what percentage of our population was at 75 or higher and then how did that change in 2015 and we went from 50% at 75 or higher in 14 to 15 and that is a big jump because it has significant i am fact -- impacts to healthcare costs according to the research and so our average score only went up a couple of points so we had a big chunk of the population shift in to that safer zone of over 75. but what is driving your well-being score up and what fast -- factors are influencing

the well-being. so there are a couple of trigger points there too. the well-being score jumps significantly when people are eating five serveings of fruit or vegetables on four or more days it's a difference between that like i do it three days and they have a big impact on the well-being scoring, same thing with physical activity, if can you get people from two days of 30 minutes of exercise to three days it's a big jump in the well-being score and if you can get people to the overweight or normal at category from obese is a big shift. physical activity healthy eating , weight, those were all things we talked about when we started but one thing we didn't talk about before we started was how important the employer is to our well-being and we talk a lot

about healthcare and individuals but understanding the environment we exist in and the employer in which we exist has an influence on our well-being is a really important point because to some extent we have control of that right and so what you see on slide 11 is when folks feel they're on a high-end of that 0-10 scale and that for us to have influence and slide 12 just sam ar eyess and weight management and physical activity and healthy eating and emotional well-being and the organizational caring and those things are highly correlated if they're good well-being is good and well-being and associated

and productivity measures of absenteeism and performance and costs things like higher preventative screening rates and hospital costs and workers com many in the research we do not have that data to look at that in our population at this point. that is what we started with looking at how we happened in our population and then it takes you in to our mission because one of the things that we didn't start with and we've really grown in to is who we are and in 2017 we defined well-being as living and feeling and being better every day and understanding that when we do that there are things that happen today, today we have more energy and we feel better and that's where you really see those enhancements on your productivity and tomorrow, hopefully those things accumulate and in to us

preventing health conditions and berman age health conditions and in the long-term really allowing our quality of life to improve and so that's where our mission came from. on slide 14, you have those factors that are associated with well-being and a list of the some of the programs we offer to address them and you will get my usual overly long annual report in the new year that summarize those programs and how they've been doing and we report on them as they come up and lots of different data points for you so there's no one like look at that and we did that for well-being it's all of these different programs and it's all of these different concepts they're all driving that number so they all play a piece so i can't just give you one. i am working on being more brief >> are there questions from the

board. >> i forget some of your methodology of the assessment on the numbers look great but i don't know how many people harmed so it would be helpful to add a little n equals 3 for the healthy and equal 700 for the unhealthy, whatever, just because it gives us a sense of the magnitude and maybe how we can look at the whole populations so that was just one suggestion. >> yeah, definitely. >> take a minute to review the methodology but maybe for the few. the other question i had was having just finished the two hour training on harassment, which took three and a half because of the system i understand weight and height are protected catagories so i i just am curious with all of these how we protect against harassing people who might not be eating

healthy or consuming five you know, and serveings of vegetable and fruit there's an opportunity for peer harassment or manager harassment or whatever, if people we think gee, you should be in our healthy eating program and you are not and how come? harassing people and i'm just curious how the well-being program accomodates that. >> just high level 20% of our employees took the survey so that is the underlying and why have the catagories off the top of my head. to your second point, a couple of things. it's definitely the tone that we set and with my previous employer, the companies that we worked with very often took a approach of you have to do these

things to get this premium, right, and that creates a culture of people judging and forcing, and a lot of negativity and a lot of stress and a lot of those factors you brought up and the approach that we have taken is everything is fun, everything is optional and we admit openly that not every program is for everyone that our program is about being better every day and whatever that means to you and we want to you live healthy, we want you to feel good and get care and we know that well-being is this huge concept and everybody is working on different things at different times so opening the program with the well-being assessment defines well-being like that instead of saying our well-being program means you need to have these numbers and you need to be a healthy weight or if you are

not doing these things you are driving up our costs, right if we had taken that approach that's the culture that you create but we took a very different approach and it's slower, it's harder, it's harder to explain to you being having an impact when you take that type of approach but if you set the culture wrong on the onset, it is so hard to take that back. >> other questions. thank you for all of your efforts to you and your team and we look forward to your report in january. and soy understand that there's part 2 and that's the diabetess. >> yeah, so today we were excited that the timing of the data report actually coincided really nicely with us getting back the initial data for the diabetess prevention program which was a partnership with kaiser and the division of

research to really target a higher risk group so a group that is at risk for diabetess they're not diabetic but they're at risk for diabetess and so two years ago, we set out on this journey to recruit participants to see if a work place-based program or an online program worked better and the program regardless was the established diabetess prevention program which is a proven program that came out of n.i.h. and c.d.c. research and is a crediting programs all over the country and c.m.s. is looking at the importance of including diabetes s prevention programs so it's not like we made up an intervention we took an intervention and testing is it better in-person at the work site or is it better when delivered online so that was

slide 16. slide 17 shows we were able to recruit 158 people and we, i didn't, i had nothing to do with it, kaiser division of research randomized them in to two arms and 80 people and 78 people and of those folks, we asked them to give us their initial measure ment and they attend 12 weeks of classes and hold line or in-person every week for 12 weeks and then they go every other week for a few months and they go once a month for a year so we asked these 158 people to do something for a year which is why we're reporting this out to you two years after we started and it took a long time to get those folks and check them for a year. at the end of the year, we had 43 of the online folks show up again to get measured and it

doesn't mean they completed it and it doesn't mean they didn't complete it it just means they shove off measured again and we had 54 of the work site folks so all the data you see really comes from those folks who showed up at both points. it isn't uncommon to have this drop off and it probably is somewhat took tell tale there was unanne drop off and the other thing that you have here, are the list of locations and i included that not just as a thank you to those departments and those champions who actually found rooms for these things, can you imagine trying to book a conference room once a week for 12 weeks and every other week for a year in the city where we're so space constricted, it takes a lot of work but it also

shows all the different types of workers so we were out at dp yard and we were at the library and we were at laguna honda so a lot of different work environments in this study. so slide 18, of those folks and we lose weight what percentage of weight did they lose and some say d.p.p.66% of them lost weight so those in the online d. p.p.63% of them lost weight and that's of the people who showed up at the end to get measured. on slide 19 the average weight loss so we measured them at six months and again at 12 months and it's really important to see if it was holding up you expect a bigger weight loss at the beginning of a program but sustain tag isn't as easy so what we saw was at six months, they had about a four to five

pound weight loss and the online group started to regain by the end and the work site group lost a little bit more so most importantly they sustained that after six months because you don't expect the biggest amount of weight loss in the first six months. slide 20. this is people who participated that were over weight versus obese because there are -- it's incredibly important looking at those high-risk obese folks trying to reduce them because they're probably closer to becoming pre diabetic or diabetic than the over weight but they're also, they tend to respond differently so what was great to see was the work site program both over weight and obese folks lost five to six pounds but you did not see the

obese participants lose very much weight at all. slide 21 is, i bet you had to read this one twice. so this is about how many pounds they lost. so based on how many sessions they showed up for so in theory if they come to more sessions they're do better. the people in the work site program who didn't come to more than eight sessions actually gained seven and a half pounds which say negative seven and a half pound loss and the people who came to eight or more sessions averaged the weight loss of seven pounds and looking at slide 22 we asked participants what they liked and what they didn't like six and 12 months so some of the helpful features that showed up or

having a lifestyle code so both programs had a lifestyle coach but one was in-person and one was e-mailing with you, right. and tracking food intake was a key factor and the content people actually learning the educational information behind all of these classes was really important to folks and some of the barriers to participation was the farm at and some thought it wasn't conducive to them and another barrier was they lost interest and another barrier was poor resources so you can see that there was the folks in the work site program reported the helpful features a lot more frequently and the people in the on online program reported barriers more frequently. >> on slide 23 you have a quote that i could have just not given you any of this presentation and just given you their quote sums

up everything about the on site program that was successful. and slide 24, we asked them why they participated and -- when we asked them if being offered by the employer was important 83 to 86% that was a major motivator for them and having no cost was a major motivator for them so some of the implications of this incredible long is that i am person programs are an important component of an he can tive well-being program and it doesn't mean that online programs aren't going to be an important part but when it comes to something as important as a very integrated behavior change like weight, this study showed that the i am person program was substantially more helpful,

folks appreciate no cost programs this program in the community cost $400 and just that up front cost can be a huge barrier for folks. sometimes i equate the work place to schools if you want to teach kids something you get to them at schools if you want to tell adults something get to them at work and people hearing things from their employer because they spend most of their time and so it's just important that the employer be promoting resources whether it's something at the work place or just what the health plans are offering and it's important that we continue to communicate and through the employer it's the flyers in their office and it's the champions telling them it's not just unfortunately it can't just be things we mail home to them it has to be things they're getting at work. and hopefully you took the time to watch the video and we have

seven different videos up on our website now and as we look for a different reason we were looking for videos when people wanted to be the face of our better everyday brand and it just happened she was in the diabetes s prevention program and it had a big impact but her story talked a lot about how her work place makes it easier are for her to engage and it's been a big opportunity for her but she's one of our big success stories with the 23-pound weight loss during the program and so take a look at that and hear it from a real people and the real workers. >> i would like to have the representative from kaiser to come forward for just a few questions that i have and i thank you stephanie for the overview of the program. are you doing this type of program with any other of your employers, this type of not approach or pilot?

>> sure a number of employers are interested in this and some are -- we have not done this sort of a formal research study with any other of our employer customers. >> to the degree that there's any other comparative data with other employers within your contractor to partner and what is your plan, what's your larger outcome here from your standpoint? >> we're enthusiastic about it and stephanie and what is in it for and you what do you plan to do with it and. >> we're looking at how we offer the program --

>> the ymca who delivered the program here and they are nationally going to leader in this program so we right now are looking at 9 learnings using different models and they will help us formulate with our strategy. >> members any questions? >> i have a couple questions, one is i'm assuming that the class ideas on the employee's own time that they were not provided during working hours? because i mean the -- i want to know what the average age was

because you know, if you can do it any time and go over with your coach at 6:00 in the morning for the young technology people what's the age and make sure i'm clear about the on sight timing of the classes. >> i'll have to full the average age we have all the demographics and we are looking to publish soon and i have some of these findings but, to answer your question when it was offered it was offered during the work hours at the dpw cesar chavez yard it was at the beginning of the day before they went out so it was slightly different and it was designed to be facilitated by bringing it to you by making it free but it was not designed to take away from work time.

>> the other question i have, as a diabetess prevention study and we know that weight is an important part but insulin resistance is related to exercise, tolerance and lean bod owe weight so do you actually have the ability to get a hemoglobin a-1c and the active participants or some other objective measure that would actually relate directly to diabetess or pre diabetess as a opposed to just weight? >> so, the screening was weight plus the cdc weight screener and we chose not to do a blood draw because of the realities of recruitment are hard and it's very hard to get people to show up to an information session to commit to a 12-month program to come once a week for 12 weeks to be like and we're going to take your blood twice was more than

we thought we could handle and the screener is approved way of doing it according to the diabetess prevention protocol so we opted for the screener instead but it was looking at other risk factors in addition to weight. but that is why we don't have the hemoglobin a-1credit data. >> you presented one aspect of the screener which was weight, i gathered. or weight change. as opposed to you know, b.m.i. or any of the other parameters on the screen so you have the other parameters to look at in this group not just their absolute weight gain or loss but also some, something else that might be associated with elevated blood sugar. >> the other outcomes that we have everything was also done in b.m.i. i felt it's easier for

people to wrap their head around a five-point weight weight loss than a .1% reduction in b.m.i. was harder and they are correlated and we also had had waist circumference change so there's trouble there and what we don't have yet but we will have is the report physical activity which will be really valuable as well. there's a lot of the survey data that hasn't been processed yet and we only had the pre imposed physical assessment data in. >> commissioner sass. >> just wanted to get an understanding of how you collect some of the weights. if people are coming to a work place session are they being weighed in each session? is that done or is this monitor ed and tracked? >> yes, so the folks who participated in the work site

program were encouraged to weigh in each time. >> what about the online people? is this an honor system? >> they self-report that. >> we can't really validate the two -- it's an honor system online and how do you really draw conclusions between two different kind of methods for determination. >> it's a job of correctioning. >> throughout the program weight was tracked in those two different ways but the six month and 12 month assessment everyone came back to be physically measured. >> other questions from commissioners. >> well thank you for your initial efforts in this area and we look forward to more. to the longer report andel correlations and comparatives with other employers and we

appreciate your partnership with us on this project and these are public comments. thank you, again. >> all right. we are ready to move on to item 10. thank you. >> clerk: item 10 discussion item network and heath plan issues if any. >> network and health plan issues. and this is normally where we have our perspective plan representatives to come forward and we have one coming. please do. and you are -- >> would you -- >> i am lisa and the company that provides the online voluntary benefits enrollment services. >> i'm going to ask you again to just don't be afraid of the mic, bend the head so it's right at you like you are getting ready to eat it.

>> ok. >> all right. >> so we provide the online voluntary online enrollment services as well as third party administration services to reconcile the payroll and pay the carrier invoices so the two issues we feel we need to bring fourth to make you aware and one is last thursday e.b.s. experienced a reduce in force and i want to assure the board and the city that the people who were let go were not part of the team that takes care of san francisco and their employee and we'll be able to continue with our services. and customer service call center or any of the people that are behind the scene taking care of the city's benefits. >> so you had a reduction force but not impacting in the service staff that are working with us.

thank you for that notification. >> and the second issue is part of what we do on the third party administration site is pay the carriers and we have additional benefits that we provide to m.e. a. and one of the carriers that we work with the westbound -- benefits are grandfathered so they're not offered anymore and we changed our payment method and went from paper check to electronic and a. c.h. and this is recent and it's across board with all our clients having a hard time applying the payments so there's about 15m.e.a. members in this group of about 200 that we're working on to fix. >> all right. so with the system change and the payment system you've run in though issues and i'm sure that director greyson and the staff have been working with you on these items?

>> all right. >> can you remind the board how long they have been provided services forks h.s.s. in the city? >> and last year it was the first year we decided to provide volunteer in the city and they administered that for us. >> well thank you for giving us a heads-up to both of these issues. we appreciate it very much. that is a sign of a true partner >> the m.a.a. for this member? >> say that again? >> have you reached out? >> i am reaching out. i've got about, i've been through about half and i'm working on it. >> because m.a.a. might be able to provide you more help because they have more information about

their members and they have a monthly meeting and they could sell it out to their members. >> thank you. >> all right. >> thank you. >> i'd like to speak from united healthcare. >> united healthcare is there anyone here from united healthcare? >> commissioner breslin has a few questions, comments or observations. and you are -- >> shannon hoff united heath care. >> so anyway, i got many phone calls, complaints from members saying they got these phone calls constantly about signing up for the home visits. to the point of they feel harassed speaking of harassment, yeah, and so i mean, you have to have someway of making one call knowing it was called because people don't pick up their phone anymore and they say it's just like these robocalls, they don't even, you know, and then i personally got five at least and

i don't know how many more but five for sure and then i also got three for the flu shot so i said can't you make a note that you made the call, left a recording and that's it. i mean -- >> i can take that back. >> i don't understand the whole visit thing, who is it benefitting? someone is making something from this or planning something from this? >> so we did pull some calls and we had 5,000 house calls completed this year and we would like to come and do a presentation to the board on the house calls program and bring a house calls nurse to speak about the program. >> that's fine but don't keep calling members. >> i can take the calls back so based on the complaint that came out of the october board meeting , we did pull the calls and we did find that there were three to five calls made i think there was a back and fourth some were calls in to united

healthcare and some were calls out but they were looking at that and they are looking at the out reachs and a member can always request to be put on a do -not-call list and they should cease. >> it's alarming because you have an important message for you about your healthcare so some people are like oh, wow, what's the matter here so you know it's that thing like it's an emergency. >> i can take that feedback back >> it's not good it's annoying. >> any other comments for united healthcare? ok, thank you very much for being here today. any other reported issues from any of our planned representatives? things we ought to know about or things that you are thinking about doing and have done and wish you had, would be doing in the future? none of that, all right, thank you. we'll go to discussion item -- is there any public comment?

we do have public comment. ok. in the next item. discussion item number 11. >> clerk: item 11 discussion item opportunity to place items on future agendas. >> den he is cruger active retired firefighters spouses. happy holidays to everybody and seeing how this is the holiday season i have a wish list. >> well, all right. >> actually noted. >> real quick. for next year rates and benefits this is just a pre notice, i'd like to see him look in to improving the hearing aid situation. i think it's archaic that you get one hearing aid every two years and it is possible that as soon as you get a new one your old one dies. i'd like to see something like three years for two new ones and maybe a co pay back if you have

to get another one in between that and half of it a quarter of it would be nice. >> hearing aid benefit. >> number two, cater aks which i am now experience and i think it's also a shame that with our insurance they start out, this is what you get for a cataract operation and now if you have $5,000 more for each eye you get the best. it's so sad that there's something in between our insurance that can't be halfway up to that $5,000 per eye. and then the third one, seeing now we're doing so well with delta dental, possibly a two-tier dental system i know it's a lot to work around, the same as we have a two-tier vision system and happen owe holidays to everybody. >> thank you very much for those suggestions and we'll take them under advise. as we look at benefits design in

the future. discussion item 12. >> clerk: opportunity for the public to comment on any matters within the board's jurisdiction. >> is there any public on any comment the board has under its jurisdiction? hearing and seeing none, on behalf of the board we want to wish everyone a very happy holiday and this meeting stands adjourned.

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of progress and innovation. after all, we're at the meeting of land and sea. - our city is famous for its iconic scenery, historic designs, and world- class style. it's the birthplace of blue jeans, and where "the rock" holds court over the largest natural harbor on the west coast. - the city's information technology professionals work on revolutionary projects, like providing free wifi to residents and visitors, developing new programs to keep sfo humming, and ensuring patient safety at san francisco general. our it professionals make government accessible through award-winning mobile apps, and support vital infrastructure projects like the hetch hetchy regional water system. - our employees enjoy competitive salaries, as well as generous benefits programs. but most importantly, working for the city and county of san francisco gives employees an opportunity to contribute their ideas, energy, and commitment to shape the city's future.

- thank you for considering a career with the city and county of san francisco. >> good morning, everybody. thank you all for being here on this mournful day. as i'm sure you all know, our may mayor, mayor edwin m. lee passed awau early this morning at zuckerberg san francisco general. he was 65 years old. i want to thank dr. susan orlick who is here with us today and the dedicated professional who is cared for the mayor last night. our thoughts and prayers are with mayor lee's wife anita and

his daughters tanya and brianna at this time. when he passed, mayor lee was surrounded by his family, by his friends, and the colleagues who loved him. ed lee lived a life of service cut far too short, but short far too soon. like me, ed grew up in public housing. the son of working class immigrant immigrants, he developed early on a profound sense of community. a commitment to helping others. his father was a veterans, and his mother a seamstress. they instilled in him a humility and self-lest work ethic that he maintained throughout his entire life. the mayor's father passed while he was just a teenager, but heart break could not derail him. ed earned a scholarship from boden college a prestigious

liberal arts college in maine, and after graduating, he relocated to the bay area where, like so many of us, he fell in love with the city that he would call home for the rest of his life. he attended balt law school at the university of california-berkley and joined the asian law caucus. ed lee fought against discrimination, working on the front lines to keep tenants from being evicted. he was, from the dawn of his career, an advocate for the powerless and the voice for the overlooked. as a director of the human rights commission and the director of the department of public works and our city

administrator and as mayor, we tend to forget, but when mayor lee was apointed in 2011. he face d tremendous challenges in this city. he believed everyone should have an opportunity to have a good job with a good wage. and in san francisco and he believed everyone should have a secure place to call home which is why one of his first campaigns was for the housing trust fund that has invested millions of dollars in rehabilitate i

rehabilitating affordable and efforts to rehabilitate and rebuild over 7,000. he always said he didn't want folks like him and me to be known as public housing resident, but to be known as san san francisco residents. and those suffering from mental health and substance abuse. and he explored every option and embraced any idea that could help move people off the streets into safe, stable situations. where they could be on the right path to health and recovery. mayor lee believed in the power of opportunity. a rebuilt home, a reborn community, could inspire individuals to reach for their dreams just like he had. he believed in the city where a

poor kid from public housing could become mayor. ed was not a politician. he did not always deliver the best sound bite or carry the room with unspoken charisma. flash never mattered to him. disagreements never deterred him. he was humble and determined no matter the job he held, he was fair and collaborative no matter the heat of the moment. what mattered most to him always was helping his fellow sanfranciscans and occasionally delivering the almost perfectly timed corny joke. mayor lee endured many tough political battles, but they never -- they never dimmed his spirit. opponents may have disagreed with him on policy, but everyone agrees that our mayor was a good man with a good heart.

he believed above all else in building bridges and solving problems. everyone who had the pleasure of working with mayor lee will miss him tremendously. from the members of the board of supervisors who are here with me today to the community advocates who worked alongside him, and the san francisco residents for whom he served with all his might. the flags in our city will fly half mast for the next 30 days. our first chinese american mayor, a man who has left an immeasurable legacy for the city and county of san francisco. and i now must assume the responsibility, and i ask for your patience and i ask for your support. and i ask for your prayers. our city's values have never been more important, and in the months ahead, let's carry on in

mayor lee's honor. he has earned our affection because he was one of the sweetest men any of us have ever known. and he will be truly missed. thank you, all, for being here. and we will have dr. erlick talk about what happened at the hospital. [please stand by]

and we attempted life-saving measures for several hour. he died at 1:11 on the morning of tuesday, december 12, this morning. we expect the medical examiner to determine the cause of death and his family has asked that we share no further medical can information at this time because of state and federal privacy laws. we need to respect their wishes. thank you very much. >> thank you, doctor. and i want to thank all of the department heads, all the city staff, all the commissioners and elected officials, our lieutenant governor and former ma -- mayor, gavin newsome is here, thank you all for being here to bring the city together at this trying time. i'd like to ask our city attorney to talk specifically about what comes next. as you all know, i am currently the acting mayor and will

assume that responsibility and our city attorney can provide further details as to what will happen in the months to come. >> thank you, ma dad mayor. i would first like to echo the sentiments and the condolences of mayor breed and dr. ehrluches and the entire community about the profound sense of loss that all of us feel on the passing of mayor lee and i'd like to offer my condolences spufically to his wife and family and just to let them all know that i hope -- i know that the entire city family will be there for them as they go through this difficult time. you heard dr. ehrlich talk about mayor lee passing at 1:11 this morning. under charter section 13.101.5b, at that time board

president london breed assumed the duties of acting mayor. she has all the powers and responsibilities that come with the office. and she will have all of those duties until such time as the board of supervisors votes on a successor, should they choose to do so. although they are not required to do so. in any event, there will be an election june 5, 2018 where the next mayor will be chosen to fulfill the unexpired term of mayor lee and that term will end on january 8. 2020. that is a very broad overview of where we are now. mayor breed has all the powers and responsibilities and duties of acting mayor. by virtue of her position as board president. and what occurs over the course

of the next several months will be derped by what actions, if any, the board of supervisors chooses to take. with that, i'd be happy to take any questions that anybody has about the process. >> reporter: [inaudible] will the board of supervisors voting on this matter today? >> no, they will not be. >> reporter: what was the question? >> will the board of supervisors be voting on this matter today and the answer is no. >> reporter: is there a timeframe for the board to vote on an interim mayor? >> the board does not have to talk any action and there is not a timeline. and for that entire period of time, should they choose not to take any action, mayor breed will be both the acting mayor and the president of the board of supervisors. she has her position as acting mayor by virtue of her position as president of the board.

>> reporter: so, just to clarify, there will be no additional [inaudible] appointed? >> there will not be. mayor breed has both positions. she still continues to have her board of supervisors position and president of the board and she is the acting mayor. >> yes. i have a question. in june of 2018, when does the new candidate have to have their filings for the election? >> yes. that -- that is something that obviously has not been top on our list. but that is something that we're examining, filing deadlines. we've been focusing on making sure that we had a smooth transition to ensure that there was a continuity in city government. >> reporter: so there's nothing in the charter that indicates that at all?

>> i've given my answer. >> any other questions for mayor breed? >> reporter: as acting mayor, do you have any plans for the [inaudible]. >> [inaudible]. >> our city attorney has already made that clear for now. i am currently still the supervisor of district five as well as the acting mayor until at such time the board decides if they would like to make a decision to select someone to fill the term until the next election. >> one more question. >> reporter: can you talk about personally what he meant to

you. anything you can learn from him? the biggest legacy for the city will be? >> i worked with and have known mayor ed lee for over 20 years and what i appreciate about the mayor is his commitment to public housing mostly because when i became a member of the board of supervisors, i made it clear that was -- he asked my top three priorities and i said public housing, public housing, public housing. as someone who grew up here and spent most my life there, mayor lee, very similar situation, we bonded over that. and looking at robert pitts and looking at it going from this place that was completely falling apart to just painted walls and new fixtures and how beautiful it looks and the fact that he really was stead do you

on helping to make this happen is really what i will always remember about him. his commitment to tune out the noise and focus on trying to get the job done and i really will always appreciate him for taking my praourty seriously and helping to get that work done. he was a dedicated and committed public servant and i will never forgot him for that. thank you, tara. >> thank you, everybody. that concludes the press conference. -

>> shop & dine in the 49 promotes local businesses and challenges resident to do their showing up and dining within the 49 square miles of san francisco by supporting local services within the neighborhood we help san francisco remain unique successful and vibrant so where will you shop & dine in the 49 san francisco owes must of the charm to the unique characterization of each corridor has a distinction permanent our neighbors are the economic engine of the city. >> if we could a afford the lot by these we'll not to have the kind of store in the future the kids will eat from some restaurants chinatown has phobia one of the best the most unique neighborhood shopping areas of

san francisco. >> chinatown is one of the oldest chinatown in the state we need to be able allergies the people and that's the reason chinatown is showing more of the people will the traditional thepg. >> north beach is i know one of the last little italian community. >> one of the last neighborhood that hadn't changed a whole lot and san francisco community so strong and the sense of partnership with businesses as well and i just love north beach community old school italian comfort and love that is what

italians are all about we need people to come here and shop here so we can keep this going not only us but, of course, everything else in the community i think local businesses the small ones and coffee shops are unique in their own way that is the characteristic of the neighborhood i peace officer prefer it is local character you have to support them. >> really notice the port this community we really need to kind of really shop locally and support the communityly live in it is more economic for people to survive here. >> i came down to treasure island to look for a we've got a

long ways to go. ring i just got married and didn't want something on line i've met artists and local business owners they need money to go out and shop this is important to short them i think you get better things. >> definitely supporting the local community always good is it interesting to find things i never knew existed or see that that way. >> i think that is really great that san francisco seize the vails of small business and creates the shop & dine in the 49 to support businesses make people all the residents and visitors realize had cool things

will call to order the board meeting for the transbay joint powers authority for thursday, december 14th, 2017. >> clerk: we'll have roll call. director harper. and director kim is expected. and director reiskin. and director sartipi. and chair nuru. >> present. >> clerk: mr. chairman, you have a