTH SERVICES FOR HPD ARE NOT ADEQUATE.

MANY WHO SEEK HELP ARE CONCERNED ABOUT STIGMA AND ORGANIZATION'S CULTURE.

HOW DO WE SUPPORT OFFICERS DOING TREMENDOUS WORK WITH A LOT OF STRESS?

>> WE NEED TO IDENTIFY THOSE OFFICERS.

THANK YOU, ALL OF YOU, FOR THAT QUESTION.

A WONDERFUL OPPORTUNITY TO IDENTIFY WELLNESS AND POLICE, ONE.

21ST CENTURY PILLARS.

IT IDENTIFIES THAT OFFICER WELLNESS AND OFFICERS' PHYSICAL AGILITY IS VERY IMPORTANT.

OFFICERS NEED TO STAY IN SHAPE.

THEY'RE MENTALLY, PHYSICALLY AND SPIRITUALLY HEALTHY.

WE, AS LEADERSHIP OF THE DEPARTMENT, AS CHIEF, I'M GOING TO MAKE IT A POINT TO VISIT THOSE THAT MAYBE NEED HELP.

MAYBE THEY DON'T WANT PEOPLE TO KNOW THEY NEED HELP.

SEEK HELP IF YOU HAVE ISSUES COMING TO WORK.

BEING IN THE MILITARY, THERE'S A LOT OF GUARD GUYS AND ACTIVE DUTY MILITARY THAT COME BACK AND HAVE PTSD.

BECAUSE OF MACHOISM AND OTHER ISSUES, THEY DON'T WANT TO SAY THEY HAVE ISSUES.

THEY WANT TO SAY THEY'RE NORMAL AND THEY CAN BEHAVE AND ACT IN THE WAY.

YOU FIND OUT THEY CAN'T.

SO OFFICERS ARE NO DIFFERENT.

THEY SEE TRAUMA, THEY SEE EVENTS THAT HAPPEN ALL THE TIME.

THERE'S A FAR MORE VAST ARRAY OF POLICE OFFICERS TODAY THAT HAVE PTSD THAT DON'T KNOW THEY DO.

WE NEED TO FIND WAYS TO HELP THEM.

WE NEED TO HAVE A EITHER PSYCHOLOGIST OR PSYCHIATRIST ONBOARD WITHIN THE POLICE DEPARTMENT SO WE CAN RENDER ASSISTANCE TO THOSE WHO OFFICERS WHO WEEK HELP.

WE HAVE A PEER SUPPORT.

IDENTIFY POLICE OFFICERS NEED HELP.

IT TAKES A POLICE OFFICER TWO TO ONE TO SAY I NEED HELP.

I NEED SOMEONE, WHETHER THEY'RE A FAMILY MEMBER OR THEM COME FORWARD.

SEEK THAT HELP AND THEN THAT WOULD MAKE THEM A BETTER OFFICER ON THE STREET.

>>Yunji: WHAT ARE YOUR THOUGHTS?

DO YOU THINK THE CURRENT SUPPORT FOR OFFICERS WITHIN THE DEPARTMENT IS ADEQUATE?

WHAT WOULD YOU DO IF NOT TO CHANGE THAT?

>> NO, WOEFULLY INADEQUATE.

POLICE OFFICERS IN ONE DAY CAN EXPERIENCE A LIFE TIME OF TRAUMA.

THIS IS THE ONLY PROFESSION, YOU'RE IN A ROOMFUL OF PEOPLE WHO WILL FUN TOWARDS GUNFIRE.

THE THINGS WE SEE, THE THINGS EXPERIENCE OVER THE COURSE OF A DAY OR WEEK OR SHIFT, LET ALONE A CAREER, THEY'RE ASTONISHING.

AND PART OF THAT IS TRAINING.

PART OF IT LEARNING TO DEAL WITH IT UNTIL YOU CAN RESOLVE IT.

WE ABSOLUTELY SHOULD HAVE A PSYCHOLOGIST.

WE ACTUALLY HAVE THREE FUNDED POSITIONS.

WE CAN'T FILL THEM.

WE CAN'T FIND PEOPLE WHO WANT TO WORK IN THE DEPARTMENT.

WHEN I WAS IN HR, WE GOT CLOSE TO ALMOST HIRING ONE.

IT'S A MATTER OF PRIORITIZATION.

THE DEPARTMENT CAN MOVE MOUNTAINS IF THAT'S WHAT THEY'RE TRYING TO DO.

UNDER MY ADMINISTRATION, YOU'RE GOING TO SEE A WELLNESS UNIT.

GET THINGS SET IN AND ORGANIZED.

FULL TIME -- WE DO HAVE A PEER TO PEER NETWORK AS WELL.

BUT WE HAVE ONE FULL TIME OFFICER WHOSE JOB IS TO ADMINISTER THIS PROGRAM.

THAT'S NOT ENOUGH.

THERE'S 2,500 SOME ODD SWORN CIVILIANS, ONE PERSON IS NOT ENOUGH.

WE NEED TO USE TECHNOLOGY.

THERE ARE SEVERAL APPLICATIONS THAT ARE AVAILABLE THAT CAN BE PROVIDED AS RESOURCES FREE OF CHARGE TO DEPARTMENT EMPLOYEES.

THAT'S SOMETHING I WAS WORKING ON WHEN I WAS ON INFORMATION TECHNOLOGY BEFORE I GOT SIDETRACKED BY PREVIOUS ADMINISTRATION.

FOR ME, THE MAIN ISSUE IS ISSUE OF PRIORITIZATION, AND THIS WOULD BE ONE OF THE MAIN ISSUES OF MY ADMINISTRATION AND CREATION OF WELLNESS IS ABSOLUTELY IMPORTANT.

>>Yunji: MR. LAMBERT, HOW DO YOU THINK IT IS NOW AND HOW WHAT IT CHANGED?

>> WE TREAT OFFICERS LIKE THEY'RE EXPENDABLE.

WE DON'T ALWAYS HAVE THEIR BACKS WHEN THINGS GO WRONG.

WE CONDEMN THEM VERY QUICKLY.

SOMETIMES YOU FEEL LIKE COMMAND IS UNGRATEFUL FOR ALL THE SACRIFICE.

MISSING HOLIDAYS, MISSING BIRTHDAYS, MISSING WEDDINGS AND WHEN THEY MAKE A MISTAKE, THEY GET RAILED.

IT'S ONE OF THOSE THINGS.

I'M A HUGE ADVOCATE FOR WELLNESS.

I'M THE ONLY CITY COORDINATOR IN HONOLULU NOW.

ONE OF THE ASPECTS IS OFFICER WELLNESS IS VERY IMPORTANT.

I RECENTLY SPOKE TO THE MENTAL HEALTH, ONE OF THE TASK FORCES AND ASKED FOR SUPPORT OF THE HAVING OFFICERS HAVE ONE HOUR PAID THROUGHOUT THEIR 40 HOUR WORK WEEK.

WE HAVE ADJUSTED SCHEDULES BUT I'M GOING TO 40 HOURS IN GENERAL.

FIRST HOUR WHEN THEY COME TO WORK, THEY CAN EXERCISE.

THERE'S NOT A SINGLE STUDY IN THE WORLD THAT SAYS EXERCISE IS BAD FOR YOU.

I WAS ABLE TO GAIN THEIR SUPPORT.

THEY SAID WE RATHER HAVE 39 HOURS OF AN OFFICER HAPPY AND FEELS APPRECIATED VERSUS 40 HOURS OF OFFICERS THAT JUST FEELS THEIR JOB SUCKS AND NOBODY CARES.

YOU COME IN ON MONDAY, HOWEVER YOU WEEK WENT, COME IN YOUR GYM CLOTHES.

CHECK IN.

THEM YOU GO WORK OUT.

WHAT IS THE MALE MESSAGE SENT TO OFFICERS?

WE CARE ABOUT YOU.

YOU GO IN THAT WEIGHT ROOM AND SERVE YOURSELF.

THEY'RE GOING TO COME IN FRESH, IF NOTHING ELSE, RIGHT.

THEY CAN LOOSE OUT FOR AN HOUR.

THINGS THAT I'M THINKING ABOUT, SILENT ROOMS, THAT CAN HAVE NICE MUSIC PLAYING, NICE AMBIANCE, NO ELECTRONICS WHERE THEY CAN RECENTER THEMSELVES AND COME OUT.

ONE OF THE THINGS I'M GOING TO DO IS CREATE A WELLNESS COMMITTEE WHERE OFFICERS CHOOSE.

YOU WANT TO HAVE ONE OF THOSE FANCY RED ROOMS, WHATEVER IT IS, YOU GUYS THINK AS A GROUP WILL HELP CENTER YOURSELF ON YOUR MONDAY FOR YOUR FIRST HOUR.

EVERYBODY'S GOING TO SHOW OUT WHAT THEY WOULD DO.

I'VE DONE THIS.

I'VE BEEN ADVOCATING FOR OFFICER WELLNESS.

THAT'S THAT.

IN REGARDS TO MENTAL HEALTH SERVICES FOR OFFICERS, WE NEED TO FIGURE OUT A WAY FOR OFFICERS TO SAY, I REALLY FEEL BAD ABOUT MYSELF, AND I FEEL LIKE I MAY HURT MYSELF OR SOMEONE ELSE BECAUSE OF THE THINGS I'VE BEEN TO.

RIGHT NOW THERE'S NO WAY YOU CAN DO THAT WITHOUT GIVING UP YOUR GUN.

IF I SAY I FEEL ILL, I WILL TAKE AWAY YOUR LIVELIHOOD.

WE NEED TO FIGURE A WAY TO BE SUPPORTIVE OF OUR OFFICERS.

IF YOU FEEL THAT WAY, YOU ARE NOT GOING TO LOSE YOUR JOB.

EVERYTHING HAS LIMITS.

WE'VE GOT TO ALLOW PEOPLE TO REHABILITATE.

GET YOU SOME SUPPORT.

DEPENDING ON HOW BAD YOUR CONDITION IS, WE'LL PUT TIME LINES.

LET'S GO 6 MONTHS, 12 MONTHS.

AND LET'S NOT JUST THROW PEOPLE AWAY.

I HOPE THAT MY FRIEND'S WIFE DOESN'T GET UPSET, BUT I LOST A FRIEND NOT MORE THAN 12 MONTHS AGO.

HE TOOK HIS LIFE.

HIS JOB WAS TOO HARD.

HE HAD GOTTEN INTO TROUBLE.

HE WASN'T SURE WHETHER OR NOT HE WOULD HAVE HIS JOB.

NO MATTER WHAT I TOLD HIM, SOME PEOPLE GET BUSTED AND SOME DON'T.

HE THOUGHT HE WOULD LOSE HIS JOB AND IT LED TO HIM MAKING A VERY POOR CHOICE.

SO I'M PASSIONATE ABOUT OFFICER SAFETY IN REGARDS TO THEIR OWN PERSONAL WELLNESS.

I'M SERIOUS ABOUT DISCIPLINE BEING CONSISTENT SO THAT OUR OFFICERS ARE NOT STRESSED OUT SO THEY MAKE POOR DECISIONS.

>>Yunji: HOW DO BEST ADDRESS MENTAL HEALTH SO THAT WE PREVENT INCIDENTS LIKE WHAT HE'S TALKING ABOUT?

THAT IS HEARTBREAKING TO HEAR.

>> IT'S A SYSTEMIC PROBLEM OF THE UNITED STATES IF YOU LOOK AT RECENT STATISTICS OF SUICIDES AMONG LAW ENFORCEMENT OFFICERS.

HEALTH AND WELLNESS FOR OFFICERS IS NEAR AND DEAR TO MY HEART.

WE WANT OFFICERS TO BE RESILIENT.

THEY WENT THROUGH SOMETHING TRAUMATIC AND THEY PUSHED THEIR WAY FORWARD.

ALL OFFICERS AT ONE POINT IN THEIR CAREERS ARE GOING TO FACE SOMETHING TRAUMATIC.

SOME MORE THAN OTHERS.

SOME THAT'S AFFECTED MORE THAN OTHERS.

I HAVE EXPERIENCE FROM MY PREVIOUS DEPARTMENT, A VERY LARGE AGENCY THAT WE HAD OUR OWN MEDICAL UNIT WITH DOCTORS AND MEDICAL STAFF.

WHAT'S IMPORTANT IS WE DEVELOPMENT PROGRAMS HERE WITH THE INPUT FROM OFFICERS AND INPUT FROM UNION.

THE GOAL IS THE HEALTH AND WELLNESS OF THE OFFICERS TO TRY AND PREVENT THEM FROM GOING DOWN A PATH THAT'S UNHEALTHY.

SO HAVING A COMPREHENSIVE MEDICAL FOR EVERY OFFICER EVERY YEAR THEY HAVE TO GO TO.

A TEAM WITH MEDICAL FACILITIES.

YOU JUST DON'T WANT TO GO TO A PSYCHOLOGICAL BECAUSE YOU'RE INVOLVED IN A TRAUMATIC INCIDENT.

THAT'S A STIGMA YOU DON'T WANT.

IF EVERYONE GOES ONCE A YEAR FOR A CONVERSATION, THIS IS A DIFFICULT PROFESSION.

THE AVERAGE PERSON HAS PROBLEM WITH DEPRESSION, WITH DEPENDENCIES, OFFICERS IS COMPOUNDED.

THEY WORK IN SHIFTS, AWAY FROM THEIR FAMILY AND CHILDREN.

IT'S VERY COMPLICATED.

WE WORK WITH PEOPLE ALL THE TIME.

IF SOMEBODY'S ACTING DIFFERENT, I'M WORKING WITH MIKE, JOE AND BEN HERE.

YOU KNOW WHEN THEY'RE NOT ACTING NORMAL.

YOU KNOW WHEN THEY'RE OFF.

WE NEED TO MAKE SURE WE HAVE A PROGRAM IN PLACE THAT OTHER OFFICERS CAN REPORT THAT AND IT'S NOT GOING TO BE A MISCONDUCT BECAUSE THEY SMELLED ALCOHOL ON SOMEBODY OR THEY'RE GOING THROUGH MARITAL PROBLEM OR SPOUSE PROBLEMS AT HOME OR WITH CHILDREN.

SO MANY ISSUES THAT AFFECT LAW ENFORCEMENT, OFFICERS THAT AFFECT THE PUBLIC.

IF THAT OFFICER IS NOT 100% AND THEY'RE INTERACTING WITH THE PUBLIC, THAT'S NOT PROFESSIONAL.

THAT'S A PROBLEM WE NEED TO OVERCOME AND IT CAN BE OVERCOME.

BUT IT'S SOMETHING WE NEED TO COMMIT TO.

IT COMES WITH ROBUST POLICY, WITH SUPPORT FROM UNION, WITH SUPPORT FROM OTHER OFFICERS AND COMMANDERS.

IT'S NOT THAT AHA, SOMEBODY DID SOMETHING WRONG.

SO AND SO NEEDS HELP.

LET'S GET THEM THE HELP THEY NEED.

>>Yunji: QUESTIONS ARE PILING IN.

THERE'S A THEME HERE.

MR. LAMBERT, WE'LL START WITH YOU.

ON PRIORITIES, WE'VE TALKED ABOUT HOW THE DEPARTMENT DOESN'T HAVE ENOUGH OFFICERS AND IS STRAPPED FOR RESOURCES.

LISA WANTS TO KNOW, WHAT WILL EACH FINALIST DO IN THE FIRST 90 DAYS IN OFFICE?

PRIORITIZE THOSE TASKS.

RODNEY, WHAT WOULD BE YOUR NUMBER ONE PRIORITY?

THIS QUESTION IS RELATED.

WHAT DO YOU SEE AS HPD'S WEAKNESS AND WHAT ACTIONS WILL YOU TAKE TO FIX THEM?

FIRST 90 DAYS?

WHAT IS TASK NUMBER ONE?

>> DO A COMPLETE, EFFICIENCY REVIEW.

YOU DON'T WANT TO COME IN WITH PREDESIGNATED IDEAS.

GO WITH EACH UNIT.

SEE HOW MUCH WORK THAT THEY CAN COMPLETE AND WHAT IS THE RETURN ON INVESTMENT.

SO THERE'S GOING TO BE A VERY INVOLVED EFFICIENCY REVIEW.

I WILL PERSONALLY TALK TO EVERY DIVISION, EVERY UNIT TO SEE WHAT THEY DO.

LIKE WE TALKED ABOUT EARLIER, IF THEY CAN'T JUSTIFY THEIR EXISTENCE IN REGARDS TO HOURS PER WEEK, I WILL REDUCE THAT UNIT SIZE AND PUT THEIR BODIES IN PATROL.

IF THEY CAN SAY THEY'RE -- I'M BREAKING THEIR BACK, I'M GOING TO GIVE THEM BODIES.

THAT TYPE OF REVIEW WE NEED TO LOOK AT.

WE HAVE A LOT OF NICE TO HAVE POSITIONS.

EXACTLY LIKE IT SOUNDS LIKE, IT'S A NICE TO HAVE.

WE'RE NOT IN THAT POSITION NOW.

ONE OF THE FIRST THINGS IS A COMPLETE REVIEW.

MATRIX WILL BE DONE IN THE FIRST 90 DAYS.

WORK WITH THE UNIT TO MAKE SURE THEY UNDERSTAND WHERE I STAND TO CERTAIN ISSUES.

I AM OPEN TO DISCUSSION IN REGARDS TO LOWER OFFENSES.

THINGS THAT WOULD RESULT IN ONE TO FIVE DAYS BUT STAUNCH ON THINGS THAT WOULD RESULT IN DISMISSALS, THAT DON'T BELONG.

I'M GOING TO HAVE KIND OF A TWO HEAD TYPE OF THING WHEN IT COMES TO DISMISSALS.

IS THE ACTION FORGIVABLE?

IS THE ACTION CORRECTABLE?

AN EXAMPLE OF THAT, YOU ABUSE YOUR WIFE, THAT'S NOT FORGIVABLE.

YOU'RE GOING TO GO.

SECOND ONE WHAT IS NOT TRAINABLE?

WHERE YOU KEEP MAKING THE SAME MISTAKE OVER AND OVER.

IF YOU'RE GOING TO MAKE THE SAME MISTAKE OVER AND OVER, NOT RESPONDING TO TRAINING, NOT UNDERSTANDING YOUR ROLE IN THE COMMUNITY, UNFORTUNATELY MAYBE THIS ISN'T THE CAREER FOR YOU.

WE'RE A JOB THAT ALL ABOUT RULES, REGULATION AND MAINTAINING CONSISTENCY.

IS IT FORGIVABLE AND IS IT RETRAINABLE?

THAT'S IN GENERAL TERMS.

AGAIN, IT'S GOING TO BE REALLOCATING RESOURCES.

I DON'T WANT TO BURN UP TO MUCH TIME, BUT I DO HAVE A COMPREHENSIVE PLAN, I HAVE A FIVE-YEAR PLAN.

IF I'M CHOSEN, I WILL GIVE IT TUESDAY.

IF I'M PICKED MONDAY, I WILL TELL IT TUESDAY.

I'M PREPARED TO TELL EVERYONE WHAT MY COMPREHENSIVE PLAN IS.

,THE TIME LINE I EXPECT TO COMPLETE THEM AND YOU CAN HOLD ME ACCOUNTABLE.

>>Yunji: FIRST 90 DAYS, TASK ONE.

>> NUMBER ONE PATROL STAFFING.

WE CAN'T CONTINUE TO OPERATE PATROL AT 60, 70%, 80% STAFFING.

IT'S NOT FISCALLY RESPONSIBLE.

WE NEED TO UNDO THIS TANGLED MESS OF SPECIAL ASSIGNMENTS.

WE NEED TO TAKE PEOPLE IN AREAS LIKE OUR ALTERNATIVE CALL CENTER AND PUT THEM BACK ON THE ROAD.

PATROL STAFFING NUMBER ONE ISSUE.

NUMBER TWO, SECOND PART OF YOUR QUESTION, WHAT IS THE DEPARTMENT'S GREATEST WEAKNESS.

I THINK OUR GREATEST WEAKNESS IS ALSO OUR POTENTIAL FOR SUCCESS.

THE SIGNIFICANT NUMBER OF OFFICERS THAT WE'RE SHORT.

WE HAVE A GREAT OPPORTUNITY.

SOMEBODY IS GOING TO HAVE A GREAT OPPORTUNITY TO TURN THAT INTO A STRENGTH.

CREATE A POLICE DEPARTMENT THAT LOOKS AND ACTS LIKE THE COMMUNITY AS A WHOLE.

THERE'S HUGE SUCCESSES TO BE THERE.

FIRST 90 DAYS, DEFINITELY PATROL STAFFING.

SECOND ISSUE IS TRANSPARENCY.

THERE'S A LOT OF INFORMATION THAT WE AS THE POLICE DEPARTMENT KEEP TRACK OF.

WE HAVE LOADS OF INFORMATION, INFORMATION LIKE CRIME STATISTICS CAN BE PUBLISHED MONTHLY.

IT'S IN THE CAN WAITING TO GO.

PREVIOUS ADMINISTRATION HELD IT BACK.

TO SEE IN YOUR NEIGHBORHOOD EVERY CRIME OCCURRED WITHIN THE LAST 30 DAYS, 90 DAYS, A YEAR.

HOW DO WE DO?

I'VE SAID THIS BEFORE, PEOPLE HAVE PROBLEMS.

I THINK NUMBER ONE US THEY HAVE TO TELL US.

THAT'S THE FEEDBACK WE GET AT THE POLICE COMMISSION MEETINGS.

SECOND, WHOEVER THE CHIEF IS GOING TO BE, AN OPPORTUNITY TO FIX WHAT'S GOING ON.

OPPORTUNITY BASICALLY TO SATISFY PEOPLE AND IMPRESS PEOPLE WITH OUR CUSTOMERS SERVICE.

LAW ENFORCEMENT HAS BECOME A VERY CUSTOMER SERVICE PROFESSION IN THE LAST TWO DECADES.

NUMBER THREE, IF WE HAVEN'T SATISFIED YOU, TELL US ABOUT IT AND GIVE US AN OPPORTUNITY.

LIKE EVERYBODY ELSE IN THE COMMUNITY, WE PUT OUR PANTS ON ONE LEG AT A TIME.

WE SHOP AT THE SAME GROCERY STORES.

OUR KIDS PLAY BASEBALL WITH EVERYBODY ELSE'S KIDS.

WE'RE PEOPLE BUT WE HAVE A DUTY AND RESPONSIBILITY TO TAKE THIS POLICE DEPARTMENT AND GUIDE IT.

>> MR. LOGAN, FIRST 90 DAYS.

>> A GREAT QUESTION.

IN THE MILITARY WE TRAINED AS A LEADER IS FIRST 90 DAYS IS YOU STOP, LOOK, LISTEN AND GET IDEAS.

IN THIS DAY AND AGE, AND ALL OF THE ISSUES IT HAS, IT NEEDS TO BE -- YOU DON'T HAVE 90 DAYS TO WAIT.

YOU NEED TO TAKE ACTION IMMEDIATELY.

AND TO THE POINTS THAT EVERYONE'S MAKING, I THINK IT'S A REALLOCATION OF PERSONNEL.

WHEN I BECAME THE CHIEF OF STAFF FOR THE NATIONAL GUARD, I ASKED FULL TIMERS, TELL ME WHERE ALL 700 PEOPLE ARE.

THEY COULDN'T TELL ME.

I BELIEVE THE SAME ISSUE IN THE POLICE DEPARTMENT.

WHERE IS EVERYBODY?

WHERE ARE THEY WORKING?

SO DO WE REALLOCATE THEM INTO PATROL, WHICH IS THE BACKBONE OF THE DEPARTMENT AND INTO INVESTIGATIONS, WHICH IS AN IMPORTANT SUPPORT OF THAT.

I THINK THE FIRST 30 DAYS IS TO GET OUT TO THE FIELD TO MEET WITH THE COMMANDERS, MEET WITH THE ASSISTANT CHIEFS.

WHERE DO YOU HAVE VACANCIES AND DO YOU HAVE PEOPLE IN THE RIGHT PLACE?

IF NOT, WHAT DO YOU NEED?

HOW DO I REMOVE OBSTACLES FOR YOU TO DO YOUR JOB?

SO THAT'S RIGHT UPFRONT.

SIT DOWN WITH THE ASSISTANT CHIEFS, WITH THE DEPUTIES AND SAY, HOW DO WE HELP REMOVE THE OBSTACLES TO COMMANDERS CAN DO THEIR JOBS AND CAPTAINS AND DO THEIR JOB AND LIEUTENANTS AND SERGEANTS CAN DO THEIR JOBS.

THAT'S MOST IMPORTANT IS WHERE IS EVERYBODY?

GET EVERYBODY IN THE RIGHT PLACE, MOVING THEM AROUND.

WE HAVE VACANCIES.

WE'LL WORRY ABOUT FILLING THOSE IN THE FIRST 90 DAYS.

AND TO MEET WITH THE COMMUNITY.

GET OUT INTO COMMUNITY AS DONE INTO THE COMMUNITY AS A LEADERSHIP TEAM.

WITH THE MAJORS SUCH AS PERSONNEL, FINANCE.

MEET WITH THE PUBLIC AND FIND OUT WHAT ARE THE ISSUES AND CONCERNS.

WHAT DO WE HAVE AND WHAT CAN WE HELP YOU TO MAKE SURE OUR DEPARTMENT IS BEST THAT IT IS.

>> MR. EBNER, WHAT WOULD YOU DO?

>> IN THE FIRST 30 DAYS, I WOULD EVALUATE AND MAKE EVERY SUPERVISOR AND COMMANDER JUSTIFY THEIR POSITIONS UNDER THEIR COMMAND.

IT'S AMAZING WHEN YOU MAKE SOMEBODY TELL YOU WHY THEY NEED SO MANY PEOPLE AS OPPOSED TO WHY THEY NEED PATROL?

I WOULD MOVE RESOURCE, TO WHERE WE NEED THEM, WHICH IS PATROL.

IF YOU LOOK AT VIOLENT CRIME, PROPERTY CRIME STOLEN VEHICLES IS UP TO 1500 THIS YEAR.

THAT'S ASTRONOMICAL.

I'VE BEEN FORTUNATE TO WORK EIGHT HOUR SHIFTS, NINE-HOUR SHIFTS, 10-HOUR SHIFTS AND 12 HOUR SHIFTS.

I'VE MANAGED THE BUDGET OF $350 MILLION.

THE MOST EFFICIENT WAY FOR PATROL TO OPERATE AND MOST EFFECTIVE WAY IS A 12-HOUR SHIFT.

I WOULD IMMEDIATELY MOVE PATROL OPERATIONS TO A 12-HOUR SHIFT.

IT'S COST EFFECTIVE, BETTER FOR THE OFFICERS BECAUSE THEY GET MORE TIME OFF, REST AND RECUPERATE AND BE WITH THEIR FAMILIES.

WE NEED TO GET BACK TO INTEGRITY AND ACCOUNTABILITY.

YOU SPOKE ABOUT PREVIOUS CHIEF, I HAVE NOTHING AGAINST THEM.

I THINK THEY PROBABLY DID A JOB THAT WAS OKAY UNTIL SOMEONE WENT OFF THE RAILS AND THEY COMMITTED A CRIME.

NO.

THE PUBLIC NEEDS TO KNOW THAT THEY CAN TRUST US.

WE HAVE INTEGRITY AND THEY CAN COUNT ON US.

THAT WILL START WITH ME AND WORK ITS WAY DOWN.

MAKE SURE DEPUTIES AND COMMANDERS KNOW THAT'S OUR STAPLE.

TRUST AND ACCOUNTABILITY RECRUITING IS A SERIOUS ISSUE.

WE'RE DOWN 300 PEOPLE.

JUST MOVING PEOPLE AROUND, THERE'S GOING TO BE SOME AREAS IN THE DEPARTMENT THEY'RE NOT GOING TO HAVE THE PERSONNEL THEY USED TO.

OPERATIONS, PATROL WILL HAVE PEOPLE THAT THEY NEED.

THEY'RE THE ONES ANSWERING THE CALLS AND THEY'RE THE ONES THE PUBLIC IS INTERACTING WITH.

MOST IMPORTANT PART IS ACCOUNTABILITY WITH THE PUBLIC AND PUBLIC'S INPUT.

WE CAN'T DO THIS JOB WITHOUT THE PUBLIC'S SUPPORT.

WE NEED TO MAKE SURE THE PUBLIC IS PART OF THE SOLUTION.

THAT WE SIT DOWN WITH THEM.

THAT MYSELF, FROM DAY ONE, WILL BE OUT THERE.

WITHING THE FIRST 30 DAYS, NOT ONLY GOING TO MEET EVERY OFFICER BUT MEET THE CIVILIAN EMPLOYEES.

IT'S IMPORTANT FOR THE PUBLIC TO SEE YOU OUT THERE AS WELL AS THE MEDIA TO KNOW WE HAVE AN OPEN AND HONEST RELATIONSHIP.

THAT'S WHAT IT WILL BE, OPEN AND HONEST.

>>Yunji: HARD TO BELIEVE WE'VE BEEN HERE ABOUT AN HOUR.

SO WE WANT TO GO THROUGH THE NEXT QUESTIONS.

PLEASE KEEP THEM COMING, ALTHOUGH I HAVE A HUGE PILE, AND HOPEFULLY WE'LL GET TO AS MANY AS POSSIBLE.

PLEASE TRY TO KEEP YOUR ANSWERS BRIEF SO WE CAN GET TO MORE.

IT'S NOT ILLEGAL TO BE HOMELESS.

IT'S NOT A CRIME TO BE HOMELESS, BUT THERE HAVE A LOT OF QUESTIONS ABOUT HOW HPD INTERACTS WITH THE HOMELESS POPULATION AND WHAT MORE CAN BE DONE?

MR. LOGAN, CAT SAYS WHAT, IF ANYTHING, CAN YOU DO OR HAVE DONE TO COMBAT THE HORRIBLE HOMELESS PROBLEM?

WHAT IS LAW ENFORCEMENT'S ROLE WITH THE HOMELESS CRISIS?

MICHAEL WANTS TO KNOW.

GLEN HAS A RELATED QUESTION, HOW DO CANDIDATES PLAN TO TRAIN OFFICERS TO DEAL WITH MENTALLY ILL?

MANY ALSO HAVE MENTAL HEALTH ISSUES.

THERE'S TOO MANY NAMES TO COUNT.

BUT HOW DO WE BETTER ADDRESS HOMELESSNESS FROM HPD'S PERSPECTIVE?

>> THANK YOU.

GREAT QUESTIONS.

I THINK THE HONOLULU POLICE DEPARTMENT, WHILE IT'S A LAW ENFORCEMENT ROLE.

THE HOMELESS IS NOT A PRIMARY ISSUE OF WHAT THE DEPARTMENT NEEDS TO TAKE CARE OF ON A HOLISTIC POINT OF VIEW, BUT IT IS -- THEY ARE AN ELEMENT OF PUBLIC WE NEED TO DEAL WITH.

I DON'T MEAN MEAN-WISE.

ONE OF MY MANTRAS IS TREAT EVERYBODY WITH DIGNITY AND RESPECT.

EVEN IF YOU HAVE A HOMELESS PERSON GOING THROUGH A MENTAL CRISIS OR DRUG INDUCED CRISIS, HAVING ISSUES AND PROBLEMS EVERY DAY, DO WHAT WE CAN TO HELP THOSE PEOPLE.

WHETHER THAT'S BY THEM A BURGER IF YOU CAN AFFORD THAT OR WHETHER IT'S TAKE THEM TO THE STORE AND GET THEM THINGS THEY WANT.

WE ALSO GOT TO HELP THE BUSINESS OWNERS WHO HAVE HOMELESS ISSUES.

IN CHINATOWN AND WAIKIKI, SOME PEOPLE ARE MOVING BUSINESSES BECAUSE OF THIS HOMELESS POPULATION.

IS IT A LAW ENFORCEMENT ISSUE?

IT'S A CITY ISSUE, IT'S A COMMUNITY ISSUE.

ALL OF US GOT TO COME UP WITH SOLUTIONS.

WHAT CAN WE DO?

CAN WE FIND A LARGE ENOUGH LOT OF LAND THAT WE CAN BUILD A FACILITY FOR THE HOMELESS TO GO TO?

SOME PLACE TO SHOWER OR BED DOWN FOR THE NIGHT INSTEAD OF SLEEPING IN A DOORWAY.

WE NEED TO COME UP WITH INGENUITIVE WAYS TO FIGURE OUT HOW THE COMMUNITY AS A WHOLE CAN TAKE CARE OF IT.

IT DIDN'T HAPPEN OVERNIGHT.

THE HOMELESS SITUATION'S BEEN GOING ON FOR A NUMBER OF YEARS.

GROWING UP HERE THE LAST 50 YEARS, YOU MIGHT HAVE SAW ONE OR TWO HOMELESS PEOPLE WHEN I WAS A CHILD RUNNING AROUND WAIKIKI AND PLAYING AT THE ZOO.

BUT IN TODAY, YOU CAN'T HOP, SKIP AND JUMP ANYWHERE WITHOUT SEEING A HOMELESS PERSON OR TRIPPING OVER SOMEONE.

HOW DO WE, AS LAW ENFORCEMENT, HELP SUPPORT THE COMMUNITY?

MIKE'S GOT THE HONU PROGRAM.

AND THEY'VE BEEN DRIVING AROUND DIFFERENT PLACES OF HONOLULU, SETTING UP AND TAKING CARE OF THE HOMELESS AND GETTING THEM OFF THE STREETS.

WHAT DO WE DO WITH THE HOMELESS THAT HAVE DISTRICT COURT OR JUDICIARY ISSUES?

DO WE WANT THEM COMING TO DISTRICT COURT OR CAN WE BRING A COURT AND MOBILE OUT WITH A JUDGE AND CLERK AND PROSECUTORS AND DEFENSE ATTORNEYS TO MEET WITH THE HOMELESS IN A GIVEN AREA?

WHETHER IT'S AT THE HONO SITE OR SOMETHING SO THAT WE CAN HELP THEM DEAL WITH THOSE ISSUES TOO.

THOSE ARE WAYS.

>>Yunji: WHAT DO YOU SAY, MIKE?

WHAT IS LAW ENFORCEMENT'S ROLE?

>> HOMELESSNESS IS NOT AGAINST THE LAW.

THERE A LOT OF CRIMINAL ACTIONS THAT SURROUND HOMELESSNESS.

HOMELESSNESS AND MENTAL ILLNESS WHICH ARE TWO VERY IMPORTANT ELEMENTS TO CONSIDER.

THIRD ONE IS SUBSTANCE ABUSE.

WE SEE A HUGE UPTICK IN THOSE THREE THINGS OCCURRING IN PEOPLE THAT WE ENCOUNTER IN A NEGATIVE WAY ALL THE TIME.

AND TO MIKE'S CREDIT, MIKE'S DONE A FABULOUS JOB HELPING TO DEVELOP HONU HELP PROGRAM.

ONE OF THE MOST IMPORTANT ISSUES SURROUNDING THIS FROM A LAW ENFORCEMENT, FROM A CEO PERSPECTIVE, FROM A 30,000-FOOT POINT OF VIEW, MOST IMPORTANT THING IS TO FORM COLLABORATIVE PARTNERSHIPS.

WE'RE NOT EQUIPPED TO HANDLE MENTAL HEALTH ISSUES AND SUBSTANCE ABUSE ISSUES.

WE HAVE SOME TRAINING.

WE CAN INTERCEDE AND INTERVENE IF NECESSARY, BUT OUR JOB IS TRIAGE.

BEING ABLE REFER PEOPLE APPROPRIATELY AND WORKING WITH THE JUDICIARY AND PROSECUTOR'S OFFICE TO DEVELOP SOME INTERDICTION THAT DOESN'T LAND PEOPLE WHO ARE MENTALLY ILL OR ADDICTED TO DRUGS IN THE SAME CRIMINAL ENVIRONMENT AS PEOPLE WHO ARE INTENTIONALLY MAKING WRONG CHOICES AND BEING VIOLENT.

>> MR. EBNER, WHAT ARE YOUR THOUGHTS?

>> LIKE BEN SAID, HOMELESSNESS IS NOT A CRIME.

LAW ENFORCEMENT ISN'T THE ANSWER BUT PART OF THE SOLUTION.

EVERYONE NEEDS TO KNOW THAT.

ONE OF OUR ASSESSMENT QUESTIONS WAS ON HOMELESSNESS.

AND WHAT I THOUGHT WAS VERY IMPORTANT IS TO MAKE SURE YOU BRING IN STAKEHOLDERS.

SOMEONE NOT FROM HONOLULU.

I RECOMMENDED THAT WE WOULD HOST A HONOLULU HOMELESS INTERVENTION SUMMIT.

WE WOULD BRING IN STAKEHOLDERS FROM BUSINESSES, VOLUNTEERS, THE ACLU, INCLUDING PEOPLE WHO ARE FORMER HOMELESS PEOPLE SO THEY CAN TELL THEIR STORIES.

WE KNOW MENTAL ILLNESS AND ADDICTION IS A DRIVING FORCE TO SOME OF THE SOCIAL ISSUES.

THIS IS A WHOLE GOVERNMENT OR SOCIETY APPROACH.

LAW ENFORCEMENT HAS A PART IN IT AND THEY WILL DO THEIR PART, BUT THEY SHOULDN'T BE ARRESTING PEOPLE OR CITING PEOPLE.

WE NEED TO GET TO THE ROOT CAUSE.

BRINGING STAKEHOLDERS TOGETHER, WHETHER WE HAVE TO DEVELOP MORE SOCIAL PROGRAM.

INTERVENE, THAT SHOULD BE OUR ROLE AS PEACEMAKERS, AS PUBLIC SAFETY.

>>Yunji: WHAT IS LAW ENFORCEMENT'S ROLE?

>> IT'S A VERY COMPLEX ISSUE.

I DO -- I'M HAPPY TO HEAR THAT THE OTHER THREE CANDIDATES SUPPORT THE HOMELESS PROGRAMS, MEANING HAT IF YOU'RE CHOSEN, I WOULD HOPE THAT THEY DON'T DIE UNDER YOUR LEADERSHIP.

FOR ME, SOMETHING THAT'S NEAR AND DEAR TO MY HEART.

IT WAS A CHANGE FOR ME, COMING UP IN THE DEPARTMENT, I WAS YOUR ENFORCER, IN PATROL IN SOME OF THE HARDEST DISTRICTS.

I WAS NARCO VICE.

I WOULD COME WITH THE RAM AND BREAK DOWN THE DOOR, AND I GOT TASKED WITH CHINATOWN AND THE LAW CAME OUT.

GO AHEAD AND TAKE ALL THESE TROOPS AND APPLY THE LAW AND GET THEM OUT OF HERE.

WHEN WE WERE DOING IT, IT DIDN'T FEEL RIGHT.

OKAY, WE CLEARED THEM OUT BUT WE DIDN'T SOLVE THE PROBLEM.

WE PUSHED IT OVER DISTRICT BORDERS.

LONG STORY SHORT, WHAT I REALIZED IS YOU GOT TO HAVE A BALANCED APPROACH.

HALF THE COMMUNITY IS SAYING PEOPLE ARE HURTING.

THEY'RE IN CRISIS.

THEY'RE NOT CRIMINALS.

OTHER HALF OF THE COMMUNITY SAYING DO YOUR JOB.

WHAT I CAME UP WITH A BALANCED APPROACH.

DO OUTREACH BEFORE ENFORCEMENT AND DO OUTREACH AFTER.

BE COLLABORATIVE, WORK WITH OUR PARTNERS TO LET THEM KNOW WE GOT COMPLAINTS, LET'S SAY IN KAKAAKO.

WE'RE GOING TO HAVE TO DO AN ENFORCEMENT AT SOME POINT.

THE COMMUNITY IS DEMANDING IT.

OUTREACH PROVIDERS, PLEASE OFFICERS AS MANY SERVICES AS POSSIBLE.

BE TRANSPARENT.

WE HAVE COMPLAINTS.

AND UNFORTUNATELY YOU CAN EITHER ACCEPT SERVICES OR MAYBE MOVE ALONG.

AND IT'S ONE OF THOSE THINGS WHERE IT'S SO COMPLEX.

I COULD GO ON ALL ABOUT THE HOMELESS INITIATIVES I'VE DONE AND A LOT OF PEOPLE ARE AWARE OF IT SO I WON'T BORE EVERYONE.

KAKAAKO IS A PERFECT EXAMPLE OF WHAT OUTREACH LOOKS LIKE.

THERE WAS A POINT IN TIME WHERE HPD SAID WE'RE NOT GOING TO ENFORCE AGAINST HOMELESS.

WE TRIED TO TAKE THAT STANCE.

KAKAAKO HAD ABOUT THREE HUNDRED PEOPLE.

IT WAS OUT OF CONTROL.

YOU GUYS REMEMBER THAT?

IT WAS OUT OF CONTROL.

AND THEN WE WENT THE OTHER WAY.

RIGHT.

LET'S ENFORCE THE HECK OUT OF IT.

RIGHT.

ALL IT DID WAS UPSET THE COMMUNITY IN REGARDS TO THE ADVOCATES SO NOW WE'RE, WHAT DO WE DO?

WHEN WE'RE NICE, IT GET OUT OF CONTROL AND WHEN WE'RE STRICT, PEOPLE GET MAD.

WHEN WE APPLY THE BALANCED APPROACH TO KAKAAKO, AND I HAVEN'T BEEN IN A WEEK SO I DON'T KNOW IF IT GOT BAD.

WE CLEARED OUT KAKAAKO, WE WERE DONE WITH OUR CAMPAIGN, THERE WAS ABOUT 20 PEOPLE LEFT.

WE HAVE A BALANCED APPROACH.

AS CHIEF, YOU HAVE TO ACCEPT EVERYONE'S PERCEPTION.

IF THERE'S ENOUGH CHUNK OF THE COMMUNITY SAYING THIS, ENOUGH OF THE COMMUNITY SAYING THAT, TRY TO FIND MIDDLE GROUND.

WE'RE ALWAYS IN THIS, LET'S JUMP ON THIS SHIP, JUMP ON THAT SHIP.

WE'RE TRENDING BUT WE'RE NOT SOLVING THE PROBLEM.

I FEEL OF THE CANDIDATES, I UNDERSTAND THE PROBLEM THE MOST.

I MEAN THAT RESPECTFULLY.

I'VE DONE INGRAINED SINCE 2017.

I'VE RECEIVED MENTAL HEALTH AWARDS FOR OUTSTANDING LEADERSHIP FOR GOVERNMENT WORKER.

I FEEL LIKE I HAVE THE STRONGEST PARTNERSHIPS.

HI TO ALL MY SOCIAL WORKERS AT HOME.

SORRY.

I'M INGRAINED, AND I BELIEVE THAT THE POLICE DEPARTMENT HAS AN INTRICATE ROLE.

>>Yunji: LET'S MOVE ON TO THIS QUESTION.

WE FOCUSED A LOT ON RECRUITMENT.

INTERESTING QUESTION ON OFFICER RETENTION.

TRY TO KEEP IT BRIEF.

WE HAVE ABOUT 15 MINUTES LEFT.

I'M CURIOUS ABOUT THE NEW CHIEFS PLANS ON SWORN OFFICER RETENTION.

WE ARE HEMORRHAGING -- THIS IS FROM A CURRENT OFFICER.

WE ARE HEMORRHAGING EXPERIENCED OFFICERS WHO ARE FLEEING AS SOON AS THEY HIT 25 YEARS AS OPPOSED TO OF STICKING AROUND.

THIS TIES BACK TO SOME MENTAL HEALTH CHALLENGES.

HOW DO WE RETAIN OFFICERS WHO MAY HAVE IT THE 25 BUT WE WANT TO KEEP ON THE FORCE?

>> IF YOU'RE TRYING TO FILL THE BATHTUB WITH WATER, YOU HAVE TO PLUG IT FIRST.

YOU GOT TO KEEP AS MUCH RESOURCES, AS MANY PEOPLE AS LONG AS POSSIBLE.

PART OF THAT MAY GO BACK TO ONE IDEA BRIEFLY, CALIFORNIA AND OTHER STATES HAVE DROP PROGRAM.

PEOPLE NEAR THE END OF THE CAREER ENTER A DROP STATUS.

THEY CONTINUE IN THEIR CURRENT ROLE.

THEY'RE SETTING THEMSELVES A RETIREMENT DATE.

DURING THAT PERIOD, RATHER THAN COLLECT RETIREMENT BENEFITS FOR THEMSELVES, THEY ACCRUE.

AFTER FIVE, SIX, SEVEN YEARS, THEY GET ALL THE ACCRUED RETIREMENT BENEFITS AS A LUMP SUM AND THEY CAN MOVE FORWARD.

IT'S LIKE AN EARLY RETIREMENT.

ALSO A PLANNING MECHANISM.

WILL THAT BE SIMPLE?

NO.

TALK ABOUT COLLABORATION.

CITY BFS, BUDGET AND FISCAL, AND ERS, A LOT OF VOICES WILL WEIGH IN.

THAT'S A HUGE OPPORTUNITY WE'RE LOSING.

SEASONED OFFICERS THAT ARE GOING TO HELP TO MENTOR THE NEXT GENERATION.

>>Yunji: HOW DO WE KEEP THE ONES WE HAVE?

>> EXACTLY WHAT BEN SAID, WE HAVE TO CLOSE THE BACK DOOR TO OPEN THE FRONT DOOR TO LET PEOPLE IN.

TO TAKE THOSE THAT ARE GETTING NEAR TO 25 YEARS, BRING THEM UPSTAIRS ONE BY ONE AND TALK TO THEM.

SEE WHAT DO THEY WANT?

HOW IS THEIR CAREER GOING?

WHERE DO THEY SEE THEMSELVES IN A COUPLE YEARS?

IS RETIREMENT THE ABSOLUTE FOR YOU OR IS THERE SOMEWHERE ELSE IN THE DEPARTMENT MAYBE YOU CAN FINISH ANOTHER FIVE OR SEVEN YEARS AND HELP OTHERS, WHETHER THAT BE AT THE TRAINING ACADEMY OR HELPING SUPPORT THE RESERVE OFFICERS THAT ARE OUT THERE.

SO THAT'S THE FIRST THING, BRING IN THOSE APPROACHING 25.

CATCH THEM BEFORE THEY HIT THE 25 AND FIND OUT WHAT THEY WANT TO DO IN THE FUTURE AND HOW CAN WE ENCOURAGE THEM TO STAY?

THOSE OVER 25 THAT COULD GO AT ANY MOMENT.

BRING THOSE IN AND SAY ARE YOU IN THE RIGHT PLACE?

DO YOU PLAN ON STAYING A LITTLE WHILE?

WHAT IS THE TRIGGER FOR YOU TO SAY TOMORROW IS THE DAY I'M DONE?

HOW DO WE, AS A DEPARTMENT, SHOW THE VALUE THAT YOU HAVE, THE EDUCATION AND EXPERIENCE THAT YOU HAVE AND TURN THAT BACK AROUND TO HELP THE DEPARTMENT AND CONTINUE ON?

I THINK THOSE ARE IMPORTANT MEETINGS WE NEED TO HAVE.

>>Yunji: YOU CITED THIS WHEN WERE TALKING ABOUT RECRUITMENT.

WHAT WOULD YOU DO TO PLUG THE HOLE?

>> TO RETAIN OFFICERS, THERE ARE SEVERAL THINGS THAT MAKE PEOPLE WANT TO DO THEIR JOB.

IT'S PAY, THE DISTANCE TO WORK, AND MOST IMPORTANTLY THE WORK ENVIRONMENT.

SO DUE TO COLLECTIVE BARGAINING, I CAN'T CONTROL THEIR PAY, WHAT I CAN DO IS CONTROL WORK ENVIRONMENT.

ONE OF THE BIGGEST REASONS WHY PEOPLE LEAVE, THERE'S AN UNFAIR PROMOTION PROCESS.

PEOPLE CAN'T GET PROMOTED.

THEY DON'T FEEL VALUED.

THEY FEEL THEIR SKILL SETS ARE NOT VALUES.

I KNOW I'M BEATING THE HORSE DEAD, BUT IF I CAN RESTORE IT AND OFFICERS CAN HAVE EVEN MORE PRIDE THAN THEY HAVE NOW, THEY'LL HANG AROUND.

IF THEY FEEL THINGS ARE FAIR, DOWN TO ASSIGNMENTS AND PROMOTIONS, THEY'LL HANG AROUND.

YOU GOT TO JUST LET PEOPLE KNOW THEY'RE VALUED.

I KNOW YOU CAN LEAVE.

I APPRECIATE YOU HANGING AROUND.

I DON'T CARE WHO'S PICKED TONIGHT.

THERE'S GOING TO BE A GOOD CHUNK OF PEOPLE THAT RETIRE FOR WHATEVER REASON.

IT JUST HAPPENS.

IT'S NOT A DIG AT ANY ONE PERSON.

IF EVEN IF I CHOSEN, THERE'S GOING TO BE A CHUNK OF PEOPLE WHO WILL LEAVE.

MY IDEOLOGY IS FORWARD THINKING.

SOME PEOPLE THAT HAVE BEEN SINCE THE '80S AND '90S, IT MAY NOT MATCH WHAT THEY THINK THE JOB SHOULD BE.

YOU GOT TO BE HONEST WITH YOURSELF.

BE HONEST WITH PEOPLE STAYING AROUND.

IF YOU SHOW A LITTLE BIT OF APPRECIATION AND CAN STABILIZE THE SHIP, THEY'LL HANG AROUND.

>>Yunji: HOW DO WE KEEP THE OFFICERS WE NEED TO KEEP?

>> ALL THREE OF THEM TOUCHED ON REALLY GOOD POINTS.

ONE THING I'LL START WITH, AND I THINK IT'S THE MOST IMPORTANT.

MOST PRECIOUS RESOURCE IS PERSONNEL.

IT'S NOT OUR EQUIPMENT OR UNIFORM, IT'S PEOPLE.

RETAINING THEM.

THEY NEED TO KNOW THEY MATTER.

THIS JOB IS VERY IMPORTANT.

IT'S A NOBLE PROFESSION.

AND PEOPLE NEED TO UNDERSTAND THAT THEY MATTER.

WE NEED TO KEEP THEIR WORK ENVIRONMENT ONE WHERE THEY WANT TO WORK.

WE'RE SEEING THROUGHOUT THE COUNTRY, PEOPLE LEAVE AGENCIES WHERE WE HAVEN'T SEEN BEFORE.

I COME FROM A DEPARTMENT WHERE OVER 95% OF PEOPLE THAT GRADUATE THE ACADEMY STAY UNTIL THEY RETIRE, WHICH IS A VERY HIGH PERCENTAGE.

I'D LOVE TO BRING THAT HERE.

I'M NOT SAYING I CAN DO IT IMMEDIATELY, BUT IT'S SOMETHING WE CAN WORK TOWARDS.

THERE HAS TO BE PROFESSIONAL DEVELOPMENT OF EVERY OFFICER FROM THE DAY THEY GRADUATE THEY GET TRAINED MANY MONTHS.

FROM WHEN THEY GRADUATE TO WHEN THEY RETIRE IF YOU LOOK AT ANYONE, IF YOU LOOK AT THESE MAJORS, THEIR TRAINING IS DIFFERENT.

IT WENT DOWN DIFFERENT PATHS.

WE NEED TO MAKE SURE THAT OFFICERS ARE PROFESSIONALLY DEVELOPED AT EVERY STAGE.

EVERY YEAR ON THE JOB TO EVERY SUPERVISOR POSITION.

COMES WITH EQUAL, FAIR DISCIPLINARY SYSTEM AND PROMOTIONAL SYSTEM.

I HELPED DEVELOPED A SYSTEM BASED ON MERIT, ABILITY, EDUCATION, TRAINING AND EXPERIENCE.

YOU WANT TO BE ABLE TO BETTER YOURSELF.

HAVE AN AGENCY THAT SUPPORTS YOU THROUGH EDUCATION INCENTIVE PROGRAMS.

IF I GOT HIRED, I WOULD PUSH TO THE COLLECTIVE BARGAIN AND POLICE COMMISSION TO HAVE AUTHORIZATION TO PAY OFFICERS HIGHER PERCENTAGE BASED ON THE LEVEL OF EDUCATION.

IF YOU HAVE ASSOCIATES DEGREE, YOU GET THIS.

A BACHELOR'S THIS, A MASTER'S THAT.

IT MAKES FOR OFFICERS THAT WANT TO BETTER THEMSELVES AND STAY HERE.

THAT'S EXTREMELY IMPORTANT AND HEALTH AND WELLNESS.

>>Yunji: LESS THAN TEN MINUTES.

GREG IN KAKAAKO HAS A SPECIFIC QUESTION ON BODY CAMERAS.

WE TOUCHED ON BODY CAMERAS BRIEFLY.

I'D LIKE TO GET YOUR STANCE.

POLICE BODY CAMERAS AN ASSET OF TRANSPARENCY.

HOW WILL YOU MAINTAIN THAT TRANSPARENCY TO ENSURE BODY CAMERAS IS AVAILABLE IN ITS ENTIRETY TO THE PUBLIC?

>> IT COMES WITH A CLEAR SET POLICY.

WE'VE HAD BODY CAMERAS WELL OVER FIVE YEARS.

WE'VE JUST REDEVELOPED AND REWROTE A NEW POLICY.

IT STARTED WITH OUR AGENCY.

LIKE THEY WERE TALKING EARLIER, I CAN'T COMPREHEND THIS IS A PROBLEM.

WHY ARE OFFICERS TURNING THEIR CAMERAS OFF?

IT WILL BE WRITTEN IN THE POLICY IF I'M HERE.

IF IT'S AN ACCIDENT, AN ERROR, OR THERE'S A MALFUNCTION, THAT'S DIFFERENT.

INTENTIONAL, TURNING OFF THE CAMERA, THAT'S UNACCEPTABLE.

>>Yunji: MR. LOGAN.

>> ABSOLUTELY.

BODY CAMERAS ARE A WAY TO KEEP OFFICERS HONEST AND ALSO KEEP COMMUNITY HONEST.

NOT EVERYBODY IS TELLING THE TRUTH WHEN THEY'RE BEING SUBJECT TO ARREST OR CITATION OR IMPACTED BY THE POLICE SO YOU WANT TO BE -- BODY CAMERA IS THE WAY TO DO THAT.

HOLD OFFICERS ACCOUNTABLE THAT AREN'T USING THE BODY CAMERAS THE RIGHT WAY.

ONCE YOU TURN IT ON, IT STAYS ON.

THERE ARE RULES AND FEDERAL GUIDELINES AND STATE GUIDELINES ON HOW TO USE BODY CAMERAS AND WHEN THEY'RE TURNED ON AND OFF.

MAKE SURE OFFICERS ALWAYS USE A BODY CAM.

I'M GOING AS FAR AS TO SAY YOU NEED CAMERAS IN THE CARS TO MONITOR WHAT'S GOING IN FRONT OF THE CAR.

TO BETTER CAPTURE WHAT IS GOING ON IN THE COMMUNITY TO KEEP ACCOUNTABILITY TO THE OFFICERS AND MAKE SURE THEY'RE DOING WHAT THEY'RE DOING.

>>Yunji: MR. LAMBERT, WHAT IS YOUR STANDING?

>> IT KIND OF DEPENDS ON WHAT THE CIRCUMSTANCES WERE.

SAY THEY DIDN'T TURN IT ON IN ACCIDENT.

THE STOP WENT SMOOTH, NO COMPLAINTS.

WE CAN GO WITH SOME VERY EASY WRITTEN TRAINING.

BUT WHEN OFFICERS AREN'T TURNING ON AND WE MISS KEY EVIDENCE THAT WOULD MAKE THE COMMUNITY FEEL THAT WE'RE TRYING TO COVER SOMETHING UP, THEN WE NEED TO COME DOWN HARDER, ESPECIALLY IF IT'S REPETITIVE.

FOR EXAMPLE, WHAT THAT LOOKS LIKE FOR ME, FIRST TIME, LIKE IT WAS A NONINCIDENT, 384.

A VERBAL COUNSELING IN WRITTEN FORM.

SECOND TIME, IT'S A 121, GOES IN YOUR RECORD.

IT'S A REAL WRITEUP.

THE THIRD TIME, IF IT'S SOMETHING THAT AFFECTS PUBLIC TRUST BY NOT BEING CAPTURED, YOU'RE GOING TO EAT A DAY.

I'M GOING TO BE HONEST, I'M PROBABLY NEVER GOING TO FIRE SOMEBODY FOR THAT BUT THEY'RE GOING TO EAT DAY AFTER DAY.

PEOPLE WILL SAY SO LENIENT?

REMEMBER, A DAY'S PAY CAN BE ANYWHERE FROM $240 TO $400.

SO A ADMINISTRATIVE FINE FOR OFFICERS BY TAKING ONE DAY OF PAY FOR OFFICERS THAT MALICIOUSLY OR HABITUALLY TURN OFF CAMERAS WHEN IT COUNTS.

>>Yunji: WHAT ARE YOUR THOUGHTS?

>> TO SCOTT'S POINT ABOUT WE SHOULD HAVE A -- ADMINISTRATIVE, WE DON'T ENFORCE IT.

THAT'S A HUGE PROBLEM.

AND TO JOE'S POINT ABOUT CAMERAS ON CARS AND CAMERAS PEOPLE, I AGREE.

I TAKE IT ONE STEP FURTHER.

WE MENTIONED THE FBI ACADEMY EARLIER.

MY CLASSMATES IN THE FBI ACADEMY AND I WE WERE TALKING LAST WEEK ABOUT AN APPLICATION THAT HIS AGENCY DEVELOPED.

FREELY AVAILABLE ON PEOPLE'S MOBILE PLATFORM.

I DON'T WANT TO GIVE YOU THE NAME BECAUSE I DON'T WANT YOU TO DOWNLOAD IT FOR A SPECIFIC REASON.

CITIZENS DOWNLOAD THIS APP AND THROUGH A VOICE COMMAND, YOU CAN START THE ACTIVATION OF VOICE AND VIDEO RECORDING AS A MEMBER OF THE PUBLIC.

AD A PERSON WHO GOT PULLED OVER.

WHAT HAPPENS IS THAT VIDEO AND AUDIO RECORDING IS SENT TO THE POLICE DEPARTMENT.

TO ME THAT'S THE KEY.

AND THAT'S WHY I DON'T WANT YOU TO DOWNLOAD THE APP.

FLORIDA IS GOING TO BE FLOODED WITH EVERYBODY DOWNLOADING THE APP.

SOMETHING THEY'RE WILLING TO SHARE.

THAT OPENS THE DOOR TO TRANSPARENCY.

THERE'S NO DISPUTE, A CITIZEN HAS THE OPPORTUNITY TO SHARE THAT INFORMATION.

HEY, I GOT PULLED OVER.

HERE'S THE VIDEO.

>>Yunji: WE HAVE ABOUT FIVE MINUTES LEFT.

I WANT TO GIVE EACH OF YOU AN OPPORTUNITY TO TAKE ABOUT A MINUTE TO GIVE A CLOSING STATE.

WE LEARNED A LOT ABOUT EACH OF YOU AND YOUR BACKGROUND.

WHAT IS SOMETHING YOU WANT THE PUBLIC ABOUT WHAT WE DIDN'T COVER?

WE'LL START WITH YOU.

WHY YOU SHOULD BE GIVEN THIS POSITION.

>> HAWAI'I'S MY HOME.

I'VE BEEN HERE 50 YEARS.

MY WIFE IS FROM THE BIG ISLAND.

MY KIDS ALL LIVE HERE ALL BUT ONE.

MY SISTER LIVES IN CALIFORNIA.

MY FAMILY IS HERE.

HAWAI'I IS HOME.

BEING LEADER IS FULL CIRCLE.

I CAN BRING BACK ALL I SAW.

WHEN I LEFT IN 2002, I LEFT THE DEPARTMENT WHERE THE CITIZEN -- THE COMMUNITY BELIEVED THE POLICE DEPARTMENT 80, 90% POLICE DEPARTMENT IS EFFECTIVE.

TODAY THE NATIONAL COMMUNITY SURVEY, 45% OF THE COMMUNITY BELIEVES THE POLICE DEPARTMENT IS DOING THE RIGHT THING OR GOOD JOB.

WE NEED TO FIX THAT.

I BELIEVE THAT MY TIME HERE, MY CONNECTIONS -- NOT CONNECTIONS BUT RELATIONSHIPS THROUGHOUT THE BUSINESS COMMUNITY, THROUGHOUT THE ACADEMIA THAT'S HERE, I TEACH FOR HAWAI'I PACIFIC UNIVERSITY, ALL OF THOSE THINGS, I CAN BRING TO THE TABLE AND HELP THE POLICE DEPARTMENT MOVE FORWARD.

THERE'S A COUPLE BAD APPLES BUT BY AND LARGE, OFFICERS ARE GREAT.

WE NEED TO RECOGNIZE THOSE OFFICERS, ENCOURAGE THAT AND CONVINCE THE COMMUNITY THE POLICE DEPARTMENT IS THE SAME I LEFT IN 2002.

>>Yunji: MR. EBNER.

>> THANK YOU.

THIS HAS BEEN A PLEASURE.

IT'S BEEN HUMBLING.

THE MOST IMPORTANT THING EVERYONE NEEDS TO KNOW ABOUT ME, I'M NOT GOING TO COME HERE AND MAKE THIS PLACE THE DEPARTMENT I CAME FROM.

MY JOB IS TO MAKE IT AN OUTSTANDING DEPARTMENT WHERE EVERYONE WANTS TO COME HERE.

THIS WILL BE THE STAPLE FOR THE COUNTRY.

FIVE, TEN YEARS FROM NOW PEOPLE WILL SAY, I WANT TO APPLY AT HONOLULU POLICE DEPARTMENT.

THAT'S MY GOAL, AND THAT COMES BY BUILDING TRUST AND LEGITIMACY, INTERNALLY AND WITH THE PUBLIC.

I FEEL WITH MY EXPERIENCE, 30 YEARS IN LAW ENFORCEMENT STARTING AS A CITY POLICE OFFICER, AS DETECTIVE, INTERNAL AFFAIRS AND COMMANDER IN OPERATIONS TO BECOME CHIEF OF STAFF, I KNOW WHAT IT'S LIKE TO RUN A DEPARTMENT THIS BIG WITH A $350 MILLION BUDGET, TO DEAL WITH 2500 VEHICLES THAT YOU HAVE TO PURCHASE, MAINTAIN.

I KNOW IT'S NOT AS LARGE HERE, BUT THAT DOESN'T HAPPEN OVERNIGHT.

IT'S A PROCESS I'M PROUD OF THROUGH MY EDUCATION, MY TRAINING, MY EXPERIENCE, LIKE BEN'S BEEN AT THE FBI'S ACADEMY.

SO IS GOING TO NAVAL POST GRADUATE SCHOOL.

WHAT WE HAVEN'T TOUCH ON HERE IS BUILDING PARTNERSHIPS.

I'VE WORKED WITH FBI, ATF, DEA AND PARTNERSHIPS, ESPECIALLY WHEN I WAS DEPUTY SUPERINTENDENT INVESTIGATIONS.

THAT'S SOMETHING I WOULD BRING HERE.

I LOOK FORWARD TO BECOMING A PART OF THE COMMUNITY.

THAT'S WHY MY WIFE AND DAUGHTER -- >>Yunji: I HAVE TO LEAVE IT THERE SO EVERYBODY GETS ENOUGH TIME.

MR. LAMBERT?

CLOSING THOUGHTS?

>> I JUST WANT TO EVERYBODY TO KNOW AT HOME THAT I'M NOT GOING TO BE MORE OF THE SAME.

THERE'S A LOT OF PUBLIC SENTIMENT THAT SAYS NO, THERE'S NOT GOING TO BE A LOCAL LEADER THAT WILL COME AND MAKE A CHANGE.

THIS IS NOT A DIG AT OTHER CHIEFS.

THEY ALL HAVE THEIR THING THAT THEY DID GOOD FOR THEIR COMMUNITY.

A LOT OF TIMES, WHAT HAPPENS WITH A CHIEF IS THEY'LL COME IN, THEY'LL PUT SOME PAINT ON THE WALLS, THEY'LL CHANGE THE FLOORING, PUT UP SOME PICTURES, AND THEY'LL TELL YOU THE ROOM IS DIFFERENT, AND IT'S NOT.

IT'S THE SAME ROOM.

IF YOU TAKE OFF THE PAINT, TAKE DOWN THE PICTURES, IT'S ROTTEN.

THE STUDS ARE ROTTEN, THE PLUMBING IS ROTTEN, THE ELECTRIC WIRING IS ROTTEN.

THAT'S WHAT THIS DEPARTMENT NEEDS.

IS SOMEBODY TO TEAR IT DOWN AND REBUILD IT.

I HAVE THE COURAGE, I HAVE THE WILL, I HAVE THE PERSISTENCE AND VISION TO TEAR IT DOWN TO THE FOUNDATION, WHICH IS THE HAWAII REVISED STATUES, THE CONSTITUTION, REVISED ORDINANCES OF HONOLULU AND REBUILD A DEPARTMENT THAT WE ALL WILL BE PROUD OF.

>>Yunji: WE'LL GIVE YOU THE LAST WORD.

>> I FEEL THE GREATEST BENEFIT AND POWER THAT WE HAVE AS A DEPARTMENT IS THE MEMBERS OF THE DEPARTMENT.

AND I FEEL LIKE THIS IS A VERY UNIQUE TIME.

THE COMMUNITY AND DEPARTMENT ARE GOING TO BE WELL SERVED BY ANY OF THE FOUR CANDIDATES HERE.

WHY ME?

I PREPARED MYSELF ACADEMICALLY.

I HAVE MY MASTERS DEGREE IN LAW ENFORCEMENT AND PUBLIC SAFETY AND LEADERSHIP FROM UNIVERSITY OF SAN DIEGO.

I'M AT THE ACADEMY THERE RIGHT NOW -- NOT RIGHT NOW BUT IN A COUPLE DAYS I'LL BE BACK FINISHING THAT.

THIS FORMAT, WE SHOULD HAVE DONE FOUR HOURS, FIVE HOURS.

THE STACK OF QUESTIONS IS HUGE.

IF PEOPLE WANT TO LEARN MORE ABOUT ME AS A CANDIDATE OR PERSON, I WOULD INVITE THEM TO VISIT THEM TO MEET MAJOR BEN.com.

IT'S A BUNCH OF ACADEMIC WORK.

IT TALKS ABOUT MY THEORIES AND IDEAS ON DIFFERENT ISSUES ON MODERN DAY POLICING.

>>Yunji: MAHALO TO JOINING US TONIGHT.

AND WE THANK OUR GUESTS -- THE FINALISTS FOR HONOLULU POLICE CHIEF.

HONOLULU POLICE MAJOR MIKE LAMBERT, RETIRED MAJOR GENERAL ARTHUR "JOE" LOGAN, HONOLULU POLICE MAJOR BEN MOSZKOWICZ, AND RETIRED LIEUTENANT COLONEL SCOTT EBNER.

THE GENERAL PUBLIC WILL HAVE ONE MORE OPPORTUNITY TO BE HEARD.

THE HONOLULU POLICE COMMISSION WILL TAKE PUBLIC TESTIMONY ON MONDAY, MAY 23RD AT 9:30 A.M. AT THE MAIN POLICE STATION ON BERETANIA STREET.

WE HAVE MORE INFORMATION ON OUR WEBSITE PBS HAWAII DOT ORG.

THE POLICE COMMISSION MAY MAKE ITS DECISION THAT SAME DAY.

NEXT WEEK, THE COVID-19 PANDEMIC EXPOSED A FRIGHTENING VULNERABILITY HERE THAT HAS BEEN DECADES IN THE MAKING, HAWAI'I'S RELIANCE ON IMPORTED FOOD WHICH IS ESTIMATED AT 85 TO 90 PERCENT.

CAN WE ENHANCE OUR FOOD RESILIENCY AND SECURITY.

JOIN US FOR KAKOU: HAWAI'I'S TOWN HALL, THE FUTURE OF OUR FOOD.

THAT'S NEXT THURSDAY AT 7:30.

PLEASE JOIN US THEN.

I'M YUNJI DE NIES FOR INSIGHTS ON PBS HAWAI'I, ALOHA!