believe there's 19 languages on the cards and the person literally points to the language and in september of 13 den initiated software that can readily allow them to identify officers that are certified in tagalic and vietnamese if vietnamese i think it's also important that we actually hit a huge milestone thankfully to the board of supervisors and our smartphones we are the only department in california maybe the united states with department issued smartphones and on those smartphones it has

google language access five core languages english spanish chinese korean and vietnamese and every single officer assigned to the streets has one of those phones on their person. any officer navigating on a smartphone via google language so we're very proud of the strides we've made we worked very closely with the director and immigrant rights commission that everybody knows their rights and knows what's in bounds and out of bounds and how we treat folks in this world-class city we like to think that we're that world-class police department.

we have fallen short in 2012 we did have one compliant sustained where an officer didn't know these different policies that i spoke to and in 2013 we had 3. those officers were admonished regarding policy but to put into perspective because of the mass retirements we're hiring about 150 officers a year where this is all new information for them and in both of these years where we had one compliant, the san francisco police department handled over a million calls for service so we're not perfect we want to be perfect but i think that's not a bad margin for error in light of the workload the officers handle and measures taken to make sure we get it right with everybody in the language they

are most comfortable speaking. >> thank you i have no doubt that your department is absolutely dedicated to the goals and visions of the ordinance and want to get a sense of how often if there's a 911 call do officers arrive on the scene and there's a language issue such that there has to be a call for other folks to help translate and move things forward. >> i don't know maybe ken has that we don't have that but i can get that you mean how many times we actually use the language line or call for an officer? >> how often do you have officers arrive on a scene that speak the language that a victim or witness may speak and i guess what i'm getting at is whether or not your staffing station by station is such that if you are in the mission do you have enough chinese

speakers or do you have enough chinese officers on the west side of town? just in making sure you have officers with language skills to address whatever need you have. >> i can tell you if you have language skills we're hiring so please go to the sfgov website and apply. >> that's part of what i want to get at. i do hear you could always use more and i wonder if you have enough incentives and i do know there's a dedication to it but seems like we're always a little bit short. >> absolutely and i think that's why the phones are so important it raises the bar and i know for myself i worked many years in the mission district. i'm not a fluent spanish

speaker but conversant enough so once calm is there and everybody is safe it's really important to get somebody down there that's the most comfortable, the person is the most comfortable talking to and i think the officers are very very good at that and i think all the officers at stations are very familiar that who the go to people are that are fluent and we try to make sure whether it's the mission district or certain ly we try to get the officers to where they can be to make the best use of their language skills. >> but in those stations do you feel there are enough officers that speak chinese or -- >> i can tell you it's like anything else in a police department that is union shop

it starts that way i make it that way but i can't preclude any officer based on seniority from transferring to somewhere else. but as we do the large higher right now i can commit to you and i know i have to the mayor to make sure that the folks who can be the most useful and most converse ant and again they can move around based on seniority and that does happen. we do try to rebalance when we hire. >> i know before you became chief in 2010 there were a number of issues particularly around immigrant populations in the southeast and crimes

happening there wondering if you had any comments or perspectives on how the situation hopefully has improved. >> there's an annual event now takes place at the bay view ymca i forget. >> cyc. >> and the bay view y where it's a great event largely african-american and those of api decent lots of kids it was a coming together over that incident where mrs. chin was thrown from the platform but i think tremendous gains have been made we do try to put a lot of chinese speaking officers as we can in the bay view there are a lot of needs out there to be able to speak chinese the demographics change all the time in the bay view

but i know captains have remained committed to. >> do you think we need more incentives around our hiring policies? >> officers do get a pay premium for being a certified speaking another language that they are certified in so the incentive is already there. i think that you know to be a police officer in san francisco if you are a person that would like to be in law enforcement i don't think there's a better police department certainly not in the state let alone the country to join, so as long as all the things keep happening they are happening in san francisco there's an awful lot of people that are wanting to union the police department. to join the police department. >> one of the questions we had

is whether to centralize more our requests that are not immediate or urgent. >> the one request in the ordinance we have no mechanism by which to comply with is to report our calls and or officers assigned per district there's no mechanism by which to do that because the police districts don't match perfectly. we can tell you per police district but some police districts have as many as 4 or 5 supervisors included and i think if we start reported out to all five it's going to distort the numbers because everyone has a want to aggregate them and it's going to double and triple good things and will seem like

we're over embellishing and if the supervisors would just accept that we're happy to aggregate any information you would like within parameters we can do it we just don't have the ability to do it per supervisor ial district. >> i certainly am fine with information by the station and you are able to compile that data by station? >> yes. >> i'd be curious to see that information particularly if you are able to compare what your language capabilities are with the specific demographics for example i don't know what that information is would love to know what it is for the tender loin or mission or others. >> every captain has that available i can have make sure it goes out to all the

supervisors exactly per police district how many officers you have at each station what languages they speak and what watches they work. >> if you can give the demographics within that station it would be good for us to see them as well. >> great. . . >> chief appreciate you being here i hope i know all of us here we're very happy about the increase in the number of police officers that we see in the coming years and hope that will reflect the diversity of our city. >> we can't tell you how much we appreciate your support for the hiring plan and keeping it on schedule. so it's really important if we're going to get them where you all want them and there isn't anybody on on the board that doesn't call and want more police officers yesterday.

>> okay great. >> next invite up oewd sorry i didn't see you behind the big podium. >> good afternoon. it's great to be back before you today. as you all know the office of workforce development the mission of our organization is to retain and train san franciscans for those jobs and

we see language access as a core fundamental aspect for our job to achieve that mission to be successful we see it as a core function of our department the slide in front of you actually gives a little bit of background and we remain very very focussed on not just serving and providing language access to all of our business and workforce clients but also making sure that we're working closely with them so i want to go through two key areas that we focus on first in our economic development and then workforce development. economic development we have bilingual staff who are specifically focussed on providing direct business service to small businesses in particular where they are located. this team in our

office it's part of the mayors jobs plan and it's two team members. working throughout the city to provide direct services to businesses. one of the key aspects of the job squad initiative is not waiting for a business to call us and saying i have a problem but being proactive how can we help. and the ada program but also to ensure that we're selling other programs and making businesses aware of other programs. the office of small business which, supervisor, i know you were a leader in helping to create, continues to provide services

to small businesses another key area where our small business team is focussed is on the implementation of outreach workshops designed specifically to address appropriate specific programs like the ada program and i want to spend a second talking about how we designed this program. this really came out of -- supervisors, you know well, many times just sending a letter to get a letter with all this intimidating language citing statute and with the support of all 3 of you supervisors we've implemented a program and expanding the program that works with these small businesses to provide

information about what they need to grow and be successful and we conducted a number of bilingual workshops principally with spanish speaking and chinese speaking small business owners. again language access is -- we have a number of training programs specifically designed for both chinese and spanish speaking populations this slide gives you a couple of examples of a number of those including a culinary program at city college i want to point out the key program as part of our program we discovered is key and intregal we have bilingual staff at

these 4 access points and it lists there what languages are spoken at each of those and we have begun providing services for the tagali population and we continually want to improve and do better. so we need to continually do better we're going to remain focussed on leveraging our resources and help them better serve these populations we need to do more to translate our written material and see provide translation services. we want to continue to work with miss pawn and finally we certainly want to work with other tier 1

departments to share best practices and happy to take any additional questions that you might have or -- >> do you have data on how many requests come in for different languages? >> specific languages? >> yeah. >> i can get that for you. the numbers that i have in front of me are only the ones that are -- i only have a number of served but i can get for you. >> how many of them are coming from different places and are we addressing those needs. we're certainly addressing it for chinese and spanish i'm concerned about the others. >> all the requests we received

were in spanish and chinese then i don't believe we ended up using the language line service. >> so you don't have a sense of demand for other language needs? >> not in front of me i apologize i don't have that. >> then the question i asked do you think it's necessary to have in-house capability. >> i think having both is really really good. we've enjoyed and really really appreciated director pawns and see them as experts in making sure we're doing it in the right way and in the way that's most productive. we're experts in economic development and appreciate that partnership to help us do better we want to continue to strengthen the

expertise we have. >> okay thank you. >> and i would just say that i would really commend oewd i've seen the changes throughout the years where you have hired the individuals who have the additional language capabilities. aside from the data you are trying to track i think it's just as important to also recognize that the work that you do to go out there to reach people like francis and can speak to people in chinese has been instrumental so i really just want to commend you foreseeing that as an important core value of your department's functions and i hope you continue to be able to incorporate that into your hiring. >> great appreciate the presentation. >> next we'll hear from real

estate. rob rider. >>. >> thank you supervisors. okay. first off thank you for having us here and i'll explain what we're going to be doing with our proto type. we're tracking client translation requests at our front desk as well. in the corner here you will see a copy of our tracking

sheet that we're now using a basic spreadsheet but adequate for our needs to track any requests that come through our door and be able to input into next years report as well something that was missing from this years. and our touch screen directory map and departmental kiosk and we'll discuss a bit more as the presentation goes on and installing multiple signage boards these board will have major departments restrooms so as people enter the building, they will be able to see that right away and hopefully that will be of some assistance until the kiosk system is up and running. we've also

already instituted brochures and have a small ee evacuation map on them and we've been preparing this proto type kiosk and we're going to start in city hall and hopefully be able to take that out to the whole city real estate portfolio as time goes on our departmental budget is our next slide the kiosk signage are budgeted at $150,000 our funding source the proposed maintenance budget for city hall and one kiosk at each of the entrances. the digital

kiosk will have two phases -- our english version the first phase in 3 months allow for equipment procurement and content development with our departments and also working regarding our staff resources make sure that we're resourced properly to run this system here. 60 days after that the implementation and testing and evaluation and phase 2 translation of materials and we're budging 30-days per language. some of the challenges ahead on this system will be the target our target date for launching the kiosk the end of september with some challenges. the procurement process will be a challenge and

meeting ada requirements and compliance that will require the work of our carpenter and working with the mayors office on disability to make sure that what we're building will be something that will be compliant and our city administrator will be reached for criminal information documents to be translated and will require substantial lead time and follow up to ensure that these documents are properly translates and with that i'd like to go into our demo of the kiosk one of our partners in producing not only the kiosk but a lot of the programming for it. >> okay good afternoon

supervisors. >> speak into the mic. >> for this demonstration i'm going to be moving around here so here we go. okay so essentially we're the technology partner for real estate in terms of implementing this project and this system itself is a very scaleable system as the user enters the building they can select from the five different languages that we're going to be rolling out initially for this demonstration we completed an english version mock up for demonstration purposes. so this could be an announcement from the city itself so as i go

through the screens i'm going to select the english version here and you can see this on the monitor yourself. here we go. now we're seeing the live demo so this is general information about the building. going to the next screen again more general information and then evacuation maps or maps of the building itself and the directory for the building so when i select the directory i get the various departments in the building and for this demonstration purpose for example the board of supervisor's this takes us to the board's website for now eventually populated with information from the board pertaining to the services and

information getting to the board so go back here and we go into one of our faq's so again this is helping the user getting access or guiding the user to the various departments so for example at the county clerks office we have information about marriage licenses and going back -- so then, again the system itself is designed to be scaleable we're rolling this out initially in city hall with the 4 kiosks but in the future utilizing this system to other

city buildings and this system will support -- the user will be able to navigate and get information but we can also post boards to send out the various information that we post right now on the bull etin board so we utilize this system for sfgov tv so it's also driven by this same system. >> if i could ask just a question about that first of all i'm very excited to physically see the manifestation of something we've been talking about for years now. could i just ask why has it taken so long for

this to get up? >> we wanted to get a system that's scaleable for all city buildings and not just city hall so this particular system that we selected, it's being used as a server for sfgov tv rolled out initially in city hall. let's say puc wants to utilize the same system they can tag on to what we've been building the departments will be able to get access to their own content update the content themselves do not rely on real estate or relying on a central department to manage their information they will have the capability to update and post their own information. >> when is the