command staff when you came on board with us. appreciate you coming here to san francisco and relocating your family. what kind of impact do you think that staff has given to san francisco residents in general. the increase on command staff, expansion which meant more dollars, what kind of impact do you think it has had? >> part of it gets back to your last question, so when this was an issue this time last year when the budget discussion was happening the bla did a report on this department versus others and we were way lower than los angeles and they were pretty low. we were lower than san diego, an--they might have been a litte bit lower than us.

some of the benefits that we have seen from the past year our increases were reinstituted the police position and we have two now but basically expand and control at the upper level of the organization, there is better oversight and more effective expand and control with the oversight of operation. operations is very dynamic. we had three operational deputy chiefs, airport, special operations bureau -- and that is the majority of the department. it's hard for a chief of please to manage that when all those people are direct reporting to you, so you really do need, in my opinion, the assistant chief to coordinate those three bureaus and they work together. community engagement is one

commander we added. we have seen tremendous dividends. not only was it a doj recommendation, they recommended that we as a department have a better overarching organizational structure to support community policing. community engagement brings us that. commander lazar has done a fantastic job. i don't know that would have happened as quickly as it did without that division being put in place and without a commander being put in charge of it. one of the things that the doj recrecommended is we needed to e a high-ranking official for

community policing. the other two we added were a commander and administration bureau and that is a matter of workload. deputy chief now has a commander to spread the work out, executive level person and the same with chief of staff where we add add commander that basically helps the chief of staff with the administrative side of the house and internal affairs and employee relations issue. i think that is dividends for us as well because that chief of staff has a lot on his or her plate. the other things it does in terms of forecasting out succession planning, you have

more executive experience now that when we leave and retire, these folks that are commanders that are getting these opportunities to be exposed to the executive level of the department will be in a better place in terms of the future of the department. i think by doing the structure that we are, we are doing that because we are setting ourselves up for a better future. a lot of it goes to how much we train them. and we are working that piece out and how much we develop them. a lot of this was done in the spirit of supporting and not only is the reform work done but the primary role is to keep the city safe and pre vent crime and reduce crime. >> supervisor fewer: we are looking at your clearance rate and the uptick in property and

violent crime, so i am just looking at data quite frankly, and just wondering if there is data to support the increase in command staff. the bay lay report showed increase in attrition from academies in past year. what do you think this is a result of and how much does it cost the city every time you lose someone that you have trained? access is tha>> that is a good d once of the things we are asking the academic researcher to look at is that very question. can we be doing anything differently to address that issue of attrition at the academy level. part of what we were seeing in the past year is we lost quite a few recruits to driving.

>> supervisor fewer: used to be everyone wanted to learn to drive when they turned 16 and now so many young folks don't even have a driver's license. >> that is part of we believe factored into that. a lot of recruits just started driving and they don't have the driving experience. >> supervisor fewer: they stopped giving driver's education and that might have an impact. i wanted to get back to the question of ever cost every time lose a recruit. the effort and money that has gone into a recruit even before he has sworn in, the testing,

the background investigation, so what would you estimate every time you lose a recruit the cost is. >> i don't have a specifying you're, but there is a cost to it. if it's early enough in the training we can replace them but in week nine or ten you can't replace them, and you lose that spot, i don't have a number for you supervisor fewer but we can follow up. >> supervisor fewer: when they are on the job three or four years do you see them leaving then? >> we lose them for a variety of reasons sometimes they find they

want to do other things, move on to other departments and family situations change. we do lose some, but we are not seeing any really big anomalies in that area, nothing that is alarming. >> supervisor fewer: also for these academies do you have numbers for the number of women and bilang wall recruits and those who are hired into the department. >> i don't have it with me but it is readily available. >> supervisor fewer: i wanted to bring up the access -- we have had many conversations about this expenditures for 327,000 and you the number of people tht you had that were bilingual were not very high in comparison in consideration that you have a

poor city department that every citizen depends on i would expect to see a higher level. tell me what efforts are you making to up the level of bilingual staff and is this something you are considering in recruitment. >> first thing we have to hire bilingual officers, officers who speak another language other than english. the second thing we have to do is encourage officers to get certified. there are a lot of bilingual officers within the department that are not certified. some it is a personal choice, but we can continue to try to support that effort. we have lep work group and a lot of these issueses are discussed on a monthly basis on ways to get better at bilingual services but as a department we just have

to continue to support the program and make sure officers are certified and trained and as much as we can do this within the rules officers need to keep their skills up. >> supervisor fewer: do you have a plan for that? >> part of that is with the work group. when they meet every month they have recommendations that i give to the department. >> supervisor fewer: sure what are some that have come through this work group and that you have followed up on and implemented. >> i just spoke about the certification process, so once an officer gets certified there is a re-certification process and one of the recommendations is that there needs to be a recertification process that they keep their skills up. it's a perishable skill and if

you don't use it, you will lose it. we have followed up on that issue and we will see how that plays out. some of the other recommendations are personnel working the desk at the station. are we where we need to be in terms of that and making sure that as much as we can do it that we have bilingual services available at the desk, counter, and lobby traffic. if we don't have a bilingual officer at the desk, that the officers are trained to use the language line. there has been growing pains with that in terms of being consistent with that service. that is two. there is a whole list of things

that continually come up in terms of bilingual access. one issue that we followed up on and it is ongoing discussion, there are oftentimes requests to put officers, for instance put chinese officers in china town and filipino offices in areas with a high filipino community. that is harder to tackle than what meets the eye because officers have a chance to work in areas that signed up to work at and they can't just be arbitrarily moved. that is an ongoing issue as well that we are looking at. >> supervisor fewer: i just want to refocus this conversation about policy priorities.

>> supervisor fewer: how much is reimbursed by outside entities? >> all of it. >> supervisor fewer: does any of the portion go to sfpd? >> for your operating budget. >> no. goes to ten d. >> supervisor fewer: wanted to ask you about narcotic. you said there are ten officers assigned to narcotics and how many are assigned to re-bookings and are they doing light duty status? >> you know what i'm not sure if they are on light duty status or not. if i could follow up with you on that one. >> supervisor fewer: you mention in your report about possible expansion and when you gave your oral presentation you mentioned

everything except narcotics was actually part of your presentation so that is why i am going deeper into it because my understanding is that light duty officers are doing administrative work and not investigations and i think everyone here in this room has seen an uptake in drug sales on our street corners so you mention it as one of your policy highlights and possible expansion of it, tell me about it, because i think we can all agree we have never seen street drug sales at this level. i see you have expansion proposed but there are no details for it, but i want to know just so we can narrow the

conversation that i know that station officer's conduct claims but actually having a centralized narcotic unit that is city wide because they could be connected to people all over the city selling drugs and i'm just sort of wondering about what do you have in store to come batocome bat in problem. >> we still do have a centralized narcotics unit, not as big as it was before. there is a lot of effort in areas where there is blatant narcotic sales. tenderloin being one. they do a lot of collaboration with hyda, by bus operations are still going on.

>> supervisor fewer: they are. >> yes, they are. if you could get me statistics on the by bus operations on the arrests that are self-initiated activity as well as police call. i notice all the data you give us is around self-initiated activity. what is sort of the policy around that. i think this is something that we have talked about in many settings, not just about public safety but when we talked about homeless population and when we talked about street cleaning and a lot of it relates to what is going on on the street and some of it is fueled by drug use and sales. i am wondering about the narcotics unit and see that as

one of your highlight. >> i will be real brief with this. how can we be more efficient. in working with the district attorney we have had a series of meetings how we can work better together and it hasn't gotten off to as good of a start as i would have liked it, but we are moving in the right direction like enhancents when dealers are selling in school zone. we have to document the information, but there are things that we can do to apply more teeth. crime strategy unit did nice work in identifying where the zones are. these are the type of things that we can be more efficient at in terms of when we do make an

arrest that we can get more out of them in terms of consequence. you are aware of the lead program that is in the civic center area and in the mission. there are to date i want to say 84 referrals about half and half between bart and san francisco pd with san francisco pd20 of our referrals are pre booking which means met the criteria for lead and instead of being booked met the requirement for lead. >> supervisor fewer: chief i also feel that $6 million grant is going to expire and i would also look at chase the long-term strategy that we have to come tt

it. >> seattle started doing this in 2011 with the grant and because they had the research and data they were able to continue with the program. we have to give it all we got in order to have a chance to sustain it. how do we address the issue without flooding your prisons with people who maybe don't need to be in jail. that is what we want to do. >> i just want to follow up on supervisor sheehy because i was also at the meeting yesterday can you explain why it takes six full months to process the kit. >> the rape kits we are in a much better place and it's not taking six full months.

>> supervisor fewer: i don't think it is, but i think you asked for six months to be able to do it, but i find it's six to eight weeks that you are actually having these rape kits. >> i think we are at about 30 days or less and we have no backlog and that was done through grants and we are in a good place. >> we did hear a little bit from women that they didn't feel that the police department wasn't sensitive to them or respectful to them and wondering about what kind of training you do and whether you are looking at a reform of your unit? >> so we had the hearing ye yesterday and we have to take a look at everything that was brought forth in the hearing. i don't have a strategy for you. >> we heard a hearing yesterday on that topic and today's is on

budget priorities and with all due respect it has been over an hour. we are going to move on. thank you for your presentation and your incredible stamina. >> i want to ask a very short question. >> very short one. sorry george. don't go too far district attorney. >> two things, one of them is there any possibility when you do your academy training whether or not the driving piece can be up front so if people would be eliminated sooner than later. supervisor fewer pointed out that there are some officers possibly going to other places

to work but i remember also that we did it in reverse because we have training academies for those that are already in other jurisdictions and i don't know how often we do that, but can you speak to that just a little bit. >> you mean lateral academies? yes, sir, we are planning to do that and last count eight or so that want to join the san francisco so planning to have a lat wall class in the summer. some of this is post driven in terms of learning model. i will have to look into that and get back to you. >> thank you. >> thank you, sir.

>> supervisor cohen: moving on. thank you for your patience. the floor is your. >> committee members good afternoon. i have want to thank the controller's office and the budget analyst and the mayor's office for the work that you do this time of year. i know that you guys are unsung heros when it comes to budgeting, so thank you. i want to take a moment to commend the chief of police because we are fortunate to have a chief of police that is very progressive and is really working very hard to bring the san francisco police department to the 21st century and he does appreciate opcation and so do i, so i appreciate the work they are doing. for us i'm going to be much more

concise. our priority is always public safety, so that will always be an area we are going to work with the stakeholders and our community in circling our police report and others, but given the time of the day, i will try to focus on two areas that we have highlights for you because we think these are relevant to the moment and i will answer any questions that you have. we talked a lot about auto burglary. we have 31,000 in 2017 and the number of arrests you already know. what i do want to highlight is that of the arrests that came forward we acted on those aggressively. we had filed new charges in 80f

those case. the work that has been done by those in my office which i will get into later as we work to increase police activity. i will move fairly quickly on this but the numbers speak for themselves so you know what the scope of the problem is, but the effect effectiveness that we arg is very high. some of the things we talked about and i know you heard a little bit from the police department, my office has been engaged in both the police department and with many other partners in taking a holistic look.

commonsense tells you you have to reduce the opportunity and increase the likelihood there will be consequences when the crime occur. we have been working with our partners, and in fact some of them are here, we work with sfpd and parks and restarted doing analytical work over where the crimes were occurring and we had a robust capacity to do analytical work which really drives a lot of the work that we do in our prosecutions and we started to see mapping the clusters and we identified parking garages that were a problem and identified 73 parking garage. some of them are city owned and

some are privately owned. we started working with our partners who manage these facilities and we started this about a year ago and i am pleased see it culminated in the recent announcement by the mayor because they have been a major crime driver for us. this takes me to what i want to talk about our crime strategize unit. today it is car burglary. basically we have taken approach

in my office that is data griffedrivenin the way we do oud that has provided results in the way we prosecute and it is leading to a tremendous amount of capacity to work with other. i want to give you quick highlights here. this case i have in front of you this individual was a serial auto burglar and able to indict him this week on 20 counts of burglary and part of this was the work that csu did taking crimes back to 2016 and holding this personal accountable which took a tremendous amount of work. when you hear these things on the news and you see this kind of work it doesn't happen by accident. there are some people working a great deal in the case.

we have 48 incidents that were going across the bay area and it was here in san francisco that we were able to identify the case and put the cases together working with other agencies around the bay area, this particular crew was able to be charged. they are being processed and over $500,000 in property recovered. this was a tremendous amount of analytical work that went on before this work could be done. recently 12 individuals were arrested and $3 million of property taken in 60 residential burglary. csu put together the cases and were able to track the individuals and taking very small pieces of information from this place and put together the picture that led to those arrest. human trafficking is another

area i want to talk because i think it's important that we not only recognize that we have a problem, but that we put the resources if we really care about the problem because every year we keep hearing people talk about human trafficking and we have annual events and we give each other a pat on the back about how sensitive we are about human trafficking but then we go on and continue to do business the same way but then we move on and become one of the focal points of human trafficking in the country and we are not addressing the problem as we should be doing. we have seen incredible resultses from the cases that we take, but when you look at the scope of the problem you can see that this is something that needs more attention. the numbers that you see here

are terribly under counted but when you look at the numbers a woman has provided in 2016 they will be able to identify 499 cases of human trafficking in the city. of those 499 cases my office was able to provide services through 31 but only 10 were presented for prosecution and six cases were filed on. it is a major problem and it's a major problem that we are not addressing. >> let's go back for a second. these cases were filed on. >> ten cases presented in other words ten arrestst and out of those ten six cases were filed on. >> that is a terminology that means. >> prosecutions moved forward on six out of ten case. remember that we are starting

with the universe of at least 499 and i can tell you that universe is terribly under counting. >> thank you. >> so the work we are proposing is a work that is multidisciplinary that we look at both labor and sex trafficking and we address this in a way that we can be effective and in the years to come we can have a data where we can say we are no longer one of the centers of human trafficking. we have asked for a budget, but in order to do that, i wanted to show you a comparison. it's important to look at a neighboring county and see how much resources allah mina county has put towards this work. they are considering to be one of leading district attorneys in the country has 16 people working in the human trafficking unit. i will not read it to you

because you have it and you can read it. here is what we ask, we are asking for in order to deal with the problem, even though we are a smaller county, we probably have a bigger county than allah mina county. we are waiting to see what the mayor's office and what you will do with this, but i think it's important to highlight this and that you take a look at it because if we are really se sers about dealing with human traffics we havtrafficking we hr money where our mouth is. another thing that is a budget ask is autoburglary. i know that we have this problem and part of the work that we have been doing in my office we have a single prosecutor and the

results she has brought over are incredible and she has been doing this for two years but it's one person and there were few arrest. as the police are upping their game, we know there are more people coming in and we want to make sure that we are able to respond to the workload. first of all i agree with the chief of police 100%. we need to deal with prevention first and all of the things we need to do public intervention and all of the things that are important but when we have organized groups of people doing this for a living we have to make sure that get arrested and get the highest level of consequences. with that i will stop.

>> i want to go to the break in policy in particular because i read in the newspaper million dollar ask. >> $1.393 million. basically what we are asking for is a head attorney, three prosecutors. >> i was talking about auto burglary. >> we are asking for a little over a million dollars and the breakdown is head attorney, three prosecutors, one da investigator to do some of the work when the police don't turns over cases we still have to identify witnesses the come to

court and some other of the background work. one analyst and one paralegal. what we have now is a single lawyer that has been handling the cases and we have seen the results that she is having but no way that she can continue with the workload especially now that the police department is increasing the numbers which is a good thing and we want to make sure that we can take the workload. much like with the human trafficking unit we are trying to bring this up to a level of work. we are asking for this for two year. wi think this is a need that wil be at least for a much longer period of time. >> can you connect the dots for me on how does having an

increased da staff reduce the property rate. >> if i were to go back and show you examples that i mentioned earlier, here is a good example. 12 individuals working together committed 60 home burglary. doing this over and over again and nobody connecting the dot. same people doing this work and we were able to begin to start taking this piece of information and analyzing it over a period of time and we identified activities in other jurisdictionst and this pace was put together through social network and media analysis and then with the police department's burglary unit. these people were responsible for at least $3 million in residential burglar re. none of this would have worked

unless you have the kind of work that we are doing at csu. 48 instances of drugstore robberies here in san francisco we were getting hammered with pretty violence incident. this came to us as a single robbery. analyst starts to look in the region and able to identify 48 incidents around the bay area and none of the other agencies around the bay area have put the dots together. know one has been able to put them together. there were 25 stores in some cases that were involved. this led to recovery of $500,000 in property and successful prosecutions not only in san francisco but in other jurisdiction. >> was that a ring of people? >> a ring of people. we are talking about working

group. here is another one. he was a serial auto burglar. we went to grand jury and 20 counts he was indicted for. a case going on for over two years and he kept getting release from single incident arrest. we had to start doing a real deep dive on him this lead to the ability to put the grand jury which was two weeks of work for one attorney and during that process he was getting ready to -- he was bailing out every time. we were able to connect the dots and show to the court that it was important to identify where the money for bail was coming in. he was not able to show a legitimate way of having that money and we were able to hold

him back long enough for the grand jury and he is in custody planning 20 count. this is the kind of work that we are talkerring about. talking a. >> supervisor yee: for both oaf thesofthese unit. right now you are saying for the auto burglary unit you have one tonny. >and you are asking forseven mo. >> correct. >> supervisor yee: are we going to see the police department arresting seven times more. >> i don't think you would necessarily see seven times more. you have a small group of people that are doing a lot of this stuff and we want to be able to

put the dots together. the case that i mentioned to you on the grand jury, just on that work alone, that lawyer was tied up for two weeks and we just arraigned this case. she will go to court and when she goes back, she will be tied up for four to five additional week. she was out of commission for most of the day for two weeks and there were analysts behind her crank cranking out the infon and now she is going to go back out in the case. he is one that we want to see the consequences, but when you have one person doing the work you cannot do this level of detail. >> supervisor yee: currently do we have a human trafficking unit? >> we do not.

we combine it with csu. we were the first da's office in the state to get 100 year conviction on individual that came to us on single case of a 14-year-old that was being trafficked. we identify over 20 victims including victims in texas and hawaii. we were able to get some of the victims back. the initial victim was so horrified of this guy that she was falling apart for us understandably so. when you do this kind of deep dive and you have this level of resource you can come up with a result you would not otherwise. we took a case of a single 14-year-old that was horrified and probably would have fallen apart in court to a case of multiple victims and end up with the consequences we did.

we identified additional rings trafficking young women around the country. all the women they were around 16 and 17, so range was 14-16. >> supervisor stefani: thank your share cohen an, you heard e asking questions about increasing our police force and you and i had a discussion about this on sunday. you mentioned as we increase our police force it is important to not forget the prosecutor's office. >> right. we did and thank you very much for the opportunity on sunday i thought it was a great meeting. as we move forward with hiring additional police officers assuming we do all the efficiency analysis.

the police department does need additional resources we just have to make sure they are in the right place and we have to make sure that the rest of the system is being ramped up to do the work, so you need prosecutor. frankly you are going to need probation officers and deal with pre trial diverse. this is a nonprofit that is terribly under staffed. if we want to be seryour seriout providing consequences we have to look at the system in a holistic way and i am fearful that as we get more wrapped up that we want foot beat offic ofs which is a great idea, our pre siding judge has asked for resources from the county to staff a quality of life court, she doesn't have the resources

to do this and the state is not going to pay for the resources to did this. this is a major problem in san francisco and we have to make sure that we attend to it. ththe police department has daiy meetings. by the way, i have a lawyer deployed there which is coming out of our hyde bu hide but i tt was important to do that. really as you look across the system, you have to make sure that you are staffing the every department in a way that one it is going to be able to help the other the otherwise you will create bottleneck. if we don't have enough probation officers when it comes

to the court case the court is not going to have these analysis. if the people gets released on probation you need to have people. everybody has to work together, not only penal have to cooperate and support one another, but they have to be staffed accordingly. >> supervisor sheehy: so a couple questions last year we managed to get weekend rebooksbg into the bucket. >> we have raised some issues with the mayor's office earlier. when the weekend rebooking was created it was part of the reenvisioning of the jail and i think some people felt that it would decrease the numbers in

the jail. wi were very skeptical of that. we believer it's important to have a weekend rebooking unit and if people are supposed to be let out, they get let out quicker than that if we can. we want to be stewarts of public funding. the reason this was funded for us was to reduce jail population. i don't believe that we have seen that yet. the major's office wanted to gather more data. weekend rebooking i think it's a good idea we just need to understand what it will do and what it won't do. >> supervisor sheehy: i remember i was in the da's office when we had it and i think it's just a matter of justice. whether it reduces the size of the jail population or not, if

it does it is a secondary benefit, but no one should be sentenced to time in jail based on when they are arrested. >> i agree with you 100%. >> supervisor sheehy: if i remember you could be arrested on thursday evening and be in jail until monday and that should never happen. >> that should never happen. >> supervisor sheehy: there was a statement about sexual violence and you were here and i appreciate your team being at the meeting yesterday. you might look that there does need to be enhancements going around that going into the budget seen perhaps you and other participants could have conversations because i think all of us were surprised at what we were hearing and none of us

were proud about what we are doing. >> we started, working on this issuissue months ago and some concerns on personnel and we have been moving some around and i have to tell you, i am the father of two daughters and this is something that touches me very deeply and i want to make sure that we do everything that we can and what you heard here yesterday is not acceptable, and it should be happening anywhere, but sure not in san francisco and we are analyzing and working with the other partner. some of the conversations that are coming about is maybe we could look at creating a city family violence unit. when i was the chief of police in mesa, we had very successful operation oh. operation.

people think this is the kind of stuff that is not needed here. it goes from the very beginning when the person goes t to the hospital and the treatment they get through investigators and prosecutors who are looking at the evidence and the human aspect of this. sometimes the evidence is going to be what the evidence is going to be and we have to make a decision based on the law and the ethics but that doesn't take away from how we treat people. what we heard yesterday is unacceptable, so we have been working on some of that already. >> supervisor sheehy: i would encourage you to be more aggressive in prosecuting these case. coming from the domestic violence field, there was a benefit to having arrest and recording actions that weric

taking place even if you were not successful with the prosecution. given the challenges that one faces and i know the laws are different so you have a better opportunity there, but to the degree that you can do this within the appropriate realm. we don't want to be not behaving within the law but be more aggressive. it's clear to me that these criminals are doing this multiple times and it's very hard if every time you have to start from the beginning. anyway thank you. >> agree with you. we go to colleges at the begins of the year in the beginning of

the fall semester the freshman class gets impacted by high numbers of assaults and i am talking sexual assaults and very under reporting so we have been aggressive in getting people to report. we have created mous with every university and college and city in the county and there was increase in reporting that wasn't happening we have to make sure that the rest follow through now. >> supervisor sheehy: the increase of reporting, san francisco was reporting 21% increase of sexual violent. >> question, in terms of policy

priorities and what i heard from you today is your priorities are around human trafficking and expanding that unit and auto burglary. >> that is a two year window and we want to come back and reevaluate and if it's no longer needed that should go away. >> that is good. thank you for your patience and your presentation. thank you to your team also. the next group of folks that we are going to hear from. we have more presenters. , one from the street violence prevention program. oh tur rooturo.

i want to hear about what you are seeing in trends of public safety and what is working to decrease crime and what are some things that we can do better. you are joined here by james caldwell and you had an opportunity to hear from the district attorney and from the city administrator's office and the budget analyst and i thought it was very important to balance this hearing out with not only with those in law enforcement but those that work as the complement to law enforcement from a community perspective, so i am delighted that you are here. i want to recognize the fact that we are going to hear from the budget access coalition after this presentation. i want to know what we can do

better and what are some of the policies helping us reduce crime and are there any programs that are especially effective that we should be paying careful attention to. >> thank you for the opportunity to speak. i think going from the police department what chief scott was talking about the response team, that is a group that happens every wednesday that several groups come together to talk about violent incidents that happen over the weekend, juvenile pr probation, departmet of public health, sa san francio school district and clergy that

come. we discuss who is going to take the lead to support that person or victims that have been affe affected. we touched base about what kind of retaliation could happen between the different sets that happen, so that kind of communication is very effective. i know that it's a unique service that many other cities don't have. they have been coming to us asking about more information on how that happen. from the police department they have had ten or 11 coalition meetingmeetings with different cultures, african-american, latino, pacific islanders. a lot of coalitions happening. i happen to be one of the

persons involved in the community policing rollout and that is an excellent process with bringing community folks an san francisco police department, from a police perspective, it's policing community and community policing and some of the things that we have to do a better job as a community is how to get trained on policing ourselves and to develop the relationships that we have with the police department to be able to work in collaboration, so not just from a police perspective but also from community perspective. those things are going well. i don't know that the police department is informing the community enough about all the trainings they are going through within the department. there is a lot of findings that happen with doj and that is understandable, but the community doesn't know what's happening and more information should be passed out about what's going on.

a little bit about street violence and intervention strategize, some of the things that are working well is with the unified school district. it has a tough job trying to manage youth who have constant conflicts with each other whether young ladies or people who come from different sets, different neighborhoods who have conflicts with each other. we get called in a lot to do conflict mediation and collaboration. we are not securit security butt called to be supportive in high school events, the proms, garage graduation because our team has a good way of doing mediation without getting the please involved,s so that informing is real good. >> is that a specific program or just an enhancement of what you do? >> it's not really part pouf our

function but we have been adding more of it to be able to support the school district. we found it happens from the school back into the neighborhood to be able to do a continuous outreach because kids live in a certain neighborhood and they come back to the school and we try to work with those youth in the school and then back to the neighborhood. we have added our own street outreach workers and we are wo workinworking with the school dt to have a team that will do that. we have 30 outreach workers focused around san francisco focused in the western edition, the bay vie, the third street roarie dor, harbor row, west

dal. ga knegeneva, we are desperate t pretty thing. strategize thastrategize workinl there are peace soup, there is peace park. we have multiple outings with agencies such as turf, mission neighborhood center, icy, united players and success center and year around we are doing a lot of outings to provide services to the youth.