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 the department specifically assigned to stations. i can think of reserve officer, luke is behind us assigned at the northern station and spend most of his time volunteering in the

northern and specialist, we have so many event in the city. we have a big request for reserves to work as a mentioned at different festivals, street fares, police events. you will most likely see a reserve as part of that. recruitment, we talked a lot about recruitment tonight. we get on a daily basis inquiry about the reserve program about hiring and about training. the chief's plan, the chief came up with this idea the other day where they said i'm going send a letter to every officer who is pending retiring and ask if they would be willing to stay on as a reserve officer to participate in the program. it a smooth transition. the benefit of getting them before

they retire is move them from an officer to a reserve officer so we don't have to go through that investigative process. so we are working on that letter for the drop off officers and other officers not in the program to build that up to make an easy transition. that's the chief's idea he recently spoke about. qualifications, it's the same as any person we are hiring to be a police officer in our city. the exception is we want them to come to the department with the training. i'm going to talk about our plan to have this training here in our police academy. but 21 years of age, meet existing post standards and pass all background investigations and requirements. in terms of hiring, this is where we are. we currently have

122 applicants. we had 155 and wiggled down to 22 because the remaining group is no longer interested and we are moving forward on this process. we have orals lined up for october and november. we are putting them through physical agility november 16th and into that process to hiring as many as possible. currently 88 are level 1, 13 are level two and 16 are level three and there are 5 we haven't determined their level of training at this point. i would like to take a moment to compare agencies. our agencies versus other agencies. the san francisco police department has 26 officers. the sacramento police department

has 80 department, -- san mateo, the oakland police department 8 reverse, they have a trant program. the los angeles police department has 148 officers. they have a field training program and the los angeles sheriff's department has 803 reserve deputies and all level one. the vision for the future, where are we going with this program and what is our plan. we have a seven step plan. i want to tell you about this plan. our goal is to increase the officer program from 26 reserves to 126

reserves to bring up the training to more than we have. we want to expand our recruitment efforts because i truly believe if you don't go to the website you may not know about the program. you may have always wanted to be a police officer but you have a career already and don't realize that all you have to do is attend training and you can be a volunteer for our city and be part of this program. we want to take what we currently have what's been sitting for a time and moving forward on it. that's why the dates for the oral and the physical agility and the background process is moving forward. i met with captain and we talked with his staff. officer is working with the staff. it's going to be exactly the same process. over the last couple of weeks we've been talking very seriously about bringing the modular reserve officer program to the

police academy. we've done some research on this. first we've looked around and determined that at this point if our information is correct, santa rosa, maybe some agencies in martinez or east bay in college are the only agencies now offering this training. that's the problem with that. i have been talking with our area representative from post who say they are willing to allow us to run a modular academy at our police academy. the main goal is that we would have to break even. we would have to charge the students a tuition and run a program 6-10 at night on all day saturday class and they become a level three and once they complete it they can go through the hiring and

selection process. we had this process, this type of training 25 years ago at the police academy, but it's gone away. we have to make sure it makes sense here dollar and cents. >> we have to expand our areas of service. they can work in investigations, special operations, the department operations center. we can expand the work they are doing. we want to initiate an fto program. currently you get hired as a level reserve and that's it. this proposal calls for a field training program. what that would mean is if you get hired as a level one reserve, you go through a field training program, you volunteer 30 hours a month. it takes 12 months. you go through an

actual 400-hour field training program and you have to successfully pass it before you can stay as a reserve officer. this seems to be industry practice, this seems to be the standard and i think it will just call for more professional program that way. last but not least we want to bring back our annual dinner our reserve officer of the year. these officers work very hard, they volunteer and i know the chief and the command staff would be all for having some sort of recognition with them, maybe pick a reserve officer of the year, but just thanking them for the work they do. okay. with that i will take any questions you may have. >> thank you very much for this presentation. i was talking about the reserves. can you bring them forward so people can see what they look like. i

know there is a little r on their badge. can you bring them up now. >> that is the only difference is there is a little r on their badge. what chief is talking about is when you retire from the department, you get to keep your star, your star number, put an r on top of it. that's it. >> it great. so you can tell. unlike the issue with control specials, they have a different uniform. these are san francisco police officers that i can't see the r from here. another question which was left out of the presentation and i know people say how much is this going to cost. how much do we pay the reserves? >> we do not pay the reserves anything. this is strictly a volunteer program giving back to the city. >> commissioner, turman?

>> wow. it's an incredible program. i want to thank you first of all for the tremendous service you do for the city and county of san francisco and on a volunteer basis. you are a fabulous human being. thank you for your work. >> thank you for your terrific presentation and informing us on this on this important component of the department and then i would like to also echo commissioner turman's thanks and to put a face behind the presentation. thank you very much. [ applause ] >> so, welcome lieutenant o'connor to the department.

it's nice to see the other officer, i don't want to mispronounce your name back there. it's good to see you from coming from this program into full time position with the department. so, welcome to you as well, officer. so, captain, how many people are like officer smothering who transition from the reserves into full time paid positions? is that somewhat of an objective for many of them? >> for some. for some they have decided they enjoy the current career they have. they just want to be part of the reserve program and operate as a police officer 20 hours a month. for others, it been an opportunity for them to get used to our

department, our policies, wear the uniform and patrol on the street and they have made transition. i can think of a great few examples. officer smothers one of them, officer barrel, we have another reserve officer who made the transition and he's going to the field training program. there is a few that have made that transition. the benefit is they come to the department as full time officers with all this great percent is and it's just very bifl for us -- beneficial for us when that happens. >> your view for the future seems right on and approaching retirees before they get too far away and too cold from the job, that's all terrific. it

sounds great and the benefits sound great. i'm wondering why in the last 3 years there has been a tremendous drop at least in terms of what the california reserve poa shows. what's happening in the state that has caused such a drop and what implications does that have on our future plans here, are we bucking a trend or something or is it just the economy? do you have any thoughts on that ? >> i do not know why the membership, it may not necessarily translate to a drop in reverse. it could be that less members are joining the california reserve peace officers association. i don't have an answer for that because these are volunteer programs. i will say that in some other agencies, they do pay their reserves. we don't. some of the

agencies that i put on the screen do. but really, i don't have an answer. what i would like to do is add to it. that is our plan from our department. >> wonderful. and i don't want to take up all the questioning time, but i want to be clear on the training and the background checks because i understood from your presentation and i want to double check on this. did the training, they have to get the training outside elsewhere become they can become part of our reserves. but the training level is roughly the same for level one as it is for our full time paid people, is that right? >> yes. the level one training that is received outside of our department is the post minimum standard. so in other words if i was a recruit in 37 of the

other academies in the state, i may go through a 5-month program and met as a peace officer. i'm be a lateral and net go through the full hours. i'm saying that to say that the post basic minimum is 664 hours which makes a level one reserve officer. and what we are hoping to do is that with that minimum, combined with the fact that they meet on a monthly basis and we offer the training and we put them through a field training program that as time goes on they will get to the speed as full time police officer and receive what a regular officer receives for 11 hundred plus hours. >> thank you. the background

checks, same thing, everything we heard in terms of our hiring for the department, the reserves have to go through all of that, the polygraph, the hair samples? >> yes. everything is exactly the same and we have a plan set up for the hair sample and the questionnaires and once we get through our physical agility, it's at that point that we get with the staff services and we'll sit side by side with them and make sure we are consistent with what they are doing. and the chief and i will go through all the candidate once they have gone through background and we'll make a selection of who gets selected and who does not. >> wonderful, good luck. great. i will be interested to hear how things are in a year. >> thank you. >> thank you, commissioner chan? >> thank you for your

presentation. it's very substantive. i appreciate the statewide view and where others are and your plan for the future. it's definitely an obtainable goal in terms of how organized you are and what effort you put into this. i think it great that you have that on something you want to reach. i also had one question. just to make sure i understood, is there a cost to the class now. i know officers can come already pretrained, if they are not trained and just interested in becoming a reserve officer? >> our preliminary review, it's not set in stone. we are thinking roughly about $2000 per person to take the level tlel 3 course and the coast

-- cost may go up for level two and level one we are talking about scenario testing and police car testing and the cost do go up. we want to really break even. this is not about making a profit, just making sure that everything is covered in the cost. >> right now, these classes are not available. so if someone wanted to pay something, they couldn't, there is no classes available, is that right? >> there is no classes available, we are not running the program. we are not running the class. we spoke to one of our areas at the post who said it's a great idea, it's not close by and not convenient for people in san francisco and the surrounding cities and they are hoping we do it. post has been very supportive of our idea to do this. >> great. thank you very much. >> i just want to commend the

chief for his idea about asking the retirees about joining reserved. i know we all heard about officers wanting to come back one 1 day a week or i really love what i do. we are getting this experience that we can have back on the street to train young officers. it's just a great idea. i know for them to come back without pay, it's something that some of them will balk at and some won't. it will be great for them and great for the police department. it's an incredible idea. >> one other question just came to mind. if an officer in the reserves were to be involved in

a situation while on duty that caused a great deal of stress, would our benefits in the department be available for them? >> yes. we would connect them with the behavioral signs and definitely offer those resources to them. >> good. thank you. >> thank you, captain. you are always very thorough. this was a great presentation. thank you very much. we greatly appreciate it. please call line item 2 b. >> directors report. good evening, president mazzucco, deputy chief chin and members of the audience. i'm manny ports with the officers with citizens complaints. i'm here for director inhibition. i am happy to report that the occ does not