the grant city arts an established track record of a level of equity to make sure i'm seeing accurate information regarding how the grants for the arts program is actually aiding and abetting diversity in order to justify increasing their budget >> i think kari is here would you like to address that issue? >> and just for a prospective of numbers this is data there's data that's been distributed in the arts around and i've not been able to follow up to

determine it's accuracy but it looks pretty accurate about 1.3 million of the 1.8 million entrants only 1.3 million has been described to organizations of color and, of course, there's certain concerns about literary arts not necessarily being funded and a few other discrepancies. >> we talked about the challenges to make sure the city is setting an example on how we're supporting, you know, various communities on a fair basis and i found the data a little bit disturbing and wanted

to make sure there's some - i wanted to make sure you had an opportunity to respond to it but also more importantly provided the committee with the data so we can clearly understand you know what this actually means and is it accurate. >> thank you so much. and thank you supervisor and thank you. i know you've been in the arts community for a number of years and the cultural center the african-american complex has been the home of a number of organizations we fund. i would like you love to brief you on what we do and how we do it. we fund supervisors on a progressive basis with organizations that have smaller budgets receiving a larger percent of the funds.

we're not uncomfortable of being up to 20 percent but the larger organizations is one percent of their budget. we also are tied if you know historically to the hotel tax so organization must be publicly available and tsz to the city. we've been in a situation we've dropped between 25 and thirty percent over the last 4 to 5 years because of the recession. we tried to make those cuts in overhead and administration. we've made the larger duts cuts to the larger recipients. we also work close with the

cultural grant probably 50 to 60 percent possibly more depending upon the year a group will receive entrants for the arts. in other cases the cultural equity grants provided a ladder so if they were too young or too new or fragile to qualify for the grants sometimes they receive grants in a high percentage they receive funding in both. the inequal percent is because they serve - we've not had the funding to give them the money they deserve under our own gvlz

so we've not been able to keep our pledges to our portions would take about $3.3 million to bring us up to our goals. and 8 percentage down to 1 percent. so suddenly a million dollars over the two years the gap gets larger. it will be concentrate in those small fragile organizations as well as our whole community. i believe that every arts organizations regardless of what community it's based in wants to serve the largest audience against the wide it possibly audience for the wide itself

array in every discipline in every cultural >> thank you and i'm hope we could. i know again your come back to the board but we could have some more data. he i would - i'm happy to meet with you >> and now there's a penalty for grant folks who submit the paperwork late. >> what are the - >> initially we save the paperwork for the next year and hopefully, the grant will be on time and hopefully restored. you see the penalty is - >> it's not neo-necessary to spend the whole budget. >> generally, the amount is

relatively small thank goodness by because it's one time money it will be spent on one time cost. recently that's been some of the things we've done to prepare organizations to go into properties. and also some activation of the markets that would perform in the arts and it's one time >> thank you for the work of having an i guess arts the cultural activity in the city. i know it's also the entrants commission and the other departments. i've been doing my best to do the finding from 7 years ago and

i think that some key recommendations are better oversight to make sure there's better representation in the city. i'm just wondering if there's been a evaluation on how far we've come. >> we have not done that. but we do strongly urge all of our organizations to differeete their staff >> an 1999 ordinance what to

differ - diversify the city and hopefully, the grant through the arts the organization that was to conduct they've over site i'm holy we can move forward in the next 25 years that was 25 years ago i'm hoping we have concrete process we can show that the so-called flush budget year your budget is increasing and the grants are increasing so we can show the large arts organizations that receive 80 percent of the funding are

really diversifying like we want. one thing has changed by the largest organizations now receive under thirty percent of our funding >> so if we could get some data on that or i know that the grants report listed a number of the grants that would be hopefully. >> of course, most of them are in the annual report. >> and lastly, i know that jeff jones and many of the communities of color and the diverse cultural groups keep it up front that by 1950 the

population will be so diverse that by 2050 and the a bag and thirty percent of the bays area will be people of europe i can't think descent. i'm hoping our arts programs really addresses the fact there are concrete steps to getting though how we distribute our dollars. my hope is the work done by the task force were implementing some of the tasks. thank you supervisor that's entirely our goal is to support the newer upcoming organizations that serve those populations that you referenced but as i

said most visually all of our arts organizations whether they serve a cultural community and have a culturally diverse section they want to reflect the community. i've seen great

>> on page 96 we state that our recommended reductions 778 for 20014 and the amount are ongoing and is one hundred 80 thousands our recommended reductions is down in 2015 and we're still

working with mr. many kelly and we'll report we'll report back. thank you for being here >> thank you. in terms of our agenda right now we're going doing to move our retirement system we're going to hear the retirement system tomorrow and i want to call quickly we have mickey from our department of h.r. has another meeting we're going to have the h.r. go next do how old it against us. >> thank you very much members of the board.

mickey director for the city. i'd like to talk about our mission and vision and a highlight of our budget and key issues and talk about the changes in our budget. i want to thank our analysts from the mayor's budget office. and from the boards budget analyst office a few phone calls. the mission of the department of human resources is to recruit and develop the city's workforce to meet the city and county san franciscans needs. we focus on leadership and implementation. looking at the high-level budget we have our finance director. you will see we have cycle

changes 90 in our budget. those effect the bargaining unit. in years we have the responsibility to increase our staff. they were able to reduce staff in those areas. i can see by the pie chart the resolution is not that good. 38 percent of our staff works with workman's comp. and we have a contract with the administrator. we have 35 percent of our staff implementing the civil service.

i want to highlight a couple of key initiatives. we have a community anti research program that we're piloting it's based on a model we use a couple of years ago. that was to reach anti to increase employed communities and open up training modules and ways to give people a leg up

believe will increase the diversity of our applicant pool. our most recent mellowing pool for fire department and police it's fairly representative of the process.

we want to improve our selection tools and reduce the impact that maybe associated with the historical tools we've used. we're going to implement a testing program. ramp have the candidates wait for when the exam opens up someone who is interested in the firefighter position can go down and take the test. this significantly increases the applicant pool. for example, instead of using the peace officer training standards test for police it's a video

we're excited over this >> supervisor mar. >> i think this is a great initiative to address the applicant pool diverse program. we want to make sure we have

good mechz that the hiring is going to be fair inform women to people of color and others. but i have a question of the fire department and police what does the applicant pool look like over the year? are we at a much better place now what does the data show >> i don't have that historically on an applicant pool. as you may know we suspected the testing between the police and fire ending in the 90s and for budget reasons it's expensive to conduct the firefighter exams. it took full-time employees to

take care of the testing. so we don't do it that frequently we have to look back on four years. i think the last time it was video based it had a better - i think it addresses the impact better than the written exam which is the state exam for police. this initiative will replace that and we have the approve of the fire chiefs or on this >> it seems like the use of officers for justice or the various caucuses are important. >> absolutely and to that point we have a crack with a -

contract and we circulate the job posting and send them to specific newspapers and advocacy groups. in california we don't have affirmative action we can have all it out wastepaper e reach we want. i want to talk about a similar to that because this does address the history program. the board supports the legislation to preclude employers from asking employees up front about their conviction history. as we know the hiss may not or shouldn't preclude someone from

gainful employment with the city. we've gone beyond that legislation. we've taken the next he step with the help of emerge and that's in addition to eliminating any self-disclosure the employee don't ever have to say they have a criminal history we'll use the fingerprints. we'll see if the dui in the past the department doesn't have to know about that, of course, if there's a nexus meaning a recent conviction for embezzlement we wouldn't consider for a job as a

cashier. we don't want

year. also part of the increase are administrative costs added by the city. i noted this earlier we had a large labor project in the spring of 2013 where we had all the contracts open for negotiation. the board will remember that. because we have with two year contracts that's happening again. if we're lucky we'll have longer contract, of course, coming out of a recessiony you time this was the best we could do.

we'll be hiring temporary employees to take notes etc., and to prepare for arbitration. but again that will drop in the second year because we anticipate having longer contract. but one i want to bring to our attention is the e eu department handles claims and san francisco is unfortunately unique it doesn't have the centralized department where we feel it's important to provided the employees the rights they have

not relying on folks who are not specialists in those areas. we've had a number of departments coming to us who have a number of employees who are imminent on employees out of the office. we need to make sure we're doing our day diligence. we have proposed two new positions. that's the kind of high-level overview. i'm happy to report we've reached a agreement with is budget analysts. >> any questions? thank you very much.

>> thank you. >> mr. chairman and members of the committee on page 19 of our report our recommended reductions fellow 1 hundred and 421 and that amounts to 71 thousand for ongoing savings those are reductions that allow 5.1 percent in the departments and in addition we recommended closing out general expenditure in- so together those recommendations would result in $189,000 in savings. and those are all ongoing savings would allow an increase 710th to the budget and the department concurs with our

recommendations >> thank you, mr. rose any comments? >> yeah. thank you very much for your time. >> okay. thank you. colleagues can i have a motion to accept those amendments without omission. okay. up next why don't we have i see the folks from the health service system. just for the members of the audience we're going to take a break from 1 to 2 clock and so we'll start with the health