article regarding the use of force and the cultural change that is needed in all police departments about the nation as we transition from what we call , opened cause, the warrior to the guardian form of policing. at any rate, we started by researching what was available and then we started with meeting with various police departments. judge kordell open-door for us in san jose. we met with their assistant chief as well as technology people, and on my committee is a commander from the san francisco police apartment donnie chaplin, who's obviously involved and very committed to doing this work. also a staff attorney was with joyce's office, with the opposite citizens complaints, and member of the aclu and judge laurel beeler and ed linda the committee activist and i think well known to all of you. so,

we started with san jose. we met for many hours with san jose. they share with us some of the changes that they went through and i think both for san jose and for oakland, the commonality in that there was some outside force, some outside interest that cause changes to occur. honestly for open it was at a consent decree. which is expensive. i think for san jose was judge kordell. they start with rewriting all the general orders all of their general orders are current, up-to-date and searchable on the san jose website. then they started with the data collection. they traded and brought officers to the table and work with them on how could they in a very quick way, gather information for every single stop weather was a pedestrian stop or traffic stop in 90 seconds or less. so they would have a way of collecting all of the data on race, reason

for the stop, location, whether the was search or anything retrieved from the search, all of that. they were in the process of just solidifying their rp's with technology organizations that were going to assist them with that. after that, we went to open. we've now to beatings with open. i think our meetings with oakland have been amazing. even meeting with assistant chief paul figaro , the chief outlaw and their technology assistant sgt. and their technology assistant sgt. this is what we've learned from open. oakland. i should start by saying before we met with oakland met with chief workshop guzik consent decree officer in charge of oakland. so, oakland

is an interesting police department. i mean, most of us whenever well the riders for me to stand here today and tell you that this department is a department is a great model tells you how far that department has come and i'm here to tell you that i think cultural change within department is very difficult. it has to-it takes a tremendous amount of work. i hope to share with you later, they've just released their 2016 strategic plan. that plan talks about their mission to create a culture of self-examination. in policing. that is an enormous shift from a warrior kind of mentality that was created when we as policymakers made it our business to start a war on crime

i'm a war on drugs, and i think a lot of policing, please training, some of what you see today, is a carryover from those times. so, shifting from the warrior to the guardian, the partnerships with the community. this requires a cultural change. what oakland shared with us is the importance and san jose said exactly the same thing. you have to partner with professionals. oakland has been the lucky to partner with jennifer eberhardt from stanford who has assisted them from the beginning in the development, not only of the data collection, but most important, the data analysis. the most most exciting thing we learned, and paul figaro took us into his office, where he showed us what is just about to be started. he had a dashboard with a can now take not only all of the data

from the stops they had made over a number of years, but also thousands and thousands of hours of body camera footage emma because, recall, oakland has been using body cameras longer than anybody. that is all fit into a database they can analyze it instantaneously. for example, he showed us taken the name of one officer, he could, over time, see how many stops that officer had made, what was the race involved, the reason, was the research anything recovered from that search. type into a software program is all the current and recent research on implicit bias and exquisite by so markers can be looked at. what is about to be released in april of this year by stanford and dr. eberhardt is a study where they are hopefully creating an algorithm which can take all of this data, including all the body camera footage, and from that they can

see and hear body language and words used, not unlike those customer service calls that you make where they say this is going to be recorded. that too is a software program that recognizes certain kinds of language that then triggers a supervisor to come into the call and listen. so the same kind of thing cannot be used so that you can go through thousands of hours of body camera footage in a matter of moments to look for ways in which this officer might b need more training. or this squad could if this squad is making too many stops and nothing is being recovered in terms of the searches, that needs to be looked at. so, what is important in terms of oakland and san jose, they both say you've got to get someone like

jennifer everhart involved in this process to assist you with the analysis. outside analysis will assist you with your transparency and your accountability within a police department so they can help you with that analysis and you go back to training. they are also using with bias screening intervals of training. it's tied to risk management. there's no point in collecting the data weren't using the body camera footage, unless it can be tied to all of these other things like risk management and training. if you look at this-this is again, referencing this report, we spend 50 hours nationally training a police officer in the use of firearms. we spent eight hours on de-escalation. so, i think a shift in that. oakland is

talking about in their shooting range training they are not just training to see how accurate your shooting his, they want to measure how many situations you can encounter without ever using your gun. what is your ability to negotiate? what is your ability to de-escalate? what is your ability to solve the problem without the use of force? so, we are in the middle of our work. we are not yet ready to issue a report. we only that a second meeting with oakland last week. so this is new information. i did send to supervisor cohen a short article written by paul figaro on these three levels of analysis of body camera footage, which i think you can share with everyone. that would be helpful and as soon as i get the okay from them that we can share the strategic plan with you. i think that would be something you'd be interested in seeing. but this is not a small job. this is a big job. i think that

if you're looking for quick fixes, those are grammy band-aid approaches. i think were very lucky that we have opened just across the bay. they're more than willing to help us. certainly, our commander is part of our committee, has been completely and totally open to hearing everything that they have to say and know please bring it back to our department. so, must have questions, we expect we will have our subcommittee probably reach some conclusions within the next month or two and then we have to go to our board and then you can have our recommendations. >> thank you for being with us today and for your presentation. i hope you'll stick around a little bit. we'll have questions at him. next to her record to hear from ms. joyce hicks, director for the office of citizen complaints. >> good afternoon. what good

morning. supervisor don joyce hicks, director of the office of citizens complaints. i'm going to drop was my prepared rocks because so much of what i wanted to say has already been said. by mr.'s isler, by ms. truong, i did provide you all with statistics from the office of citizen complaints on use of force applications, the percentage of use of force, allegations we receive on an annual basis in the number of allegations that we sustain. a large number of our findings are not sustained. our standard for preponderance of evidence, but we believe with body camera

footage and also with video camera footage that we are received we are able to make more definitive findings in the future, but what i would like to focus on policy recommendations that the office of citizen complaints has made throughout the years. also, without stealing the thunder from the police department, who's also in attendance at the police executive research forum meeting, today meeting last week, to say that i was a civilian oversight practitioner in the room. however, there was an attorney from the department of justice there, christina lopez, who i know from my city of oakland days, as well as ron davis, who is the director of -and many important

recommendations are going to be coming out of that today meeting which was preceded by another meeting from which that first report came. we will be a final meeting on january 29, only police chiefs are invited to that meeting and out of that meeting will come a national model on use of force. but what i will say, the highlight of the first meeting was the message to officers about sanctity of life. and how it's not enough in line is to say to officers, be safe out there. but also, to preserve the sanctity of life. to look at de-escalation models

, to look at, as ms. truong spoke about, the guardian as opposed to warrior. while still ensuring the safety of officers. to look at the-to throw out the 21 foot rule about weapons. to look at a different model. a model that would look at tactical repositioning a euphemism for retreating instead of charging in. of using shields as a part of the process, of using weapons other than a weapon of deadly force. if necessary. but what i took away from that meeting was something from the retired commissioner of the philadelphia police department. he said, in these situations, the most important tool and

officer has are the officers years and the officers mouth. also, what was really telling at that today hearing was hearing from the united kingdom from scotland, most officers do not carry weapons but they're dealing with individuals who have-i should say most officers do not carry firearms. they're dealing with individuals who have machetes were nice. and have a tactically reposition, how they create teams. or how they tried to de-escalate. so, without more,-i know the captain he was at the meeting we will talk more about. san francisco's plan i will talk about the policy recommendations of the opposite of city complaints made over the years.

in addition to being an investigative agency our agency also makes policy recommendations to the police department to enhance the police department's relationship with the community while still ensuring officer safety and then i just want to show you all the police use of force in new york city, a recent report that came out of their office of inspector general. which is different than their civilian oversight investigative agency, ccr be. it was written by philip-fairly new inspector general and he makes many recommendations on use of force. so i think this would be an important tool to consider as well. but in going over that 2012 policy recommendation, regarding use

of force, one of the recommendations we made was in his review of officer involved shootings by requiring the police academies training division to provide a written training analysis of each officer involved shooting that includes for review-included for review by the firearms discharge review board. >> i'm sorry you have a copy you can share with us of the recommendations? >> i do not unfortunately, supervisors. just because of the passive time i was not able to provide that. these are recommendations in our annual report but i'll make sure that the supervisors received it. >> thank you. >> could you repeat the first one, please? >> yes i will. and i'll read it were slow. to enhance the review of officer involved shooting by requiring the police academies training division to provide a written training analysis of each officer involved shooting. that

is included for review i've got firearms discharge review board. >> the firearms discharge review board is that internal to the policewoman? >> that is the police robin board that determines whether discharge of a weapon is in or out of policy. it can range all the way from a discharge without hitting anything up to and officer involved shooting that results in a fatality. but board is comprised of command and staff from the police department, as well as to civilian representatives who do not have a speedo. i'm one of the civilian representatives and a member of the police commission is the other civilian representative. a second recommendations we made is requiring the department training division to develop a training video and written material to address tactical

responses to mental health crisis calls involving individuals with a bladed weapon. the third use of force recommendation we made in 2012 was developed written officer involved shooting procedures for the department these on to the family of the individual shots. and also to the community. >> these are recommendations? >> these are recommendations and the police department can address have it implemented >> can you tell us have any these recommendations been implemented? >> in part, not in whole.

>>, you recommendations are you going to read off to estimate? >> i'm butchering off maybe five more. to enhance the procedure for obtaining the assistance of a bilingual officer or other interpreter of officer involved shootings and other critical incidents. in 2013, we made six recommendations on use of force and officer involved shooting. the first gen. order 3.10, to include the officer in charge of the department training division as an advisory member of the firearms discharge review board. now, while some of our recommendations have been addressed through department bulletins,

department bulletins are not permanent. they only exist for two years west department gen. orders are permanent. second, department gen. order 3.10 to include finding categories including training failure, policy failure, supervision failure, tactical debrief administrative disapproval. number three, require a sergeant or officer of higher rank to respond to any call involving an armed suspect. what i learned at the meeting was that when a supervisor arrives at a critical incident be shooting are reduced by 80%. if the supervisor is there to de-escalate. develop a protocol with the department of emergency management so that dispatchers merely notify a sergeant or officer of higher rank and the dispatcher

receives a call regarding an armed suspect. i should say armed subject. for, developed with the questions that dispatchers will ask to determine whether the call involves an individual with a mental illness and obtain key information about the individuals mental illness. number five, revise the general order 6.14, 8.02, 8.01 to establish written protocols for the permits crisis intervention team. number six, implement department 2011 obligation to design a data collection system to review and evaluate mental health crisis calls in the promise response to such incidents. i just also want to briefly refer this committee to

the office of citizen complaints third quarter report where we provided responses to president obama's task force on 21st-century policing. we concluded that with regard to data collection, that the department that should have a more about data collection program, that use of force incidents are posted on its website. that it be available monthly. and that forms be developed, electronic forms be developed to implement this should currently be occ

receives the use of force report but their hand written. that the-secondly, that the department we examine policy training and evaluation of force incident in light of the california supreme court decision hayes versus san diego. where the court ruled under california law, but tactical conduct and decisions preceding in officer's use of deadly force a relevant considerations in determining whether the use of force was reasonable. and that in all cases involving the use of deadly force sfpd baldly tactical conduct and decisions preceding in officers use of deadly force. in the analysis be included in the evaluation of the incident. we suggest that sfpd use its devices use of force policy and training to

include consideration of tactical conduct and decisions preceding in officer's use of deadly force. a final recommendation that we made was that the department meet quarter. the policewoman meet quarterly with my office to identify training policy and procedural recommendations arising from disciplinary cases. that, and brief concludes my remarks. >> do also the recommendation that the police department approve your recommendations? >> well our accommodations go to police commission. the police commission ultimately determines what the police department policy will be. it

is the police commission that adopt the draft general orders and then they go through a meet and concern prosecutor so, i note supervisor, that was tongue-in-cheek but in a roundabout way, i've seen it, we have been making these recommendations for several years. >> thank you. >> thank you very much. so, i think were going to come to a close on the presentation. thank you for your time to the presenters, but that, today. i think it's evident and very clear tool that we have a lot of work to do. the good news is, we've got a wealth of information and tools right ear at our disposal. i here in the

bay area. all he has to do is begin to ask for help and this is clearly not something we can solve ourselves in a vacuum and without the community input or communication. this also includes other law-enforcement agencies. that local talent rate here we need to be utilizing. you have many times dr. jennifer everhart, frank-as laws as well as you'll wind up jackson and her task force. the blue ribbon commission to up us solve some of the challenges we have here. there's a national movement and police reform and san francisco we seem to be uncharacteristically behind the ball in some areas. so, what you heard from the presenters here today is a framework for evaluation under existing policy. then you heard a presentation about best practices, the need to partner with thought leaders that are doing the work that reporting the data and analyzing the data

, and how we need to begin to push our sfpd for different internal cultural change, a change from where we are to a place where we are creating cultural of self-examination. i think the strong put it nicely when she said that these change from a warrior mentality to a guardian mentality. i think that would also speak to a lot of the community feedback i've heard. now, to finish the presentation we've heard from joyce hicks, the director of office of citizen complaints and she gave us some very tangible list of policy recommendations that we can continue to push to see implemented. ms. truong also referenced this is going to be a tough uphill battle to make this. to make these changes come to fruition, so i look forward to getting a copy these policy recommendations and

sharing with my colleagues here, but also the same bedroom and putting the pressure on the police commissioner so they begin to implement this change. now, i just invite i think we have a representative from the sfpd. i didn't realize that-the chief was scheduled to be here and he's not here. please come and with a four to your presentation. then i'll finish -once you conclude our your presentation i'll finish my remarks and then we'll have questions for the presenters. thank you. >> good morning. thank you for seeming my name is greg pettit of the training division for the san francisco police department. and i'm here to provide a report on some the changes we've made in the leased apartment recently and moving toward some of the recommendations and how we plan to implement and improve upon those recommendations >> thank you, capt. >> at the direction of the police of of chief the san

francisco policewoman has convened a panel committee to review policy. the committee will research discuss proposed changes to 5.01 and 5.02. as director hicks mention we do have a bulletins that expire after two years, but traditionally renew those bulletins such as shooting at vehicles, responding to a call from people in crisis,-so the intent is to revise general orders to bring them up to speed and up to date from 1995. the committee is meeting today as we speak along with the training committee which also review best practices from internally and externally from the region and the nation on training requirements and training philosophy that are in the best interest of the department and the community. immediately chief has made some quick changes in our vista

qualifications. we are now all her pistol qualifications required one hour of training for the officers were they go over policy procedure and de-escalation. traditionally, it was just you go and fire a firearm for marksmanship and manipulation of the firearm but no were adding the components of policy review and de-escalation. as for the pistol qualifications, they know all those targets would turn this into. they're alternating targets were officers up to see the threat on their own, see the situation on their own and then act accordingly. this was while targets turning at the same time and all officers firing at the same time. the obligation course has been modified so that edge stage of fire there no more than two shots fired per stage, where there's time for officers to assess and reassess the situation before firing an additional round. so,

those things i meant to slowdown the situation for officers to take the time to assess the situation and evaluate the appropriate use of force. if needed. not all situations will require active firearms obligation to fire their farms enabled we will stir their farms if the situation resents is always a non-shooting situation with the change from the past where every turn of the target require the officer to fire. supervisors and other members and other speakers imagine it's going to take time to change the culture of the police department in part that change is building trust with the community. in generate 1210 numbers of our department went to local-went to oakland to

take their procedural justice and implicit bias course. it was an eight hour course. the department intends the plan is then to take those 10 trainers and train all members of the san francisco police department in the procedures of justice and implicit bias so that officers understand the community has to have a voice. there needs to be neutrality. the need to the trust and respect in order for our department to better serve the community the chief-and myself are going to participate in the state california department of justice principal policing course, which is the statewide procedural justice course and the 20th trainer to train of course in march of this year will send additional trainers to that course to learn from mac was what we can bring back to san francisco to tailor principal policing and procedural justice for san francisco. in february, the

department is going to host a conflict resolution course. it's hosted by the new york peace institute and it's a four-day course where the officers will develop range of new skills to peacefully de-escalate conflict and constructively engage the public. this is in addition to the cic training which is 40 hours for every single recruit that these the academy. the academy cause i graduated last is currently in their last -second to last day of cip training which includes the mental health. and lieut. molina can speak further on that if you like. back in october of 2015 we made some changes in our training at the san francisco police academy.

it was called a non-safety healed tactics course were officers were meant to [inaudible] but we added a de-escalation component to that , which was a non-shoot scenario. where officers were faced with a person encountered a person with a edged weapon and the gold that was de-escalation, back out of the situation, maintain and assess the situation to negotiate a peaceful resolution to that encounter. which we mixed in to a course that was primarily the firearms tactics course. so, we switch it up on their grades so that they have to understand that use of force is fluid. it's dynamic. it can escalate and de-escalate and they have to respond appropriately and as we learned in washington and from the uk, after respond proportional. with the use of force proportionate to the

situation that presented itself to the officers? in addition to firearms training de-escalation, the department has also invested or reinvesting into the officer. the officer have the capacity to deal with situations? how do they manage stress? how do they make decisions under pressure. through blue perch, inclusive leadership we are reinvesting into the officers to not only work on their tactical training but also their critical decision-making ability under stress. to see how they handle and how they can build the courage at times to intervene when things are not going right. that is a shift in culture of having officers take the stand, another shall officer on the

shoulder and say, step back. but we assess this and let's move forward. some of policy guidelines from-as director hicks mention is the sanctity of life. in the united kingdom the sanctity of life is the focal, the middle of the wheel of the national decision-making model. anything that revolves around the decision to use force revolves around the sanctity of life. that all life is important. all life matters. we need to ask our officers, winners onto the scenes, do i need to take someone's life? the last thing we want to hear from the public is, i asked you to help my son or my daughter not to take his life. those are questions the officers have to ask themselves. they have the ability. they can use force, but should they use force.

those are the things were instilling into the recruits and is officers come back for the biennial training, how do we develop them to remind them that there's more to the use of force. what are the community's expectations? must go beyond policy advocate what the community expects. if that was your mom is that if that was your dad, that was your relative on the other end, how would you want them treated? how to want the situation resolved? so, those are questions we ask recruits that every decision they make their responsible for. with that spots ability, they will be accountable for that. even if there at the scene and they don't take action, though still be accountable for not intervening on situations that require intervention. i slain to them that we sitting at the front row of in the blue seeds and when that splash comes the prepared to get splashed and what i'm good ask you what did you know, when did you know

about it and what did you do about it? these are hard things for others to wrap their mind around, but it's a shift. it's a shifting culture that were instilling at the san francisco police academy. the take away from from-use of force continuum. the continuum implies it's a rolling-it's moving forward like an escalator. it's not a continual and we try not to use that word continuum. because each forces dynamic. it's fluid. only to escalate and de-escalate. what changed in the situation after striking a person with a baton? which had the officer increase the level of force? cannot officer explained that? should that officer increase force in that situation had not changed? these are scenarios that we build for the recruits. these are discussions we have with them. to affix and professionalism we want to provide the best public service

to the city and there's no nothing else we can do to provide the best. when we review our policies, i mentioned proportional use of force. our policies reference reasonable. in the uk they reference proportional. was a force proportional to the threat or the situation? the words we choose our policies make a difference on how the officers read and interpret it. the big importance, the big thing is slowing things down and that she has made things clear to the officers and my training staff is that, time, distance, cover and report. so it things down to assess the situation to make sure the decisions be made by the right decisions not only for the department both of the community. we take that very seriously. that although there is the 21 foot wool, which is

mentioned in the report, we mentioned that in the academy as an awareness. it's not a line in the sand where someone steps within 21 feet we have the right to use force. it's an awareness. it's a tactic put on a video from the late 80s. unfortunate, it's out there. on youtube and where else but we tell the recruits that it's an awareness. it's not able. a rule. scenario-based training israel. it's the best training the officers can get and whether recommendations bi-. even though there's many recommendations in the perth study, we always improve. that's how i view it here we can always make things better. we can improve upon everything we do and everything we learn from. the role of the supervisor on management and personnel management having a supervisor on scene makes gn