f the public was to see more officers on the street but obviously if we have officers that are not just so i think i would rather know that sooner than later. >> a couple more questions. one of my constituent organizations wrote me a letter requesting that we bring operation cease-fire here to san francisco particularly calling out the boston model and i understand that we have somewhat of a modified version of it through crn and the serious fire has had various iterations here in san francisco and that of which was implemented by the chief before you got here. >> actually it was in 1994. i was actually captain in the mission district. david kennedy who did the night light and boston model brought that to

san francisco and tetd the judge was i believe kevin ryan and we did different iterations of serious fire over time and went to a zone strategy in 2005 under chief heather fong with the deputy chief and john murphy and that was the low year matched last year in san francisco where we had 45 homicides. i am happy to look at that again. >> so from what i am hearing there is a ground swell of support growing for desire to see the model that is implemented in boston serious fire here in san francisco. >> we do have serious fire meetings biweekly ongoing. >> i understand but it takes on a different -- it's not quite based after the boston model. it's not as strong as the model that i am referring to. >> i can talk to -- the boston

model is pairing probation and police officers in the evening hours to do probation -- knock and talks at residences and we do that to some degree but there's not a lot of adult probation officers that work in the evening hours. i am happy to talk with you supervisor and get you to where you want to go. >> i am happy to having that conversation and i want to go back to recruitment and not just that but retention and the next step is promotion certainly a challenge that the department has been facing for some time and it's not just within the police department. i believe there are departments here on the city side that also lack diversity, the fire department also i would argue is equal in being guilty in this area. you mentioned -- you referenced the

cadet program as a training tool. i think what i am looking at is something a little more robust, a stronger effort that has a budget ask, maybe attached to it that is more thoughtful, more deliberate, and actually recruiting and getting folks out from the different parts of the neighborhood and san francisco first is a priority and then from the diffe ethnic community scption what you're doing to make it more robust? >> yeah we're doing aggressive recruiting. we have television commercials. we have retained staff from local community colleges to recruit within the colleges and the local universities. that has netted

us about 26 candidates right now that are in the queue. we have 30 cadets, 21 that we hired last saturday and nine we're hiring and a partnership through the city and sales force ceo mark [inaudible] is going to get some additional ones and that is 40. the recruits that are full time students age 18 and over with an interest in law enforcement and hold them close until they're old enough to test to come to the police department. >> what about the current academy classes or the ones in formation? >> one current class is 12% african-american and the next class that will start in april starts off at 14%. >> what about latinos and pacific islanders? >> i believe that is an equal amount, somewhere in the mid-teens so the focus is obviously the 300 officers that

retired -- in fact i see a couple in the background here -- are my generation so when we came in there was a hiring decree and so a lot of the people retired when we got old we don't have that but i need to hire back in kind and within the law without using any quotas or variety so the method to achieve the goal is to basically fish in san francisco's since i think san franciscans make good police officers and i go to schools to talk about the importance of graduating from school and the myriad of city job and/or other jobs can you get with a high school diploma and once we achieve that we talk about higher education required for the cadet program and a 20-dollar an hour job and anybody that knows anyone present or on television that

has a young person that might even be interested and if they don't -- if they decide they don't want to be in law enforcement it's a still good paying job in school. >> so it sounds like we have a good strong lead with the young persons and orienting them towards the program but i think what i am looking to here hear what other programs -- (paused).

>> >> and we would the chief if he wanted to borrow our officers so his could attend the funeral which i was present at for fallen officer michael johnson. we have enough officers to augment a day time patrol for them so we're trying everything we can to get a police department that looks like san francisco. >> thank you. >> thank you supervisor cohen. i was going to say that supervisor avalos wanted to make a comment and i share a concern that texts -- of course the officers -- the four plus perhaps the 10 or others involved should be held accountable and i realize that susie loftus and the police commission will go through the reforms suggested but i fear the focus on the texts is just the tip of a iceberg and a broader

problem and advocates for many years have been advocating to have institutional changes within the police department address bias and have a department that is free of bias from the hiring to the screening to the academies to the field training to the whole department and that's why i asked if it's a few bad apples or a broader institutional problem? and i think you addressed that you're dealing with the institutional changes recommendations from the community but i want to ask you as supervisor breed asked how long will this take and what's the next step after the investigation is done that you're going to be completing soon chief? >> well, the audit and history questionnaires is ongoing. that started had the names. the work with the public defender's office and da's office and any

reports or issued or by the officers in question are looked at for that bias. i think that it's also important to note that the commission -- we were already trying to make sure if not in line but i know the mayor who shares everybody's concerns and we've had many conversations over this that we need to be a police department that the community trusts and goes to and doesn't see this small half a percent of officers or less as indicative of san francisco police officers. however, like mr. hadashi we all have biases and we try to help people and service like we said we would and i insist upon that for our officers so we will get implicit bias training in conjunction with the racial

profiling class. we will continue to put recruits in boys and girls club of color both on and off duty. we will assume nothing and error on the side of caution that we need to touch everybody so in the in service recurring training as well as the basic academy training. >> thank you. i see no other questions but thank you for being here. the next speaker before we get to public comment is christine deberry chief of staff for the district attorney and followed by the chair of the human rights commission and thanks to rich for being here as well and last is joyce hicks before we go to public comment. >> thank you supervisors. thank you for calling this hearing on this important topic. i am happy to be here on behalf of the da and very concerned as well. i want to address the questions by supervisor cohen

and how did we get here and how do we make change? i can tell you how horrified we were and the reaction in my home but if we don't change it we will experience the same problems. the issues that we're facing in san francisco we have insufficient oversight over the law enforcement agencies and don't have a culture of transparency around disciplinary actions and problems that maybe brewing in the multiple agencies that we work with. number two we don't really have meaningful mechanisms to force reporting of misconduct other than obligations we have under brady to turn over potentially excull pitory information and we have limited information on misconduct in the police department or sheriff's department or any other, and third there's too little discipline and too little consequence for misconduct here in san francisco. it's a rare

situation that someone is fired for the conduct. there are few cases reported to us for misconduct and the discipline that is meted out is rare, relatively weak and uncertain, so those issues i think are the things that within all of our agencies need to be looking at. i think everyone here is earnest to scrub out the behavior and problems and we have to be honest with ourselves it will require systemic change and not saying that we feel terrible and they're fears that we don't share personally. in our office and you have seen the news that the district attorney asked for a task force to investigate this and other issues we're seeing. we have invited other agencies to join us in that. we don't believe we're the only entity engaged in that but the da believes the obligation to do that is not [inaudible] and done immediately and in a way that we

stand in front of the citizens and the truth in our heart and the cases are done and they're not tainted so we have launched that task force. we are doing it with existing staff. we are looking into multiple issues in agencies and the racist text messages is what began that investigation. we have made requests of the police department to receive information. we have received some information on the first four officers. we have not received information on the additional 10. it appears not all 10 have been removed from contact with the public. i'm not sure [inaudible] recommended for termination. we are still waiting on that information from the police department and have asked for other information that i think it helpful in conducting this investigation. the big concern for us we have become aware of this by reading about it in the chronicle like everyone in the room and it's

not a way to provide effective oversight on an agency that we rely on heavily for the cases if in san francisco and we are looking to improve the flow of information in the cases and investigate and root out the kind of behavior that has come to light. in the initial review the da committed to doing a 10 year look back because we're concerned that cases currently in the system were tainted by these officers. we have done a run to see all of the reports that those officers have written in the past 10 years. that is over 3,000 arrests that were made. there were 1400 cases that we charged based on the reports and 1600 we didn't proceed on but we still want to look at and the course of the investigation will look at both the charges chases. that is obviously the priority and nobody is in custody that shouldn't be as a result of an

arrest from one of the officers and two, anybody with aing or closing -- pending or closed case where the information is critical and we need to look at the validity and the strength of the case and take whatever remedies there that are required and we will under take that with earnest but we don't feel the obligation ends there. we need to look at the cases we didn't bring and see if there are patterns or issues that repeatedly arose in those cases we didn't charge. there was cases where we didn't have enough evidence or concerns about the evaluation evidence and see if that is linked to the officers. >> >> and we're hoping to have cooperation of the police department it have a larger look. the concern is this goes beyond these case and but we're

committed to working hopefully collaboratively with everybody to identify the breath of this problem and make sure that we root it out. the thing we don't want is conduct a look back. go through 3,000 cases and in a year or two find ourselves with another scandal on the desk and another situation to unravel. obviously the work we do is exceptionally important. we're dealing with people's lives and liberty and has to be done with integrity and not a game but with severe consequences and we need to do it to the best of our ability. if i could address the systemic conditions that we may want to consider. create a mandatory disclosure to our officers and making that immediate upon referral to ia so we can flag those officers and make sure we don't process

anymore cases with them without having a better understanding what the misconduct might be. secondly i think there needs to be improvement to the discipline structure to make sure it's swifter and more meaningful. there is a backlog with the police commission in disciplinary hearings they're hearing and effective and helpful if that is reduced. obviously if consequences are not handed out in any timely way they're less meaningful. if we don't hand out these a police department won't be sustained and people won't stay where they're not supported and we see many of these officers had prior issues that didn't result in termination. i'm not sure of the discipline they got but it's critical outside of the racism of the text messages that we deal with police misconduct in all of the forms and make sure they don't tint our cases or

work and thirdly i would ask and we asked in the budget support for our trial integrity unit and asked for an increase with the henry hotel issue and temporary positions that have sunsetted and we have to now look at in this instance 3,000 cases and we have multiple other investigations going that will require meaningful human resources from us to get the work done well and our hope is we can establish a unit that is more proactive and want like to be in the business of avoiding these scandals and look backs. we can't effectively unring the bell. if someone is convicted badly or bad evidence from a bad officer we can't fully take that back and would like to avoid that and have a more proactive unit. >> thank you so much for being here. i see more questions. thank you. i want to acknowledge that the mayor's director of public safety is

here. thank you for being here. next is the chair of the human rights commission. >> good afternoon president breed, supervisor mar thank you so much for the invitation to be here today. i'm going to be as brief as possible and i'm going to start with thanking the public defender for his overview of what implicit bias is and how important and significant it is to understand and address so i'm not going to cover that ground in explaining it and i also want to recognize what chief sure said about the training that took place yesterday. so last year the human rights commission sought funding for implicit bias trainings. we didn't get it in large part because of i think the tardiness of the request in the process but we renewed the request for this and let me explain what we're doing. we

came up with the idea of looking to initiate programs and trainings and workshops on implicit bias and associations explaining what they are to city leaders and department heads and looking for ways to address those biases and understand how to make decisions that are free of bias, and i spoke to the mayor about this proposal and he recommended that i speak with mickey callahan who directs the department of human resources and get them on board and i did that and resulted in a program between the human rights commission and the mayor's office and others and presented proposals and chose kimberly tappian who is a well

respected and experienced presenter on this topic. yesterday we held our first of three trainings, three workshops we're going to be holding, and i believe that all of the participants found it to be useful. they were department heads selected by the mayor to engage in this training and the training was on how unconscious reactions and thoughts affect management and leadership style, how to recognize implicitly associations with gender and socio-economic status and features and all of the levels that someone can be discriminated against on, so this is the kind of training we would like to institute city wide. that is our goal that every department head, that each person who works for the city have to engage in this training on an annual basis just like we have to engage in sexual

harassment training and other trainings that are antidiscrimination training. >> supervisor cohen has a question. >> yes thank you. can you tell us which department heads were in the train something. >> supervisor i don't have that with me but i can get that to you and again this was not meant to be -- kind of everyone being there at the same time but a selected department heads for us to begin to see how this training can best be presented to the city and how it can be most effective and applicable to the functions that each of the departments has for the citizens and each of the department heads have but i will get you that information definitely; so obviously this episode with the text messages is revoltding and deeply disturbing to every person within any level of decency in the city and this is

a fairly decent city but these overt forms of discrimination and manifestations of discrimination are more easily addressed than the implicit associations that everyone in this society has that are related to the disgusting revelations in the text messages. not everyone harbors that level of discrimination but we all have grown up in a society and we have been given the messages that black men are dangerous, that black people are animalistic or less intelligent and women should play certain roles in society and lgbtq people are not full citizens so these are all messages that we have gotten and on some level sadly are apart of us, so that means that each one of us that serves the people of the city and county of san francisco need to have a duty to interrogate

ourselves and look at the way that we feel and when we come upon biases that we do have even when we never act on them consciously we need to understand they're there in the unconscious and without our knowledge they do affect the way that we interact with people, the way that we treat and serve people so we feel it's very important for this effort to take place for this pilot program to continue and hopefully very soon result in city wide trainings that are hopefully supported by the board of supervisors and by the city financially. obviously that will be necessary. in the budget's submission we just gave for the upcoming fiscal years we asked again for funding for to continue the pilot program and then to develop in conjunction

with the department of human resources and the city with the trainings that we're hoping to institutallize and give. i mean obviously it's so important that we deal with this issue because we have seen how these things affect people; how it affects the people subject to the discrimination; how it affects the people subject to disparate treatment and affects the children in the community when they grow up and learn day-by-day year by year that they're less valuable that they're seen as less important and that resources will be spent on some people but not on them, and these decisions by in large -- the decisions that lead to these outcomes by in large are not made consciously but what we do in the city affects people so deeply and begins altan early

age it's incumbent to understand all of the things that go into the decision making process and learn how to begin to make decisions that are free of bias or free of bias as possible, and in this training we did learn that there are -- there are ways, there are exercises to begin to address the biases that we all have and these are things that i think we should have to do as city employees so i am hoping that when you review our request for funding that you will join us with that in that effort. one of the other things we asked for this year are is funding for hearings on structural bias. the relationship between explicit and implicit bias and the resulting structural bias that gets there are issues to

address and we hope in conjunction with the board of supervisors to hold hearings so the various city departments can come and things exist that and the people of city and county of san francisco tell us what needs to done and also the kind of struck uferl issues they have confronted so we hope deeply to work with the board and the rest of the city -- >> supervisor cohen. >> thank you. just a quick clarifying question. could you define for us structural bias? >> i actually -- i can give you an explanation that someone that has been given. i think the naacp actually gave -- defines

it as bias is legitimizing a a rare of dynamics and (paused). now racism isn't the only form of bias. obviously there is sexism and home phobia, all sorts of things and structural bias is the bias built into the way that we do business. it's been built into the kinds of resources that are available and to whom they are available and at what level and based on what requirements. things that look objective but really in practice discriminate against people and advantage certain people over others. >> thank you. it's good to hear that as we go into the budget

cycle and which nonprofits get funded and which don't and which pet projects that move through thank you. >> thank you. so i wanted to say it's kimberly pap ion is the consultant that the commission is working with. >> yes. >> and i know supervisor cohen raised other models and i think seattle has a racial justice commission and oakland desley brooks introduced arch ordinance to have a commission there. sounds like there are different models but what the human rights commission is leading sounds like what other cities are trying to do and deal with these issues and bias and sexism within the city and it sounds like good work and the mayor is supportive and the department of human resources you said? >> absolutely. it's a joint effort and we began this on our own and the mayor's office and others have joined with us. we

will go forward regardless of who joins us or not and one thing i. say and applicable to this hearing. >> >> we that the trainings and workshops should be given on an annual basis but when we think about the police department we believe it should be integrated into the academy and that it should be a part of training in a dynamic way where people once again all of us but specifically we're talking about the police department here perhaps, can check in to see what kinds of biases we have without knowing it because these are all unconscious and you check in. you see that you have this bias and then you take the actions necessary to deal with it and it's an ongoing process. it will never be good enough or end because the brain works in a certain way and that's one of the things that the course that we