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 very isolated and under estimated and under valued. so i was working those jobs and i was like, i don't like it. i'm going to better myself. i'm going to make changes. i want to be somebody better. i want to inspire people. about two years ago i applied to a college for animation and visual effects and it's really exciting being there. i love being there, but the thing that my school lacks is providing us with professional experience and they say that until you graduate. i said no, i don't want professional experience when i graduate. i'm going to have to pay student loans. i want this now. i was walking down the hall in school and i saw a big flyer and it said professional experience and i

said yes. i want to put it on my resume and i went to an interview and now i'm here. they have offered me technical training and professional training and showed me what it's like to be a professional in a competitive environment. they have taught me what it's like to be a professional in three months more than what my school has taught me what it's like to be a professional in two years. this is actually an opportunity that i had with bay cat and basically my piece represents the idea if you want to make changes for yourself, no matter how hard it is you have to go out there and take chance. i hope you enjoy the video. thank you for your time. >> thank you.

>> we've save the other interest. i want to honor the other speakers. thank you jessica, if it does cue up, we'll let it play. many of you know bay cat as a very long history in working with youth and i think part of that outreach question for us has been building that pathway. so there are two pathways and techsf is one of those programs ultimately that i feel for the first time, bay cat is going to be ten years old next year. in developing these pathways. education to employment is part of our vision from the very beginning. it has taken 10 years to build a youth program in the beginning of that pathway starting with kids as young as 11 years old and also building a bay cat studio.

where many of our employers where i went to in many years they said is why would we hire your young people. i would say bay cat hires. instead of feeling sorry for them, please come and look at their work and see their skill set. it's really important for both the youth aspect and the other challenges as many of you know in heading non-profits and this is one important challenge when you ask for the help is that the digital divide is very present especially with our young people coming from under served communities, although how many hours they are not having access to the equipment to work on these areas. so as

i say to you these status as an example, two of our interns are full time employed when they first applied. one is for a non-profit. i maun is working at trader joes. i think this idea of work status i'm just painting that context i know many of you are familiar and bay cat and my cohost programs. this grant. i want to give kudos to you and rhonda, this is the first track that we do have at the table that as city and government officials and as well as non-profit partners coming to the table. bay cat has been able to lefrnl our

program based on that. this is a small part of the funding. it is a private public partnership. it requires a great deal more money to run the kinds of programs to break through some of these challenges that i just mentioned. so 50 percent of our young people are african american, 25 percent latino, and in spite of the statistic 27 percent are only women, 45 percent are women. only 30 percent completed high school and have that ged as far as that high school range. the idea of a pathway, we have 4 of our young people come k from youth program. the impact we have in our youth program and schooling is very important. we

have been at ib wells and doing workshops for three weeks with one class. can we scale it up, yes, we would love that. part of that is a resource issue. we hope to go with the program outreach with the techsf outreach and we know many of our colleagues have been doing this kind of relationship building and i know this grant is a way for all our colleagues to come together and share their best practices. i talked a little bit about the youth pathway, the other thing i want to mention as far as the employer pathway and jobs and connections. we have 85 percent placed and currently employed and many of the skills we teacher videography, film production and web design and often the jobs out there are

freelance jobs and that's something to keep in mine. sometimes the first stepping stone is finding your freelancer. bay tech is located in the industrial center. there are 300 other businesses there. part of the planning and research with did that led up to this internship program even before techsf was to actually survey the local businesses that are there. so you have start up people who started who is working in another start up in our building. we found that many of the local businesses want to work with our interns. as a matter of fact we had 30 businesses just within our building say that they want to do step up mentor and higher our interns. we know that employment is out there. we are looking at technology very broadly. we are going to bay cat studio client such as bank

and health organizations and other government agencies because everybody is looking for people to create video and web content. that's one market we are looking into. i will be happy to answer any questions. >> i don't see any questions right now. >> all right. i would like to have jay from europe come up. >> good afternoon member of the committee. there is a couple comments i would like to make about your opening remarks about jobs about that require experience with less than four

years degree. are the trainings here towards job and the coalition you see behind me is there is a direct channel from corporate partners into training providers and educational partners and they are being directly trained for the positions which is a phenomenal piece of the puzzle here. what i want to reiterate is the comment that carol made and what whe think of technologies are technology companies. they said to me do you understand that we higher more than google does. the find point i would make and i couldn't agree more that there is a different between low income and challenging and i know i speak for bay vac when i

speak about the young adults and challenges they face. we look at 16 different risk factors in addition to low income. we look at prior incarceration, substance abuse, mental health. there is lot of different issues. we understand, i know as a coalition we understand the challenge that many of our young people face in our communities and the support we need to have that. we have three social works that help support our young adults through program. those are the comments i wanted to make but the common hear are the tall enter -- talent and with that i would like to introduce one of our talented young people.

michelle. >> hello, thank you to the board of supervisors for an allowing know -- me to speak here today. i want to start with a history of myself. i'm 21 years old, born and raised in san francisco and have a son who is 9 months. growing up in high school, i was only the follower so i was looking around my environment to see what actually there really was and all i would see is young adults getting into trouble and youth going into street and hustling and doing all this bad stuff and i thought that was the way i had to live because that's what i saw. doing that it almost caused me to leave school. i found this program

called united players and they flipped my life around and gave me a different perspective from my choices. from there i started helping out youth and tried to make a difference and i'm happy to say that i graduated and from then on i continued with my college learning but then i notice i still didn't have that energy, that support, that focus. because i grew up with a large family, my parents were working hard and i didn't have that support and motivation. knowing that my son was going to be on the way, i had to take a big risk which is basically put school to the side and find a job where i can provide for my son. i found a friend in the program and from there on i put

all my energy, all my focus. i was already tech savvy as a young boy i self educated myself through google and i knew all that knowledge, but i didn't know where to apply it. europe came into effect through that and they helped me realize all the skills that i need in order to survive in a corporate environment. it really stood out to me. they gave me the opportunity that i once thought i could never have. not only did they teach me the tech skills but the business and professional ask ills to survive in that environment. everybody was understanding and supportive. now i'm exceeding my expectations and i'm really trying hard to find a career that i'm interested in and i

feel that technology is the way to go. if it with respect to for this program, i would probably be on the streets and maybe my son would have followed my bad steps . now from being a follower i'm now a leader and i can say that hopefully i get employed because i'm trying my best, but if not i'm networking with people around mozilla and something i'm really passionate about and this opportunity has made me realize that i have a chance. and thank you for your time. >> > thank you. our last participant speaker is from bay vac. so carol vaney you want to introduce. >> it's my pleasure to

introduce lillian cortez who has come to bay vacs and is now back through techsf. >> thank you for having. this is a surprise to speak. i'm going to give you a little bit of background. in 1995 i came from my country in cuba. i created a career in cuba but coming to the united states i was completely empty handed. i didn't know what to do. i did a little bit of research in the market and i realized i could go into the web area so looking around i found bay vac and that was my first step in my career, maybe a link. so i started media link and i became a web developer for the last # 13

years. so i got laid off in may of last year and again, i said what am i going to do. i have a web developer skills. this technology moves really fast. i need an intellect boost and i have to go back to school and again i went back to bay vac and they provided me with this course that i have been thinking about taking an i did it. i graduated in march 31st. i got a job which is a freelance job which is great with building a website and i'm shooting a video for them. so i'm very excited. i'm very appreciative of what bay vac has done. thank you. [ applause ] >> so that is what we do. just

to answer one question that you had asked supervisor campos. i didn't have my glasses so i couldn't do it up here, but you asked how many of sf city companies have hired. i have that information. i want to say it out loud. in addition to the companies that heard, google, adobe, ebay and academy of arts have actually hired from that 26 pool that i said was hired. we track all that. so i can definitely provide you all with much more data by district anything you would like in that way. just a few comments from me and we have a number of other students that want to say something, public comment and i want to reiterate and thank you guys for having us come at the front. usually by the time i get to you all it's a year or two later. might take away what

i heard is we really want to work with you on the outreach to make sure we are tapping in the districts in the correct way and connect with the leaders and we want to do that. the industry employers perspective we can always use help with that i have three others. so i personally can use assistance in health care and hospitality and construction because at the end of the day we are measured by the ability to place these folks in the private market. and the last thing for me and the team in general is that obviously this is slated. it has a finite in terms to see and we have to

figure out ways to continue the life of the grant and continue what we started. a lot of the academies that we have started were seeded one way. each has a story to where i received seed money to start it and knock on wood we've been able to keep these going. i will definitely be working with you all calling you to get into that. with that i think we have figured out how to show the video but not have sound. that will require more. sew -- so we'll end with that and i believe you have some cards for public comment. >> thank you, you mentioned the companies of those 26 jobs how many came from those companies? >> so the sf city members of

those companies that have hired from that pool, 5 companies have come out of sf city and adobe, google and academy of arts. >> is it like one person per company? >> yes. it's one person per company. >> we have a video. we don't have any sound.