>> do you have any announcements? >> please silence all cellular phones, and any speaker cards should be turned in. item number one, a hearing to receive the update on the police

department's budget for 2012- 2013 and 2013-2014. >> item #1 is a series of department budget updates to provide the committee members with the opportunity for feedback before the budget is submitted to us. we have chief sir to present the department's budget. >> i am ready to present a budget. we will give you an overview of war -- where we are, and the situations we are dealing with. this is not a complicated budget but some of the problems with relation to staffing in vehicles are pronounced. if you look right now on the

screen, the proposed budget is 480,000 -- 480 million, -- 89% of that his salary and fringe, and that is a huge proportion of the budget. next is services to other departments at 7%. these are things i don't have a lot of control over. 96% of the budget is static. and the remainder is the non- personnel expenses. the current budget proposal includes a reduction of 36 sworn positions, and the reduction of 36 more in the following year. this is equal to 5.8 million for each year. non-personnel contracts include maintenance and consulting services.

the department's our workmen's comp charges, the other is capital equipment. >> can i just ask what the regards to the proposed budget, services to the other departments, does this include the bay airport officers? >> muni would be yes, assigned airport officers, no. the next one, the fund's expendatures, we spend 56% of the budget on patrol, 16% on investigations, 10% is the airport, and occ, is one percent. >> just a question -- >> a clarification. just a clarification. on the first chart, airport is

inclusive of the salary and fringe? >> yes. >> and service of the other departments, they have the work order from muni. >> where is this? >> this is not. the other services. services of other departments. this is in there. >> ok. >> the funding expenditures, as expected, over 55% of that is patrol. this is not to be overstated that this is the backbone of the police department and the other units support patrol, and

the officers within those districts. the budget is -- although this is going to grow from where was last year, this is basically because all of the concessions made over the life of the labor contract came to this year, so the furlough days and the postponement of the salary increases and all of that, that will become due in 2013. the big issue for us is staffing. we are down about 200 officers, 200 officers -- and this goes up and down a little bit but will keep going down in the succeeding charts. we lost 68 officers in 2012 to the drop and the option program and will lose another 111 or

more in 2013, and we will lose the balance of the 265 total before the end of fiscal year 2013-2014. this will be exacerbated when the current contract expires -- and there are things with them a contract that mayor may not continue. certain benefits have gone away in the other contracts. with the wellness program. we could lose as many or more, as 100 officers. at the end of 2015. the total net loss of current staffing between now and then, would be somewhere around 400 officers. less we turn up of 500 officers

down. it would be difficult for the police department to do much of the front end stuff. the primary responsibility is answering the 911 calls. the other agencies that have suffered losses of personnel are suffering increases in violent crime because the officers are not there for the front end work, doing the extra time with community policing. this does not really serve anybody. >> i want to make certain that we are doing -- the number that you see -- this is according to the formula -- according to the number from 1971. if you have officers assigned to the airport, this is not counted. >> this is on top of everything. they are down about 10% from with the equal staffing would

be. if you look at the next slide, there are no class is scheduled, -- classes scheduled, and every member of the board knows that we need some academy classes. if we had no academy classes, when we get to that point of june 15, we would be at 1480 officers, the least amount we w ill have ever had. >> can you explain how you got to these numbers? is this the number of those who are enrolled and drop, and those who would have to leave because of the drought program, what does this bill in attrition? >> this is counting on a certain amount -- certain amount of attrition on top of that. those are conservative numbers.

>> in terms of the attrition, there are going to be some people who would have overlap on the drop where they are retiring because of the program. you are not double-counting on the attrition number. the situation would go the other way. there are certain people that did not go into the drop that will retire. the minimum would be the drop numbers, and those numbers will likely be higher. the next slide shows the staffing plans that i presented to the mayor. the key number to look at is the final number, the red number. the number that never gets to 1971, that is if we never hired -- if we never hired any --

anything but three classes. we need to add some time by the bullet and higher -- hire four or five classes. when we get to full staffing, we need to of them per year to stay there. we have gone through a cycle where we go through these spikes, and then create the circumstances where everyone who is hired leaves at the same time, creating a huge deficit. we have not hired a general fund since 2009. the first class that we will hire will be this year in june. and the reason it was hired late was that prior to getting -- we did not have a test schedule when i came in as chief. we did not have enough qualified

candidates to make up the full class. we will use a combination of the old list and people from the new list that we now happen to have several hundred candidates and we believe we can hire enough classes. >> supervisor avalos? supervisor avalos: if you could give us, what is the full cost of the academy class, if they were to start at the beginning of the fiscal year? >> it depends on when you hire a class. the range would be -- it depends. this is somewhere around $8 million, for the whole year. you can take away from that cost.

we do have a slide, if you can put this up. >> this would be less than $40 million per year. >> if you look at this -- >> i can multiplied. >> this is the spike that gets created because those middle years, this is when we would have the full academy and the people who are still going to retire on the books at the same time. in 12th-13, the expense depends on how many that you hire -- the true spy would be in 2013 and 2014 -- because the officers that would be on the books, are actually making a lower rate of

pay, if that makes any sense. >> that makes sense, and i see the need to want to have -- to make certain that we get as close as we can to the full command. $75 million over one budget year is a lot. if i read this incorrectly -- >> this is 36. this is half of that. >> this is a lot. >> and again, the situation, as it goes, we put ourselves in this situation and we do not hire, and then we go low. we will get to later slide, and this is questionable if you pay this in salary, or overtime. the job still needs to get done and we have a historical slide

here that shows how we go into an adverse situation, as the salaries go down and over time goes up. if we have the full staffing, we save this in overtime. this is 12-$13 million less than it was a few years ago. and there are the record low homicide rates when we have the bodies to do the front end work. >> this is surely commendable and i am impressed with the police department bringing down that number. i recall in 2006, the response was to increase overtime. and this is not a direct correlation for the higher rates of overtime. this is a testament to the work that you have done, and the men and women of the police force. >> just a question for the

mayor's budget office, i have heard a different number, more in the range of $5 million. can you identify? >> i think as the chief said, the number -- no. does depend on when this starts, and it depends on some of the economies of scale. there are some savings to the department, and the class is marginally cheaper when you have more of them. you don't have to shut down times on the front or the back end. we have tended to plan for $5 million, the cost of the academy class. >> i am trying to understand this -- that these are all full recruits and we are not assuming any lateral classes?

>> now that everyone is low and hiring again, the competition is great. another thing with lateral, in the situation where laterals were laid off, it was due to no fault of thier own. when you get laterals, they are looking for the best financial deal. this is not the best reason to switch over. >> can you explain the difference in the colored lines? >> we color-coded if you had five the first year -- and the purple line, full-staffing the fastest would be five classes, then three, then two. that makes the biggest financial hit the soonest, the fastest,

but don't see the prolonged high numbers. >> and you roughly space this -- >> to put it in context, we have had a couple of situations but one of the big issues that we had was when captain goldberg and i came in. they had six academy classes a year. all of those have now hit 30 years of the same time. supervisor cohen: when you say a lateral hire, this is someone from opd to come over to our force? >> yes. they would go through the abbreviated academy, and they are more ready to hit the streets. but they are not home grown so we do not get the educated --

>> in terms of the hiring again. this is part of the hiring for the end of the year. we want to get resources to the police department. we have the administrative leave, we have with the appropriate level of funding would be. we have one or two that will get carried out. >> i am the chief now, and when the old lists were made, this is

not as laid out as i had intended to be. we are not only testing, if they are away at school, there is constantly attesting process. the looks that were ending, if they have been extended, this was the class that we would want to have. as soon as i got in i worked with h.r. to get a test up. we are in the testing process. many of them are in the background process. it took almost all of the one- year anniversary to get this --

and we are ready to hire. we are budgeted for 30 -- we will hire 10 laterals in may. by the end, we will have that class in this fiscal year at a discount. we will have 50 hired. >> supervisor kim? >> i was confused by the statement. we made the decision to add academy classes, i believed you were the chief's son. it would be that, again, the determination would not be made until that same time period. what would it be like from the previous year? the police department had not tested 250,300 people.

i have -- 25300 people. i could get five academy classes in whatever amount you need me to hire them. >> how many individuals are in the academy class? >> we like to try for 50. >> we have mor on how we move along -- on how they deal with the positions and the recommendation for 251 positions, and we have more of the full-duty officers, and so when i look at the academy class of 50, i need to see a commitment, this is the 50

positions. this is part of what the civilians -- i want to know where the department is on that process. >> i appreciate what you are saying. we have fewer uniformed police officers, more than i think we have ever had. i have vast everyone who was in the administrative function, if they were sworn or not sworn, if they have found a way to be on the 10 hour day and i put them on the eight-hour day. this increased staffing without having to hire anyone. this allowed me not to have to take 15% more from the patrol to continue that -- and the i am

asking the people in the specialized assignment, to be on the streets -- this would increase staffing by 7%. so i don't have to put officers anywhere else. i am trying to share the pain, and i am committed to, if allowed, to hire civilians to do what civilians do. when we went again through these hiring crunches, and had to hire the small civilian classes, they did not contribute to the complement. since we are trying to get the i.t. up, we have several

stations up. this has been better than 15 years. we will be there by the end of this fiscal year. this is maybe for another presentation. this is going as low as it goes. we have a whole generation, technologically. we have some kind of device that we are working with, we're trying to get -- >> the department had the civilianized several positions

and how many of the 251 recommended positions? >> we have 251 police officers. we have a number of those -- >> we do have a certain number of officers who are modified duty. >> i completely understand that many districts are going through -- we would like more officers. we have the patrol work we are able to do. >> i am glad you brought this up. we don't ever seem to get a concrete plan on how the police

department implements this. if you think we have fewer serving in civilian posts. we have a huge opportunity and if that is not the case, we need to note that. if we put academy classes in the budget, i want a real plan about civilianization. we need to look at opportunities to put people back on the street. i get that. at some time, there must be opportunities that i don't see reflected in these plans. >> i am happy to give those to you. we took a million dollars off the top of the police department when i first came in

and we made these other adjustments with regard to the schedule. we have 7% more fall -- more from 10 to 9. before we do the next presentation i will have the civilian nation numbers. >> i would like to ask the budget office to do this for us. we have the cost of the academy classes. and i understand the $5 million, the cost of running the class. it makes sense to me that i want to know, you are paying for a

lower salary level. i would ask the budget office tighten the number and share it with us. >> the next slide speaks to what i was talking about. we will go one more. this shows what the full staffing can do, and there are people who say that one does not necessarily stay with us but this was so dramatic that the closer that we have been two full staffing, the lower the homicides have been over the last six-eight years. the public-private partnerships, we talk in the

middle of the night, and you give me information and this goes out and all of this stuff works. if there was a case where if this is not broken we do not want to fix this. we have been over 1900, with record lows for homicides. supervisor avalos, we were at $6.2 million, and when the staffing went as close to full staffing, the overtime came down. it is at or around $10 million. it wil lbe at or around