obviousl deputy director durden and one on one coaches can help folks with contrary? had could be group training and one on one we'll role those programs out. the other program the piloting and ram starting a month or so ago we mentoring program at 49 south van ness with people, about 18 pairs of meantees and liberation consulting is helping us and going really well. and so we are planning on doing ons hopefully in the fall or early winter. something like that.is a lot of great data around mentoring mber of things. it helps build relar culture of inclusion and belonging. we opportunity that all the mentors and meantees g equity training so they all get in the racial equity module atis a lot of data that shows mentoring programs helpthe career ladder. really excited about that. disciplinary process we hope high level conversation to mid-level let's implement projects. the operation working group will have their own projects that at all different kinds of levels.the dhr analytics for continue that racial supervisor academy.ating that. last slide, other really ant projec

also under career pathways, we are working with deputy durden and her vision of a one on a lot of timesnking about lks dont know what is possible. they dont know where they they may come in public works as a general labor with high school graduation and may not know about a arborist or civil engineer. we are working withand guillermo to get information about what people need and setting up computer city job training and one on one coaching. that project. in terms of rethink disciplinary processes, this is a big nut to crack to deal with and idirection. one is that with our new hr team, which is around for abouor so, we begun to have very high deal with they want to promote coaching with managers. i think we generally agree but it is working out like the f how things are done. also how we get information to what are disciplinary processes? what do you problem and how to be clearer about processes.with our university who i sure you know about which so what trainings are possible? we had trainings ageous conversations like how we support managers. under empower front line a huge project th

mentioned at the beginning where we sit, deputy director durden and with the work they are doing thatd is strategic plan, employee survey very related to what our ops working group are doing. they are looking at action groups out of employee plan and bringing racial equity lens to that and working on that. nobody is working in isolation and then the third in process improvement work that performance team heads up. in terms of the strategic plan, the performance team brought our team in several months ago before plan is being rolled out to do a analysis of the plan and to also sort about how a strategic plan will be implemented. we brought a racial equity tool and the racial equity tool questions and here are some basic questions which seem kind of obvious, but when you start to unpack the answers, you really get at so, whatabout, what are we over-emphasizing d under-emphasizing. the other program is language access program. by legislation the city has access ordinance that both is internal anwe work with the public. all documents need to be in english, chinese, spanish, tagalog-spanis

they've been speaking to alistair durden: it's day three of competition here in paris. won bronze on thursday. congratulations to both of you. you had a couple of days to let it sink in. how are you feeling about a? just unbelievable. the journey that we've been on together, the journey i've been on personally to spirit we'll share this is incredible. i know you tried to qualify for rio in that you made it to paris. was it everything you thought it would be? absolutely. and more. i could've hoped for a better experience. the atmosphere has been incredible. i can't wait to go back out there again and play the singles. bly, 11; years of age. are you pinching yourself today that you have a bronze medal around your neck? i didn't think that at 14 years old i would be playing in the paralympics. to get a bronze medal with this means so much to me. tell us about your journey because you started at brighton table tennis club. was it a summer camp when you first played? yes. i started at summer camp, multisport, and they invited me there and i've been playing ever sense. did yo

our time is operations and half at 49 ness, but we work in deep collaboration with deputy director durdenbehind me as well as performance team under bruce robertson as the finance and administration and we are staffing and li racial equity lens to it. we don't work in isolation by we actually work with the deputy director of opration on her initiative how it can move forward the racial equity plan.is is our racial equity working group and actually the top left and also have a number half here today. alexthe left head of performance team. nicky just left but she was here. she is part of bureau urban forestry team, two raciare behind me. they are person from our operation team is guillermo, top left and also the operations racial equity team is john sway, bottom left ans very much part of getting the off and writing the grants and we work collaboratively. probably remember, [indiscernible] they have been on board 6 7 months and they are full time racial equity and divide time between ops and 49. the rest and guillermo is full time of racial equity projects.of us work-we have or core respons

they've been speaking to alistair durden: it's day three of competition here in paris.ad a couple of days to let it sink in. how are you feeling about a? g , it sink in. how are you feeling about a? , , ., , about a? just unbelievable. the “ourne about a? just unbelievable. the journey that _ about a? just unbelievable. the journey that we've _ about a? just unbelievable. the journey that we've been - about a? just unbelievable. the journey that we've been on - journey that we've been on together, thejourney journey that we've been on together, the journey i've journey that we've been on together, thejourney i've been on personally to spirit we'll share this is incredible. i know you try to qualify for rio in that you made it to paris. was it everything you thought it would be?— it would be? absolutely. and more. i could've _ it would be? absolutely. and more. i could've hoped - it would be? absolutely. and more. i could've hoped for i it would be? absolutely. and more. i could've hoped for a | more. i could've hoped for a better experience. the atmosphere has been incr

we have director durden team and my team and have data and the analysis. i know friends of the urban forest is here.with [indiscernible] cyc and hunter point family, so i look forward producing that report and think it will be thorough and robust. thank you very much. commissioner zoubi. >> one question. were all included in >> correct. >> these increases are included in the 10 perthe 5 percent cuts that we presented? >> correct. delay. as we are working wi office to submit her budget june 1, and then work wg the supervisors as their review ppened in june. a hold up is re until june 22 what the final number all the reductions that were submitted and approved and acd of supervisors are included in these amounts and we have sufficient budget to fully fund the items before you today. update of the final final? >> yes. that report. last year we issued shortly after the in mid-august. we should be on a similar i have seen preliminary draft. we are working on it and making sure no numbers change. >> thank you. >> thank you. commissioner racuchal non profit partn

he has done a job, particularly with deputy director durden to make sure we are ea goals with workforceopment and how impactful they are and how investments are important. who are stewards of fu i want to emphasize our fiduciary responsibility and the city fiduciary responsibility to be good stewards, so this is a understanding, a budgetary kind of quag myer have the best team every year, so i thank you. ntto be mindful that these are significant increases and changee non profits that they also need to be accountable for and that whai'll look for. i'm proud of the work we do every day, but being dedepon others we need to make sure that we are very clear about our expectations, outcomes and goals and i'm grateful, particularly since it has been about 9 months since we really engaged and started g i have seen nothing but improvement and think the efficiency with the amount of money that goes to small non profits. >> agree wholeheartedly. my other comments, as we ask-as the commission asked for earlier, we look forward at the end of e 18 month contract period for a full report next june on

we have director durden team and my team and cadence and looking at the data and approved the analysisds of the urban forest is we meet with [indiscernible] cyc and hunter point family, so i look forward producing that report and think it will be thorough d >> thank you very much. commissioner zoubi. >>one question. they were all included in the budget presented? >> correct. >> these increases are included in the 10 rcent plus the 5 perc cuts that we presented? >> re that was a bit of the delay. as we are working wi mayor's office to submit her budget june 1, and then work wg board of supervisors as their review happened in june. a hold up were not sure until june 22 what the final number would be. all the reductions that were submitted and approved and accepted by the board of supervisors are included in these amounts and wehave sufficient budget to fully fund the items before you today. >> have a update of the final final? >> yes. staff are working on that report. last year we issued shortly after signed in mid-august. we should be on a similar timeline this go-round as welt. i have

he has done tremendous job, particularly with deputy director durden to make sure we ar clear of ourhey are and how those investments are important. who are stewards i want to emphasize our fiduciary responsibility and city fiduciary responsibility to be good stewards, so this ■h is a understanding, a budgetary kind we have the best team every year, so i thank you.t i that these are significant increases ane n also need to be accountable for and i'm proud of the work we do every day, but being dependent upon others we need to make sure that we are very clear about our expectations, outcomes and goals and i'm grateful, particularly since it has been about 9 months since we really engaged d working, i have seen nothing but improvement and think the efficiency with the small amount of money that goes to small non profits. >> agree wholeheartedly. commission asked for earlier, we look forward at the end ■yof the 18 month contract period for a full report next june on these six contracts and the success, both from the department point of view and grantees point of view. we invited them to

. (♪♪♪) hi, my name is jajaida durden and i'm the acting superintendent for the bureau of forestry and day i'll b supervisor. and when i run this place it will be ran and i didn't think that it would happen as fast as it did,b did. and i came in 2002 and became a supervisor in 2006. and six months later i became the permanent super] shop. >> with all of those responsibilities and the staff you're also dealing with different attitudes and you have one hat and put on another hat and put on another hat. and she's able -- displayed that she can carry the weight with all of these different hats and ll maintain the respect of the director, the deputy director and all of the other people that she has to come in contact with. >> she's a natural leader. i mean with her staff, her staff thinks highly of her. and the most important thing is when we have things that happen, alot ofemergencies, she's right by me and helps me out every time that i have asked. >> my inspiration is when i was a young adult was to become wom. well, i made some wrong decisions and iw+ ened up being incarcerated, startin

hill in has done a tremendous job, pawith deputy director durden to make sure we are clear of our goalswith workforct and how impactful they are and how thosme who are stewards of the funds. asize our fiduciary responsibility and the city good stewards, so this is a budgetary kind of quag myer we have best team every year, so i thank you. but i do want to be that these are significant increases and changes for these non profits 7.thneed to be accountable for and that is what i'll look for. do every day, but being dependent upon others we need to make sure ry clear about our expectations, outcomesi'm grateful, particularly since it has been about 9 engaged and started working, i have seen thing but improvement and think the efficiency with the small amount of money small non profits. my other comments, as we ask-as the commissio we look forward at the end of the 18 mont une on these six contracts and the success, both from the department point of view and we invited them to come back so lo e contract for a full report how everybody thinks they are ing or changed or not changed. >> thank