which has been structured to require the appointment of qualified representatives for aliens who are not mentally incompetent or able to represent themselves in removal proceedings. this has been all the way up to the supreme courts who have repeatedly declined to find that aliens have a 6th amendment right and counsel at government's expense and removal proceedings. conflict. in the case of tang versus as cot, section 354 of the federal supplement, pages 1113 and the case versus reno, attorney general during the clinton and bush administration, all ruled in favor of the 6th amendment. my advice to you is to use that section 504 the best way to get

it into the federal court system. if you don't, you'll get denied. you're wasting funds. i make this look easy, but it's hard to come up here [bell ringing]. >> co-chair: thank you. >> clerk: thank you. next speaker, please. good afternoon. i'm calling on a delay on the special municipal election only to add a special referendum to repeal the taser measure, the use of unnecessary deadly force and other moving parts. mr. jesus, name has been called. jesus has brought him home. for decades, i have been following officer involved shootings. mr. gary of the ffpoa have been showing a pattern of racist

motivation and made remarks in the examiner on black americans with power. he recently said, chief scott is a shield for the city hall and don't know how to do the job, when chief scott took a stand against taser measure. this is to blemish chief scott's record. here's a question. is gary using his relationship with officers spewing out racial bile infecting members of the ffpoa and expanding? usurping the authority and circumventing the law to avoid criminality that has been manifested when it comes to the use of unnecessary force and overkilling of suspects through the years. this is not a lawless city, but a city of law. no one is above the law, no one is below the law. it's time for not only an independent investigation on the san francisco police officers association, but a vote on so

many moving parts. thank you very much. >> clerk: thank you. next speaker, please. >> good afternoon, i'm a work site organizer. i would like to thank all of you for your leadership in considering the resolution calling on television and abc operated station of the walt disney company to deliver a fair contract to kgo television employees. they work in the city of san francisco on front street and many residents of the city. the reporters and anchors we represent are dedicated to their craft and committed to delivering broadcast journalism to the people in san francisco and the bay area. the reporters and anchors we represent have bargaining

priorities, including securing company benefit and delivering fairer more equitable working conditions for part-time and freelance reporters and identifying genuine solutions to increasing workload demands. as little progress has been made since bargaining began, we thank the board for considering the adoption of the resolution and supporting our broadcasters who deliver quality local, and national news to the san francisco community. we thank you all and labor partners in this campaign. thank you. >> clerk: thank you. next speaker. >> good afternoon, bob butler, i'm a reporter. this is strange for me to talk to you here. i'm also on the national board of sag and on the national broadcast. we represent actors, singers, recording artists, many reporters, radio personalities,

we have 26 units bargaining units in the market, abc, kgo, abc has been a long time signatory and a relatively peaceful relationship, but like many companies they want workers to do more with no additional pay. the company wants the reporters to be more active on social media. they want the anchors to run their own teleprompters and they're withholding paid family leave and child bonding leaf. per negotiations all companies cry poor, about this is abc, which posted third quarter revenue of $2 billion. i want to emphasize that disney abc has been a long time good employer and still is for the members, but i believe passing this resolution will help us reach an agreement that will improve working conditions and compensates laura anthony and

the people you've seen giving you news and sports for years. this is the awkward part, i would like to thank supervisor peskin for the resolution. i thank the board of supervisors. >> if there are any other members of the public who would like to address the board, please come up. >> good afternoon. my name is eric, i'm a resident of san francisco sunset district. i'm a high school social science teacher and anti-nuclear activist with beyond the bomb, an organization dedicated to ending the threat of nuclear weapons. the cold war officially ended andes 25, 1991 with the dissolution of the soviet union. we forgot about the threat of nuclear weapons posed over the next couple of decades, but now that threat is back with a vengeance.

russia claims to have developed evasive nuclear weapons and trump is calling for expansion of our own nuclear arsenal and capabilities. in this context, our own president engages in a twitter war with the brutal dictator over whose nuclear button is bigger. the nuclear threat today posed today is real and terrifying, but we can decrease the threat. we should support the authority of the president launching a strike without approval from congress. second, we should show this administration from the local to federal level we'll not stand by while this presidential administration reverses the progress that every president has made toward eliminating nuclear weapons and the threat they pose. it is imperative we end the unchecked authority but that unchecked authority ends us all. i ask you to please pass the

resolution introduced earlier by supervisor tang. >> clerk: thank you. >> hi, my name is yasin i'm with beyond the bomb in the mission district and under the impression that a resolution was introduced. we have 800 nuclear weapons. the man who has sole authority over that in the white house makes me extremely nervous. he can decide to do a first strike that impacts millions of lives. i think that is why a resolution from the local level calling on legislation and pushing our congressional delegation to -- right into the mic. it's something -- nuclear

weapons are something like me are told will be taken care of by somebody else, that i shouldn't care about it and that's why i think a resolution of this kind is so powerful. it place as value on diplomacy and human life and this resolution supports legislation that takes into account how the weighty decision to use nuclear weapons is something that no one person is equipped to make a decision on. we see this more than ever. while i'm excited about the idea that the u.s. will engage in talks with north korea, i know if things don't go the president's way, he may want to retaliate. right now there is nothing stopping him. all of us in yellow here today, are pushing for the passing of this resolution. if sf passes the resolution they'll be joining many other states, cities, college campuses and organizations in trying to tie the president's hands in

stopping us from plunging into nuclear war. thank you. >> next speaker, please. >> good afternoon, thank you for listening. i'm terry, i'm a senior advisor to the plow shares fund, a san francisco based nonprofit that works to reduce and eventually eliminate nuclear threats. women, surprise, surprise, have led and are fighting for a safer and more egalitarian future in our lives and nuclear security is no different. our current policies present a grave threat to the world, particularly to women. trump has no doubt heightened this threat, but in reality we've been living under a nuclear pat arcy since the beginning of nuclear weapons. when plans are made, women are left out of the conversation. when had nuclear bombs are

tested, women are birthing the babies with defects. and when the trump administration low yield nuclear weapons is discussed, it's only women who ask what happens after that bomb drops? i want to say this. i want to say that we are busy building an inclusive national security and foreign policy with a more diverse range of perspectives that are not dominated by men and that i fully endorse the resolution condemning trump's nuclear recklessness and voice support for hr 669. thank you. >> clerk: next speaker, please. hello. i'm will. digital communications manager for plow share fund, san francisco based nonprofit

working to reduce and eliminate nuclear threats. i work with terry. it is striking that even in the world's greatest democracy, one man has the power to eliminate in a matter of minutes. nuclear war is not unthinkable. in fact, we need to think about it. we need solutions that reflect our values. we need to democratize the decision-making process and that starts with action at local level. current launch authority completely contradicts the checks and balances that the founders created in 1787. at this juncture, the trump era, san francisco can lead the way into a more just future. current u.s. launch authority predates the trump administration, however, president trump's rhetoric has brought answers to the matter.

-- attention to the matter. he has the weapons and the authority to destroy north korea, even absent an attack. since the cold war, the nuclear launch procedures have been designed for speed, not democratic decisions. as president nixon observed in 1974, i can go back into my office, pick up the telephone and in 25 minutes, 70 million people will be dead. congress alone has the power to declare war under the constitution. congress must have the that's right when it matters most. the decision to start a nuclear war. if this resolution passes, the san francisco will add its name to a growing list demanding a check on the president's authority to start nuclear war. san francisco has proven it can be a leader. leadership on gay marriages, one recent example of this real power and responsibility.

>> hello, my name is dr. robert gold, for identification purposes i'm director of health professional outreach and education add ucsf school, reproductive health and the environment but i'm here speaking tore physicians for social responsibility. i'm the former president of the national organization and president of the local san francisco bay area chapter and we represent thousands of physicians and health professionals concerned about nuclear weapons. we have shared with the international physicians for the prevention of nuclear war, the nobel peace prize in 1985 for our work to eliminate nuclear weapons and i want to salute supervisor tang for introducing this very important resolution. we know from the masterful work of eric, command and control, that there have been dozens if

not more episodes where we as a planet came to the brink of extinction because of the threats of accidental nuclear war. this has been reinforced by dan else burg's doomsday machine which underscored the severe dangers we face, including the fact that a regional nuclear war can lead to the nuclear winter on our planet that would cause up to 2 billion people around the planet to die of malnutrition from the nuclear detonations. for these reasons, we join many of the organizations here in supporting this very important resolution. i'm a grandfather of two kids this city, but it's not just my own grandchildren i care about, i care about the future of the planet. it's important for san francisco to make a stand here and support hr 669 and take presidential authority from firing off these nuclear weapons with no further controls. thank you. >> next speaker, please.

>> hi, i'm patrice sutton, scientist as ucsf. i'm speaking as an individual. i'm also echoing the other comments you've gotten speaking in support for hh 669 and also thanking you so much for paying attention that issue. it's such a huge issue and i know you confront so many issues in terms of all the problems in our city. i've lived here since 1982, but it really does warrant your timely attention. i wanted to particularly support the -- you're support of 669, because it can have a lot of national implications in terms of san francisco speaking up on this. the idea that anybody should have the power to get us into a nuclear war seems so crazy, but it's also really among leaders in the globe who have thought

about this issue also does not have resonance. there was a -- in 2006, there was a weapons of mass destruction commission that was headed by hans blitz and it had such illustrious people, switch as rick perry, former secretary of defense, on it. they were looking at the issues reeled to ha 669 and i wanted to quote. so long as any state has nuclear weapons, others will want them. and i will just say that they said that the -- nobody should have the power to launch this, it's very undemocratic and thank you for your support. >> clerk: thank you. next speaker, please. >> hi, my name is todd snyder, i'm going to echo the previous speakers and urge you as our

public representatives and our voices to strongly support supervisor tang's resolution. i only want to say there is ample precedent for this. cities like boulder, colorado, san francisco state student union have all passed resolutions demanding a check on the president's authority to launch a nuclear attack. please do the right thing, be the leaders you are, the trailblazers, and stand up for the resistance and keep us safe from this unchecked authority. thank you. >> clerk: thank you for your comments, next speaker, please. >> hi, i'm here to tell you i'm living in a society -- >> sir, please speak directly into the microphone. >> i'm living in a society with rules and regulations means a lot, but what has happened, we follow the rules and we're screwed. i'm the taxi driver.

i bought it 30 days ago, now i can't make my expenses or pay my bills. this is happening last 5, 7 years in the city. i want you to be a voice and do something about this taxi industry. there are 70 medallions we brought it for quarter million dollars and the price is zero now. why? über is ruling the roost without any rules. i want you to put this thing on the agenda that you can discuss the 700 me dallion owners who are working day after day and in the end, they get $30-40 a day. do you think anybody can live and survive in this city? again, this is happening right under your nose. nobody brings this to your notice. i want you to think about it and consider to at least pay attention to this plight of me dallion owners. there are three kinds in the

city, those with three, are fine. the other is the medallion that costs $15,000, they're fine, but we bought it for $250,000. and i make almost like $100-120. we'll have to keep coming on this again and again, because i want you guys to put this on the agenda because we're hurting. thank you very much. >> clerk: thank you. next speaker, please. >> my name is nam. i'm an owner, too. value for $250,000. couple of years later, he sold for 125. some people got it for 125. they started like one year before me. it's a big difference. a discrimination. in one year, $125,000 cost me

more. i have three children, children in college, one in school, i cannot afford to make a payment. our business is really bad. because ed lee's brought in über and lyft. no one -- buses, all the public people that come in here giving big speeches. ok, medallions. how about new buses with the money? and what happened to us. they dumped thousands of über lyft. and who do you empty those cabs, we find nobody. so think what happens. we want to bring $125,000, don't do double standard.

they sold some $125,000 and making payment. so the only thing we're going to -- bring it to $125,000. otherwise, we're going to bankrupt. thank you so much. >> clerk: thank you. next speaker, please. >> hi, my name is ejas. this is a great place, driving taxi, i didn't know it was being made over here. so i am also a taxi driver to who bought the permit for,000, but i was supposed to get for free, but they closed their door for me. i think i have been dropped my 29 years of service. and whatever i made had been ripped off from me. the sense of to buy the permit for $250,000.

i have four kids, two are in the college, one in high school, one in middle. my daughter comes to the state university every day. i work until 10 p.m. and i barely take $100 for myself. and my daughter spent $20 out of that. nobody is taking any action seems like in the city, that everything is smooth, everything is cool, everything is going along fine. taxi drivers are being killed day after day financially. i think the people who are talking about the nuclear bomb that has been dropped five years ago on the taxi drivers. they are talking about the future, we're talking about the present. please, do something. we think that we are immigrants, that's why there is this kind of

discrimination going on about us. when i heard that the immigrants values over here, how you people honor the immigrants and the people of color, i got little my wife might be heard. and i hope my wife should be heard. i have a -- to your people. and my humble request, please do something, bring it on the agenda -- [bell ringing] >> clerk: thank you for your comments. thank you. next speaker, please. >> thank you, madame clerk, president breed, ladies and gentlemen of the board, i ask for your resignations. you violated our oath of office. you swore to defend the constitution. yet you operation of city-wide case management community focus, here city wide, a joint project for the san francisco campus of the university of california.

city-wide is a city and county assertive treatment provider, as such it is responsible for involuntarily medicating and performing surgical procedures on resume do dentist of -- residents of the city, disabling them permanently. city wide also denies its patients freedom of medication, freedom of association and the right to petition the government with grievances all guaranteed by u.s. constitution amendment one. city-wide perpetrates unreasonable searches and seizures with warrants. city wide denies its patients the right to confront accusers. city wide denies its patients the right to jury trials guaranteed by constitution. city wide compacts cruel and unusual punishment from its patients in violation of constitution amendment 8. city wide uses medicine to

control its patients unnecessarily because it offers them no avenue. city wide denies its patients equal treatment and you the law. you're knowledgeable of the violations, yet you do nothing to prevent them, therefore you have violated your oath of office. i ask for your resignation. back to you, madame clerk. >> clerk: thank you for the comments. are there any other members of the public who would like to address the board. >> president breed: any other members of the public who would like to provide public comment at this time? seeing none, public comment is closed. items for adoption without reference to committee. >> clerk: items 14 and 15 considered for adoption. these can be considered or severed and considered separatelily. >> president breed: supervisor cohen. >> supervisor cohen: i'd like to sever item 15. >> president breed: ok, madame clerk, call item number 14.

>> item number 14, urge kgo to engage in good faith negotiations and swiftly reach a fair contract with the screen actors guild american federation of television and radio artists members employed by kgo. >> president breed: same house, same call, the resolution is adopted unanimously. item 15, motion authorizing prepping of written opponent ballot argument and rebuttal ballot argument for the submittal to voters. >> supervisor cohen. >> supervisor cohen: i would like to amend this motion. i'm seeking authorization as a proponent of the argument. there was a little bit of a mixup, but the clerk caught it. i want to thank the clerk for catching it. very important. also would like to add authorization to prepare the

opponent argument for the taser ballot initiative? please stand by. -- late miss jennifer gonzales,

on behalf of supervisor peskin, for the late mr. david bushnel, and mr. kenneth chi fong, and milton jones. this brings us to the end of our agenda. any further business before us today? >> that concludes our business for today. >> we are adjourned. thank you, everyone.

>> all right. good afternoon, everyone. welcome to the san francisco public utilities commission meeting. today is tuesday, march 13th. madam secretary, call to order, please. roll call. [ roll call. ] >> commissioner caen is excused today, and we have quorum. >> approval of the minutes from february 27, 2018. can we have a motion. >> i'll move it. >> second. >> commissioner kwon: any discussion? any public comment? okay. all in favor? opposed? number four is general public comment. members of the public may address the commission on

matters that are within the commission's jurisdiction and are not on today's agenda. do we have any public comment? okay. item number five, communications. any discussion? any public comment? moving right along, item number six, other commission business. anything? any public comment? okay. now, we have the report of the general manager, item seven. >> so the first item is an update of cleanpowersf. is barbara hale here? okay. hey, barbara. come up. so let's put that on hold. the second item is waste water

enterprise capital improvement program quarterly update, karen cubic. >> good afternoon, commissioners. karen cubic. president of the waste water quarterly presentation. i also wanted to point out to you on april 24th, we will have the first sfip rebait planning of phase one projects, so that'll be kind of an exciting meeting for myself and my team. so i'm just going to highlight a few of the new red dot that that have occurred, and those were rescheduled for more than six months or a cost increase of more than 10%. the first is seismic reliability improvements. it's delayed for 21 months because that project is dependant on the retrofit work

that's going to be occurring on the north side of the southeast plant and on the head works project, so they're contiguous. they're a start to finish type project. we have a delay on west side transportation delay project and that's something we took to value engineering to get the scope back down to budget, so we have an 18 month delay to impact those projects and specs. we have a delay on marin street kansas improvements. that's where we are trying to route it through the bmw lot, but we could not reach an agreement with the owner, so now we are trying to utilize the dpw property, and that has an increase of $9.7 million, as well. we didn't want to move forward with an eminent domain. vanness, which i'm sure you have seen, due to utility

conflicts and some contractual issues. geary, which is an interdepartmental job that has water and sewer in it. that's an mta public works job, and we are actually going to be publ pulling the utilities out, but that'll be driven by the waterworks. taraval, it's a really tight street. we're looking at relocating utilities away from the tracks, so we want to do that upfront work now and pothole, see where utilities are so we can do a better job of designing that. our folsom area stormwater project that's on page 40 has been extended by seven months to maximize consultant outreach for the tunnel engineering design that rfp has just gone out on the street. with that, i think you'll see me a little later when we get to the regular calendar in a

very exciting biosolids item today. thank you. >> commissioner kwon: do we have any public comment on this item? >> i'm trying to stall. >> sorry. >> commissioner kwon: all right. next item is cleanpowersf update, barbara hale. >> thank you very much. sorry i'm a little late today. barbara hale, assistant general manager for power. today's presentation will cover enrollment and service to customers, regulatory activities. on the enrollment, we're currently serving about 81,000 sites. our opt out percentage was 3.2%, same tias the last time reported.

the super green upgrade rate continues to exceed, and it's about 4.1% of our customers. as we look ahead, our next small enrollment will be in april. we'll add about 230 accounts, 44% of whom have asked to be on our super green program, so that's great. our next large enrollment then is the next piece of this report. on february 13th, you reviewed our risk management and financial feasiblity work, and you affirmed that the conditions necessary to procure energy supply needed to expand the program have been met. your approve -- you also approved modifications to our supply management policy and our reserves policy, so full speed ahead. we're preparing to execute power supply contracts to support this large enrollment,

and... [ microphone feedback ] >> -- we'll continue. excuse me. and we're planning to execute the jp morgan credit facility agreement over the next couple weeks. so full speed ahead. that enrollment will occur in july, and we're looking forward to the outreach that will begin with our customers to support that. on the rate planning front, we're also planning for a rate action. april 10th, we'll bring that to you. that would be effective july 1st. what we're proposing would change our rates to customers in the green program so that they will see bills about 2% below what pg&e will charge them. so you will remember that when we first launched thiss progra, we set the rated at 2.5%.

we set the rates so that bills would be.25% lower than pg&e bills, and so now we're looking at 2% lower than pg&e's bills, so we're really excited about that. and we think that'll poise us well for enrolling customers in july. we're also going to be suspending the termination fee -- proposing to suspend the termination fee until after the program enrollment period is complete. that'll just make it cleaner and easier in our customer interactions for folks who say no thanks or who write in and say, no thanks. we don't want to be charging a fermnation f termination fee associated with that enrollment period. so we will bring those changes to you at the april 10th meeting for your consideration. just wanted to give you a heads up on that.

and then on regulatory issues, we've been busy at the california public utilities commission. we did refile requesting the commission rehear their resolution on the timeline -- the modifications to the timeline for when cca's can expand or -- their service territories or launch a new program. you'll remember that in december, staff issued a resolution we thought was horrible. we participated in the proceeding there. commissioner vietor participated in some activities, raising awareness on the negative impacts on kcc of that resolution. we ultimately got a better outcome, but we are still concerned about the fact that the california puc made some major changes to the community choice program that it oversees without following its -- its

standard due process approach. so we are -- we did file a motion for rehearing of that decision just to -- to get them back on track to address their major changes in policy through regular ordinary rulemaking process. we also filed a joint protest with the other cca's of pg&e's request to modify its bill collection practices. this affects us because under state statute, cca customers receive their bills from the investor-owned utilities. recall that when you're a cleanpowersf customer, you got a pg&e bill. they bill you for all the services they provide, and they include a page that is the billing for the services cleanpowersf provides. so when they modify their bill collection practices, it

affects our ability to collect from our kpucustomers for that portion of service that they're billing on our behalf. so we'll be filing today a protest on the changes that they are proposing there. and then finally, the power charge and difference adjustment rulemaking continues. we continue to participate with the other cal cca members, operating cca's in the state to develop our testimony in that case, and the testimony is due in april. so we're just running as fast as we can to keep up with all those regulatory activities while we enroll new customers and plan for that enrollment. with that, i'm happy to take any questions you may have. thank you. >> commissioner kwon: commissioners, any questions? >> can you just remi of our ne

annual employee engagement survey. as part of the 2020 strategic plan stakeholder and community interest goal, the sfpuc is striving to improve internal communications through collaboration and the strengthening of our common identity as an organization. conducting regular employee engagement surveys and utilizing data that is derived from feedback will allow the puc to strategize and strengthen areas that need to

be strengthened. it creates a consulture of management that fosters and welcomes feedback. the past efforts, there have been some past efforts to measure satisfaction or climate and this project is the next evolution of those efforts. we wanted to make sure that we're measuring the right things from our employees, especially of those that have the highest impact on our operations, so we decided to measure employee engagement, and the presentation to follow will talk a little bit more why we chose this aspect for employee engagement survey. we also wanted to ensure that we're using the right tools and technology that facilitate the survey process so our actions can be focused on taking actions based on our results. our planning process team has been engaged on this process due to their survey expertise. we are using the best practices in

in doing this, it's really something to see, and we want to get your feedback and employees are giving the feedback.

they're the ones with boots on the ground, and they're the ones with ideas, and by taking action on these results, we create that trust and close that feed back loop, so you know, just creates that culture, and hopefully we'll be having multiple listening points in the future. and that just leads us to making data driven decisions, which is the gold standard every business wants to make da data driven decisions, and it's no different when it comes to our people. so melissa is going to talk about why we chose to engage in this effort. >> okay. so the big question is what is engagement, why are we measuring it this way instead of past surveys measuring satisfaction and climate. there are three main areas of engagement. the first being deep immersion in your work. so what that means is the employee who's engaged is really focused in what they're doing. they're cognitively engaged.

they find their work really meaningful, and surveys that are looking at job satisfaction, this is kind of what they're getting at, but that's not it. there's a second and third piece to engagement. that second piece being positive feelings about the orientation. so if you're engaged, you're happy to work at the puc, you're recommending the puc to your friends, you're writing positive reviews on glass dodo and that's really what we want. just because someone is satisfied in their job and maybe they're satisfied with their orientation, that doesn't always translate into behavioral outcomes, which is really what we're interested in: how does this translate into their work, and so engagement has that third piece that's getting at behavior. someone who's engaged is putting their maximum effort towards their work. they're putting in that discretionary effort, going above and beyond what's

expected of them. they're going to help other people, even if that's not required. and you know, this really is what we want to look for in engaged workforce. and so we can see these out comes of engagement at three different levels: at the individual or work level, at the team level, and then, ultimately, at the organizational puc level. and a lot of research has been done on engagement, and we know that is correlated with a lot of business outcomes, and here are yust a few. higher retention. lower abbo lower -- lower absenteeism. this is really important for the puc, higher level of safety. when someone is really paying attention to what they're doing, they're focused and they're concerned about the

well-being of their co-workers, they're making sure to be safe. customer satisfaction, you know, our employees are the ones that are interacting with their customers, so if they're engaged up, leading to higher customer satisfaction. and then, finally, higher revenue. so those are some of the reasons why you measure engagement, but what does it actually look like to measure engagement. what's popping up on the screen are some examples of things that contribute to whether an employee are engaged or not. career group and development, communication and resources, future outlook is interesting: do people have a positive future outlook on the future of the organization? their individual needs, whether they're being met or not, their management effectiveness, team dynamics, and trust in leadership. and i wanted to show some examples of these drivers and how we might measure that. and calling it a driver just

might indicate that these buckets are several different ways to drive engagement in employees that leads to whether they are engaged or not. so here's some example items that you might ask an employee that they agree with these statements and to what extent. so for career growth and empty have, my job allows me to utilize my strengths. communication resources, when sfpuc makes changes, i understand why. sf outlook, i understand how i fit into the future plans. individual needs: the benefits offered here meet my and my family's needs, which a lot of time, when we talk about that, we think compensation is the only way, and as you can see, this is only one small piece. manager effectiveness. my manager regularly gives me constructive feedback. team dynamics. people that i work with treat me with respect. obviously that's important to whether you enjoy your job or

not. employers value employees as the most important resource, but people need to know that and be aware of that, and perception is key here. so we're getting our perceptions, and we need to know whether employees perceive these things. and so the second piece to measuring engagement is looking at the engagement outcomes. like i mentioned earlier, engagement is present at three levels? so for example, at the work level, you know, are people motivated and inspired by their work. are they immersed in their work? at the team level, do they feel accepted by their team? are they committed to their team goals? are they putting in that discretionary effort that i mentioned earlier? and finally, at the organizational level, are they advocating for the organization? do they feel pride working here, and ultimately, do they intend to stay here? you know, these are all really important outcomes that we want to see in our workforce. and so you know, with measuring these outcomes, we can see the

levels across the organization. we can see which groups are highly engaged, and which groups might need a little bit of help. we're also looking at the drivers of engagement. we need to look at what is leading people to be engaged so that we know what levers to pull, what interventions to design to make sure that the entire workforce iss engaged. and we're using the words drivers and outcomes, but when you're looking at business metrics, these may be a little more familiar. they're just leading and lagging indicators, and so like with these metrics, we need to measure both sides of the equation so we can see the full picture and make an impact. >> so this all sounds great. why doesn't everyone do it all the time? well, it turns out it's actually very hard and so we're going to go through some of the

common challenges in the first part, just designing, analyzing and deploying a survey. with the traditional method, it's actually very hard to measure accurately what you're trying to measure, and these concepts sound pretty simple. if you think job satisfaction, well, let's ask people if they're satisfied, but there are actually whole fields and industries that are devoted to measuring this scientifically as cindy mentioned earlier. it's also very difficult to deploy. if you just think about sending to every employee across the organization on, the administrative overhead and work that that entails when you're sending reminders to people toic at that the survey, keeping track of who reports to whom and who should see which results. it's very hard to manage, and by the time you do all that and you get your results, it's a very lengthy manual process to end up with pretty simplistic answers, but that's not really telling you what the story

means. we just see numbers. we don't know what that means, and by the time you're done analyzing it, it's months later, your data is already obsolete. so that's why we thought it was very important to get the right tools for this project. we will really want to do this the right way, and we're actually procuring something for the quantum workplace. there's actually very sophisticated tools that we can use. and that's why we chose quantum workplace. it's hard to measure what you want to measure. these tools are based on research and are valid and reliable, and all that means in survey design is that it's measuring what you want it to measure, and it's going to do that consistently every time. in terms of deployment, there's a lot of automatetion of the processes. we don't have to manually input information, including employees and who should see what results.

another important thing is if the survey's coming from a third party and branded as that third party, people actually trust the confidentiality of the survey more than if it was coming from the puc, and we might say we're keeping it confidential, and we might do so, but they might not trust that if it's coming from us. that's an added bonus of sending it through a third party. and we're not waiting for months for the high level analysis. we can slice and dice quickly all through the organization to quickly see what's going on. and with that, we have a couple of examples of the dashboard. this one in particular, you can see the numbers of engaged people across the organization, as well as an item-level analysis of all the different survey or engagement drivers. in this example, there's a heat map of sentiment across the organization, and you can see how people are feeling in different groups along those different drivers.

>> so jennie just went over the challenges to just deemployipl survey, but that doesn't mean we're just making changes. there are actually more results, taking action on the survey results, so i'm going to get into that a little bit. the first thing is insights. we don't just want to do simple averages, frequencies. we want to do complex statistical analyze, correlations, those things, to really understand what the data means. so for example, quantum workplace does benchmarking with over 8,000 different companies that we're working with, so when we look at our engagement numbers, you know, it's hard to tell what that means. but we can benchmark with other companies that are like us and see how do we compare to the industry. and you know, through research, we know the drivers of engagement, but what are the drivers specifically at the puc

because we probably have particular ones that are more important to our employees, and so with quantum workplace, we can also run those analyses, and so this is just an example of what those results might look like. so even if we get those deep insights, we want to make sure we are taking action on them, and so quantum workplace has a couple of features that allow for robust action planning. after the survey has closed, managers can look at their team's results, and with a click of a button, they can download a slide deck that they can present to their team, and they can take action on their specific results. not only that, but quantum workplace also has a lot of out of the box recommendations so that if, you know, there's a particular issue in the team, they have recommendations on how to address that. so with all of those tools, we just really want to empower the

managers, give them the power that they need to take action on these results. once they decide on what commitment or action they want to take, they can track that within the system here. but it's not enough just to plan to take action, right? we want them to actually do the action, and so accountablity is another challenge that we often face. and with quantum workplace, you can track, as a manager, i can see all the action plans from my supervisors under me. i can track them to see if they are meeting their deadlines, and if they're not, with the click of a button, i can give them a little friendly nudge, a little reminder that they still need to take action on that. and even if we do take action on the survey, it means nothing to our employees unless they see that, unless they see the results. and again, quantum workplace allows us tools to see visible results. after each employee takes their

survey, they immediately get an individual personalized report. we truly believe that everyone plays a part in engagement. it's not just the leaders pushing it top down, but as an individual, there are things that i can do, as well. so for example, if through my survey, i mention that i don't see career opportunities, my individual report might recommend that i have a conversation with my manager about my career growth opportunities here. and then, quantum workplace also offers a lot of communication tools that we can communicate the results across organization and communicate how we're taking action on those. and finally, even after we have successfully analyzed our results, planned to take actions, and have taken actions and communicated t,