before something happens. what we are trying to do now is take the department operations center and make it more like a command center, so the various units around the city, especially new officers at night, garner information, put it in before something happens. when something happens, invariably somebody says i kind of heard that so and so was going to maybe do so and so. now if we have that information on the front end, perhaps we can do some predictive policing and get out in front of some things before something happens. that was going of the discussion about this task force. now we will front load it and use the department operations center as the conduit to get the information out. that will further develop this task force. >> is this procedure written up

formally anyplace now? did i miss a bulletin that came out? or is this something that lends itself to a department bulletin? is there some other way to have it in writing in some type of formal protocol? >> the officers know their various roles, but i think that is a great idea. we should spell it out. >> thank you very much for your excellent presentation and excellent work. commissioner slaughter: thank you for your report. my main take away as i was listening -- i am glad your name was one of the ones forwarded to the mayor. the mayor made a fine choice. we are fortunate to have you. you have accomplished a tremendous amount in a short time. i wanted to thank and congratulate you and the command

staff and the members of the department who have worked very hard to achieve more with less. thank you for that. setting aside and the major public events that are coming up the next couple of years, what the ec as the real challenges that face the department, whether it be structural, staffing, i.t. -- where do you see the big hurdles? you made some changes. you put your print on the department in a pretty quick way. now the long slog -- hopefully, it is a long time here for you. what are the long-term challenges you see? how can the commission support you in those efforts as you proceed? >> obviously, i think that for this fiscal year, if we can preserve that academy class, that would be fantastic. i think if we could get another

class through a grant, which we have been successful with the last few years, that would add to it. that would be a very successful year in the way of adding officers to the police department. but i cannot be more plain in saying that the urgency becomes -- starts next fiscal year, when we really do need a minimum of three academy class is a year. there is a generation of officers that got hired when they were hiring six academy class is a year that will be gone by july 4, 2015. we will use the efficiencies. we will do more with less. we will make better use of technology. i think we will be successful in making this and keeping this city safe. but i think that we would hate to lose any of the ground we have gained with these homicide

numbers and violent crime, and being able to have the officers work with the kids and be assigned outside of what people would think would be traditional assignments. that all goes to the reduction of violent crime. what we need to have -- we need to maintain the levels we have. i will make sure they work as the shifts that make them deployed the most efficiently. but at some time it gets to the point where you have to decide what you're not going to be able to take care of. right now, with what we have, to hold at least this level is critical to the police department. i would say staffing. next would probably be technology. we are so akin to new york, in that san francisco is like manhattan and the other counties that surround us and come into san francisco daily are like the

boroughs. we need to be interconnected. we need to be online. director geffen supports this. i support her in what she is doing. we are close. we can do that. but it will be about giving her the stuff she needs to get it done, giving her the funding she needs. once we are online and on the web, the discount of being on line verse is being -- versus being on an older, slow system will pay dividends. it will be better and cheaper. i think that is important. lastly, i think it is change management. we're going to have a ton of young officers coming in that are techies. they communicate with twitter and facebook. they are on line. they do not talk as much as me. on and on.

but we want them to be community police officers. we want them to engage people. we want them to talk. we want them to be andy griffith. how do you get that? we have a lot of cops like that right now, but they are going out the door. how do we do that change of management so these young officers, who are totally capable of that -- it is just not how they are right now. my kids would rather attack across the table and talk. we need to make that happen. those are three big challenges if we are going to be the community policing model for the country. we have to engage officers. we have to bring them out. commissioner slaughter: i think the entire commission, going to the budget process earlier this year, the reports were unanimous in the feeling that we wanted to pressure the mayor's office and

board of supervisors to emphasize the need to get more academy class is going to protect staffing levels. we heard about the potential for layoffs and are happy to understand how the poa has stepped up and allow you to close the budget gap without layoffs. but we have been acutely aware of the staffing issues. adonis' say i am glad to hear, but i am not surprised to hear you say that top among the challenges you are going to be facing is staffing. i will speak for myself, but i think you're going to have a very receptive body here, doing whatever we can to continue to keep the word at the front of everybody's minds, the people making decisions about how the budget works, that it is critical to maintain the gains we established with the former chief and you, community police , the trust that depends on

having the stuff on the street. thank you. you need to let us know what we can do to help you. that is what we are here to do. >> i cannot tell you how much i appreciate the board of supervisors. the budget was tough, and they put the money they're for that class, for the first time completely supported by the mayor's office. we have everyone's attention. it is just important we keep it. >> i want to join in the praise for this excellent report. it gives a lot of information. i really appreciate it. being the newest commissioner, it is nice to see operations resources, fiscal responsibility, all of those things laid out so i can tell

exactly how this police department is progressing. thank you very much for that. one of my questions has been answered through your conversation with commissioner slaghter. one of the things i am most passionate about his career development. i want to take you back to your comments there, if you will. i am also a passionate advocate for diversity. i think diversity helps us connect with our different communities and different constituencies in a way that makes us much more effective as a police department in the community. i am glad to see that employee groups had an opportunity to comment on the development of this general order for career development goals. i would like to hear a little bit more about it. another will probably be more specific outline of what that

looks like, but i would like to hear more about its structure. one thing i have learned coming on this commission is that in a city like san francisco there are no gay men above the sergeant level, which means that -- i believe you must be a lieutenant or higher to be eligible for command staff. the understanding that there have been issues that have affected those ranks, what is particularly troubling to me in the u.s. attorney's office and the d.a.'s office is they have found ways to replenish those ranks and put game man in position so they can move up that scale. certainly, and i would like to hear a little bit more about do we have statistics that tell us where other groups such as women

and people of color stand in relation to the numbers, so they can also be in line for career development and promotion. a broad question, i know. if you could hit the highlights, i would appreciate it. >> it was critical to have all the police employee groups make up this committee. pretty much what the mantra of this committee was is that if anybody will not have it, it will not be in here. we came up with that. some felt it was too mild in some places and was not requiring enough in other places. but you have to remember this is as diverse a police department and city as there is in the world. we got to consensus and now have

a product to meet and confer. it speaks to promotion, guidance, mentor ship, people that maybe do not want to promote but want to find a way to a specialized unit. it talks about training for promotion to level the playing field, bringing back old programs that worked but went away, establishing new ones. they used the things sort of as the draft reverses the peace corps. if you do not want to be a fto but want to be a mentor -- some of the commentary that came out was really genuine. i think we came up with a good product that we will present to this commission for discussion and hopefully approval after meeting and conferring with the poa > as far as gay males at the rank of lieutenant or above, the police department was particularly hard hit in the

80's by the aids epidemic. some men that would absolutely be lt. captains, command staff, chief of police or lost. it is heartbreaking to think about. but we have a complement of gay male surgeons right now that could not be more capable. we have a live tenants desk coming up soon. hopefully, we have numbers to speak ups in short order. other demographics in the police department are well represented. i just met with pride of lions yesterday. some believe they are underrepresented. but as other opportunities present themselves, i hope to make everyone in the department feel everything is available to everyone, and that opportunities -- with this program and the amount of retirements we are going to have, we will have turnover in every unit as never

before. we are really had a great opportunity right now in the police department. i do not think i am never going to have to answer that question again. >> thank you. i appreciate your time. thank you for your well-done report. i appreciate the chance to work with you. i found you very humble and common sense, very straightforward. i think that has helped make a successful, as you have been in the last 100 days. you will be more successful moving forward. i am proud about your hard work. a few questions i want to point out that i liked the ideas for. i like allowing officers of every rank to share their ideas. the command staff will take some of them on. i was good to ask -- do have a six month or two year plan

moving forward? what is going to guide you to accomplish as much as you have already? >> we do have a plan. i do not have it in my pocket. that is for the rest of the year. depending on how much -- my priorities will mirror yours. if we can get to the end of the year and continue to enjoy this peace dividend through our collective efforts, we will go forward with the plan for next year. hopefully, it involves the rotation and re-staffing and replacement of officers as they come and go, figuring out what our attrition plan is going to be versus our addition plan. i would like to see more engagement of officers in things like toastmasters, forcing people to be engaging in the

academy, and keep that going forward. things of that nature. i am happy to at year and come back and tell you what the 1- year retrospective is and what plays in the future. we do have efforts in the way of the u.s. open and the america's cup, and those other events to bring millions of people to san francisco. the challenges going to be to keep this crime rate. if i could tell you next year we are still flat year to date, san francisco will be really in a better place. if there is a six month or one- year plan in written form, i am sure the commission would be happy to take a look at it. i would love to hear more about that moving forward. but it would probably be useful. can you tell us it said in the

power point that something had expanded. i remember a long hearing about community policing, organized by supervisors. we receive testimony from the community about this advisory board. incurious. >> we are working with supervisor campos's office. most of his order is satisfied are matched up in our general order. i cannot remember the name of the staff person we are working with regularly. as far as the advisory boards, that is a best practice. it has been expanded. we did have the chief's advisory board to a reception. the captains, with the realignment of some of the captains when i first came on board, have further engaged. i know the captain at bayview station has assigned one of his

sergeants to each community group in the bayview, which i think was a pretty good idea. there are a few of those things. everybody is really helping out. i am embarrassed by the appreciation for what has been done, because it has not been me at all. it has been this group behind me. the amount of ideas that come forward every day, i cannot even write them all down. we are all going in the right direction. >> i look forward to hearing back about the community policing, hearing back from some of the committee members that testified a few months ago. there was feedback given about some of the members not knowing the direction, how much power they had. in general, they needed more structure. also i would ask about the youth peace.

this is near and dear to my heart. you listed a lot of activities for youth in the engagement between the police and youth. in the long term, is there also a plan for training between police and youths so there is a training component included, and more expensive one based on best practices? i know the department is looking into trainings. i want to know if that is high on your priority list. >> engagement with community is the top of my list. one of the things we talked about yesterday was commander ali was to come up with a way to identify, particularly in public high schools in san francisco, perhaps on wednesday, when we have more staffing than on some other days -- we could engage the high schools in some sort of mentor program, where a police

officer and firefighter that may be graduated with high-school diplomas could come out. on another day, puc or dpw could go out on wednesday. if we could get the principles to agree to give us a classroom, we could have a conversation back and forth with high school or middle school kids about the options available to them upon graduation from high school as they prepared to go on to college, or if they are not ready to go to college what they could do in the meantime. that could break into the kids telling us what they would like to see in the way of training, further discussion, or things that would like to see us not do, or want to understand why we do what we do. just trying to promote conversations. i think it has been a big missing piece of this violence reduction in san francisco, the interaction with all the other city agencies in the schools,

when we know that every single student lives in san francisco. if you want to know one of the big things that will come in the next six months, that will be one of them. i look forward to seeing what else you bring to the training -- commissioner chan: i look forward to seeing what else to bring to the training, and put on your already have the plate. i want to ask about homicide. it looks like there have been 30 homicides to date and last year there were three homicides. is that 30 homicides total, or year to date? i am just trying to see from january until now. there has been 30 homicides. last year, were there 30 homicides total in all of last year? this is all year to date? just checking on that.

>> it would be nice if there were only 30 this year, though. that would make me happy. >> that would be great. >> i am just asking because during the year to remember our e-mails being flooded with unfortunate news about additional homicides. >> we are on pace after the first quarter to be back to having at the end of the year. we have been fortunate since march that corrected. we are back to where we wanted to be. commissioner chan: thank you. i have two more questions. i wanted to ask about the guidelines for plainclothes officers. can you tell us more about that? i know the stories about plainclothes officers in some of these residential hotels -- that made the news earlier this year.

>> we have training every wednesday for plainclothes officers. we start off with basically updates on expectations with regard to character and integrity. we brought back the lieutenant who used to train that class and was the guru of plainclothes officers for a long time. i think commissioner dejesus remembers. the officers taken seriously because of his standing. we used to do weekly training. now it is i think the last wednesday. the last wednesday of the month, ongoing training. but there is also academy training on a 40-hour class. it might have been a 24-hour class. it established a minimum of training on expectations in plain clothes. the are afforded interview training, street survival

training, etc. again, this training, where it was before -- it would be continuing professional training. now, at a minimum, they get one day a month some sort of training, whether it is not and talks, because that -- -- knock and talks, because in the hotels, that was not done successfully. we have worked with the d.a.'s office that all consent has to be documented prior to entry, signed prior to entry. as far as personal cameras go, we are about to start a pilot. we have three vendors provide us with personal cameras. those will go out to sergeants that largely due -- do knock and talks and entries. we will find out which is the best and fits within our budget.

commissioner chan: i know you do a good job of outreach to the community. do you have regular meetings with the latino police officers association, asian, lgbt, etc.? how do you communicate with those different groups, especially when it comes to ideas like promotion? >> i have been meeting with all the groups regularly on the career development plan. anybody that calls for a meeting gets a meeting. the only thing that is a little bit -- not a concern, but the way the rule is -- with regard to the sergeant test and the lieutenant test, it is a rule of five. years ago they might have had 50 officers. most lists, unless there is a

demonstrable reason why, or rank order lists. >> did you have regular meetings with these poa's? >> i do not have regularly scheduled meetings with them. as peg groups by me with them regularly. >> thank you. thanks for your hard work. >> dr. marshall? >> if this question has been asked, i apologize. in your 100 days, do you plan to take a look at the recommendations of the report and make a decision on which ones you want to keep and which ones you want to jettison? what are your thoughts? >> a couple of the things, a lot

of the perf report spoke about another layer of bureaucracy. staffing levels, that is not where i think would be the best place to expand our resources. i would rather as we have done shranink control so the officers we do have have a control that is more manageable and tell them, do their job. i do like investigators. i have been a proponent of that. that was mentioned in the efficiency plan. i do like the special victims unit, putting the special victim operations, that was also in the report. and then as we go through it, i know they spoke to technology and the like. it is our reference the naidoo looked at. but i do have my own ideas and participated in the plan.

it almost looks like the same document absent a few recommendations. >> when you are ready we can bring that whole thing back and say this is what we're going to keep. this is what we're going to let go. the city spends much money on these we do not want them hanging over the department. we can make a decision over which of those things we would like to see incorporated. >> some of them are outstanding and some of them are already in place. >> i would like your opinion on all the things in their you would like -- all the things in there you would like to see. whenever you are ready to do that. >> thank you. we will turn it over to public comment. i want to thank you. >> you have talked about this fountain. my assistant, i would love to

tell you but if i do i would be a liar. christine worked on this and had so much patience with the herd cats behind me as we all contributed to this and it did come out well. i appreciate christine being there. >> thanks terry you enter command staff for their leadership. none of this would not have happened if you did not have buy in. thank you. >> we sat outside -- said that the poa has been on board. 3b, please. >> the director's report and review of recent activities. >> good evening commissioners and members of the public. i cannot