we produced a report on the drop program last friday. as we have talked about, the goal of the program if the voters to adopt it is to make a cost neutral program, in our office is charged with evaluating that. generally, we find it is unlikely to achieve cost neutrality going forward. this is because we have the cost of the program in terms of an enhanced retirement payments for participants in the program that enter the drop. there is a cost that is unlikely to be exceeded by the savings that result in officers that remains slightly longer, in terms of avoiding the need to run academy classes, avoiding the need to pay people retiree health benefits. as early as normally would, and there are other costs to be

avoided. if the program is extended going forward, it is likely to add approximately $6 million per year to the city's required contribution that we need to make to retirement because of the enhanced benefits. about $6 million in costs, and this needs to be weighed against operating savings against those who are retiring later. those come from our estimations of $55,000 per officer per year. it gets very hard to map in a way that it gets cost neutral. i should say that the data we have got based on our conclusions is imperfect. we have only had the program in place for three years. we have had over 150 officers participate as a sample size,

and when you're trying to take into account what is going on in terms of retirement behavior, it is hard to separate one influence from another, so we have seen officers retire marginally earlier, and we have to figure how much of that is attributed to the drop program or wage increases or other pressures going on in the economy, so it is an imperfect and incomplete sample size, but those are the conclusions. chair chu: take you. supervisor kim, do you have any more questions? supervisor kim: yes. were they still eligible for the pension? or did they lose that? >> for many, they have what has

been contributed to their account. supervisor kim: it is how much is there. >> on a monthly basis, it provides for the contribution, and at the end of their participation, it is provided to the officer. supervisor kim: thank you. chair chu: thank you. supervisor mirkarimi? supervisor mirkarimi: they had provided us with a printout that

said there are 2500 class members, sworn officers in the police department. could you just break down what the actual active and inactive, what the real number is? how many sworn peace officers we actually have? >> the earlier slide that i put up, excuse me, a supervisor. i would just read it. we have 1812. we have 163 officers assigned to the airport. 89 on disability. 42, david. 36 on temporary modified duty. 35 in the disciplinary process.

45 that are on leave, for a total of over 2000. supervisor mirkarimi: 2500. >> supervisor, the number that is reflected in the appointment status of officers that made the bond leave or to a higher rank are reflected twice. 2500 may be the number that is reflective of active employees that have some sort of status with the city. actually active employees that are currently employed. supervisor chiu: -- supervisor mirkarimi: end of the 163 at the

airport, is very required minimum number of how many have to be at the airport? >> supervisor, there is no minimum requirement. i was under the impression that there are guidelines at the terminals. the mou of how many officers are assigned to the airport is an agreement with the chief of police. it expires in june, and we will be looking at how many officers we have there and if we need them. supervisor mirkarimi: if i am not mistaken, if a crime should occur, such as an arrest or investigation, they are deployed to respond to that crime. is that the case? >> we work hand in hand, but i

would have to clarify that. and this in detail does play a role in some of the law enforcement activities. >> -- supervisor mirkarimi: it is probably safe to say that there is something there. different districts stations, perhaps, because there is no minimum requirement. i have not seen something that requires a specific amount of officers. >> and that is a conversation i had yesterday. supervisor mirkarimi: and in consideration of reciprocal hirings, i know we were talking about drop, the path of least resistance, hiring officers from

other jurisdictions, what does that look like, and where is that in the number you provided? >> alice will talk about the laterals we have in the academy class that was just started. across the state if not across the country, if they are laying off their officers, it is easier for us, and i think alice can tell you that we have four or five from oakland that started one week ago. u = = supervisor chiu: i am sorry if you have to repeat this. >> we have looked and also some options and bringing in candidate, already have met their post requirements and may not have the actual work experience, but we can look at

also bringing in officers in that have completed some type of academy and looking at making some revisions. there are various options to maximize on that. supervisor chiu: -- supervisor mirkarimi: let's focus on that. what does san francisco require? >> they have two years of law enforcement experience. the full academy is eight months, and the fto is 16 to 20 weeks. supervisor mirkarimi: and what would be the cost of the truncated class? >> the salaries for there's officers and the associated cost with uniforms.

non salary costs would be the same, depending on the number of participants. supervisor mirkarimi: right, but i am trying to glean from the conversation, what with the reduction of that cost be? >> well, it would be the difference between what the duration of the latter class would be. we have some, in this case, where we had a middle sized class of 14. we have a variation of the training class which provides for a smaller number of four to 5, and there are academy classes based on the types of experiences they may have had, and they are significantly different -- different.

supervisor mirkarimi: well, we are really into the exact numbers here. >> supervisors, let me say that the officers that are doing the training are assigned to the academy, assigned to the police department. so it would really boil down, supervisor, when we talked up a $5 million. they look at the celery and on salary costs. the difference is if you are about filling 50 positions that are vacant, in you have already got that salary build in. with $5 million in class, in covering, the salary is going to be the big issue. it is not seven weeks or seven months. if you were to give me funding today to hire two or three academy classes, you would not see those officers until 2012. supervisor mirkarimi: i

understand that. but if you 0 n, with a truncated, we could look at it. it seems a little fuzzy, that is all. >> we will get better. chair chu: i believe the cost of the academy class is about $5 million, which includes salary for a 50-person sized glass, and then 1 million. >> correct. chair chu: ok. >> we will go back to the expenditures. when you look at the fiscal 2011, to of the " expenditures, you can see is broke down, other departments, materials, supplies, capital, and when you look at the salaries in french, it costs that to put them on the

police department. the largest proportion in salary and fringe. next slide. and then this is broken down again. it is not a pie chart, but it is $421 million in salaries and fringe, $14.3 million for services. $1.10 million for the capital. in this 2011-2012 budget, but this is a $14.50 million increase for contractual raises that the officers are due this fiscal year, and there is the retirement and health cost increases, and then we have it broken down by services of other departments, materials, supplies, and we're willing to talk abut any of those that you

might have a question as to how we define this. chair chu: salaries and fringe, i think he said the $14.50 million is the race for this year? >> yes. this is the 2011-2012, correct. chair chu: any update on that wage increase? >> no, no ma'am. chair chu: thank you. >> supervisor chu, is the question on whether there have been conversations about making adjustments so it is definitely a topic that has been on the table, continues to be on the

table. as you know, the contract is closed for the next two years. this would require agreement by both parties. there is also a current concession in place that was negotiated last year, so we do not have the authority to unilaterally alter the contract, but i think that is probably a discussion that needs to be on the table. i would be interested, and i know the mayor would be interested on the committee spots -- committees thought -- committee's thoughts. chair chu: supervisor mirkarimi? supervisor mirkarimi: is there a possibility to recount for us what grant funding at the police

department gets, federal and state grants, and what that total has been and what it is expected to be? >> supervisor, looking at the budget for the next fiscal year, we have approximately $20 million in grants and special funding that we believe the department is going to recede. supervisor chiu: and do you know what the source of that is, or is it a variety of sources? >> it is a variety of sources. there is the california

emergency management association. i believe we have at least three grant from them. we have a grant from the department of justice. the community oriented policing services group, and i think our total is right now that we have 29 active grant. supervisor mirkarimi: who on behalf of sfpd are the hunters of the grants? >> there are others that the city is receding, and then the police department would partner with them, so there are a number of grants where we are not the lead agency. usually, the grain manager, wrote one person, working with

another, they will create the project, right to the proposal. if it is accepted, they were together with the granting agency to make sure that the funds are brought in and expend it. supervisor mirkarimi: so who is your designated grand person? >> her name isdana lang. the department does not have one specific grants person. it depends on the grant. for example, one would come through our traffic unit. we have one that is human trafficking right now, and that comes through investigation. it really depends. supervisor mirkarimi: and on a separate category, what about work orders could providing service or other departments?

>> departed -- providing services for other departments comet it is about $15 million for next year, and the missouri services on a specific basis, over and above the usual police activities offered. supervisor mirkarimi: does that include mta? >> i believe the enterprise numbers are being finalized this week, and we do not have any numbers. these are preliminary korea we are still talking with almost every single department about the level of service next year and what they are requesting. supervisor mirkarimi: do we have what a budget looks like on special events and officers

being used for that activity could >> that budget is approximately $1 million that we put in every year. there is really a huge variety in activities that come to the department through that program. so there is not a reliable number that we could put in at this point. i -- supervisor mirkarimi: thank you. chair chu: thank you. supervisor chiu?

we spend about $1.90 million. those are our internal personnel. we do not have a separated. this is when we come back to the board with the number of personnel. supervisor chiu: to the mayor's budget office, with regards to a work order. according.

>> this is not separated out in the financial system. this is without going through and doing the work, but we have that data. we can make it available. supervisor chiu: great. thank you. >> supervisor mirkarimi and i have had a discussion. these are other issues that involve it and what we are getting or are not getting from

them. the san francisco police department in 2011 has email. supervisor chiu: i am still waiting for a list of all of the central station officers, so i am still waiting for that. this is around the rays. i know this will be covered in other parts of the presentation, but it seems to me if we're going to get anywhere close to where we target with where the mayor and i think all of us understand about 20% cuts across the board, that will require either layoffs, or unless we can figure out a way to work with poa to bring back these raises, and i, for one, hope that is the direction we go. we want to have more in your ranks at this time.

i know we have a conversation later on, but that is certainly my thought. chair chu: thank you, supervisor chiu. supervisor kim? supervisor kim: have we started to do some analysis on how many positions about officers that are assigned to positions that could be performed by civilians? >> supervisor kim, i think last year's report identified approximately 250 positions or

more currently performed by sworn staff that could be performed by civilians. i would be happy to get a copy of last year's report to members of the committee. >> that would be great. in that report, is there also analysis of the long-term benefits? a measly, we do not want to lay off officers, but as we have retirements, not worry about those positions in hiring civilians that are a little bit more affordable. >> there is financial information about it in the report with the wage of officer and a typical civilian. i think, and i will speak for myself, i think the chief has a more valuable perspective to add on this, but the benefits are probably two fold in the long

term. number one, generally speaking, it it would likely be less expensive to staff many of these positions with civilians. secondly, given the conversation about the expense of running an academy class and the time it takes to edit the we train an officer for that duty, at times, it is simpler and faster to hire a civilian, but i want to point out that hiring civilians is not an easy task either. then, third, frankly, in some cases, these are jobs where there are some you would want them to be provided by sworn police officers, other areas of professional. chair chu: what is the progress

at responding to this report? is there a timeline we are looking at? >> timeline wise, no, man. we are looking at what can be done by a civilian. it does not necessarily need to be done by a sworn officer, such as taking reports, dealing with things that are several days old, and in some instances, there are agencies across the country that use service representatives to go out and do that. it is customer base, and there is good feedback from citizens. we are looking at that. i know there are contractual issues, taking a sworn officer away. we have to talk to the poa. these are positions we will try to fill next year in terms of supplementing and that feeling. we can put something together for you. chair chu: it would be good to

see in terms of what some of our goals might be with us suppose a migration. i am having trouble with that word. thank you, supervisor kim. i would agree with your comments. i think it will be important in the long term. i think also to the extent that we're looking for creative ways to be able to return our officers back on to the street and provide extra manpower, wind power, that will be an important thing moving forward, as well. i do recognize that there are certain positions that get put into temporary, modified, or light duty work because people are not physically able to be on the street, so i think as you're talking about and providing information back to the committee, it would be helpful

to say also how many positions do we really need to accommodate for disability accommodative, temporary. if we are going to be paying a salary for someone who cannot be on full duty for whatever reason, we would like them to be active doing something, and hopefully that will be information you will be providing to us. >> yes. chair chu: supervisor wiener? supervisor wiener: i also want to put my voice to that. an investigation assistant or something like that. in an --