benefit compared to the other two areas. the other three benchmarks are the same. for one, the first annual report as required by the state of california. for benchmark one, the east cut c.b.d. did meet this requirement. for benchmark two, the east cut c.b.d. met this requirement across all three of the subject -- the different sort of category areas that require general benefit. for benchmark three, east cut c.b.d. also met the benchmark, and the east cut c.b.d. did indicate the amount carried forward and how it would be spent, they did meet this as well. in conclusion, they met all three benchmarks and the management agreement with the city. the c.b.d. management plan -- given service area as mentioned.

each service category has a different general benefit, because the c.b.d. will maintain and has maintained various parks in the school district, including the new city park on the, i think -- as park and public realms have a large impact on general benefit, determined to be the most equitable way to portray the general benefit amount. identified general benefit, grant in kind donation and volunteer hours to meet these requirements, and on april 10, 2017, owners association voted to rename the c.b.d. to the east cut community benefit district. and there are no questions for staff, i would invite mr. robinson up to present on the workings of the east cut c.b.d. >> supervisor kim: thank you. and i see that andrew robinson is walking up and want to recognize lauren post, the former president of the board of directors of the east cut c.b.d.

for attending today, and i know you were so integral once, and many volunteer hours so thank you for your leadership and acknowledge the current president, matt letuchy for the continuing leadership. >> great. thank you very much. good morning, supervisors, supervisor kim, supervisor brown. and thank you to lauren post for being here today. she was instrumental in the first year for the c.b.d. certainly. i'm andrew robinson, executive director of the east cut c.b.d. walk you through a pretty fast presentation in the spirit of time. but the east cut c.b.d. unites historic rincon hill, transbay transit center district, folsom street corridor, boundaries, east from second street to stewart street north of mission to south of harrison. we currently have over 4200

property owners and parcels in the district, and about 2,000 housing units under construction today, many of which are affordable and below rate housing districts. 11,000 residents, and 80,000 come in and out on daily basis. c.b.d. has three color areas, cleaning and safety, parks and open space management and public communications and economic development. in our public space stewardship program, which again, 16-17 was the first full year of operations, we implemented a cleaning and community guide program, which runs from 6:00 a.m. to 8:00 p.m. we also had an overnight security program from 4:00 p.m. to 7:00 a.m., and operate 24-hour dispatch line for residents, workers, really anyone in the district to contact the c.b.d. about safety

cleaning issues. during our first fiscal year, we removed over 1700 graffiti tags, responded to over 3,000 calls for homeless outreach assistance, picked up over 130,000 pounds of trash, responded to another, almost 1200 calls for cleaning issues or safety issues. and then topped off about 2,000 city trash cans overflowing in the neighborhood. these are some images of our team at work, sort of cleaning up one of the four go bike stations, helping somebody with directions and information. additionally a large mandate to operate and maintain up to five parks that are coming and a few that are already only. during the first fiscal year, let me just tell about the parks. parks are, as mr. korgas mentioned, emerald park, the only opened during the fiscal year. and significant contributor to

the maintenance operations for the sales park, and guy place park and the future transbay park, where the middle third of where the temporary terminal site was. this is an image of emerald park, the c.b.d. has maintained, doing all the landscaping, pest control, even programming the park during the first fiscal year. also places for future parks to come, essex hillside when the c.b.d. started, we worked to clean the space up, removing thousands of pounds of trash and make this a better space for the neighborhood even in the interim period, hillside to becoming a park. and then with this neighborhood sort of forming and being so new, a lot of the work that we have done sort of after hours and on the weekendses has been about neighborhood together. we have been activating vacant retail through pop-up events,

film screenings, an image of one such events. there's been a tremendous appetite for this, and as this neighborhood grows and develops, the need for places to linger and gather that are intergenerational, socioeconomically diverse are really apparent, so the c.b.d. is doing its best to have places for that. and done someplace withes the parks coming online slowly, an effort to activate privately owned public space, an image from 16-17 of a beer garden we did during beer week with four point press -- excuse me, four point brewing, not press. and then lastly, the neighborhood is in such transition. we have initiated and embarked on a community planning project with s.f. planning. this is an image of the east cut district from about, just ten

years ago, 15 years ago, where it is mostly surface parking lots, the old embarcadero freeway used to land, transbay transit center in the top middle of the picture. this is what it looks like today. tremendous growth in the neighborhood. what the c.b.d. really cares about, active and public realm, people feel welcome, safe and good open space. so, and then this slide depicts some of the housing coming into the neighborhood. all the former redevelopment neighborhood projects and what they will become, the average across these projects will have 35% below market rate housing, something that the neighborhood is really proud of, to be accessible to san francisco, to have socially economic opportunities for all. the project for planning, we are co-leading with the s.f. planning department, called the south downtown design and activation plan. we kicked it off just started to launch at the end of 16-17

fiscal year and continue to work to this day. and the budget quickly, c.b.d., almost three-quarters of the budget on cleaning and public safety. and then the remainder went to the economic development, parks green space and the organization, and that is my presentations. happy to answer questions. >> supervisor kim: thank you mr. robinson, i've been able to work with you for maybe all eight years, starting from when you are at a different community benefit district and i was excited you were going to the east cut. you did such an amazing job serving the district, and great to see how it's grown and i have to say, you know, just, i remember eight years ago and it was really just metropolitan and the millennium, and to see this neighborhood grow so quickly over eight years is actually extraordinary. i had a few quick questions

about the neighborhood. i did get these dates but i just want to get them out on, for our public committee. when is the expected opening for the underramp park? >> great question. 100% schematic design is right now, i believe, and going to the o.c.i. commission in the next few months. expected opening is 20-21, from what i understand. >> and does this, i'm trying to jog my memory, basketball court and does it include the hillside? >> the hillside was originally part of it. it still is slated to be a future park, although it is now under review as a potential landing for a bikepath from the bay bridge, and sort of it's not going to be built in the first phase, but the phase that will be built is south of folsom at

essex, sports courts, and extend north almost all the way to the transit center. >> with the transit park, do we have an expected opening day date n>> with transbay, there is an m.o.u. been o.c.i. and public works moving forward right now. that has a similar opening, although i would really estimate probably 2022. >> yeah. i only ask because i know, by the way the rooftop park is amazing and how quickly the utilization has developed, and i know that i was very concerned about a rooftop park and how activated it would be, and so concerns were alaid when they opened and that's incredibly exciting and also know the residents have a lot of dogs in this neighborhood, and sales park prohibits dogs unless they

are service dogs. commitment i get is they will open up and the underramp park and transbay open for dogs. if they are not open for another three years, what are the alternative options that you recommend to the residents for dog walking? >> excellent question and it is a real challenge in the neighborhood, with so many dogs. as you mentioned, underramp park will have a very generous dog area, an acre in space. a third of the park. in the interim, c.b.d. is exploring doing an interim dog on the now vacant temporary terminal site, a dog there -- >> block four. >> either block 3 or 4, really. but, and then essex hillside actually has a flat landing area that's only about 3,000 square feet, but o.c.i.i. has said the c.b.d. could work to get a dog space there as well. >> okay. i would like to work with on

that, that's an issue coming up in the neighborhood. what do you find is the vacancy rate in the neighborhood. you mentioned pop-up activation, this is a new neighborhood, all new buildings. so, not the same as the ocean avenue c.b.d. had talked about. what has been the -- i guess the occupation rates for businesses coming into the neighborhood? >> sure. that's actually kind of a moving target for us, i cannot lie. with the opening of the new transit center and about 120,000 square feet of retail there, that has retail that's going to take -- >> let's not count -- >> supervisor kim: we do track the retail across the district. but, what i want to give a shout out to is some of our affordable housing developers, both at the c.h.p. and the mercy housing projects for getting retail into their spaces quickly. we have phil's coffee, a chocolate shop, fitness, all in

the projects, and the market rates housing, it's been much lower to lease up, although the block six, i believe it is, the solare project has leased two of the three spaces. c.b.d. activates the third space b3,000 square feet. but the c.b.d. trying to employ a three-pronged retail strategy. one to do the pop-ups to show, to provide something for the neighborhood and show demand to potential tenants as well as brokers that there are people in this neighborhood looking for opportunities. and then two, we are, we have hired some consultants to do some economic analysis for the neighborhoods. one thing i think particularly interested in, a study that would assess the value of the ground floor retail space to leasing office or residential upstairs. and that there would be a reason to get a tenant in there that is active, maybe at a less than

market rate. if i can say that. and the last piece is in the south downtown activation plan, we are looking at the ground floor retail, hoping to make recommendations potentially around code changes to support small businesses getting in, more flexibility in the use of ground floor. >> supervisor kim: actually, it's really great to understand that the pop-up activation is not just for the mere sake of temporary activation, but also to demonstrate the need for tenants to come into -- >> we have had over 1,000 people to show up just to a friday night event, d.i.y. event done by the c.b.d. >> i'm pleased to let the office know how we can assist and encouraging our new buildings. i have also noticed that our government and affordable housing developers have been much quicker to lease up, m.t.c. is another example that they have worked on activating their ground floor. this is something that was a

huge issue when i was running for office, our constituents were asking for more amenities in the neighborhood, so please let us know how we can work with you. great to see the strategy that the c.b.d. is undertaking to help fill the location. i just want to ask the same question that i asked of mr. weaver as well, with i is what percentage of your resources or budget is the c.b.d. fund on policy advocacy to the city and county? >> it's probably next to none. i mean, we are very clear we don't take any advocacy or policy decisions. we did host a d6 summit, just, for informational purpose, we feel like we want the residents to meet the candidates but don't take positions on anything. >> ok. thank you so much, mr. robinson. really have enjoyed working with you and the entire board. you guys have just done an incredible job and i have really just heard very positive things from our constituents, and particular the services that you provide just at night, c.b.d.s have typically provided

services during the day, but i think providing the services between 4:00 p.m. and 7:00 a.m. was a great additional service and other c.b.d.s are replicating. thank you to your board, your staff, your team and for your leadership as well. >> thank you very much. >> supervisor kim: all right. so, supervisor brown, do you have a question? ok. so at this time we will open up for public comment on items 4 and 5. >> yes, steve sellser, united public workers for action. i think one of the things that's been lost about these special benefit districts is the racism of these districts. i don't know if the supervisor is aware, but the districts are privately run, privatize public jobs, no unions in the district, they are union busting districts and are used to push out

homeless people, low income people and minorities. that's the record of the districts. an article in the examiner today. we know in san francisco that public workers are under attack and these districts are part of that attack. why can't public workers do this work? why is it being out sourced to other workers? public workers in san francisco have a right to do this work. these districts are paid by the taxpayers, myself and others, they should be public workers who are accountable. i don't know how the districts operate. systemic problems with the special business districts. privately run. they are taking over what should be parks, public parks paid with our money and run by private agencies, it smacks of union busting, smacks of privatization and outsourcing of public jobs and the people of san francisco have to put an end to the special districts. how many workers are union. what are they paid, minimum wage? none of this comes up because

it's all private. it's all hidden. the privatization of the public districts is growing threat to the people of san francisco. thank you. >> supervisor kim: thank. [applause] >> demonstration just flows, i want to start off with taxes. you come up here and talk about how you are paying taxes, demonstrations on your schematic, you have a total of seven different departments that's part of the city, and they are paying payroll taxes. this is another example of selective preferential treatment. you have multi-trillion billion dollars companies, such as twitter and five of the high-tech companies not paying payroll taxes but every department part of your department is paying taxes. twitter has gotten away with a minimum of $270 billion worth of tax free money. it's a lot more than that now. i estimate they are in the range

of $350 billion worth of tax free money. twitter does not need a break. the people are economically disadvantaged, and homeless people in the street and the area where he's price-fixing and price gouging the expenses of rent to live in his area. now, you talked about article in the newspaper, s.f. viewer, please, these taxes are being used. tax dollars meant to improve quality, a bull [bleep] lie, but the truth of the matter is to push out homeless people. special districts drive out homeless people. right here in the first paragraph, it says tax dollars addressed to the quality of life in san francisco, neighborhoods following a report that makes non-profit groups to the harassment and displacement of

homeless people. and earlier the c.b.d. said the proportion of $800,000 budget hosts landlord tenant, and takes support and potential disputes that could end -->> supervisor kim: thank you so much, mr. wright. are there any other comments for items 4 and 5? seeing non, public comment is now closed. just to address members of the public, i did also read the article this morning and i do have some overall concerns about i think our community benefit districts as a whole, but i did not think it was appropriate to target just two of our c.b.d.s and having the larger discussion. i think the article raises a number of good questions, but i also know that there are many positive i am parts to our community benefit districts as well, i think it's a longer conversation how we address poverty and homelessness in the

city. and ensuring that we are doing it the right way. so i think that that is a much larger discussion but i think it is an appropriate discussion to be had with our community benefit district, our office will be engaging mr. korgas on how we can make sure the c.b.d.s are not a way to segregate our neighborhoods but a way to ensure we are providing the services that are direly needed in these neighborhoods. i want to appreciate mr. weaver and mr. robinson for being here today. at this time, this is just a recommendation to move forward, annual report to the full board. so, take a motion to move forward items 4 and 5 with recommendation, we can do that without objection. thank you everyone for being here today on these two items. mr. clerk, before we call the next item, which is a slightly more lengthy hearing, i want to take a two-minute recess. for members of the public not here earlier, the two

supervisors constitute quorum, we will go to the next hearing without any >> supervisor kim: >> supervisor kim: we are resuming the government audit and oversight committee. i know many members of the public -- we are resuming the

government audit and oversight committee. i did want to gavel down as quickly as possible, i understand members of the public do have to leave so i want to make sure we get the public comment as quickly as possible. thank you all for coordinating and making sure we can start our meeting back in time, and thank you also for your patience in providing a bit of relief for committee members. so, mr. clerk, please call the next item. >> clerk: agenda item number 6, hearing african american work force hiring, retention and promotional opportunities. >> supervisor kim: i did call the hearing and thank you for allowing us to hear this incredibly important item. topic of racial disparity in the

work force has plagued our country throughout our history and certainly one that the city and county should be at the forefront and leadership of in ensuring that every member of our society is treated with respect and dignity in the workplace here in the city. a few months ago, approached the office to express concerns of anecdotes they had been hearing from the members regarding what they perceived as racial inequity in the work force and i want to recognize vice president joseph bryant and regional director david cannon for bringing this hearing to our office and helping us shape the topic and the questions that we will be hearing about today. as you know, particularly here in san francisco, african americans have faced a massive outmigration in the city. in the 1970s, african americans represented 13.4% of our city's population, and over the last 40 years, we have seen a very

steady and rapid decline of our african american community in san francisco. as of july 1, 2017, the u.s. census borough that african americans are making up 5.4% of the city's population, which is an 8% decrease over 40 years. brookings institute in 2017 also published a report that found that african american employment levels have seen a significant drop over 40 years as well, made up 23% of the entire work force in 1976, by 2013, dropped by 50%, to 12.8%. members of s.e.i.u. have expressed concerns some is not just related to outmigration, but also racial discrimination, bias and promotion, discipline and also termination. and thag these allegations very seriously, the office, along with supervisor peskin and others, have asked d.h.r. and

the city departments to engage both in responding, looking at the data, but also a long-term plan and approach to how we address this issue. so, i want to bring up our director from department of resources. and also let members of the public know that chanda ikdia is here, louana kim is here, michael brown, ken gee is here, ronald wegalt, linda young, ramon williams, linda simon, and derek kim, part of human resources at sfmta attending here to listen to the members of

the public and also to the presentation here today. thank you. >> thank you, chair kim. mickey callahan. i have a big presentation, take approximately 15 minutes. anticipation you'll want to get to public comment and also may have questions. i have my executive staff here, linda simon is here, a number of issues relate to equal opportunity and she is the director of that program. and remind you and the public that we cannot respond to individual cases in view of the privacy considerations for both the people who have made claims and also those who are respondents to those claims. so, we are here to talk more about policies and programs and what our plans are. the mission of the department of human resources so use fair and equitable practices to hire, develop, support and retain

highly qualified work force. d.h.r. is the central human resources agency for the city. authority to discipline, hire, fire, and manage employees rest directly with the employing departments, so our agency acts as a body and resource body and investigate body. and demographics and programs that we run which address the issue of diversity. first of all, next we'll talk about the data that we have been developing over the last several months. largely, and in fact, predominantly in response to sciu, a process that continues as we try to drill down and produce meaningful data which will also respect the privacy of individuals and then talk about future focus and as we know, the mayor issued an executive directive on supporting and ensuring a diverse and fair work

force in the city. many of the programs i'll be talking about are geared to that end as well, and in fact, are part of the mayor's determination. the current work force and programs, i want to point out first the demographics of the work force. current demographics show the city is actually a diverse employer. we have -- attribute our success, the fact that we exceed the labor market in diversity and in fact, in the employment of african americans because of, we have merit-based hiring, anti-discrimination policies and training, and we have pipeline programs to try to ensure that barriers do not prevent people who are qualified are prevented from gaining employment with the city. the labor market availability in san francisco for people who are available to work for the city, so it excludes retirees, for example, or children. but the labor market availability of african americans in san francisco for

us to employ is 4.6%, and the city is at a robust 15%. so, that is a piece of good news. moving on, i'm going to talk about four of the different areas in which we have programming. first is the area of recruitment. without going into great detail, i want to highlight four different examples of ongoing programs, intended to improve the diversity of our work force. we have our clerical eligibility test, people with 0 experience to take an examination and get into, and qualify for entry level clerical jobs, can lead to a career en the city. and with a number of people whom we have recruited in fact through the human services agency as former clients who have obtained city employment on a permanent basis that way. our testing for police officers, which we implemented about two years ago, great results. we have nearly doubled the exam passing rate for african american females. and while the increase in

officers 9% over the period, the increase in african american male officers is 25%. so we have changed the method of testing to ensure that it does not create a barrier. certification rules, interesting technical point, basically anybody who passes an examination we believe is qualified to perform the functions of the job. the certification rule which we negotiate limits the number of people who can be considered to typically the top three. we will be continuing to identify classification in which we have a diverse eligible list, but the people that we can reach and interview are not diverse and we want to ask our unions to partner with us to open the door so more candidates can be considered with the eye toward increasing diversity. if the people don't get to the interview, they cannot be hired. additionally we have an ongoing problem to review the

qualifications and ensure they do not create barriers to employment for employees, for applicants to city 'em employment. moving on, nationally conviction history program. we know society, the impacts of society resulted in higher incarceration rates and conviction histories for african american and latino persons, and we have been recognized nationally for leadership in this program, not only do we clear, in fact, people with the conviction history, 99% were cleared for city employment. only nine people last year were not allowed to continue with a job offer because of their conviction history. the signature element of this, we do not even tell the hiring departments of conviction history unless the person is disqualified or a connection with the employment. that way we can prevent individuals and applicants from being discriminated against

because they had a history when it's not relevant to the job. pipelines are key as i think you may know. public agencies are not allowed or prohibited by law from hiring using race or gender or other protected characteristics as a basis for hiring decision. so, in order to ensure diversity, we must make sure we have pipelines. thus eliminating barriers to employment and finding ways to bring people into employment. we have several programs i won't go at length into, but access to city employment program apprenticeship s.f., earn while they learn, and san francisco fellows, a diverse and highly qualified group of people who come in and many stay with the city and become, get permanent employment. >> supervisor kim: apologize for a brief interruption. i do need to make an announcements. deputy sheriff's and clerks, we have an overflow viewing room at

north lake court, including seating. i know that there are members of the public that are standing, but because of code issues we are going to have to ask that you go to the overflow room to view this hearing. what i will do is that when i open up for public comment, members of the public who would like to speak that are in the overflow room are welcome to come back in. but if folks can kind of squeeze together in the seats to make room for other people standing, that would make a big difference. but you are again welcome to go to north lake court to watch this hearing. thank you very much. >> thank you, no problem. perhaps i'll wait a second.

>> thank you. thank you. so much, members of the public for sharing space. >> thank you. briefly touching on training, a key element of the mayor's executive director issued yesterday. we have an implicit bias training program. 3,000 employees in 51 departments, 900 at the san francisco police department. every new academy recruit receives training in implicit bias. harassment prevention training, 6500 city employees are required by law to take that training but we currently have trained 14,000. and of course, as you see the mayor's executive directive extends that training to all 30,000 city employees. cross cultural communications a new training unit. we believe some of the problems we encounter that lead to equal employment opportunity

complaints relate to people coming from different cultural backgrounds and challenges in communicating. so, a new unit we use to intervene in departments and help in workplaces where there seems to be difficulties related to that area. and anti-bullying module s.i.u. requested and jointly developed over the last several years, available for cases could benefit from understanding more about bullying. so, we -- we hope that the training that we are providing is not just providing information but in fact, can lead us to changing culture, but it must also include enforcement. so i'll talk about the equal employment opportunity program. a staff of some 18 investigators, in the last three-year period, they received, took in 1734 complaints.

some complaints were made based on different categories, for example, race and gender or age and gender. so, the total leads up to more than 100%. as you see the majority were not, not the majority, the plurality, it could be bullying, related to worker's compensation, etc. but, that does not mean we did not take a corrective action in those cases. we often do. the remainder of race, ethnicity and color, retaliation and sex were each at about 24% of the complaints we received and the lesser disability and age. i want to note going to findings mean we found discrimination in violation of the law, or retaliation or harassment. however, there are many cases in which it does not rise to the level of a violation of the law, but does violate city policies. and in those cases, we take corrective action as well.

as you see here, the findings, which is a legal standard, we have 33 on gender discrimination or harassment, five on race, three retaliation, one on national origin. the corrective actions we have taken, 778 over that period, including the 42 in which there were serious findings. the corrective actions we require departments to take can include anything from training and issuance of policies and acknowledgment of policies, to cease and desist letters, reprimand, suspensions and terminations. we also can and have required, most recently on the race discrimination case, retroactive appointment to position and back pay and discipline of the offending supervisor who engaged in the discrimination. we have a relatively small number of -- >> before you move on, do we have a sense of in terms of the findings and complaints how we rate in terms of percentage of employees compared to other

cities, counties or private sector, a sense of how we do, in comparison to other employers. major employers. >> i think many employers, they contract out their investigations and we are pretty large employer, so i don't have the answer to that. i think we can try and find out. linda, do you have a comment on this? >> supervisor, i believe we do very well as far as the few, the number of complaints filed per employee based on the employee population. and particularly in the findings area. when i get together with regional e.o. directors from the area, usually they comment at the low number of complaints that we have received compared to their complaints. so i can't give you the exact number, but i know we do very well. and we believe that. >> i'm so sorry, for the sake of time and make sure everyone

respects members of the public when they speak if we can limit that type of communication during the committee hearing, that would be appreciated. >> thank you supervisor. there is -- i know that people are concerned, a long time to get a case investigated. we do a good job. we have 80% of our cases in the last year were investigated with a, concluded with 180 days. some of the delays people may encounter usually relate to the fact of the availability of witnesses, sometimes medical leave, but we think it compares. and also very few employees, relatively few tend to go to the state or the federal agencies to report the discrimination. means there is a level of confidence that they will be heard and take the concern seriously. the challenge as we know, i think you will hear in public comment, is we don't -- we are not able to go back to the employee and say this is what happened to the person against whom you file the discrimination complaint. when we take an action, that

individual who is responding has privacy rights. they are represented by unions in almost every case as well. so, we don't make an announcement about whether that person was disciplined or counseled or even frankly if they were terminated as to the reason. i want to talk about what the data shows a little bit, and this is kind of the key area, i think we, of focus today. the data has good news and bad news. and i want to talk about that. first part is about city employment, particularly new hires and promotions. so, as i indicated before, african americans comprise 15% of the city's work force, again, you know, well above the labor market availability. so it shows that we are doing some things right. the new hires are actually, hard to read here, 19%. so it shows that in fact our, i think our work force programs and some of these initiatives we have are actually yielding good results and our departments are, i need to recognize the efforts

of the department level in all of these ways. and promotions of african americans are at 14%, so roughly equivalent. so, that is, i would characterize that as acceptable or good news. temporary employment is another area that's been raised, i know there is a concern or perception that there's a disproportionate percentage of african americans in the city. there are two kinds of temporary employment. there's as needed, which is temporary exempt category, 16. people called for vacation relief or when they are waiting for an exam to be created, or when there may be backfill issues or surges in work that needs to be completed. so it's not permanent employment. and african americans are 15% of the city's as needed work force, which is consistent with their proportion in the work force. so, that is a little bit of good news on that point. category 18 appointments, those three years, are typically for two reasons. one for training program, for

example, jobs now, city build, all those apprenticeship, those are all category 18. and the other kind is for, for a project, for example, i.t. project. it's true that 25% of category 18, 3-year appointments are african american, and we attribute that, and look at the data, to the success of some of the work force programs we have, notably jobs now, run by the human services agency. i want to talk a little about s.c.i.u. in particular, raised the issue to the forefront. african americans make up 17% of new hires this year, they make up 16% of the s.c.i.u. work force, and 18% of the promotions. so, that's, now we go to the bad news. cause for concern.

what we have identified in response to their questioning that they brought forward to us, while african american employees constitute 15% of the work force, they are, having trouble reading, 36% of the releases from permanent employment for cause, so these are termination cases. >> supervisor kim: definitely cause for concern but if members for the public can save their comment for public comment, it would again be appreciated. >> the other bit of bad news is that almost one quarter of the releases from probation are african american employees as well. now, we don't have, we don't have data because we don't have an electronic personnel file, so we do not have --

>> supervisor kim: you have to ask the public, with he have to get through the hearing, so if we -- i know the boos are not to mickey directly but to the data and i share all the concerns that are stated, but we will allow members of the public to speak on this matter. >> thank you, supervisor. >> we will make sure, and people can review it. >> and i would note, supervisor, that the, all the data that we are prescribing is in aggregate form. three releases of data to them to date, from our people soft system. my point that i was making before was that we are gathering -- not an electron

electronic -- it does show the data points that i have raised. you'll note from the mayor's executive directive, she has requested d.h.r. identify and move towards and will be asking for funding for an electronic personnel file system which will allow us to get the data more readily, in the shorter term as directed by the mayor will be collecting that and i guess using excel spread sheets from the departments to partner to get the data and provide it. so, moving on to the future focus, i touched on that. the civil service commission voted on monday in support of rule changes which would allow d.h.r. for deidentification. as you know, the board of supervisors voted in 2016 and in 2018 to ask us to pursue this. the studies show that what your name is, where you live, what school you attended can be used

to keep you out of an interview. and we think that what should, the thing that should get you into the interview are your qualifications. so, this is a big change for us, hiring managers don't love it because they will have to make the decision on whom they are going to interview without knowing their names. but we think it's the best way to ensure and address one of these issues that has arisen, but we will study that and appreciate the civil service commission support in allowing us to move forward on that. i mentioned before that we must, because we cannot engage in affirmative action or use race or gender as a basis of any hiring decision, we have to use on recruitment, rely on recruitment and pipelines. so, the mayor will be assisting us in adding resources to assist departments in diversity recruitment. we plan to partner with groups even more than we have before, notably j.v.c., black girl's

code, year up, and one of the things to bring people to jobs historically they have not been in. as we know, we have occupational clustering where people in the city, people are paid equivalently who do the same job, and we have a merit system, we have step. everybody in the classification has to make the same rate based on their seniority, and their job that they do. but, what affects your income is what job you have. so, that's why some of the pipeline programs are so important in removal of barriers. we are expanding training as directed by the mayor so that all managers and supervisors must take the online implicit bias training biand -- and take fairness in hiring training, we have been developing it, and covers merit system principles and typical ways that bias can exhibit itself in hiring.

and then all city 'em mreeshgs not just supervisors and managers, to take the harassment training biannually. what this shows us in conclusion, the city, and give credit to the employees who make this happen, and the departments and the programs of the city that we do have diverse work force but also shows that we have problems we have to address and need to buckle down and figure out how we can get more information and target interventions so that we can have, we can get rid of any disproportionality we see. that is generally my presentation. happy to take questions. i also have my executive staff here who often know more than i do and will be able to address things. >> supervisor kim: thank you so much, and i want to recognize that supervisor sandra fewer, a co-sponsor of the hearing, has

also come to attend the hearing. i have a very long list of questions but i just want to recognize members of the public want to speak, i'll save my questions until after public comment. supervisor vallie brown has some questions as well. >> supervisor brown: thank you everyone coming today. i know this can be grueling for everyone. i just want to make a comment and you know, i represent the western addition, and i've been working in the western addition for over 13 years. and for the western addition, and 13 years in city hall. and one of the things that we have always been talking about as, you know, getting jobs with the african american community, and good jobs, which are usually city union jobs, and how do we do that. you know, we look at the proportion of the demographics

of african americans in the city and the ones that work in the city, i don't think we can look at that because we have pushed people out of the city because of housing, because of -- [cheering] because of housing and because of the costs, and so we have a lot of african american community had to leave the city but still have the family roots here. i know so many that work in the city, bring their children to the city to go to school because they have their childcare here, their family, their parents, their grandparents that help them, it's a community that we have divided. we have separated. and so for us to say there's, you know, 6%, 8%, whatever -- 3% of african americans in this city, and that we have a high proportion for our work force is

not really fair. i don't think it's fair to look beyond. and i can't look at that. [applause] so i also -- cause for concern is where we are, percentages of african american employees being hired and then 15% and dismissal of 36% and releases 24%, cause for concern, i think this is actually a siren. i think it's going off. [cheering] >> i'm sorry. >> supervisor kim: and by the way, appreciate the applause, i really try not to be too strict of a teacher in chambers, we do have board rules that ask you to, you know, use your fingers if it's positive. i'm only asking this because i

want to get to public comment as quickly as possible so your voice can be heard and so that's why i'm asking you to let the supervisor finish comments even though you are positively responding to her. >> supervisor brown: thank you very much, chair kim. i think we need to do better. i feel that the numbers, the 15%, the -- we make up in the work force here, and then the numbers i had said for the cause of concern, it is something that we have to address, we have to address now. and i just feel your future focus, when you are talking about the future focus, i think that that needs to be discussed more fully and addressed. i didn't -- with the future focus, what you are planning, i did not see something that's really like screamed out to me that this is really addressing

it. and i also feel like our work force also needs to be involved in that, and really looking at if we are training people for the city, people are coming for the city, that they should be trained well so they are prepared. i don't want to set people up, set people up for failure. not to give them a job where they are not trained well and set up for failure. so, i'm going to get to public comment but just really wanted to speak my concerns because just the numbers are, like i said, it's a red siren going off for me, and also i think we need to look at our african american community that lives in the city a little different because a lot of them have been pushed out and we can't use these numbers, that this is the -- the community that's here, we should be concerned about. thank you. >> if i could expand on one

point in response to your comments. labor market availability for african americans is a regional number, which includes, it's a weighted average based on the percentages in the surrounding communities for where we draw our work force. but i do hear what you are saying. as noted in the mayor's executive directive, we will convene a group of stakeholders, including our labor unions, community groups, i think job development programs, and we will be looking for ways to intervene and try to address these very serious matters. >> supervisor brown: well, thank you. and one thank you that's really important, i wanted to thank seiu for bringing this to our attention and for meeting with my staff, and bringing this forward because i think it's something that we need to address now. thank you. >> supervisor kim: thank you, supervisor brown. supervisor fewer. >> supervisor fewer: thank you very much, i'll be very brief. i have a lot of questions and i echo much of what my colleague

on the board said about our african american population and clearly a whole package, it is about economic growth ability for african american population here in san francisco and the overall health of our african american population and our are they getting a piece of the pie here in san francisco as our economy has grown and where are they in that picture, and had they been able to capture any of this growth in our economy for their own economic stability. so i'm going to have some questions, actually, i think that when i was on the school board, you know, we saw the achievement of african american students and we had to really drill down and i think this is what i intend to do with some questioning. so, when we talk about 15% african american workers, i want to know which jobs are they in. what level of pay scale are they in. if we have entry level positions

for african americans, how -- how are they promoted, are there opportunities for further advancement. also, about the period of time it takes for temporary worker, do any of our temporary workers ever transition to permanent jobs and what is that rate in comparison to other races. we also look at retention of african american workers. what is the average tenure for an african american worker in comparison to a white worker or asian worker. also, i think when we are looking about race and specifically talking about race, that it is really important to drill down and look at the comparisons of what is a dominant culture and a society and what is a, and how this group compares to the dominant culture in san francisco is a white culture. so, how is the african american population in our work force in comparison to that dominant culture. and so, those are the kinds of

questions that i want to ask because i think that while on paper we can say we are doing this, and that it works well, i think that actually it is when you drill down to find out how equitable our employment opportunities in the city are for african american workers and also the things are the subtle things that every day if you go into a workplace beat down on you. and i will say that many of it, sometimes is not documented. many of it -- many times it is how you are treated personally on a job site. and those types of things, i think that we, we don't capture enough and also i think that we can -- it's great that we are doing implicit bias training, however, we can give implicit bias training until whatever,

and to how many and it's about keeping people accountable to what, where we want to be, and also accountable to eliminating the implicit bias and also harassment in the workplace. so, i'm looking forward to hearing the public testimony and more from our human services agency and i will just have some specific questions for the agency after public comment. thanks much. >> supervisor kim: thank you. so, i just have to make this announcement again. actually, i also recognize members of city staff are here and if they don't mind getting up and moving to the city attorney aisle where staff can sit to free up more spaces for members of the public, you are welcome to -- >> i really am trying to keep order, not because i disagree with the conversation, but because i have to keep this hearing moving, and we want to

hear from you as quickly as possible. so, members of city staff would like to move and free up seats so members of the public can sit down, i am going to go into public comment. director calanan cannot stay here beyond 12:30. will there be members of your staff available to answer the questions that supervisor brown and fewer have requested? >> yes. linda simon will be here. our e.e.o. director and she can address the questions, i'll follow up with her after. >> you'll stay until you have to go. >> thank you so much. so, call up the first 20 speakers cards that i have and please line up in the order of those 20. i have gus valeho, joseph bryant, brenda barrose, felicia jones. cheryl thornton. theresa ruther, i'm sorry, i can't read