but those officers are -- they're looking to improve curb side traffic management, staff and coverage for the lost and found, air field security checkpoints and it's a reduction in overtime. the next slide speaks to our hiring plan which has been mentioned. you will notice the hiring plan that was unanimously approved by this board in 2012 prior to that time there was one general academy class hired again since 2009 and that was in june of 2012, so ostensibly it was billed against the 12-13 budget. because of the crisis we're in within the city trying to get by. we did add a fourth academy class -- i should say we are adding a fourth class this year because

retirements out paced the hiring of three classes and working with the mayor's office we were able to identify salary savings thanks to director gannon and other staff and acknowledge they did a great job on the budget and able to get us back on track to meet the projected hiring and back to full staffing in june 2018. >> chief, as it relates to that and i know supervisor wiener is doing work on this topic in particular in terms of the academy classes what's the max you couldn't put anymore officers through the academy every year? how many classes would that entail just from a logistics perspective? >> working with ms. how to find out that number. >> >> howard and what that number would be and the mayor's office. are hoping when we come back i can answer that. we have three

going and we in the process of adding four so we're determining what the capacity is. >> yeah. that's what it is and is it what is possible and the academy four classes maxed out? we will talk to you next time. >> it's not lost on the mayor's office as all. it's one of the top priorities. >> got it. how do you feel about lateral hiring versus academy clazs? >> we hire laterals and there is interest in the bay area to be members of the san francisco police department. we try to be judicious who we hire from other departments because we don't want to take officers that might not be a good fit in san francisco and over the last -- i guess since 2012 we had a lateral academy class. about a year it's 10 to 15 officers per class and maybe 10 to 15%

attrition of those classes but we're making sure that we get real good officers again and benefited in 2012 because others were forced to layoff and the officers that were free agents if you will. they didn't come upon being available at their own doing. it was a matter of seniority. they let the most junior officers go and they few have been stand outs for us in san francisco. >> even if you bring laterals in they go through the academy? >> they go through a brief academy because they have certain powers but we want up to speed on our policies and procedures and they go through a field officer straining and they're good to go. >> got it. sorry. supervisor yee. >> sir, looking at your graph

of sworn hiring plan. and i see the number there is so the projection on the graph is based -- . on the academy classes and it's three or four. >> we're adding a fourth class in june. >> so the projection -- >> this is the plan approved by the board of supervisors but because the drop retirement exodus and other unanticipated retirements did not keep pace with actually 150 officers a year so we added a fourth class to get to that. >> so even to speed up the ramping up in terms of getting

to 1971 -- >> it doesn't get us there any faster for this. >> unless you have the fifth. >> that was a makeup class because the classes we had didn't net the officers we hoped. >> but if you add a fifth you would get there quicker. >> if we add additional classes in subsequent years we get there faster. >> all right. and the lateral hiring that supervisor farrell was talking about. do you have different types of academies for those candidates? >> it's the same -- it's at the same police academy. it's just an abbreviated training -- >> right. >> -- because much of the training and the penal code is a state wide code and the vehicle code is state wide so none of those change for these officers from where they came before but our policies and procedures are unique to us. we have specific

classes. we have now orders, things like the way we deal with children of rawfted -- arrested parents and crisis training and things we want the officers to pick up before they go outside. >> for the academies themselves we do recruitment and are you finding that our recruitment is reflective of the city's population? >> yes. so we make sure -- we want our police department to look like san francisco. right now the classes that we have in that academy if i can find the slide, so san francisco's about 40-point 5% white, 6% black, 15% hispanic, 33% asian pill peeno and the last couple of classes

are less than 50% white. the 243rd was about 7.and a half percent african-american. the current class is about 10% african-american. hispanics it's about 15%. asian filipino is about 15%, so we try to make sure that the academy classes reflect or exceed the diversity in san francisco. the point being that the 300 officers that left were hired under a court mandated federal consent decree so we lost a lot of diversity because that's my generation. i was hired during that time and we want city residents and although we recruit nationally is in the schools in san francisco. we just started a cadet program. we have a pla program. we're

hiring more psas. we want a real robust job and farm system from young people from the schools into the police department like it was back in the early 80's and before. >> i don't know if you actually know but what the percentage of cadets that go through the program that come from the city? >> well, we just started but when they had the program before heather fong was a cadet and chief ruse and lawson was a cadet and many went from the program into the police department and we are hopeful it repeats itself. >> okay thanks. >> supervisor wiener. >> thank you very much mr. chairman and thank you for calling this hearing. i think it's important as we talk about this issue to talk not just about the numbers but about the actual real life impacts, and just like in the last item with

our non-profits it's not just about the numbers or percentages. it's about the real life impacts that our non-profits partners have positively in the community and the impacts that we see when they're under funded and similarly here when the police department is under funded and i think -- or under staffed i should say in particular and under staffed it is an under estimate. when you look at what the impacts are to the point if there's a major event whether a protest or other major event in the city which happened and is part of what san francisco is there's time when is it's hard even to get police service in other parts of the city. we have -- this city has been growing by leaps and bounds. we're at a historic high in population and jobs and economic

growth. we just see it on our buses and streets, everywhere. there is more people, more neighborhoods that didn't exist and yet our police department today is smaller than it was 10 years ago, and that is -- it results in not enough traffic enforcement whether it's unsafe driving or people blocking the box or double parking. it means not enough officers walking beats in our neighborhood. i mean i am so sick of going -- talking toure captains who are all wonderful and they're excited they were finally able to put two beat cops out on a small part of the district and exciting revolutionary thing and it should be the norm in every part of the city. we hear over and over again from captains "i don't have any officers to do this. we don't have the officers sufficient to staff x,

y, or z critical needs" and because of decisions made in this building over a period of years and not having police academy classes by the mayor -- not the current mayor or the board of supervisors, not the current board of supervisors and no academy classes and the department just hemorrhaged staffing and we're clawing our way back and when you look at the numbers and we were at altstaffing number of 1971 -- i don't want to comment on that and under 2009 and take us a decade to get back to that. to me i don't think we're doing that quickly enough, and i am very much in favor of add additional police academy classes, not just this year but year after year because our constituents when they talk about the fact that i don't see

police officers. the police aren't responding enough. we're not getting enough service. we tell them don't worry we're doing the three academy classes a year and by 2018 we will be back up to the number that was set in the early 1980's and defined as full staffing they laugh because and it's hard to even defend that, so i want to encourage you and the mayor's office to really push in terms of adding as many academy classes as the academy is able to handle. i also just want to say that that 1971 number that's in the charter my understanding is that number was a number that came up when senator fine stei -- fine stein was mayor in san francisco and was in the charter and i don't know why it's in the charter and it lets

us easy and hopefully when we get to that number and hopefully sooner than 2018 and i think there is a temptation let's celebrate and get out the champagne and we got back to 1971 and the city is so much bigger for all of the reasons i described. 1971 is not full staffing anymore. i suspect it's several hundred officers above that and i hope that the department and the mayor's office and board will not stop once we hit that number and i want to put that out there i know we have talked about this many times before but i really want to encourage you to try to accelerate the hiring because it's not happening quickly enough. >> i can assure you it's a priority of the mayor's office, of myself. as i said when we come back for the next presentation hopefully there will be more to give you in the way of concrete numbers. i

would say this three classes if i am not speak out of turn on the mayor's office and i know the want is to hire more classes and the officers you were talking about the beat officers and the school and resources officers and the task forces we put together to tackle -- the burglaries and other issues and that's what we would do and we have been working with the controller's office to figure out the number for 2015 and a fully staff police department as well. >> i would ask when you come back in june and i don't know what you're going to propose and i hope it's four or five classes instead of three and we will see what the mayor and the department propose. i think it's useful for the public in terms

of the 2018 and hit 1971 by that time and what it means in terms of the year when we hit that number so people can see concretely what the choices mean. >> we will make sure to have an updated graph depending what we come up with. >> thank you. >> sure. >> okay. so the sworn hiring update want as you can see this is the mayor's and my ask and the board supported it 100%. we hired 183 officers in 12-13. 157 officers in 14-15 and by the time we add this fourth class we will have 172 officers in 14-15. again the problem was that in those years that's when the drop program was sunsetting so retirements were just about even with what we were able to hire so now that the drop program is

over with it should be number and numbers and numbers of officers coming back, and the captains will be having those beat officers and other officers available for deployment. again we're working with the mayor's office on potentially accelerating the hiring plan. we have spoken about that to get out in front of 2018 and have an updated plan for your consideration in the june hearing. i know that this recivilianization is another priority when supervisor chiu was the chair of the budget committee this was something we needed to gut police officers out doing police work and civilians trained that are less expensive doing civilian work. at the time there were 53 positions identified. we've filled 43 of those. 43

officers have gone to the field and the other 10 positions are in the hiring cue right now. it would be as soon as june when that process is completed. that is an equivalent of an academy class and getting those 53 folks outside and i would remind you this board was supportive in 2012 again not having officers coming in we met and conferred with the poa and put the scheduling plan back the way it was intended to be from 1986 where the police department was never intended to be on the 10 hour day so better than 500 officers who were in administrative position both civilian and sworn went away from the 10 hour day and went back on the eight hour day or the nine hour day if they're in a specific training assignment like swat or motorcycles. that was a net gain of about 66 full

time police officers that left administrative assignments and went back to the streets at no cost to the city which is about a $10 million savings because that is better than an academy class so just those two measures aloned picked us up 100 officers which off set not having two academy classes at this point and time so as low as we have been it could have been a lot worse. this is a slide on overtime. we have been able to do what we have been able to do with about half the overtime we had in 2007-08. when you think about having three world series championships, a three month occupy operation and on and on it's pretty impressive that doing that bandaides and bailing wire thing that we were able to be fiscally responsible when it comes to how we expend overtime

and as we move into 15-16, 16 is an even numbered year. things seem to happen at at&t park during those years. we have a large football came coming to san francisco in the first week of february and on and on and i don't know where that will leave us being as low as we have in expending overtime but we will do the best we can and that's another reason for getting the classes situated and we want the officers out on straight time before february so not everyone is working the super bowl is on overtime. another slide if you look at how bad it was in those middle years in the 2000's for fatal homicide down the officers -- the focus is on violent crime and the trend has been nearly half of what it was before that

and again going back to the work we do with the community and non-profits. no way we take credit for this just as the police department. it's working with the school district, the community, the non-profits that has made a big difference and hopefully the new normal from san francisco is going to be lower than this when we get back to full staffing. >> chief, if i could talk about this for a second. obviously there's great numbers and see violent crime being down. the question is around property crimes, quality of life crimes. there are things i hear about all the time. have since on a semi regular basis certainly in my district. can you talk about -- because i think it's important for the public to understand if the police department is at low staffing levels today they're policy implications whether

realignment, prop 47. . >> >> things that hinder the police department in some ways to be effective with the small staffing levels and can you touch on that a bit because i think it's important for people to understand and make sure people know the police department is doing what it can with the staffing levels but there is things that happened outside the city that had a large effect 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 --