reduction in the pay from the top step 9 percent reduction that is problematic for multi reasons the investigator category an agreement with the investigators union more than 6 seniority our staff is paid at the top steps owe not looking for less experienced investigators we anticipate the investigators will be seeking a long career in law enforcement as many of the investigators have that will be a very untenable situation and similarly to conduct the type of homicide investigations for the team and the prosecution securing expert witnesses and

making complex and critically important legal decisions on behalf of the city and county that requires a high-level of prosecutor i can't tell experience and looking for those advertising and we anticipate we will receive many any quality advertising and our practice we hired letter of the law from other prosecuting agrees we acknowledge the experience 5 of our last recent hires this is not an unprecedented move and will be critically important we want to be sure the staff we assign it is the best and can do this work declining and appropriately for us. >> okay again colleagues questions right now and before the budget

analyst report. >> supervisor tang. >> that might comes up after mr. rose report but mr. rose states the district attorney's office in track the amount of hours to track and investigate a case not known how many of e how much time to close and a backlog of 20 open officer-involved shooting incidents but also the district attorney's office is identified over 4 thousand cases open due to new materials the staffing was 14 ftes and so i don't know if you can give us more details around the 14 ftes with the new brady material and the officer-involved shooting incidents. >> sure thank you supervisor the 14 there are 6 advertising and 6 investigators and two

paralegals into two teams this is people on call if there's a shooting another 2 in the morning or in the afternoon they have to be on call two weeks a month that is beyond what is appropriate in the industry should be more than one time a month that's relatively significant it indicates the employees can't leave the region they can't go to children's sporting events out of the area and have a glass of wine need to be ready to respond to the incidents it is a significant imposition on their personal life two teams handling those and in addition it 80 that because we understand this work has some fluctuations we afternoon 6 officer-involved shootings a year and two in custody death a year we looked back to 1997 we feel confident

those averages remain constant and for the work brought on many scandals within the police department that is currently a backlog of 4 thousand cases as a result with the text rate of interest message in 2015 and we anticipate that work will priority an appropriate day to day work when their in between investigations we don't anticipate they're being really any downtime we think it will be under asked in our request but modest in our achievement and hope we can use the staff as allotted we don't keep track of hours for robberies and other

thing we work for the city and county of san francisco our people are salaried employees we have done withhold to see how much time our staff is spending every single unit works more than a 40 hour week we're satisfied we're looiltd the staff we have at hand and indicated to supervisor farrell's office we'll certainly make efforts to try to create some type of tracking form for our paralegals that will be new for us you'll have to be understanding of that but we are confident the work is there as it currently exists and will continue to exist we're happy to provide documents as we missouri move through the process to show you we're having the advertising and staff working. >> i think that i mean, i

think known disagrees with the intents behind what the da is trying to do here but one of the concerns i generally have is this is you know a new unit a lot of staff and, of course, a workload we see for the foreseeable future we certainly hope that in san francisco those officer-involved shooting these will be on the decline we have you know different ballot measures in november to try to address those issues so again, we're hoping that in the future there will not be a need for more investigations i was trying to say how we track the workload maybe a time we don't need 14 ftes for this work and have something in place to evaluate what that occurs when do we need to flex up and down with that unit. >> absolutely that's our hope we don't see those

i think every administration and every person in government hopes duran during they're ten you are hyperglycemia i'm happy we'll be staffed by arriving at a point the city in the country didn't have an officer-involved shooting we need to re-evaluate that and the conviction rate will stand and we'll see the value as was 3r50ed forward but re-evaluate if it no longer exists. >> supervisor yee. >> so i know that your department basically made an estimate how many you modestly might need since this new unit basically trying to replace the work that the police department was doing internally was there any analysis of how many equivalent

workers to do this type of work. >> it's a not information i have i don't know from the mayor's office or the budget office i can tell you at a crime scene general 20 sfpd that's an envelope not seeing anything nor substantial. >> so i'll reserve that question to the budget analyst so see if they did an analysis of what the staffing might look like. >> do we - >> to you have an answer. >> we have melissa white house. >> thanks so much

hi, i'm melissa acting budget analyst that's a great question similar to the budget analyst we had a lot of the questions about the unit and he had need for 14 staff like supervisor tang and although we stepped on reserves we understand the need for the 14 position and we talked about in the district attorney's office the upcoming process spending a lot of time understanding once they show us some of the works implemented and the hours their seeing and the need he think part of that definitely to answer your question looking at the police side did the police needs the same amount of staff knowing some of the work shifted to the district attorney's office and can that help fund or a ram down over 7, 8, 9 and really making sure we're checking in to make sure the stacking is right at

both department. >> thank you for your explanation and actually, you you answered my other question i would have asked what impact on the police department staffing and whether or not they'll be a reduction or not 415 so i'll wait for that analysis. >> ongoing mr. rose, can we go to your report so we can get all these. >> mr. chairman and members of the commission i'm not surprised when a department disagrees with our recommendation but i'm surprised that a department comes down here and has access to the report in the report by the way, the department only referenced one of our recommendations which was step adjustment should it not reference our salary savings so, now the department this is a

minor thing supervisor so for the whole recommendations the report to us two of the positions will be hired on september 26th. >> today's data september 28th i'm surprised the department will not acknowledge a savings of two days more important than that but i think this illustrates something about our analysis in the department and the departments response to our analysis there are first of all, let me go back to page 28 the requested cost of one $.8 million for 2016-2017 for the new da investigative bill are shown on page 28 of the report now we stat on that page given the release of reserves

not released until 2016 by the way, in the department tells us they've hired the positions i hope they don't say that that makes our role meaning less and mr. gibner said this is illegal to hire before the board of supervisors response we state it is not possible for the district attorney's office to hire position in september we also state that the our recommendation would be to add attrition savings with the fringe benefits like i said in the budget process is it so extremely modest 200 and $33,000 plus that account for one month delay in hiring of an entire 15 positions i'm assuming the department didn't hire any

positions that's illegal. >> can i - >> i want to finish my - >> why not finish and go one by one. >> the other recommendation the department addressed as far is the step adjustments we note that the salary and fringe benefits in the district attorney's office proposal shown in table 3 also reflect the hiring of new positions at the hive possible salaries including for the 16 attorney jobs class we state it is unlikely every new hire will be place at the highest place with no advancement or one and 21 plus that is bans we look forward their entire budget of positions already in the budgeted and made a compatible and look at the step adjustment and made a

compatible recommendations for the new unit to be consisted with their budget that's how we came up with that we heard supervisors some censure of the compatible salaries i want to state to you, in fact, we looked at the compatible salaries in santa clara and san mateo county based on the analysis we are recommended that reduces salary steps of one plus which we believe is more than reasonable after looking at in daily of the santa clara and the san mateo salaries for the district attorney's office in those jurisdictions we didn't gear it to specific positions for the district attorney's office to have fleshth to provide whatever

steps we made that has as overall number we felt was more than reasonable to reduce the salaries expended our final recommendation supervisors are on page thirty of our report first, we requested the district attorney's office to submit this has to do with with what supervisor tang stated we no idea when we asked for hours i'm surprised they couldn't give us the hours you think they'll be able to see based on on 12e789 number of cases and hours here's how we came up to the 14 positions that was not done so our recommendation is to submit to the and the budget analyst during the next budget process a documents on the individual

staffing housing and expended i assume the department does not disagree i think they want to voluntarily provide that information to the committee for next year to know how many staff they need, and, secondly, a long term staffing plan for the independent changes and caseload and reduce by one million dollars plus this is the salary savings and then we say we consider release of that amount to be a policy matter for the board of supervisors and the reason why we still believe it is policy we don't kink how many positions are needed but we certainly accept whatever the budget & finance committee decided. >> i very much proficient our analysis pay supervisor tang questions or comments. >> thank you. i wanted to see in the district attorney's office can respond to the issue

of the two positions sponsored to be hired on september 26th but not yet hired provide an update. >> appreciate harvey's spirited response thank you for acknowledging that we haven't hired but eager to hire hoped to hire as soon as the budget concluded but waiting for the release of reserve we have a date that passed by two you can't see days but multiple costs and relayed that in the conversation with the budget analyst office need to secure vehicles and pay for expert witnesses because this is a project we anticipated we'll users savings towards those costs and an additional hearing but have costs beyond the costs

of staff beyond this unit our anticipation those attrition can help to offset those costs. >> mr. chairman. >> sorry one follow-up do you have something to shows up perhaps how much is it so costing for the expert witnesses so we can compare. >> u didn't even can share with you. >> great. >> mr. chairman and. >> yes. mr. chairman, and members of the committee. this is exactly what we would expect from the department says now they have other expenditures they gave you a specific request for specific expenditures we identified reasonable savings we believe you should continue to reserve we have no problem from the fang they may have additional expenditures but supervisors i ask you shouldn't the department request a formal synonyms to bet let the budget

analyst and the budget and finance look at the expenditures in the manner we've reviewed those churches and make our recommendations to you at a time. >> thank you, mr. rose you agree obviously it is our role here to get detailed expenses have those costs been shared with the budget analyst. >> we have copies. >> no about before have you talked with them. >> yes. >> supervisor we didn't get at the beginning not made in any formal analysis of those additional expenditures if we had we would have put it in our report. >> we didn't. >> let me say something up front.

>> from a policy perspective from us to make a decision about the letters with that said i'll pretty much be inclined to see the need and the process is very, very important but here with all due respect doing savings and getting a piece of paper on the day of our approvals that is not what we do at the board we need details where the money is going if we leave it up to the department to save money an xyz that's not what the budget and finance committee is supposed to be doing i again as much as i want to support this package here having to just saying you're right hiring date are wrong but spend it elsewhere that's something i find hard to school

swallow with that said, let's go through this and if our budget analyst hadn't seen those numbers i'm frustrated on that. >> chair farrell we shared that in the budget analyst office we indicated those additional costs and additional time to analyze that that maybe a separate question but i apologize for frustration people are feeling we anticipated those costs and hopefully those attrition savings if we need more conversation i'll be happy to discuss that. >> we'll use it elsewhere but not told about elsewhere with in analysis. >> just to be clear mr. chairman as you recall in the budget process the mayor's

office budget director submitted a technical amendment to initiative initiate this program and recommended you reserve it you did and specifically reserve was for positions and costs listed on page 28 excuse me - yes on page 28 of our report totally one million dollars plus so that while the department substantially gave us some information an additional expenditures that was not part of the request that came over the formal request and we didn't evaluate those expenditures because we only evaluated what was count by the finance committee we made our recommendations to come up with some reasonable salary savings and adjustment savings by all

means at your direction we'll look at the costs chair farrell and come back with a recommendation if those additional expenditures are justified. >> at this .659 is a supplemental. >> sorry. >> a supplemental of that year. >> right even more exactly - that's correct. >> chair farrell as i indicated we're not requesting those fund we priority them to the budget analyst office to help explain why any reduction in the one .8 is challenging we'll have additional expenses we're assuming in the 2016-2017 but attrition loss we're not hiring vacant positions for other vacancies in our office. >> the 659 is assuming in your budget. >> no. >> classroom let me make one

other point is it so important you heard the department state that there are some potential savings here they wanted to depends on you wanted to use for - any admission of fact they can use those savings for additional expenditures. >> might be helpful to hear from the mayor's office how the positions and funding work and why we have this understanding that those are types of expenses appropriate to you and then decide how to work those. >> hi, i'm melissa acting budget director the way the reason there are technically allowed to do this from the board likes to move forward it

was budget it was budgeted in a project and they were off positions at the time, we did run out of time to do an in depth analysis our office didn't have time to look at this detail so there will be time to work through the details and the way it is budgeted in a project there is flexibility not spend it on salary or benefits it is more flexible does that answer your question supervisor yee. >> supervisor tang you're on the roster. >> i understand it is technically allowed i appreciate that and all the questioning is not the questioning the da's program why we want those investigators but in terms of the budget committee had the expenses for you know to get the

program start whether it was vehicles or your forensic - this information is at least this breakdown is new to us right now. >> and i indicated we're happy to have more conversation around those expenses we shared it with the - which we thought to share that that harvey rose office if there is confusion in multiplied directions maybe i can expedite things by saying we're happy to have that conversation having this attrition conversation and whether we can move forward without the 9 percent reduction

that would be helpful. >> supervisor yee and i hate to think i'm sharing the sentiment as my colleagues but i'm going in support of budget analyst recommendation to reduce the salary amount and put the three hundred or 55 thousand plus into a retail use or reserve to have a thorough discussion of those other expenses in the near future 7, 8, 9. >> okay. >> colleagues, any questions or comments for the da staff anyone wish to comment seeing nobody else here public comment is closed. >> supervisor yee do you want to make a motion. >> let me say i think we're supportive of this item that was

put in the mayors budget that we approved last year in last name version cast but we need an analysis where the dollars are spent especially we hear we'll save it here but spend it here that's impossible to approve let's have this conversation going forward and have our budget analyst look at it and have that discussion as a and certainly with the district attorney's office we don't want to see this effective in approving that or from my perspective per supervisor yees and making sure we have an analysis how the unit is operating woorld woeld. >> i appreciate that i wanted

to seek an amendment in that recommendation to reserve the attrition savings but release the other one and 22 so we be pursue the highest candidates so for the position purely a staffing conversation not anyone else we've been discussing in the second half. >> mr. rose. >> yes. mr. chairman, and members of the committee and we had discussions with your office on this that's why we did further analysis on compatible salaries the recommendations we're making that are more than reasonable one and 55 thousand enabling the department for step adjustment consistent with their entire budget that's why we made that recommendation your office raised a good question about compatible salaries we documented both and santa clara and san mateo i want to ask one other thing if you take any of your

recommendations consider the request this is not an amendment it will be your request that we bet budgetary data for there to make sure we know the hours and the nuke of cases. >> thank you, mr. rose if i wasn't clear that was a clear indication but expect it from the district attorney's office. >> regarding the salary the top steps will santa clara and san mateo pay higher in a comparison of the salaries across our department is not exactly a apples to apples experiencing comparison we're looking for the highest paid advertising not people that pay sail scale is a misdemeanor that's the reason for requesting not having the reduction in the

salary. >> supervisor tang. >> thank you i definitely hear what you're saying on that point highway would be respond to mr. rose's comments if we hired those folks and the top staff and no room for you know promotion opportunities and so forth so we may having challenged in the future with trying to retain them unless another salary increase this is something i'm concerned about. >> and something we consider and discuses with potential employees we do that when we hire the laterals that come with 20 years of experience they prefer to receive the higher pay knowing we explain 16 is our top step unless a manager no room for improvement unless cola's and people prefer to have that

paycheck we've managed that thus far not people leaving they were at the top step and numerous people in the office 25 and thirty years prosecutors that receive cola increases at this point top steps for more than 10 years and fortunately in this line of work when a person finds an office committed to they stay condominium entitled district attorney they leave to santa clara and not having the high cost of living and not to commute but factors we face regardless they pay $20,000 more than we do for their advertising we can't compete but the higher level to attract the civil rights and homicide experience that comes to us with a broad range of skills showing they've

done higher success of trails and only to pay them commemorate with their experience. >> okay discussion comments motion. >> through the chair i'm wondering how supervisor yee feels about his original motion any adjustment to that. >> i'm wondering whether or not we could accept the recommendation and change the language what the resermight be if they come back we need to have the proof in terms of the reserve is flexible and other expenses. >> yeah. i think heshtly the

reserve will be flexible. >> okay. well, i understand that the district attorney's office and the set of career you're looking for and your i guess retention of employee is different from other departments i know some of the department if you start them off at top steps we'll face other issues; right? i'm willing to amend make an amendment to supervisor yee's motions to the only change to keep the attrition amount on reserve but allow for the extra one hundred thousand so that the new positions are hired at the top step you've asked for . >> can i ask a quick question in terms of hiring have you start the interview. >> we're not able to do that we've been in a holding pattern

people heard to the media and word of mouth we've received an handful of resumes we were unclear when the positions are available and at what level. >> so what's the traditional hiring timeline. >> attorneys we can hire quickly if any of the people simmered information we're compelling and rows to the level of deference i'd like say two to four weeks of people in the pipeline investigators much longer that depends on if their currently engaged negative impact work and i've not been involved in investigator hiring so i mean what is the average hiring. >> maybe 3 months for an investigator. >> for attorneys and for investigators. >> attorneys what about advertising. >> 2 to 4 weeks.

>> that's the afternoon we for us we have gaps in our staffing it is incredibly debilitating to our work the process never stops the assembly line runs we tend to have rolling interviewing so whenever we have a vacancy we can hire we've had a shortfall we're watering to save up enough money to hire but generally, we move quibble an attorney hiring. >> so part of this we're having and i transition savings with one month do you think you'll have all advertising hired in one month. >> no, that's the dmfks conversation we had i guess that is happening two quickly. >> the savings with with only months of savings. >> i didn't object. >> i know is that two months

in terms of what should we be thinking those people will come on board if so one month we only takes put-down some on reserve but hire them in two months again need to have adequate information. >> i think chair will be rolling as soon as we have qualified people i don't expect 16 or 14 people hired in one month not realistic we've not posted the position and do the kind of broad safe haven but expect we're hire as many before the end of the year that will go in stages as qualified people come in we're make offers. >> understand what i'm saying we're at the end of the september hopefully by the end of the year. >> that's 3 months.

>> every other month is 200 and 50 - $33,000. >> for all 14; right? >> so from the average is two months that's do you believe that. >> i'm not sure of the question. >> supervisor yee. >> i think chair farrell is what i'm seeing is even with the budget analyst when he says that the savings is very conservative i think what chair farrell is driving at inserting and now two anyone wish to comment months before an average so i'm wondering if that savings without toying with that could

be used for high-level. >> basically on the budget analyst recommendation from the average is by the end of - you'll hire after two months additional savings we need to be taking that was the purpose of my question about you're hiring when can we do it realistically today's start date. >> okay mr. rose any other comments. >> i think that supervisor yee reflects my and your comments supervisor it demonstrates how reasonable your recommendations are. >> okay. >> all right. i'll say you know what i'd like to sreturnin i'll be comfortable approving

the budget analyst recommends if we come back here and from the hiring is accelerated and the steps you're hiring people at we want to see documentation if they're at the top step we'll release it and forward it not a problem but right now as i see this savings seems to be reasonable and if you can hire folks in two months you'll be the record setting department i understand the district attorney's office workload is commitments to hire quirky hope it happens we can release the fund so i'm going to be supportive of the budget analyst recommendations and revisit in terms of the hire step levels if

you hire at the top steps we'll release those fund appropriately with that, do you want to vote on your motion. >> through the chair i guess is it so what supervisor yee motion. >> you want to make the motion. >> i make the motion we accept the budget analyst report and recommendations and motion by supervisor yee seconded by supervisor tang without objection okay mr. chair way like to file this hearing. >> motion by supervisor supervisor yee without objection madam clerk, is there any additional business to come before this body? >> there's no further business. >> thank you, everybody, we're adjourned

>> hi my name is a over and over shall running for supervisor in district 11 our neighborhood have been treated as a forgotten part of the city your working families need a strong voice to represent them at city hall i'm that candidate as a parent of too young children and a long time neighborhood resident i believe i can be that voice i'm a trained city planner that believes that stes cities not involved are stagnated government must insure that all families are part of healthy evolution of ourselves we have a severe shortage of affordable housing and must do better in the private and government sector we have not seen any of the housing producing

and relatively strong economy that helps to fund wonderful programs at the city and county level we must strive to make sure that all sectors are represent the single biggest on or about that sets me apart we've been doing the work on behalf of the district 11 i've been producing as candidate don't just us on what we say politicians like to make a lot of promises but what we've done this will tell you what kind of a leader i'm the only that fought the closure of hospital by serving on the advisory committee and led a revolt in 2008, that achieved

improvements in balboa park and in the last seven years figure out four marijuana clubs more than any other residential neighborhood in san francisco we have enough and access is not an issue currently i'm working to save the consortium a family serving daycare of 200 plus subsidized childcare and working with the nonprofit director to purchase the building once in office my top 3 priorities will be to as i stated before create nor workforce housing we have a sunshine ordnance of affordable housing, that can house working families my second priority to establish fully funded universal free care for all families in san francisco question any is her that all sectors of our population are benls from a

strong economy and that is where the chuch gap and finally make sure that we have a really strong commercial corridor and that our vacancies and empty storefronts are dealt with the highest vacancies in the city with that we'll increase our sales tax with more restaurants i thank you for your time and ask for your vote on november 8th please remember over and over shall if i he. >> hello my name is june i'm a candidate for board of supervisors district 11 i'm asking for your vote because i am the most convicted candidate during 5 years worked

for nonprofit organizations have the experience of collaborating with community-based organizations in 2008, i began working for then california be assembly member tom ammiano as his district director he spent 6 years politically my skills to bring stockholders to address issues hung up with solutions for the common good and mobile at local and statewide as assembly member tom ammiano assistant i played a part in helping to save city college california landmark anti-bullying bill that protects children bullied in california i'm currently the political director local 1025 and running

for district 11 supervisor i'm commented to assure that under recommended communities have a vows in shelter in place the policies that impact them the difference community not san francisco values have made our city a beacon they are stolen by the real estate speculators in the cities that haveized the cost of living in san francisco to unbearable levels patrol car, immigrants, the lgbt community, our elderly and working people have that have been the backbone cannot afford to live here workers that are holding on live in fear they'll come home to eviction or no longer keep their homes they've worked they are entire lives and want to share any journey i was born and

raised from the mission district my patterns were immigrants from mexico they met in the early 1960s at the restaurant any mom waltd tables and he worked for the garbage company they separated my movement raised me wheel working as domestic working and relying on public assistance after high school i studied at that particular time at kink of san francisco while working at the nonprofit jobs during the day and blessed to get a sclirp at age 37 owe graduated any life experience and challenges of being raised by a single mom has driven me work as a public servant if you elect me to the board of supervisors my priorities will include creating incentives more affordable

housing, especially for families fooekt unjust fevers supporting subdividing and prioritizing parks and open space, working for equitable sdwrks with residential public transportation in my district and free tuition for all san franciscans residents at city college, please joan the organizations that have endorsed me for the board of supervisors transit union local 155, american federation of teachers 2123 the california nursing association, the united educators of san francisco, the sierra club, the san francisco tenants union staffed parent hood of northern california harvey milk club the international brotherhood of

electrical works local 6 and the national union of health care works and office of the san francisco workers and the aclu and local 10 to one and local 2015 and the united works left local 483 thank you for your consideration. >> handsome i'm sorry guz anyone running for district 11 i'm a school teacher in public schools i teach owl i all projects and advocate for your children that have lack the health and lack of quality time together due to multiple jobs pr

as a community advocate in district 11 i have that fined a community organization to address the needs of young people as a community advocate in san francisco i reopened a closed public school to address the needs of immigrant children and helped he families helping them with services and housing and jobs as an elected union official of teachers for seven years and elected delegates for educators owe supported resolutions and legislative billions for social just the district 11 is the largest number of children as other districts i'll enhance the coalition are nonprofit and community-based organizations and the city to allocate nor

resources for our children when he talked to district 11 residents he hear one resident said we need a safe neighborhood a mom said he tried to help someone who was a victim only to have the gun pointed at me as you're next supervisor he want our citizens and nonprofit organizations to have dialogues to address safety and safe neighborhoods and to build trust 24 is how we'll help your neighborhoods your city and district 11 are aging the population will expand thirty percent of our population as a district 11 supervisory owe meet with many seniors and have the

most profound respect i found seniors in district 11 some or inhabitant some can manage their homes some can't and some are commuters and are frustrated they can't afford the rent is as you're next supervisor a lot of mire top priorities to make sure that note neglected or solicited district 11 has their share of garbage and some residence of district 11 discard their garbage on the sidewalks as the next supervisor we want to come up with solutions the city has changed so much more cars and upscale common sense and part-time that displace as you're next supervisor he support qualified affordable housing for those who are in needs i've lived in san francisco for 35 years my family lived in district court 11 and

my son graduated from lowell high school and 25e7bdz the university of california, san francisco i came to america with any family as an immigrant i studied. >> working hard to be a natural citizen owe graduated in illinois university in chicago in multi education and was awarded a scholarship last year elected to a union elected official and humblely ask you guzman to the board of supervisors he promise to serve district 11 with all my power and strength and humanity. >> dear friends please image a

san francisco that you want to see that district 11 it is 679 to see the past we have to make this vision a reality for for those of you who don't know me, i'm here my family and i and kids and grandkids are raised here last year, he knocked it out of the park for the mayor of san francisco and 10 thousand i remains runner up i'm here to ask for your vote to serve as your supervise in district 11 this represents excelsior, ocean view, i know side 0 and outer mission and others too along we've loudly investors and speculators to run this and control city hall the result a

renewal uaw bull market tearing up the fabric of this city and displaced thousand of the san franciscans out of the city we now have families inth districts living in cars, sharing living rooms and garage spaces we work and live here is where we have the right to live here we've developed a platform to protect our families from unjust lectured evictions and produce more affordable housing for working families we will improve the health of those dealing with asthma in the district particularly in the mission terrace and satisfy the farm and deal with the flooding there support open space in the excelsior both on mission and geneva and make sure the development of the in line will

support seniors and families at the same time make sure we can have a full serve grocery store in the neighborhood muni is an example i think of the health of district 11 because health is more than having access to medication or clinics it is being free and from anxiety by having a living wage enough money to buy food and pay for rents health is a clean part and save schools leak the great work and neighbors in action this is a pursued at the rec rec centers health is protecting our small businesses in the outer mission and dealing with the noise pollution of low underlying mr. haney's plans education is not only for making it free but

supporting teachers we need to find affordable housing to be teaching here as while as your supervisor i think continue to support the great after-school programs we have last week the excelsior conceives project and in the community schools and the ymca programs on 0'farrell we as a district have been away for far go long but making sure our families can flourish holding off on property tax on fixed incomes for people working that question, create with a new deal we are one of the last working-class neighborhoods in the city completes draw the line for our families and work together to flourish in district health, education, and living

wages job safety and vibrant small businesses the heart of the families in our district clean streets for senior citizens and children and working people secure affordable housing this is all part of liveability what i like to call a little bit of heaven in district 11 and people like minnie ward he fool in district 11 we're the few weeks that can make a derivatives join me in this program thank you very

(clapping) >> are you a parents that's unemployed and struggling to pay child support we have teamed up and positions ourself to offer an opportunity for permanent employment. for more information callnk we' going to get started the regular meeting of did of the board of education for san francisco unified school district for tuesday, september 27, 2016, is now called to order. >> >> ms. fewer after the meeting or call the board office tomorrow dr. murase