>> actually two minutes all the time. go ahead. another minute on the long-term future would have been nice. i appreciate the presentation and i appreciate the tip off that this item was coming. i think the context is not entirely clear here. it was sort of expressed a bit. but i'm not really sure the relationship to other plans and programs, if this assumes the t.e.p., the t.s.p., the entire existing communities strategy, the real estate vision, other thing that are ongoing. i mean, whether those things happen really informs whether we have the capacity in our yards, the facilities or other things to be able to deliver some of these suggested investments. it's difficult to assess the relative merit of some of these investments why the n and not

the l. i'm sure there was some thinking behind that, but that wasn't clear articulated. and these priorities fundamentally are not balanced. i think there are some equity implications here, title 6 and otherwise, why continuing a downtown based system makes sense rather than a modified grid or, you know, facilitating more cross-town travel. and actually, somewhat inclined toward director heinicke's comments, not that we shouldn't have long term but we need to have near term projects that deliver some of these concerns. i would be happy to engage further with staff. i think this does need some more discussion with not just the cac, but a variety of present and past and future

stakeholders. we should be talking to frankly the youth commission about this. >> thank you. this is the beginning of the conversation, of course, there will be plenty of opportunities as we go on. further opportunities for public comment. >> okay. mr. sullivan. good afternoon again, director mark solomon. working on the parking and the north mission we try to work with people who are very car focused on what true north is for transit. saying that if we take these steps we'll have transit for you and you can give up your car and it will be okay. but i have no north star to point them to saying this is where we need to go. this could be that but it's not quite there yet. in 50 years we'll have transporters and jet bags. we have video phones. we're on our way there. let's focus on next 10, 15 years here at the latest. t.e.p. is supposed to be to be this but it's been put on an anorexic diet. [speaker not understood]. we already spent 4 million on the t.e.p. it's been sundowned.

[speaker not understood] there is no real push to make it happen. the 25-year plan is for the ta. it's currently having constituency saying give me this, give they this. there's no real vision, no coherent star that says this is where we want to go to make it so you can give up your car. 3.1 billion out of the billion needed for our current investment is funded forted 25 year plan. this is' almost a billion short. there is nothing for the greenhouse gas component upon which all this development zoning has been based. so, what we need to do is tell developers which [speaker not understood]. there is so much money behind those entitlements. you condition those to actually paying for it and the tsp, tsf doesn't get us to half of that amount. director brinkman, these are complicated systems. i don't know if anyone in this room is smart enough if we change a thing here, there aren't any deleterious effects. the c-e-q-a can get us so far. we celebrate on the 22, 23, 34

to bring us down around for the cross town and be able to get people around with the radio lines providing linkages there. that kind of investment will do t. i think we need to look at if you give us 10 billion, give us 20 billion, we can do this, this and that. and show folks just blue sky conversation as to what we can do with the resources will be the best way to get the resources. you may have poison the pot on central subways [speaker not understood]. it is an informed project that's out the door. if not something we can build upon [speaker not understood]. >> anyone else here to address the board? seeing none, [speaker not understood]. >> mr. chairman, that's all on your agenda today. >> we are adjourned. thank you all very much. [adjourned]

>> the city of san francisco sfgtv meeting of the san francisco transportation authority occurring may 6, 2013, will begin shortly. >> good morning, today is monday may 6, 2013, and welcome to the personnel committee of the san francisco transportation authority. my name is avalos, the chair of this committee and the authority. joined to my left by commissioner cohen, and david campos will be joined shortly by weiner and mar. >> and the clerk is cheng and we also broadcast today by

sfgtv staff. madam clerk, do you have any announcements? >> there are no announce.s. >> if we could go to the second item. >> approve the minutes of the april 1, 2013, this is an action item. >> colleagues, any comments or questions on the minutes? >> we can go into public comment on item two on our minutes and seeing no member of the public to come forward we can close public comment. could we have a motion? >> motion, and second. >> item three. >> recommend adoption of the revised salary structure. >> according to authority's personnel manual the review of the structure is performed to compare the salaries against other agencies. the authorities board last had a revision six years ago in may of 2007, the authority, does

not follow the step compensation structure, instead we follow on the job performance, structure, and if there are enough budget, we would approve any adjustments there. and in 2012, we hired cough and asciates in compensation studies. they took a look at 18 of the 19 authority job positions, the one position that was not reviewed is the executive director. it included comprehensive review of the job classifications, description and base compensation and benefits. >> i would like to welcome katie to walk you through the report which starts on page 11 of your packet. >> thank you. >> good morning, to the members of the committee, my name is katie keneco, i am the president of cough and associates and the manager for

this study. thank you. that we performed for san francisco county transportation authority. i want to talk to you about the process and the methodology for this study before we begin, a compensation study we work to determine three variables, one is which agencies we are going to be studying as part of this process. and we chose seven agencies that we felt best represented the labor market for the authority. we were looking at factors that just focus services and population serves and ties to the agency and budget, and geographic proximity is important with the bay area being a fairly distinct market. the seven that we chose are alamena transportation, san francisco municipal agency, conser authority, and lngs tras

pourtation, mtc, sanmatao, and the santa clara valley, transportation authority. we also needed to work with the agency to determine which classifications we would be serving in the market. and because of the variety of classifications and their unique, we usually survey two-thirds, and in this case we did 14 out of the 18. we did not look at the executive director. and we also worked with them to determine what types of benefits we would be surveying. we wanted to look at top monthly salary, of course and we also looked at the cost of benefits in each of these agencies towards retirement, the insurance as sufficient as medical, vision and life and employee assistance plan and any leaves that they offer. so this would be vacation,

holiday, and any administrative leave which is sometimes offered to those in select classifications. so, after these variables were determined, we went and collected the data. we studied the classifications, the current classifications descriptions of the authority and got to know the body of work being performed there and we went and looked specifically not just at titles but at the purpose for the positions, the types of dutis that they are performing, education and experience and any licensing and certifications and with all of that knowing that they are not the same we chose that we felt were 70 percent similar and we collected this data and presented it in three spread sheets, one that summarizes the top monthly salary and one that summarized the information and total compensation. what we found out of the 14 benchmarks is that 13 of the 14 classifications were below the

market. there were three of them that were within five percent, we do consider within five percent to be competitive. and then, out of the total compensation, all 14 of the classifications were below market. we found that in the benefits were more significantly nefits below market that the agency, the contribution to medical insurance, for instance, was significantly lower than the average of the comparative agencies and the contribution towards management leave. it was also lower than the other agencies. but in the end, the authority decided that... >> what we have here in san francisco? the ta is lower than the other agencies? >> correct. but we decided then that we were going to separate out, the benefit and base salary and just make any recommendation to the structure to be based on benefits only. so with that, we went ahead and

created a salary structure, ranges that are two and a half percent apart and 35 percent wide and we inserted all of the classifications system into the system. which is what is being presented to you today. i think that structure is on page 79. in your packet. so, we are showing you here is what the current maximum monthly salary is, what the market placement, and the market median is what we use to make the recommendation and we feel that this best represents the labor market that it is not undually influenced by the very, very high and low salaries like the average would be. so this gives you information for each of the classifications. and there are four benchmarks, or four classifications that were not bench marked. we felt like we had enough market data to internally align

them, based on common market differentials that we will see in the class series. for instance, the planners, the planner and the principle planner were not surveyed but we got the information on the senior planner and we could apply differentials between, the senior planner to make a recommendation for the principal and the planner. any questions on the information or? ... >> any comments or questions? >> so just to go over this chart on page 79, the left side is what is the current maximum monthly salary within the transportation authority for these positions? >> exactly. >> the next column is the median for the market. and all of these agencies that you mentioned which in most cases is higher, except for the first, right? >> right. >> and the proposed minimum salary is actually the minimum so it is lower than what we see with the current maximum.

>> yes that is the minimum of the range that we created. >> then for the max um is what is correct and then you have the next column is the difference between the current maximum and... >> the proposed maximum and the current, yes. >> thank you. >> you're welcome. >> okay. no other questions or comments from the committee, we can continue with mr. kevin torer. >> thank you for your presentation and your work on this. >> in terms of fiscal impact, the revised salary structure does not have an immediate budget impact. because they are granted for performance not for inflation or cost of living adjustments. we are seeking a recommendation to adopt the revised structure on page 79 and we are more than happy to answer any of your questions. >> okay, thank you. let's go into public comment. any member of the public who

would like to comment on this item please come forward? >> and seeing none, we will close public comment. >> okay, colleagues this item is lie before us. i actually appreciate the work of the group that you have provided to us in terms of a new structure and that would be supportive of that in light of that we have had any adjustments since 2007, and it seems that it is time and we are seeing numbers that are well below what other agencies in the surrounding market provide in terms of salaries. so i would be supportive of that. commissioner campos? >> thank you, mr. chairman. just a quick question, and i too support the proposal. what is the over all financial impact on the authority? >> for fiscal year, 13, 14, we have not anticipated any fiscal impact. as i mention it is performance based. we typically don't see any

adjustments more than 5 percent. okay >> of the salaries, right now the salaris for 13, 14 budget which the finance committee will see this month is approximately $5 million and that represents 2.2 percent of our budget. and it is hard to say how much it would actually be right now. and until we have the reviews and evaluations, great. thank you and i appreciate the work. thank you very much. >> thank you. commissioner cohen? >> thank you very much. i think that this is just a clarifying question. you see, you don't have an idea how it will impact the budget for this year and which means that i would assume that you don't know how it will be for the future years to come, correct? and it is performance base? >> yes. >> and am i making an assumption that you have a set of criteria that you used to determine whether an employee is meeting their performance? >> right. there is a system for our evaluations and it is on a

scale from one to five, based on how well they do. that is where the assessments for their own job performance salary increases would come from. >> you said that this is just salary based and it is also does not factor into the health benefits or anything like that? >> no, we are just bringing a recommendation for just increasing the salary range up and instead of adjusting any of the benefits. we are leaving the benefits alone, we feel like that is not just the right climate right now to take a look and ask for and increase of the benefits especially what is going on with the other agencies right now. >> great, that is going to be my next question, if there were any plans to pay or to review benefits in the future? contributions, and employee contributions? >> right now, we are going for a pension reform, and we would like to wait until that is settled down before we take a look at the benefits. health premiums, of course, have been increasing over the

past years. and we just like to wait and see what the new rates will become before we bring anything before you. i would rather have more information, that way when i come back before the board i can really recommend a solid number. you also will see just recommendations to thincrease in benefits in our annual budget. right now, for fringe benefits, we are slightly increasing it less than 15 percent, just to accommodate for that range. but, that is not very much compared to our total budgets. again that is just 2.2 percent in totals just no salaries. >> one more final question. do you have an idea of the time line of that of which you will be bringing the benefits? >> if there is, if it increased in that, it narrows us to bring it forward it would not be until later on this calendar, or later on during the year, maybe around september or october. we are on a and so the new rates would not

show up until about september or october and that is when the staff will sign up for the benefit plan that they would like and that way i can take a look at how much it will cost us from the next calendar year, our budget is on a fiscal year and at mid year we will take a look to see how much difference it is from what we have originally budgeted to what the actual cost s and within the year of budget amendment, i would bring any adjustments to you for your approvele. >> thank you. >> okay. and if no other comments or questions, from the panel? so we have this item before us, could we remain a motion? >> so moved. >> from commissioner campos and seconded by commissioner weiner and we will take that without objection. thank you, colleagues. >> our next item is closed session item, so we will be going into closed session. madam clerk if you could call it and make the adjustments. >> item four, closed session,

and update on public employ appointment hiring, executive director this is an information item. >> thank you, i have also requested that our interim executive director remain with us during this closed session as well and i think that is appropriate. she can provide proper context for happenings within the ta. >> okay, so, we are now going... >> okay. okay. >> i am seeing a black screen.

>> okay, thank you. >> so we are live, now. so we are now back in open session. >> right. >> i will see the live feed. >> i don't see that. >> i do see the live feed. we are back in open session, we are. colleagues could we have a motion not to reveal the contents of our closed session? okay. that is a motion from supervisor weiner and seconded by mar, and we will take that without objection. and then, we can have public comments on the closed session? >> we do. >> we open this item up for public comment. and seeing no member of the public come forward. we will close public comment.

and this is an information item. so we can go on to our next item. >> item five, introduction of new items information item. >> any new item to introduce, any subject matters? >> none? we will go on to public comment. and we will close public comment. >> and our next item it >> item number public comment. >> general public comment and the opportunity for any member of the public who is or is not in this room to come forward and to say or speak their minds. we will close public comment. >> next item? >> 7, adjournment. >> colleagues, we are adjourned. thank you very much. thank you. pledge allegiance to

flag of the united states of america. >> i would like to call roll mr. president. president mazzucco? present. vice-president marshall? on his way back. commissioner chan, present, kingsley, present, loftus, here. we have a quorum and with us here is the chief of police and

director of occ joyce inhibition. -- hicks. >> welcome to the may 8, 2013 san francisco police commission meeting. the issue is to give you a preview, we are going to have award for some great citizens and some issues regarding mental health issues that the department is dealing with and crisis intervention related to that. we have a follow up report on second assault, homicide testing. as you were aware back in 2010, this was an issue before the commission there was a backlog. we changed these things. there were areas assigned to the crime lab and we'll have more to report on that please call

line item one. item one certification of appreciation mr. thomas arend. >> president mazzucco, director hicks. i'm captain moser. i'm please to be here today to present a certificate to mr. arend. some of our best citizens offer to help. i'm going to read you a brief overview of mr. arend's actions. on march 22, a suspicious person was loitering around cars. mr. thomas arend

observed the suspect and took note of this conspicuous behavior. he looks outside and see's the same suspicious person breaking a car window and he immediately realizes he's the individual he had seen earlier and he see's the suspect go through a backpack and he starts to leave, leaving the backpack behind. he grabs the backpack and continues to follow the suspect providing reality information along the way. at that point, the suspect realizes that mr. arend is

following and starts to speed up her flight. she gets a board a munis bus and mr. arend stopping it and still on the phone with 9-1-1. he boards the bus and tells the driver what had happened and the suspect once realizing that mr. arend was not going to give up on the pursuit, he pushes mr. arend and gets off the bus and he gets on a cab. mr. arend still on the phone with 911. steps and holds the taxi and waits for police and the suspect is taken. we often rely on citizens to help us in cases. a lot of times we have citizens that provide information an

that's fantastic, occasionally you get citizens that go truly above and beyond their duties. it's our pleasure to present this certificate to mr. arend. [ applause ] >> so that's my cue. mr. thomas our deepest gratitude such an example of bravery is worthy of the highest esteem awarded this day 8th of may. if you don't mind shaving, we are hiring. [ applause ] [ laughter ] >> is there anything you would like to say? >> thanks so much. i'm touched and honored. i do not deserve this certificate. why i not do this for being a hero. we

actually appreciate the work you do everyday. thank you so much. >> mr. rendon behalf of the commission i want to thank you very much. it's citizens like you, i don't know if probably the most dangerous thing you did was step in front of the munis bus. what you did was admirable and citizens like you to keep this city clean and reduces crime and as the chief said, we are hiring. thank you very much. >> well, i thought it was a super hero action comic book thing. that was an amazing thing that you did. i don't know why, i'm just glad you did it. again, watch the bus. >> thank you so much. the comment of my friends on twitter was nice job batman.