on the property crimes and quality of life crimes in the neighborhoods. >> sure. there has been a lot of commendary in san francisco. >> -- commentary in san francisco that narcotics is down and now they're doing property crime and and violent crime is up a bit but that's mainly because robberies were down 22% last year. it's hard to stay 22% down so that has -- robberies have our violent crime up a bit but the big thing is the changing landscape. as you said ab 109 is the early release of non violent offenders and another word is property criminals and

last year prop 47 reclassified grand theft from a different level and it became a miscellaneous and felony crime will be down but misdemeanor crime will go down. >> >> because when the officers come back because you can never arrest your way out of anything and just the presence of officers on commercial corridors will be a deterrent to crime and we will get it figured out about there has been legislative change with the classification of crime and not again trying to arrest or incarcerate away -- out of crime which explains the record low jail population at county jail and juvenile hall. >> can you touch quickly being booked on a felony versus a misdemeanor what happens in the

process and once you're brought in by the officer and we heard of people with misdemeanors and so forth and i talked to officers in the city that say they have arrested someone but they're out relatively short thereafter. >> right. on a misdemeanor the maximum penalty is a year in the county jail and for good time work time you do just about five months but if you have identification you don't go to jail at all. you get a ticket so if you don't have id or a warrant or something like that you do get taken to jail but once the identity is established or put on calendar then you get a ticket for pretty much of a misdemeanor crime you don't spend much time if any at all in a custodial facility. on the felony the bookings are required and there is bail, so when someone commits a felony

obviously that is an aggravated offense. you will spend some time in jail. if convicted the punishment is a sentence usually in state prison. although ab 109 reclassifies that for some felonies you do that time at county jail. >> thanks. >> we have several requests of it projects, continued funding for the smartphones which we're one of the only departments in the state that has that and additional efficiency that keeps the officers out on the street about 40% more so they're not in the stations on computers. so i know that was something the mayor's office was able to give that and the department in the

state able to get data on the phone and i believe l.a. just got it and we were the only department that got it and a huge get for us and better for the officers. we're hoping to get e citations on the smartphones and go away from paper tickets and they would be a help for us because it would in real time populate to our data warehouse not only all of the demographics of anybody that get a ticket and where they get a ticket but what violations are happening and makes it safer with vision zero and we can spot the violations and where. we have continued expansion of the wear warehouse and like every department in the country ongoing conversations with the mayor and how and when and how practical or possible can we

get body cameras for the san francisco police department? that's an ongoing discussion. again major initiative it is for us, vision zero, both for enforcement being up over 50% across the city to try to get to zero pedestrian fatalities within 10 years of last year. the e citations and the cadet program and youth engagement and we could probably add to that working with president loftus and the commission and the mayor to be the first major city police department to come into compliance with presi -- president obama's recommendation on policing. >> >> if we could jump to the cadet program so our program supervisor yee to go to your point how do we get them in? we just hired nine more. they're

mainly college students between 18-25. they have to be full time students and can apply -- says after reaching 22 but they can apply once they're 20 and they just need to be able to pass -- need to be 21 by a certain point in the police academy. next year's budget we will expand the program from 30 cadets to 60 based on the public private partnership. mark bennyof from sales force went to selma on martin luther king day and engaged with the young people and they liked our description of the cadet program and thought it should be more, so he's agreed to put $500,000 a year for the next three years up conditional on a city match so that we can basically double our program so we thank him for

that. our future grads program is the next slide and this is also something -- this is our summer jobs program that we actually do the job. we actually have the kids. we are almost -- we're over 900 jobs that we have done over the last three years. that 2010 number is jobs we about at bay view when i was the captain there but the others are city wide jobs and that's why the numbers jump and when you total it up about 97% of the jobs is going to young men and women of color and 60% going to african-americans so that they see police officers and police officers see them differently and hopefully a bunch of these young people will want to be police officers down the line. and then the next slides speak to some other programs about youth programs

and then obviously the easter bond. some of you were there when we opened the new public safety campus. i see my partner chief joanne white and on mission and it's a beautiful facility and self sustaining and the most earthquake safe building in san francisco so we can perform anything we can do on a regular day even after a disaster. we appreciate the voters passing the bond for the crime lab and traffic company and medical examiner's office over at evans and tolan and i believe they hope to have completed by -- i'm not going to guess at that, but it will be finished. that concludes my report.

>> okay. colleagues any questions for chief suhr? supervisor yee. >> thank you. chief suhr. >> yes. >> the graduates program seems like that would be sort of a natural pool of young people. >> yes. >> to get them maybe interested in the cadet program. >> yes. >> because that would be the next step, and i am wondering are there like some company -- approach to either expose them or when they reach a certain age to recruit them into the program. >> yes. great minds think alike. we actually help them fill out the application. that's exactly what we do. >> okay. >> we have a handful of cadets that were pla and unpaid and they're all city kids and volunteered their time and when they came of age we put them

into the paid program and they're terrific. >> i want to say thanks for the report and like supervisor wiener i would be supportive of having accelerated rate of academies, so we could actually get our police officers to at least the old 1971 figure quicker than 1918 so i also want to thank you we asked a few questions about safety and we had a hearing not too long ago, a fews ago, specifically talking about property theft and how are you going to be addressing it, and i thought what you -- the presentation then was very good and how people in the community should also be doing their part, and i know you're working closely with the da office in terms of their computerized systems to make things happen a

little quicker so thank you very much. >> i appreciate the support. >> okay colleagues if there are no other comments chief thank you for being here and presenting. i am without a doubt lend my voice to supporting as many academy classes we can put in. i believe public safety and the shortage of police officers is one of the big issues facing the city so look forward to talking more during the budget process. >> if i could i need to give a shout out and this presentation was done by maureen gannon and ms. welch and christine and she's terrific and ben rosenfeld and kate howard with the things we're trying to get done with the police department right now. >> thanks chief. okay. up next related joyce hicks real quick who is head of occ to come speak on her doesn't which i

know -- department which is under the police department but integral part of the public safety infrastructure here in the city. . >> good afternoon chairperson farrell and members of the budget and finance committee. i am joyce hicks and i thank you for the opportunity to address you. we are getting the powerpoint loaded up on the screen. >> why don't we get going because we have a number of

other presenters and i want to make sure we're respecting people's staff time. >> certainly. i will quickly run through the presentation, the topics that i will discuss with you will be the history and the mission of the occ, organizational developments, our budget, investigations, legal unit, and information technology. the history and the mission of the occ is that it was created by a board of supervisors initiated charter in 1982. the occ became fully staff and operational in 1983. it is under the jurisdiction of the police commission, not a part of the police department but part of the police department's budget. the mission of the occ is to investigate civilian complaints and impartially and we make recommendations on police practices provided by charter,

and in terms of promptness of investigation. in 2007 the city controller issued a highly critical report of the occ prior to my beginning and -- the title of the report was poor case staff management degrade the quality of occ investigations. one of the find negligence that report was that best practices for investigators is 16 cases per investigator, but in in 2007 the case load ranged from 20 to 45. that's still not the case but the case load is i will outline a little bit later is still too high. for 2014-15 under organizational developments staffing was constrainted by the adjustment and long-term absences. currently the staff vacancies

include two journey level investigators and one senior investigator and those positions have not been filled because of the $300,000 attrition and step adjustment factor and we have long-term absences which cannot be permanently filled. we have one clerical and one senior investigator. moving quickly to the budget chart and again the mayor's office still has the occ's proposals under consideration, but for this fiscal year the total budget 5.1 million dollars projected for next fiscal year 5.1 million dollars. with the proposed enhancements it would be $5.7 million. however there would still be the combined step and attrition of $266,000 which

would cause the occ to hold positions open because we're over 90% staff comprises 90% of the budget so the total ask from the occ is 634,000-dollar but again that would really only allow the occ to fill its vacant positions. we are asking for a journey level investigator, senior level investigator, an information services technician assistant to help our it business analyst because we only have one information technology staff person. a point 25 attorney to make whole the attorney position that is staffed for mediation and outreach, and then finally an

additional attorney for additional policy work that the occ is providing. you have before you the occ's staffing chart. it is budgeted for 34.75 f.t.e.s. the occ's -- its largest unit is the investigation unit which has 21 full time equivalent positions. last calendar year the occ received 728 complaints. we investigated and made findings for 706 cases. that means when we close less cases than we receive our backlog is increasing, and we closed 54% of the 2014 cases that we received. looking at the investigator's case load the median case load

for investigators last calendar year was 24 cases, but only 13 journey level investigators had full case loads at the close of 2014. two of these were acting 8126's so two of the journey level investigators were acting as supervising investigator and i indicated 16 per investigator is best practices according to the 2007 controller's report. the occ continues to receive cases of note high profile cases and require more investigator time and meaning a investigator that receives one of these cases whether an officer involved shooting, a death in the hospital, the bicycle's case involving the bicyclists killed in a collision with a truck and those have the case load

reduced to focus on the high profile cases which means that the other investigators accumulate higher case loads. >> >> in addition to these cases we also called to investigate the valencia gardens incident and we had a complaint from the sexual assault victim who was dissatisfied with the amount of time it took to complete her case in the complaint was specifically about the crime lab and in december of 2014 the occ discovered evidence of racist text messages among san francisco police officers and this evidence was forwarded to us after the federal criminal trial and we have a complaint in our office regarding those

messages. just to briefly tell you who was filing the complaints and ethnicity and race. twenty-seven% are caucasians. 26% are african-americans, 11% latino hispanic, asian americans comprise 6% and 26% declined to state and this was all from our 2014 statistics and looking at language english was spoken by 97% of the complainants. another 3% spanish. less than 1% cantonese and russian and korean. and we have investigators that speak a variety of languages. we have non investigative staff that speak other languages. in 2014 the types of allegations we received unwarrantied action

33%, confluct with action, -- and here is listed all of the rest. the findings we made of the allegations we received last year which came from the 729 cases we received, 2024 and [inaudible] allegations and 507 officers received complaints and of the complaints we received the allegations or the findings that we made not sustained were 64%. that means we couldn't prove or disproof the allegations. improper conduct 19%. 6% of the allegations we found misconduct or neglect of duty and those -- that 6% allegations comprise 8% of the cases we received. unfounded

3%, no finding 4% and in the complaint choose to withdraw 4% of the cases. in terms our sustained allegations 50% of the sustained allegations were near neglect of duty. another 35 for unwarranted action. conduct 9%. unnecessary force 3% of the sustained allegations that came from two cases. one involved one involve and the other case involved three officers. discourtesy and sexual slur 1%. some of our complainants made claims of bias in 2014 and involved 79 cases, a little more than -- well, 11% of the case load for all bias claims. 74 of the cases were for racial bias and two for gender and three of

the cases were a combination of racial and gender bias. we didn't make a finding of sustained in any of the these cases but it is a national phenomenon that is very difficult for investigating agencies to prove or disprove claims of bias. the occ is a legal unit includes four full time equivalentings and two are trial attorneys and in addition to prosecuting cases before the police commission or defending at chief level hearings and provide sustainability reviews and sustained reports meaning that when the occ fine finds there is neglect or misconduct of duty and reports have to be written and some are in excess of 50 pages and forwarded either to the chief for chief's level discipline which is discipline which is 10 days suspension or

less or to the next level and up to and including termination but in addition to the two attorneys there is an additional attorney that does policy work for the occ and .75 position that handles the mediations and outreach. the occ conducts policy work and makes policy recommendations to the san francisco police department. last year the policy attorney completed the training video with the department on detecting and overcoming language barriers and wrote the script and worked on the production of this training video as well as another training video for on the department general order of

children of arrested parents and involves looking nationally for best practices as well as working with the police department and with community groups on these issues. policy recommendations that arose from the occ last year to the department included revision to department general order 6.0 nine to require police to interview domestic violence victims in private and provide translated -- emergency protective orders and domestic violence referral cards. another area that we determined there were issues that needed department bulletin had to do with complaints we received from drivers who had been ticketed by police -- san francisco police officers and their licenses were

revoked through an officer initiated incapacity proceeding and we determined through our investigation that there needs to be clarity for the officers as to when they could do the revocation and that it should be supersized by a sergeant and chief suhr adopt bulletin and dissemmated and we are proud of this area and while discipline is important a strong message goes out in the area of mediation and we do have an award winning mediation program want last year 50 cases were medyaitded by pro bono mediators and other agencies that have programs used paid mediators and in san francisco we are lucky

to have the san francisco bar association and a community of mediators that volunteer to do this for the occ. the cases that were mediated represent more than one investigateon case closers and result in a cost and time savings. they are concluded quicker than an investigation and a greater satisfaction on the part of the complainants and officers and we determined that through a customer satisfaction survey. in addition the occ engages in outreach to inform the community about the occ's work about the availability of the complaint process and we have been told that we were the first civilian oversight agency in the nation to develop a strategic plan which is posted on our website and outreach includes community presentations and meet with

community groups to collaborate on matters that would enhance delivery of services by the police department, and meeting with the groups and with the police department. we also make presentations at the national association for civilian oversight of law agency which is an umbrella agency, a civilian oversight agency throughout the country and the world. we conduct training including training at the police academy and at schools and to community groups and we provide our materials to various locations and we also inform through our website, and in the area of information technology and that is one of the asks the occ only has one information technology staff person, and last year he completed the online complaint filing project with an outside

vendor but in addition to that on a daily basis he maintains and enhances the occ's data base. we have internet at the occ and supervisors are able to look at the progress of any investigator's case by pulling up the work summary as well as digital evidence that has been filed in the case. in addition to that this one person compiles data for our quarterly and annual reports and also provides information to the police department for its early intervention system. that concludes my remarks. thank you. >> thank you director hicks. supervisor mar. >> yes thank you so much ms. mics. i wanted to first ask you about there is quite a bit that the officer does and you said the f.t.e.s and the unit and you mentioned the racist

homophobic texts report reported to your office and do you have suggestion on what type of training is needed for unconious bias and of the racism and built into that and it's an open ended question. >> yes thank you supervisor mar. it's the occ's strong recommendation that the san francisco police department all officers engage in training that involves learning about the science of implicit bias as well as and it is my understanding from chief suhr that they're going to begin that training in may, but i think it's important that the training also (paused)