and folks grew up in public housing, and doing eligibility work in other things. some of my friends ended up working and getting other jobs through public housing. i want to be sure there is a real connection for the folks that have been around for a long time whether employees or residents. but we are trying to work to make sure they are included in the process, and not just saying out with the old and in with the new. there is a better way do it. and i am not comfortable with the plan is, there are still a lot of questions i have. and i don't want to prolong this hearing by going through the laundry list of questions and concerns. but this is the first of what i feel needs to be discussions around this issue. so we can make sure that we are working together in this effort. i know that the mayor's office of housing is working with

housing authority. you guys are all working together. but those workshops out in the public housing developments were rushed, they were confusing. and we talked about ways in which we could better communicate to the folks that live in these developments. and we got to continue to work harder and smarter as how we communicate that message. and i definitely don't feel confident we are there yet. there is a lot of things going on, a lot of pieces to the puzzle. and i don't understand how they all fit together in order to ultimately serve the residents. for example, i don't know how you rehabilitate west-side courts. i don't understand how that is going on make it better for residents to rehabilitate a property that needs to be torn down. i won't go into discussions with the plumbing issues that back up

in certain rains. and the challenges there. and to rehabilitate that property and with the maintenance calls, that doesn't make sense to me as a policy maker. i don't think that's a wise investment or responsible. i feel we have to continue to have these discussions to make this work. for in properties, yes, they could definitely use the support. and secondly the city is going to have to invest. i know that people believe that we shouldn't invest proxy monies because i guess the voters voted on prop c money for affordable housing are folks. i get that, but public housing is affordable housing, and kwwe

have to be sure that we invest in the current residents that are actually housed there now. we have so much work to do. and the last thing i will say about that. it's not an overnight problem. housing authority has been screwed up since i was a kid, well, since before i was born. it's not an overnight solution. and now we have to figure out how to put the pieces of the puzzle together and we make sure that people have affordable, safe, clean housing in our city. so i am committed to that, and i will continue to work with our various groups to try and get there. but again the last thing -- i think i said that last time. but i know that there is a lot of uncertainty. and i don't want to turn this

into a discussion around employment. but i am asking that the housing authority and the mayor's office of housing continue to work with the current employees there. there could be opportunities to make sure that people hold on to their jobs by adding additional training opportunities. if the jobs are going to train. i don't know what is going on in terms of the details of what all that means. but i think it's important that we be sure that we do everything we can, if we are changing classifications. if we are changing job descriptions, if we are changing the way we do business. that appears to be the case in nonprofits and how this works under rad. we need to look at the existing employees that continue to manage these properties. and for years when whey had, specif especially in the western

edition when we had the homicides and the problems in public housing. no one was there to be found. there wasn't phone calls is everyone okay. and now there is money in public housing and everyone is knocking on the door. i am leary of that, as soon as you start opening the door and making things before. all of a sudden the reality is that african-americans tend to lose in this fight. i am very concerned about that. and i want to be sure that we do everything we can to handle this better, especially the communication. especially working together. and dr. jackson made a really good point. back in the day, i know my grandmother and mrs. rogers, and all of those folks would meet about public housing. whether for rehabilitation or anything going on. the residents determined how

they wanted their developments develop. or who they wanted to work in their development. and now it's just a lot difference. now i hope we have a strong process of open communication and feedback and working together. because there is a lot to do. and i know there some time limitation here, in terms of a 18-month time limit to get onboard with rad. but we have to be sure that we onboard in the residents, and include them in the process. it can't be come to city hall, we have to be in the community, and know the folks in the neighborhood communicating about the residents. yeah, it's a lot. and we got a lot of work to do. and i want to thank everyone for coming out here.

and hopefully we can continue this discussion. because there is so many more things to talk about. and thanks again. >> there was a question i wanted to ask for the housing authority. i guess that's for mr. torres. or -- yeah, please come forward. the question is really around questions about the layoffs and what specific jobs are looked at. those 100 jobs. and is there a transition plan? a few years ago when it was propose to lay off workers here in the building, maintenance staff here in the building of t the -- there was talk about moving them to other existing jobs in the city, and i wonder

what that plan and which jobs are discussed. >> there won't be any reduction in jobs for about 15 months. and then it will be as properties spin off in the rad program. we are working with the bargaining units. we are having meetings with them. since we are still under negotiations with the bargaining units, we have identified classifications for those bargaining sessions. there will be some jobs in about 15 months and then some more about a year later. we are looking at all options for those positions, including matching up classifications at the housing authority with city jobs. and also while we are shrinking on the public housing side. we will still be managing about 1460 public housing units.

but we will be growing on the public voucher jobs. some of those jobs will be to the voucher jobs, eligibility for example. >> so availability workers and property managers, what are the jobs we're talking about? >> and some maintenance workers impacted as well. >> so in previous years, i recall 2009, there were hundreds if not thousands of jobs of clerks in our human service agencies and as well as laguna honda and general hospital that were descaled. they were laid off and hired back at a lower rate. it was really terrible thing that happened. as a matter of fact all members of fciu put together their money so those descaled wouldn't lose

their salaries. and we want to be sure that we transfer jobs, and if we transfer, the model is that we transfer with equal pay and benefits, and not lose anything at all in that process. everyone is trying to maintain their standard of living, a difficult place to maintain your standard of living and create a huge disruption if -- in their lives. >> that's part of the matching and we hope to identify opportunities between now and when the impact takes place. so people have the option to move into other employment opportunities. when they want to. there may be opportunities that come up in the near future. and we would back-fill those positions with temporary workers. we are working hard. we care a great deal with the employees. and making every opportunity for

them to move into comparable positions. >> i expect what will happen if you move to five years out and you have nonprofit providers who are doing the work, eventually they will be union jobs, they will be union members, i expect. >> we can speak to that, yes. >> mrs. smith, if i were told that my job is probably going on end in 15 months. i would be stressed out. and -- you know, there is so much uncertainty here. and i don't feel like i clearly understand what the plan is. in terms of not just the employment, but just the transition and -- >> we can have this hearing back. >> yeah, i think we will need to

have another hearing in order to get an update. because there were some things that i said out to understand, and like i said, i am still confused. >> again what we are working towards san francisco housing transition. and we are talking about maintenance i and maintenance ii and property managers, so many people that do incredible work for the residents of public housing. we are in negotiations right now. exploring options. again i am saving those conversations for when we sit down with each bargaining unit at the table. but we are happy to come back, whenever you would like to have us. always coming to you to talk to you. and more in depth about the communication plans. and how it will work for

residents as well as employees. and provide you with the feedback and any concerns you hear about, let us know. like i said earlier, it's a tailored process based on the specific needs of our residents as well as our employees. and i agree with you, if i found out that my job was to go some place in 16-18 months, i would stressed. and why we are asking to hear these reports and be sure that those communications are happening effectively and consistently and accurately. that's what our employees deserve. i appreciate the comments and if you need information, please let us know and we are happy to come in. >> thank you, supervisor avalos, what do you call, the joint -- power of authority. i think we need to have

discussions around that so we can have consistency in terms of a public process for information for the public with this process. as i said, i have reviewed the application and reviewed information. i thought i understood it, and still not completely there. we have to continue the discussion around this issue. again thanks everyone for coming out. and we will definitely have other hearings to continue this discussion. would you like to make a motion on this item? >> you want to file or continue this item? >> continue. >> my motion is to continue to the call of the chair. >> thank you, without objection our item is continued to the call of the chair. madam clerk, any other items? >> no, that concludes. >> thank you, meeting adjourned [gavel]

>> any announcements? >> none. >> can you call item number one. >> 140727 hearing to receive informational updates from the mayor's office of employment and workforce development, department of children, youth, and their families, recreation and parks department, and the san francisco unified school district on the status of the summer jobs plus initiative, as well as available opportunities for summer programming at san francisco rpd sites and >> 140727 hearing to receive informational updates from the mayor's office of employment and workforce development, department of children, youth, and their families, recreation and parks department, and the san francisco unified school district on the status of the summer jobs plus initiative, as well as available opportunities for summer programming at san francisco rpd sites and through sfusd's summer school programming.

>> thank you. actually, this hearing requested comes specifically last year from commissioner mendoza and this year from commissioner president fewer. we had originally called for this hearing last year on the summer jobs initiative and we want to broaden the scope of the 3 hearing to get an understanding of our youth during the summer. it's the biggest challenges in terms of funding programming but also a time when we find that you struggle with learning retention >> we have been join by norman

yee. thank you for joining us. and glen eagleson is here as well and we'll be presenting instead of director moya. >> i have copies of the handouts for commission and board members.

>> good afternoon, commissioners and supervisors. my name is glen eagleson and i'm with the department of children and youth and their family. i'm going to give you an over view of dcyf work force programs and talk about our work with the city and then i'm going to start our summer jobs initiative and bring up our other partners. for dcyf, excuse me, there we go. for dcyf, we have seven youth force work programs that is our summer opportunities. they invest $11 million in those initiatives to serve young people between the ages of 13 and 21. all of our programs are year round initiatives but we do ask them to have specific summer strategies. i'll go over the seven strategies. the first is career awareness,

which is a new initiative and that's for those 13-17 and it's giving an introduction to the world of work and career ex plow rags for young people. we're currently funding four organizations to do that and our target -- the young people who don't have work experience and who are entering into the arenia. many of you are familiar with myeep. it's the city's largest work force program. the program focusing on 9th and 10th grader and we expand the ages to 17 during the summer. the japanese youth council are the number one council and they work with an organization with disabilities. the third initiative is youth works, which is a city internship and mentor ship program for san francisco young people. this program

works with 11 and 12th graders. young people have an opportunity during the school year and during the summer and jycy is the initiative. the fourth is what we call our work force strategy. this is a range of programs from small programs serving 15 to 20 youth up to some larger programs. we fund 20, 30 organizations and the strategies are young people who have barriers to employment. young people involved in public systems and young people who are not on track to graduate. the next is high school partnerships. this is a partner ship we have with the school district. it's working at three of the schools that we felt that has the most need that didn't have the most career technical

career programs so dcfc partnered with them to support that. we're providing services at downtown. they're the lead for that initiative. and again we're targeting students who are under credit or at risk of not graduating. the next is our youth work force development strategy for justice involved young people. this is a new targeted initiative that we started during this last funding cycle. it's for young people 14-21 involved with the juvenile or the adult justice system or who come in touch with the system through cart. we start with the occupational training program which works with the city departments that -- based on referrals that they get from probation departments, they do an assessment on young people coming in to figure out the best needs and matches for them and ott refers them to the seven programs that we fund or to

other opportunities that might be available in the city that might be a better match. >> okay passionate training and therapy program is what -- the occupational training and therapy program is what ottp stands for. we contracted with the united way of the bay area to help manage this initiative. the target audience are young people 16-21 with the priority of young people exiting programs that we fund or other cities might fund are on they're in readiness programs. we have a school year partnership with the san francisco unified school district that is being

developed to expand work base opportunities for young people so how to bring more employers into the classroom on a regular basis like career awareness and et cetera. and then the largest part of the effort is our summer plus jobs initiative. that's the effort that united way helps to manage with us and our partners. before i go into -- are there questions about those strategies right now? okay. one thing we did want to mention, we were fortunate this year, we were selected as one of five cities nationwide to receive funding from city foundation and cities for financial empowerment for a new initiative to look at summer youth programs and financial empowerment for young people. we received a $478,000 grant aimed at providing three years of

funding and it's $478,000 for each year. we're partnering with the office of the treasure office of empowerment. the program has two components. one is a summer work experience program so with this funding, we're able to provide additional 200 opportunities for young people this summer dditional 200 and we're targeting that to two different groups and targeting 18-24 year olds who will served through chalk communities and harmony for advocating learning and kids or something like that. and that initiative for 18-24 is targeting young people in public housing and those who don't have the right to work documents. we have mission sf. they're going to lead up the research component so the

first year the initiative city foundation is interested in taking a look at what are the empowerment strategies, what are the banking strategies that young people use and what's currently in place with our youth employment programs and in the second and third year, they'll take that information to expand the tools and strategies and the resources for community base providers to help provide more financial empowerment resources for young people. and i wanted to mention one of the things that we've been doing for the last three years as a part of the summer jobs initiative is to survey summer partners on what are the available opportunities for young people in training are on employments. we do surveys of every city department and all of the cbo's that serve young people in the city, not just those we serve but city wide. we want to find information in three different areas. what programs