will just introduce sergeant walter who is part of the investigation process and david johnson who also assist with the hiring. without their help many of our efforts wouldn't be possible. tonight i will be presenting information regarding our hiring process and data associated with fiscal year 2012-2013 and fiscal year 2013-2014. the process begins when a candidate submits an application to the department of human resources. at that point the candidate is submitted into a written exam, an oral test and written test. at that point successful candidates who participate in that examination process will complete and submit a packet

containing a questionnaire. viable candidates determined from the review of the personal questionnaire will participate in a triage section which consist of a hair sample, fingerprinting for life scan and questioners and writing samples. successful triage participants are assigned a background investigator. the background investigator has a significant task. they identify scope allegations and identify feels for investigation and conduct intake appointment and verify documents received and conduct oral interviews and personal employer, spouse and home and neighborhood checks and visits. at that point members are ready for a conditional job offer and participate in a polygraph, medical and psychological appointment to follow. the san francisco police department

complies with standards required to conduct background investigations. the following post jobs are measured for each candidate. moral character, integrity, emotional control and substance abuse and other risky behavior, handling stress and adversity. stress tolerance. work habits, conscientiousness, interactions with others, interpersonal skishlgs intellectually based stabilities, decision making and judgment and learning ability and communication skills. our next slide for demographics for officers hired 2012-2013. the data is as shown.

o a for a further breakdown we provide percentages for the hiring. that's 183 hires for the year. an overview of the classes that made up for the hiring for that particular year was the 233 lateral, those are lateral police officers. they consisted of 10 recruits, 4th entry level. the 235th entry level which consisted of 50 recruits, the 236 lateral which consisted of 32 recruits. next is the individual class breakdown for the data for

demographic and bilingual numbers. this is the 233 lateral. the 234 entry level. the 235th entry level. as we go through the slides you will notice that some classes reflect more diversity than others and that's due specifically and relative to the candidate pool itself that we draw from. 236 lateral. >> sorry, the difference is based on what? >> it's relative to the pool that we select from. >> okay. >> so per list. right now we

have one list that is sunsetting? >> yes. ending in february. >> so that list as it tested out did not have the same kind of proportion of numbers. >> did you inherit the list? >> we inherited the task. >> the pool that it comes from. >> i will steal your thunder a little bit. when i became chief the hiring window to hiring of a police officer was one week and it was random through the year and the window just opened and closed. so since becoming chief, we established the last two years, a two week window fixed in the week after thanksgiving and the first week of december we were told by a

charter that was the best they can do because of the amount of people that applied. i don't think that's good enough because when you meet people to ask to wait for a year because the test doesn't get off until february or march. we are hopefully within 6 weeks or so of adopting continuous online testing where anybody can go online and take a test that's actually scenario based. it's supposed to be a much more objective test. it actually plays much of the things if you remember what was on the slide that we are testing for and it should also play well into increasing our candidate pool almost at the ready because when you meet somebody you can tell them, when they say, how do i apply, you can go online and test that day. the police department is ready to go. the

fire department is also wanting to go to that but they have a rule in their system that has to be agreed to and changed that we don't have so we can just go to it. that's coming and hopefully that will take what has come out better, more diverse candidate pool and even make it more so as we go forward. >> quick question about this online testing, how do you know who is taking the test? is there a testing center? >> you go online. >> i can say you are doing an amazing job on your test. >> some people can take the test and some don't. it just caught my attention on it. >> they say the police department doesn't trust anybody. >> the test?

>> those things have to work out. most list are 2-year list. >> commissioners, the 237 is now up and that concludes our hires for the year 2012-2013. moving on to hires for fiscal year 2013-2014. we just hired 50 to start the academy september 30th. they are not officiallien in yet but we have the breakdowns as shown. percentages are included also for bilingual data and demographic data for that. included in this presentation also because we hired them for

police service aids. police service aids were hired in this fiscal year, their demographic and bilingual data is shown. again, and the reason i asked the captain to put the psa 5 in here, some of the candidates for psa, we believe might make great police officers but there is something in their background, something in their readiness level that wasn't ready but we didn't want to lose them out of our farm system. the psa is a place where you can put them and they can learn a lot about being a police officer and build, like for instance in some cases

consistency in job history. we have great diversity within our psa pool. an overview of the academy classes that made up the hiring for the year. only 15 recruits psa's and we anticipate another 100 hires for the year. and demographic and language is spoken that information is provided for the police service aids also. and an individual breakdown for the 238 entry level class. of note because we take our responsibility serious, this slide references ain't natural policy that prohibits the release of information. it also

notes the appropriate info to provide to the candidate who is in process. just a necessary element to have some checks and balances on what we do. >> do we have any plans for a lateral class during this fiscal year? >> yes, commissioner. we would like to have one either at the end of this particular calendar year or the beginning of the next calendar year. as a matter of fact, the chief spoke to me about that a few weeks ago. we are actually starting that process now. one other document that i will make mention of is our background investigation -- excuse me, the san francisco police department bulletin 13-094 regarding member inquiries. this is important because we had a number of

members in inquiring about the members in process. this evaluation is to ensure the process is done without favor. basically it prohibits members from making background information on people's behalves. >> our department is current. this will not prevent the hiring of the next class. and for comparison, we also included the city demographics for the city of san francisco.

>> commissioners, can i entertain any questions? >> commissioner kingsley first. >> thank you, captain, and sergeant and lieutenant. i appreciate your work on putting this together. my main question you addressed in your last two slides with the comparison of the demographics to the breakdown of the police officers to the community at large which just came in today. so i appreciate the fact that it came with the earlier packet. substance abuse is checked in the background. can you tell us a little bit more about that because i know you have a wide range of ages

probably with the laterals and the new recruits. what kinds of things are you looking for? >> well, if a person has had a past issue, the time and distance is something that we evaluate. how much time has gone by, how much distance has gone by without another episodes. we have to be talking about something relatively small. does the person have a history of behavior, is there a history of alcohol related incidents. one incident may not reveal a pattern of behavior. people can negotiate those. we are not a perfect society but we hope to have behavior that's indicated since then that doesn't show any type of pattern. we have candidates who have had a particular issue in the past with alcohol and no longer drink. so those are things that we would look for

going forward in regards to that. the psychological evaluation also goes deeper into that. i can't comment on that because that's privileged information that they maintain. but they make a recommendation based on their findings to us on a pass or fail for each candidate. >> drugs has increased over the last decades in our society. some of you have gray hairs and may have been around the department for a while. do you see any difference in recruits in the backgrounds and prior drug use? >> there are some applicants who have, it's self disclosure process. some candidates who do

make self disclosure is no longer involved in the process depending on the drugs that were used. there are standards. >> there are standards that are not hard and fast. >> we have criteria and we work with so all candidates are treated equally. >> it's not subjective, their objective threshold standards? okay. good. the triage session that's an interesting component to this. the hair sample for psycho medics? >> these are basically screenings at each stage. a person using drugs currently that test positive for drugs, there is unfortunately has been and those people are removed from the hiring process. these

are basically tools that we utilize. >> the polygraph, i see that's a post conditional offer exam. what is that used, what kind of questions come up with that? >> they reveal the information that you submit on your personal history questionnaire and statements. things about employment, things about drug use, things about theft. different types of integrity questions. >> a lot of that is followed up. >> to determine if they have come up with something otherwise and we need to confirm the information provided was truthful. >> okay. thank you very much. i appreciate your information. >> commissioner loftus? >> thank you so much for your presentation. i know i was one

of those particularly interested in this issue because recognizing we are going to be hiring over 700 officers in the next 5 years, is that right? it feels like a tremendous opportunity when you hear those harvard business studies when they say if you want to train new people, fire half. we have an incredible turnover in the department which means an opportunity to do things better and one of those things is to diversify the department. i don't know if that's a goal of the chief and i just wanted to say that as a prosecutor, one of the things that i tried to do and found was difficult that it can be difficult for communities that have been disenfranchised traditionally with law enforcement, i found that as a prosecutor i would go to law schools and trying to get

people to be prosecutors and people would say, i want to be a public defender and defend people, i would say you have the tremendous opportunity to do justice and the right thing. so my question is, i am getting to a question. my colleagues are a little fatigued. to what extent do we get the recruiting effort to people that go traditionally or not going online to see themselves as an officer. >> probably our biggest recruiting effort is taken place in san francisco schools. i personally go to schools now that school is back in session at least once a month. oftentimes twice a month to talk to kids about going to class and staying in school and

graduating from high school and we bring firefighters and munis and everybody that got a diploma to at least get through high school and if they are job ready and college ready at that point in time, all the dangerous numbers especially for our at risk kids come without a high school diploma. i actually say very seriously this doesn't mean that you can't go to college, but a hundred percent of the people that graduate from college went to high school first and got their ged. we've gotten some recruits this way. one of the problems is to be recruiting year-round and to tell people you can't sign up. when we get this online testing thing and we go to the schools, we try to get this em to go to our cadet program. we have kids that have gone to our psa program. we've spoken to people thu --

through our foundation to try to bring back money to get the paid cadet program. a lot of former rank policeofficers participated in. these are all good things to hold kids interest to keep them out of trouble and get them in the police department later on. i do believe our best resource for recruiting people is out of our own schools in san francisco because they reflect the city that we live in and i still believe that often is the case the best san francisco police officers are the city san franciscoans. >> it appears it's off balance. >> the filipino is ethnicity

where asian is a race. >> okay. are we doing something -- >> if i may, the city census data that is provided does not reflect the department of human resources ethnic breakdowns that they use. so the city census information use other categories that are inclusive of other ethnic backgrounds. the numbers are a little skewed. there was nothing i can pull for direct comparison. >> sure, i understand. thank you. my apologies, commissioner. >> i completely understand. when is that going to be online? >> we are hoping for november.

>> our deal was you had to be ready to give a test the week after christmas and for december and/or you have to substitute and regardless people should be able to apply as they have been hoping to one way or the other. >> great, i think one way they want to reflect san francisco in the many ways, there are some communities that are very well represented. we take it upon ourselves to actively recruit and not just make that the department's problems. i recruit at meetings. i'm going to recruit someone success fully. that's my goal. the section question, it strikes me that background checks is where folks can get knocked out of this process that didn't take

this narrow path. i have been always a rule follower but my husband, not so much. when i have kids i have parents that follows the rules and a parent that explains how to get around things. there is benefit m having folks who took a different path to righteousness, to law abiding, is there anything that prevent people from entering into the academy regardless of demographic status but as a source of life experience to being an officer. >> as far as life experience, we hire all age groups. >> for people that break the rules? >> for people that break the rules there are standards that we hire. we are audited by post.

>> the captain used time and distance. some of the people that have applied and myself, the captain has come down and not telling me that i failed in my recruiting effort, i feel this person is a great person, but we'll have a discussion so the decisions then maybe a little time and distance. the conversation is that you just need to be as you are now, but you know what we are talking about and again for reasons we can't discuss, you need to put some time and distance and demonstrate on some of those smaller woopses and you stay clear of them for a year or two and reply and come back. it's a question too. we look at it as a vocation as certainly all the

lawyers do what you do. if it's really meant to be, it's worth waiting for and it's worth staying clear of whatever the stuff was for a couple of years. we do try and put them into something to give them that continuous job history so they don't fall back on. if you can just demonstrate that you are that person for a couple of years, we can usually get around some of the gray areas. >> commissioner dejesus? >> i just want some nuts and bolts. when people ask me how do you find out about it? i'm hearing the test is going to be after thanksgiving? >> the question will be that there will be a test the last week, an application period the last week in november, first week in december. worst case

scenario. >> the application period is open before the test. that's the application process. >> it will be that, the worst case scenario or by november you will be able to take a test online on going. >> so we'll tell people they can go to your website by november. >> yes, the sf gov website. i imagine if we go to continue use online testing, we'll do a significant press announcement that that's the case. >> all right. thank you. that's all i have. >> commissioner chan? >> thank you for your presentation, i appreciate it. so looks like a lot of questions were covered with the questions that i was curious about too. what was the access for the language ability, i

noticed there are more. it's exciting that there is some classes with significant spanish language capability which i think is great too. i wanted to ask is it self identifying language or is there testing? >> yes, it is self identifying for the languages. however, for the languages that the city pays attention to there is testing, cantonese, russian and spanish. >> it's not part of the hiring process, right? >> it's not part of the hiring process. if they participate that's their choice and they can do that after becoming officers. >> the language ability, is that oral and also written? >> i believe it's oral and i believe that's what's tested. i can't speak to the written. >> just a thing i have noticed around town billboards encouraging people to apply in

richmond and geary, i'm wondering if there are lots of billboards around and seems like that's one of the strategies and if the commission can do more to recruit? >> i think the billboards you are talking about, the poa billboards have paid for some billboards where they are putting up certain officers, officer that saved the lady from the burning building. he's on the billboard and they did a campaign iechl -- i think it the p oa that does that. to me it's like teaing it up and put the ball away. we have an interest card and they take the test. >> thank you. in the interest card is that online? >> there is a physical interest card that you can fill out or i

believe you can do it online. >> where is the physical interest card located? >> department of human resources. they administer the exam. >> and then i noticed the same thing about the officers. there is probably a challenge for everybody to ensure the female officers is as high as possible. i think that's an area for all departments can work on. >> we have a really good representation of female candidates in this class and some real quality female candidates remain on the list for picking up in future classes. >> in graduation i went to i saw female graduates that won big awards for that class. >> if i may address that further, commissioner, we are not provided any demographics from human resources. it's a blind process. as getting into