community already and we do outreach to over a hundred hoos in the bay area and we have a long lasting relationship with any of these. >> do you feel they are already driven and successful regardless of this program or are they more of a challenged population. >> we try to get a real mix. we try to get students from a mixed community. so they are extremely low income. >> low income and challenging are two different things. we want to make sure there is a difference here. >> yes. every person in our program is interviewed one oun one with two staff members and meets with a level of support with a guardian or teacher and we take all kinds of considerations of the facets of the students life. >> in most cases those students

aren't as challenging, for example another population that i have worked with in the past i have taken them to various programs and it has been a challenge mostly because they have challenges that make it difficult for them to participate in programs. although there is a desire. i just want to make sure that there is some level of support to say, no, this is not for you, but we refer you to this case management services because i see case management services and i know bay vac is not solely responsible for this program in particular, but i just want to make sure that we are making it an accessible program of opportunity and we are providing the tools necessary through case management support, through whatever is necessary to keep them in the program and to help them thrive in the program. thank you. >> i have a couple questions.

how long have you been doing the outreach? >> i believe we started doing real outreach in october and november. >> and this is now april so that's about 6-7 months. so you are still working out the kinks on how to work the outreach. you are not set up to do case management work, right? you do training. so there is a certain level of expectation that the individual has in certain core and discipline that they are coming to the table with and we have other non-profit services to help people get work ready to be able to receive the benefits for what you are saying. i just wanted to clarify specifically on what your role is so that we can

better ascertain whether or not you are meeting it. >> i didn't know there was any outreach to -- i know they have outreach to techsf. that means you actually went out and talked to their membership and youth and not on a staff meeting. i don't count that as outreach. i think we should be very specific about what outreach means. i know there has been a strong partnership with idc, and who actually hired youth. it's an amazing opportunity for those two young

people. but i just think we have to be careful what we talk about outreach. if you are talking about an organization in the district. why i expect outreach is what you sat down with. the youth, the parents that are unemployed, i don't think this is their understanding of what this was about. >> it's my understand ing that they went to speak there. >> they came to the meeting, it's not outreach to me. it's a good start. i think that, the reason why we are having this hearing is not related to pin anyone on the wall, but it's to give feedback. i think whether we talk about outreach, we would like to see deeper outreach in the neighborhood. i think we want to hear about it and as supervisors we spend a lot of time in our district. we hear a lot from our community

and organizers when we fee like real meaning full relationships are happening. i would like to see more of that happen. the second feedback that i will just share and i saw this at the school district. we saw a lot of academy pathway programs and unfortunately because of the lack of resources that we had at the school district that whether it's the health care, the law, the hospitality, the academies are often higher achieving students. they can be our low income students. i don't think low income is necessarily addresses the question of whether or not they are our most motivated students. they are the students that are going to sign up themselves and do all the work to make sure their teachers, parents or guardians write them

a letter but i hope that we are able to touch students that feel like this is not for them. they don't see themselves in the tech center. they are not going to be motivated to come to an open house and get a recommendation from their parent or guardians or teacher and what i want to ask is what can we do to give you more support to reach those young folks. it's really hard to get some people there. supervisor breed and i were both youth organizers at one point. you have to do a lot of work to get the young people to really get to that program. not just the folks that are going to sign up themselves. i guess i hope that's some of the work that we can do in the next three years of the grant cycle. >> thank you for that. this is an opportunity for us to get

feedback. i hear you and in all of our academies we have learned where we can do better. i think to get to the deep outreach, you need people power, you need a lot to your point around the engagement process is very relational. it varies throughout your district. it's not a one size fits all model. as we talk about this and as i'm able to come back and give you updates, we have a finite resources. i get very little general fund. most of my programs are federally funding. we are able to leverage with our partners with some degree, but, are at the end of the day, the more

resourced we are, the more we can do. the limitations around some of these it cost money. i think it was supervisor breed 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