right? >> before we can fully implement this. >> thank you. >> and then just on commissioner presentation and mentioned three goals, training established you covered really well and, talked about intake forms which you touched upon and included in the presentation and also including the best practices within the departments around creating structures for rest rooms, and things like that. what is your department, how is your department moving on? >> you know, i have a feeling that... well i don't have a feeling. most of the direct services for youth are through our contractors. and we don't really have a lot of youth who come into our administrative buildings, and they are really served out in the community. so i think that would be something that you know that i know that has been an issue, i used to be director of homeless

and housing programs and i know that was an issue when we were working on developing our homeless care. and i think that is something that we need to talk about with our contractors that could be incorporated into the training and sensitivity awareness that we do. at that point i need to check back with our management teams across the agency. >> and just say that it is responsible for youth shelters as well and different areas, that where, there will be a high level of need because the youth in the shelters are lgbtq and how do we make sure that you are creating a safer environment and what kind of mechanisms you have in place to make sure that work is being done. >> i know that the folks here can definitely speak to that because they have been working on these issues a long time. >> okay. >> thank you very much and thank you, mia. >> thank you. >> we have other departments here. i did mention department of

human resources has been here and thank you. >> linda simon and i am going to lock my ipad and it is exciting and enlightning to see the youth in the audience, the youth of today and our leaders of tomorrow in this city and so i appreciate their time being here and i love it. dhr does not provide services to the ten to 18-year-old population, we provide services to the city employees and those perspective san francisco city residents who are looking for employment with us. however we are committed to 12 n and we are committed to any support and training that is done to educate our workforce and regarding non-discrimination and also to enhance their lgbtq cultural

come pency, as supervisor avalos mentioned, based on state law, ab1825, which requires harassment prevention training for supervisors every two years, dhr does provide training to the 6,000 city supervisors and i know that you also have takeen training and we roll that training out usually every other year in september and there is a component or a module of that training that deals with preventing lgbtq harassment and we are meeting with our vendor and coming up with more scenarios because we want to expand that module. >> dhr does understand the importance of training those employees and we do provide some training to departments upon their request and also we have identified some type of issue in their department.

we also act as consultants to the departments who want to roll out some type of lgbtq training for the employees or supervisors and i recently conducted with the police department who is rolling out some training lgbtq training for all of their 150 plus command staff. so, in order to secure the harassment prevention training they put out an rfp and i know that it is mentioned that is the suggestion that there be one put out to get proposals of what types of training vendor haves out there and that could assist in putting together a list of training options for departments to secure those trainings and we at dhr since we have already done an rfp regarding harassment prevention training we would be happy to share the list of vendors because that will help in starting that contact with

those vendors and communicate with them regarding training products. >> i think that that sounds like a good stab and i also heard from mr. baxter that a lot of the work in producing the video that we have was done with a lot of work locally with young people and this is an rfp process we want to look at how we can assure that we have people responding that could go through the process that public health went through, it seemed like a good process that is specific to san francisco. yes. >> and that might really be really well tail lored to what we need here in san francisco. >> right, for example our harassment prevention training that we are working on now, we specifically asked the vendors to reach out to the lgbtq community center. and get some expertise from them, regarding developing some

of the scenarios. to track the youth, i know that there is a state law that allows for the individuals to self-disclose no seeking those types of services but i would caution us and perhaps look out to the city attorney's office for device on the tracking of individuals in other services, utilizing other city services because we want to mitigate any risk management that might come out of that by someone requesting information and freedom of information act and regarding who we are serving the numbers or any types of discrimination complaints that might arise by requesting the information and individuals do not want to disclose. my last point, and supervisor avalos must have looked at my ipad. in listening to the departments there appears not to be a

central organization who has sort of ferreted everybody together and gotten them at the table to be a dialogue about what you are doing in your arena, so there can be a consolidation and efficiency of resources and perhaps make it more effective as far as the implementation of 12 n. there is somebody that is a catalyst that is going to bring everybody together to the table. >> i think that was also a point that commissioner made as well. >> yes. >> i know that we have the training for the city official and staff and one of them is sexual harassment and diversity training as well and those are conducted under human resources department? >> that is correct. >> that is good to know. >> but we have models of some kind of a central, you know, body in the city that is assuring that those trainings are done and conducted. >> right. for our employees and our supervisors and we do track

everyone that takes that training in our people soft. the controller's people soft system. >> so that is the way that we could make sure that everyone that is supposed to be taking it is taking it according to state law and so that would be another way that perhaps all of the employees in the different city differents that are required to take the training could be taken. and everybody could run the reports on a weekly basis to keep up with that requirement. >> good to hear. >> it seems like there are different levels of compliance that we could, and the controllers, and stuff and possible dhr and i am sure that the other departments will have their own work as well. >> thank you. >> we have you mentioned (inaudible) from the department of children and families. which i think is a really key department to be having this discussion, to be part of this discussion, thanks for being

here. >> good morning, supervisors and thank you for having me and thank you so much for calling this hearing on this very important topic. i also want to thank the youth commissioners, particularly commission toomuch, who with her brave verocity has pushed this agenda forward and we appreciate that. >> and also for the human rights commission. i guess embarrassingly we have not implemented over the past ten years and we have done the touch training for our staff, but definitely not to the extent or the full spirit of the legislation, i am here more to listen to my colleagues and be very open to end the discussions from this hearing. >> i will say that our department primarily works with the non-profit agencies and as

a result, we have done a lot of focus on trying to figure out the best training models for the non-profit agencies and one of the promising practices that i would like to offer to this body is the training of the train the trainer model of our children with disabilities. where we we bring them in together and cohorts with a lead non-profit agency to provide the trainings and from there, the hopes is for them to just be made to other colleagues in within their fields we used it in the disability and to train the non-profits who work with the youth of disabilities and also using it to train non-profits to implement literacy curriculum and now we are using it to train non-profits to implement the science, technology and engineering and math curriculum. and so we have seen a positive result from that model.

and in terms of tracking, we have also started to figure out a way to track young people who identify as lgbtq, in our system. and i definitely hear the caution from the department of human resources in terms of how do we insure protection of people's confidential information. >> i imagine that like the state of california with the intake forms that are standard, you know a lot of the cbos that are contractors of dcyf probably has their own intake forms that are distinct from one another. and so, it seems like if we are going to be doing tracking and intake forms will be a tool for that. we have to assure that there is language that can do the around sexual orientation on those

forms and i would probably that the vast majority of the forms and the cbos don't have that on there. >> i would agree with your guess. i do caution also that i would not want to have a cbo have to figure out how to collect this information, without having the sensitivity in working with the youth person in talking with that young person around this very sensitive issue and once again it is one of those horse and cart situations. i feel strongly that i need to be sure that there are trainings for the providers first and slowly roll out the tracking system with some of the providers that feel confident and proficient in collecting that level of data. >> that makes a lot of sense. and just to know that the training has been happening with the providers and it seem like especially a young group of people and that is the greatest effort that we can make as a city to do that training among the wide

diversity of providers that we have in this city and i think that it could be a huge and actually advance the awareness that we have and the people in our communities that are here in this case and the lgbtq community. >> and 100 percent agree. >> and i do have to say that starting this school year, we are embarking on a new initiative to insure that we provide trainings regarding lgbtq qq alliship to all of the sfusd middle cools and teachers and we are working closely with the curriculum and to create the mechanism and the tools on how we recognize the training if you call that meeting of all the city departments to come together, and i would also suggest that you include the school district in that conversation, so that we can

then come together i agree with having the youth commission holding the monitoring in compliance perhaps, of the city departments administering the training. i like the suggestion of the having the controller and the performance measures and on whether or not to complete the trainings, and then also, the suggestion to change the contract language, for our non-profit agencies that will then ask them to participate or mandate them to participate in these trainings. i am really impressed with our city departments and the department of public health and human services agency that they have started on this journey and we would love to look at

the video and determine how to support and maybe start training our staff first. i think with that, i also echo that we do need a coordinated way to administer these trainings. >> great, thank you. >> thank you. >> so, we will reach out and pull together other departments and representatives from the departments to be together and kind of go together with what we have, next up we want to call (inaudible) who is here from the department of (inaudible) provision department and who actually just is his own tracking came in on his own and i want to thank you for checking in with us today. >> thank you, supervisor. and members of the committee, as you know there are many

causes of delinquency that bring the youth to the doors of the juvenile probation department. >> fractured families, peer abuse, and victimization and personal identity confusion and basic street survival are all noteworthy factors prompting some lgbtq youth to enter the juvenile justice system unless mitigated by an enlightened and understanding support system. and in addition to addressinging their specific issues, lgbtq youth in the juvenile justice system face substantial changes in developing a positive self-identity, and gaining acceptance and support from others, and making successful transitions into adulthood, and especially when confined in the

juvenile detention center. in regard to the lgbtq youth as a special group and possessing special needs and requiring our special understanding to insure specialized attention for care and supervision. now jbd's personal response abilities are to provide a safe and suitable care, and to initiate appropriate, appropriate, based that will respond to each youth housing and counseling and additional health needs when released back to the community where we feel that the youth belong.

we have a spy in the house and it is a good spy in the house, they insure every youth in our children and supervision and the living units and visit them several times every day 24/7. >> the personal disclosures who are admitted into detention and the department has made a concerted effort to insure that allpro baition officers and juvenile hall counselors and log cabin ranch counselors reach training dealing with the treatment of the lgbtq youth in the juvenile justice system. >> and october 12, 2012, the california board of state and community corrections certified our department's working with lgbtq youth in juvenile justice

system as a standard and training corrections program. and this is our course delivered by a licensed clinical social worker provides an overview of lgbtq youth including a developed understanding of who they are, the issues and challenges they face, and how to work with these youth effectively. our officers gain increased understanding of sexual identity, the coming out process. psycho social risk factors and issues impacting lgbtq youth of color. we know the importance and the significance of pronouns. and a revelation that came to me in my personal out reach to jodi swarts when we needed some technical assistance and a matter involving a youth on one of our units and we are forever

grateful for that consult and looking forward to more consults with miss swarts. >> specific issues impacting the youth in this training, are reviewed and including recent research on the youth. and factors impacting their detention, their experiences in detention, and emerging policies juvenile justice system policies related to those youth. >> residential care and counseling guidelines for working with these youth are presented with our officers being able to actually practice their newly learned skills with lgbtq youth. finally, the course curriculum includes a section that identifies existing community support services in san francisco, for our officers to use when developing appropriate release and supervision plans. >> and a licensed clinical

social worker paul gibson, a well established and experienced practicing psycho therapist, dealing with lgbtq youth, populations in san francisco, is our stc, certified instructer and delivers a curriculum that i have attached to the material here today. we intend to deliver this course two more times in the coming fiscal year having already done so in the last october, and we want to insure that our entire staff, are informed and have the benefit of taking this course. please know that the juvenile probation department remains committed to entiring the development of a departmental culture of lgbtq youth acceptance, respect, among our staff and residents alike.

i want to say that one of the populations that we know we can learn from are the lgbtq youth that come in contact with us in our detention center. >> and i have seen the power of this group in prompting the acceptance among their peers and on the living units. the efforts of the department to present the development and implementation of policies outlined in the prison rape elimination act, prea and this is a big deal that was come down and it was passed in 2003, with lightning speed and our own senator was one of the sponsors and this act will bring force and might of federal law, into the administration of safe and secure institutions related to adults and juveniles and our

department has already partnered with the sheriff's office and received grand funds to help us implement this act beginning in august. i would like to recognize the counselors and the ranch counselors and probation officers and our training coordinator was able to work out the arrangements and seek certification of mr. gibson's curriculum that is a comprehensive and extensive curriculum and our principal partner, and the staff members of spy for their vigilence, compassion and i am pathy in relating to this population. thank you for being here and i really appreciate the work that your department has done and to speak on that here.

>> we would love and appreciate your participation as well. >> thank you. >> we are looking forward to that. >> thank you, we actually will go on to public comment at this point, and i have a number of cards that i can call off. and sf you can call in the order that you hear your name called if you are in line you can line up by the tv set by the window. and go towards the back of the room that would be great. >> jodi swarts, and tom penprano, river beck, alex berakron lorenzo harris, and pipe long and luis magera. good morning supervisors, thank you for allowing me to address you on this very important issue, we have been around to

25 years and we provide dreblgt services to the lgbtq and the youth as well as do the policy advocacy and technical assistance work and i just want to... my primary we have two other things that access with the two other organizations around the lgbtq conclusion and we did a project and spiral and another two year project with the department of public health, around lgbtq youth access and inclusion for

clinicians and grantees. this is actually seen as a strong provider in working with the youth to look at the access to the city's one stop system and then most recently we launched our school-based initiative with the san francisco unified school district which we have supported completely with private funding that has been happening for two and a half years and then i would just say, to give you a sense of the very large number of requests that we get into lyric and literally every day. and from various city bodies and other cvos asking for our support and we see the need and a lot of folks who are really reaching out and wanting to

become more culturally competent in supporting lgbtq youth. i actually have about 7 recommendations that i feel have been gleaned from lessons learned over the years, some of them have been touched upon certainly mandatory data collection for all city departments and agencies is critical. we know from sfusd, we have learned quite a bit. i think that also, the idea of quality standards lyric is actually designed quality standards, that we would love to share, and use as kind of a beginning part of the conversation. i think, that clearly having

any other recommendations that you want to add? >> i think that the question about training expertise is really critical and one of the things that we found is that training, that is a couple have not just with lgbtq youth inclusion but also is provided with a technical expertise within a certain area like workforce development or public health. that is really critical that whoever is doing the training and doing both of those things, i think that one of the things that we found with our access project is that lgbtq youth inclusion, needs to be layered on top of really strong youth development framework as well as strong organizational change. in the organization and many of the cbos did not have the capacity to do that.

>> just the last recommendation would be a actionable step to relief an rfp to establish a pool of providers that could do this kind of work that could match both lgbtq youth inclusion with those specialized skills and i would recommend looking at the model that moh currently uses and compass point where it is a voucher system and to create a system that encourages to be able to access the supports that they need. and my primary purpose of hook here is to offer our expertise to our city in this process. >> thank you so much.

>> next speaker. >> we are happy to be here with you today and i would like to thank avalos and other supervisors on this committee on this leadership on this issue on bringing it forward and i would like to thank the hard work of all of the youth commissioners and particularly mia toomuch for bringing this issue forward and thank you. and san francisco is a sanctuary in city ways, we have led on queer issues and it has made our city a sanctuary not only for the youth who grew up here but from the youth around the world who come to our city as i did when i was 18. many of these