son, jeff, and jim, the ceo of the west coast that have endured many battles. we share the property, share the privilege with boston properties and thank you for the opportunity to develop such a wonderful high quality energy efficient building that we are going to be so proud of. thank you for the opportunity. [ applause ] >> thank you, jerry, very much for those comments. now our final speaker is zuckerman. a man who needs no introduction and a man who i have a tremendous amount of respect for and incredible inspiration to me. he has worked his entire life in numerous capacity to make this

a better world. a publishing magnet, he's the chairman and editor of the new york world world -- report and a regular commentator on the mclaunch group. the council or foreign releases and washington for studies and strategic studies and vice-chair of the international peace institute. he's also the vice chairman for the public schools and a past president of the board of trust ee financing for the cancer center in boston. he has

helped in many areas in journalism and many others. he has led the company to success after success. having known embarcadero since 1999, now not only the property, but the san francisco business times reported that properties as san francisco and boston properties has emerged as san francisco's biggest office developer. we thank boston property for paying san francisco such a huge compliment. we welcome zuckerman for this project and thank you for this project and thank you for all you do we look forward to working with

you in this partnership. [ applause ] >> thank you very much. i speak here on behalf of boston properties. i think we are looking for very much to expanding the company's name to boston san francisco properties when this the building is finished. it is no great challenge to be difficulty for me to stand here and express a lot of enthusiasm for it captures the of the things that means most to me in life. one is, i am an urban alcoholic. i love city life and anybody who loves city life cannot help but love san francisco and everything that is happening here. i love to work with great people and jerry heinz for those of you who know him, know that he fits into this category, if you think this is

the tallest building west of the mississippi river, jerry heinz is the tallest developer from the western canadian border. i think it's terrific to be able to put together the vision that he has brought and the work we can do together. i want to say that this is not an accident. you need urban leadership to do that and you have that in the city with the mayor and maria and with the supervisor kim. it just does not happen by accident that you are able to bring as many good people together and as much in the way of financial support in order to backup your dreams. i think what we have sure something that shakespeare described in a very good way. everybody wishes to have this kind of a project take place in this kind of a city and show the kind of negligent for --

energy for this city can have. we are thrilled to be here. it is not easy to do these things. you have to give birth to the deed itself. it's one thing to talk about it, and another thing to have it. it's this city that makes that possible. we are just thrilled to be a part of it. thank you very very much. [ applause ] >> thank you, it's an honor. now i believe we have the check presentation. i will let mort do the honor. would you please come up and the mayor and supervisor kim. >> i did not say that this was the painful part of the process. [ laughter ] >> mort will be paying the

rest. [ laughter ] >> so, the check is made out to the transit joint powers authority. he said do we have to give you the 57 cents? yeah. we do. we raised the money penny by penny. thank you all very much for coming. thank you all to our partners who are here, the business community, the building trades, the

laborers, everyone here, our former partners mayor. thank you. i now welcome you to a light reception. thank you very much. sorry, i forgot the most important part. we are going to break down. we are going to do this. [ applause ] [ cheering and applauding ] [ cheering and are going to do this.

good morning and welcome to the transportation authority. my name is avalos. joined to my left by commissioner cohen and scott wiener and we'll be joined

shortly by other commissioners. david campos. clerk of the committee is erica chang. i want to thank s fgtv staff for broadcasting. are there any announcements? >> there are no announcements. any comments or questions? we can go to public comment. public comment is now open and we can close public comment. colleagues. a motion from the commissioner cohen and commissioner wiener. we'll take that without objection. let's go to next item >> executive director this is an information item. >> great.

>> fong, as the clerk says this is an update from the director recruitment. we have today from the hawkins team and they will report what they will be doing in the last two weeks. they are meeting with stake holders and the board of supervisors and scheduled to meet with various county san francisco agencies. i would like to bring them up to walk you through their attachments. we have unattachment on page 9 is the schedule which you have seen before at the last meetings. we are at no. 1 where they will be presenting their draft memo and summarized input from stake holders interviews. as you know this schedule is a tentative schedule and up for review along the process. we have a

draft recruitment profile as well. before you, you also have a copy of a few items that the hawkins team will be presenting in the next few minutes. with that i would like to bring up bill hawkins. >> thank you. good morning, commissioners. thank you for this opportunity to bring this bill before you. i have the president of the hawkins company and i just wanted to first give a lot of credit to staff. they have been extremely helpful in terms of providing us with the information that we need in a timely fashion and kind of walking us through the maze of the city so we understand the city of san francisco. i just want to acknowledge them before you

this morning. today we would like to get into the the nuts and boeldz -- bolts of this process. we have been actively engaged and meeting with various stake holders. we have met with all the members of the personnel committee of the commission and david chiu on the commission and jane kim and with the senior staff of the authority. we've also, today and tomorrow and latter part of this week have 5 other people that we'll be meeting with you on the list and from the puc, maria, from the transbay joint powers authority along with monique miles -- we have still

a few people to meet with and they include gill yan jill et. she's on vacation and we'll meet with her next week and we might want to talk to the mayor's chief of staff and as well as david chiu's aid who is a specialist in transportation issues and the director of public works and mta commission executive director. if there is others that we need to be as to this issue, please provide us with the information and we'll be glad to add to this portion. >> the director and perhaps douglas might be, if you can't get the director, douglas might know a good deal of the relationship with the

transportation authority. douglas legg. >> okay. today we would like to show you the input presently focusing on position. >> thank you. we are joined by commissioner campos at this time too. >> good morning, commissioners, it's nice to see you all this morning. so we are going to talk about the core leadership competency that we were able to develop with the conversations with the commissioners. it's on this powerpoint presentation and in this document that you all have. so, the core competency is something we are going to be evaluating all the

candidates so once we go out to recruit we are looking for candidates who have a combination of all the different things that include a technical leader and passionate leader and i will talk about what those things entail. in addition to targeting candidates that encompasses these, we are going to uncover how they have met these experiences. the first i want to talk about is the technical leader. it's very clear they need technical director in transportation and planning, someone who is smart, thoughtful, an alytical.

planning and financing and experience in securing funding for special projects and need to be experience nd getting federal and state funding and understanding those regulations and they need to review planning and global perspective. it needs to be a big picture thinker and not someone who has tunnel vision. they have to have some technical credibility. as a technical leader those are what we are looking for in the candidates and evaluating them against. the next thing is an external leader. what we mean is also very clear and we've heard this that the person needs to have a lot of attention focused out into the community, out into the transportation community, out dealing with federal and state and regional partners.

elected officials, legislators, and to advance the project and also need to be focused on dealing with the community groups. they have to the a proven regional team player and political and know and be politically savvy and know how to deal with the politics of san francisco and active participant outside of san francisco. so in addition to having meetings here and attended meetings locally, they need to be able to go out into san mateo county and east bay and have a presence outside of san francisco and be able to engage with the committee agency by the transportation authority in order to move the project forward and collaborate and inclusive in the decision making and they also need to inaccurate to and respond to a variety of different stake holders and they need to have

great working relationships with partners on all levels city, region, state and commanding respect throughout all levels of the transportation community and they need to be really involved in transportation. the next core competency is a passionate leader. it's someone who is passionate and also has some compassion. they have to be a visionary and strategist and needs to be an innovator and think outside of the box and have to have a passion for what they do and they need to listen work well with others and be able to connect with all segments of the community and values and champions of social justice and equity of all aspects of t a's business and operations. what we mean by that is we understand there are some disparities that need to

be addressed when it comes to transportation and san francisco. this person needs to value and acknowledge that and at least begin to do some work in addressed it and we like to also look add candidates who have had some experiences. i'm sure there are challenges everywhere but at least having an understanding of this and in addition to that as far as contracting with the mta, we understand there is a need to include more diverse contractors and subcontracting in the business and operation of the ta. so that's what we mean by social justice and equity and really addressing the disparities of doing business with the city and addressed the the needs of the community in san francisco. they also have to have a track record of promoting social equity and we'll be looking at

that as we are evaluating competency. the people leader, they have to be people sensitive. they have to have interest relationship skills and be relationship oriented. we understand that there are succession planning and they have to have mentoring and they have to manage in a collaborative and inclusive manner. this person needs to be able to empower people, motivate them, they need to have people follow them so they truly truly definitely need to be a leader. they need to be able to rely on the professional and technical expertise on the staff. we understand it's a very extremely competent staff and they want to be relied on before their own professional expertise and they need to be

able to lead this savvy team. they need to be confident, courageous and inspirational leader and be able to make decisions and focus on consensus building. they need to be a people sensitive leader and all these core competency focus on leadership. these people need to be a strong leader to lead the ta next level of growth and development. anyone have any questions about the core competency that we are going to be looking at? >> thank you. actually, i just noticed that it is leadership skills and be able to look at interacting with different levels of community and government internally within the corporation. i think these

are important skills to have. thank you. >> thank you. we've been already engaged and doing preliminary research relative to potential candidates that we want to focus on and daphney has had some conversations, good morning, daphney has had some conversations with the leaders and she'll come up and give you a brief synopsis of what we are starting to see in that particular regard. >> good morning, commissioners. thank you for having us back. >> good morning. >> daphney, le belong. we have started to informally talk with number of people. the ideal

candidates for this position is in my mind somebody who is doing this well someplace else and we want to encourage them to come here and do that. there are a number of people locally as well as throughout the country that have the same skills that you are looking for in the core competency that have been noted to you. we are looking at talking with leaders in the field, getting their recommendations, finding out exactly what they might recommend or where they might recommend we look as well as places that we've already identified. i have been talking with some individuals with the institute with private planning organizations, transit agencies and such already. and i have started to compile a list of

folks that i will circle back to and talk to more specifically about the opportunity as we move along. >> i think we have a question from commissioner campos. >> thank you, i appreciate that and thanks for taking the time to meet with me. i do want to say something about you said that i don't think i agree with. i hope there is a modified approach. i don't necessarily think the ideal candidate is someone who is doing this somewhere else and doing it well. that excludes internal candidates. i have been very clear from the beginning of this process, that i don't want this process to be simply about finding the best qualified outside candidate. i want to find the best qualified candidate period. but your statement doesn't really include or allow for internal candidates so i do take issue

with that because i don't think that's necessarily where i want to go. i think if the best candidate is an outside candidate, then that's the person we hire. but i hope that is not the approach you are take. >> the approach is an inclusive approach and will include internal candidates as well. >> that's not what you said. you said the ideal candidates is someone who is doing this well somewhere else. they could be doing something well here. >> that's true and i apologize for that. >> thank you. >> i will pull that back and because i want it to be known that it's not just a cursory. it's not just cursory that we are considering in looking at internal candidates. they are as viable. >> absolutely, we have to be careful what message we send to staff that might be interested

in applying. i think you should have an exhaustive as much but not excluded people at the agency here as well. >> very well. >> thank you. >> any questions? >> were you finished with the presentation? >> i was pretty much there. i just wanted to -- since commissioner campos had a concern i wanted to make sure if there was anything else we can get clear. >> commissioner? >> yeah. from everything i have heard it's clear to me that internal candidates are going to be considered and it going to be an exhaustive internal and external search. i interpreted that by simply saying that the net is going to be cast very wide and we won't do a cursory locally and internal to the agency we are

not going to do a cursory search for around the country because there are some amazing transit leaders of the bay area who could be very strong candidates. i think with that clarification, that's been my sense all along. >> okay. well, i will finish up by saying is that we understand what the concerns are that the ta has with regard to where it is and where it's going and i look forward to talking to individuals that i have identified with based on what the needs are as well as identifying others as we go through this process and screening through our rigorous screening process. >> very good. thank you. i would actually in terms of making sure we are casting that wide we are also casting it within san francisco as well. >> we start off locally. >> right. i do want to -- i

think it's important to be careful about how we do talk about the ideal candidates. you did say they were elsewhere and i think that somewhat could be interpreted exclusively to outside of san francisco. i know you brought that. >> it's all inclusive. it meant to be all inclusive wherever they happen to be. >> i do think you need to have the international search as well but pertain to local as well. >> what i would like to do is we've given you the text of the draft borrow borrow brochure. we asked them to put something in front of you this morning so you at least have a visual of the profile which is our key marketing document is going to

look like. and so they have done that the help of staff we've been able to produce this so you can take a look at it. we can kind of walk through it. typically the recruitment is going to have 2 aspects to it. there is the highly public aspect of the recruitment which deals with putting noticed and postings in various professional journals and websites and various list serves and other sources that people generally go to for information, not only in terms of information about the profession but also information about job opportunities and what's going on. so that's the highly public side. usually about 80 percent of all the volume of applications come as a result of that high