hiring systems in the schools, because all the kids live here. supervisor mirkarimi: when i was in the academy, there was about 50 in our class. what is the rejection rate? what is fallout rate? >> i believe they lose about 25%. i should not say that the bank about 15% of -- i should not say that. about 15% from the non-lateral class. supervisor mirkarimi: right. i would say we lose very few in a lateral. and the fto program is how long? >> i believe is 19 weeks. and we lose another 10% in that program. 10%, up 15%. very few laterals. supervisor mirkarimi: got it. deducing 19 weeks for -- did you

say 19 weeks for fto? >> it ranges between 16 and 22 weeks. supervisor mirkarimi: is that considered strict probation -- >what is the dropout rate on probation rate? >> is negligible -- it is negligible. supervisor mirkarimi: when i asked the question before, athey said the dropout rate was 25% on the fto program. is that high, do you think? >> that is probably about right, 25%. supervisor mirkarimi: ok. but it is a cost factor. if you lose 25%, it is a cost factor we are building in.

>> i agree. we take great measures to get the right type of person, the right police officer in san francisco, and if you find out through the fto program, all the tremendous people, they are not suited to be police officers, because for a bad higher, if you will, someone not suited to the position can be far greater than losing someone out of the academy. supervisor mirkarimi: agreed. you are a cfo, so, if we put an academy class six months from now or nine months from now, we would not be able to realize the benefit until a year after that, because -- a year-and-a-half after that, because they would have to go through the academy, which is a seven-month process. and have a one-year probation

period. it is essentially 18 months. even if we were to budget today an academy class for next year's budget, the earliest date would be six months. >> obviously, i would like to start sooner rather than later getting officers and to the academy. i think once you get the officer out of the academy, even officers from the fto program are very capable. officers working in pairs, they get a lot more accomplished and have more safety and security in doing whatever they do. especially at night time and finance -- and in some of the more at risk areas. definitely wants some officers get out of the academy, although they are not able to work alone and in one not be, as you say, the same as they will be in 18 months, they are on the ground.

supervisor mirkarimi: could we make money if we open up the academy in san francisco to other jurisdictions? >> i know that has been discussed, but you have to put the instructors there to staff a full-time regional academy. i can do our research project on net and get back to you. i know there is an upside and at downside. supervisor mirkarimi: what about the potential question of utilizing the san francisco academy to regionalize as an academy center? >> we already train the sheriff's department, other agencies, the district attorney's office, the like. to open our regional academy -- is something we could explore if it did not strain resources in a money. it would be worth looking at. supervisor mirkarimi: thank you.

supervisor chu: thank you. supervisor chiu: i want to continue the conversation around academy classes. certainly around the decision yet made around drop, i would like to see what the academy potential is for this year. and as far as what the fall and spring class might look like, i would like to know what options exist that at different levels -- exist at different levels. if, for example, we were to do something later in the year. what options do we have, $2 million, $3 million, $4 million, $5 million? >> i am happy to do that. we can come up with -- if you

want to tell us what the breakouts will be in increments, we will tell you what that will get you and when. supervisor chiu: maybe we can discuss that after the meeting. that would be helpful. we do not know what that might look like, and i think we need to know the different options. i did have a couple of questions around technology. first and foremost, am i missing the justice program that is not on this sheet? >> i know we have an i.t. side, and i have director giffen here to speak to it. i do not have a slide just for i.t. the. supervisor chiu: is it part of the division that you have here? if not, i would like to get an understanding from you where the project this vis a vis your department.

>> the justice program is something we are pursuing. however, we do have a data warehouse. it is a web-based system. the report system would be in real time, ashe terrible, collaborative. -- shareable, collaborative. without being disrespectful to justice, if justice could be a web-based system, that would be better for us than a proprietary client server, but again, i will let the director speak more specifically to your question. >> we are participating in the justice project. it calls for a police hub, sort of criminal justice information and we will share pieces of data with the rest of the city.

mature working on right now and have completed the first phase -- what we are working on right now and have completed the first phase, an automated crime report for san francisco. what we are working on is determining with the district attorney, the court, etc. what data we need to share with them. we're working with the justice team, defining what that data is coming getting release specific. we are participating in the justice project. but that is not -- supervisor chiu: that is not part of the road map you have laid out here? >> it is, does this is on that road map. -- justice is on that road map. it is such a part of the third phase. justice is part of the third

large aero. it might not be on their. supervisor chiu: police officers have 16 different passwords that they used? >> is actually 20. supervisor chiu: well, it is a good thing you are moving to a single sign on. we will not get to that until the fall of 2013. how confident are you that the entire department will get e- mail by -- a year plus? >> thank you for asking a question. not everyone is using e-mail currently.

we have password changes and fte password changes. i want you to know in 30 days, we applaud that the e-mail in 30 days. supervisor chiu: that is remarkable. that is something we have been hoping for. that is a decent maus gunned. -- milestone. last year, there were a highly- publicized instances of members of the community victimized by crime who had significant grievances about their situation. could you talk about whether or not you are ensuring your

services are accessible to the entire diversity of san francisco? >> sure. we do have access to language services. we do access that. i believe the muni portion is what you are speaking up. no good language skills amongst the officers. -- we have good language skills amongst the officers. we got a lot of help from howard wu and marlene tran. on wednesdays, we always have a chinese speaker available. i know that city-wide you're working with the captains to identify people through their citizens' advisory boards.

now that we have e-mail, the internet will not be far behind. i know it sounds ridiculous, like we should already have this. but we are happy now that we have e-mail, and hopefully in the next 30, 45 days will have a policy -- we will have a policy in place. these are all things we should have, we should have had them awhile ago. at the public thinks we already have them -- i think the public thinks we already have them. the languages are most prominent in san francisco. supervisor chiu: how often are york station newsletters put out in different languages? >> minimally, they go out once a week, and depending on the district -- i know they try to put out a newsletter in a second language. what we try to do is a portion

at the back of the newsletter. we can have that the together. we were trying to do that through googles, where you can translate from one language to another. and someone pointed out those translations are not accurate. supervisor chiu: that is a topic that is, and in the past. you said that if people wanted a newsletter and a language other than english, they should let you know that. if they can not read english, they cannot let you know that. i would like to more proactively push up information to chinatown or the mission or other parts of the city. to be more proactive in how you do those communications. i get questions all the time on

why that is not happening. we really have to ask tier one departments how to do that. >> i will make that a priority. supervisor chu: thank you, supervisor. chief, i know you have a number of slides to go through. >> i think that is my cue to go to the next slide. right now we have to under 15 officers warn. that includes the airport. that includes everybody. full duty officers. another have been questions about these and modifications. of the 170 on modified duty, 140

are accommodated. that is not done and in other departments and it has not been done here since 2005. that number will only get smaller. 9% are non-baldy. that is at or below were other departments are. we have 56% on temporary modified duty. other departments, you're either all the way on or all the way of. we try to have them come back in capacity city full duty officers can stay on the st.. we have 40 on leave. other leaves include family care, military and educational, outside agencies, ada and the like. we do not have a lot of latitude

on the 40 folks that are on leave. supervisor chu: can i ask you a couple of questions here? these are modifications. you said there were 210. you expect that to go down over time? >> yes. no one else will be accommodated, so that number goes down. those positions will just go away. we will civilianize those suspicions -- >> how many were those? >> 170 -- the 130 right now on disability or modified duty. >> with in the 130 on disability or temporary modified duty, is this a number we have seen pretty consistently? how do we have put that in

context? >> if you look at this next slide, you kind of go in and out on disability. that is pretty much consistent over time. >> walking through this chart, 21 individuals were added into the category of disability or temporary modified ability. >> and came back full duty. >> 87 were in one of those two categories. it is roughly around 70 to 80. at the same is true with modified. it looks like 30. >> right. >> in terms of, you mentioned the comparability to other apartments -- departments? >> in los angeles, they're about 11.2%, and we are about 12.3%.

san diego is very low. at 3.8%, but they don't have modified duty. if we practiced the same methodology as san diego, we would also drop down dramatically when the modified duty people are called full duty. they are full duty officers because they perform a function that allows the officers to go out. we are in the part of the bell curve. >> there are 27 that are currently not out on the streets because they are pending discipline cases? >> i am doing the best i can to practice the way it has been the last couple of years. i am trying to turnaround these

cases as quickly as possible. the disciplinary assignment or administrative assignment doesn't serve the department. it should be adjudicated in the officer should be given a second chance. >> i wanted to follow up on the leaps in modification because it is fairly new to me. the city like san diego where only 3.8% are performing because they define it differently. >> an officer in san francisco is on modified duty. >> why do we define it differently?

>> reviewing what full duty means, we have established a standard for the ability to perform essential functions. if the officer is not in that capacity, those that may be an administrative assignment or the modified assignment, if they need to be redeployed, they will do so. >> their condition is such that

they can't perform in a full duty capacity out on the street. there was an initiative in 2004 that said that officers had to be reclassified or permanently accommodated. x amount of officers were unaccommodated and that number is down to 40. >> could you talk more specifically about what we could do to lower that percentage, maybe programs that have worked in other departments to help lower that number? >> of the fully ac fully accommodated -- of the fully

accommodated? >> do any of them have safety measures that we have been able to institute? >> produced officer visibility, a driving policy where if an officer is in a car accident, the officer doesn't drive, because after the accident, you are concerned about getting into a second car accident said they don't drive -- so they don't drivefdrive for five days. the spouses or partners, the police officers are going to have families. we work all the time to try to keep opposite -- officers hold and healthy. -- whole and healthy.

>> is a related to cars, vehicle accidents? >> sometimes. it might be a car accident, or when they come back, maybe a broken arm. they're certainly capable of working the front window. working in and administrative position if there is one available for that officer. we can increase our service to the public using that officer. >> i want to be able to support the police department and being able to reduce that number. making sure that our officers have instituted all of the measures necessary to keep the officer is safe and healthy. it is helpful to know what the data is. if we know one of the reasons for officers being put on

modification is because of car accidents -- do you know what i am saying? if we have the data, we can prioritize and find those measures. we can prevent those kind of injuries. it will reduce costs in the long run. for talking with director daughter -- director dodd, she is trying to institute as many provisions as possible. >> this goes back to the academy issue. younger people don't break as easily as older people. we would probably experienced last officers going off on disability or recovering faster from injury. >> it will be helpful to have

the data. >> thank you for the questions. one of the things to follow up on the conversation that supervised wiener had, it is something i know that supervisor kim had talked about, the issue of civilianization. the folks that are on leave modification or permanently accommodated that somewhere in that grouping, we have people that could be returned somehow to the streets. i am hoping that the office can also take a look at the possibility for civilianization. it will be a less costly way of putting bodies on the streets. >> the next slide is on overtime. projected to be 85,000 by the

end of the year, we are at 73,003 may. one of the contributing factors for the decrease has been the redeployment of on duty officers particularly to events. we pay tremendous attention to the tracking of the overtime and we are very proud of the fact that this particular graph is very dramatic has and how we have been able to bring in just a few years ago. i am not even going to attempt this slide. i will call the director up. >> this is the technology slide. on the left-hand side is the current scenario. and this is sort of the current state. on the right-hand side is the future state. in the middle is the funding.

what i tried to capture here, this is what i hope to accomplish but i need the funding and resources to accomplish its. if i don't get the funding, i want to accomplish those things. that is how that all works together. it is a lot of basic things like e-mail, automating crime reports, getting the password into a workable scenario. i don't have it in front of me. it has helped us. san francisco is the host agency

for 40 other agencies for law- enforcement data. we spend a tremendous amount of time doing basic password resets for other department of justice agencies. and we have a very small team of people. the top item that you see is the big strategic project for the year. it is a data warehouse. today, if you want to know something very simple such as if there was a robbery in your apartment building, you would think that we could just look on a system that. we cannot do that today. we have the information, somebody entered the information, but it has been printed and put in a large room with other paper documents. what we hope to do is to simply automate that so that we can create searchable data for crime

reports. from that, it will be san francisco data that will be community crime reports, so back to what the commissioner was asking, there is committed the crime reports that are available in 20 languages. that will be searchable as well. we will add the bay area crime reports. if i wanted to know the person walked with a limp, had a long, silver-barrelled handgun, i can pull up that day in an automated fashion. we have completed the first phase. that we have actually got the crime report online and crime report online and searchable right now.