>> >> good afternoon and welcome

everyone to the mayors disability council here friday november 20 in room 400 at city hall. i lick to welcome guests and presenters for ateneding the meeting today. observe we get started with the agenda councilmember roland wong will read the introduction. thank you. >> good afternoon and welcome to the mayors disability council this friday, november 20, 2015 in room 400

of san francisco city hall. city hall is accessible to persons using wheelchairs and other assistive devices. wheelchair access is provided at the grove van ness and mcallister streets via ramps. wheelchair access at the polk street [inaudible] entrance is provided via a wheelchair lift. listening devices are available and our meeting is open captioned and sign language interpreted. our [inaudible] are also available in large print and braille. please ask staff sfr

any additional assistance. to present electronic interference with this rooms sound system, and to respect everyones ability to focus on the presentation, please silence all mobile phones and tda's. your cooperation is appreciated. we welcome the publics participation in public comment. you may complete a speaker card available in front of the room or call line at 1-415-554-9632, where a staff person can request to speak at the appropriate time. the mayors disability

council meetings are generally held on the third friday of the month. our next reg yerl meeting will be on friday january 15 from 1 to 4 p.m. here at san francisco city hall in room 400. please call the mayors office on disability for further information and to request accommodations at 1-415-554-6789 voice or, 1-415-554-6799 tty. a reminder to all of our guests today to speak slowly into the microphone to assist our captioners and interpreters. we thank

you for joining us. >> thank you councilmember wong. we'll proceed with the roll call. cochair supanich, present. coshare senhaux, present. kostanian, absent. counsel woman hairian wong, absent. councilmember roland wong, present. thank you dona. item number tworks action item will proceed with the reading of the agenda. item number 1, welcome introduction and roll call. item number 2, action item, reading and approval of the agenda. item number 3, public comment. items not on todays agenda but within the jurisdiction of

mdc each speaker is limited to 3 minutes. item number 4, information item. comments by supervisor eric mar district 1 regarding city employment opportunities for people with disabilities. item number 5, information item. access to city employment for people with disabilities. status update record on advisory panel recommendations and accomplishment to date. presentation by ed wong city wide recruiter department of human resources. public comment is welcome. item number 6, information item. policy recommendations on city employment for people with disabilities. perspectives from disability service providers. remarks by fionaimes system change coordinator community organize, independent living resource

center san francisco. anne stein san francisco mayors committee for employment of persons with disabilities. item number 7, information item. prnl employment perspectives. a selection of a diverse group of employee with visible and invisible disabilities share their stories, challenges and recommendations for transforming the sit a and county of san francisco into a model employer for people with disabilities. prezen taishzs by joanna frugugy deputy director programic access. anh [inaudible] marti access service manager san francisco public library. jonathan lyens project manager department of public health.

public comment is welcome. break, the council will take a 10 minute break. item number 8, information item. department of aging and adupt suvss benefits resource hub at 2 along with timeline for comsknleegz description of the layout for the space. also a plan to hire part time senior jz or young adults with disabilities to serve as community leaanhs. presentation by jason nob nocintake service manager department of aging and adult service. item 9, report from cochair supanich. item 10, report from director

of the mayors office on disability. item 11, information item. report flaum disability preparedness disaster committee. item 12, public comnlt. items not on todays agend a. item number 13, information item. correspondence. item 14, discussion item. councilmember comment and announcement. item 15, adjourn. >> thank you donna. we'll proceed with item number 3 recollect public comment portion. thank you. let's continue. item number 3, public comment. items done on stoods agenda but within the jurisdiction of mdc, each speaker is

limited to 3 minutes and are the speaker cards in front on the table along with the ajendsa in alternate format. do we have-sorry. there you are. welcome. >> good afternoon, marti godered and work at the san francisco public library and want to say thank you to the mayors office on disability for having a wonderful event at the main libery yesterday. it was a honor and pleasure to have staff there last night and have chair denise [inaudible] at the library, but i want to tell you about 2 things coming up. tomorrow, saturday november 21 from 1 to 3 p.m. at the main libery on the lower level we are having a games day. we call it come play and invite seniors and people with disabilities to come play board

game squz word games so hope we'll see folks there. i want you tatoo know about a event coming up on january 27. the national park service is celebrating the 100th an versery with a series of things called, find your park. at the library the evening of wednesday january 27 they will make a presentation of the national park service and talk about accessible parks and park facilities in the bay area and that we don't have a date set for a follow up, but some lucky people are going to get to go on a tour of those accessible parks. the national park suvs is going to rent a bus and take a small group of people and i don't know how we'll sign you up but a small group of people to see some of those

accessible trails and facilities so i hope penal people will be interested in joining us. >> thank you, marti. any other public comment? okay. we are going to go ahead and close public comment at this time. >> there is one. >> excuse me, we'll reopen public comment. okay. thank you for

your comment. any other public comment before i close it this time? okay. thank you. we are going to now proceed and make some changes to the agenda because i believe supervisor mar isn't here so we'll go to information item 5, representation by ed wong city wide recruiter department of human resources. thank you for being here mr. wong.

>> thank you. good afternoon. so, i am ed wong the city wide recruiter for city and county of san francisco for department of human resources. excited to be here today. the advisory panel on employment with people with disabilities, since the last hearing dhr initiated the advisory panel on people with disabilities. the purpose of the panel is to collaborate with community based organizations to brainstorm and development recommendations on how it city it improve employing people with disabilities. we began meeting in december 2014 and met on a multhly basis. some topics are follow up on the recommendations. house [inaudible] and the city hiring process.

what could be done to improve the hiring relate d education and outreach and recruitment and reattention. we had a presentation orn obtaining a certificate by dhr and representative by the city ofciateal on supportive employment and shares program. highlights from the advisory panel, we all agreed education and outis a key issue. there were several recommendations. one, conduct outreach to city departments and hiring managers and educate on rule 115 as one avenue to hiring people with disabilities. this would help insure they understand the process and recognize that peep with disabilities do have appropriate skillsets. two, improve oument reach the the job developer squz

community organization squz to individuals with disabilities who may not be connected to the community organizations. three, hire a recruiter to taurgt the hiring of people with disabilities. four, develop updated outreach teerm included brochures and website. five, develop internet taining for silty supervisor jz hiring managers for people with disabilitiesism recommendations also include renaming sth rule 115 program, research the possibility of developing a internship program, annual reporting on 115 hiring, establish a group of city employees with disability squz potential rule change to 115. what is accomplished working to date? number 1 is recruiting, thank tooz supervisor mars office dhr is hiring a recruiting to focus on recruitment of

people with disabilities. we are currently in the hiring process and anticipate having someone on board in december. two, rename the 115 program. we renamed the program to access city employment or ace and we will emphasis this is one of two ways to gain a city job, three, education and outreach. dhr outreached to several city department squz we are proactively working on potential rule 115 place ments. dhr also developed and distributed to the cbo's a list of job classifications that qualify as rule 115 placement and listing of city wide internships. we continue to collaborate to the match potential candidates. dhr in conjunction with the advisory panel are working on revising outreach brochures and

ubidating the dhr website. with assistance of the ace recruiter we will findize the language and formatting and we continue to network with community based organizations and advise them to join on going meetings. arafter the materials are finalized we will provide educational forms to job developers at different community based organizations and incorporate information about city employment of people with disabilities in existing city training programs. also rsh we will plan for the development and delivery of disability awareness training to city employees. we made good progress over the past month and have a great partnership with the advisory panel but have more work to do. i'm exciting for it additional resource squz opportunities to employ people with disabilities y. look forward to continuing our working

relationship to insure more people with disabilities have access and a path way to city employment. thank you and happy to answer any questions. >> excuse me , thank you so much, i don't mean to play musical presenters but if will wait for public comment. i want to see if supervisor mar is available to speak at this time. welcome supervisor mar, thank you for attending the council meeting >> thank you for chair jz council. i'm eric mar supervisor for district run. i have learned a lot over 2 years working with people with disabilities. the ada anniversary and 5o 4 sit in helped me understand the struggles of people with disabilities. victor lim

from my staff prepared a fairly long probably boring number of statements, but i want to speak from my heart and just say i'm a alee and learned a lot from january and june of 2015 when we held several hearings whault i call civil right of employment and a process that is respectful of people as they go throcivil service. it isn't a privilege, it is a right and see that coming out of incivil rights movement and womens liberation movement and others that i have seen it that way as a ally, but the frustration and felt in the hearings in 2014 and then again in july, i respect the work of dana cu kostanian and wong but think we have a cultural problem of lack of respect for people with disabilities and

lack of understanding for reasonable accommodation squz it shouldn't be a burden on people to be hired, the burden should be on the system and everyone so there is a equal shot so it is about equality and equity. as a al ee wanting to much more breeing done. i'm glad there is a dedicated position but jonathan lyens and the disableed community fought for that. to have ed wong focus to come but he know juggles [inaudible] to center him focus on civilrectomies and that was a demamd for people. jonathan lyens and fdr club and others brought that forward. i'm frustrated because it has taken so long for a lot of different chaisks. i

want to say what i learned flaumthe ada anniversary and appreciated being invided for the disability pride event thrks north light cort event that the department did and i guess what i learned is the struggle continues. it is not over and should celebrate but the struggle continues and as your ally or one of your allies i want to dowhat i can to move it forward and challenge the culture the barrier before us. i want to also say highlighted in the january and july 2015 to me are making sure that the taskforce and permanent and long term. i know in 2008 after the work was done years and years ago around rule 115 and other tools

it dropped affthe face of the earth but yawant foosay the work everyone has done continues and we build off that. other issueerize data gathering. you can't identify inequality and other ways to get better and to have improvements without having good data and i know carla johnson to many others gave good suggestions on how informal surveys, formal surveys, voluntary efforts, there are so many ways to get data. what i was angered by is a bureaucratic response to say no, there are legal problems and we won't do it instead of thinking creatively with the council and staff to get around a major issue. if you want to look at gender justice inequality for women in pay equity issue you need the data. if you want to look at lack of contracting for

disables firms local and women and people of color you need the data so that is basic one to fight against had bure cratdic response is pornts. also suggestions were made at the last hearing in july that goals-i don't think people said time tables, we are not talking about quotas but basic goals and timelines otherwise my fear is they will get stretched out and the passion people feel at a moment like benny at the hearings we had will dissipate but if you have clear goal squz time lines and accountability mechanisms i think you help to push it forward. i wanted to say too that in thinking about employing peoplethality are historically opressed or not given their due hiring process, you can't put the burden on them to identify what went wrong and it has to be

allies and everyone thinking was it a fair process and were there reasonable accommodations. i'm helping my high school daughter getting reasonable accommodations in her high school and what bothers me often-sorry-but it is frustrating to me as a sod voicate for my daughter when the system purts the problem on peron and me. what do we do to make it more fair and equitable as well. victor provided a bunch of different things, but i'll say it is frustrating i know with the work of the employment disabled employment taskforce and other advocates is that through my office we are trying to do our best to promote hopefully ordinances and ways that we can get into the record all the work that is being done so it isn't lost.

my hope is that we work with you to follow up on the 3 plus hearings, dozens and dozens of meetings and marches and actions around the anniversary time so we have something in place by the end of the year that doesn't have to be comprehensive but i think it has to codify the taskforce so it can continue to exist and it is treated respectfully with the importance the work deserves. we have a data gathering system in place and way to insure it is put into place. not to violate privacy rights or open to law suits but to gather the information department by department and itsy wide. also i think there needs to be a setting of goals. when impgrant right groups pushed

for language access that forces departments to get [inaudible] making sure front line departments are doing everything they can to speak not only in english but languages people understand, language access was a key ordinance i think still department by department we are struggling through. some departments do a great job and others don't do as great a job. also for the gender analysis that each department has to go through as well, i know the commission on the status of women and womens movement pushed for different issues, but i think having goals of each department so there is jnder equality is another example. language rights and gender equality, but i think goal setting for hiring of people with disabilities and i think that culture change and continue to speak from my heart instead of from a script thative given tome, i will say, the culture is that people with disabilities

should be tolerated and if they can get hired good, but to me the culture should have to be they are really valuable employees that bring so much understanding to each of the departments so that we can better serve neighborhoods and i thipg that is the culture change. it could be the club over department heads by creating a ordinance but think it has to happen that way otherwise it will get dragged out like the 2008 tavforce. i want to be a alee and do what i can to support what is basic and right for people with disabilities and thank the council for hearing stories of people in the meeting. the 25th an versery of the ada, so many storeies need to be told and want to be seen as a story of a ally that helped get the

stories out. -deserves the credit we brag about. that is my two cents and thank you for your hard work. >> thank you supervisor mar for your kind words. thank you. we will go back now to our presenter, mr. ed wong city wide recruiter for department of human resources to open up questions from public comment. >> council comments, do we have questions or comments from the council at this time? cochair supanich. >> thank you for coming today. so, there will be a full time recruiter just for people with disabilities is that the understanding? >> yes. >> i understand correctly?

>> uh-huh. >> okay. what is the new name oaf the program-you said 115 was renamed. >> access sit to city employment or ace. >> also the advisory board, can you tell more about the make up? >> it consists of different -mayors office of disability, also different community based organizations such as the ark, lite house for the blind and the major community based organizations and trying to add more community based organizations. >> there are member thofz disability that are not tied to a agency >> they are all tied to a agency at this point >> in the future do you think a member from the mayors disability

council could have a seat on that board? yes >> should we call and have a conversation about this? >> differently. >> what will outreach look like to city departments and will that beyour offices work? outreach and education. >> outreach and education is from department of human resources so myself and the ace recruiters will talk to different departmental personnel officers and different hiring managers to find where the need is for-to fill that different talent for those positions especially within this community so that is goal. to match up those individuals and working with the community based organization to find thg toptalityant and match with the jobs >> they wilt be educated about

things like reasonable accommodation and accessibility? >> yes. >> that is all my questions. >> thank you cochair supanich. any other comments from the council? okay. turn it over to public comment at this time. any speaker cards? anyone on the bridge line at the time that has comment or questions? okay. thank you so much for being here. >> thank you. >> hold on, please, we are just

making changes for the agenda. thank you. >> we have a real change to the agenda and to the schedule here. we are going to work with the control room on getting the visual part of our audio visual presentation clearer and more effective. we are going to take our break now and reconvene in 15 minutes and we'll begin with agenda item number 6. thank you.

>> thank you for your patient [council reconvenes] good afternoon, everyone welcome back to had mayors disability council meeting. thank you with your patience for the technical difficulties and changing the agenda aroun. we will go to information item 6. policy recommendation for people with disaudibility. perspective from disability service providers and would like to introduce the following presenter, fiona hinze from the systems change coordinator to come to the podium, please.

>> okay, can everybody hear me? this is as close as i can get. cool. so, good afternoon councilmember, colleagues and guests who are watching. i'm from the independent living resource center, san francisco.

i have the pleasure of sitting on the advisory panel for people with disabilities. we as the independent living resource center are in the business of getting people off benefits and back to work, so we really appreciate the work of the panel and everybody at dhr and [inaudible] and ed wong and we appreciate supervisor mars's initiative because we like to have a variety of jobs for -to apply for. we think with the hiring of the disability ace program coordinator recruiter, one of the key portions of their job is going to be

outreach to various community based organizations to get the word out that this is a possible avenue that people with disabilities-i know some people with disabilities the potential to work in the government is not always a high on their list because they don't know these opportunities exist. some of the recommendations we would like to see moving forward is a searchable database that you can easily search on the city website for positions that would meet the qualifications of the ace program, similar to the state of

california has their website set up so you can easily search for programs, jobs that are open in the leaks category, which the special hiring category for people with disabilities. also, moving forward i think a key issue is that-and i think my [inaudible] would agree with this, but we don't want just entry level positions that are available for this particular hiring person because some people with disabilities would like more extensive opportunities. for example, the federal hiring head you can apply for any job. that is something i would like to see, but

moving forward immediately i think that it will be really important that we get the word out that this is out there for consumer squz also to the cbo's. i like to thank the council as well as mod for having this as a meeting topic for this month and i hope that you take action on it and support it and support the work the task force as well as making city and public more accessible for people with disabilities. thank you. >> thank you. >> question? >> what i'll do is i'm going to hold off questions and have the next presenter come up and have a opportunity for questions at that time. >> cool. >> thank you. i would like to

introduce anne steiners for san francisco committee for employment with people with disabilities. >> thank you. good afternoon everyone. as a member the advisory panel, i can't thank supervisor mar enough for spear heading all of this. i work said in disability employment myself for decades and you rarely see or meet and get a chance to work a politician who is truly that good on employment of people with disabilities. when he said he spoke from his heart, i tend to really believe that and that is a rare bird and i'm so glad to see that happened. on the advisory panel, i also-i ask other people from different organizations in community

agencies found donna and ed to work with. it is a great team of people from different places and different venues who work together. i want to add a couple perspectives, the san francisco mayors committee for employment of persons with disabilities is a coalition of employers and service providers. primarily san francisco base, but also the near east bay. we are currently on a hiatus while the board work ons critical project, but when we get together and have our regular meetings very often we plan for a event and employererize talked about. i want to tell you if you didn't know the sit a eand county of san francisco has not had a good reputation for quite a few years. even when i last did job placement i would call dhr with a potential rule 115 candidate or intern

and eventually theywit get back and say sorry i can't come up with anything so after a while you give up. there is more to this than just recruiting. i think as soon as you get that ace recruiter out there in the field, you will have a flurry of interest and activity and will be ininidated with apps. as several people have said today, you need to look at everything that happens in city employment . it is not just enough to hire people, you need a culture change, you need to normalize disability. we always talk about various special efforts and also talk about special programs and unfortunately sometimes that inadvertently makes us folks with disucts seem more special and out of the norm than we are. that is part the trick the ace recruiter will

have as well as the rest the people working for the city that i hope will work at a great team approach to talk about how we try to level the playing field so people who have not had a opportunity can have a opportunity to show that those of us who have disabilities are more like everyone else than unlike everyone else. other things you can do, training and exposure are important. i always found the best way to have people warm up to hiring people with disabilities is simply hire them and be around them. this could be a large function the training video. i don't know what it is you have planned after this but perhaps something where you have as part of your training for management stories of real employees and show we are not all perfect but not all burdens either. i think that is

part of it. affinity strup groups are important and have seen that work very well for organizations such as the environmental protection agency here in san francisco. you get people together whether it is aging with a disabilities or new assistive aids workshop or something like that, you have people with disabilities out and visible in the work place doing something other than just being recruited for a special program. one of the things i say and i know supervisor mar has said this, there is no sustainability without accountability in programs like this. i haven't had a -had a very smarl part in the creation of rule 24 and that was in the 80's and there was a

effort in 2008 and now doing it all goferbp. this isn't unique to san francisco. in my career i worked with a lot of local governments as well as state and the memory can be so incredibly short and you getd one person in who is a dynamo and has the passion and have a flurry of activity but you don't want them to retire or go for another job and everything stops and that happened here before. some the ways we get around this, make sure it is a top down team approach as well as a sideways team approach. make sure there are reports and records. keep the advisory panel going for sure. i encourage the mayors council on disb ability to holdstuse task and make sure we progress and work with the ace recruiter. the

last thing i want to say, something that can be tricky is addressing the isability employment needs of people with all disabilities. it can be-you looking at the ace recruiter of the god of disability employment. that person-the city of seattle has 1 person that works full time for people with intellectual disabilities. you need that teep team approach and a lot of people working on this and not focus on certain types of possibility and disabilitiesism for a employer as large as san francisco i hope you will consider at some point should you have the time and money a special effort for people with intellectual disabilities as well as

the physical and psychiatric and hidden disabilities. that is mostly what i wanted to say. it is a huge pleasure to be part of this process and looking forward to continuing. >> thank you. i'm open for questions or comments from the council. excuse me. yes? >> you may notice on your agend awe have missed a couple of our speakers who were at the advisory panel members who were not able to be with us today, however, we have more members who joined us and at thais point i would like to invite the colleague from the california department of science or resource center. please come out and share your perspectives around disability employment. >> thank you.

>> thank you cochair. >> thank you. >> hello and thank you all for having this meeting. my name is amy wulfrm and do gurmt relation at the california academy of sciences. i fill in for my colleague, leah vandder may. she has a bad flu. leah is our director of guest services and helps coordinate all our ark access and inclusion programs throughout the academy. as some may know, the steinheart aquarium is part the city charter but the rest is part of a non profit that we have that as something we navigate. we are considered a city department in some ways and in other ways we are a

non profit. i know it is clear for me too. leah helps us and has started our program, so for 3 years we worked with the ark of san francisco. we have 4 employees now and onboarding two more. we have 12 project search interns-have had 12 interns over the period we have been working in this area and 5 interns now through access usd, the school district program for tranditional age youth. so, when these interns are working with us it is what we call a part of the program eployed at the academy we call them a intern even though they are a employee. it helps keep the staff people separate. they help us from things from the

[inaudible] check to opening rain forest doors to saying good bye and greeting guestsism leah worked to expand the program to different programs within the academy so that includes doing thing-taking care of animals in the aquarium, working with membership staff doing basic clerical work and other different programs so they get a well rounded experience so they can figure oit what they might be interested in and pursue in the future and hopefully join our staff. for the staff member jz how it has been for the academy as a whole over the past 3 years, i think that the last speaker anne said it correctly, the best way to get people use today people with disabilities and start working with them and i don't think it has been strange for us at all, i think it is a-good part of our culture. i think the academy prides itself on

opening its doors to everyone just on the public floor so we also like to take that attitude as far as our business practices go and the more diverse or employees are the happier we all seem to be. so, i know that we also have the top down leadership that john executive direction this is a personal passion of hisism we have john at the top and leah in the middle and the rest of us support the project. it makes us proud and look forward to participate and partner with you all. thank you >> thank you. do we have any other presenters? >> good afternoon council bread andrew, exectev director of positive resource scepter and just for fun i was

also appoint today the ethics commission and this is our room and i always get a strange feeling because i know what it means to sit up there and what folks have to go through when they are standing before us. >> thank you. >> yeah. so, i stand here to share nothing but good news and thank tooz the councils leadership and their work in raising awareness and resources and human resources that are going to direct more closely to our disability population. positive resource center has been around for 29 years and in 1992 our employment services program came to be and we are the longest operating hiv employment program in the nation. that is a wonderful thing. what is challenging is the fact in so many areas employment for people living with h iv there are not resources arounds the nation so we worked

very very hard. joe [inaudible] who is our employment service director and staff are here. really hard to raise awareness and get not only the community about nationally through conferences to get folk tooz understand the importance of employment. in san francisco we talk about how subsidized housing and glad we talk about it in a way that address said income and equality, but at the end the day whether you pay 3 thousand a month or 300 a month income is income and so many of our clients are in need of increasing income whether that is subsidizing ssi [inaudible] over the last year employment service program doubled with the great work of the staff and the increase of funding that has found its way to the city through developer impact fees. i believe there are ways and look at carla

because we'll continue to talk about the community benefits agreements, ways ewe can strengthen the community benefit uzgrument that have employment opportunities for all but specifically people with disabilities. i just want to publicly acknowledge supervisor mar and his leader shp z look forwards to working with donna and ed at dhr and the great work they have been doing and think there is a opportunity here. earlier we heard that often the effort is led by a individual and then when the strij goes away the erfd and some of the initiative goys waw squithe importance of it so i look forward to creating a model that is sustainable that covers administration and crosses administration and make it a part of the city culture and not only the city government department but city of san francisco importance. we talk about this low unumployment rate and i always challenge the city to think

about unemployment in particular areas and key areas. we may have 3.2, 3.8 but when you drill to geographic areas and subpopulations like people with disabilities and people of color and women those numbererize higher and what does it mean for us and how do we pull a value to that and attention to that in a way we can move those needles and not take credit for the overall unemployment rate so we can pat ourselves on the back and go home. sthra great commitment shared in the homoand seeking to continue to the have this conversation in all the meetings i have and look forward to working with the council and carla and dhr to move forward so people with disabilities have the great opportunities we should all have. >> thank you for being here and look forward to continue to partner with you. any other agency jz community based organizations or

individuals that would like to speak? i don't want to leave anybody out? i'm going to open finally for comments and thank you councilmember roland wong for being so patient. i'll open up to councilmember wong and the presenters. >> can aiohear me? i like to thank everybody for presenting regarding this important topic of employment. i was a retired city and county worker. i used to work at lagoona honda and didn't know about the rule 34 and went through the normal process of seeking employment and graduated from city college and just kind of locate d a

job. basically i'm glad to hear that this program, ace, is in place from last year and progressing very well from what i'm hearing. so, just kind of want to hear or not hear, but just want to figure out how we can outreach employers that may have people to fail to be more employable. to make it happen more-instead of after the fact. i don't think a lot of employers know there are potential people out there that they go to school and graduate from college but some how or another they cannot find a job