we're coming inoblast below what was buckled in the 5 year financial plan and savings $10.3 million we're also facing continued compliance with the affordable health care act which continues to make our work complex and the new federal rates will be 14 plus million dollars and the excise tax in 2018 has a potential liability to the city from $2.6 million to $13 million and depending upon what how the irs rules on a couple of issues we're facing automatic enrollment requirements no 2016 or and that maybe detailed but unlikeable of likely and facing reporting to the irs that we have to collect that year and report on in 2016 you know we'll

be updating in march of 2016 and hoping implementing online enrollment excuse me. >> as important as all those administrative thing supporting the well-being in the workplace and last but not least increased transparency and in cost and equality you look at our staffing level we didn't put 2013-2014 in here but in the wing line one of budget person 2 people in 2014-2015 we launched the wing program to 1.15 off the fte and 2015-2016 we've added an e ap counselor you've heard i

believe from kate and the in the mayor's office we've anticipate the number of employees anticipating we anticipating 2-e a staff can't handle that so that is increases you see and the 1.27 is the annualtion of the other position we're not increasing wellness we're alexander one position to do communications about wellness we only have one communication staff we're taking money from the trust and ada communications position that's on the bottom line and the 2016-2017 budget no new positions in terms of the budget itself administratively the

administration budget is larger the annualtion of position positions added for half a year and annual listed wells fargo wellness we're adding an ap position and the enterprise content manager position for the funding is $300,000 one time expenditure and i'd like to remind the committee that hundred and 52 of that is general fund so those are the changes and i'll end by saying that in terms of new initiatives joining the 21st century dig digit tiger's those record is extremely important we've got 4 years in a row it was opportunity by coit

in 2015-2016 and we currently have the funding approval and analyzing what solutions and requirements but until we have those solutions and requirements we need to make sure that the whole allocation is retained to manage the benefits for the employees it is gone up since typed on friday documents management is not part of people soft that prohibit the segregation of those reports i have been samples we'll get a call they'll have to get up from the deck pull a file and make a brief entry note on people soft but certainly not the documentation that is necessary and get up and good back and refile it is good xefr exercise but an inefficient way of

documents we're working with the departments to implement people soft two and with that, we'll be rolling out the electronic benefits and it is essential essentially, we digitize those by 2016 so beyond a reasonable doubt the efficiency and accuracy the entrepreneurs system reducing our physical storage requirements we'll have to store a number ever records offsite so h ss respects the work of the budget analyst we are not to agreement with the proposed reductions and look forward to working with the bon appetit budget analyst and come back with a solution next week thank you. >> thank you and colleagues as the boards supervisor

representatives on the health board i know all the hard work that director dodd and all the staff does i'm supportive of all her budget requests and look forward to in agreement or not but police car would you like to go to your report. >> yes. mr. chairman page 32 the recommended instructions to the 2015-2016 hundred hundred thousand dollars plus and hundred and 21 thousand a one time savings this allows the increase of the amount and the 2015-2016 and our recommended reductions for the paroled total $10,000 in 2016-2017 of the 10 thesis or ongoing savings it was allowing a reductions of the 2016-2017 and we're working with

the department and report back to the committee for the final recommendations. >> thank you very much thank you, ms. dodd and mr. las vegas have been next our department of human resources. >> good afternoon examiner thank you for the opportunity to describe and define any budget i want to start by stat the mission of the human resources to recruit and engage the cities

workforce for the services needs of san franciscans we're trying to do that by providing did human resources for the innovation i'm happy to report we've reached an agreement with the budget analyst and we would like to thank the budget analyst staff and also the mayor's office for their assigns in crafting a budget that everyone of the arbitrarily with our permission i'll highlight a few of the significant changes and address any questions primarily you'll see our totaled general fund in 2015-2016 is up by 2 and a half million dollars that primarily due to citywide programs housing we have these - we're the home department they'll be working in a variety

of departments and bias training we've heard about that from teresa sparks to work on a program to expand the pilot for the bias train throughout the city with the workforce development staff developing a content for an ongoing basis to build that into the training of the city that's an existing improvement and as an employer wanted to insure we don't have explicit bias effecting people at work and services to the public another change in the budget the addition of the position on paid parental leave that supervisor tang put forward that will improve and clarify some of the existing protections for city employees but a confusing patchwork of laws we

found that city completed have a difficult time understanding their rights in describing what their rights are we have a new position dedicated to education in the department an individual will depth the program and consulting one-on-one about the rights the employees have and we're excited about that arrest a significant cost contemplation the later element is the benefits we pay out in workers' compensation we self-insured so $51 million in the budget we have for workers compensation due to a few things the state has increased permanent disability in the order of 51

percent seeing the impacts on the workers' compensation and rupture to work spl spill paid program that adds to our budget so we're continuing to manage it those are costs that cannot be avoided one of the alleged positions are actually punt opportunity by positions in or contract we have a third party contractors this handles the claims for the city we believe that our staff will be more efficient in handling some of the claims we have 19 departments 4 new positions only by reductions in the payment that we paid to the third party administrator other major project we're working on right now i think you've heard about project hire

the report has been showing a hiring of position with the new hospital it is a challenge to find out how to do a civil service hire while getting people hired quickly our managing director is running the project hire running it into 4 pieces focuses on each one of those the initial recruitment piece how we find people and get them to apply and the examination piece we create a referral and they find a person how to get the people in the door we have with the help of the controller's office we've identified data potatoes points proud metrics to see how we're

doing we're involved in the outreach for the programs i have those are basically the main elements of change you see in our budget i object to address any of the ongoing programs. >> thank you, ms. callahan supervisor yee. >> thank you, ms. callahan i'm glad you talked about the hiring innovation i guess for those elements in place what - what percentage time you know roughly could you say that will shortened the hiring process this is sometimes you know as you know - and this is a good question what kind of reductions can we foresee it depends on where the problems are

we find that sometimes at the departmental level some departments have an 11 of approvals to fill positions we're going to be working with the department to identify those places it can be shortened the examination the one in h.r. we have existing innovations for it and for the nurse hire we're piloting for the first time as we speak an examination online applicant can receive a score and we'll use it we'll try that out and the challenging is a blessing and curse it has ruled in a diversity of the labor market we're the employers of choice for many communities that have not had a fair shake in the

private sector market but having the hire we can't rip open the resumes we have everyone coming in the process with a fair assessment of their qualifications and identifiable process as we can access the characteristics and qualifications and ability to do the job so beyond a certain point we'll not - it is never going to be a day it's not fair but as little as 28 days to an eligible list i'm thinking of the it hire problem with the online help assuming every person involved answers their e-mails rapidly and do so they're scoring it will be will be a month to get a hiring list

for information technology i'll note we're hearing that some of the private companies are actually moving towards a testing testing the committee they see the resume and an interview didn't term determine who is qualified for the position we may not be at far out as people think but i'm confident that san francisco will be as efficient as other public employers with the merit system and that's in as many places as possible to do that where it didn't eliminate merit based hiring we'll be doing that. >> supervisor mar. >> yeah. thanks ms. callahan i see the huge amount of work your department does with the labor contract thank you so much i'm

excited about project hire it sound like a great approach to insure equal opportunity from end to end of the process i did i want to - i think the unconscious racism homophobia the train for the police department or dph makes up with the didn't you guess bias director sparks called that is important for h.r. departments to really dig into and consciously hold themselves in check as well as others staff i wanted to ask about project hire we've discussed the 25 anniversary with the americans with disabilities act and with the resource center to many others that are struggling to create equal opportunity for

people with sdrablts one one staffer that handles the law enforcement technology and portion of his position that goes towards people p with disabilities i'm wondering how to absorb the equal opportunity of people with disabilities with our staffing i know that the community groups there's a strong sense that one staff person has law enforcement and technology is not going to have adequate time for dealing with the unique challenges of people with disabilities in the employment sector. >> thank you for your question we're committed to improving citywide opportunities for employment for people with disabilities and as you noticed a committee that works with the

mayor's office on disability. >> how will we staff it we do the ad a recruiter last year and we assigned him responsibilities he is very energetic and made a lot of - >> hiss he's been great to work with. >> we're able to do at this point we've launched the - his role is supportive the fire department is moving forward with detailing the staff to go to recruiting we're startling cooperating as we devote effort we say staff that work on the projects and have margaret that is in apprenticeship one of the

biggest challenges to find the the right system to find the people and bring them in and line them up with the opportunities that is something we need to partnership with the advocacy group we've had lee a great experience with the light how did of the blind they look at our website and say i have someone to do that job they contact us and reach out to the department and like to consider the roll that's what we like we need to get have a better link of who the individuals and their qualifications and where they fit into the system. >> it's great that the d hr has sessions with people and that's correct thanks for the process. >> supervisor tang.

>> thank you director callahan for talking to heart one topic the how the parental leave issue and mashes or makes sure that everyone's understandings the anthropologies to get on board and have a stronger policy then the question you mentioned you're in agreement with the bftd is that for all the system. >> we reached an agreement on the whole system. >> thank you, mr. rose your report. >> complashg and members of the committee on page 4 six the recommendations to the reduction $206,000 plus in 2016 will hundred and 871 ongoing savings those reductions will still allow an increase of 6.5 or 8

percent in the department 2015-2016 budget we've recommend collins closings out the general fund inincumbrance with return of 51 thesis to the general fund and recommended reductions total 264 in 2015-2016 and hundred 80 thousand are ongoing savings or one time savings those reductions allows an increase of 3.7 percent and the 2016-2017 as i recommended the restrictions shown in detail on page 47 through 49 of the report. >> thank you very much mr. rose colleagues, any questions for mr. rose or ms. callahan or team can i have a motion to accept the budget pend public comment? >> so moved and motion any supervisor tang and seconded by supervisor mar we'll take that without objection. >> thank you very much

thank you very much. >> all right. next up department of the environment. >> thank you. >> so - >> all right. thank you thank you good morning good afternoon at this time and members of the budget and finance committee i'm dementia e deborah so pleased to be before you last year at this

time it was my third week on the job so today i'm regretting what is really the culmination of my first year of work as director and excited about what is before us i want to thank my colleague joe for preparing this budget he worked with the mayors staff and the budget analyst to put together a solid proposal for your consideration i'm going to walk through about our department and quickly about the budget before i so as you can see in our presentation that those are just images of the different programs you're familiar with many of them our zero waste effort trying to get past 80 percent sdifks where we are reducing the exposure to toxic dhemz throughout san francisco whether it is to workers or residents or

city operations our investment now program what we like to call career development for residents of san francisco to be ambassadors for the investment and reach out to increase served community and our business population is where he have a phenomenal school educations we're in abandonment in public and private schools helping them to achieve zero waste in their cafeterias and preservation efforts we have wonderful programs and work closely with puc we work on compliment initiative with every he did not as well as the private sector a green program we help the city departments to achieve their minimums as well as working with public housing affordable housing and residents throughout

the city to green their buildings we work closely with the mta on clean transportation our transportation demand management to get people out of their cars and finally we work in many of the neighborhoods in san francisco that are considered environmental justice communities to you make sure that environmentalism is september to all and looking at the bio diversity as it promotes our climatic change initiatives and finally with small and medium sized businesses that's a snapshot of the wide variety of subject matters and audience that are small department is focused on so when you look at our budget i think you'll all recall that a revenue tend to fluctuate year by year because we're primarily grant and

contract funded most of our budget is work odor from other departments or grant orders as well as garbage rates because it is sometimes hard to predict year by year what our budget looks like you'll see increases and grants coming and increases if you look at the budget summer the current fiscal year $16 million in our budget next year about $17.28 million and most of that change that is about an 8 percent increase is due to significant grants we're bringing in and we also have one time grant money from the state to do zero waste work that's predominantly in our budget if you go to the next slide looking at the staffing is is reflected in the sense we don't

have a new revenue source we trying to keep our ftes they remain consistent it is defensive in our attrition no significant change in the people in the did not arrest in closing with respect to the budget analyst report unfortunately, we're not quite at agreement at this wanted have concerns over the recommendations, however, since the report was submitted a number of positive discussions with the budget analyst office to clarify their understanding of the way ero our department works and we believe that through those current convections we'll confident when we came back on june 22nd we'll reach agreement so thank you. >> great to hear colleagues any questions or comments okay thanks again.

>> a quick question. >> supervisor yee and recalling on the board we've talked about the kickback program i'm curious is that impacting our office in terms of staff time. >> that's a wonderful question fascination there will be an 18 months period we'll have concerns of the ending of the program and the roll out of the new drug program we'll come to you may be grant fund we can get and money we can get to fill that gap and once we've identified that we'll come back to the board. >> mr. rose our report please. >> yes. mr. chairman on page 44 of the report our recommended reductions to the proposed budget of that amount ongoing savings will allow an increase

or 6 percent and r678 budget and rerecommend placing $2 million plus in budget and finance respectfully yours reserve and for 78 our recommend reductions to the proposed budget totaled 538 plus of that amount ongoing $204,000 in one time savings we're recommending plaza one million dollars plus in budget & finance committee reserve and will report back to the committee next week. >> thank you very much police car colleagues, any further questions for the department supervisor mar. >> yes. i wanted to say i really know our department of the environment does a lot with a small staff i want to ask about some of the revenue there's electrical vehicles chasing give us