supported our currently current eis model it supposed to flag the officers. intervene for that reason - as we cancer the indicators not future as captain welch mentions some departments that will think that the officer respond to the call of a suicide has an affect on the officer that can cause problems for the officer later on if they're not given the right support not misconduct by the officer but the factor that causes one to pay attention to the officer all the thought factors we should be tracking in the eis none of them necessarily show misconduct some maifsht in that regard one of the things

that is strong about our program i'll recommend we keep is that we include both the poa and the department the thought police accountability it is made up of several ranks and different assignment to primarily a program run by the epa we don't have access to analyze that ourselves we rely on the police department to do that as commissioner dejesus mentioned it is very important to continue the message to the officer in the field this is no the punitive system but to provide support before an officer has a problem since 2007 had the cops review the cops waiting for the eis would be fair to summarize by saying that cops is recommended we continue the program and make

that more robust and roommate the tracking evident use of force recommendations how to do that and the department is working on that and the reporting of the data had been more robust the eis in the last year i've noticed has been starting the process of approval of the draft minutes down how the eis alerts are showing up by station or by assignment to start seeing patterns how they peak or valley out for example, cops recommend that we added some new indicators especially bias they didn't specify say the indicator but we have that and figure out how to create those indicator we need an expert to help us with i'm not sure anyone here can do that in the eis

programs in the last decade we have a significant body of data as well we have tracked at least the 10 indicators not all associated factors but 10 indicators detailed in d go and had about 50 interventions or so, so ought to have data to know what is going on we'll recommend we start using the materials i think this is consensus among the members that helping officer is the primary goal the help should be timely before they center problems and effective but that said there is not consensus about exactly how to measure that there is much conversation whether the numbers of officers who receive alerts or flagged captain cherniss number of interventions as commissioner dejesus mentioned a

significant difference in 2015, 9 interventions out of three hundred and 7 in 20162 of the at a later date quarter out of 5 hundred plus a very, very small percentage the members of the board agree the number of interventions taken by i was itself didn't tells you anything we need to have a conversation about the number of interventions compared to the number of alerts mean something that is a dramatic difference we have a very small percentage of alerts going to interventions does that african our system has a lot of false positives we're flagging officers and evaluating them and figuring out their fine and don't require intervention or we're correct in flagging the officers i don't think there is consensus was which of those two is true it could be we're flagging the wrong people and the people we

need to flag are not flagged at all because of the false indicators as i mentioned i was - we've not assessed whether or not those are working some systems i'm told have started to try to figure out ways to see if there are skangz in the behavior in the field after they are eis system is active for example, hogging having fewer disciplinary cases in the department as a whole or a lower number of one 48 as commissioner dejesus mentioned or a lower number of civil claims against the department for university of california, san francisco we've not assess whether or not there are changes in the numbers and whether or not those assessments will show us the eis system is successful it's time to use the material to figure out how to apply that

here another measure of success with the eis system with the doj 109 a imposes appointed in 2007 the tracking of 143 the resisting of arresting and if someone assaults an officer and if their that's a great question that and on top of that if there was a captain to the reflective management how the numbers a lot as you've heard that is not tracked it didn't readily track that information i'll respectfully suggest that could be set up to track that information i've worked in other systems police department as a matter of course janitors a report which officer was the victim or subject fulsome u, if you will, of one 48 and can track that here not our practice could be just not and not

throughout the one 49 if we switch to that i would suggest that the eis board needs direction to make that a priori priority. >> i'm sorry we need to tell them to make that a priority. >> well. >> respectfully i think that can come from the commission or the chief i think that can come from a variety of people from someone other than me, i'm one member of the board if you ask any opinion that makes a lot of sense to track the one 48 those are used in can i feel cases to demonstrate an officer has a pattern we use that in disciplinary cases why not if there's academic material that shows you it is not useful but

on the face that seems highly loving that should be a significant factor and some other departments are studied that. >> any opinion on that captain welch. >> i have paper if you need it. >> again as i stated we do agree that all the factors associated factors which one 48 i want to differentiate one of the associated factor comes in after the threshold was met for example, in the 3. >> - >> add the one 48 yeah, so i will refer to, yes - we agree that that is something we should look at my presentation touched on that and again, using the university of chicago saying we have a good foundation and again repeating what john alden said we're open

to academics but as of now we are readily willing to use that as an illustration. >> bargaining no academic to the creak add one 48 to the indicators. >> to the indicators? >> i did not want to say anything i didn't know that mr. alden was not finished. >> he's not finished. >> thank you, captain welch go ahead. >> to clarify the one 48 and 243 was designated in 2007 if it was flagged the supervisor

should look at that. >> is isn't there a - >> i agree yes, we should track them and add to other indicators two questions he agree with both of those similar issue will be too much of those to get into tonight but instances from the officers search for seizures was called out as an associated factor we don't track those and the skill options. >> can i interrupt whether or not an officer made a wrong legal decision that courts review that prosecutors and defense attorneys review in the comfort of their office not necessarily a factor of an officer having issues if they made a wrong cotton on the law they take criminal law we're

taking it a far field if we do that. >> ? in a disciplinary process and may come to nothing. >> if i may i civil grand jury had the experience as an prosecutor i'll be prepared to defend it and somehow an officer would not make that i'd lost the notion because the officer could not make that but has nothing to do with with whether or not an officer can make. >> anyone may have a range and have a flag goes i a because they're out on parental leave and the paperwork was not arranged perfectly whether they get reason this is still an indicator we use a lot of indicators and try to do a

pattern. >> the associated factors were part of best factors we wanted the one 48 was compromised that was a mistake. >> you make another good point in 2007 those ten indicators the 14 society factors were the best practice we know more about best practices and take into account that and to your point commissioner vice president mazzucco other jurisdictions look at other issues and include it i agree we shouldn't track it for example, in san diego we have one of the old sheriff's department pardon me that's a different one in the los angeles sheriff's department in 2009 a study one of the earliest warning systems in the early 90s

so their disappeared of the connections one of the officers with a higher rate of failure to appear will have a university of california, san francisco in the field i never would have thought those are connected that's the strongest connection of all the connections they found that's the kind of research we should be looking at why is that connected we don't know that's a pattern the two together so some kind of talk to the officers should occur one improvement in 2016 the department has now moved from having a standing best practice that i think many but not all supervisors followed when we received an alert about an officer sit down and talk with the officer with the lieutenant and captain most of the time one thing last year, it it was the been but didn't

specifically require that so no pattern extend that back to the eis that didn't happen that's a significant improvement and the kinds of improvement we should be thinking about that's why my next point it is time in the next future to find an expert system and let the captain reach out the university of chicago and a variety of ways to find experts like that there are some other academic institutions or the university of albany and the university of central florida and other institutions will even do this kind of analysis for free priority we share data that has the names of officers stripped out for their own academic work i think that is fantastic the

department is looking at those kinds of partnerships some other possible improvements require reaching a convenience will be you know first, the discussion we had about the one 48 and 243 whether that resists the best practices and whether the indicators should be given weight with a traffic collision as one point in the indicators some other jurgdz will differentiate between the traffic collisions with not injury and with an injury to an officer or civilian those resulted injuries will be two points we don't have my accorded and maybe time to consider whether or not that is useful likewise time to look at the thresholds as baltimore did and time to look at whether this is mandatory kinds of interventions we want to come this separate

from theers eis that happens in officer-involved shooting immediately without any judgment send the officer to a department that is great and now, some of them might not ever do anything else but that context that's good on the next slide show you an example of what other departments are doing take an indicator like from to appear at court or training or the like with rank and look at all the officers in the department for those officers the highest have the history frequency to appear 5 percent have the allegations the most they'll send those people to a training maybe a two hour course at the academy you have an alleged failures to

appear something is not right and here's a class not punitive you can make that example with other indicators depending on what is the most important to this body. >> finally i'm glad to hear the department is looking at the training the cops mexico's how to identify the indicators sergeants didn't know how to identify those indicators and figure out if there was a pattern beginning to be some consensus academically about that doj has a report they have prepared specifically 19 civically for sergeant and line supervisors to help them identify and that's the material that will be great for training and looking forward to the department incorporating that and should continue to look at other agencies to see how they're doing that.

>> finally i think it is going to be important moving forward to have some sort of periodic modification that can happen at the commission or the eis board i recommend a portion of that happening here to make sure we are following the commission thoughts right now a report only that comes down it the commission i think perhaps at our discretion perhaps an annual report what changes over the past year and whether or not they're working or not and perhaps commissioners are preferences in my event recommend a periodic modification likewise all of those indicators and associated factors we described are set in the d go that will be useful to create a mechanism to modify those that something that is not

labor intensive. >> questions. >> pretty thorough. >> thank you. >> couple of questions my first question is did the department do a separate report and you did a separate report that's correct is that what happened. >> right. >> my next question i guess what i want to know if there's anything you heard or saw i don't know, you saw that you disagree with fundamentally in what - i don't know if you shared the other report. >> certainly you want to hear from captain welch we've talked about the issues to the eis board meeting and captain welch

talked about that getting ready for this presentation including last week and made sure i shared. >> anything i sdraurgd with. >> we're kind of in a confluence of situations we have is a system on the books for 10 years we've gone through a doj review through the recommendations outside of that we started looking for academic constitution but use of force is connected to this we'll rolled out the use of force investigates a component of eis all overseeing mergers in my - and no. >> you heard something that

sound off base i guess we've had a lot of success i don't know if this is built into ms. merriam working with the department and getting joint work we know the references have been flushed out when you come together that works very well very, very well, i'm suggesting if that can happen that would be wonderful because we know that you've talked and given one report that helps a lot so i had to ask that question i don't know if you did that cross kind of working together with that particular thing. >> commissioner marshall to answer that question we meet with the occ at our eis quarterly meeting john alden met and i chair the eis quarterly meeting and john crew has been

there that is what john alden referenced the sit down with the sergeants and having that conversation and sending the eis report to the lieutenant and captain having those meeting and with the public john alden mentioned we have the commission secretary and member across the bureaus including training to identify how to improve them from this conversation we talked about the crime data and extract that we had the doj review and the body worn cameras and the cit a bunch of other issues we have to contestant technically and this is one of the facility issues but we decided to partner with the university of chicago and do a thorough eis program and determine what the best practice could be and that of confusion. >> i wanted to know about the

two - >> the entities working together we work with the dpa. >> mr. alden you were with the department a long time you had some knowledge the eis does that. >> well, yes he never worked directly on the eis so wasn't within my wheel house. >> periodically i do be consulted and captains or sergeant. >> it comes up with people that are working discipline cases the place where the performance is kept as part of disciplinary process for the commendations and how much you knew about the eis. >> i got it and i can answer the questions about that i have

some familiarity. >> now any understanding any neck point any understanding ronnie to make sure i'm saying that correctly that eis is on the radar of the doj recommends to be looked at along with the other 200 and 72 we'll cross this bridge with deeper dive this up as part of dovts recommended it is in our cross hairs we'll deal with this how we deal with that and when it is coming down the pike so i want to make sure i'm correct with that. >> because ronnie; is that correct. >> thank you okay. >> (inaudible) and please could

come to the podium. >> okay. i'm finished. >> commissioner dejesus. >> so i want to thank you for that and i want to get clarity if you the department of police accountability and who else sits on the board or - and described in 3.8 pursuant to the d go. >> i can tell you the list. >> i want to make sure you're on there i'm disappointed about the technology not capture i know that also right after 2007 and 2008 we got money for technology to try to device a program to capture a lot of the data and just sounds like it didn't happen so that's disappointing i understand the interagree to

capture information i don't know how we don't talk to each other technology didn't talk to each other that's the way i understand that that has problems. >> that's correct i mentioned in my report cable is basically doing x ting and justice which will be the das court system slashing charging system will have all the charges my understanding is much more assessable from the 70's or 80s. >> when we get an expert we have to look at the technology how if we first of all, get the data and have it analyzed and look forward to technology to capture the data we want to capture; right? >> we can capture the data moving forward the way that it is working right now referring to the entire doj report that

eis is part of a the doj has asked for the e 585s to be updated our use of force from the officers with race, gender what types of force we're getting there and if i can make you think of a piece this year and actually put that piece of pie back into the pan what it the whole we'll have that information. >> one of the things that was brought up in the presentation the reports or rosters not been helpful and couldn't get a handle i know you're doing more detailed reports recently so i'd like to look at them and participate at some point we'll be redoing this to make the report more helpful for the commissioners to understand and one of the last questions he wanted to mention mandatory intervene oakland has certain

criteria mandatory with we going to look at some of those things. >> yes. commissioner, i touched on that and used oakland and draw out what we may or may not get john alluded to cases where in a person missed a range will be found proper conduct but the interventions oakland has them we may get for internals if that's the metric we'll used to have a successful eis to get it intervention again, our presentation we're open to that but think and consider really hard especially mandatory to make that discretion. >> i agree the idea you'll director fririll down and that' i'd like to hear more about that and work on that i'd like to

know what oakland considers a mandatory intervention i don't know if it will work here but i'm wondering it, it is significant or insignificant. >> since i asked oakland offered to have us come but would you like to come. >> i would like to go. >> we'll make that happen. >> i - and i've been asking this for a year. >> commissioner vice president mazzucco. >> thank you i want to thank captain welch and for the members of the public that early intervention system was not in place when i came on the commission as it started to develop the system like any new system we had a lack of technology but i really want to thank the police department and the occ the occ

for their work one of the factors that that we've worked on i know that captain welch talked about you can have factors failures to appear interesting like mr. alden said failure to appear is like for the members of the public officers are involved in a critical incident and a year or two later your in front of commission with a disciplinary action but the front line didn't take a number of arrests but the sergeants and lieutenant are spending more time for training we had a number of suicides in the police department our biggest concerns the lieutenant were not recognizing but training the sergeant and other patrol officer officers this is the officers training to look for the factors who are the captains this change was put in

place this process i mean the number one indicator are the men and women that work at the stations he hear in their more willing to come forward that's the leading indicator that folks are seen 10 hours a day 4 days a week that is the improvement the more hands on approach and the more important perfecting the data i encourage the police department to look at this we've seen a clear pattern where officers come to us and say geeze i was doing this and that and after they've been involved or seen a traumatic inlt about their welfare that translate to the safety of the public so again, we need to keep that going while we're trying to perfect the human side we've

seen a rate of suicides in the past years but urge the police department to spend more time thank you for your presentation and commissioner dejesus had a lot of questions not unusual and both of you did a great job. >> commissioner hing. >> yeah. i take it concerned an interesting conversation i'm a many recommends from dpa i'm wondering what are the immediate next steps a lot has been discussed with respect to what has been done do we have a timeline or goal within the next 3 months we'll see those particular items movement in particular areas are we leaving that up to you i'm thinking comfortable leaving like this with a lot of good ideas on the table.

>> i agree we should ask commissioner dejesus let's get a joint report and joint recommendation how this eis will be improved and we want - something a little bit more concrete if there are - we need to consultant experts and review the reports and review the academic information let's do that and come back with what are our thresholds and what are the indicators we want to look like how will this program be changed how long you do need you don't center to answer that but be on calendar one a few months reramped the eis the chief approved that's what we feed to do i've wanted to talk. >> we don't have to revamp it

but say what plans or steps to move forward something like that. >> commissioner marshall. >> be author i mean, you're point about indicators in 2007 are completely different this is a big point looking at other risk factors we've been pretty good with the cit we went to seattle that is part of recommendations you know i'm not saying wait forever but be author and bring this back it certainly is something we want to get - i mean, we had high hopes for this and intervention tool not a warning tool not punitive the way we sold it to the department we want to help you, we want to keep that spirit but make sure we keep a process that gives an

idea of how much help they need. >> the doj report. >> it references the eis system as well got it. >> yes, sir. >> wonderful. >> does that mean i have to cross the bridge (laughter) just to make sure i got this right. >> take that up with commissioner dejesus. >> i'll do that call the next item, please. >> thank you for commenting i'm sorry public comment on the eis system pardon me. >> hello i'll try to be quick i'll jump around good good news and bad news the good news you're holding this hearing and thank you commissioner dejesus and bad news it took is this long this is an order in place for 10 years you've heard about the report things that are not come applied and not come applied

with for years; right? par part of the issue is with respect to the commission for its own odors for the management and right down the chain unless you stay on top of that note hearing now for the first time the chief you're having technology problems this is a requirement for years my suggestion the starting point to go through this order what are you not following and right before you revamp it from my point of view i tried to study that is arguably the second most important management system second to the disciplinary and accountability this is the system that allows you to track what is going on should be non-punitive i'll be centered to hear chief scott experience it

in los angeles they went through the culture problem of implement their teams program they got held up maybe we ought to take advantage of his expertise i agree with the tools not a solution you need to check if so used we recommend there was a finite set of officers we can identify maybe two or three dozen that have been asked in survival come out you don't have to reveal their names look and see if our officers were flagged and if so, did necessary receive an arrest - >> let me say that we have a challenge with that almost all of those correct me if i am wrong were on personal cell

phones right so the challenge they're saying not pitting a bias if you have an idea you have a lot of ideas (laughter) how to somehow pick out something outside of work we welcome that that's what i'm talking about. >> there is no question to respond to next speaker please. san franciscans for police accountability how can the peers and supervisors be effective at identifying problematic officers when there a cultural problem at sfpd san francisco ranked 8 nationally in fatalities per capita in 2015 in 2016 while investigated by the dusts and the blue ribbon panel and the civil grand jury they shot and kindly one one thank god seconds

and shot jessica and killed her awhile inside of a carbo in violation of department policy two racist text sfpd promised the defense that will audit officers text message in may as of december that audit has yet to start in may the poa wanting gary went on a facebook calling the police officers bishops for calling not on my watch and wanted to think transferred to shoot and officer morris who was x-rated for shooting 59 times went on facebook to make threats in an unprecedented the sfpd sustained the complaint but not

disciplined is he there and officer that shot and killed a person. >> so you - >> i let you do it twice you're not doing it anymore stick to the agenda. >> next. >> next speaker, please. >> your disruptive and i'm warning you. >> thank you. i'll agree with her bringing up behavioral problems if you have a system that is to be early intervention and people don't trust you people can cleaver it best practices that allow you to slowly introduce that into any

staff workforce their counseled and the thresholds are low and they learn that it truly is number one punitive if i was anybody in my job and some technical came to monitor me i'll execution i caution you not until you have it in practice and look at known problems like the one that was point out you can understand if you're catching people and there's technology out there so solve all the questions you talk about i work in tech if you want to look at the police officers cell phones and police department in the country have the technology that's why drug people don't use the cell phones personal text and communicates on cell phones that technology has existed since the early 2000 and

provided to law enforcement all over the country watch it on the wire. >> thank you. next speaker. >> good evening, commissioners i think that the e i f should be rain unpunitive but in need of reform kind of one of the again, i keep harding park on the issue one the glaring things the commission didn't have any you know public members on it that might be something that would be a good idea i'm inform myself about what the eis mission meets i'm assuming noticed you know in the proper way and try to attend some of the meetings to get an idea of what is happening but to commissioner vice president mazzucco i hear you know that

trauma has a major affect on police officers we have to take into consideration and i'm hoping that the nexus between sfpd cult and eis is one or becomes one where you know you can go through the eis system without you know any shame or any, any whatever any bad results for our criteria from it it what about a real early warning system that is something that the officers would beacon hill be likely to be a part of thank you. >> thank you. >> thank you michael adams any airport pilots in the group? like to show you two documents the top one is any technical

polite i know how to operate airports translate that to i know how to show a a shoot a gun and therefore, be it resolved when you get on the next plane in addition to the skill certification a fitness for underlying certification we should have the fitness that says despite our skills you can't fly until every 6 months pass on early intervention system this is not an early intervention system folks everything calls for factors to be in place this is a late intervention system 3 incidents or 6 incidents of use of force this is nothing for an officer has zero incidents who is an impeding divorce a kid got

kicked out of school to be tagged are flagged think about adding to the in front end of the so-called early a real system that is periodically every officer takes away the stigma of the intervention every officer goes through 6 months in this case not a commercial polite but a year you get asked medical questions what's your blood pressure and medications our using and substances anything that would present a stress factor that then sets you up for your next safe landing don't center to wait to a plane to crash to follow the intervention do you see any

point. >> thank you. >> next speaker, please. >> you concur with should mbes that have spoken there are available indicators that have going larger ignored by the current protocols they clarify pms as one of them the thinking ability to control action physical interaction with the public what about a clear indicator i understand not set up as a punitive system but adopting the language of 5150 or talk about the danger to sf self or others those are very, very

clear indicators someone that is a hothead and constantly getting into stuff take the example of officer killed a child in the city and beating people and multiple allegations has nothing to do with with the range and secondly, with the phone with the 5150 analogy 3 incidents over 3 consecutive months with the smallest smartest case that results in grateful bold harm i worked with people with many mental health conditions and had it in my own family that the extreme extremely ridiculous 3 intsd in 3 consecutive months will head for a crash and any

dysfunctional system needs to be more author this and that. >> i want to second the walls u calls by the last to speakers the regular skill evaluations for fitness not tied to any sort of existing pattern of behavior are a wonderful idea to remove stigma and lose for preventing crisis and this is something i think that moving away from the pattern of trying to found the patterns into more stable models but concerned that exists outside of eis system as it is today a second thing that is important and my apologies if

this exists i don't know outside the eis system will be to have some way of reviewing patterns of misconduct identify problem officers and get them fired the eis system is not appropriate for that permanent no a punitive system if mean the department didn't need a system to find officers that repeatedly been engaged in behavior that is questionable and officers that are lied and killed people and officers that repeatedly body camera in brutal outlet we need a punitive system that looks at patterns of - not just looks at the patterns and says well, i opponents that could be a problem it has been a problem that should be addressed as soon as possible separate from a specific incident thank you.

>> seeing no oversight when it comes to ross there was never anything that was oversight worse what they did there they brought him before this and more or less run him over has to do with with our skaurngs and all that wasn't recognized that his livelihood his wife and all this all about the child. >> i ask- >> the eis system. >> the eis he was recognized by the. >> sir we're not here to talk about the gentleman the eis system. >> the eis system i'm saying. >> the early intervene is one of the things we should be looking at and it is all about

the child that we are that there is in us we should be you know recognizing that we're sanity when it comes to our children we have to look for this man was speaking of his children. >> sir, thank you i appreciate your comments sit down sir you've. >> i need to move on. >> next speaker, please. >> wiener talking about people in the community that carry guns the vetting to be regis there say, i feel like undermined

feels we don't want to hurt the police officers feelings they're not personal like this we have a rigorous vetting system people don't complain it won't go anywhere for many, many years people come to activists before they they know from people from vulnerable community they don't complain that is a mess and not just it is the technological mess a lack of intention we know that there are systems worked before and we could implement them the cit system which the commissioners applauded themselves for earlier the last time 2 percent of the police officers did cit training. >> ma'am, early intervention.

>> please. we're talking about a culture in the plod police department and we need them to the vetted like there are reports. >> back to general public comment. >> we have something on early intervention. >> thank you next. >> public speaker. >> seeing none, public comment is closed. general public comment. >> (laughter). >> ha-ha-ha. >> item 3 general public comment address the commission on items not on tonight's agenda within the jurisdiction of the commission. the commission as a whole and not to individual commissioners or departments or occi personnel. under police commission rules of

order neither the police department, occi or commissioners are to respond to the questions the commissioners, occi, nor the police commission should enter into debates and please limit your comments to 3 minutes, please. two minutes. >> good evening mr. miller i'll co-director the anti police and poor magazine and in that's capacity drop all charges against shawn moore and bring the disciplinary measures against the police officers allison park been a journalist in 10 years working for media outlet and report to the black newspapers and muni radio on january 23rd shortly on 3:30 p.m. i witnessed the deputy place him in a life-threatening

choke hold awhile i was pushed and shoved by other deputies and i was escorted out of the building and arrested in violation of any first amendment freedom of speech and freedom of press we were held into custody without be charged in handcuffs and 7 political prisoners on the first hour on the job permanently buildings the same thing it of life any people don't endorse calling for more - to this ended we demand the termination with cause of shooters of shawn moore and others mario woods and jessica wilson williams and angelica and pat and those involved in the darnell and the interpretation of joshua and further it was any

honor to be arrested with those 6 brave souls the people have not only the right but the duty to be ungovernoral. >> if you wish to make a complaint with the department of accountability please. yemen industry at the 9:30 and 9 hundred block of chinatown a 9-1-1 call from a victim of burglar in the state apprehension of that suspect san francisco police department created time and distance and andrew's that person at 329 for a total between 5 and 6 hours saturday the 24 of september 20161225 p.m. the fire department recorded a silverman

at city hall a white in an carrying a weapon this person was safely apprehend and arrested by 6:00 p.m. so for those two individuals san francisco police department padded themselves on the back and talked about how the safe implementation of time and distance was make a difference to the community after deputy chief and acting chief toney chaplin was not selected as our chief of police on friday the 6 of january at 3:30 in the morning a neighborhood had a running dispute that shawn moore called in and a temporary restraining order where their walls met their homes are close together the two officers showed up

officers kenneth and had shot shawn moore by 4:00 a.m. i'd like to ask if there is time and distance in inherent in the san francisco police department why there is a difference bans the race of the person acting chief chaplin stayed with shawn moore that was text time and distance is there -

>> fear and disrespect of on the poa has anti jew pieces and have people apologizing for staying alive sorry the defiant poa leadership seems to say we don't do anything wrong like every other group yet the city pays for the misconduct the city officials and police

know the public fear that the public fear the arresting try use of public scrutiny as well as resume go with the territory we've done good by the pension sorry we need the police to make things work and they don't it evidence something honored pubically and is awarded here. >> thank you. >> next speaker, please. >> good evening commissioner president turman i'm a senior born and raised from the mission district lived here my whole life and past the century march i want to say through the chair welcome chief scott and with great high praise i'm sure

earned we wish him well, we need to instill the confident confidence of the people of color i want to give a commendation from the captain from the mission station i've watched him in times of turmoil and watched that officer rise to the occasion each and every occasion to give the community the respect due it even when we was not given the same i thought i think they've been doing an amazing job the men and women under his command given the fact that the mission district has had the highest rate of homicide we're understaffed the highest rates of service calls i hope we can take into consideration make the changes we've golden gone introduce difficult times and asked to attend a meeting tomorrow i hope we can work

together and thank the men and women that wear that uniform because public safety is an issue for all of us. >> thank you, sir. >> good evening again commissioners it's been a long night david from the san francisco for police accountability i've written a long art on shawn that or will be published in the sf weekly do the body worn cameras i have two general broad communication to offer first, the richmond officers were grossly incompetent bad but worse the aftermath was botched by senior officers in ways that suggest that can say list indifference to life and the families moore was left to bleed out loan in his house his parents were

refused mission we underwent surgery and in critical condition for ways and the family was denied invitation during the time he was hospitalized and the responses of the command stock to circle the weeks ago to support shaw and others to look at their superficial injury to stigmas a - the bureaucracy of sfpd seemed determined to protect itself even with nelgz leads to an officer-involved shooting we could not reform the department if it remains defense ivy want to welcome chief scott our small group police for accountability

we lobbied the supervisors and spoke and interviewed on tv and e we're glad to have chief scott and hope to work collaboratively with him but we also going to remain a public watchdog thank you. >> thank you. good evening. >> good evening commission gilbert with san franciscan for police accountability the report i'm handing 7 copies for each of you up there when i tried to bring it into the building the officers at the security check attempted to roam it into me until the refused it has 6 chapters those chaefrpts include remarks how joshua is notorious in the

community with 6 incidents of brutality outlet he was involved in the cases have fought on the victims and their family a list of some could later and other incidents in which they were involved like tony the vice president of the police officers association has lied as by the department of the police accountability and buck who lied on the stand those officers have not been fired i would like to point out there are many bad cops in sfpd their repeat offenders and have the cult of i think punt and the network controls the poa police brutality is liken to beautiful

brutally again teach their partners how to get away with the brutal i hope the commission takes the charges of trying to get this culture and those people that network out of department and some recommendations i have to make to that end any officer to cover up misconduct should be fired as a matter of policy and, secondly, that officers who are whistle blowers needs to be protected from retribution included out of harm's way start by apologizing this whole thing is really something that we should be really proud of because it all started with ross how we were able to try to for a man of justice

and he was he was recognized by the harvard university law school the most progressive police sheriff and san francisco needs something that is aggressive progressive and he got a badge cam on those people person horrible bunch and it seems like there is a lot of that going around and a lot of goodness i apologize again but as far as trump and this squanderers aanctuary city and >> all the kings hours and all the kings men couldn't that

trump together again, nothing what about repeated about me you know when i say about a i recognition you, sir, thank you. >> this is global warming we're talking about the weight of the ocean and this is weight of ocean on us this day and trump dumb thank you and the all the green hours and all the green men can put that world back together again, i thank you. >> thank you we'll see you next thursday night. >> next speaker. >> i live in the mission district a san franciscan for 15 years and here to speak about the case of shawn moore who was

kushl having charges pressed against him, i want to say that actually like other community member i've met with shawn anymore and his mother and you know he's had a seems like a lot of sort of psychiatric issues and he's you know as far as i know he's in the hospital i think that basically i'll putting - i feel this case is best solved by the community and not by the legal system i think that shawn moore's mother is kind of like in a wreck right now and other communities members that what look after this person to help the situation i feel that - and so, yeah i want to advocate that and i think that the current

approach of opening a person that is already shot down close to you know close to dying in a legal situation is in the good for him or the community or for his mother thank you so much thank you. >> sir. >> i work in sf it's been many hours here i want to echo everyone about the concerns with shawn moore i also ask the police commission to train on how to call for a crisis intervention team two, bring a disciplinary case against the officers with hahn moore if one has not been and 3 use the platform to charge owl officers that are killed unarmed

people in the city shawn is a black man with a schizophrenicic and the video cam shows the officers escalated when shawn needed a vintage team the officers should be held responsible shawn moore is the one facing calories and held on $2 million bail and shawn should be helped with examination please exterminate training how to call a crisis intervention team and bring a disciplinary case against the involved officers while they've wasted no time in charging shawn with pies mental health country's this

team has not brought police officers accountable and san francisco may seem like it's leading the surcharge against racism but sf parts against sharon moore as delayed justice san francisco is not a completely save place for immigrants or homeless queer, trend or young and black people. >> thank you on tasering the cops made a recommendations i want to currently it be done in a preview way and chief scott there is history on this town not isolation has to do with with that department i hope when you look at the reports with our association our department

concern introducing this as period of time where deesclation but more importantly is there in fact, an accountability system that holds the officers accountable is there early intervention using the university of california, san francisco disproportionately will that flag them and more importantly culturally you need to look at nfl the rules of the poa for the officers how the weapon was used i hate to go introduce it minded after controversial incident they'll exist that tell the public if only the officers use tasers this is dangerous they suggest tasers use in place mr. moore a large man in psychiatric distress at the top of concrete stairs even if that worked that man would have fallen and hit

his head you're not supposed to use tasers in a tree i have 30 seconds i'm almost done if only the tasers would be used he'll be loyal alive they used the beanbag method they have would have said the same thing if only tasers mario woods would be alive if it impacts confidence whether or not this is the right time with the cultural i look forward to the discussion. >> thank you hello michael adam san franciscans for please accountability two things to think about the hiring practices there is a story out there that is called a rumor that will be

emphasis on seeking ousted african-american cadets from historically black colleges on the basis that is disciplinary the basic qualification is a high school education if i understand our system correctly to think about attracting black officers but asking him to be college trained is a civil rights crime i mean on its face it is discriminatory and the my mothers maiden name was scott i don't know if we have connections but the influence of poa and hiring practices delivers to us the history of

officers coming from overwhelmingly from cardiac high schools and look at that and see influenced and pattern practices that are discriminatory. >> look at that on your plat. >> any more public comment. >> housing unit public comment is closed. >> thank you. can i say a comment. >> item 4 public comment on all matters to item 6 closed session with public comment on to hold item 6 in closed session. >> any public comment to hold items in closed session hearing none public comment is closed. >> to held item of in closed session action. >> so moved. >> second. >> moved by

president mazzucco and seconded by commissioner marshall. >> all in favor, say i. >> i. >> opposed? no. >> thank you, ladies and gentlemen, for your comments and participation we're now in closed session.

>> commissioner vice president mazzucco we are back on the record in confrontation and you quorum item 7 vote to disclosure any or all discussion on item of code action. >> do i have a motion wrote a to disclosure. >> i move. >> all in favor, say i. >> i. >> >> next speaker, please. >> adjournment action item. >> do i have a motion and thank you chief scott he did well. >> he's still here do i have a

motion. >> so moved. >> >> all in favor, say i. >> i. >> we're adjourned hi left right halt i had a burning doorway to do the right thing and join the department such this we my brother applied and fortunately we'll here and this means a lot

i'm home everyone night to study and we workout together and it is a blessing i have a brother to go home and fed off of one another we're the twins but pretty much we're not treated and individuals sometimes treated as a item if he did something wrong they use the word instead of you the it heroism we're going our our separate ways and good morning our own individuals middle of steadfastly a twin all the it but inside of the district i've seen negative and positive things and with that made me want to be a police officer i want to give back and do public serve always a class president i dealt with everyone and served

my class not only be humble enough to serve my class and pierce being a squad leader is a responsibility of maintaining my squad and being that voraciously person i need to step up to the challenge i believe during the 8 months i fulfilled any dude and after graduation just be a good officer to learn the skill and profession and give to the community to give the best to them and be a helpful hand that's the main thing and the new people coming into the did not know why you're doing it join the department for the right reason and do it to help the community and it is sharing you're time when you get into the department do is commented to the craft and enjoy it along the way enjoy it along the way i

encourage you to talk about over with our families and talk 2 over with yourselves ultimately you'll do the job and find a senseably reason for doing it after the hard work everyday for 8 months straight and finally it pays off and you know as honey honor and privilege not anyone can do this job i look forward to getting often the street and learning and hit the ground running it will be a surreal moment day one i thought months here but sat down me and my brother talked about it and we're on the right track and stay focused and walking tloo across the stage is a huge honor

>> neighborhoods in san francisco are as diverse and fascinating as the people who inhabit them. today we're in the sunset, where we'll join supervisor tang for the inspiration of this show, where we explore san francisco, one neighborhood at a time. hi i'm katy tang the district 4 supervisor in san francisco, which is comprise of sunset and

parkside neighborhoods. i think what makes district 4 unique is that we have so many different cultures here. we have so many different generations of people. different experiences and that makes it a vibrant neighborhood. for example, which you go down urban street you can do to a japanese restaurant, chinese restaurant, american restaurant, and the cultural diversity is just what makes it so amazing my name is ching le, and i'm the owner of the kingdom of bounty. 17th san francisco, 94116. we make the most authentic and different kinds of dumplings and dim sum. recently more and more popular because they are vegetables and meats that we use fresh vegetables and meats in the business.

it's really inspired to start discover your district series, because i wanted to find a way for neighbors to come and get to know our small businesses and our neighborhoods. get to know each other, get know our office, and do so in a setting that was unintimidating and fun. so i launched this idea call the "discover your district," where we go every month to one or two small businesss in district 4 and we have done things such as learning how to make dumplings that we're learning today and there are so many different activities that we have exposed our residents to. >> today is the very special day, because the city of san francisco hosting this for san francisco city. learning how to make dumplings and knowledge of dumplings. they love to do it and all enjoy it. >> this is definitely not my first time making it, so i have

definitely improved a lot. the first couple of time s i tried to make dumplelings they looks inedible. they have definitely improved. there is a special dumpling eating contest, which is amazing. everyone those eat the dumplings that they made and see how many they can do. i'm curious as to how many they going to be able to down today? >> don't forget to write down what you are eating today. >> we make all different kinds of dumplings and enjoy what they made. so after that, we'll have contact how many pieces of dumplings they can eat and announce the winner today.