>> commissioner, currently we have 1700 applicants on the 29-1. we have started that about 3 months go. we had about 180 applicants hired from triage all the way to someone being assigned you are looking at probably 1 in 10. >> it's about 10 percent likelihood of surviving the background information brought by post for any applicant? >> correct. >> those are pretty hard numbers. >> they are. >> talking about the numbers and the annual audit. these requirements that the state requires in order for us to stay at the police department, how many numbers are there in

the requirement? >> they come in annually and they look at every background packet of every applicant that we hire that graduates from the academy. if the applicant does not graduate from the academy, the point is moot, they never look at that candidate. however, if they graduate from the academy, they look at the packet and it's separated by tabs and they look at things like citizenship verification, medical, that can only be 1 year old or no more than one-year-old and psychological evaluation that can not be more than 1 year old and they look at areas that we have to comply with and there is not a lot of wiggle room or we get dinged which go to the chief. >> this rolling testing would that put us in position where we don't have these list that where you got the top of the

list and the bottom of the list. this rolling testing do we have the cream of the crop so to speak coming off the testing? how is that going to work? >> i was in the meeting with the vendor on this. to backup 40 minutes ago when someone asked about online testing. they said you have to go to the facility. so you don't to have worry about that. we would get up dates all the time. if i'm no. 9 on the list and they have 10 people take the test today. when it's refreshed, they plug in with my list. we continue to get the updated list all the time. i can be 10 today and next week 19 because some people slid in between me. that's the way it's going to happen. >> my concern with that is that some people are great test takers. doesn't mean they are going to be great police officers. it's a different

skill. i, like the chief, the best san francisco officers are san francisco residents. people that have been in san francisco and been in the city. in some of our academy classes we've had lawyers with incredible credentials. i have worked with officers that have geds and they are the best officers. >> the test is scenario base. it's not just a written test. it's not a scantron test. it's actually, they show a traffic stop and they have the driver give the officer a problem and they see how you navigate, best pick the best answer. all the answers might be okay. they want you to pick the best answer. they find as a practical, it's a far more accurate bell weather of who would be a good police officer.

it's for that reason that it's not just a rote test. >> i will defer the second round of questions. commissioner loftus? >> my questions are, i would love to see the data. i do hear so the criticisms of the process. it's nothing that i have seen that would suggest that certain ethnic groups get difficulty in getting passed. i wonder if you have data on ethnic group who applies and who gets tested and how we are seeing if there is a certain demographics having difficulty. we certainly know that to serve

the community that need it the most, we need to improve our diversity. do we have that data or something that we can get available? >> [inaudible]. >> that would be helpful to counteract that. the second thing, the asian poa, officers for justice in the recruitment and supporting this effort, are they involved at all? >> yes. like i say, as much as you can really actively recruit with only a 2-week window a year, so, again i have always felt that we were disingenuous

in having a recruiting unit. again, we've only had a 2-week window for a year. before it was a 1 week window. before then you had to wait a year and there is a year when we didn't give a test. we are trying to be more predictable, more you can count on and more you can plan to apply. this online testing thing would be, would do volumes for being able to just tell a person you can go to caesar chavez and take the test. >> the last really my last one, i hope. as they are changing the standards as we are teaching our kids common core and other things, you talked next 30 years in what tial, as

officers need, because one thing about post, there is a post commission and i know to the extent that we are identifying challenges and diversifying and creating a police force for the next 30 years, certainly you can advocate for changes in the statewide level. on our own level which we are identifying to control that test. are we changing it? >> the test comes from a consultantcy. it does better with diversity and with the applicant pool. when we sat with the presentation, all the

answers were good and it seemed to be that it satisfied a lot of the things that we were hoping to get done. >> mr. turman? >> commissioner loftus answered one of the questions i wanted to ask about peg groups. but since that question i heard something i want to clarify. hiring processes and applicant testing and on boarding is something i built a career around. i get a little nervous. gentlemen, i'm looking at this presentation and it's great. the first thing i do when i get a presentation like this, is i look for the areas where there is an ability for subjectivity to come into play because we want things, the more objective, the more we can

measure, the more we can find, the best qualified applicant and the best qualified applicant i believe come from a diverse pool and make-up the best class. i do however, i'm a little concerned when i hear things that look like city san franciscans. i'm a little concerned when i hear things like look like san franciscans. i look around this room and we all look like san franciscans to me. i don't know what that exactly means. i also get concerned about, i wasn't born and raised in san francisco, i

didn't go to si or sa but i'm as san franciscans as they come. i know people who are not san franciscans who would make great officers. i want to be clear about this statement so i don't want there to be confusion about this statement. >> i'm going to say looks like san francisco. the answer that i gave to a question about school was what's our plan to increase the diversity. i said that i -- chief, this is not directed at any comments. >> i just want to make one more thing that people that live in san francisco are also san franciscans and since we no

longer have our residency required, that police officers? san francisco there is a huge value to at least some point in your life live in san francisco, live in the place that you police because you know what the city will and won't have. for instance i got my car boosted the other day and i'm very sensitive to auto burglary. it's important to live in san francisco. >> did you leave your iphone in your car? >> i did not. they stole my derby jacket. >> i said it should be a police department that looks like san franciscans. that means anybody from the department kanazawa you can in a community and look like that community. it's a

very diverse and open city. and i think this police department should reflect that and that's what i mean. you took it to the next step and said native san francisco. i have seen it when an officer who looks like the community goes into community, there is a different level of respect. the children look at him differently in saying that can be me some day. >> i'm a san franciscans and there is many that i look nothing like and there are many that i look like into and i have a problem walking into those community. to say that i'm not able to do a job because i don't look like all the people there, is incorrect. it's wrong and it shows a level of indifference that i must respectfully disagree with you on that. >> i believe in diversity.

that's why i made that comment. i hope that's not being miss construed. i was always very proud to put the police department on the stand because my officers were very diversed. i'm a big fan of diversity. >> fair enough. i was a federal prosecutor too. when i was a federal prosecutor i put people from all kind on the stand. if they told the truth and stood up and did the right thing, i was proud to put them on the stand regardless where they come from. >> i agree that we should have a diversity. >> let's get back to the presentation. i believe diversity is very important. what i'm glad to hear that you have a written and performance test. diversity is something we all want and there is many

police officers who live in the city and don't live in the city and come from different backgrounds and different states. but i'm just glad that you have something, it sounds like you have put something in place that is more practical, immediate, available and looks fore our people who test in different manners. the performance part and the written part and then all the background checks. i just wanted to applaud you for that. i hope this is successful. i think you need to get the word out to the people when it's time and then looking forward to see how the rolling period comes out. i think commissioner loftus has a great idea in terms of in the long run we can see if per chance are excluding anybody or particular categories of people either through the testing and process

itself. i don't think there is an in insult to any. >> i have to give credit to these gentlemen. they have done a great job. we hate to lose him. he's going to leave us. he seems to have his mind made up. none of them really had, they were all street cops and asked this em to go in and figure it out and pretty much set the table for what's going to be the next generation of police officers and they all bid and said they wanted to be part of that. thank you very much. >> thank you, guys. >> thanks a lot. >> i'm going to ask chief shin to come up and take my seat while ideal with an auto

burglary.

>> good evening, president mazzucco, members of the department. i'm captain david lazar for the department. this evening i have the pleasure of presenting a very important program for our department, that's the reserve officer program. before i do i would like to acknowledge some very important people in the audience. first we have first lieutenant david o'connor new

to the police academy of the professional development unit. o'connor overseas the program. and officer who has done a great job over seeing the program. they told me, captain, we want to come here, we want to support you this evening. so they are here this evening and they look very sharp and i'm glad that they are here. >> welcome. >> with that, we'll go ahead and get started with the presentation. >> i would like to talk about the organizational chart of the reserve officer program. the program falls under the administration bureau directly to the training division, the police academy, deputy chin is

the deputy chief. then you met deputy o'connor and yeager who is the supervisor in the professional development unit and jeff smith is the officer coordinator and there are 26 reserve officers. this program, to talk a little bit about the history, this program has been around a long time. it was established in 1900s. in the city charter it talks about this establishing an allowing 800 auxiliary police officers. that's the name of this program years ago and it's turned into what we now call the reserve officer program. doing a little history post world war ii in

the 1950s we had over a hundred reserves in our department. so there are a lot of benefit to having a reserve program. i will talk about what we are doing here in san francisco and other programs that are happening in the state. reserve officers are individuals who have a desire to serve the public and contribute to the community by providing public safety services with no compensation. that's what's amazing about what they do. they really are the true believers, they are the ones that are committed to public safety, and want to make a difference in our community. it goes along with the saying that the public of the police and the police are the public. they are true examples of this by being reserve officers. officer jeff smithers is the

program coordinator. he's a full time police officers, a former reserve. he comes to us with that. he had a full life and a full career and retired and became a full duty san francisco police officer. we felt he would be the best choice in knowing the program. his job at the police academy is to be a full time coordinator. his job is to over see the program, provide support, he conducts administrative investigations and does deployments and is responsible for the growth of this program. i will tell you more about this moving forward. currently there are 26 reserved officers, 4 females and 22 males. they come to this job, this reserve program with different levels of experience. i'm going to talk about what the difference levels mean. 16 officers are level one, 7, are

level 2 and three reserve officers are level3, these are different levels of training they have to become reserve officers. i will talk about that in a moment. this is a quick chart that gives us an overview of what those different levels mean. at the san francisco police academy currently, we run a program. our program, the state requires 664 hours. that's post. the commission on piece officers standards and training. our police academy is 1130 hours. almost what is double required from the state because we cover a lot of topics relates to what we do here in san francisco. our forum is basic academy. in other words you enter and can be in week 26 out of 30. if you fail something,

you are out and start all over again. the reserve officers is different. they come in three modules. that's what this chart says. we have a level one which has the same level of training as a recruit that goes through an entire police academy. they have gone through the amount of hours and met at least the minimum of hours with post. these officers are able to patrol on their own. they are able to function as regular police officers. so, if i'm an attorney by day, i'm a police officer by night and i can respond and operate as a full time police officer. level two are less hours, minimum of 333 hours. these level two officers can work with a full time police officer under strict supervision or they can do everything that a level three officer can do. and then the minimum level is 144 hours. essentially those reserve

officers that are hired are able to work at parades, festivals, street fares. directing traffic. the minimal duties of a reserve officer. those three levels are relate to the breakdown that i have shown you on the previous slides. the officers, when we talk about hiring and the selection. when they are selected, we give them two sets of uniforms, we give them the one set of what we call bdu, crowd control gear. we ask them if they want to be bicycle trained, we give them a bicycle and we give them a bicycle uniform and they are allowed to go out on a bicycle. anything that a paid police officer does in this city. they come to our department

with a lot of experience, currently we did the numbers we are talking about 183 years of law enforcement experience. the average reserve officer has 7 years, as a reserve our most experienced reserve officer has 21 years and our least has one year.1 year. they speak many languages. the four females are broken down to two chinese, one hispanic, one white. our 22 males are 9 white, 6 asian, 2 middle east earn and japanese. very small cadre of reserves. so who are these people and what do they do? well, i'm proud to announce they are

sales managers, security officer, a sheriff, real estate banker, a public outreach coordinator and institution police officer, biotech researcher, oral surgeon, airline pilot, san francisco firefighter, investment banker, electrical supervisor, janitor, and an attorney. we have a wide variety that make-up our reserve officer program. where do they reside? they reside in the greater bay area anywhere from stockton to san mateo to san francisco. there is an organization called the cal reserve peace officer

association. in california it had 184 members and down to 5486. many of our reserves are associated with the peace officers association. in terms of deployment, the reserve officer team meets on the first wednesday of the month at 6:00 at the police academy. there is a photo there of the meeting and it appears they are having a k9 training. there is on going training and that's why we have the program under the base umbrella and they are required to go every 2 years, 40 hours of continued professional training which is the same standard for our full time police officers. in terms of when they meet, they meet for several hours starting at

6:00 and they have training on legal updates. department policy, crowd control, k 9 work, crowd management. f to manual. just to name a few. there is a calendar schedule. they come to the meeting on a wns -- wednesday and know what topic they are going to be taught on. volunteer hours for level one there be 16 hours of volunteering. our department mandates that the reserve officers volunteer 20 hours a month. so we've increased it from post. in a few moments i'm going to talk about our new role out of the training program. it's a little more than a few hours for the first year when they get hired. if you look at the numbers at the very bottom, in 2010, our

reserves volunteered 6849 hours in 2011, it was 7020 and when we increased the program, those hours will go up. in terms of assignments, 9 are assigned to the academy. what that means is they are not assigned to stations specifically. when we have a detail request, data breakers, a graduation, those are the folks what we'll call on to do assignment. in order to hire more reserves, we are going to have reserve officers conducting the background investigation. they will go to the background schools and work side by side with personnel from our department's background unit. as you can see on this chart, we have a couple of officers scattered throughout