who asked me a cost per question. relatively from what we provide all of mine are between 500,000 to $700,000 of what we provide and we try to get them to do as much as they can. sometimes in kind and sometimes as leveraging in the programs they have. what i want to work with you on is deeper outreach. there are lots of places that we can hit that i know we are not. we've picked this initial cohort as you do with any grant as you try to get it off the ground what's easy for to us get to in a mass way. that by know means is catching or reaching all the areas that we know we can. as i

mentioned earlier we did invest, i did squeeze out some funding out of my budget this year to add a sector bridge component to be able to get into the high schools to let those students know about all of our academies. if you are a senior in high school and you haven't figured out what your next step is, the academy is a viable option. they are a huge stepping stone for individuals that have not gotten somewhere or don't have a path to the community college system. a lot of the academies do provide that bridge, that step into longer term academic training which is also one of the key indicators to employment. so we definitely want to do more and understand more about where we should be going and meeting with and how it should be done. we have just procured in all of

my partners that are coming on board on july first, we are doing a lot of meetings with them and outreach and orientation. i have providers in all of your districts to some degree and we want to reach out and understand how we can do that better. >> thank you, supervisor campos wanted to speak. >> i don't want to repeat what's been said but i do think the comments that supervisor breeds, supervisor kim have said about outreach are spot on and i think developing a plan in different parts of the city of are important. it's not

just outreach. it's meaningful outreach that we would like to see. >> supervisor breed? >> thank you. supervisor cohen for clarifying the fact that bay vac doesn't do case management support so in this program that you offer you don't necessarily have a case management component and these are people who have more motivation who are able to move through your program. >> they don't have a case manager but we have individual counselors to work with the participants. we have instructors who work with every participants and we have cohorts that go through and support participants. if there is a point at which they feel like something isn't working, they pass them on to the

correct person. >> thank you. i just wanted to make another point about outreach and again this is not necessarily directly just targeted at bay vac. it's not the only program that is participating at techsf. but they are a school like wells, in district 5, a consistent monthly visit to that school, meeting or asking the principal for access to meet with the high school juniors and seniors. because of the consistency of meeting and coming to the group of mow magic. but by right that came to them, they worked with them and did everything they could

to be a partner. i realize that's a lot of work but i want to make sure that we give no excuses for failure for our young people in this city. i think too often we have too many programs. everyone is operating on their own box on this side. everyone wants their own program here but no one is looking at what already exist and figuring out better ways to collaborate and not necessarily reinventing the wheel and holding those accountable in a given way and figuring out the expectations are. we are supervisors with a number of significant employees and we have neighborhood organizations and community organizations but more importantly tomorrow's work force is in our public school system. when we look at a place like wells where a

number of my kids are graduating and these are very challenging times, but also these kids have the heart and desire to do well, but just not necessarily understanding what direction to go in and the participating of their studios and doing performances, but what's the next step. what does that mean tomorrow for them if they are not applying for college or not going to city college. what does that future hold? the complete answer is not techsf, i understand that, but here is a way to just pick one school and target that one school and go there consistently and actively try and get at least 10 kids from that program once they are 18 to get them into this program. to me that would be a huge accomplishment. supervisor kim mentioned to me that two

students from the tenderloin are working at the tech company and started as interns and now gainfully employed. this is what i want to see. i don't want to see a bunch of companies listed and what it does, i want to see this work. i don't want to wait until 4 years later when we are done with the grant and the programs and we look at the numbers and they don't make sense for the people we are serving in our district. i'm glad we are talking about the program and what our expectation are and part of that is really not reinventing the wheel and making sure we are successful with this program. thank you for being here and thank you for your presenting. >> thank you, i also want to say something that we all up here struggle with communication. we all struggle

with outreach. the planning department and mta, this is something that just exist because not everyone receives e-mails and takes text message. i certainly, seniors in the community not necessarily your particular demographic but seniors are still not texting as probably the most of us are in this room. so i think the best take away is we want this to work in our community. we want to represent people of color and women that achieve do see or that you do not see in the tech industry. this is the beginning, the beginning of it. i don't want you to feel that

we are beating you up. this is a six month program that is going to be developed out in the next several years. the feedback is for all of you. the other partners and even rhonda as a director what we are trying to do that we as a city are committed. we want it to be successful. we have this big picture. like supervisor breed mentioned in the comment that we are the pipeline for the next generation. so what that looks like is providing educational opportunities for them but also we since we are in the budget cycle and we have budget members here, i hope they are listening. >> i'm listening. >> okay. i need to continue to fund the non-profit that are on the ground getting people in the work force ready. because i think it's a stretch to expect you to be able to get a young

person ready. there is a certain level of self motivation and spark and get the diamonds in the rough and show them the pathway to careers that are going to be sustain full and maybe the pathway towards incarceration, pulling them off that pathway. we have non-profits that are severely under funding that need funding with that. i want to thank you for your presentation. i assume you are done? >> i am done. >> okay. let's move this along. thank you so much. so we are

going to be techsf partners come up and speak. >> yes. we have zen desk and they have been a partner with us from the beginning. >> welcome to the hearing. >> yes, my name is tiffany, i'm the director of public affairs with zen zend an and they have watched up grow from non-i t support and not having an h r department to having an hr department. it's been a process. this is an a little bit of background. i don't have a tech background. i was a journalist for an long time.

i'm a new mom and i partnered up with techsf right about when i was about 8 1/2 months pregnant and i went out on maternity leave and came back in february and started talking to them again about handout you to work together. just if you have -- i'm here to answer all questions. if you have deep questions about our hiring process, i will have to get back to you. my position at zen is weird. for instance our women in engineering. i'm not a recruiter and not in hr. when i came back to zen i came to see how we can go into neighborhoods and link up into neighborhoods that we might not

normally would link up with. we definitely wanted to offer feedback and to prepare them for tech because what we always talk about is there is a disconnect to what people think happens to get a tech job and a lot of that has to do with technology that changes quickly. if the departments are here they will tell you the languages they learned two years ago could be irrelevant now. we have rebuilt it on the entirely application. i wanted to outlinew some of the ways we are going to work with techsf. i asked if he and his team would be we have became to talk about the curriculum in realtime and even challenging that curriculum to is an i this is great but what you really need is this. so he's going to be attending a workshop round

table on may 2nd at city college to talk about some of the squirrel -- skill sets that he requires and then i should note that what is cool about the the tech industries we have people with the most elite degrees that you can imagine an you are looking for a dynamic culture, you want as much diversity as possible in your work force because your user base is diverse and you feel like the more opinions and perspectives we can have in our work force, a better product it can bench -- we are enforcing a program. we will

participating on panels when bay vac has opportunities and sending people from our company, may believe engineers. whatever seems to be the best fit for the topic to give feedback and we would like to hire at least two interns this year and i think that's pretty much it. i can keep -- >> we have a couple questions for you. >> thank you. my question is, is there a way in which your company or maybe, i know you don't speak for all tech companies, but what i was hoping to hear from the tech industries is a plan of action which is actively engaged in the community. panels are wonderful to know and hear from tech companies, but one of the things that i noticed that's been really the most successful thing that's happening in our

community is consistency. for example the goodwill, they actually come and participate in events and participate in programs and meet and interact with the student volunteer. they are very actively engaged and there is a consistency and activation in their involvement. it wasn't just coming to a panel but working and at tutoring kids and where something where employees are maybe volunteering and giving back directly consistently and not just a one time or one day event but is there an opportunity for something of that nature? >> absolutely. we have a community benefit agreement and there are communities that detail what you are talking about are tied to that. we have already completed 400 hours of volunteer services at the end of april. our goal is 2,000.

our weekly engagements and we've also incorporate volunteerism into our new higher training. so our partners now we have weekly shifts with glide and the community services and tenderloin tech labs with the students. those are some of our regular partnerships, yes. absolutely. while we are working with techsf to support that element of trying to drive jobs in the city in the under served communities some of the training has been with the communities chef program and that program trains homeless clients in the culinary arts. i think we were the first if not

one of the first private companies to partner with them . the reason we might have been the first, would it affect their funding at all. so they have already tate erred -- catered 6 of our event. we hire them. they are great. >> thank you. >> want to thank san . if we were going to hire companies, we would select companies that are going to partner. you guys going first you were a great model. when others came out to us, we wanted to point out zen.

i know hiring young people in the tenderloin area is really important. i ran into them later, and i didn't even know who you hired. we can feel and see the impacts that people made and i was able to talk to them about their experience and they were so bubbly and excited and they live in housing an they were fortunate to move out of s row, read -- residential hotel and they are excited that they can walk two blocks and the chefs program is an amazing program in the south of market that really train our former homeless folks and i think that's a great example. i'm glad you are here because it's

important to see how it can happen and we can replicate what zen can do and how can we keep the model that you have been able to do going to other companies as well. >> thank you. supervisor campos. >> thank you, i just want to reiterate what my colleagues said. i want to thank you you for the interest and effort you have shown to the community. i think it's great that you are among the first who are doing a lot of different things. but what is your sense of the commitment from other parts of the tech industry. >> it's tough. i think zen is a really special place. i think what we've done in the community would have happened in whatever neighborhood we are in. i think it's in the company's dna. the founders

were danish, and what you do is give back. there are certain cult ure that goes with every tech company. it's a matter of who is going to embrace and who is going to stay in the ivory tours and who is not. i have to say in twitter, the equivalence of me and those two companies have to figure out how to work together and rather that to say, we want to combine our efforts. i had a happy hour at the office with all the six market companies so we can talk about what we were doing. i know that one challenge with zeus was they didn't know

neighborhood yet. one reason they did like the community benefits is knowing who the organizations were. it's easy to take for granted how well you know the services. i feel like my background as a reporter who used to work. i faced the old building. so i had an at some point to really get to know that neighborhood, but on the whole, i think once people get their feet wet they are really into it. i can't even, it would take me hours for the value to be in that area and get connected with the community has brought such a depth. >> i can tell you are excited.

in the interest of time we are going to have to tighten this up a little bit. >> from company to company it's going to change and that's not incredibly surprised. >> okay. thank you. >> supervisor campos? thank you very much. i would like to bring up andrew lindsey. >> andrew had an emergency commitment so we have steven. >> okay. steven. >> thank you. from jab on. >> what's your position? >> head of staffing. >> andrew sends his sincere apology for not being here. to give you a little of background. yan jab -- jab on is a consumer electronics company and we have currently

about 300 employees and will increase by 50 percent this year to give you an idea of the growth plans. we are very very committed to being in san francisco. so i'm here to represent andrew lindsey. he's the chief of staff and also chairman of the techsf advisory committee. at jab on we are big supporters and sf technology work force. to give you examples, last summer we are we have hired an intern through the job program and converted to full time employee and he's still with us and he works in our facility and product team. we plan to continue to do that

whenever it's possible. going back, i think if we can find people with the right skills, it doesn't really matter where they come or who they are, if they have the right skills we higher them. full time employees is a good example of that. andrew mentioned he had the opportunity to attend the tech sf program in the fall and was really glad to see the programs available to the student. he invited a diverse mix of corporates and partners to learn more about techsf and how they can get involved. the round table was a huge success and jab on and our peers are proud to announce that we are prepared to go forward. this group will provide and review

the process and techsf and it's working groups. we will continue to serve as a role of an oversight body to the work force development for the tech industry in san francisco. demystifying the tech industry is really important. about 50 percent of hires come through referrals. any of these events where these kids get to inaccurate -- interact with companies and engineers. another thing that caroline mentioned i think was the

lincoln training, one of the programs that they are running. roughly about 25 percent of hires these days and companies going out pro actively ien encompassing with people is a good part of what they are doing. >> do any of the members have any questions? >> you do. supervisor kim. our hearing is running long so i want to appreciate that. i'm actually course -- curious what your program as an employer that you now hired, what are you looking for in training programs. if you have an individual who didn't get a degree in engineering or computer signs, what -- science, what are you looking

for in terms of skills? >> i think attitude. i know that's something that kids have possibly going into the program but having the right attitude and particularly in the tech community, it's fast growing and changing and culture is hugely important to jab on and all the companies in the space. and being able to fit into that culture and being able to interact with a diverse mix of people that are working at the organization. that's the one thing that really stood outlast year and for the people that are employed in that program is the ability to integrate within the organization. i think these programs do help with that. >> more than skill sets

training programs, but that's kind of the one of the most important pieces that they can learn a lot more on-the-job. >> you have to have the right skills and baseline but equally as important skills is the ability to fit into the organization from a cultural perspective. >> thank you. >> thank you very much. >> okay. we've got a few more presentations and then we have a few cards for public comment. >> so just the real quickly we are going to change the order. i'm going to have billy wang come up from day cap. he has a really short video to show. i'm going to have her come up and provide her information. >> good morning supervisors. thank you for an allowing me to

be here. i know time is tight. i want to introduce jessica flores and i hope there is time for leticia garcia. so let me give it over to jessica to show a little bit of the success of the program. >> thank you. >> hello, good morning, supervisors, my name is jess ica flores. i'm an intern. i'm born and raised in san francisco. coming from a very competitive city, it's very difficult to find a job here. and being hard of hearing with disabilities it makes it even more difficult to find a job. when you have a disability you often find yourself in jobs like stock rooms and you feel