policy. um, and i want to - >> my question was slightly different i understand that is the way you're presenting is a compliance issue. >> (multiple voices.) >> and i'm wondering any pro-active help that dhr can provide to the department it, you know, make sure this didn't happen and especially for our first responders for police specifically because we know where in a staffing crisis and make sure that people are successful especially younger folks, you know, if this happens i'm wondering if any tools or strategies or plans to proactively assist the police department in doing this? >> we can always do more on the annual base we request an

updated list of lake had you seen spaces and ask they make sure that all are in the spaces employees who are expressing milk will have those amenities available to them and also serve as consultant and a consultant advisory role let departments know if this i have questions with the lactation places compliance we are available to answer those questions and assist them. >> that's what we're doing we can always do more. >> thank you. there's no questions or dmrmz my colleagues thank you, very much. at dhr. and i will now i'm going to turn it over to deputy chief wash and penny. >> again to see you deputy

chief. >> supervisor stefani and supervisor engardio. >> supervisor dorsey i have one question - >> do what you can do. >> sure. >> so for those two o who might not be familiar with thirty/to ask thirty percent of the sworn workforce by 2024 /* to further change and change culture that's where the number thirty comes from. >> currently women make up

only 12 percent of sworn officers and california about 14 percent for sworn officers and sfpd you mentioned were about 15 percent of sworn officers by the two hundred and 80 and 6 out of 16 are women one of the ranks of sfpd women are 17.7 that is sergeants and above and in supervisor roles for thirty/thirty has put us on track to monitor how we're doing starts off you sernt sends in our original we need the our 12 months in november i can say not a great success from 14 by progress i want to say one of the things we have to do in order to engage this process we want the numbers to get bigger

this is a staffing shortage our overall bucket of people one of the things that came to my attention ties into thirty/thirty using dhr smart recruiter had a blind we didn't see gender we asked for a change of that one of the biggest things our loss between application and written testing losing up to 40 or 50 percent of applicant so hoping targeting those people are smart recruiter some of the things we learned to help are first year is actual actoric reaching out to honor backgrounds we're making e-mails and an imperfect system not the only jobs that our officer job

but drc or dhr is allic auto rg /* /*ic. >> those are small and what i talk about percentages when you deal with percentages that didn't tell you the whole story i can tell you that our class two 80 we have 21 almost 22 of that was women in the class was 7 excuse me - of three 2. so we are working on those numbers that is definitely something we want to do act as far as numbers if i walked in with agreeing calendar just as an example

opening up the department that may have barriers to women getting into positions. one of the ones with trina led working with the operations with the swat teams and a grail process to get through if we go sweet spot specialties you're trained and most was swat members come from those officers to reaching out to agencies americanships not traditional but here we go work updates to come with the physical process and looking at the testing. do you really need to do this exercise to be on this team? is it translated into good officer. i'd like to point out we have a lieutenant a thirty by thirty fellow are that ward we moved her into the open

space we did person was promoted to i section to carla will be in this position to monitor us and tell us what we need to do at the same time i want to sing her praise was awarded add scholarship to a good fit but be part of our bigger section some of the things we're doing i know you'll have questions i don't know if you want to start now? >> i do have a couple of questions for you and my colleague might also. so i was wondering if you have compared our recruitment strategies and the tools i just went through with what other compatible cities in terms of 67

recruitment. >> i would like to tell you that answer in 6 months we couldn't know of different modules within that to tell the court though we're recruiting for example, we didn't have a way to track did sending those officers give us people not just to sign up for the application smart recruit with the q r codes energized for us to the target so i will say we've been behind so far as i know like airports alderman foulkes this tool i i think is the our first step on the very front burner of the actual process development targeting next week to improve

the backwards with h.r. to get different buckets to see who we're getting demographically and where and be able to patricia those as the buckets move on. >> that collection is important to see what is working and not working. i'm wondering what our recruitment looks like i've been involving with the colleges and that has been a place where recruitment as happened. i'm wondering in the proficient of the goal for thirty/thirty we have focused on specifically we can recruit women like how we - have we've done any of the thinking where to get the word out? for this

pitch and how to get women interested in law enforcement careers in sfpd. >> i understand we're fully on board with the thirty/thirty trying to might that goal by the sidewalks to get as many people as possible talking about that for example, you mentioned city a college specifically found a program we're going to target that has had success for other law enforcement agencies sacramento in the to the climate action plan of state city college but that program has seen a good ratio of people go bog law enforcement we've been invite and planning to par take on that i'd like if when we the target those when we get there we'll see are we fighting over

the national average ever 12 percent or sitting on something bigger? we reach out as much as possible and take any um, hints any direction if there are specific places we need to go norm for recruit but for women or other underserved group. >> i sporadically want to possess this question i know the chief for example, has brought up going to the colleges and we should have a strategy where to go in memoriams of general population more tashthsdz in terms of getting out the word the thing i'm a minority i do

know young people sometimes don't necessarily think oh, this is an option for me if someone didn't come and tell you that is an option for you that would be great. >> and going back to our colleges and universities and the national average is hoover around 60 percent of females. and i think we target those within the unite specifically they are historically black colleges for example, those gender or sex demographics appear on the higher numbers not the inclusion we do going to the john jay college is very big on criminal justice, however, more people doing other types of work or interests we target john jay and i cannot tell you we should specifically enclose to a place to the target women. but i can

tell you we have women interested. >> perhaps we could do i know that h b c and, you know, could be a place we can get the word out. >> absolutely. >> thank you deputy chief you have any questions or comments. >> thank you deputy chief welch a quick we have you thought about childcare as a avenue to recruit and retain female officers. >> it started before i got into this position and many and popped up before brown that, yes it is something i'll tell you in any learning and some of the sheriff's department and the department it is um, a lot

anymore be complicated than i thought but definitely something can be done and we have visited in san diego is that a city type childcare or something you work with the partners um, to exit them to maybe contract to many work not through the police department but contracting where things are next year complicated there on nonprofit, etc. the other issue too is finding a location for that those things are discussed and looked at it not just in the agency i know that chief carter it here in discussions with her she's held groups to that but nothing we are definitely be looking at but pretty heavy lift at this point

and not discouraging but will take some time and effort and potentially funding depending on which route. thank you. that is encouraging. >> supervisor dorsey and. >> there is a project that is not in my district but close maybe exploring 24 childcare and one thing about that i know that people in the medical provocation avail themselves of that opportunity is that something that would be helpful. >> it would and has been explored the person's name with the city is an in the encyclopedia and nonprofits will be deciding that one city hall this is a childcare when you get into twenty-four hours care itch more expenditure and the

question what is our need? do we combine us with anyone to keep it where it is viable observation that is explored and again, i apologize. i think that apologize encyclopedia has brought up different things we are a 24/7 operation and that's needed definitely something to look at. >> deputy chief and supervisor dorsey and supervisor stefani we have the offers of childhood here and will present we have been talking about this quite a bit i have one last question. the younger generation i always that that is better than we are (laughter) our kids are better than we are and for oath folks trying to recruit both men and women

childcare and lactation all need our family issues not necessarily women's issues. i'm wondering if you've done any surveys of your current up and coming workforce and female and male recruits about what they need terms of a family-friendly place we have a family-friendly policy for the city it is different if you work at an office or the sfpd it is a different level of stress on your families. i'm wournd, you know, besides lactation any surveying your department has done how we can support an officer a younger officer in this stage of their life and also at home. >> i don't believe we've limited to first women in the department i know we have done

surveys about childcare but it is family issue. um, some of the family-friendly have come through for now officers to have a certain schedule to accommodate they're family livestock i agree not a women's issue solely. we proirnl have to delve deeper as opposed to to gathering up anymore direct fact finding for a specific age group will be close to the group that will take a benefit like that. >> perhaps you can help us with that, i support okay. thank you deputy chief and so next, we have ms. guy thank you. >> if i can do it from here

i'm going to be doing slide and and coordinator for the sfpd. the department, of course, is dedicated to insuring a supportive environment for lactating employees and here this is. the department informs its employees of any questions and concerns and how to request the lactation combhoomgsz through any office by distributing lactation policies and this lactation policy is a request are for the lactation spaces now this policy is provided to all employees requesting parental leave and printed at the dedication lactation spaces and posted on

the internet and issued at the department notice to o so this is our lactation and the department noise were issued every three years but, of course, everywhere. we have 24 different work sites and many of them don't often use they're lactation spaces to insure the lactation are maintained be, and also that peripheryy staff are reminded of the location we have monthly inspections by the coordinator on site at the work sites that are signed off by the commander officer and the conduct older inspections and make sure the equipment are there and outlets or working,

etc. now, when the msnbc broadcast the allegations were concerning i want to take the opportunity to express the department has never offered or directed a lactating employee to use the bathroom not the dptsd designated department spaces we have used multi-purpose rooms for lactation and created temporary lactation with privacy signs and has to do with with 24 different work sites several of them in one hundred-year-old buildings and small we are happy to help. when the msnbc

broadcast aired the department took this as an opportunity to review the lactation spaces not nearly for combinations but also to see where we can improve and get the best practices for look tat employees. and when i say lactating by best practices i mean dedicated lactation rooms this is the departments goal that is a list of all the departments designated lactation spaces the work site own the left already have dedicated lactation only rooms. the leona helmsley work sites on the right still use misrepresent spaces for created lake shut up with privacy screens and signs. now we have identified in these 11

work sites how we can create a dedicated lactation only room. and we do this by moving equipment around and installing modular walls where we identified the spaces for the installation of modular walls. so we divided i am the improvements two phases the phase one would be 6 work sites and the second phase the next phases and the first on the 7 work from deliver and installation of mode last year walls. excitement because the day before yesterday, we received either first shipment of mode last year walls there were some mississippi's pieces so customer servicely looking at

a thirty day timeframe of when we'll complete the phase one improvements of those 6 work sites with the installation of modular walls and we are charging full steam ahead at getting to best practices for our lactating employees that's my shore. >> i have questions for i. >> so um, you know, i mean the policy the lactation policy for the city, you know, have been there for awhile before the msnbc news segment on this issue. i'm wondering, you know, why it is that we are in the situation of not identifying that every, you know, place where they are female officers who, you know, were lactating that dedicated space. you know,

the way he started the presentation um, not every space gets used all the time but the things came back said for viability access not everyday that or, you know, every minute someone with a wheelchair comes through need to be there as needed that's the law. >> absolutely, absolutely. >> so we're lose like i said multi-purpose rooms, um, created at times you temporary lactation spaces with privacy screens and privacy signs. and that's not the policy. >> the policy of, you know, the city is to have a dedicated space that has the refrigerator i'm wondering somebody that didn't think we needed or has

not been prioritized in the capital improvement program. >> so our policy to provide we will designate a lactation space but under the labor code not requires us to provide a permanent dedicated lactation only space or room. >> so you're saying you depend on the single-family detached dwelling units needs to apply with the lactation policy. >> there is confusion. >> yes, sir. yes, sir. >> there is confusion. >> i have the city policy pulled up i don't believe it says has to be a permanent lactation only. >> on the developed space because i believe- >> (multiple voices). >> that's what the gentleman just said and that misrepresent

purpose rooms are the policy what it says. >> the policy says the city or the example site need to provide a primarily space that is primarily used for lake shin as a lactation room can be other uses for this room but the primary use for lactation. >> that can include the temporary lactation space with privacy screens and privacy signs? >> the signage should be there. um, the policy indicates that if there are misrepresent lactating employees that there should be a privacy screen available so there is privacy for multiple people to use the room. >> okay. i'm not a compliance officer so i don't know - you know, after the segment aired we

heard from multiple folks, you know, unanimous many of the staff of the they brought up their needs brought with dismissal we want to make sure our officers are successful whether that complies with the letter of the law we want to apply but be friendly and open to like meeting the needs of employees we want to keep them. >> completely in agreement. >> supervisors if i can add we fell down in this situation not up for debate, you know, not an excuse open space for us to put anything we do that that's why

when the msnbc news coverage cat it is a priority to make the singularly lactation spaces and the modular especially in the older buildings where that space didn't exist maybe not the letter of the law the spirit of the law we accept that but penny on point and go gone through private pause where can we put them the modular walls make this a permanent solutions for your not going into the lieutenants office for or is captains office we take responsibility we are doing with the modular walls and making permanent lactation only spaces within our 20 plus buildings through those phases will work and the photocopy will

be monthly checks and then quarterly will be on a cycle for that. thank you. deputy chief. >> thank you. >> yes. >> okay. thank you so much. >> okay. i think that's all the questions we have. thank you. >> um, next like to call kimberly ellis in the department of status of women. >> welcome. >> thank you for being here. >> thank you. >> good afternoon, supervisors. and madam chair. >> department on the state laws is grateful for that intent to talk about something near and dear to my heart that is the status of women. and this st. francis the status of women is our law enforcement agencies here in the city and county of

san francisco. before i jump into our presentation i want to take this opportunity to share with this committee the changes that is department has been under going on. >> hiv the department only the status of women has served as a primarily grant making agency that has grant out funds to the community. um, to focus on certain issues including e irolo street gender violence the department is transitioning away from becoming a primarily grant making agency and into a three pronged role the first role the first of watchdog and accountability. the city and county of san francisco has held you itself out as endeavoring to become a fully joined equitable

city and help to hold ourselves accountable to that goal and chief advocate for all issues including leadership development, service deliver and budget allocation we can't talk about joined or gender with equity we have to be about that in our actions and thirdly the department will serve as a community partner to make sure that there is a table and everybody has a seat at that table we work collaborating towards our goal or transforming into a gender equitable space in many ways this hearing serves a great opportunity first for, if you will, into the roll as a

watchdog and accountability partner. that's a long way of saying expecting to see more of us, we sort of help the city move towards more gender equitable and calling the question as where it residential hotels to gender equality we do a lot of great things in the city and have a lot of work to do today we're going to a little bit the national average versus san francisco of women in law enforcement and san francisco is down several hundred officers and the benefits of increasing female officers the unique challenges that welcome face, lactation accommodations and compliance as well as childcare. we do have some data from some

surveys that the surveys were done both within the san francisco police department and the sheriff and then share should recommendations how the city can begin to make anymore progress more quickly. >> some of the those you heard nationally and here and frankly on the planet women are more than 50 percent but we are less than 13 percent nationally in law enforcement here in san francisco we're where 14 percent and sheriff 15 percent and police about 18 percent represented in leadership. and in probation they are at about 60 to 64 percent in leadership and like to share in councilmember smith and your

honor, areas nationwide they have a higher proposition of women in their forces but despite san francisco one of the most diverse cities and urban setting we're falling behind our peers in other states. >> so why do we need more women in law enforcement? look at the data. it tells us women use less force and they also use less excessively force and use more verbal mitigation skills and women's are named in fewer complaints and law firms and persevered astonish more honestly or honest and caring and better outcomes for sexual assaults victims and women make

fewer discrimination arrests and having fire women in law enforcement actually undermines our collective thinking. what are some of the biggest challenges that women face getting into law enforcement? and the challenges when they're there? number one, the testing and screening. um, we need to reexamine the physical fitness standards. lactation accommodations we talked about that a lot and more thoughts i'll share later and 24ir8d childcare we shared this is not a women's issue those are family issues. those are community issues. those are our issues.

and then lastly leadership. the tracks for leadership and the standards um, for promotion also need to be um, thoroughly looked at. >> as has been shared before we have 96 lactation across the city departments a couple of things i want to highlight here. some of the amenities you, you see listed walking indoors and partitioned and sink and comparable chairs are all encouraged amenities. i know one of the things we need to look at the insuring that san francisco isn't doing the barrier minimum and isn't going with and

consistency so instead of being encouraged for example, perhaps look at changing the language for so those are mandated and required across the board. >> surveys from within the sheriff's department 7 three percent see a need for supporting obtaining childcare services and 49 percent will utilize the serves as as benefit with other 18 percent saying maybe. 65 percent of them said the ability to obtain childcare services with little to no short notice was really important. and more than three 7 percent said

they'll consider staying with san francisco if this he had more childcare services and an additional 26 percent say they might stay childcare is definitely an issue. there are some results from women one within our police department the lack of childcare benefit and/or resources impacts work performance 7 three 2 percent said, yes. >> and more than a third consider leaving other childcare and women had to miss or leave work to manage childcare issues not related to illness was almost 80 percent so here we go

in 2024, san francisco, california supposedly one of the pro liable pro, and pro places on the planet we have problems recruiting women but ryan them and once they get there a welcome environment and promoted equitably and here's some thoughts how we might be able to change not just the statistics but the culture at the end of the day, this is what it is about the sexism and pat - so instead of talking about gender equality as a value that is time

to demonstrate it less words, more action. so with respect to lactation we need to bottom line procure and/or buy lactation pods for every station and/or work site putting up walls and putting up screens. some of us believe that is unacceptable if a supposedly world class city. secondly, we need to expand childcare options for law enforcement period. bold underlined the city is struggling roadway how we bounce back if covid. how we reinvent ourselves if we are smart we would transform and/or purchase 10 of the best buildings in this

city all throughout the city and have free on demand childcare for anyone that live and work in san francisco people would flock in the city in droves childcare is one of the birth issues including and especially law enforcement. third create and female officer and deputy recruitment and retention task force. and this task force needs to be charged with insuring that there are regular check 1971 with respect to the plan to cite and retain women. and before coming into this role i used to run an organization called - pro-choice democratic women to run for office the reason that increases the number for women running and winning legislative

office from the vice president on down because we went to where the women were and ma'am, supervisor you sksz asked about sorry relative that is the approach we need to take don't expect people to come and find you go do where people are we need to find the women. and number 4, launch a 2ig9 and meeting people where they're at and refine the narrative what policing means in the 21st century and finally need to update the mayor and the board of supervisors annually on the process of recommendation that have been made today and

prioritizing this issue. is one of the biggest steps we can take. we also need to insure we have allies and specifically male allies. because women can't nor should we have to do this alone this didn't just benefit women but men as well. we know based on all of the data and all of the things we've heard that one of the biscuit issues with getting more women into policing and keeping them there is that we have family, friendly policies in respects women take maternity leave take time off utilities the space they're for

pumping milk and have discriminated against and tearing down and passed over for promotion. it is the culture. we need to get serious about the culture of sexism and pat recognize in the city and county of san francisco with that, i will close my remarks and i'll be happy to answer any questions you may have. >> (clapping.) . thank you very much. director. >> ellis for your clear um, talk. i wanted to just, you know, express my gratitude to

you and also, you know, let my colleagues know that for a few months we have been needing to come up with the strategies and that we can use, you know, to make progress on this issue and that also includes commissioner walker and amy horowitz and tracey thank you for this effort and the momentum we're getting to get process on this issue and supervisor engardio. >> thank you. >> for all your presentation and (clearing throat) talking about the childcare and culture both of these makes a lot of sense very powerful for 20 years the feds had to oversee the hiring on sfpd based on the race

because the force was 85 percent white in the 80's and now the majority but only 15 percent women so everything you said about culture makes sense and childcare makes sense my question have you considered housing? because i wonder if; right? you know, have a place to live childcare didn't matter will you go somewhere else and supervisor melgar and i are working on legislation to have anymore housing especially on the west side and the concept the ground floor is meant to be a community space with childcare and i'm wondering how much do housing - a big debate and people come to public comment they don't want housing how much

do we need to change that cultural of allowing housing in san francisco and address those other issues? >> housing is huge potentially the biggest ticket item in people's monthly budget. um, you know, in our opinion the same approach a lot of the space we have um, needs to be converted as soon as possible frankly to accommodate people and need to if not have housing subsidies to really have a hard conversation with respect to um, some kind of rent control and people having to pay 40 and 50 and 60 percent of their income is not sustainable and took covid to realize that but even in the

work of the department we have another presentations on human trafficking and one of the things we recommend in that report is housing subsidies. in order to address victims of human trafficking and in talks with some of our nonprofits service providers and as that relates to recruitment and retention of their staff. it is expensive for people to work here, it is expensive for people to live here (background noise.) in addition to salaries we've tabbed offering other incentives to attract people in san francisco and including childcare and transportation certify grant to help with with delta sigma theta relieve

student loan debt or other debt to create incentives to retain them here for this to build lives and careers and raise families here and i represent in the sunset we represent a building many, many units of large units more affordable housing for teachers i'd like to something for first responders our police officers live far away better to be in san francisco with an entering great more affordable housing for first responders and childcare on the ground floor i'd like to pursue that and another quick question about the recruitment. in recent years, you know, just to be frank a lot of kind of humiliation of police officers and turning a little bit people are realizing yeah, we want the

police in san francisco but we're down to 5 hundred as reported. how much for to recruit not just women but other officers to change the narrative you're a young person 18 to 24 and potentially only heard negative things about police officers how we we get young men and women a week change the culture and do all the changes or things but i'm wondering any ideas to change that narrative. >> i think charging the narrative is the people in power started with changing the people seated at the seats where the decisions are being made and requires us again not to judge talk about the values but go them the reality, you know, law enforcement is supposed to be there to protect and serve. too

many communities don't believe based on person experience that law enforcement is there to protect and serve them. the narrative is law enforcement is male and protect the order of the american society and culture and so if we want to change that starts by insuring that we have has not just a nice to have but a many have our values as san franciscans and 50 percent of the people in leadership in the police department and the sheriff's law enforcement must be women note in his to have must have and if not, accountability. okay. 50 percent of the women having percent of people you're recruiting not in his to have but must be must have must be

women people of color and make sure of equality not just we do by passing resolutions saying the right thing on the campaign trail but in position of power. and you all have an opportunity to um, really do a lot to change the cultural by changing some of the language and frankly language is a strategy that the pat risks use to perpetuate back to the lactation those are amenities encouraged and not a nice to have instead of mandated and we are going to share a regular monitoring and when we are out of compliance, there is an

accountability and it will be repercussion so really the culture starts with us (laughter) starts with us looking at in the mirror and saying we can't compare ourselves to or arkansas or, you know, fresno but the best version of san francisco and like i said we've done a lot of good staff excel in many ways and many ways in which we have a lot of work to do acknowledging it is the first step and solid based on in place and follow-up not just doing that once and keep coming back to the question until it is answered some not, you know, getting comfortable would be non-comfortable and been with other people who are thinking comparable and the

women let me say as three is related to the narrative about law enforcement. >> people and so on and so forth was someone you spoke to black people and the complicated and complex relationships we have with law enforcement not that black and brown insert whatever don't like law enforcement. it is we don't like law enforcement shooting us in the back. you know, making stops unwarranted, you know, those kinds of things when we pick up a phone and call an emergency or something we want laurpt to respond to that that really what that is about is us having tough conversations with who we want to be as a city and county as we work together to come to build

stronger and better and healthy community will take all of united states our law enforcement agencies here put they're lives on the line everyday wears grateful and especially grateful for the women for the injuries mostly male face we need to support them i read the letters i hope you did too they're heartbreaking this kind of behavior is happening here in san francisco at 2024 who are we to point to anyone else if we can't take care of our house thank you for the opportunity to have this conversation and hope had lie down to us understanding the benefit of having not just women but this is for all of us and will take all of us to get to the other side so the

department the status of women stand ready and like i said get ready for us to be more annoying and holding up on report card for the status of women throughout all of san francisco. >> with percentages 70 percent said lack of childcare impacted the work performance but then that was 49 percent will utilize childcare as benefit. is there a reason. >> one of the surveys in the police department and one from the sheriff's department. >> sorry about that. >> different departments got it. >> thank you director ellis that was great so

(clapping.) yes (clapping.) and a happy to have you. >> so colleagues, you know, in one of the ailment boards commissions i sit on the commission of early childhood department um, and as you this we have baby proxies three years because we have a commitment to see universal childcare and means our law enforcement so we invited um, the department of early childhood to present on options. and so we have jane any lands on the school board advertised super and i had the opportunity to speak to it several police officers and had

an conversation with someone retired from the force who told me that when she when her kids were small she'd often go to court as part of the her job and her court had a childcare for but the female officers didn't. so it broke my heart and we can't do this for our officers putting they're lives on the line and goes above and beyond the call of duty. we are planning for the use of our proxy dollars we have spoken to you tracey and spoken to you and lots of folks how we can leverage those funds and other

fund to have this be a reality to meet the needs of law enforcement. in our first responders in the childcare so thank you for being here.. >> thank you. >> supervisor and for your leadership and bringing this issue this important issue forward i don't have a former presentation but give the committee members and supervisors a landscape of where we're at in the department of childhood we're proud with respect to the first to have university preschool and now the state of california has adopted transitional care adding a grade to have (captioning is ending at this point due to the time limit provided for captioning)

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(♪♪)and a designated purpose for that fund and we, we perform the activities and we have flexibility so it's not approval but we spend up to that million. so it's a program that is part of the dream keeper program, that program has a total funding of 60 million. so they would like to transfer a million of that to hss to basically continue this program

that they're having, where you have clinician and cohorts in group sessions along with some administrative team to manage and organize those sessions. okay, i do want to point out that this, the contained authority fund is subject to the, to the arrangement with dph and also the mayor budget office also has, to buy off on this plan as to whether or not this is in accordance with the funds purpose. >> are there questions on this particular item? >> just want to make sure that i'm clear, that this money will be used through our well being manager? >> correct. >> and the well being program within hss. >> yes. >> yes. >> with additional resources. >> right.

>> yeah, if i may just to give you a little context this program was piloted with dph in partner with ourselves. and we have brought in the office of public equity and the department of human resources so that we have a collaborative approach to this work. it's really meaningful but it's very new and different. and we want to make sure that we're all aligned in the efforts that we're doing. they've identified the funds that would be could remain available for us to do this which is really great. but we have not worked out all the kinks. and once we got the fully flushed out and agreement with all the parties, we will make presentation and provide you with more detail. >> thank you, we look forward to that. please continue. >> all right, so those are all the slides, i'll be happy to answer any questions otherwise

we can have a motion. >> are there any questions? this is going to be an action item from members of the board. if there are none, we'll take public document. comment. >> should i make the motion. >> i'm sorry. >> it's okay, it's okay. >> the motion is to approve the san francisco health service system fiscal year 2024-2025 and the fiscal year 2025-2026 general funded administrative budget and general fund continuing authority fund. >> second. >> so moved and seconded. now we can open this up, anymore discussion or questions? if not, we can open up for general comment. >> thank you, commissioner scott. i would like--balance. >> i'm sorry, thank you.

committee chair follansbee, i'm happy to hear that commissioner dorsey will be able to vote with us. in-person public comment will be first followed by remote public comment. for those callers on the line, press star three to be added to the queue. for those in webex, raitz hand icon to begin to speak. we'll begin with in-person public comment? there is no one and our modifier will motel fie us of any public commenters. >> board secretary there are three callers on the phone line, zero callers have entered the public comment queue. >> thank you very much. >> thank you very much, it's been moved and seconded that we accept the proposal for the san francisco health system fiscal year 2024-2025 and 2025-2026

proposed budget. roll call vote. >> roll call starting with president scott. >> aye >> aye >> aye. >> aye. >> aye. >> dorsey and. >> and zvanski. >> aye. >> it passes unanimously. we move to agenda number 14. >> item 14, proposed healthcare sustainability budget. this will be presented by fitikhar hussein sfhss chief financial officer. >> all right, the sustainability, just to remind everybody, it's it's based on

the charter section a a 43, it covers wellness and reducing the cost of healthcare. communications so, the describes the, the same slide as i showed earlier. okay so the highlights of this budget are the other side of the transfer. so from the general fund, we took back funding of about 500,000 for our position we transfer back into the trust. the total increase in salaries that you see in this front is higher because we're filling vacancies so there are five and then the budget we assume we fill them. the other activities in this fund are mainly meant to put in fact help us retwos cost of

healthcare, you have the devo infrastructure which is electric mechanism to accept electronic documents and communicate with our members which is a one-time set up which would make the process of this compliance, more affective and perhaps expand program. and the, the e benefit module which is the open enrollment at sunseting, so it has to be replaced it's very important to use that, that is our core system when being introduced new options and enrollment. so if membersed, if it's not clear not working efficiently, to cover program. we have an additional in place place for an rfp affective 26 for 126 we will evaluate what type of rfp that would be.

and we're looking at alternative option, it is not fully used mainly and has actually, implemented as a stand alone system for us examine we're looking at if we can can have a collaborative model to share with others and increase the effectiveness of that system. >> can you elaborate what apcd stand for. >> all pairs claim database. so basically all the activities of the health plans. >> and likewise with the dvda. would you spell that. >> dependent vair fickation audits. --verification audits. >> and we've had had for a number of years.

we created external and internal process for a year or so and now we're trying to get a system that will support that activity on on going basis. and this is something that any from a fiduciary stand point should be doing. we've had this variety of system approaches or efforts to try to do this. so this will help us to meet an on going compliance requirement and fiduciary requirement for us as board to verify that dependents that are listed and claimed by our members in the healthcare are really dependents. i know that it's not a pleasant activity for members who are picked to go through this process but it's something that we must do. >> yeah and the change really

is to me is stream on the process. and so we'll introducing electric. >> will you represent the--the dependent eligibility verification. >> dependent eligibility verification audit. >> thank you. >> so other services that are not changing that the fund is used for. is we have a mental health resource called credible mind that helps members find the resources. we have coaching, we have a cdc approved diabetes prevention program that the trust funds, we have vaccine clinics. and we have webinars in health and well being.

efforts in trying to help healthcare in their, you know with identified issues. >> exactly, yes. so, let's see, okay so this year, once something new representing. so we do the forecast every year but this year we're representing as part of the budget. and what that, and in that process, maybe the forecast every year, we look at sustainability of that fund and what we are recommending this year, is to increase the assessment from the current three dollars to four dollars. the very bottom of the slide shows you the impact of changing it to four dollars which basically makes the fund sustainable through 2028. we do, i do want to remind you that we do this every year so

we will revise this plan based on long term fund. looking at what type of activities we should be funding and also the assessment. so unfortunately, this year because of the shift back of the two positions into the trust, we are, we're having to increase the assessment. the impact on the active members is about, you know, typical cost sharing is about 93.7, 93% of the cost. and the employee pays the 7 percent and. so the member would pay the entire increase. >> can you recall or have record of the last time there was an increase in this? >> it was 2017. >> thank you. >> i think that's important that the last increase to 3

dollars was 2017 in the meantime, this fund has gone to actually become increasing of important initiatives within that still assessment of $3 per member per month, taking more and more responsibilities and initiatives. so i think for my, over side of this, it's been quite careful in how this money is being managed and appreciate that over the course of the last four years, 77 years. 7 years. --7 years. >> okay. so that's the presentation, i'll be happy to answer any questions, otherwise we have the motion. >> any comments or questions before i entertain a motion? >> i move that we approve the recommendation as presented to

for the health system service fiscal year for 2024-2025 and 2025-2026 of the healthcare sustainability fund including the assessment of 4 dollars per member per month beginning in plan year 2025. >> second. >> moved and seconded. any further discussion or questions? from the board? if not, we'll open this up for open discussion. questions examine discussion. --questions and discussion. >> thank you, our public comment is now open. our instructions are being put up. for those callers on the line, press star-3 to be placed in the queue to speak. we'll begin with in-person public comment. and no one has approached the poed grum.

--podium. we'll move to our remote public comment. and our moderator will notify us of any caller. >> there are three callers on the phone line, zero callers have entered the public comment queue. >> thank you, public comment is closed. >> it's been moved and seconded that we approve the review of proposed san francisco healthcare service system sustainability budget which includes a increase contribution of 3 dollars to 4 dollars a one dollar member. we'll call for a roll call vote. >> president scott. >> aye. >> commissioner breslin. >> aye. >> dorsey. >> aye. >> follansbee. >> aye.

>> commissioner zvanski. >> aye. >> this pass unanimously. back to commission. >> we're now back in our regular board meeting. and with that, i would now call to item number 15. >> thank you, president scott. agenda item number 15 reports from updates from contracted health plan representatives, this is a discussion item. >> are there health plan representatives that wish to come forward? we have? >> >> speaker: hi, debbie with kaiser permanente. so commissioner you had commented about the importance of letting the public to know if kaiser changes services or locations more specifically you were asking about the change from the walk-in vaccine clinic that moved from city center to

the french campus. just wanted to assure you that we do make every effort to notify members of any changes to services. i did reach out to our san francisco medical service center and they did let me know of the communication that they sent out to members so i wanted to highlight what was done. so they indicated they put signage outside of the vaccine clinic at the french cam tuesday. they tweeted. they put a message to northern california members in the january newsletter, we were notified about that change in mid-november but it was too late to put into the december e newsletter. we entered that the kp.org and our thrive site, was updated with that information. we provided an update on my

doctor online app, the hot lines, the appointment and call advise center were also updated as well as google. so i just wanted to let you know that. >> thank you. thank you for that update. are there any other comments from plan representatives? i would ask the plan representatives to please stand, who are present today. thank you for coming and being with us throughout this process. and we're continuing to be pleased with the hard work that you're putting in working with our staff on all of the issues and service to our members, so thanks again for coming today. >> happy to hear from you anytime. >> with that, i would want to make note before our adjournment that we did the board members 100% of them

completed the education survey that was sent out to us and we're going to be having a governorance committee meeting in march to review the education plan for this board for the ensuing year. so i thank the board members for completing that task and you need to be aware, upcoming on april the second, i repeat april the 2nd, we all must complete the conflict of interest form, 700 onsite. and on the website, so start preparing now. i hope that the board secretary does not have to hound us or our council get after us to complete that form. so please do that. and with that, seeing no other business, we stand adjourned. [gavel]

>> thank you, president scott adjournment at 3:28 p.m.go.

>> shop and dine the 49 promotes local businesses and changes san franciscans to do their shopping and dooipg within the 49 square miles by supporting local services within the neighborhood we help san francisco remain unique, successful and vibrant so where will you shop and dine

the 49 hi in my mind a ms. medina

>> i don't want to be involved in the process after it happens. i want to be there at the front end to help people with something in my mind from a very early age. our community is the important

way to look at things, even now. george floyd was huge. it opened up wounds and a discussion on something festering for a long time. before rodney king. you can look at all the instances where there are calls for change. i think we are involved in change right now in this moment that is going to be long lasting. it is very challenging. i was the victim of a crime when i was in middle school. some kids at recess came around at pe class and came to the locker room and tried to steal my watch and physically assaulted me. the officer that helped afterwards went out of his way to check the time to see how i was. that is the kind of work, the kind of perspective i like to have in our sheriff's office

regardless of circumstance. that influenced me a lot. some of the storefronts have changed. what is mys is that i still see some things that trigger memories. the barbershop and the shoe store is another one that i remember buying shoestrings and getting my dad's old army boots fixed. we would see movies after the first run. my brother and i would go there. it is nice. if you keep walking down sacramento. the nice think about the city it takes you to japan town. that is where my grandparents were brought up. that is the traditional foods or movies. they were able to celebrate the culture in that community. my family also had a dry-cleaning business. very hard work.

the family grew up with apartments above the business. we have a built-in work force. 19 had 1 as -- 1941 as soon as that happened the entire community was fixed. >> determined to do the job as democracy should with real consideration for the people involved. >> the decision to take every one of japan niece american o japanese from their homes. my family went to the mountains and experienced winter and summer and springs. they tried to make their home a home. the community came together to share. they tried to infuse each home are little things. they created things.

i remember my grand mother saying they were very scared. they were worried. they also felt the great sense of pride. >> japanese americans. >> my granduncle joined the 442nd. when the opportunity came when the time that was not right. they were in the campaign in italy. they were there every step of the way. >> president truman pays tribute. >> that was the most decorated unit in the history of the united states army. commitment and loyal to to the country despite that their families were in the camp at that time. they chose to come back to san

francisco even after all of that. my father was a civil servant as well and served the state of california workers' compensation attorney and judge and appellate board. my parents influenced me to look at civil service s.i applied to police, and sheriff's department at the same time. the sheriff's department grabbed me first. it was unique. it was not just me in that moment it was everyone. it wasn't me looking at the crowd. it was all of us being together. i was standing there alone. i felt everyone standing next to me. the only way to describe it. it is not about me. it is from my father. my father couldn't be there. he was sick. the first person i saw was him.

i still sometimes am surprised by the fact i see my name as the sheriff. i am happy to be in the position i am in to honor their memory doing what i am doing now to help the larger comment. when i say that we want to be especially focused on marginalized communities that have been wronged. coming from my background and my family experienced what they did. that didn't happen in a vacuum. it was a decision made by the government. nobody raised their voice. now, i think we are in a better place as country and community. when we see something wrong we have change agents step up to help the community affected. that is a important thing to continue to do. you talk about change and being

a leader in change and not knowing whether you have successes or results. the fact of the matter is by choosing to push for change you have already changed things. through inspiration for others, take up the matter or whether it is through actual functional change as a result of your voice being heard. i think you have already started on a path to change by choosing that path. in doing that in april of itself creates change. i continue in that type of service for my family. something i hope to see in my children. i have a pretty good chance with five children one will go into some sort of civil service. i hope that happens to continue that legacy. >> i am paul, sheriff of san

francisco. [ music ] [♪♪♪]

>> my family's starts in mexico in a small town. my parents are from a very, very small town. so small, that my dad's brother is married to one of my mom's

sisters. it's that small. a lot of folks from that town are here in the city. like most immigrant families, my parents wanted a better life for us. my dad came out here first. i think i was almost two-years-old when he sent for us. my mom and myself came out here. we moved to san francisco early on. in the mission district and moved out to daily city and bounced back to san francisco. we lived across the street from the ups building. for me, when my earliest memories were the big brown trucks driving up and down the street keeping us awake at night. when i was seven-years-old and i'm in charge of making sure we get on the bus on time to get to school. i have to make sure that we do our homework. it's a lot of responsibility for a kid. the weekends were always for family. we used to get together and whether we used to go watch a movie at the new mission theater and then afterwards going to

kentucky fried chicken. that was big for us. we get kentucky fried chicken on sunday. whoa! go crazy! so for me, home is having something where you are all together. whether it's just together for dinner or whether it's together for breakfast or sharing a special moment at the holidays. whether it's thanksgiving or christmas or birthdays. that is home. being so close to berkley and oakland and san francisco, there's a line. here you don't see a line. even though you see someone that's different from you, they're equal. you've always seen that. a rainbow of colors, a ryan bow of personalities. when you think about it you are supposed to be protecting the kids. they have dreams. they have aspirations. they have goals. and you are take that away from

them. right now, the price is a hard fight. they're determined. i mean, these kids, you have to applaud them. their heart is in the right place. there's hope. i mean, out here with the things changing everyday, you just hope the next administration makes a change that makes things right. right now there's a lot of changes on a lot of different levels. the only thing you hope for is for the future of these young kids and young folks that are getting into politics to make the right move and for the folks who can't speak. >> dy mind motion. >> even though we have a lot of fighters, there's a lot of voice less folks and their voiceless because they're scared.

>> good morning, every one. hello. thank you so much for coming to today's press conference mayor, conference and our lunar year the year of the dragon. san francisco has a special place in history, in december of 1992, san francisco watched the city where the historic unveiling of the first-ever lunar new year took place in this entire country. and since 11992, we have many national first days and national ceremonies. but whether we get the first day or not, we always have an unveiling as part of our lunar new year celebration. it's very excited. last week i was very comfort to

join seattle to join the postal state for the unveiling of the lunar new stamp. it was attended by 300 people by eduardo who is the president of the retail of the postal service. vod me and the public that lunar new year is the most successful program in the commemorative stamps. we are very happy to keep up with the tra kissing. --tradition. today we're gathered today, although the stamp is already out there, but it's our tradition in our city to unveil the stamp for every one in the san francisco bay area. so without further ado, i would like to introduce our mayor, maryland on --our mayor, london

breed who has unveiled a lot of stapp p. >> mayor breed: hello welcome and welcome to unveil this stamp. it's an exciting time filled with so much joy and excitement, especially after coming out of this global pandemic. it has been very difficult and for whatever reason, i feel like even though, we have the worse of it behind us, this is the one of the first years that i feel like people are actually coming out and coming together differently than they ever have before to celebrate lunar new year. i was at events in china town, in the richmond and in the bay point where they were

celebrating lunar new year in a joint celebration together. and it's been great to see and these places have been packed with people. so the excitement is in the air and i could not be more excited and proud to be here today to celebrate a time honor tradition for the past 30 years here in san francisco, thanks to the leadership of cludine chang and the organization that has been doing a lot of work during the month of may and lunar new year to bring communities together. thank you for all your amazing work. we have a number of other special guest from across the api spectrum from japan town to tenderloin, to the various groups who will have activities and events all over san francisco including our city liberian, michael lambert which will be a number of great

events so make sure you check out the san francisco library system and look at all the activities and events and things that are going on in our libraries and in our park. it's going to be a good time in san francisco. and lion dance, mean, man these folks know how to put on a performance. right now this is a relaxing moment, even though it takes a lot of strength to hold this dragon up, they're going to be performing all over the city and doing all the exciting things that they do. and clearly they're a lot younger than the rest us, because they have the energy and strength to do it. we're joined by a couple of people, and i want to again recognize clawdene more being here and post master, i'm so

happy to get hor land, he's behind the most exciting parade, the lunar new year parade that will be happening in san francisco on february 24. book up all the hotel rooms and come to eat and enjoy china town and all during the month of may. there is something for every one. so we're excited to have you here, as well as our city attorney and thank you to our police commissioner larry yee representativing chinese consolidated benevolent association. so we're happy to kickoff the year of the dragon which represents, strength, courage, and it represents progress. and i must say that this city

has made significant progress. we know that this pandemic is not complete xlaoe behind us, but during the piem we experienced challenges in our api community with a rise of api hate and making an effort in our program, ambassadors protecting our communities, coming together to do what is necessary to keep people safe with our police officers, as a result since 2021, we have seen a 90% decline in api hate crimes in the city of san francisco thanks to the work who are here today. [applause] because we want people to come out to all the neighborhoods of san francisco, our seniors and our grandmas who we love so much, they have to feel safe in the city and the work that we're doing together is ensuring that, especially during the lunar new year. we're cleaning up the streets

even more. we're puting out all the various activities and food and fun and festivities, you're going to see smiles all over the city and county of san francisco because of everything that we have done and we'll continue to do to ensure the success of lunar new year of san francisco and the unveiling of this stamp really kicks it off to full gear. thank you all for being here. with that, i would like to introduce our city attorney, david chu. [applause] >> thank you, madam mayor for your leadership and for being our chief cheerleader when it comes to the lunar new year. let me start to the api federation, andclaudiaeven year after yae, you work.

and we celebrate lunar new year the right way with the postal. and the line dance meet troop the access or and i were talking how we would like to dawn those polls poles, but we'll be doing some arm curls with our law books to be ready, is that right, walkine? when i was little, i collected stamps but when i was growing up, there were not stamped that reflected our culture, our api heritage, our inclusive diverse beautiful culture that is the asian pacific community here in

the united states. and when i think about how different it has been over the years that generations of kids get to be reflected in something as common as the stamps that we put in the letters. my son who is p, is slightly obsessed with stamps because of course he's my son. and for me to share the year of the dragon stamps is going to be excited to him, but it means that just as i learned about black history and women's history and other aspects of american history from the stamps that i observed in the 70s and 80s, he will learn that and more. i want to thank the post master and the leadership of the postal service for uplifting who we are as americans, uplift who we are as asian pacific americans and uplift who we are as san franciscans. with that, thank you so much

and do i bring you back claudiadine or madam mayor? come on back madam mayor. >> mayor breed: thank you so much for your leadership. and i want to recognize some of the leaders here, nelson lum is with us as well as steven lee our port commissioner and night life champion, lions deny will be packed all throughout lunar new year. grace herothi thank you from jam an town, ron lee, good to see you, i saw the hawaiian shirt is always good for any occasion. elvin louie and al perez, thank you for being with us commissioner perez and so many of our wonderful leaders as well as our commissioner a raoen lee rylee, we appreciate

what you do on boards and commissioners and activities all around the city. and with that, i want to introduce the post master, i was going to say post master general but just post master from the united states postal service to help introduce and talk about this stamp douglas smith. >> good morning, every one. thank you mayor breed for the kind words, claudine, i don't think there is any place in this country that represents what we provide with the stamp and in this city, although we were not first, i think we're always going to be the most important so thank you for the words. it's an honor to be here as we celebrate the year of the dragon.

i would like to thank the speakers for your support. as a post master of san francisco, i'm proud to recognize this meaningful stamp that is val owed by those who celebrate the lunar new year as well. it's a time when families get together as you have done today to celebrate the celebrating of our stamp. as one of america's oldest public institutions, the postal service is proud to celebrate through our commemorative stamp program. likewise, i'm proud to say that the workforce is one of the most diverse in america. sxl that's appropriate since we serve the most diverse customers on the face of the earth. ours is a world culture, which is why it's so important that our stamps reflect the rich multi cultural traditions.

for more than three decades, they celebrate the lunar new year. in fact the lunar new year are the collection right side the most exciting releases the postal service has had. that's no surprise that more than 1.5 billion mark the event. the success of the series is a wonderful reminder to bring friends and family together in the spirit of celebration, a tradition of course is what lunar new year is all about. this year's stamp showcases the only mythical creature in the chinese zodiac, dragons are considered by many to be welcome harolded of hope for the future. it's also been said that people mourn during the lunar new year tend to have the features. enterprising, wise and powerful, are the traits. i'm proud to say that i was born in the year of the dragon

in 1964. i hope you know that we have quality, wisdom in our judgment and good luck and good fortune. the stamp, the 5th in the lunar new year series, created by camille chu, sevensers the beautifully adorn mask used in lunar new year parades, on the long tradition of paper cut folk art cuts created during this yaefrment the mask was constructed out of hand painted paper and and used flowers and tassle. gold and red, gold representing prosperity and red good fortune. you can purchase this stamp in our places, and from the convenience of your home at

u.s. ps.com. as you add the stamp to your collection, or use it to mail your lunar new year greetings, it's our hope that the year of the dragon brings peace, and comfort to you and your families. thank you again for the opportunity to be with you today and i would now like to ask mayor breed and our participants to come up and help me unveil the 2024, year of the dragon forever stamp. [applause] >> mayor breed: all right,

join us in the count, 5, 4, 3, 2, 1! [cheers and applause]

>> thank you, everybody.

hello.television. >> (music). >> my name is vet at a original artist based in san francisco. >> i love it i love it i've never seen something else and we see how the people see which is happening and what is going on. kind of cool i wanted to be part

of that. >> i saw it 2, 3, 4, 5 minutes you yeah. >> so we have you - yeah. i started going when i was young but not the type of kid would get food but this is something i really have been progressing on a talent from like other artists. >> this is amazing. >> this is so good yeah, it is so good like the artists. >> i love it. >> what a great project. >> part of the part for have i grants. >> yeah. i love it. >> i serve in for 2 two years now and i really am fortunate to

live in a place for art. >> an effort creating places it serve san francisco soul and that makes them want to see this place; right? with the experience of art in san jose experience in from the get-go sometimes our environmentalist has created tests but we have an opportunity for that and have artists in the storefront part of project you can walk in and experience and hoping we'll be there for a long time. >> this is the first farther easy way of going to spaces i didn't know how it is really cool it would be and we're forced to be in the moment when

we're test and creating something really cool. >> makes us feel good. >> as far (unintelligible) done all temporary and took them down i like the temporary aspect base (unintelligible) (microphone distorted) not permanent can enjoy it. >>

government television. >> my name is kevin roger tang one live owners and at a 2 owe 50 that's it avenue in the sunset so the bayview original hip hop store we have music so every purchase counts for either the charts and the tri work chart that is acquired by 3 best friends we love k pop and why not share that and would the community here in the bay. and originally supposed to open up an eco but unfortunately, the

covid hit by the we got creative with the social media and engaged and bring in people within the being sure like pop and the instagram live or hip hope to bring that connection with the bayview k pop community and we grow. and hello we're a collective store so the cc around us within us has the cards people like to collect and try to collect limited edition mr. sincroy manufacturers like a state university or memorial and we have which is a venue for people to kind of make new friends and open up they're a goods and invite people to stay and oftentimes see the context we're very, very fortunate and everyone is super sweet and

loveable to sum up i guess two words is a second home (background noise) and a lot of people visit. >> and connect this place even if it is really cool. >> san francisco is a city known for music and art and we at the pop store we to go show the k love and added to the diversity of music and the way of the community. >> it is safe place it is a great way to dmrofr new things and any friends and it is saying hello 2050 carville from 1:00 p.m. to 6:00 p.m. and followup on the

>> long it was in fashion, o'shaughnessy water system has been sustainable. in addition to providing water for the bay area, it also generates clean hydroelectric power to run city buildings and services. and more recently, some san francisco homes and businesses. >> satellite electricity is greenhouse gas free, so we see a tremendous benefit from that. we really are proud of the fact that, we've put our water to work. >> even with the system as well coon received as hetch hetchy, climate change has made the supply of water from the sierra vulnerable. and requires new thinking about where and how we

use water. >> we have five hundred million gallons a day of wastewater being dumped out into san francisco bay and the ocean from the bay area alone. and that water could be recycled and should be recycled for reuse through out the bay area. >> we're looking at taking wastewater and reading it to drink watering standards. we're also looking at our generation and looking at onsite water reuse looking at the technology and strategies we have available to us today. >> the very first recycling plant in the state of california for landscape irrigation was built in san francisco. we've just developed a new recycled water plant in the ocean side wastewater facility for irrigation purposes in golden gate park, lincoln park and the panhandle. >> a century ago, san francisco built a dam to create bunched znswer of fresh water to ensure the future and ensure the taps

will flow for future generations, it will take as much vision when it reflects a fundamental change about how we think about water. >> i think we recognize there's going to be change in the future. so we're going to have to have the flexibility and the creativity to deal with that future as it's presented to us, it's a matter of how to see it and say, okay, let's make wise use of everything we have. >> this o'shaughnessy centennial >> ent is made possibbbbbbbbbbbb

>> shared spaces have transformed san francisco's streets and sidewalks. local business communities are more resilient and our neighborhood centers are more vibrant and lively. fire blocks and parking lanes can be for seating and merchandising and other community activities. we're counting on operators of shared spaces to ensure their sites are safe and accessible for all. when pair mets, firefighters and other first responders arrive at

a scene, they need clear visual access to see the building entrances, exits and storefront windows from the street. that means parklets should be transfer in the areas above inches above the sidewalk level. it's best if these areas are totally unobstructed by transparent materials may be okay. you can check with fire department staff to make sure your site meets visibility requirements. emergency response crews and their equipment need to be move easily between streets, sidewalks and buildings, especially when they are using medical gurneys, ladders and other fire fighting tools. that means that parklet structures need a three foot wide emergency feet every 20 feet and 3 feet from marked parking spaces and emergency access gaps need to be open to the sky, without obstructions, like canopies, roofs, or cables and should always be clear of tables, chairs, planters and

other furnishings. emergency responders need to use ladders to reach windows and roofs to buildings and the ladders need unobstructed overhead clearance and room to be placed at a 72-degree angle against the building. clearances needed around the ladders to move equipment and people safely up and down. so not all parklets can have roofs ask canopies depending on the width of the sidewalk in your area. please make sure that your electric cables are hung so they are out of the way and (indiscernible) to the structure, they can be pulled down by firefighters. cable connections need to be powered from an outdoor reciprocal in the building facade because hard wire connections are much more difficult to disconnect quickly. these updates to the shared spaces program will ensure safety and accessibility for everyone, so we can all enjoy these public spaces. more

information is available at sf dot gov slash shared spaces. >> shop and dine in the 49 promotes local businesses and challenges residents to do their business in the 49 square files

of san francisco. we help san francisco remain unique, successful and right vi. so where will you shop and dine in the 49? >> i'm one of three owners here in san francisco and we provide mostly live music entertainment and we have food, the type of food that we have a mexican food and it's not a big menu, but we did it with love. like ribeye tacos and quesadillas and fries. for latinos, it brings families together and if we can bring that family to your business, you're gold. tonight we have russelling for e community. >> we have a ten-person limb elimination match. we have a full-size ring with

barside food and drink. we ended up getting wrestling here with puoillo del mar. we're hope og get families to join us. we've done a drag queen bingo and we're trying to be a diverse kind of club, trying different things. this is a great part of town and there's a bunch of shops, a variety of stores and ethnic restaurants. there's a popular little shop that all of the kids like to hang out at. we have a great breakfast spot call brick fast at tiffanies. some of the older businesses are refurbished and newer businesses are coming in and it's exciting. >> we even have our own brewery for fdr, ferment, drink repeat. it's in the san francisco garden

district and four beautiful murals. >> it's important to shop local because it's kind of like a circle of life, if you will. we hire local people. local people spend their money at our businesses and those local people will spend their money as well. i hope people shop locally. [ ♪♪♪ ] [>> we broke ground in december of last year. we broke ground the day after sandy hook connecticut and had a moment of silence here. it's really

great to see the silence that we experienced then and we've experienced over the years in this playground is now filled with these voices. >> 321, okay. [ applause ] >> the park was kind of bleak. it was scary and over grown. we started to help maclaren park when we found there wasn't any money in the bond for this park maclaren. we spent time for funding. it was expensive to raise money for this and there were a lot of delays. a lot of it was just the mural, the sprinklers and we didn't have any grass. it was that bad. we worked on sprinkler heads and grass and we fixed everything. we

worked hard collecting everything. we had about 400 group members. every a little bit helped and now the park is busy all week. there is people with kids using the park and using strollers and now it's safer by utilizing it. >> maclaren park being the largest second park one of the best kept secrets. what's exciting about this activation in particular is that it's the first of many. it's also representation of our city coming together but not only on the bureaucratic side of things. but also our neighbors, neighbors helped this happen. we are thrilled that today we are seeing the fruition of all that work in this city's open space. >> when we got involved with this park there was a broken

swing set and half of -- for me, one thing i really like to point out to other groups is that when you are competing for funding in a hole on the ground, you need to articulate what you need for your park. i always point as this sight as a model for other communities. >> i hope we continue to work on the other empty pits that are here. there are still a lot of areas that need help at maclaren park. we hope grants and money will be available to continue to improve this park to make it shine. it's a really hidden jewel. a lot of people don't know it's here.

rotunda). >> for at least for years on the first friday of february to kickoff the program you all have programs in our seats and we'll be following that program with one exception at the outset here and we'll move through that as printed. on behalf of the board of board of directors of historical society and members again welcome to this celebration of black history month. as you know any of you know black history month was started by carter he organization association for the study of african-american life and history. it begun in 1926 and while a lot of us