the people of san francisco. we like to keep good employees and provide safe patient care. >> thank you. nnext speaker, please. >> hello there. i've been a raidology tech for 15 years and ctmri. san francisco general is a level one trauma center. i've seen patients come, shot, stabbed, in a plane crash, even tiger attacks. you see it all there. working at sfch is like being on the front lines a lot of the time. we sometimes find ourselves in generation situations to help people who need it. unfortunately last year, i was punched in the face by a psyche patient who was violent with staff members in the past. on top of a stressful working environment, the city pays less than local hospitals. this leads to under staffing which inhir inhibits our abilito

take care of patients. steed of the city paying a competitive wage they pay o.t. and out of state registry company to fill our ranks. a lot of these techs have very little experience and many of them are actually graduates from san francisco city college. since we cannot hire externally at san francisco general, we're training techs and spray cat stan and interventional and mammography. this is a very time-consuming and expensive progress. after the techs get this training nothing keeps them from getting a better-paying job and better working environment. it takes a special type of person to work at general. for me and my co-workers behind me, it's not all about the money. we do it because we feel like we work in a place where we make a difference. we all help the people of san francisco.

>> thank you. >> next speaker, please. >> while you are coming up i'll call ramsey omary. alice geese and wilson lee. >> i was wondering if the registry is offering an incentive with greater job flexibility. it sounds like that is what people are looking for and they're receiving it in various ways. it may be detrimental to the operation of the organization, however. also, i wonder if stenographers can meet patients at home if they have preference, otherwise it sounds like the stenographer are loosing jobs 30% job reduction it sounds like. rather than hire near-term, can you provide greater education opportunity given that we're speaking of the profits center providing high value service,

hopefully facility profit in higher incomes and possibly generating general higher tax revenue. would it be feasible to expand the raidology department at city college and yeah, i understand the courses there are personal and the public is paying for this so, i would imagine placement referenced for impacted courses could go to exiting senior medical workers. since only 2% of patients are privately insured, where are the profits coming from? >> next speaker, please. >> hi, good afternoon. my name is talma and i started working at san francisco general hospital january of 2012. i began working as needed as an employee which allowed me to

work for either six months or a thousand 40 hours, which came force. when i was terminated i began working as a registry. so i did this back and fourth for three years until i became a part-time employee. but during this time, i didn't pay into retirement nor did i get vacation pay. i stuck it out because i enjoyed my time working as x-ray tech at sfgh. i loved working with our patient population. i have basic communication skills in spanish that allowed me to help like i was helping the hispanic population. i worked hard to be where i am in my career. today i work at interventional raidology as a technologist we cover vascular surgery, neuro i.r. and also body i.r. we use light you will extra sound and c.t. for imaging. i have compared earnings from my classmates who graduated at the same time as i and they are making $15 more per hour than i

am. i work very hard but i can't even afford to live in the bay area. i commute with my kids from fair field every day to work in san francisco and nearly spent almost two hours driving back home every day. it's unfortunate that i have to do that because i love working where i work and i don't want to look elsewhere. that might be the case eventually, thank you. >> next speaker, please. >> good afternoon. my name is nancy and i've been a technologist at the general for 28 years. currently, i'm the lead tech at the avon breast center where last year we performed over 8500 exams in our clinic and at 11 community clinics in the street.

in our mobile van we detected 68 new cancers. in the last few years, two of our techs have retired. we've been unable to recruit any new experienced technologists and therefore, i have been open to training inexperienced technologists. we've trained three techs, two of which were registry techs. each new tech requires about 40 hours of training just to do the save mammogram. all three techs are no longer working at san francisco general hospital. one left for a higher paying permanent job at stanford and another left to take a job with better pay after she got tired of waiting for us to offer her a permanent position and the third left ultrasound school in hopes of a career with better pay. he was informed a season technologist makes 12 and a half dollars more than a heck at

zfgh. currently, we've been operating on the bar minute yum staffing. if someone is sick or on vacation we're short and both my supervisor and i will fill in to cover our gaps. we often times have to compete with c.t.s who are also very short for the one tech we can use but it's usually available for a few hours here and there. we have one tech that is due to retire this year and we need additional tech positions with better compensation. thank you. >> thank you. i'd also like to call up daniel becker. emma gerard and david cannon. >> my name is ramsey. i'm a computer tem ography technologist on the graveyard shift. i run the c.t. scanner from

11:30 at night to 7:30 in the morning in the emergency department at san francisco general. our job requires us to be fast and accurate. we provide the images that help diagnose and treat the sickest, most injured patients. last week, we scanned three children who had fallen within 90 minutes. the first one had fallen from his mother's lap after she had fallen asleep. the second one, had been shaken and dropped to the ground which her mother who was suffering from postpartum depression. the third one had fallen on to his head getting out of a parked car. in may of 2016, as you know, we all moved into a new hospital building. with that move, we doubled the number of c.t. scanners and we did not add a single new c.t. technologist. last year, we offered two outside candidates job in our c.t. department. both declined receiving higher offers at other facilities.

from my memory i can remember at least four people from registry or the permanent staff leaving specifically for reasons of steveing another job offer or higher pair. not all of us can work here strictly for our dedication and without considering additional money. >> hi, my name is alice. i live here in san francisco. i'm a diagnostic imaging tech one at sucker burg san francisco general where i have worked since october of 2004. my point is pride. we work for pride in our trauma

center and service to the needy persons of our city. i would encourage you to support us in that to the point that i myself maxed out my step many years ago. there's no further steps for me to go to and because i've worked for a number of years the people who are promoted from training are required to work weekends and i was able to no longer work weekends because i worked for a long time. you know, despite, colleagues leading for better offers, those

of us that stay with the facility is because we love our city and we love the people we serve. and would ask you to continue that we can have great pride in our service to our needy and as the best trauma center that you ever want to come to if you are in need for our services. if you yourself have an accident. thank you. >> thank you. next speaker, please. >> good afternoon, my name is wilson lee. i have been a tech just for three years. i have a c.t. technologist and also the raidology clinical instructor on behalf of city college of san francisco. i have actually been through the whole loop of going through the program myself. move of us techs at the raidology department have

graduated from city college of san francisco and been in partnership for 40 years now. and i just want to bring up that i waited for three years, worked in the registry for three years and we have a permanent position. with the students we train, the time and money we spend training with the students and seeing them leave because we can't hire and retain them. it's a issue and a problem. i know we just ended a discussion about gun violence and i just want to say that sometimes these registry people's that we hire they don't have the qualified skills. if we can be serving your kids, your family, your friends, and if we don't have the qualified people to handle this situation and get the proper diagnosis, you know, we might not be able to have the proper skills and the doctors won't have the proper information to give the care and heal with your family and friends. basically we really need to is

it retain and i know you've heard that we've been training people within and we're taking people from x-ray but, at the same time, x-ray is getting reduced and we take people, we hire people from the registry but again, these registry folks might not have the proper skills to work at a level one trauma center. we hope you can support us with the proper staffing and also the proper raises and wages to keep these people. >> thank you, next speaker, please. >> i'm here to speak in support of the raidology department. the department has suffered from inadequate staffing and also wages that are not competitive and this is effecting our members greatly. staff members are being hired

and they leave for better opportunities after training. this is resulting in more people just coming and getting the training and leaving and even though the members are suffering the people that are really suffering are the patients. for a city that prides itself on quality public services and good jobs this should be alarming. the union has been engaging with the city over this matter for a couple of years but the slow process has produced not a lot more than excuses and reasons why this is impossible for the city to fix so again, this is the patient that are suffering the most and we are asking for your help in fixing this problem. some of the ways is adding an extra step to the current series and by converting registry hours and overtime hour to permanent

civil services for 17f.t.e.s and create an internal classification and for raidology techs and you wil ultrasound te. >> my name is jonas. i was a student in 2009 at sfgh is 2067. we cover going to the patient room to do the x-rays and e.r., we have seven recess rooms and pod a and pod b, pod c, two of them have 20 rooms that we have to go through the patient room to prosecute form the x-rays. orth owe has out patient facility in the old building and

since 2009, i graduated in 2012 and i was working as a tech for six months for 10-40 hours and i had to let go and come back for another six months. i've been doing that for a while. i was hired as category 13. i was became permanent at the hospital. the past week we were just looking at the statistics of how many patients procedures we do per week. 2,332 and we're doing one. this is just x-ray only. 3,149. 807ctnr. my classmates are going to ucsf

for better pay and wages so i will ask you to help us to better staffing and better wages for our staffing. >> thank you. >> thank you. >> next speaker, please. >> good afternoon. my name is mondonaa. i've been with city and county of san francisco for 30 years. i currently am a charge shift for the swing shift in raidology. six or seven months after i started working in 1988, in 1989, we got the 50% raise and this is the historical situation that we have in raidology. we've always been below the industry. in 2004, again, you have to take drastic majors to be heard by the city of we are under

raidology workers. the last director came from outside. he brought some new evidence and expertise to do the reclassification for us. we started that six years ago. i've been trying to make people understand what we do as raidology and what is it that we need to have to be compared to other hospitals in the bay area. we got halfway there and they keep saying five, 10, 15%, 15% is only one percent is going to get 15% in ultrasound. the rest of us won't get anything. all those one and twos won't get a cent raise. this is not fair to the people that they work at a level one trauma center. we're not recognized for what we

are doing, we also are not com pennated accordingly. with our new leadership and your help i hope we can fix this issue and put an end to this craziness. thank you so much. >> thank you, next speaker, please. >> good afternoon, emma gerald with 1021. i wanted to go through a couple numbers with you. regarding recruitment and retention from 2013 to 2018, there was 54 dip ones trained from registry. 20 of those 54 were hired. 34 were lost. of the 20 that were hired, 13 were given dit2 training. which is the next level. of those 13, four left and six

retired. i want to demonstrate in the turnover and retention rate in this classification is very low and this is one of the classifications we're asking for. for sten ography there was 10 trained and these folks were hired at step 5 or step 6 and five were lost to go to other hospitals because they were offered more money. when you look eight situation when you need, if you can hire experienced folks that step five and step six and the pay scale only goes to seven, people are very dedicated to san francisco. they're dedicated to the patients. they're dedicated to the hospital. they're dedicated. level one trauma is an exciting place to work but sometimes you have to bring home the bacon and you have to do what you need to do for your family and that's what is happening here so what

we're asking for is fair. what we're asking for is an extra step for one, two and three and we calculate this at 17s.f.e.s and create a classification which san industry standard skull find it at any other hospital that does that and public or private that m.r.i. should be. >> can i ask a follow-up question. when you say convert it to 17s.t.e.s do you mean you no longer use the registry? >> yes. >> i wanted to make sure. >> thank you. >> next speaker, please. >> thank you for scheduling this hearing. like previous speakers, we've been struggling to fix this problem for years.

and we feel like there's an opening and there's an opportunity to fix it and we want to fix it during this budget season. you have heard about the patients safety concerns that were raised. the wait times. someone from d.h.r. mentioned these folks are well paid. this is a highly competitive industry. other hospitals know each other. they recruit each other. and they compete with kaiser and ucsf in this city and kaiser and ucsf pay way more money than san francisco general hospital. you just can't ignore that. they have to try to compete with kaiser and ucsf in order to run this department. you can't run a raidology department or hospital with 40% reliance on registry in the biggest group which is the basic raidology classification. it's unacceptable and shouldn't be happening. and by the way, your questions, the people that are making the money here are the companies,

not the employees. they are getting rich off of this problem. management is stalling. they have no plan on how to fix this. yes, steve from the department of human resources who did this survey and analysis, he says there's no crisis. we're just loosing registry people. yeah, buffet constant revolving door registry people and you can't run this hospital that way. the city is proposal is true, they gave us a proposal. of about 86 people, 55 will get zero dollars and that is in the dip one and dip two series where the highest turnover rate is happening. that's where the recruitment and retention problem is happening. actually, you asked what do other hospitals do? what does the industry do? they have a career path in these classifications. they have m.r.i. 1, 2, 3.

>> so i dwsh -- you know, i think it's good that ron mentioned that, because i think it would be good for you all to see that, that we really don't get paid the same way that we do. >> so medi-cal does point reimburse. >> like i said, right around, this actually shocked me. it was, like, $24 for an ultrasound of the carotid is $24. and with a commercial payer that we contract with, like, a

dignity health, they may get, like, 300 and some dollars for that same exam. so it is just different, and i can't really speak to the intrac intracan -- incidetricacies, bt is complex. >> no, i appreciate that. >> yeah. >> supervisor, we will --

[ inaudible ] >> thank you, david. and maybe if you could just state your name -- unless you have a record -- >> canum, seiu. >> thank you. stephanie, do you have any other comments? >> i just want to thank everyone for coming out today, everybody from the department. and sf general. everybody asks if it makes ai difference if you show up in person, and i think it does. i'd rather learn what you're going through and hear what you're going through rather than just reading it in a briefing. just because you do this because you just want to make a difference, i appreciate that. and some of you mentioned the gun violence item that was heard before, and i know how hard it is for surgeons and our nurses, and everyone who touches on the level one trauma

situations, and we are so lucky to have sf general in everything you do there, so i just want to thank you for that. obviously this is just a hearing, and i've learned a lot today, and i want to thank you again for educating me on this subject. having run a department, i do understand how hard it is sometimes to backfill positions or hire off the list or wait for the list and wait for the test. high -- use k5d 16's, 17's, 18's, to backfill. i understand how hard it can be and how hard it can be to advocate for the resources you need to run the department. obviously this is a hearing, but we will take it into our budget deliberations. thank you for educating me on something i did not know before this began, but now i feel i have a better understanding, so thank you. >> again, i just want to thank you, everyone for being here, the individuals of the

department, and the tremendous work of the folks from sfgh, to take it to heart. so do i have a motion to file this hearing, and this'll be continued to the call of the chair? >> so moved. >> for clairity, are you hopin to file this item or continue it? i'm not sure. >> we'll continue this. yeah. can i get a motion to continue this to the call of the chair? >> i so move. >> okay. >> okay. without objection. and then, clerk, is there any further business before this committee? >> clerk: there is no further business. >> thank you. we're adjourned. .

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excuse. >> i would like to make a motion to excuse supervisor peskin. can you call item one? take. >> clerk: approving 7095.42 to natasha khoruzenko for property tax in an unreported change in ownership. >> the deputy is here. thank you for being here. >> good morning, thank you for having me. this is the final reward under a

now expired property tax dog ordinance that expired about a year ago. in this case we got information from ms. natasha khoruzenko about a change of ownership that had happened in 1988 and we spent quite a bit of time researching the issue and getting assistance with the city attorney. the claim was that originally it was reported that there had been the parent child transfer. we learned that was, in fact, not the case. we were able to or were required to go back and reassess the property. the result was that we assessed and the tax collector collected

about $70,000 in unpaid property taxes and under the watchdog ordinance, if the person reporting to us provided information that was unknown to the assessor, they were eligible for a 10% reward. this item here is to approve the assessor's recommendation that a reward of over $7,000 be granted to ms. natasha khoruzenko. >> thank you for the presentation. i don't see any questions from members. i will open for public comment on item one. public comment is now closed. we will take a motion to move forward with recommendations. we can do that without objection. >> thank you very much. >> mr. clerk please call item number two. >> clerk: a motion approving the budget legislative analyst work

plan for 2018. it authorizes the budget analyst to reallocate 20 percent of the hours based on the board of supervisors service needs and requires approval for reallocation greater than 20%. it sets dates for the 2018 annual performance evaluation of the joint venture partnership. >> thank you, mr. clerk. we have the budget legislative analyst office offering remarks on this item. >> i want to clarify. this is our audit plan, not work plan. there is a difference there. this is a motion to approve the audit plan for 2018-2019. this would be within the hours approve within our contract. the board approved 6800 hours in 2018-2019 for audit work and

projects. this is women within that -- well with in that. there are three audits recommended. one is an evaluation of the trencheds and municipal they ridership and revenues and managing traffic congestion and the impact on m un i. it shows a decline in ridership from year to year and increase in traffic congestion. we thought these worry lated items. next audit would be the work force development for low income and homeless adults. the third is an audit of the office of economic and work force development planning for large scale development to address the economic impact on the surrounding businesses. we have currently completed two audits for 2017-2018. these would be audits we would

begin in july 2018. we are available for questions. >> seeing no questions. we open public comment on item two. seeing none, public comment is closed. thank you, ms. campbell, for developing the work and audit plan. we do have -- can we have a motion to move forward with recommendation without objection? thank you so much, mr. campbell. mr. clerk please call the astitem not the last but item number three. >> clerk: a hear on existing building standards and seismic safety zonesig concluding infill and waterfront neighborhoods. >> thank you, mr. clerk. the sponsor is unable to be here

today. we are continuing to the call of the chair. i would like to open up for public comment on item number three. thank you. >> good morning. brian silver. i would just like to after eight hearings point out there is an existing pg&e vault underneath the entire tower on the south side of the foundation. when this building started settling. the tower got hung up on this utility pole. that is it. >> thank you. okay. seeing no further public comment

on item number 3. public comment is closed. thank you for attending. we will take a motion to continue at the call of the chair without objection. >> mr. clerk please call item four through 15. >> clerk: 4 through 15 are ordinances and resolution authorizing settlements of lawsuit against the city and county of san francisco. >> we will open up for public comment on all items. no public comment it is closed. may we take a motion to convene to closed session without objection. we will ask members of the public to exit the room..

>> my name is angela wilson and i'm an owner of the market i worked at a butcher for about 10 years and became a butcher you i was a restaurant cook started in sxos and went to uc; isn't that so and opened a cafe we have produce from small farms without small butcher shops hard for small farms to survive we have a

been a butcher shop since 1901 in the heights floor and the case are about from 1955 and it is only been a butcher shot not a lot of businesses if san francisco that have only been one thing. >> i'm all for vegetarians if you eat meat eat meat for quality and if we care of we're in a losing battle we need to support butcher shops eat less we sell the chickens with the head and feet open somebody has to make money when you pay $25 for a chicken i guarantee if you go to save way half of the chicken goes in the enlarge but we started affordable housing depends on it occurred to us

this is a male field people said good job even for a girl the interesting thing it is a women's field in most of world just here in united states it is that pay a man's job i'm an encountered woman and raise a son and teach i am who respect woman i consider all women's who work here to be impoverished and strong in san francisco labor is high our cost of good ideas we seal the best good ideas the profit margin that low but everything that is a laboring and that's a challenge in the town so many people chasing money and not i can guarantee everybody this is their passion. >> i'm the - i've been cooking mile whole life this is

a really, really strong presence of women heading up kitchens in the bay area it is really why i moved out here i think that we are really strong in the destroy and really off the pages kind of thing i feel like women befrp helps us to get back up i'm definitely the only female here i fell in love i love setting up and love knowing were any food comes from i do the lamb and that's how i got here today something special to have a female here a male dominated field so i think that it is very

special to have women and especially like it is going at it you know i'm a tiny girl but makes me feel good for sure. >> the sad thing the building is sold i'm renegotiating my lease the neighborhood wants us to be here with that said, this is a very difficult business it is a constant struggle to maintain freshness and deal with what we have to everyday it is a very high labor of business but something i'm proud of if you want to get a job at affordable housing done nasal you need a good attitude and the jobs on the bottom you take care of all the produce and the fish and computer ferry terminal and work your way up employing people with a passion for this

and empowering them to learn >> good afternoon. welcome to the board of supervisors meeting for tuesday, april 17th, 2018. madam clerk, please call the roll. [ roll