i'm ready. good evening. the chair has called the meeting to order. if you could please rise for the pledge of allegiance. for which it stands. one nation under god, indivisible, with liberty and justice for all. president, i'd like to take roll. please do. thank you, commissioner walker. commissioner benedicto, present. commissioner yanez. present. commissioner byrne here. commissioner yee here. vice president carter overstone is excused. and president elias, you have a quorum also with us tonight, we have chief scott from the san francisco police department. and executive director paul henderson from the department of police accountability. great. thank you. hello, everyone. welcome to our april 17th, 2024 meeting. at this time, go ahead and call the

first item, please. line item one weekly officer recognition certificate presentation of an officer who has gone above and beyond in the performance of their duties. officer jeffrey hospital, star number 994. field operations bureau. narcotics drug market agency coordination center dmacc evening president elias, how are you? fellow commissioners chief scott paul henderson. good seeing you again, my name is kevin healy. i'm the lieutenant of the narcotics division, and i'm here tonight with officer ospital. he's being recognized as the officer of the month for the narcotics division. officer ospital joined the san francisco police department in october of 2015. officer alex patel has worked patrol in the mission southern and central police districts. officer ospital is recognized by his peers as a hard working, proactive police officer. officer ospital was transferred from the central station to the 11 550 unit tasked with enforcing laws

related to the drug market drug market. the dmacc center officer hospital. his work ethic shined in the narcotics enforcement, and it was an easy decision to transfer him full time to the san francisco police department narcotics investigation unit. since his transfer officer, ospital has played a major part in the ongoing efforts to remove fentanyl and other deadly substances from the streets of san francisco. the narcotics team has seized over 70 kilos of fentanyl since may of 2023. on january 10th, 2024, officer ospital, to officer ospital tenacity. he was highlighted with the great arrest of sir ospital was an elevated position in the pouring rain on the 600 block of eddie street, conducting what we call a spotting operation. officer

ospital utilized binoculars and a digital camera to conduct surveillance of narcotics trafficking. officer tao observed a subject reaching deeply under a minivan multiple times to retrieve unknown objects. officer ospital continued to watch the suspect proceed to sell narcotics. the subject was placed under arrest by officer officer ospital and, and the narcotics team officer ospital. then, in the pouring rain, returned to the van and located concealed magnetic containers containing fentanyl, methamphetamine and cocaine base officer ospital in plain clothes was drenched from head to toe and water from the gutters and the streets of the tenderloin, unfazed with a need to change his clothes and shower. officer ospital conducted a thorough investigation and did what needed to be done to remove narcotics dealers and the

illegal drugs from the streets. officer ospital is a valued member of the san francisco police department, and it is my pleasure to recognize you, officer ospital, on your continued work keeping the community safe in the city and county of san francisco. and today, the commission on is giving you the officer of the week. and there you go. very nice. he's a great. he's a great cop. and we need more of him. very nice. thank you, lieutenant, for the kind words. and it really is an honor to be here before you all today and to be recognized in this fashion, there are countless people in this agency who are deserving to be in my shoes before you all today. right now, there's fantastic men and women in the police department, i feel very blessed. and i'm fortunate to work with great leadership and my unit specifically in general, it's an awesome group of people. and, it's just a pleasure all around. so thank you. wait wait wait wait wait wait wait. come

back up. we don't let you off that easily, i'm going to let the chief go first. so, paula, just want to say i couldn't agree more with everything that was written and said about you. i just, you know, every, every day we have, check in with the dmacc, commanders and we hear kind of what the plans are for today. and what happened yesterday. and it's just consistent with the amount of fentanyl that is being taken off the streets. and, you know, there's a lot of conversation about the need to, to break up these drug dealers that are have, you know, taken over some of our streets in san francisco. and that's happening. i know it's a lot more work to be done, but definitely you all have made a huge difference. and i know dmacc started focusing on the daytime operations. and when you walk around this area in the daytime, it has made a difference. and i know now that we're doing, you know, more night operations and things of

that nature, we're starting to see a difference in nighttime. so it's really about making this community safe for the people that live work here. and you are doing that. so i really appreciate it and thank you for all that work i appreciate it. thank you. chief thank you, officer, and thank you, lieutenant healy, for the, description of what the officer does. i do want to extend a huge thank you. i remember going to the district station, especially in the tenderloin, and hearing the residents concerns and cries for help with respect to the drug dealing and all of the ancillary issues that that causes, them in their own community. so it's good to hear that it's making a difference and that you're making a difference. i also want to extend a thank you to your family, who i'm sure being in the narcotics unit, you don't have a 9 to 5. and there are all hours of the day and night that you are working, and that they have to carry on. so huge thanks to them as well, and i hope that you share this award with them, commissioner yee, thank you very much. there, president, cindy elias, i just want to thank you,

officer jeffrey. for all you done out there doing the undercovers and taking down, taking off the streets, the narcotics, especially fentanyl, as we know, the amount of death that does happen out there in the streets, thank you again for your service. and putting your, you know, life on the line at times. and remember to stay safe out there and go home at the end of the day. thank you very much. commissioner walker, thank you, president elias, thank you so much for your work, commissioner benedicto and i did a ride along in the tenderloin the other night when there was a lot of activity, in the streets of enforcement. and i think that i've heard a lot from folks who are living there that it's really making a difference, it's hard work. it's emotionally difficult as well, we were out there, i think, from nine to

midnight, and it's a very different scene than during the day. so, i'm, i'm just we are all grateful for the effect that we're having. and in keeping our streets safe for the people, especially who live in the tenderloin. so thank you very much. thank you to commissioner benedicto. thank you, president. thank you, president elias, i'll echo what commissioner walker said. our ride along the tenderloin was very instructive. and seeing the progress being made there and the effect that's had on the community is very positive to see. and so congratulations and thank you for your work. thank you. go ahead. and mistakenly, i mistakenly called jeff paul, which is another hospital on the honor department. so i apologize for that. i heard that i thought you were trying to say his last name. no. that's what no, no offense, no offense. did i miss that? thank you. yeah. go ahead sergeant. if any member of the

public would like to make public comment regarding line item one, the weekly officer recognition, please approach the podium. thank you. that was hospital and there is no public comment. line item two. general public comment at this time. the public is now welcome to address the commission for up to two minutes on items that do not appear on tonight's agenda, but are within the subject matter jurisdiction of the police commission, under police commission. rules of order. during public comment, neither police or epa personnel nor commissioners are required to respond to questions by the public, but may provide a brief response. alternatively, you may submit public comment on either of the following ways. email the secretary of the police commission at sfpd commission at sf gov. org. our written comments may be sent via us postal service to the public safety building located at 1245 third street, san francisco, california. 94158. go ahead sir. thank you sergeant, commissioners chief, paul, the, i'm going to sound like a broken

record here, but i'm talking over your heads of the camera. there but the people of san francisco i have. i'm 80 today. how's that? happy birthday. so i spent 40 years working with, severely disturbed kids. i mean, i taught kids that killed their mom and dad and killed cops from south carolina to san francisco. and the justice system is broken in the. i know from experience and from watching the board of supervisors for all 30 years at sfgovtv has existed that the police promise you every year we're going to give you foot patrols, we're going to, give you police kobans we used to have under feinstein, the only way you're going to get that is if you elect your own police chief, then you have 8 or 9 people instead of running for mayor, pull the plug. pull the lever for mayor. pull the lever for da. pull the lever for pd.

sheriff, but you don't get to pull the lever for police chief. all those people have to make promises to get elected, and they compete with their promises. you want. what you want is people standing there with platforms. i'm going to give you foot patrols. i'm going to give you a code, man, which takes, 30 commands with 900 cops, around the city where you knew there was a cop 24 hours a day and two of them walking. is that 30s, sir? yes. now, anyway, the, two of them walking, but i got that. you think i got that out of thin air? i got that out of a 1940 police patrol schedule as a pd. so elect your own police chief. and then when things go wrong, look in the mirror and curse yourself and say, i pick that bastard out. thank you. ready? good evening. police commission. my name is

chris ward klein. i have just handed out a packet that will include comments today and ones yesterday made at the health commission that require immediate attention and action by each of you due to access issues and over issuance of credentials and to police systems. i'm urging the police commission to move forward with a recommendation to refer to the district attorney's office, a criminal complaint in favor of an indictment on multiple people who gave out credentials to police and public safety systems illegally, and that have impacted people's health in a negative way. i also urge a top to bottom review to include senior police officers. these charges and recommendations should include california penal code 502 and 653.2, which is explained on the second page of this packet granting illegal access to these systems and that of health systems can greatly impact day to day officer safety and that of the community in which they serve. it could impact red light cameras by sending data to a driver. it could cause an officer involved shooting of a suspect, or cause an officer to be shot again by a

person not authorized to send data to a person via a vehicle or data point near a situation in which officers are dispatched or approached in a day to day work situation. i want to be clear that i support public health and public safety, but i do not condone granting access to systems that cause pain, suffering, divide, or to force someone to move because they offended an officer. they go to a different church or their kids did not make the all star team. having said that, public safety, police and fire often are targeted by criminals who use systems illegally to impact their daily lives, typically because they have arrested that person before. this happened before in this great city in 1978 79, that led to riots. i urge the police commission and the police department to make this a priority, and not only to lead san francisco back in the right direction, but set the example for other cities and states as well. thank you.

hello. first of all, i congratulate on everyone coming together to fight fentanyl trafficking. it was a, long haul for that effort to, appear to finally galvanize. i recall. seemed like for years people were trying to sweep the issue under the rug because it kind of embarrassed politicians. but i want to, i mentioned this situation in the jails. it's great that, there is now water in the jails. milk actually needs to be replaced with a, you know, like a non-acidic juice. at one time, they just had these milk cartons and, a lot of people in jail are actually lactose intolerant. so people wind up with, like, severe stomach aches all through the night from from the milk. but now they do have water as an alternative. but i mean, you could get rid of the milk altogether. also, there's cheap

baloney sandwiches that are brought to jail that they do not have sufficient like, quantities of, say, vitamin b12. and if people don't get b12, their nerves get kind of fried. so it would actually be better. and it might even be cheaper if you guys brought in, like, hamburgers or tacos or taquitos rather than the bologna sandwiches. another issue is the defendants being steered into unsatisfied, unsatisfied plea deals and the endless hearings that go on for months. it can go on for years. and the worst that, oh, and the worst than, adversarial judicial system that leans towards impugning, maligning and insulting, people's characters before they've ever been found guilty, whether they're innocent, guilty, whatever the presumption of guilt and the commitment to obtain the conviction makes the

courts out to look sort of like kangaroo courts with, the. good evening, commissioners. good evening, chief scott. my name is j connor b ortega, and while i'm not here as a candidate for d3 supervisor, i am here as a resident who is a fierce advocate of sfpd. and as always, i want to take this time to thank the men and women of the san francisco police department. without these defenders, we would be at the mercy of the criminals who seek the destruction of our livelihood. and i also want to congratulate the officer who is being recognized this month for the incredible work that has been done and truly is incredible. 70 kilos of fentanyl taken off the streets is no joke . with the two previous police commission meetings canceled, i hope the time was used as a

reflection for the position of the city and residents views concerning sfpd. we the residents of san francisco, support our police officers and support any opportunity to make their job easier in keeping the rest of us safe with the passage of prop e and the requirement to redevelop numerous dgos to be in compliant with the law, i am excited to see us put politics aside and to support policy that assists sfpd rather than interfering with them. the downward trend of crime that we will hear tonight from the chief's report is proof that what sfpd can do, if they are given the tools needed to combat the crime in our city, if the commission continues to try and play politics, you can count on me to be here to push back. thank you. sergeant and there is

no further public comment. line item three consent calendar. receive and file action. police commission report of disciplinary actions. first quarter 2024. internal affairs annual report 2023 sfpd and dpa's sb 1421 monthly report and that's it. yes motion to accept, to file. can i get a second? second? members of the public would like to make public comment regarding line item three, the consent calendar. please approach the podium. there is no public comment on the motion. commissioner walker, how do you vote? yes, commissioner walker is. yes. commissioner benedicto. yes, commissioner benedicta was. yes. commissioner. janez. yes. mr. yanez is. yes. commissioner byrne. yes. commissioner byrne is. yes. commissioner yee. yes

commissioner yee is. yes. president. elias. yes. president is. yes. you have six yeses. line item for adoption of minutes. action for the meetings of march 6th and march 20th, 2024. motion to adopt second members of the public would like to make public comment regarding line item four. please approach the podium. there's no public comment on the motion. commissioner walker, how do you vote? yes. mr. walker is. yes. commissioner benedicto. yes, commissioner benedicto is. yes. commissioner yanez. yes. commissioner yanez is yes. commissioner byrne. yes. commissioner byrne is. yes. commissioner. yee. yes, commissioner yee is yes. and president elias. yes. president diaz is. yes. you have six yeses. line item five. chief's report. weekly crime trends and public safety concerns provide an overview of fences. incidents or events occurring in san francisco have an impact on public safety commission discussion on unplanned events and activities. that chief describes will be limited to determine whether to calendar for future meeting. chief scott, thank you, sergeant youngblood, good evening, president elias, commission executive director, henderson. and public, just a

quick, brief on the crime trends , this week, we're still down 30% overall, in part one crime, it's about 40,400 crimes, fewer than this time last year, property crimes are leading the way with a 32% reduction, the difference of about 4200 crimes. and then in violent crime, we're down 14, almost 2000, a little over 2000 crimes. fewer than i mean, 200. i'm sorry, 200 crimes, fewer than this time last year. as far as homicides, we are 31% down from where we were this time last year with nine homicides, compared to 13 this time last year. and our gun violence is down overall, 35. 54 gun violence victims last year 35, year to date this year. so things are still moving in the right direction as far as crime reduction, we do have a couple of at least one significant arrests to talk about, which was

a homicide arrest from a homicide that occurred on april fifth, 2024 1:37 p.m. the shooting occurred at the 20 on the 2300 block of mission. this fight life saving efforts. the victim succumbed to his injuries on the scene. during the investigation, the suspect was identified in a probable. probable cause was developed to arrest this person who was a 30 year old resident of richmond, california. he was arrested in richmond, california, the person's name is, alexander martinez. and on april 5th, the same day, he was booked for that homicide. the rest was about nine. after after after the homicide occurred. so really good, investigative work by both our patrol officers and our homicide unit. and with that, we are at, just below 90% with our year to date homicide clearance rate. other major events. our marine unit, we don't get to talk about the marine unit,

often in the police commission, but they had a really heroic rescue over the last week. on april 14th at 9:52 a.m, the sfpd marine unit responded to the coastal waterways near the great highway in fulton street, in the ocean in regard to a capsized boat. a boat carrying four individuals had capsized approximately five miles from the golden gate bridge while heading out to sea, along with the assistance of the san francisco bar pilot vessel california, the marine unit successfully rescued the four individuals from the water. all four victims were transported to a hospital for non-life threatening injuries. as the vessel is currently adrift, the coast guard broadcasts a safety security alert until it can be recovered from the water, the san francisco marine unit urges all marine mariners to check all required safety equipment and weather conditions prior to heading out to the bay, and again, this is, it's a really good thing that they were able

to get out there in those conditions, frigid waters and the like, because they do believe they save the lives of four people because of their actions, another major event, this was on the golden gate bridge on the 15th of april, which was this monday, a large protest which resulted in, in several arrests. this was actually a chp. jurisdiction event since it happened on the golden gate bridge and the golden gate bridge patrol, we were called for mutual aid assistance. and we did respond to help, the chp and the golden gate bridge patrol and all. there were approximately 30 arrests. and the california highway patrol is the primary agency they are handling all arrests and all reporting for this incident. the sfpd just helped with, assist the chp and their and their operation, there were zero use uses of force involved in this particular incident. another, series of

incidents that got quite a bit of attention in the bay area. there were multiple sideshows around the bay area this past weekend. fortunately for the city of san francisco, we only had one a small, stunt driving event sideshow that happened early in the morning hours of april 14th, when vehicles started to gather in the area of victoria and sergeant street in the taraval. our officers responded very quickly, and the event actually ended, very quickly, i just want to say, you know, about two years ago, we changed our strategies with dealing with these events, and we put together a response plan. it's called our stunt driving response unit, where two lieutenants, now one lieutenant, is assigned to basically rally resources. when we hear that one of these events might be headed our way. thanks to our our collaboration with agencies in

the bay area, we usually get noticed when sideshows and stunt driving events are happening. they let us know that they're coming our way. and then we set up, and oftentimes we were waiting in the spots in traditional intersections where these events happen. and that strategy has really helped avoid having a number of these events in our city. so i just want to say thank you to the traffic company, who spends a lot of time and effort coordinating these events, and then all the patrol officers, particularly on the overnight shifts when things are pretty tight with deployment. but they pull it together and they respond. and we are able to oftentimes in these events fairly quickly. so a really good response and we're getting traction. then after the fact, if we can identify any cars or people that were participating, we take action after the fact. and that's resulted in a number of seizures. and they all are 30 day hold seizures. so, i think the message is, is getting out

there from what we hear and what we see on social media. but i just want to give a compliment to the officers and the leadership out in the field that's making that happen. and then finally, as far as special events, let's see, we really don't have anything to talk about as far as, special events happening in the city this week. so that concludes my report. thank you. commissioner walker, thank you, president elias, i want to just acknowledge i have, i did a ride along with the with the marine patrol, i mean, of course, it's a beautiful beat, but it's also really extensive, and i when i read that, i just it was so great that they were out there, and also the, the sideshow, the effectiveness of the sideshow. deterrent, actually, because it happens a lot in my neighborhood over on,

harrison in 17th and 16th, you can always see where they're there and you can hear it during the night. so those are so dangerous. so i just want to thank you for that, i also, i don't know that i want to ask a question, but i really would like to have an agenda item about our response to, sexual assault. the, there's a story over the weekend that, that seemed to indicate that there's been a case cases opened for a really long time, it sort of fits into our department working with other agencies as well on this issue, because it's almost one that requires, support from other departments. and, i would like us to actually get a report from the, the, the sexual assault, the that unit that handles those and especially

talk about the partnerships so that we can, you know, share information about victims organizations that are there, to help through that process because it is a hard process, thank you. we definitely would be happy to do that. okay. thank you. commissioner yan. yes. thank you, president elias, chief, one question about, last year, there was, you know, some strategies and the mission district that were are, intended to disrupt some of the sex work that was happening on capp street and the ensuing areas, and there were some intersections that were blocked off. is there an intention to open up those streets again? now that that activity has basically, you know, been removed and eliminated for the most part? so, i guess the short answer is there's a lot of

community feedback that we, we need to continue having because some members of the community like it being blocked off as they think that it has made a difference with some of the activity that caused it to be, you know, blocked off in the first place. so those discussions are ongoing and i will keep you posted. i know some people are want the streets to be open back up, but others think that it made a difference. so they're asking that it be blocked off. so we don't have total, a unified voice there. but i do know that the efforts and i'll say this too, there's been displacement as you well know, you're very familiar with that neighborhood. there's been displacement where some of that activity has moved to surrounding blocks and areas. and those are problematic too. so captain harvey definitely has been working to, to keep attention and focus on there. and enforcement actions are happening mainly against the people soliciting, but that's an ongoing thing. so we do have periodic, check ins. but long

story short, i have to get back to you because there's been a lot of community involvement in that process as to whether those are going to be removed or not. and right now, i don't think we have landed on which way we're going to go. and i understand it's hard to get consensus on a strategy right. but i know that there on my end, i've heard from , a lot of the merchants, right, that that does disrupt their, their businesses in a lot of ways. right. people can't circle looking for parking. and there are other unintended consequences. right. so i hope that we do have, more dialog around how to contain the issue from spreading into other parts of the neighborhood. i think, commissioner walker just mentioned that, you know, the activity has moved down a couple of blocks down to shotwell, and it usually happens that way. i think i may have mentioned that that was going to happen, and that's exactly how it went down. but then, the other thing that i have noticed is, you know, i mentioned this a few weeks back with some of the containment or the, enforcement around the

sales on, on the bart stations, and some of the enforcement that's having happening in the tenderloin, i've noticed an uptick in, encampments on in the mission corridor and the mission district. i mean, there is a huge increase of sales activity use, so even though some of those issues have been addressed in the tenderloin and in the south of market area, that activity is still taking place. and now it's moving closer to the mission. do we have a strategy for how to make sure that we are either, containing that from escalating or is there a different strategy that's going to be attempted to kind of intervene there? yes, commissioner. we do. so the dmac actually is not just the tenderloin, because the vending, the vending, the illegal vending is also part of the dmx objectives to address that issue, both in the mission and the tenderloin in the mission,

sfpd and public works have done numerous operations at 16th and mission, 24th and mission. we were starting to get some really good traction at 16th and mission and some. i went out there one night late and it was totally empty, this past saturday at the at the cesar chavez parade. you know, one side of the block looked really good. the other side, it didn't look as busy as it normally is, but it looked a little bit more active than the other side of the block. and then 24th and mission was pretty busy, so it will take consistency with doing the vending operations. i know the vendors were given a location that, so they didn't have to be in those in those places, and that had some, i think, positive effects. but the bottom line on this is it is a part of our dmac strategies to work with the dpw, public works and continue to do vending operations. it's going to take some consistency. i think it's

sometimes it looks really, really good, and other times it looks like we've never been there. so it's we're trying to dial down the consistency. mission station typically has officers every day committed to the vending illegal vending rather operations and working with public works. and i'll just end with this. public works. almost always when they work, they will ask us to accompany them because they've experienced assaults and attacks and things like that. so when we're not with them, they're just not as effective. so that is, you know, has to be factored in. we both need to have the available resources and we're committed. so i think our our biggest issue right now is consistency. you know, we can't do it seven days a week with the number of hours we would like to do it. but we do do it every day at either 16 or 20 fourth or both. also with our night captains, that's a part of their nightly checks. and if they can make adjustments at night, if they see that

things aren't going the way they're supposed to, they will make adjustments. we've had officers assigned to the dmac tenderloin that have been reassigned to the mission because things have gotten, you know, a little out of control there. so that's an ongoing strategy as well that we'll try to move officers around. we can't always do it just because it's sometimes too busy to do it. but that is an ongoing strategy and thank you for that. i really appreciate, the thorough explanation because there is a lot more coordination than i have noticed that there is a partnership with dpw. there are a lot more present. and i think it's that vigilance, right. making sure that those folks that are setting up shop are aware that they will be displaced and there will be some arrests made. so i really appreciate your efforts and containing that and addressing that issue, thank you for your report. thank you. sergeant, for members of the public would like to make public comment regarding line item five. the chief's report. please approach the podium. thank you. chief scott, it was a really good report,

especially when crimes are going down, you brought up the marine unit, and i'm sure. i'm sure you're aware of this, but in march, there was an incident as well. and i was watching the whole incident play out, and it was handled perfectly, the boat, everybody on the boat was doing everything right. it was a pier 14, i think it was an and the officers were responding, doing crisis intervention, and they had everything aligned perfectly. and then what i talked about earlier, earlier someone you could see it play out, someone hacked into the rgb spectrum or whatever, situational awareness software that you have, i believe it's rg. rgb spectrum. and the person jumped and that's not normal, and so i would encourage you and the commission to look into that again because, when police are doing their job and everything should be a, b, c, d. and that incident, i was there to see the whole thing and it wasn't. so i would urge you to look into that incident as well. and if you go back to your, your system, maybe you can find out who accessed

the system. maybe. i don't know, but thank you. thank you. that is the end of public comment line item six dpa director's report discussion report on recent dpa activities and announcements. commission discussion will be limited to determining whether to calendar any of the issues raised for future commission meeting. executive director henderson. hello. executive director. good evening. thank you so much. before i begin, because i do have i've switched things up a little bit to change how i give the information weekly just to make it a little more or a little broader. to interpret some of the work that we've done throughout the week. so you'll notice it's a little bit different. there's more information to give context both to stakeholders and for people of the public. i think it's going to make it more clear rather than just the recitation of statistics and numbers we have. i'm always trying to improve and to that end, i wanted to start off by

commenting on the consent calendar. i know we received it, but i didn't want to miss the opportunity to congratulate the department and talk about the internal affairs annual report. we've been talking about having commensurate reports for the information that dpa presents for a very, very long time. it's not a small thing, i think, for us to get this report from internal affairs, where we get a broader view about some of the commensurate work that's being done, i think it's really hard to evaluate the work that's being done by a civilian oversight agency without comparing apples to apples. and this report is really important. my suggestion would be or my urging would be to not have it go into the consent, calendar, but to be agendized and to be on our regular calendar for evaluation conversation and review. there's so much in there that i think is really important, and i don't want it to get short shrift. i will point out that it's this the

lack of having these public report s that was a previous part of dpa's audit recommendations from the handling of misconduct in the past and to the degree it's being met now, i think it's pretty important, especially if we're having these public conversations about the work that the department is doing about both reform and accountability, i also really appreciate from that same report that we're getting context for the work, about the, discipline that's taking place, what i think it would be great if we as if we had closure statistics, and complaint summaries that are sanitized in the way that dpa presents some of its information as a model that doesn't violate any of the local or state laws about the cases. and those sustained cases, those sustained cases, as a summary, i think would help better define or

flesh out the sustained rate, which is 60, the other point that i just wanted to make, and this is the last point on this, the abeyance issue, which was it's a huge deal that i think this report included, definition of abeyance, which is one of the issues that, again, matches one of the recommendations that dpa had made in the past and is a huge step forward from the department. i just don't want it lost that i think that that's really relevant specifically because, abeyance itself was included in the discipline matrix that came from this commission, and now that we have at least a definition, that's been presented, i think that's a big deal. as well. if it's possible, i volunteer my agency to work with this report the next time it comes on or to give input and feedback. partnership

in some way, to tweak it. dpa has been presenting information like this for a very long time, and i think this is a big step forward. so i just don't want it lost. but i hope that we can have a conversation because i think it's the exact kind of thing that dpa has recommended in the past, and the exact kind of thing that i think the commission has been asking for a long time. so i just wanted to mention that before i actually began my actual report, because it just kind of came and went. and i think there's really good stuff in there that we should be talking about. okay. so that said, our audit division, i don't know if i mentioned it before, but they received the exemplary, knighten award from the association of local government auditors for the 2023 audit on sfpd's handling of officer misconduct, this in case people are keeping track. i'm sure you are. who isn't, that

this is the second, consecutive exemplary knighten award. and i know you're keeping track because this is actually the third one, but it's the second one where dpa, conducted, the audit independently and by itself, the first one was in partnership with the controller's office. obviously, i just hired all of those people from the controller's office and brought them in-house, steve fleharty, who is a wonderful and magnificent, is doing a great job, i will say that the award came with a note from the judge, from the judges who specifically articulated the sfpd s dpa's potential, if followed those recommendations to significantly contribute both to oversight and reform. and so our next audit, which is coming up, which will be on, the department's stop data processes that's currently in process, and you'll hear more

about those things. those are the updates that i typically give on the weekly basis, articulating what's going on with that ongoing audit, and as part part of that audit, the audit director, steve fleharty, went on a ride along with one of the officers from southern station, which i think is great because he just wanted to see in real time exactly how the data collection systems work on the street with the officers. but one of the things that make these audits so relevant is that they are evidence based and factually informed, and i'm excited that my staff really wants to learn, know, hear and see the actual operation on the streets to make sure that the information that we provide, analyze and make recommendations about is actually relevant and current. so that just happened last week, our legal team this week also, participated. and the closure of two officer involved

shooting investigations with the firearm discharge review board. those took place last week. also, in the policy unit this week, we completed the dgo 8.03. the crowd control community working group, along with the sfpd tactical unit and the stakeholders from both the community and multiple city departments, the policy division also met with commissioner yanez and the police department to discuss the commission led investigation for the social media. dgo. that's ongoing. thank you so much, commissioner yanez, and in terms of our numbers, and the statistics, they're all presented. so i'm not cutting down on the information. i'm just giving a little bit of insight and analysis about the numbers and stats that are typically there, we've had a 12% decrease in cases since, opened. and compared to this time in 2023,

but we've also seen a 4% increase in the number of cases that have been closed compared to 2023. so we're closing out our cases at a slightly faster rate, the open caseload has remained. the stain has remained the same because even though it looks like there has been a decrease, we've had an increase of numbers that are still on the caseload for the agency, there's been an 18% increase in sustained cases this year so far , the mediations have have remained constant and the same, in terms of cases, who's investigations have gone over 270 days, the dpa has 28 open cases. and of those, 22 of the cases are told, and that is 79% of the cases that have gone over that investigated, persons are told cases, meaning that there is criminal or civil action holding up or preventing the time from counting being counted

, there are still 112 cases sustained by dpa that are pending with the chief. these are cases representing ongoing work for the legal team and dpa. that includes scheduling and appearances and conclusions for chief hearings, just in case folks don't understand what those cases are, what the process is, there are still 13 cases that are pending with the same outcomes, with scheduling and outcomes with the commission itself, we have two cases, in closed session this evening, present in the hearing room today with me is our chief of the legal division, deanna rosenstein. also senior investigator. alicia tice and senior trial attorney tanita thompson. take a breath. you know, it's the names i just

clinches me, folks that have questions, or want to get in contact with the agency can contact us, at sfgovtv. org forward slash dpa, or you can contact our office directly at (415) 241-7711. i'll reserve my comments for the rest of the agenda items. sorry, i took the consent calendar a little bit out of order. i just had comments about it that i thought were relevant, and i'll save my comments until later for their next agenda items, a couple things. one, thank you for your report to the ia report will be agendized. so, don't have no fear, and third, congratulations on the award, and which one? the third one. the third one. okay, third. and, not the last one, obviously, because i know that many more will be coming. i do want to recognize the hard work of your team. i think that it really shows sort of. well, it

shows the, quality of work and the audits and the work product that you're producing from your team. and it's been very impressive. and i'm glad that it's finally being recognized not only by us, but others as well. thank you. that's why i pointed it out, especially the staff, the recommendations that the department has adopted, i think really moved the ball forward. and while we're celebrating the things that they've adopted and done on their own, the recommendations, especially the ones that come from the audits, i think are really relevant, both for public understanding and for the values, commitments and engagements and directives that come from the commission itself. so i just i just don't want it lost. i don't think so. and i think that people need to recognize that the reform process that sfpd has undertaken has been pushed forward in large part by your department and what you've done and some of the things that you have recommended, you have brought to the table best practices, even when it hasn't been popular in the room. and you have

continually fought to ensure that these best practices are included in reports included in their data and included in the policies that are being made. so, you know, it's i have a good team. everyone's working hard. all right. well, i think you wowed everyone to silence. so, sergeant, for any member of the public, they'd like to make public comment regarding line item six, director's report. please approach the podium. there's no public comment. line item seven. commission reports discussion and possible action. commission reports will be limited to a brief description of activities and announcements. commission discussion will be limited to determining whether to counter any of the issues raised for future commission meeting. commission president's report, commissioners reports and commission announcements and scheduling of items identified for consideration at a future commission meeting. thank you, commissioner walker. first on the thing, thank you, again, i, i commissioner benedicto and i went on a ride along in the tenderloin overnight. well, not all overnight, but in the

evening, nine to midnight. that's enough. and i really want to thank the station for accommodating us. it was really interesting to see. the teamwork that's really happening down there, between all the different agencies and, it really is making a difference. but also, the use of the, the b-19 cameras, i mean, the did i get that number right? the 18 b 1919 be not be 19. and, which is a process for asking to use cameras that are in the private sector to help with targeted areas where there's issues that you know about and i think it was really interesting to watch that because you could see activity and really direct response to the areas. and i think that helped a lot. so i'm really want to, you know, encourage everybody to go watch

that process because it's really it's very interesting. and really helpful. i think in in being effective, i also attended , during the week, the, celebrating or honoring the collaborate of reform initiative. so mission the last 27 that were remaining to do were submitted. congratulate the whole team. i know that the department had many people involved and dpa was involved, the community was involved. so it was really it's it was a years long process for 272 recommendations from the department of justice. we worked with. in the end, the california department of justice to submit them. so just i wanted to acknowledge both departments for that. i really you know, i met

with jensen and hughes just to get an update from them as we were, as they were finishing up and, they really they brag, what's that? were they there? i didn't see them. i was looking for them. this was several weeks before that. i met with them at the third street building, and, they really they're their first comment to me was that we really have the most reformed department in the country, and it it's a partnership between the department, the leadership of the chief and the command staff and dpa and the commission. so, you know, it's that's to be commended. and i think it's having an effect in all of what we see in the numbers of crime going down. we're getting recruitment up, the reforms we can do, we can walk and chew gum at the same time. so congratulate us. can i just say just in response to that? i know i'm on the list and

i'm a little down lower, but the reason that that is more relevant than not, i think this week in particular, because we've seen the reforms, rollback in other states in florida, like with bill 601. and i just feel like it's so important that while we are having a national conversation on that is dismantling both reform and accountability that i believe will be on the wrong side of history in california and in san francisco. we're having conversations where we are marking not just the accomplishments, but real, measurable outcomes from a department that is making an effort to do things right. and i'm absolutely not saying it's perfect. i'm absolutely not saying that we're done. i'm absolutely acknowledging that it's a journey where steps are moving forward, and we need to continue that momentum rather than stepping backwards. so, yeah, and, it really is clear that it's not just a one time

thing that most of this reform is really about structural change to make it ongoing and ongoing assessment capacity that's, you know, will keep us on the right track. and then one more thing, this this long, long conversation that i've been having about the patrol specials and, and the related issues, is still ongoing, but i think we're coming to be able to bring this to the commission, probably within the next month, it's gotten complicated by other things that affected it, but it's really i think it's pretty exciting because it really does, sort of in the in the same tone as the reforms we're doing, it, it really establishes a better partnership with the community around policing and working together to make our streets safe. so i'm really looking forward to that, probably in

april or excuse me, may sometime, but i think that's it for me. so thank you. commissioner benedicto. thank you, president elias. i have a number of things in my report. i'll try to keep it brief, one is, as commissioner walker indicated, we completed a very, informative, midnight shift. right along with the tenderloin. i want to thank captain. acting captain manning and his team for their hospitality and the tremendous work. get. getting to see the work those officers do is tremendous. i also want to recognize lieutenant ryan jones, who was our our chaperon for our ride along and allowed us to make sure that we got to see a lot of interesting things, one thing i want to call out that was really nice to see was the interagency coordination. it was coincided with when the department of public works was doing some of their sweeps. so we got to accompany some of the teams that included public works as well as sfpd personnel and seeing those processes work. inter-agency was quite nice to see, as well as see a very large

fentanyl bust at the end of our of our ride along. i also want to acknowledge there are three new academy graduates, new officers that are assigned to the tenderloin to getting. and one of them was on our shift. so getting to talk to him just a few weeks after his graduation, i think he made an arrest. his first arrest, so that was nice to see as well, something i want to report to the commission. i've noted it in a folder. i'd like to ask to be agendized. a number of months ago, commissioner walker and i were at an event hosted by the san francisco chronicle, which hosted a series of white papers and proposals on various issues of interest to san franciscans. and two were on public safety and one in particular has been having follow up conversations with commissioner walker and myself. it's from a number of community groups for what they're calling peace lits. they're kind of a spin on the restaurant parklets. but instead of, outdoor dining at staffed by an officer and someone from public health, someone from. and the idea is you would you could place these slits at sort of strategic places and allow them to be points of service, to be

community policing, to sort of act like foot beats. i think it's a tremendous proposal. and it's also cost effective. and i've been in contact with the community groups that have organized that proposal, and they're willing to come to the commission to present. so i've made a request and asked that sometime in the spring or summer, they represent their peace proposal to the commission, and we can get the ball rolling to see if that's something we can we can operationalize. i think it was a great, a great opportunity, also this last week, for the second time i was on the commission, i attended the anniversary of officer isaac espinosa's, death. officer espinosa died in 2004. this was the 20th anniversary, he died in in a heroic fashion, was ambushed by an assailant wielding an ak 47 and heroically died in the line of duty, truly a tremendous hero, was assigned to bayview station every year. bayview station does a remembrance. there's a garden at bayview station, that was, in officer espinosa's name. and for

anyone who's been to an academy graduation, there's an award that bears officer espinosa's name as well, it was really tremendous to see the turnout. i feel like there's probably more than 100 people there, easily, including officer espinosa's family, his former partners, who spoke very, very movingly, and particularly his his young daughter, who was just, i think, 3 or 4 at the time of his death and is now in her 20s and is a tremendously poised and accomplished young woman, just so many signs of the legacy of officer espinosa. and it was an honor to get to get to attend that event, and the last thing i'd like to report on is something commissioner walker hinted at, which is that there was recently a ceremony here at city hall celebrating sfpd's completion, and final submission of the 272 department of justice recommendations as part of the collaborative reform initiative, i would like to start by really acknowledging, chief scott, your work and the department's work on, on these recommendations, my first involvement with the

commission was working with the blue ribbon panel and with the doj on these recommendations. i think i first met chief scott long before i was on the commission delivering a book length report to this commission, with the recommendations of the blue ribbon panel, and, to see that work culminate, is truly something to be celebrated, i'm often talking to the chief that this is not the same department that we had when this process embarked. and i want to acknowledge that. i also want to acknowledge the important role dpa played. i think maybe they weren't. i would have loved to see them have gotten a chance to speak at the event as well. but i really think that, as president elias said, a lot of these the success of these reforms were because dpa sat in all the working groups on these reforms, kept pressure on the commission, on the department, worked collaboratively with the department on a lot of them, and at times worked, you know, adversarially when it was called for. and i think that, played a critical role to making sure these were completed as well. and as director henderson noted, progress has been made on these

reforms. it's not without has not been without its setbacks. it's not been without its its attacks. we're seeing those, we're seeing those across the country. we saw washington, d.c. roll back a lot of their reforms. we're seeing some roll back of the reforms, even here in san francisco. and i think it's important, that the timing is interesting. it is important to celebrate that the completion of these recommendations. but it comes at a time when there have been some changes to the to the oversight structure, and that in some ways, as hard as the 272 recommendations over seven years were in some ways the harder part starts now because the those recommendations gave us a roadmap to follow as a department, and the department worked hard to follow them. but now the challenge is to continue this momentum, even without exact roadmaps and exact benchmarks and checkmarks to follow. and that's and that's much, much harder, i, i jokingly told the chief of the event, it was like graduation day, and i think i think that analogy kind of holds because when you

graduate from college, it is an achievement to be celebrated. but your whole life there got to be defined by a report card and grades. and when you leave that it's defined by a million other things. and so i think that's the challenge. and keeping this momentum. and i think that the responsibility of dpa, of the chief and of this department and of this commission, each of us is to defend the progress this department has made against against attacks, against backsliding, against false choices that pit reform, against public safety. and it's all of our responsibility to make sure that we have a department that we can be proud of, that is completes its reforms. and, ensures public safety for the people of san francisco and, yes, it's a different department. a lot of changes. but now we have to defend it, there's a story about ben franklin, that after the constitutional convention in 1787 was asked, what did you give us, a monarchy or a republic? and he said, a

republic, if you can keep it. i think that's true of our department. we have an improved department if we can keep it. and i think it's incumbent on all of us to fight to make sure that we can keep it, that concludes my report. great quote. thank you, commissioner yee. thank you very much. their president, cindy elias. wow, that's quite a bit there, kevin, so you should have went first for my report, but, back in march 25th, we, commissioner, walker and commissioner benedicto, we attended, crisis intervention team awards ceremony, it was great to see the first responders receiving their accolades for all the, what they've done for us in this and keeping our city safe in these, response s, also on march 26th, i want to thank the chief and meeting with the chinese community, i know there was a lot of outcry regarding the incidents on last year, july 3rd, but, we got together in the

community and explained the situation, the process. it's an ongoing process. and they they finally understand and we hope to have some resolution soon. so we'll wait for the police, department to respond. and the district attorney respond. also, a joint, again, commissioner benedicto and also walker's. it seemed like we're the three musketeers, on a collaborative reform initiative from the doj, my take to that was, wow, chief scott, that was some speech. you did. you you touch all the people that were involved and, thanking all the your staff and your team that pushed through the, d.o.j. 272 recommendations. as i was sitting next to kevin benedict, i looked at him and says, why? seems like you had a hand in this. and he says, yes, he was in in on the first goal. so i said, congratulations, commissioner kevin benedicto,

for all you done for that, pushing it forward and the commissioner's and dpa, paul walker and everybody else, i'm happy to see that go through, also today we had a merchant walk with the district attorney and chief scott again, we. talked about some of the issues in chinatown regarding the blessing scam, it is huge in chinatown, we wouldn't be bringing it up. or the district attorney wouldn't be bringing it up because there are some situations that, people do not talk about, even though they've been a victim of the scam. so we brought that out. we went out to the merchants as we walked through the merchant corridor on grant avenue, many of the merchants were happy to report that the police department in, in the chinatown been doing a great job. they like to do is see more police officer on the beat. that's, that's true throughout the city of san

francisco. so, again, congratulations to the police department and in chinatown and throughout the city and keeping our, i guess, crime rate low, i was at 30% below previous years. so congratulations to all. thank you, commissioner yanez. thank you, president elias. and congratulations, chief. that that i know was, quite the, task that has been undertaken. and i think, as commissioner benedicto says, it was a collaborative approach. right. i think everyone around this, dais contributed, dpa especially me and all your leadership. and i think, now it's time to not only, implement and apply our best practices. as a result of this blueprint, i think it's, important to develop and roll up our sleeves, right, and develop the leadership so that they are carrying this forward, for decades to come, so that it

doesn't sit in a shelf and just kind of part of a checklist that we checked off right. so i really appreciate your efforts there. thank you, tpa, for all the work that has been done on the investigative social media, dgo we've had our first, conversation with the department where recommendations were provided, and there is going to be a lot of dialog, a lot of, discussion about what is in the best interest of this department and our community when it comes to investigative social media. as a result of the work that. we've been doing there. you know, it was pretty alarming to find out that there was no policy prior to last year in march when the dbo was issued and then later the, dgo, that came thereafter. right. and so given how important of a resource and tool social media and online investigations can be, i really look forward to our department creating a model for the country if and when

possible, as soon as we can get this, done language access, i understand, has been issued as part of the workgroups process is something that i'm really appreciative of because i have been in dialog with a lot of community organizations, san francisco language access network, and of course, oca will be participating also. and as a result of that, i do want some clarification, chief, you may not have the answers to these questions right now, but when the presentation around language access was given, three weeks ago, there were some discrepancies in the numbers that were reported for the total lep clients and, fiscal year 1718 and 1920. and it was pretty glaring. it was, you know, i think, the report said that there were maybe 15,000 lep clients. and yet the information that was given to me by oca, said that they were closer to 30,000 clients in 1920. so i

really want us to, get a better sense of what the actual number was, because if there were 30,000 clients receiving lep services in 1920. and yet last year, we've only reached, i think, about 15,000. it's a 50% drop that i really think we need to pay attention to, i noticed in the, internal affairs report that was conducted, you know, some of the larger complaints or the larger numbers of complaints and incidents happened to happen in the tenderloin and in the mission district high areas of lep concentrated, communities. and so it doesn't necessarily i mean, i'm not going to make the correlation, but it doesn't surprise me that there are so many incidents. and i would assume that maybe improving our language access efforts in those communities would improve our communication and our use of force incidents from escalating in those areas. so when you have that information, i would really

appreciate that. reported back to our community. and lastly, thank you for meeting with us around the juvenile, pre-booking dgo. i know that there had been a little bit of maybe confusion, maybe on my end, maybe in the way that i interpreted your comments when we last talked about the dgo that will govern and oversee a potential prebooking diversion program and it was very promising to understand and to get reassurance from you that this dgo which commissioner benedicto has been leading and which we are close to completing, will in fact be able to house any prebooking diversion program that the city will generate. my understanding is that the city attorney's office has also provided a consultation or a memo, giving us pretty much, authorization, right to construe what a pre diversion program i know reform isn't necessarily, or, social justice reform efforts. as, director henderson has said, aren't necessarily,

you know, progressing as we'd like in other parts of the country. but i know san francisco is going to continue to move forward with this effort because the young people of san francisco deserve support, alternatives, and whenever possible, deviation from a system that sometimes further, escalates their behaviors, by. exposure into the system. so i thank you for your support and your willingness to embark on this process with us. and that's my report. thank you, sergeant, for members of the public, i'd like to make public comment. please approach the podium. and there is no public comment line item eight discussion and possible action to adopt department general order 6.20. excuse me. we're going to pull item line item eight for tonight and be rescheduled for another night. and we're going on to line item nine discussion,

discussion and possible action to adopt revised department general order 10.02 equipment discussion and possible action. good evening commissioners. chief director sergeant from administration bureau here for any questions on 1002. chief. go ahead. yeah. okay my mic off to sergeant minor is going to present on this. i was just here to if there were any questions or any. oh no discussion. i'm here. i don't see any commissioners. have any questions. no. okay, can i get a motion? i have a question just for the chief, though, so. i'm sorry, i forgot something. yeah, i just wanted to let me pull my notes here, so as members of the public may are likely aware, prop e passed by the voters of san francisco and the election results were validated by the

board of supervisors and so it is now in effect, under section 96 i, one b of the san francisco administrative code, which is where prop e has been codified. department general orders need to be subject to a new community engagement process unless they receive a waiver by the chief of police. i'm going to read this waiver language, which allows, the chief of police may waive the requirements of the section based on whether the proposed changes are unlikely to have a substantial impact on the department's ability to serve the community. the amount of feedback already received on the subject matter, the need for immediate action, and such other factors as the chief may deem appropriate. dgo 10.02 is one as a dzho where the bulk of the engagement process took place before prop e passed, but due to the way it's written, is now under the requirements. and so as, as i understand, chief, you are comfortable. you want to know the waiver on this? yeah. yes. thank you, commissioner,

and i am waving this from that process that the feedback, as all of our dgos now have, a community feedback process. and i think with this one, it has happened. so and we're done with the dgo. so with that, based on the property language and what gives me the authority to waive it is the amount of public feedback already received on this subject matter. so i think we're good to go on this one. so i'm waving okay great. mr. commissioner benedicto, i think you're making a motion right? yes. in that case, i will make a motion to adopt general order 10.02. second. i'll second the motion. for any member of the public would like to make public comment regarding line item nine. please approach the podium . there is no public comment on the motion. commissioner walker, how do you vote? yes, commissioner walker is yes. commissioner benedicto. yes. commissioner benedicto is. yes. commissioner yanez. yes, commissioner yanez is yes. commissioner. burn. yes, commissioner. burn is yes. commissioner yee. yes.

commissioner yee is yes. and president elias. yes. president elias is. yes. you have six yeses. line item ten. presentation on the early intervention system is third and fourth quarter 2023. discussion thank .

oh. it's okay. i can do it. okay. thank you for. okay. good evening, commissioners. good evening, director, and good evening, chief. i'm sergeant darwin naval and i will be presenting q3 and q4 of 2023. is . so as always, i always like to give credit where credit is due. so i just always want to give credit to our team of lieutenant beauchamp and our analyst, wendy and stephanie. so performance indicators i always just like to give a really brief, reminder of what the indicators are. our use

of force ois, oid, eo complaints on duty collisions, ied complaints and pursuits are just most of the indicators. so to start out, this is q3 and q4 indicator points by quarter. as you can see, the highest number here will be found in the column of use of force. but compared to the third quarter and third, fourth quarter of 2023, there was actually a 75.4% decrease in uses of force, for q3 and a 67.4% decrease in use of force in q4. indicator points by station for third quarter. here you can see that mission station and tenderloin station have the highest numbers of indicator points, 112 permission and 144 for tenderloin. and for the fourth quarter. again, it is mission station and tenderloin

with 111 and 121, respectively. alerts for the third quarter. you had 248 members generating at least who generate at least one alert. and that totaled 347 alerts for the third quarter and for the fourth quarter, 148 members, that generated at least one alert, totaled 206 alerts for the fourth quarter. comparing again to the year prior. for a third quarter, that was a 59.8% decrease. and for the fourth quarter, that was a 70.1% decrease. alerts by station for the third quarter. again, the theme mission station had, was tied with the highest with 64.5 with tenderloin. and for the fourth quarter, again, it was mission station and tenderloin with interventions

for the third quarter of 2023. we didn't have any new interventions before the fourth quarter of 2023. we did initiate one new intervention. so that gives us a total of three active interventions currently. this is just a timeline update of what is going on right now with the early intervention system. and with benchmark. so in january of this year, we actually went live with our first. first sign is what benchmark calls there is we went live with it within our unit. that way we can see how the system actually works, as in production state, we want to make sure that, most of the kinks are worked out. the algorithm is learning, all the data that we're inputting and everything that needs to go into the system is going in properly,

in february, we also completed, the entry of vehicle pursuit reports and benchmark, and sometime at the end of this month or early next month, we're going to be going live with the new use of force program within benchmark. and what that will help is all the use of force data will go directly into the benchmark system, which will help the algorithm within the first sign system be more accurate, and we'll be able to get that data in more real time, in july of 2024, we're planning a pilot program for the first sign system. so we're planning to pilot it at two stations, meaning we're going to start with two stations, training them on how first sign works, training the supervisors on how to read the interface, read the dashboard, and how to use it properly, and how to engage with it with the officers, we're planning that pilot program to

be sometime in july, and hopefully once that is successful, we'll get the dgo updated and hopefully everything goes smooth and everything is the policy is approved and everything will go smoothly by the end of the year. and that is the 2023, q3 and q4 ais report. happy to answer any questions. thank you. that was very, brief and succinct and i appreciate it. and we didn't even have a timer on you. you were so good, just a quick question. i wanted to know, benchmark is coming in to take over this process right? benchmark is the program. the vendor that we're using for our first sign system. yes. and it's a my question is, it's currently in the process of launching the pilot program. right. we're currently drafting the pilot. we're planning to, go with the pilot program sometime in july.

and so how is benchmark going to launch the pilot program for ais? when prop e undid some of the reporting requirements for the use of force, meaning what adjustments are going to have to be made by benchmark, since they are, they have to make up for the lack of reporting requirements because of the proposition we have discussed, the passing of prop with benchmark, because that passing may have an effect on their algorithm, with first sign. our data analysts, stephanie and wendy are in the process of talking with their data scientists to figure out the best way to handle the differences that may come. and, we actually already have experience with this because of when we updated the use of force policy at the end of 2022, they had to adjust their algorithm then. so this, these adjustments

with their algorithm and how benchmark will figure out how to use the data is something that are already something they've already done. so it's just a matter of getting with our, our data analyst to tweak it and get it to where it needs to be. i think next time when you present the pilot program and it comes out, i think it would be good to highlight the differences in reporting. yeah, definitely include that in your report. i'd appreciate it, director henderson. yeah, i will just springboard from where you left off, thank you for that setup, again, just on that use of force stuff as a definitions have changed. the things that i wanted to flag in regards to that changing, especially with the interface with benchmark. benchmark specifically is how and what information will be shared with dpa. as you're building out this system specifically to talk about use of force and the reason that it matters is, as you already know, because dpa has a role in terms

of that definition and how it's used for our cases as well. and i should have the answer now. yes. i'm aware, i believe we're in, initial discussions about what sort of information, can and will be shared. i'll probably be able to give you a better answer. at a future, future time, once the system is up and running and we know exactly its capabilities and everything, i would just encourage you, we're happy and eager to take place in those conversations before it's up and running, so it doesn't have to be undone or amended to change. if we build it out at the beginning, it's so much easier and i'll make my technology people available and continue to make them available for those conversations. for that build out. the second thing that i want to flag separate from the use of force issue is the body worn camera definitions. because those definitions in terms of use, recording and sharing have

to be amended too. so i don't want them to fall off the plate as, okay, i apologize, i'm not, i'm not too familiar with the body camera unit because they're a completely different unit, but i'm happy to pass on any information or questions you may have to them. again, i'll make all of my people available to help and show you some of the conflicts or some of the anticipated conflicts that may arise in terms of troubleshooting. and really, that's all i'm talking about are opportunities to troubleshoot so that we don't have problems or conflicts later on. the thing, the other thing that i wanted to raise on this issue, was the recommendation, about a criteria specifically with discipline, which comes as a result of the system for, for abeyance. and we have raised this issue before dpa. and i think in the past, the department has disagreed with the recommendation about developing a criteria for,

however, those criteria, because it's difficult to do. but now that we've seen and that's part of why i pointed it out, that it's being referenced and used, and there is a working definition in the internal affairs, discipline report that's been turned in and there's a reference to it and a use by the discipline matrix from this commission specifically. it's all the more reason to make sure that there is an abeyance definition included in the work that you're doing, the final thing that i wanted to raise that i think needs to be included in some of this work is a tracking method for from the eyes, for implicit bias, specifically with reoccurring instances of implicit bias, amongst officers, we've talked about it in the past, the commission also has that in specifically enumerated this commission, on the discipline matrix, it's also a thing, an issue that the audits

have recommended, for eyes and for the department to have is a tracking process for implicit bias. i know it's a considered a somewhat difficult thing to do, but it's also one of the things that i can't now remember if it was post or ripa that specifically called out sfpd and celebrated sfpd for doing it, i'm again happy to sit down and volunteer and offer my staff to help come up or draft an idea or a concept of what that could look like, as well as a review of best practices for it. but while we're talking about the eyes system, it absolutely should be one of the flags that we should be looking for, to enumerate what that work looks like in the future. so. well, yes. thank you. and i also would

be very open to any sort of communications. i know my staff is very open to assistance and help, and my key is always trying to work together. it's always it's always better to work together. when it comes to implicit bias, that portion is also in benchmark. however, i believe that they are, using our stop data program within benchmark to handle the implicit bias portion. i can't, they can't speak. okay they are looking at some of the step stop data. the problem is that that stop data is not the only indicator for implicit bias. and to the degree stop data is one of the factors. it's not expressly connected to an implicit bias trigger or evaluation. it's more than just the flag for it. it's the analysis of it which the department is supposed to be tracking. anyway, as i said,

it's specifically enumerated in the discipline matrix. we just want to make sure that we're beyond just raising the flag, which i'm not sure that we're doing. that flag shouldn't just be tied to the stop data, and even if it is, there has to be a secondary evaluative process to make sure that we're addressing the categories that already exist in terms of discipline, that we've already acknowledged and agreed to. yeah. again, i just don't want it to be a, an adversarial process with this issue in particular, which is why i'm saying we're happy to sit at the table or to make suggestions or to help tease out what that could look like, because i don't want to walk away from it or come back six months later and then here's a system that is missing the opportunity to address concerns that have been raised in the past. does that make sense? yes, and i hear all your concerns, director, and i'm i'm taking notes and i'm happy to pass it on to, to my team and the team

because all the units that are working with benchmark, we all are all on the same conference calls. so we all know each other. so i'm happy to pass all that, all that information. i think that's more for us. it's the policy team. so i'm happy to have the policy team reach out to you. but the technology team also is part of the conversation with the benchmark stuff. yes. so sounds good. thank you so much. you're very welcome. director go ahead. chief. thank you. president lisa, i was just going to in response to, director henderson's. i know our teams have been working together with miss rosenstein and including sergeant youngblood. so i think some of what you discussed is actually happening with data sharing and all that. i understand you got some money for it as well, so hopefully we can. it's still the same people. we can get a little bit i mean i have recommendations, but i think those people, like you said are may already be at the table. i just wanted to articulate what the issues were or flag them for us. all right. thanks. okay i know they have

made some progress, so i just wanted to flag that for everybody. thank you. thank you, thank you. i also have relayed your request around the first point. director henderson, to get the, technology people in your department to meet with the ais folks, so that we could have a conversation about what information can be shared. i know that that is in process, in progress. so we should be able to have an update for you on that, hopefully the sooner the better, in relation to the benchmarks program, i know that there has been a, you know, a prolonged build out. and as you just raised, you know, maybe the build out will be even longer than we expected as a result of prop b. but one of the things that has been discussed and raised at the at those conversations is that one of the interventions that this evidence based model that benchmarks has created, advises when officers

have received alerts and when their supervisors are supposed to enter into either counseling performance improvement plans, and i think performance improvement plans being the highest tier of an intervention without necessarily going into disciplinary action based on the iad report that was submitted. chief. and i know that this i may sound like a broken record on this, but every time, one of these quarterly reports is submitted, it there's a reflection of the number of performance improvement plans that have happened during that quarter for quarter three, there was one for the whole of last year. there were four, as my understanding. and yet pretty consistently about 10, 10 to 12% of the workforce force is being is receiving alerts. and yet for performance improvement plans for a full year as as a manager,

i know that performance improvement plans, raising issues to your employees is the first step in correcting behavior and raising awareness and improving outcomes. and i've asked before, why don't we utilize performance improvement plans to intervene when we're getting repeat alerts for certain individual calls? what is going to shift, chief? what are we going to introduce? use vis a vis training to ensure that if benchmarks is, you know, evidence based model uses performance improvement plans as a means to intervene in and improve outcomes. what is the culture shift going to look like? what is it going to take, and what resources are going to be devoted to training managers to use this tool effectively to contain issues from escalating.

so, commissioner, so performance improvement plans also happen outside of the eis process. so oftentimes disciplinary issues arise. and as a part of the disciplinary adjudication performance improvement, improvement plans are part of that. a part of that process. those oftentimes never make it to the eis. because two things the intervention happens before the officers, even get to the alert level. so i don't want you to think that all you see on that eis is the whole universe of performance improvement plans. we oftentimes have disciplinary cases that we see either a pattern or data performance improvement plan is the right thing to do to hopefully prevent further of that type of behavior. and that happens quite often. so yes, i understand what you're saying in terms of the numbers might be low in the benchmark universe,

but there is another universe of where performance improvement plans happen. and sometimes it's not even discipline, it's counseling. or we see issues that happen through, you things that don't rise to discipline, but they need intervention. so they do they do happen. will the benchmark system allow for capturing that information and reporting it back to us based on precinct? it's based on units. is there work in that direction right now? because i think that granular information is very important, when it comes to capturing performance improvement plans, that will be included in the benchmark system , kind of going back to what you mentioned earlier, how there were high numbers of alerts kind of in the last year or so, one common misconception with our current threshold based ais system is that an ais alert equals bad behavior. and that is a common misconception because

an ais is very confusing program. but what our what an ais alert is basically is just aggregate data. it is, a summary of an officer's s, performance if it matches the performance indicators. so if, if especially last year with the use of force policy, almost half the department was was generating ais alerts because number of uses of force were very high. the threshold was so low and so everyone was generating use of force performance indicators, so what happens then is an officer will generate an alert and you'll see an officer maybe generate five uses of force within that three month period, which will generate an alert. however generating that alert does not automatically signify that that member needs to be on an intervention or need an

improvement plan. however, it still needs to be looked at. and so that is what the sergeants and lieutenants and captains do. when we'll send the alert to the stations, they'll still review each indicator and determine if there's a pattern you know, is there a pattern? are is the uses of force only being conducted on a certain demographic? are the uses of force being conducted in a certain, location? if no pattern can be found, then a supervisor can then determine that no pattern is found and they can close out the alerts so benchmark is going away from that threshold based system. and using their algorithm to kind of fine tune and determine which officers are going to be more at risk. and we're hoping that the this new first sign system will remove more of the false

positives and really identify the members that are more at risk. if you don't mind if i say one thing, commissioner, one thing about my time when i ran the ais system and darwin, correct me if i'm wrong, but, the ais system worked hand in hand with the captains of each station. so just because somebody didn't meet an alert, they were still in contact. so i will say, hey, this is showing up. so they would talk to this captain, so you would see the pips being done at the station, but not necessarily at ais. got it. but when you come to those alerts, like darwin was saying, the model for the benchmark is going to be a lot better than what we've had. because just because we had thresholds that were met, it doesn't mean that the officer is doing something wrong. one of the alerts that benchmark was talking about is when an officer goes and they come to a scene where you might see, a juvenile particular, a kid who has been a victim of a crime that of itself, they have

showed, has affected the officer more than any other thing that they might experience on the street. so seeing that, especially if that officer has kids themselves and experiencing that event, now you're going to see that officer experiencing ptsd or you're going to see them, getting complaints from dpa for rude behavior because they are manifesting what they just saw in their work performance and ais is to capture that to help their mental health before it progresses into a discipline, position that we are addressing that and saying, hey, it shows that you are experiencing some type of a mental health issue or some type of something's going on that we want to intervene. so that's what the what ais was. so hopefully benchmark is going to show a little bit more better indicators than what we have been in the old system. and we'll have the ability to aggregate this. and then that could inform training that could inform how we develop our management systems to be able to

better lead. right. so i'm hoping that as we continue to have these conversations, there is this more targeted kind of dialog around on the management. and how do we ensure that even if it's not being documented in a pip, if it's an informal counseling? because i know counseling happens in different forms, but it's about raising the issues to and bringing them to someone's attention, which is the beginning of the conversation. right yes, yes. and that's all. that's all going to be part of the pilot program, is making sure the sergeants and all supervisors are going to be trained in not just how to use the system, but in how to how to identify patterns, what to look for. how to address them properly. you know, you're not going to address a, an issue at, at, you know, the break room in front of all the other colleagues. there's there's ways of handling matters with personnel, so that's all going to be part of the pilot program

to ensure all the supervisors are trained properly and how to handle it, because ais, we're usually dealing with officers who are maybe going through issues at home and it's manifesting, like sergeant youngblood said, manifesting in their work, or it's just something that's going on at work that it's hard for them to communicate with to their colleagues or their supervisors. and it's just manifesting in other ways. so we want to make sure we address it with empathy. we want to make sure we address it professionally. and that way we can ensure that the officer gets the resources that they need, and also ensure that the officer stays on course with their career. so it's successful and that the department has, a great workforce for years to come. and that's one of the most informative pieces of this process for me, has been getting to understand how the how this department really holds the experience of the officers, as you said, sergeant youngblood, i mean, people react, right?

people have trauma because you're exposed to so much in the field, and taking care of our workforce is essential, and one of the things that i remember learning from working in the mental health field is you name it, you tame it, right? you raise awareness of a potential issue, whether it's an issue or not. and that in and of itself can lead to dialog that improves the conditions for everyone. so thank you for your work and your presentation. thank you commissioner. thank you sergeant . for members of the public, they'd like to make public comment regarding line item ten. the ais system. please approach the podium and there is no public comment. line item 11 discussion on sfpd response to the department of police accountability audit regarding the sfpd needs to improve policies, processes and data tracking regarding the handling of officer misconduct. discussion good evening commissioners. director henderson, chief scott, this is really aggressive in my face, my

name is steven betts. i'm one of the risk management attorneys with sfpd and i'm here to talk about our response to the audit. i think i have mostly good news, we received 31 recommendations, and we fully intend to implement 27 of those, we're in various stages of implementing them in the presentation that i or the slides i sent, to you, we i tried to go line by line succinctly on where we are decisionally and implement the implementation of, the reforms. i won't go line by line right now in the interest of time, but as a few comments about a brief overview of what we've done, there are. oh, thank you. we still have disagreement over two topics the implicit bias and the, the, abeyance issue, which i'll say a few comments in a moment. but the as far as remedial action, we've taken, stacy, dear god, help me on how

do i go to the next slide scroll . scroll. that one. all right. thank you. we've done three basic things. one, for a lot of the recommendations to do with data collection and data mining, we're working with benchmark to try to create a system i didn't even touch at that time. all right. just tell me next slide. thank you for, the main thing we've done, we've worked with benchmark for the data issues that have been called out in the report. so for new fields to track, helping us create automated reports to comply with the report, lining deadlines, we're working with benchmark to get our new case management system up to speed on that, the launch of that is not expected until quarter four. december was

the month we were told for in that case, management system may go live, so that's still in the works, but we've met with benchmark to try to give recommendations about compliance on that. the second area is a new policy creation. we've updated our standard operating procedures, our 83 forms, our technology unit order for our cell phones, to put in our system for the bias audit. we're all updated. there are other dgos that are in the pipeline that have to go through the 3.1 process. so 2.09, for example, we agree with the recommendations and we're working with getting them updated, but they may still be in that process. and finally, personnel assignments, there are certain tasks that just weren't assigned to dedicated people. so ensuring, for example, that reports got off the ground in time. we now have an analyst to do that for example, our bias audit, we have a dedicated sergeant who does the quarterly reports and the annual report on that as well. next slide please, sir. what that's not going. okay

our completion status, we by our own count, we've completed about 14 of the recommendations. 13 remain outstanding. seven are because of the benchmark launch and six are awaiting policy revisions, i don't know why. i was like, is that the progress? no, that is not the progress. that's some explaining to do. i really, i don't want to use this powerpoint as you probably. it's not my fault, and we have the four outstanding recommendations argument. yeah, yeah, i'm just gonna keep going. i'm just gonna keep going. and we have the four recommendations outstanding about the two, the two subjects. and we don't even have a timer on you. so just keep going. i could go this. i blame him. we have so lost it all today. i've

lost. i lost the plot. so, obviously, there's two substantive issues that i'm sure will warrant discussion. the issue about the implicit bias recommendations and the issue of the abeyance, so before opening up to questions, i'll just give a brief overview of where we are on that, regarding the implicit bias recommendation, our concern is really one of feasibility, the recommendation was to implement a process for defining and tracking in the internal affairs context, cases of implicit bias, and i really we really don't think that that is a possible and feasible thing to do, given what implicit bias is, it would require us to really, you know, evidentiary prove what someone's psychological motivations are for the conduct that they committed. and i don't think that that's possible in an hr setting for us to do, we look at conduct, we try to prove up the conduct intent is relevant, of course, but the deep rooted psychological motivations behind

it, we're not equipped to do that. i don't know if it's possible to even really do that, because it seems like a concept that it's sociologically important. it's psychologically important. but i think it's there's a certain degree of, you know, non-falsifiability or non-verified ability that in a hr setting, we can't really prove up. and i think that will might have like a boomerang effect, where if this becomes a, a hurdle that in every case or every bias case that we need to address, and we're setting ourselves up for a situation where we kind of have to disprove where something is implicit or not. and that could be problematic for us to hold accountable bias incidents. so that's our concern broadly with that, regarding the abeyance issue, i think we just have a philosophical disagreement. we really think with abeyance it is a useful disciplinary tool that requires a certain degree of discretion, it's very context laden fact laden on a specific

case and listing out a bunch of factors beyond what we already have, you know, in the disciplinary guidelines as far as what are mitigating factors may either, you know, unnecessarily restrict us or if they're so broad, beg the question as to why you're doing it in the first place, and then as far as putting, you know, caps on either the percentage of discipline like in the albuquerque policy or the timeline that you'd hold, you know, albuquerque only has six months. that seems quite short, we think also that's an area where you could have discretion to how you want to implement it, there are some genuine issues that i think were identified in the award winning dpa audit. you know, we did not i watched the last presentation, so, there, there were some cases where we could not explain why they were held in abeyance. and that is an issue. but i think that's more of an operational issue. whenever a letter goes out to an

employee that explains why they are getting a certain form of discipline that should be explained to them, and that should be tracked. so moving forward, that will be something that will be something that is that is done every time and we will track it. and in in benchmark there will be a, a data, a line item where we are able to put that. so we will have a record of why we did it in each case. so, with that i'll open up to questions, thoughts, comments. great job, i disagree with you with respect to the six month turnaround time. i think, these cases should be resolved within a six month turnaround time, the disciplinary cases. oh, i'm sorry, i just meant the six period, six months to hold something in abeyance. oh. oh, okay. no, we agree on the on the timeline for that. we've changed. we've changed our position. so. good. but because it's unfair to the employee, it's unfair to officers who have cases, disciplinary cases that are looming for years and it prevents them, you know, it can

affect their promotions. it can affect their, you know, movement in terms of their employment, and it really it hangs over their head without any resolution. so it really is a disservice to officers to have these outstanding cases and have them not resolve. and, so, so in the 2.07 draft, we are working on implementing that. it will be in there in some form. so we're still it is not complete, but it will be done. but i'm so happy to hear that. three two smiling on the inside. okay commissioner yanez, no, no. from the previous that was. yeah. director henderson okay. so first of all, some of my notes and comments for eyes were the comments that i had for this one. i thought you were talking to me. yeah, i thought you were talking to me back there. i think everyone caught it but me because i just kept talking. but i will say in my defense that some of those issues can be rolled into an early intervention system specifically, like the implicit bias stuff, which i don't want

to talk about again. but if we can come up with definitions to flag triggers, to have some sort of evaluative process take place again, not to be adversarial, but just to flag what we all agree upon is the universe for these issues, i think is really important. now, you had indicated that having the definitions with the bands, because i do want to drill down a little bit on that, and you yourself said that it's useful but needs some discretion. i don't disagree, i think it is useful and i agree that there is some discretion necessary in the bands, but it still needs a specific definition. i will point out that and recognizing the work that i'd already did in terms of the annual report, because you may, you gave a definition for what is held in abeyance already. but i think the definition needs to be fleshed out, and i think that it's possible to do that in a way that builds in the

discretionary amount that is necessary for the department and the chief to have. and i'm not saying that that should not take place. i just think we need a specific definition so that officers can rely upon an understanding, as is going to be interpreted, because it's on the discipline matrix. so it's as long as it's going to be a tool that's going to be used. i think it's just as important if the tool is going to be used, that we have a reasonable expectation of both what to expect for the officer and then for agencies like dpa to understand how to use it. and the albuquerque example that you referenced is just an example, not the example , but the reason that i included it in my notes and comments was just to show that other departments have been able to come up with a definition that i think we can tweak, and i'm happy to sit at the table. when i meet, my team is happy to sit at the table to come up with a

definition that i think, can be useful. and so i just. i think it's important, both for the implicit bias stuff and for the abeyance stuff to have some specific definitions and parameters so that we can move it forward and not just leave it as a gray area, because i think they're both two very important issues that need to have a specific definition, regardless of how broad that definition is or regardless of how much discretion is built into those definitions. so that's that was my point. that's all i wanted to say. commissioner benedicto, thank you very much, mr. betts. that was very helpful. and particularly i think, even though the powerpoint didn't cooperate as a presentation tool, i thought it was helpful to see all the recommendations laid out and the sfpd response. i think that it's good to see that there's movement, on on the vast majority of them. and that the areas of disagreement are small and even being narrowed within those. so i think that's very helpful, i think one point

that i made when we had the audit on and i think, i'll make again, i think it's helpful to have this thing. i think it would be even more helpful if the presentations happened at the same time, because otherwise we're playing telephone a little bit. we're being like, well, what other like some of the questions i would like to ask, i would like to hear from the dea auto team and yourself on, on, and, and so i think in the future it would be helpful, for this to look more like what we do with the sparks report, where there's both a dpa and sfpd presenter, because i think those are the most valuable discussions, at the very least, i think it might be helpful to have a follow up discussion with dpa and sfpd present on the sort of narrowly focusing on the four areas. of disagreement. maybe after a little bit of time passes for you to continue to work it out to maybe a little bit later in the spring. but i think that this conversation works best as a dialog. and so i'd like to see to see dpa's oddity and presence. well, not not that we're not happy to have, director henderson here,

but i know it's often helpful to have someone from the audit team, at the at the same time, our award winning audit, three time award winning audit team, as well, i meant to mention in my report, i recorded a video for the association of local government auditors to congratulate your team. so, i have no idea what happened with the video. i just recorded it at steve flaherty's request and uploaded it. so hopefully that that gets used, but has a gratitude the commission. but thank you for that for that report. i think the chief gave one too, if i am not mistaken. i know they asked him for one 40s was tight, wasn't it? right? mine hadn't happened yet, though. you didn't. what? mine hasn't been scheduled yet. oh, commissioner byrne, thank you, commissioner. walker, i just had, like, a comment more than, a question, but since i've the, the thing is there, one of the things that, the commission does with the discipline and you're talking about holding discipline in abeyance, but one of the things that i've noticed, and i

don't think i'm the sole commissioner that's noticed it is that the suggested penalties that we're dealing with, given the violation of a particular dgo, both from dpa and from the police department, there is an inconsistency in, in, in recommended punishments. we'll see. a violation of a dgo and we'll see a recommendation of a punishment, and then we'll get a similar case with a different recommendation. and it makes sense because in some sense, because the facts necessarily be different. but it you know, having sat through three years of it now, sometimes we see cases where they're suggesting a punishment when you look at the facts and given what we did in another case, they're asking for more. for what? what most of us think would be less now. we can't increase punishment. we can lower it. but i think to the

rank and file of the police officers out there, if they think that there's an inconsistency going on and an unfairness in the system, i for one, and i don't think i'm alone in this get their point out, and i think that, some something more formal published, as to what, what you're looking at when you violate a dgo or some sense of certainty, both from what dpa will recommend or from what the police department will recommend. and i think that's important for the officers. i know i don't have to tell mr. betts, but. and mr. henderson, because they're both accomplished. members of the bar, but most criminal statutes, tell you what, you're looking at, and i think that it's only fair to the rank and file of sfpd that there be some attempt

to tell them what they're looking at. thank you. great okay. i think, any other questions from commissioners? thank you. thank you. sergeant, for any member, excuse me. for any member of the public that have public comment regarding line item 11, please approach the podium. and there is no public comment. line item 12 public comment on all matters pertaining to item 14 below. closed session, including public comment on item 13. a vote whether to hold item 14in closed session. if you would like to make public comment, please approach the podium. and there is no public comment. line item 13. vote on whether to hold item 14 in closed session, including a vote on whether to assert the attorney client privilege. with regards to item 14, san francisco administrative code, section 67.10 d action, motion to hold item 14, in closed

session, second. all right, on the motion, commissioner walker, how do you vote? yes, mr. walker is. yes commissioner benedicto. yes. mr. benedicto is. yes. commissioner yanez. yes commissioner yanez is. yes, commissioner. burn. yes, commissioner. burn is yes. commissioner yee. yes. commissioner yee is. yes. and you have five yeses. we are going into closed session. sfgovtv san francisco government. television.

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>> san francisco is known as yerba buena, good herb after a mint that used to grow here. at this time there were 3 settlements one was mission delores. one the presidio and one was yerba buena which was urban center. there were 800 people in 1848 it was small. a lot of historic buildings were here including pony express headquarters. wells fargo. hudson bay trading company and famous early settlers one of whom william leaderdorph who lived blocks from here a successful business person. african-american decent and the first million airin california. >> wilwoman was the founders

of san francisco. here during the gold rush came in the early 1840s. he spent time stake himself as a merchant seaman and a business person. his father and brother in new orleans. we know him for san francisco's history. establishing himself here arnold 18 twoochl he did one of many things the first to do in yerba buena. was not california yet and was not fully san francisco yet. >> because he was an american citizen but spoke spanish he was able to during the time when america was taking over california from mexico, there was annexations that happened and conflict emerging and war, of course. he was part of the peek deliberations and am bas doorship to create the state of

california a vice council to mexico. mexico granted him citizenship. he loaned the government of san francisco money. to funds some of the war efforts to establish the city itself and the state, of course. he established the first hotel here the person people turned to often to receive dignitaries or hold large gatherings established the first public school here and helped start the public school system. he piloted the first steam ship on the bay. a big event for san francisco and depict instead state seal the ship was the sitk a. there is a small 4 block long length of street, owned much of that runs essentially where the transamerica building is to it

ends at california. i walk today before am a cute side street. at this point t is the center what was all his property. he was the person entrusted to be the city's first treasurer. that is i big deal of itself to have that legacy part of an african-american the city's first banker. he was not only a forefather of the establishment of san francisco and california as a state but a leader in industry. he had a direct hahn in so many things that we look at in san francisco. part of our dna. you know you don't hear his anymore in the context of those. representation matters. you need to uplift this so people know him but people like him like me. like you. like anyone who looks like him to be, i can do this, too. to have the city's first banker and a street in the middle of financial district.

that alone is powerful. [music] >> [music] you are watching golden gate inventions with

michael. this is episode exploring the excelsior. >> hi i'm michael you are watching golden gate inventions highlighting urban out doors we are in the excelsior. pickleball. let's play pickleball! pickleball is an incredited low popular sport growing nationwide. pickleball combines tennis, bad mitton and ping pong. playod a bad mitton sized court with paddle and i plasticic ball. starting out is easy. you can pick up paddle and balls for 20 buck and it is suitable for everyone in all skill levels you see here. the gim is played by 2 or 4 players. the ball must be served diagnoty

and other rules theory easy to pick up. the game ends when i player or team reaches a set score 11 or 21 point bunkham win bright 2 pickleball courts are available across the city some are and others require booking ahead and a fee. information about the courts found at sf recpark. org if you are interested in playing. now i know why people are playing pickleball. it is so much fun you play all ages. all skill levels and pop on a court and you are red to g. a lot of fun i'm glad i did it. all right. let's go! time for a hike! there is i ton of hike nothing excelsior. 312 acres mc clarin the second

largest p in san francisco. there are 7 miles of tris including the there was fer's way this spreads over foresxeft field and prosecute voids hill side views of the city. and well is a meditative quiet place in mc clarin p you will siendz labyrinth made of rock:now we are at glen eagle golf course special try out disk golf >> now disk golf! so disk golf is like traditional golf but with noticing disks. credit as the sport's pioneer establishing the disk ballsorption and the first standardized target the disk ball hole. the game involves throwing from key areas toward i metal basket.

players use different disks for long distances driver, immediateerate. mid range and precise shot, putters. players begin at the t area. throw disks toward the basket and prosecute seed down the fare way. player with the lowest number of throws the end wins the game. disk golf at glen eagle cost 14 dollars if you pay at the clubhouse. there is an 18 hole course this is free. du see that shot? i won! am i was not very good now i have a huge respect for disk ball player its is difficult but fun. thank you for joining me in the excelsior this is goldenate adventures.

>> the journey of becoming a firefighter is no easy feat, it requires navigating and overcoming challenges to protect and serve the community. established in 1866, the san francisco fire department has evolved and grown to represent the community and meet their needs along the way. the division of training is responsible for training all new members

entering the department, as well as develop, and provide corchlhensive fire suppression and emergency medical service instruction to all members of the department. this video provides a glims into the 130 recruit academy class 21 week training program. in preparation to take on one of the most challenging and rewarding professions in the world. to become a firefighter in the san francisco fire department. >> [whistle] >> i oknow there is going to be a lot of shoveling and it will not come easy. i know it will not be given to me. >> am i going to be able to keep up and do all the physical a pects of what the academy will request of me? >> on the hand you

have been given a opportunity you worked so hard to get to, but on the other hand you don't have the job yet and have so much work you have to do to get in the field so it is double edge sword. i need it but this is just the beginning. [music]

>> we are entrusted with people. our job is (indiscernible) we want people to be firefighters. the chief picked the people. our job is train them. we make sure that we are challenging them, but at the same time supporting them and that is a fine line, because we want to see how these people react. it is imperative for the training academy and training staff to make sure we are getting the best out of these individuals. i always tell them, we will challenge you, but also going to support you. we are not going to trick

you into certain things but we want to make sure we make it difficult and make it so that you are performing at your best when somebody is on their worst day. >> the process is grueling, however, the reward at the end is what it's all about. we have 21 weeks to form this group of 51, and to functioning individuals on a working engine or truck company in the city and the challenge there is that when you walk through the door, you should be able to take care of business right away. when i first got on the job and hit the streets and got my first fire, which is 4th alarm fire which they throw a lot of people in the big building, happened in the first 30 minutes of me stepping in the fire house. >> we hire a vast group of people with different backgrounds and experiences, which is kind of interesting as well, because it makes up our department and we have

a kind of hodgepodge of people, but they all get taught the same thing. we have people from-we have a guy in the class whoofs a social worker. we have a person who was a firefighter, multiple firefighters. san francisco does things different then most fire departments but they have upper hand so we try to pair those with some sort of experience with people who don't in study group said. we tell them the first week get in a study group and that is a group for the rest of the academy so you will be the support group for each other. >> my name is julian martin a recruit in the 130 academy for the san francisco fire department. the fire department what drew me to it to begin is a concept you are always learning. you are always learning something a92. now fire or situation is alike. no med call will be the same, and that aspect is something that is always

changing is what drew me to it. when i was 19 i enlisted in the united states army and was in college at the time, so i was enrolled simultaneous in the reserve officer corp training out of leehigh university. i was (indiscernible) and lee high university and completed by bachelors, but commissioned out of lee high university as a officer in the california national guard. when i graduatesed i immediately went to fort (indiscernible) missouri to complete training for being a chemical officer which is (indiscernible) i think my background in chemical hazmat with the army was beneficial and the department as well. >> high energy,b that is how i categorize julian. high energy and ability. she is very capable. >> she is one of those people

pretty much anything she tries she can do well. she is a musician also. she is a artist. >> she is the kind of person that push other people to be the best version of themselves, just because she also wants to be the best version of herself. she is a very dedicated individual, and it was a treat but also a challenge because that is the way she is. very competitive and ambitious. >> emily-i am a recruit with the san francisco fire department. i remember how do i become a firefighter in a major city? i typed that into google and a lot of things came up. getting certification like firefighter 1, emt, paramedic jz these are things i knew nothing about so a lot of research. for me

having lived in california and visited the bay area many times i said to myself, i decided the pentacle for me of being a structure firefighter, being a city firefighter which coming to san francisco. i am originally from new england. i grew up in a traditional town in new hampshire. when can i was a kid i never had fire fighting on my radar. never something i thought about doing. when i in college i studied environmental conversation. i always appreciated the outdoors and really cared a lot about protecting the outdoors, so for years after college i worked with kids in the outdoor education, so taking kids on backpacking trips, takes kids on hiking trips, and just helping them develop appreciation for the outdoors. it was basically a opportunity to not have a desk job

and for years i was chasing that job that didn't involve sitting at a desk and be outside with people which makes sense it leads me to firefighter. next thing i knew i was heading up to alaska to be a firefighter. that was the switch and never looked back. >> emily is a person that very much someone who cares about other people and will put other people needs before her own. she is extremely caring and thoughtful. i also think she is extremely adventurous as well. i remember when we first met, when we were living in yosemite being in ah of her adventurous side. >> my name is jenna.

everybody called johnny for short and i'm a recruit with the 130 academy for san francisco fire department. city girl, born and raised in san francisco. literally my entire schooling has been right here in the city of san francisco, and so that's part of me and part of my identity, and what keeps me so grounded to the city i was raise d in. my brother is a firefighter and he has been a firefighter many years. he is absolutely-he loves his job and always has tried to bring people along with him. those he loves and that he thinks would be fit for the job. >> i told this lady about this service and about this career path back when she was 22 years old after graduating from usf, i tried to put in her ear, i

think you would be incredible at this profession and she said i'll think about it. >> that is always something in my ear, but to be honest, my encounter with the fire department that kind of sparked that interest and the reason as to why i wanted to become a firefighter, because at the age of 15 i lost my mother to gun violence and it was the fire department when they came to my home, it was the reaction of the firefighters that i felt cold. their reaction to my situation. i didn't feel support. that is just my perspective of the instant it happened, but that is something that stuck with me. i don't want someone like me to go through what i went through because i know how that felt. i took the leap of faith and i said i'm going to

change my career entirely, but now i see for myself just within my recruit class that there is a lot of diversity. it was really comforting to me to see that and know that these are the people who are going to be my first family, because we share a special bond. >> she was ready. she was hungry, and she-every drill we did, every practice we did, all the exercising she was doing, she was hungry for it. i couldn't possibly be more proud of her. >> a real basic building block is just like crawl walk run. our crawling stage is like just putting your gear on. we have our ppe, which is about 20pounds, the packs are 20 pounds. just those two alone you throw on 40 pounds of weight and by the end

of the academy we have your ppe on, go on (indiscernible) breathe through the bottle, climb up a ladder, crawl through a window, search fwr a victim, bring the victim through the window and extricate through the window. the progression of the testing ramp up pretty quickly. in the 10 week cycle it seems like a long time, but for the recruit you can ask them i'm telling you it is a rigorous academy and keeps on getting harder. >> academy starts at 8 o'clock. we do our pt. whatever it may be, whether it is running in a circuit or amazing raise, and are that lasts anywhere from a hour to hour and 30. from there we go to a class room. we learn about the different chapters, whether it is (indiscernible) hose appliances, building

construction, whatever it may be. that usually takes us to lunch and from there we get separated into skills groups. >> (indiscernible) how many victims. >> which we have typically about 4 rotations of the different skills we get touches. >> it is still very early in the process. if you envision each class like a bell curve where most in the middle, if you have a class with really long tails those are harder to train, because you have people at the back end who are really struggling. this class seems to have small tails. i don't see anybody struggling yet. i dont see anybody truly standing out. but again, it is early. we haven't done any testing yet. >> i am learning a lot with fellow class mates. they need me and i need them and the really difficult evolution and training and the first

couple days are crucial to understanding like how people react to certain situations because not everybody is the best under pressure. not everybody is the best tying a knot about there are some that are super fast with hose lines. finding everybody strong point and emphasize those and use to our advantage is important in the first couple weeks. >> something that challenged me probably the most and has been probably the biggest learning curve is really focusing on the ability to let go of something when it doesn't go well in the moment and move to the next thing. that i think has been one of the biggest challenges in this academy, because the realty is you make a lot of mistakes every day. you do a lot of things well too, but you make a lot of mistakes and if you hold on to each one of those mistakes it is just going to snow ball into more

mistakes and it will lead to more stress and being hard on yourself. >> i had to learn a lot of different new skill sets. things i wasn't familiar with like chain saws how to hose lines and so getting the technique because a lot of the job is about the technique. it is not about having the brute strength or anything like that, it is using your body mechanics to your advantage. >> when my body cools down (indiscernible) [music]

>> we have the academy set up it gives everybody the opportunity to practice the skill set they need to. san francisco is its own entity. we pride ourselves on the traditional fire department in the sense we still use brass fittings, wooden latters, surrounded by three sides of water so all risk fire department. you can go downtown busy high-rise, out to the coast for surf rescue. we have a mix of

everything and we all have to be well-rounded firefighters and that is our entire job to make sure that we are profeshant. >> as we train our roles will be to evaluate along the way. the role we have is to get them ready for fire house culture. to be a firefighter requires a fair amount of discipline. you have to understand the rules of the game. understand how to behave, how to appear, how to interact with the public and one of my roles is to make sure the recruits understand that and adhere to the codes of conduct and behavior the department lays out. >> okay, today is monday. the monday after my first big week of testing. two double day testing thursday and friday. we had to do a ems skill, take a written test and 8 different

fire suppression manipulatives. we got our report card back today and if you can't tell by the way i'm smiling now, i passed every skill that we had to do. your girl got zero deficiencies, so i am very proud of myself of being able to pass. >> you know, our saying is we dont fail people, they fail themselves. we give them all the information they need. we allow them extra hours prior to the start of class and stay late after hours, and we hope they take advant nl if they need help. they vocalize when they don't know something and part is ego. if i want to pass the class i need to ask for help. there is no slowing down. once the training is moving it isn't stopping for anybody. you are on the training or off. we don't have time to stop. we want them to pass, but they have to

have their heart into it. if they think it will be easy that isn't the way it works. >> i want to speak about what happened on september 22, 2022, which was week 14 i believe. week 14 or 13. there was a big moment for me, because it was the week that i got injured. i had the ladder not completely fall on me, but it put my body in such a way it basically injured my shoulder. i had a little nerve damage coming from the top of my right shoulder radiating down. from what i remember, the ladder was coming down and a sudden movement it swerveed one way and swerved back and i remember i couldn't feel my right arm. i

tried to hold on to the ladder and it just basically just hit me in a certain position, and i fell over, and i remember feeling a combination of so much pain and honesty nothing at all. >> she had a pretty good scare of a injury, and her determination and just the way she goes about things. she is not very demon struative or outspoken but works hards and puts herinose nose down and just works. [music]

>> so, today is our last day in the academy. i think there is a lot of things going through my mind right now. on one hand, i feel incredibly relieved to be at this point. it has been a long 5 months. it has been great, but it has been really

challenging and definitely really tiring, so it feels really relieving to have reached this mileston. >> we graduated friday and just feels really exciting. you know, speaking for myself, i think i'm preoccupied worrying about starting work soon, but i think for my family and my partner, i'm excited for them to be at graduation. this is not just a journey i have been on, but a journey they have been on as well. especially my partner. she has been immensely supportive of me throughout this process. on the other side of the coin, it is nerve-wracking we go out in the field and do the job. it is mixed emotions for sure. >> super excited. it has been a long long 16 weeks, and at the end i finally get to

graduate, get to be a firefighter. i'm looking forward to most is taking our time at treasure island and bring into effect to help people. >> so many things that are going on in my mind at the moment because of the fact today is the last day that we are actually on our training grounds on treasure island. i cant believe i'm actually here and i made it these 5 months. getting in here doing the best i could possibly do, but now it is graduation is just so close. i'm just nervous. i created this family within the 130 academy class where we have gotten to know each other and gotten to do skills together, but now when i go to my probationary home, now i will get to know those people and learn so many more skills and just get all the hands

on experience and you know, create that second family. it has been overwhelming. just the amount of support that i have received. my family is my core and is my biggest support system and they have been there and have just expressed unconditional love and support every step of the way. [music] >> good morning 130. i know this is a exciting day for you, and this is just one of the many milestones in your career. i am really proud of the division of training and i'm proud of you, 130. you took the lead and you worked hard. you worked as a team and that's how we always do it in the san

francisco fire department. this is a proud department with a proud history. we fight fires like no other fire department. we are community paramedicine and alternatives to policing. we are firefighter emt, firefighter paramedics, but we are so much more as you are going to find out during your careers. i do solemnly swear, that i will support and defend, the counsitution of the united states, and the constitution of the state of california, against all enemies foreign and domestic.

>> today i graduated from san francisco 130 recruit class, and i became a san francisco firefighter. i feel absolutely amazing. i thought about how i feel graduating, but feeling it is crazy. i'm so so excited to get started. i will be in station 9 in the bayview. industrial part of the city and i'm extremely excited to do everything the truck does. learn how to raise and lower the aerial. get to all the different ladders and practice them in real life and apply them to situations that we are seen in the academy, but to see them in real life will be a brand new thing. [applause] >> going up to the stage to get my badge, i was thinking about how sweaty my hands were. i

was trying not to trip, and but in realty i was just thinking about how special the moment it was, and to be honest, it felt like everything stood still for a second, and it was a special time to reflect on the journey. i feel proud of my class mates making to graduation. i feel a lot of love towards my classmates and lot of respect and admuration towards the instructors. it feels good to be at this point after 21 weeks of hard work. >> i would say i felt an immense amount of pride for what she accomplished. having been along the ride, before academy, being a part of the journey that lead up to interviews and then academy and getting to this point. i know how much she has overcome and accomplished. so proud. i'm so proud of you.

[calling out name] >> to be honest, i am had a ball of emotions just running through me right now. it is like electric energy. to have all the overwhelming support from my family, from my friends, from everybody in the department, and from oakland department as well is truly just overwhelming and very emotional at the same time. >> hoping e-the whole thing is surreal to me. she pinned the badge on me when she was 15 years old and coming to today and seeing where she is at now, i couldn't possibly be more proud. she has a heart of passion. she has a lot of heart . >> when i saw him up

there, it was just overwhelming. i was like, i will not cry, i will not cry. i tried to hold it back, it just couldn't. >> the chief says, who will cry first. >> who will cry first? okay. (indiscernible) >> i'm supposed to be tough. man-- >> the last time i like to introduce the newest bravest san francisco firefighters, 130! [applause]

>> so, i'm now at station 9 on the truck. in the bayview. junk yard dog. the day before graduation was to ask questions what we are supposed to do and probationary firefighter instead of recruit. my first day was november 22. it was i was one of the lucky ones. i had my full weekday. i had 4 days after graduation to get my mind right, get ready to go to work. our instructors complaint us in the dark so we wouldn't know what to expect so when we got here, it's how we adapt to a situation, not so much-this is what will happen. this is what you need to do. i was kind of freaking out before i really haven't been in a fire station before, and every single member was super welcoming here. i think the most important thing is being yourself. knowing when to contribute and when to

kind of sit back and listen, because there is a wealth of knowledge around you everywhere. everywhere. i could talk to any person in the station and learn so much. i think i have been able to hold on to what people have been telling me a lot more here and learn a lot more in a lot less time. >> transitioning from graduation to being a probationary firefighters coming with a lot of changes. you learn the tower and skills and information and once you get thin field you realize how all those people come together in real time, which has been super cool to see how it all unfolds in the field. i have been super lucky. i got placed at station 17 on engine 17 and i have just been super fortunate to have a really great group of folks to work with, who put in a lot

of time and energy to help get me up to speed. >> i say with i first started the academy and was nervous and excited. there is a element of nervousness with being a probationary firefighter because you are trying to keep up and learn as much as you can. i say from the academy till now there is also a lot of confidence building that happened. the first two months what really stuck out to me is just how tight nit the station is and how much people really care about the work that they do and really pushes me i think to be better at the job. >> apparently i'm a probationary firefighter for the san francisco fire department, so the last 5 months i was in the tower in the academy lead me to here of drilling, testing, requiring all the basic foundation skills to become a firefighter. now i'm actually actively doing it, but more specifically at the current house i'm stationed at,

which is station 10, i am also the role of emt because we are on a als unit where there is a paramedic so i'm the paramedic backup providing them whatever they need as their assistant, but when it comes to fires i'm the one with the nozzle to put out the fire. me and my main concern is getting through probation because i don't have job security at the moment, because you can be let go any time if you are not meeting the expectations of what it is that they require from you. i want to be good at what i'm here to do in the position i'm in now. the call volume i have seen during my watchs are 7 to 10 calls within a day, which is pretty moderate. i'm just waiting for my first fire.

[laughter] >> (indiscernible) step on it and measure at the shoulder. >> we talk about being a model to other agencies, again we

hire very diverse group. male and female. as long as you meet the standards and are able to take care of the business of the fire department and public safety and being able to get along with your coworkers and all these stressful environments is key. you are not a individual here. we are made up as a team, so you have to be willing to listen. you have to be willing to learn, and you have to be willing to push yourself all the way to the end and you'll be successful here in san francisco. >> people ask, you just go to fires and-no, we go to everything. anything and everything 911 is called. it depends on the person and where they are at. we invite everybody to come try if they think they can get here, then by all means, we are a great department. large department. busy department, and we have a lot of things to see while working here. best job in the world to this day. >> we prep them as

best we can. all the experiences and instructors and myself, we again our job is to see them-we want to see them be successful. we want to hear good reports. it is like being a parent. i are want to make sure when they leave we want to hear good things and if we don't want also want to check and make sure, what happened? i want to hear from now the probationary firefighter what happened and how we can best support them, because they are not recruits anymore. they are professional probationary firefighters and just because they left the tower doesn't mean we are done with them. i'm more invested in them now now that they are my brother and sister then a recruit because i could be working with them in the field. i found a career i absolutely hundred percent love. it is very rare that you you can find a profession that you can love that much. i'm a public servant. i never want

to forget the roots of what we do. we serve the citizens of san francisco. i'm serving the citizen of san francisco now by training new firefighters. by job is best prepare them what they will be going to into the future. >> in the community whether we are driving around, we are on a call, or shopping, the way that the community looks at us and looks at me is kind of surreal, because it hasn't fully sunk in. sometimes i have to reflect and say, you made it here. be proud of yourself. be proud of your accomplishments because for me i want to strive and do more and be better. [siren] >> i would say first of all, we dont just employ firefighters, we employ everybody on the ambulance. emt and

paramedics. firefighters and ems is a great opportunity. it is really important we have people who look like the community we are serving and that's part of the reason many joined this department to create change from the inside and we have done a lot of that and we will continue to do that. there is a place for you here as a ems, as a paramedic, as a firefighter. you just need to be able to put in the work. this is a big deal being in public safety in san francisco working for the san francisco fire department. it is a commitment. what better place if you want to serve your community then the san francisco fire department? [music]

[siren]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

♪ [ music ] ♪ ♪ >> the two largest bridges in the road, symbolizing pioneer and courage in the conquest of space and time. between these two great bridges, in historic san francisco bay, here's tribute to the achievements of our time. he's a dream come

true, golden gate international exposition on manmade treasure island. >> the 402 acre artificial island was build by engineers from 1936 to 1937 on the neighboring buena island. 300,000 tons of rock was used to build a seawall around an existing sand ball then followed by filling the interior with dredge material from the bay which was consistent of modern sand. the federal government paid for construction ask three permanent buildings which would serve as a potential future airport. treasure island was constructed at the same time as the bay bridge and it was a project of works progress administration to construct this island, which was initially used to host the golden gate international exposition.

>> carnival gone big. it was busy. >> it was going to become an airport after the exposition but it was turned over to the navy and turned over to a military base for the next 50 years. >> 1941, the united states army moved to treasure island as america prepared for world war ii. the island was a major training and education center with 4.5 million personnel shipped overseas from triangle. after the war ended in 1945, treasure island was slalthed to be an airport -- slated to be an airport but aviation changed and the clipper were no longer in regular service, and the island was never developed as an airport. the navy continued their presence on treasure island. during the cold war years, the island was a myth training center and for military efforts throughout the pacific and asia. personnel trained on and shipped from treasure island

and supported military activities in korea, vietnam and the persian gulf. >> the base was listed for closure by the navy in 1993 and the city began a process in 1994 under the redevelopment agency, forming a citizens reuse committee to look at potentially plans for the island, island's future. after the base closed in 1997, the treasure island development authority was created to develop and implement a reuse plan. >> the navy has completed their environmental cleanup in that area and last week, the california department of public health issued a radiology unrestricted recommendation for that portion of side 12. it's a big milestone for the project. >> the treasure island development facility was setup to implement the master plan that was adopted by the board of

supervisors in 2011. >> given the importance of housing in the city, both the affordable component and the market rate housing, we felt that it was important to review what the housing plan is at treasure island. >> the development facility and (indiscernible) that oversees the implementation of the master plan to make sure that the master plan, which was adopted by the board of supervisors and adopted by the city and after meeting, that's plan that the city approved. the members of the board was appointed by the mayor and the board of supervisors. [multiple voices] >> the (indiscernible) is very detailed plan. looking at the ecological aspects of the island, looking at the geotechnical aspects of the

island, but also making sure that there is an ongoing of development that's in keeping with what the original plan was, which is that we have up to 8,000 rooms of housing and there's retail and hotels. but also that there is open space that's created so it's an overall plan that guides the whole development of treasure island and the buena island. >> materials used during the construction of treasure island severely compromises the integrity to build structures. in today's geotechnical engineers standing, treasure island soil is being readdressed for soil stabilization for future development. a mechanical stabilization process is being used to consolidate the liquid fashion of the mud and sandy soil. >> because treasure island is a manmade island, we have to do a significant amount of soil improvement before we can build new infrastructure and new

buildings on the island. in the foreground, you see here, it's a process called surcharging we we import additional topsoil to simulate the dead weight of the future buildings to be constructed at that site. so this is causing bay mud that underlies island to consolidate over time and we can monitor that and as that consolidation primarily consolidation is complete, then this soil will be removed to the intended finished floor elevation of the new structures. ♪ [ music ] ♪ ♪ >> in the 1989 loma earthquake, the ground level of this island dropped by four inches. pretty much uniform across the island. loose sand material used to build the island, whether it gets hit by a seismic forces, the sand moves and consolidated.

>> one of the processes to further stabilize the loose granular ground, a dynamic rate is used to densify the soil by high frequency mechanical vibrations. >> the rig in the background has four h-piles that goes down through the upper 50 feet of sandy material and as they vibrate, they vibrate causing that san material to consolidate and settle so as we do that process, we observe about 18 inches in settlement so the ground level around that equipment will drop by 18 inches, so this causes that same type of event to happen through mechanical means rather than through a seismic event. >> the dynamic vibrant compaction rate vibrates the soil every four square meters and moved along to the next section. to further assure stability, tamping is followed around the site, compassion takes approximately three to

four months to complete 12 acres. once the compassion and tapping is done, it's settled ask using laser alignments to assure a level service to build on. >> i think that every city when they have the opportunity to do something that is as large as treasure island because treasure island is five hundred acres and it depends on their needs at that time and in 2011 to now, the most important are thing for the city is housing. there's two aspects to that master plan. one, was the new district for san francisco. 8,000 units of housing, which is all levels of stability. the other (indiscernible) is 300 acres of open space and parks. and

actually, it's the largest addition to the park system in san francisco since (indiscernible) 300 acres and this is a tremendous gift to the public, both the housing, which we desperately need in san francisco as well as an open space and park system which really is going to be worm class and it will attract people in san francisco but attract people locally as well as internationally. >> cmg architecture was brought to the project once they award the agreement between the city of san francisco and the united states navy. cmg has earned national recognition and numerous awards for merits and design, social impact and environmental stewardship. >> we were a part of the project

in the beginning when the developer initially was awarded the exclusive negotiation agreement or the ena with the city and they partnered with the planning and architecture group and we joined that team to work with the developer around the city and community to come up with a plan for treasure island. >> so there's quite a lot of open space in the master plan and there's a couple of reasons for that that's pragmatic. one is that the amount of area that could be converted for private use on treasure island was very limited, actually it wasn't allowed at all because treasure island was previously public open waters and protected by the tidal and trust act to be redevelop for public use. but there was a land swap that was allowed and approved by the governor of california, governor schwarzenegger to be put on a public trust for a one to one swap to be taken out of the trust to be developed for private use such as residential

and that amount of land was 89 acres which leaves a bunch more space that can't have housing on it and the question was, what to do with all of that space? there could be other public uses that allowed such as conference centers or museums or universities or things of that nature but what made the most sense for this location was to have more parks in a really robust parks and open space plan and that's what led us to the plan we have now. >> planting strategies for treasure island and buena island are to maximize habitat value in the park areas wherever appropriate and where we can to create comfortable at the pedestrian scale. there are these diagonal lines that go across the plan that you'll see. those are wind row trees like you see in agricultural landscapes where they are tall tree that's buffer the winds to create a more calm areas down at the pedestrian scale. so of course, we do have some areas

where we have play fields and surfaces where kids need to run around on and those will be either lawns or like you see in norm at sports field. >> related to where the housing is on the island and its convenience to the walk to the transit hub, i mentioned we're trying to create high-quality pedestrian -- and the innovations of treasure island is called the shared public way and it's a road that runs down the middle of the neighborhoods. it's a curbless street, cars are allowed to drive on it but pedestrian can walk down the middle of the street and the cars are to yield the right-of-way for pedestrian and it's intended for streets where there's a low traffic volumes and the traffic speeds are low so while car was allowed, there's not a lot of reasons for cars to go on that street but it's to create a social street that's much more pedestrian-friendly and prioritizes pedestrians and bikes. one of the interesting things is working with all

architects that have been designing buildings in the first phase to encourage them, to create architecture that welcomes people to sit on it. it's wlm like sticking its toe out and asking someone to sit on its toe so buildings integrate public seating and places for people to hang out at their base, which is really, the opposite of what you see often times in this city where there's defensive architecture that's trying to keep people off it. this is architecture that's trying to invite people to come and inhabit it at its base. >> incorporated in the landscape architect of treasure island are wetlands, which are designed to factor in coastal erosion control from incoming sea level rise and natural animal habitation and stormwater runoff treatment. >> there's different kinds ever wetlands planned for treasure island and they have different purposes. they are stormwater wetlands that's treating the runoff from the island and filtering that water before it's released to the bay to improve

the water quality in the bay and the ocean and the first phase of the large wetland infrastructure is built on buena island to treat the storm water from buena island. we might see that when we go out there. there are tidal wetlands plan for the northern side of the island where the sea level rise adaptation and flood protect for future sea level rise is held back away from the edge of the island to allow sea level rise to come onto the island to create future tidal wetland which is helpful for the bay in the future as we see sea level wise flood out existing wetlands and there are some natural vernal pool in the wetland that's captured rainwater and capturing certain habitat so there's three purposes of the wetland primarily around water filtration and habitat creation. >> consumable sustainability was incorporated in the redesigning

of treasure island. innovative urban farming is included in the plans to foster economic viability, conservation of water, and to promote ecological sustainability. >> the urban farm is 20 island. and it's a commercial farm to produce food. it's not community where the volunteers and neighbors grow their own, it's commercially run to maximize the food production and that food will be distributed on the island. and interestingly, the urban farm is tied into the on island wastewater treatment plan which creates recycle use for water on the island so water used to grow the island will be a sustainable force and we're trying to close the loop of water, food, and create a new model for sustainability. >> part of the design for sustainable landscape was incorporate natural form water garden filtering systems, the first of three natural

stormwater gardens is here on buena island. and a total of ten will be on treasure island. water from storms, street runoffs from neighborhoods has the possibility to collect toxic materials as it makes its way back into the surrounding bay. this garden has been a model for future, natural filtering systems through out the bay area. >> whenever a storm comes through, all of the water, you know, it lands on the streets, it lands on the top of the buildings, and at times it often collects a lot of heavy metals and greases and it needs to be cleaned and before sent back into the back. it goes into the pipes and stormwater drainage and put into our stormwater basin and then all of the plants and soil you're seeing in there, they are acting as a filter for all those oils and heavy metals and greases and all things

that's coming off the roadways, coming off the development and so it's treated here in the storm water basin and then it's sent out into the bay as a clearer product and cleaner water which increases our water quality here and throughout the bay area. so the structure in the center of each basin is what we call the for bay. that's the point at which the stormwater exits out of the storm drainage system and into the stormwater basin itself. so the for bay is shaped as almost a gate to kind of push all water out through the pipes, all of those rocks help to disburse it before it's sent into the stormwater basin itself. the storm water basin was designed to fill up to the height of the berm of the side you're seeing here. so this is juncus and these are well-known fresh water grasses found in any place around the bay area that you find standing water or in a drainage channel, you're going

to find a lot of these junket species. this is a leave a lifter in the bio treatment. it soaks up a lot of water, to soak up the contaminants and heavy metals, so it's kind of our backbone species. this one is called douglas siana and the common name is mug war. it's a beautiful plant but doing the heavy lift and pulling, those contaminants out of the storm water and pulling oil to help treat the water before its sent back into the system and back into the bay. this plant is known as salvia or hummingbird sage. it has a lot of habitat value in that it's a strong pollinator plant. obviously, you can see the pink and purple flowers which come up in the springtime and attracts a lot of hummingbirds, a lot of bees which help to pollinate the other species within the garden and throughout the rest of the island and all of those native

plants. all of these plants are designed to be able to take a heavily inundation of water over a several day per like standing water for a long time. all of the plants can withstand that and honestly, thrive in that condition. so all of these were selected based on the ecological and habitat value but also their treatment and functional value for stormwater. >> this is super tiny. >> it's very much a big part of our design and master plan for the development of the island. it was a navy base and a lot of navy housing on this island specifically for around 80 years and during that time, a lot of innovative species were introduced on the island, eucalyptus, a lot of different european and algerians plants were on the island. we wanted to bring in the native eye college

here on the island before the navy started to redevelop it and introduce some of those invasive species so the species you're seeing in this stormwater garden in the basin and the upland area was a part of those types of ecology s that's trying to be returned to this side of the island but different other spaces through out the islands development. so whenever we started this process, we identified a number of species of native plants that seem applicable to the ecology that we're trying to grow. there's 45 species, so a -- there's 15 species so they are hard to find in the nursery trade so we needed to grow it ourselves to achieve the biodiversity that's in the design here. as a part that have process, we brought on a nonprofit group called ledge,

l-e-g- which is literacy for environmental justice. they grew those plants and put together the plant palates you see. >> most of landscape was inundated with invasive plant species eradicating species and having the plan on buena island and treasure island. literacy for environmental justice, a community volunteer educational program involved with restoring local habitats and preserving san francisco's unique bio tie varsity, teamed up with the redevelopment group to grow the 50,000 native plants to -- to repopulate treasure island. >> the city of san francisco set up meetings between leg and they came in with high expertise and urban design, and architecture,

and green infrastructure, but they really hadn't worked with flytive plants -- worked with native plants at scale and they were also kind of scratching their heads, like how are we going to grow 50,000 native plants from remnant native plant populations. it was a unique partnership of figuring out what plants can grow, what plants will function in stormwater gardens. not all native plants are ascetically pleasing to landscape architect, so we kind of worked around what plants are going to be pleasant for people, what plants are going to provide habitat, what plants are going to actually be able to sequester carbon, deal with erosion, preserve the island biodiversity as well as be able to manage all of these stormwater treatment on the island. >> there's about 33 naturally occurring native plant species

that survived the last one hundred years on yorba buena island. we were able to go in and get the seed and salvage plants in some cases, some of the development work that occurred was actually going to destroy native plant habitat and we went in before the bulldozers and before the roads were build and the new water tanks were installed and dig them up, divide them, hold them, of the 50,000 plants we grew 40,000 of them in-house and the other ten, we had to rely on our partners to do it. with the 50,000 plants we did, we did 100 species and 95 of them are from the county of san francisco. about the other five are from the state of california. but the other 95 species really are the native

plants that have been here for thousands of years. we used collection sites such as angel island, the presidio had genetics for the projects in san francisco. we used remnant plant habitats at hunters point and we used a lot of genetics from san bruno mountain. just to collect and process all of the genetics was a two-year process. and then it was about a two or three year process to grow all the species. >> this is the infamous -- it's a low, growing sprawling native herb and it's in the mint family and i'm rubbing my hands on this and it's extremely aromatic. it feels like a flush of peppermint just came across my face. it's

edible. you can make tea out of it. it's a great digestive plant for settling your stomach. it has been cool to introduce yerba buena to yerba buena. this plant is called dutchman's pipe. when in bloom, the flower looks like a dutchman's pipe. and another thing that's unique about this plant is, it's the whole specific plant for the pipeline swallow tail butterfly. so some butterflies are able to adapt to other species and can use larva and food from different species. in the county of san francisco, there's only about three or four healthy populations of this plant. these particular plants were going to be destroyed because of the green

infrastructure project needed to put pipes in and needed to demolish all water tanks and build new water tanks for the island, so we were able to go in, dig them up, cultivate them, extrapolate dozens of plants into hund hundreds of plants and restore it through the restoration process. one day one of my nursery managers was down here and she found the pipeline butterfly have flown over from yerba buena island and came to our nursery on treasure island and was breeding on this plant. and successfully did its life cycle inside of our nursery. so, it? how that butterfly knows it's out there and find it, this is one of those unique things that we can't explain why butterflies can find this species but if we grow it and put it in the right location,

they will return. so the plants we're looking at here is faranosa known as just dedlia or live forever. the construction is it work happen nothing that area, it's likely to be destroyed. a unique thing about this plant and the unique succulents we have in california and the live forever plant can live to be 150 years old. recently, the state of california just did special legislation to protect this plant. i think in its intact population on the island, there's less than 50 of them, so to be able to grow several hundred of them and have them be a part of the plant palate of the stormwater gardens that was installed recently is an increase of biodiversity and a step forward towards protecting the natural legacy of the

island. >> i moved to treasure island in 1999. i believe i was one of the first residents on the island. i have seen how the island has been destroyed and reconstruct since its beginning to restore the island to its native form is extremely important to me because that will help all the animals come back to the island and make this place even a better place to live. >> i want to be here because these are people i know, so that was my first thing is just, like, i wanted to come here to help out and be with (indiscernible) and to actually put my hands in dirt. i feel like we as people don't work in army -- we don't see the benefits of plants, like, but i just learned about a plant that

if you rub it enough, it turns into soap. that's cool. and we need those things. we need to know about those things. >> one really unique thing about this project is the scale. to use 50,000 native plants over 7 acres is a scale we have never seen. it really is trailblazing when we think about the 350 or 400 acres of open space that is planned for treasure island, it sets the stage for what is possible. there's a way to use nature-based solutions at scale to meet the needs of climate change, sea level rise, the crisis of local extinction and create natural environment. the first phase of the project sets a stage for what is possible and i just feel really blessed to have been a part of it.

>> one of the main focus on triangle is keeping vehicle traffic to a minimum. for residents and visitors, public transportation is highly encouraged and will be the center point of keeping the island pedestrian-friendly, retaining an open space sent and providing an eco system that reducing carbon emission >> we need the transit to be successful because if we had 8,000 homes here and everybody was trying to use their car to access the bay bridge every month, it will overwhelm the system. new on and off-ramp are being constructed but all over the focus of the development is to be very transit oriented. triangle itself is very flat and very bikeable and walkable as a result and so there's a focus on using both bus and ferry service to get from the island to san

francisco in the east bay. there will be a number of transit demand management tools that will be employed of the two new ramps to and from the -- to the island and allowing a limited number of cars to access the bridge and there will be a management toll to encourage the use of transit. >> all the market rate housing on the island, the price for residential unit whether that's a rental apartment or a for sale condo, the price of the unit is decoupled from the price of the parking spot. so people can buy a condominium without paying for a parking spot. they choose to have a parking spot, they would pay an additional price. market rate residents are required to purchase take transit pass each month through their hoa fees or through their rent so the residents will begin the decision of driving or taking transit with a transit pass in hand each month. that transit

pass will function as a muni fast pass allowing people to take muni and transfer within the muni network and function as an ac transit allowing people to take ac transit to the east bay and transfer within the ac transit system and it will also provide unlimited access to the treasure island ferry. >> treasure island is going to take decades to be fully build out. it's going to take some time for it to reach the envelope that was passed by the board of supervisors and maybe there will be changes to it as well. we don't know what is going to happen in 50 years but i'm confident by the fact that the plan that was adopted was fully, fully thinking even for its time and the building the

island to a way it's sustainable, it addresses sea level rise, but also gives the public the open space and parts that are so necessary to fill treasure island. there's economic, certainly, challenges and whether we're going to be able to build out all of what was desired in the master plan, it will -- time will tell, but i think that the last ten years, we've been coming to this point. we are seeing incredible progress and the infrastructure is being finished by the island. market rate housing is being finished. affordable housing is being finished. and so, we feel within the next five years, substantial part of what we had envisioned is going to come to fruition.

>> you are watching san francisco rising. [music] today's special guest is mano raju. hi. i'm chris and you are watching san francisco rising the show about restarting and rebuilding and reimagineings our city. our guest is mano raju san

francisco's public defender great you could be here. actual at this time us about yourself how you became the public defend and why it is important to provide legal representtation to people that can't afford council. >> i started in contra costa county graduated from berkeley and a liven deputy for you a number of years special jeff recruited me to san francisco the former elected public defender of san francisco and i began as a line department here and then asked me to be training direct and the managers of the felony unit the unit most serious case. after he passed away, i was appointed to be the public defend and electd and recently reelected. but you know what i think about what you know the story of

public to the office i like to start with my parents. they come from a farming village in india and dad was the first in family to finish high school. there were a couple people in his village who saw him and encouraged his parentses to pursue studies and move in the country when i think of what public defenders dot most person thing is to see our clients so than i can hopefully realize their full potential that is important to me and to our office and the cult usual of our office. >> you know the right to a public defender was developed in 1963 in gideon case ensuring the right to a public defender. we take this very seriously in our office. my vision is that anyone in our office should be representing the people represent the same way they want their love 1s to representd and people think if you have a public defender representing you in san francisco you will bet better

than a private attorney. we will leave no stone unturned no motion unfiled and try to perform the highest level for clients >> that's fantastic >> often when people think public defenders they jump to the idea of somebody defending somebody in court your office does more than courtroom representation. >> i'm an elected public dem felonieder i campaigned on that it is important we break the mold of what is public for our office on accomplish. fiercely defending is the core of what we do and that will never go, way. as the only elected public defender there is an elected da and sheriff in every county. in the state but one elected public defender. it is important our office pushed envelope and engage in the national and state wide and local policy that will impact

community how public safety and our clients. we have local policy directors, state policy director. we are active in sacramento in trying to make the law change in order to be more humane system for our clients. we are believer in advocating for community power. we have two 501c3's in bayview and fillmore that are be more magic under the umbrelast public defender's office. these are youth empowerment organizations that do programming throughout the summers. which back pack give, ways to kid school sflois start the school year and believe engaging youth will prevent them from become clients. and put people on the path to thrive. we have a program, end of cycle program. culturally competent social

workers going to the jails and finding out what the individual needs. we'll fight for their best legal outcome in the case. and the position of trust the fifth amendment protects the conversations that our clients can have with us. we can use that to really encourage a trusting rep and telling us what they need and be frank and connect that individual with the substance abuse or mentor or housing or employment and educational opportunities hamp that individual needs to thrive and reach their full potential. that is another piece behalf we do. 17 units across our department and you know we take collaborating across units something we try to do every tail to meet our mission, vision and values >>. a part is ensuring recidivism does not reoccur >> of course the left thing we want to see is a client to return to be a client again. we work intentionally from the moment we start representing a

client with our skilled staff and other members of our team to try to figure out what is that future going to be for the client when they leave our care? >> now, some critics argue public defenders have a heavy case load. how is your office mechanicing this and what issues are most important to you. why we have a heavy case load. unfortunately, this is a problem across the country, public defenders are not funds equal low to da offices our fund suggest 61% of the da office. and the police department has 14 time the our budget. and there is the sheriff's department and any time the entities are detaining our cloinlt in i way it is up to us to defend this is manage we are working on locally. and alsoination wide to change that. we need more staff and every wing of our office.

the logo is greater than one. so we know that we need to be greater twhoon individual in the office and use our teams effectively and strategically and skillfully and put in more hours to make sure we reveal truth and make justice happen in courtrooms. greater than one also symbolizes the fact we are collaborating with other communities organizations to try to support and help our client and move policies that will help our clients. an example of this is the pretextual stop campaign we collaborated with 110 organizations throughout the city to convince the police commission to pass the general order that stops some of the stops traffic stops for things that don't impact public safety and lead to often con41ational interactions with the police and civil yens and.

we wanted to minimize that mostly the shootings we read about and the the violence of inneraction gets in car and tragic occurrence that can happen. by collaborating we can be powerful than the sheer numbers in our organization. >> sure. so you know like cities cross the country san francisco struggling with fentanyl and homelessness, how can our office contribute to help mitigate or solve those problems? >> one thing we can do, again often times with community based organizations; is to really try and figure out how we address the demand. you know. treatment on demand. again. finding people opportunity with housing or employment opportunity. you know mitigation or just any form of counciling that helps people. move in more positive direction

in a way more inviting oppose to co hearsive. now we don't have enough beds for everyone who needs that intensive treatment. contributing to staffers to get more funding for people to get treatment they need. because the reality is there will always be someone to fill the need. we work on the demand, which evidence based there was fee of dealing with addiction will move in a more positive direction. >> then, finally, what else would you like residents of san francisco to know about you and your office? >> i think what i like the san francisco residents to know is how muchow important it is that the public defender be aggressive. right now we had a huge backlog of cases in san francisco. there were over a housand passed the last day. a right to a speedy try and have

case passed the last day. we had to plaintiff and against the court t. is important this we have an independent public defend 30 is willing to do that. and we got a good decision from the court of appeal and now the courts move quick and are honoring this and the effort from policy team to 850 bryant the courthouse is to draw attention to this issue it is important we have an aggressive public defender. had someone gets convicted for something they did not do it impacts their family. clients are greater than one, it is important we fierce low defend. the same time because when someone gets convicted of something they did not do they are less likely to access the j.w. they need for stability or housing and then will impability

a lot of people and lead to more issues on the streets and affect public safety. also to realize we are a public safety organization. we have social workers and take this social worker mentality or support facilitative prop and get cloinlts to a better place. when our clients get to a better place we are all safer >> thank you mr. raju. we appreciate the work. thank you for your interest in the development. you know i wanted to say if anyone wants to know more about a lot of the initiatives and unit in our department they can go to you tube we have a dairy defender series. and people should look at that to learn more about the different units. also we talked about the dibilltating impact of convictions we have a clean slate program exsponging hundreds of records every year.

and people can go to our website sfpublicdefender. org and move their live in a positive direction >> thank you very much. >> thank you >> that's it for this episode we will be back shortly for government government i'm chris government government i'm chris

hi, i'm chris and you are watching san francisco rising. this is about rebuilding and reimaging the city. we will talk about revitalizing downtown. >> thank you for having me. >> the initiatives in the downtown area and enjoy businesses. perhaps you can tell us about your plan. >> yeah, sure. well, you know, first i'd like

to acknowledge we are here visiting union scare. this is the heart of the city and people come to celebrate life's greatest moments whether it's the holidays or buying your prom dress or getting married. you always think about union square as a place to celebrate. we would like to continue in that celebration especially postpandemic. this is a great place to celebrate life. we want to be creative getting people outdoors. we are still coming out of the pandemic and enjoying what we have to offer think about the beautiful hotel and historic district. we have world class shopping destinations and theater here we are using our strike

thattic plan there was a time when weus people want r want a bit of everything appeared experience. one of the newest initiatives is union square. in you come down you will see blooms cascading from hotel awnings and blooms on historic building fronts. you will see them on bus stops. you can go to many of our restaurants and they have cocktails. they have food and of course, being connected withification we have our bloom gown that's behind me. so, a announcement f ways to celebrate blooms.

this is another great time of year for union square we are kickoff the holiday celebrations. they bring out the animal window. we have ice skating. music is another great way to come and enjoy union scare. we are a recipient of the latest grant. this is bringing it into the public life. we are doing it here. this is in our park. it's really show this is great when it comes to music. >> we have been ignoring the fact for the districts it's a

pretty common place across the country and opportunity to transform our spaces. >> yeah, i agree with you 100%. >> we have 13,000 hotel rooms. what if we had a school or soccer this is something we couldn't do before. our rates prior to the pandemic was under10%. we are higher now. >> we have businesses like cable car a lot of history and innovation here as well. we want to be ready for the opportunities. this is where some office spaces will come. we are seeing office leases in

union square. the cable car comes through it. why not come to work in a vibrant space. >> a lot of the businesses have been remarkably resilient. can you share success stories and talk about how they have been supporting them. >> this aligned with what i just said about historic neighborhoods. they have seen everything from the great depression on. in fact, the earthquake of 1906. we have been around for hundreds of years. celebrating 116th birthday. open to the public in october. they are not gone. they are just down the street a beautiful store where people find great fabrics.

contemrare just here on powell street. a lot of the luxury retailers are expanding neighborhood print. >> we talk about the area with a rich history. what about the spaces and stronger sense of community. >> yeah, you know. i have to say these challenging times brought the community together. we had a unique opportunity here. was an opportunity to look at the district and assess where we might need something. we need a bit more of everything. we broke it down into different categories. we looked at economic development and change offering. people were accessing, you

know, nightlife, food, or shopping differently out of the pandemic. we wanted to look at marketing and what it meant to get the news out about what we were doing in the district. looking at our own organize as well and what we would need to get that out there. also creating a safe space. we are creating a safe and secure area. our locals in particular you can go shopping anywhere in the bay area. any of those places will look like any other place. in san francisco, you are somewhere special. this is a unique place and we needed to get it right. we have done that work and continue to support our district and see different ways to do business here.

to be creative and innovative. we were able to change the planning code to make it more flexible to do business here. we are the c3r. we have three floors of retail maybe today we don't want two levels maybe we just want one level instead of too much retail we need a school or something else. very exciting times and really interesting people and ideas. >> that's great. >> so, i guess, finally, what do you have for san francisco residents and businesses to be apart of this. >> this is the gateway of san francisco. it only drives. right now, we are so many and

still love our great city and what we would like to see. this is san francisco and the residents. look around, have a coffee. listen to music on the weekends. we have so much to offer union square. with that, support these businesses. we have a number of openings, a number of businesses betting on union square. in fact, we have a new hotel. the owner is from back of house, that's the name of the organize. they brought us several other residents and now this wonderful restaurant, i italian restaurant.

this is on top of the old restaurant. it will have a rooftop and one of the largest in san francisco. it's a london based business abdomen and betting on n square. we have a great bar scene popping up and speak easy and pch. hawthorne, school. this is the place to come down and enjoy. come, don't forget union square is the place to be. certainly in the years to come. a very difficult time of course for any major city. we are dealing with the same thing. explore and support our businesses here. we'll continue to thrive. come on down, you will be wildly, also surprised at how beautiful it is since we are still blooming. >> thank you, that's great. it's great to hear your optimistic outlook on

restoring this part of time. >> thank you for having me and taking a little time to showcase our heart of san francisco. >> thanks again. >> thank you. >> that's it for this episode. we'll be back with another one shortly. thank you for watching. shop and dine on the 49 promotes local businesses and challenges

residents to do shopping and dining within the 49 square miles of san francisco by supporting local services within neighborhood. we help san francisco remain unique, successful and vibrant. where will you shop and dine in the 49? san francisco owes the charm to the unique character of the neighborhood comer hall district. each corridor has its own personality. our neighborhoods are the engine of the city. >> you are putting money and support back to the community you live in and you are helping small businesses grow. >> it is more environmentally friendly. >> shopping local is very important. i have had relationships with my local growers for 30 years. by shopping here and supporting us locally, you are also

supporting the growers of the flowers, they are fresh and they have a price point that is not imported. it is really good for everybody. >> shopping locally is crucial. without that support, small business can't survive, and if we lose small business, that diversity goes away, and, you know, it would be a shame to see that become a thing of the past. >> it is important to dine and shop locally. it allows us to maintain traditions. it makes the neighborhood. >> i think san francisco should shop local as much as they can. the retail marketplace is changes. we are trying to have people on

the floor who can talk to you and help you with products you are interested in buying, and help you with exploration to try things you have never had before. >> the fish business, you think it is a piece of fish and fisherman. there are a lot of people working in the fish business, between wholesalers and fishermen and bait and tackle. at the retail end, we about a lot of people and it is good for everybody. >> shopping and dining locally is so important to the community because it brings a tighter fabric to the community and allows the business owners to thrive in the community. we see more small businesses going away. we need to shop locally to keep the small business alive in san

francisco. >> shop and dine in the 49 is a cool initiative. you can see the banners in the streets around town. it is great. anything that can showcase and legitimize small businesses is a wonderful thing. >> [music] you are watching golden gate inventions with michael. this is episode exploring the excelsior. >> hi i'm michael you are watching golden gate inventions highlighting urban out doors we are in the excelsior. pickleball. let's play pickleball!

pickleball is an incredited low popular sport growing nationwide. pickleball combines tennis, bad mitton and ping pong. playod a bad mitton sized court with paddle and i plasticic ball. starting out is easy. you can pick up paddle and balls for 20 buck and it is suitable for everyone in all skill levels you see here. the gim is played by 2 or 4 players. the ball must be served diagnoty and other rules theory easy to pick up. the game ends when i player or team reaches a set score 11 or 21 point bunkham win bright 2 pickleball courts are available across the city some are and others require booking ahead and a fee. information about the courts found at sf recpark. org if you

are interested in playing. now i know why people are playing pickleball. it is so much fun you play all ages. all skill levels and pop on a court and you are red to g. a lot of fun i'm glad i did it. all right. let's go! time for a hike! there is i ton of hike nothing excelsior. 312 acres mc clarin the second largest p in san francisco. there are 7 miles of tris including the there was fer's way this spreads over foresxeft field and prosecute voids hill side views of the city. and well is a meditative quiet place in mc clarin p you will siendz labyrinth made of

rock:now we are at glen eagle golf course special try out disk golf >> now disk golf! so disk golf is like traditional golf but with noticing disks. credit as the sport's pioneer establishing the disk ballsorption and the first standardized target the disk ball hole. the game involves throwing from key areas toward i metal basket. players use different disks for long distances driver, immediateerate. mid range and precise shot, putters. players begin at the t area. throw disks toward the basket and prosecute seed down the fare way. player with the lowest number of throws the end wins the game.

disk golf at glen eagle cost 14 dollars if you pay at the clubhouse. there is an 18 hole course this is free. du see that shot? i won! am i was not very good now i have a huge respect for disk ball player its is difficult but fun. thank you for joining me in the excelsior this is goldenate adventures. it.

>> shop & dine in the 49 promotes local businesses and challenges resident to do their shop & dine in the 49 within the 49 square miles of san francisco by supporting local services in the neighborhood we help san francisco remain unique successful and vibrant so we're will you shop & dine in the 49 chinatown has to be one the best unique shopping areas in san francisco that is color fulfill and safe each vegetation and seafood and find everything in chinatown the walk shop in chinatown

welcome to jason dessert i'm the fifth generation of candy in san francisco still that serves 2000 district in the chinatown in the past it was the tradition and my family was the royal chef in the pot pals that's why we learned this stuff and moved from here to have dragon candy i want people to know that is art we will explain a walk and they can't walk in and out it is different techniques from stir frying to smoking to steaming and they do show of. >> beer a royalty for the age berry up to now not people know that especially the toughest they think this is - i really appreciate they love this art. >> from the cantonese to the

hypomania and we have hot pots we have all of the cuisines of china in our chinatown you don't have to go far. >> small business is important to our neighborhood because if we really make a lot of people lives better more people get a job here not just a big firm. >> you don't have to go anywhere else we have pocketed of great neighborhoods haul have all have their own uniqueness. >> san francisco has to all

all the san francisco public utilities commission to order. we have a roll call, please. president paulson here. vice president rivera here. commissioner maxwell, commissioner jaime and stacy are both excused from today's meeting. you have a quorum. okay. thank you, i'd like to announce that the san francisco public utilities commission acknowledges that it owns and are stewards of the unseated lands located within the ethnohistoric territory of the ohlone tribe and other familiar descendants of the historic, federally recognized mission san jose verona band of alameda county. the sfpuc also recognized that every citizen residing within the greater bay area has, and continues to benefit from the use and