city. thank you for allowing me to present these remarks to you today. >> supervisor kim: okay. thank you so much, mr. harvey, for presenting these remarks, and they were very illuminating and helpful. i did want to bring commander mannix up who has a presentation on c.i.t., and i did have questions for the civil grand jury presentation. >> thank you, chair kim. can we bring up the powerpoint? i've prepared a brief powerpoint to go along with my remarks. okay. for those of you that don't know me, i'm commander ann mannix. i oversee the golden gate division of the sfpd, and amongst of t amongst the various units i oversee, i oversee the crisis intervention team, which i call

the c.i.t. going forward. again, just the introduction. page two, i want to give you a brief history of what we've done as a department. so 2001 -- in 2000, we started a program called pcit. it was police crisis intervention training. it didn't make the slide, and it was a very robust -- we did that from 2001 to about 2008, and it was along the same lines of what we offer in our 40 hour course. in 2001, as you can see we implemented the pcit and it went through 2008. in 2002, supervisor am i don't knowy sponsored a resolution urging sfpd to mandate crisis

intervention training. 2011, supervisor mirkaimi and campos sponsored a resolution supporting c.i.t. we sent a group out to memphis to see what they were doing, to study what they were doing and to bring what they were doing back to san francisco. and it wasn't so different from what we had already been doing, but we incorporated the best practices from there. and in 2011, we introduced the behavioral health crisis service reference guide, which today, we're working on it get to that in another slide, as well. what that was was a fold up cheat sheet, if you want to call it that, of available resources citywide, for the officers to carry and to use when they're dealing with people in crisis. and just as the cif grand jury

noted, we are in a crisis. nationwide, but we focused on san francisco. so in 2011, we created a bulletin to go along with the response by crisis incident intention trained order. 2016, the p.d. and the d.p.h. signed an m.o.u. it sets up december -- sunsets did he tell '19, and that was referred to earlier. that references to d.p.h. helps us out on critical incidents, and we are currently working on an m.o.u. that will morph into a greater partnership with the department of public health.

so get into next slide, which describes our programs, currently, we teach a 40 hour crisis intervention training program. very comprehensive. we bring in people from the department of public health, from the private but nonprofit sector, all dealing with those struggling with mental health issues. we bring in consumers, we bring in anybody that can have a criteria. at the end of the program, the officer graduates with a pin that they can wear on their uniform, signifying that they've graduated the class. we've trained 47.2% of patrol. we have a class taking place, and we have one more class

scheduled this year, and we go into 2019 awhere we have eight more classes scheduled. perour department bulletin, can he committed to training 20 to 25%, but we're already -- we're already up to 47%, and our goal is to train the entire department in 40 hours, when you move down to the ten hours, ten hours takes off, it's a -- we review the tactics, we review the department bulletin -- or excuse me, bulletins and the general order, and then, officers get into scenario based training. i've read the reviews for that course, and the cops really get into it and to a person that they've learned a lot just in the ten hours. ultimately, we will train the entire department at both, but we're at 930% trained by the ten hours. we recognize outstanding police work done by officers that

encounter someone in crisis and brought that crisis to a successful resolution, so that's our annual awards ceremony. i even have the breakdown of the ranks. today, we have 920 officers trained in the 40 hours. moving onto the next, some data for you, san francisco police department, in 2017, responded to over 755,000 calls for service. our use of force incidents were over 2900. targeted c.i.t. responses, and if you can read the fine print, i'm having difficulty. >> supervisor kim: no, we can read it. >> okay. good. over 24,000 incidents. 839 at mental health detention, that's when a psych pro or

someone in another field called us to help them with a 5150 hold. police officers and doctors can place 5150 holds. the san francisco police department placed over 4300 mental health detention holds last year. and then, well-being checks runs the whole gamut. that's -- we go to a scene, someone could be in crisis. it kind of captures a whole category of different things. so potentially, officers response to over 53,000 call that's could have involved someone in mental health crisis. >> supervisor kim: can i ask some questions about these number? sure. >> supervisor kim: so the 755,000 number is significant. it means almost every single san francisco citizen called for mental health service. >> oh, no, that's all calls for

service. >> supervisor kim: oh . that's very confusing. well, it was listed under the mental health category. these are still very high numbers. how many individuals -- unique individuals would you say were the subject of these targeted c.i. tichlt incidents and the 5150's, and the well-being checks. >> well, i have a report, end of the year report which we give to the police commission, and it identifies contacts. of the people that we placed on 5150 hold, i'll just talk about that, one person was contacted 2300 times for the 5150. >> supervisor kim: one person? >> one person. i'm going to go down. i'm sorry. one person was contacted 5150 20

times in 2017, so i couldn't give you a little number on your specific question, but it gives you an idea of the 5150's jacob jane actually what would be more helpful for me to know is how many unique individual ifs san francisco could be 5150, because i was wondering it could be one individual getting 5150 20 times, 100 times. i know people were on what you call the frequent flier list, where you talk about 800 people that are getting 5150'ed.

-- another professional to 5150 someone. we 5150'ed over 4300 ourselves. >> supervisor kim: okay. so i don't mean to put you on the spot and ask for an opinion, but, i mean, about how many individuals do you think we need to be focusing resources towards to make our streets safer? >> in the thousands. >> supervisor kim: in the thousands? so we have thousands of unique individuals that desperately need mental health service and treatment on our streets? >> that's what my conclusion is. >> supervisor kim: of i can't. no, no, i was merely asking your

opinion. >> okay. moving on, the c.i.t. coordinate i don't remember and liaison hold monthly meetings with district station captains. as of october 18, actually tomorrow, the officer in charge specifically of our c.i.t.'s doing a presentation to all the captains and command staff, so that'll be a start and it'll become a regular thing. recommendation two, technology division assign a rep to attend regular working commission meetings, and actually someone from our i.t. division is here. if you have specific i.t. questions, i can bring her up. recommendation three, collaborate with c.i.t. working group to i.d. data standards to

help measure c.i.t. effectiveness. as you see, the due date for that is 2019, and we are working on that. standards could be anything from how many times a team was deployed, how many times force was used, was the subject injured? was the officer injured, and it was a person in a mental health crisis. right now, it's another recommendation, but i am working with another university. >> supervisor kim: is there any way that we can identify these data standard and codify them before january 2019? [please stand by]

. >> again, use of force would be a big indicator. >> supervisor kim: okay. thank you. >> and i'm sorry. i skipped over recommendation seven. officer flexible training

sessions for c.i.t. command staff. we do. we're setting up specific fridays for command staff. fridays tend to be a less busy day for the command staff. with the 40 hour course, when you create a course towards the police academy, and it's post certified, peace officer standards and training, it's the same thing. i could go on monday of one week, tuesday the next week, and get the same training, so there is that flexibility built into the program. recommendation eight, p.d. issue department bulletin to outline the full range of community resources for officers assisting residents in crisis. i talked about the old one we have, and lieutenant molina, the officer in charge of this unit, is updating that. again we want to place it in a

cheat sheet for the officers to have. this will be a new and updated -- new updated, one. we have an old one, but all the numbers and many of the locations have changed. recommendation nine was p.d. partner with an academic institution to assess and review our c.i.t. training program. i actually reviewed a -- the survey created by palo alto university professor that we're going to use in house to survey the police officers to determine what they think. it was pretty lengthy, and we told them they'd get a pretty low measure, but it's about 33%. p.d. to issue surveys to officers who completed the 40 hour training to determine which modules worked best, and again,

we're working with palo alto university with that. we do a preevaluation of the course, and we do a post evaluation of the course. for instance, what do you know going in? because i'll tell you, every police officer in the city that's driving their black and whites around deals with someone in crisis on a daily basis. so what do you already know, and then, at the end of the week, what have you learned? what do you apply when you're out there on the street? okay. and recommendation ten -- sorry, 12. p.d. and d.p.h. review and amend our c.i.t. m.o.u. i already referred to that earlier. d.p.h. refers with us to the scene of a critical situation. our new m.o.u. going forward, we

really want to implement the police psych proceed partnership and actively engage people before they get into crisis. i advocate that you shouldn't have to commit a crime before you get the help you need? any questions on this? >> supervisor kim: no questions on the presentation, and i appreciate the immense amount of work that the police department has done over the last 18 years to fully implement a c.i.t. program. you know, we all know why this is so important. i did have a question how much it would cost san francisco to i ever willment a crisis events dashboard where police could have the option to see crisis incidents and also how many c.i. tichlt trained staff worked each shift. >> we have that ability now. >> supervisor kim: okay. great. >> and we're finding the

dashboard i referred to earlier which is going to provide that information, but i can query in our current system the special skills of someone who's c.i.t. trained. >> supervisor kim: okay. okay. any questions from committee members for commander mannix? supervisor brown? >> supervisor brown: so there's about 900 police officers that's as been trained so far, am i correct? >> well, there's more, but that's patrol. >> supervisor brown: so that's parole. so -- when you're looking at officers to train, do you try to get one officer when they're in teams or so, when they're in a car, one person is train index that car, or if they're on a beat, one person is trained. are you looking at training them that way so we always have someone that is trained, you know, on the streets or in the cars? >> it just works out that way.

again, listening to the radio, you can her them asking over the radio for someone c.i.t. trained. we're up to 47% for patrol, and the ten hours, we're up to 95% trained. >> okay. >> the number's pretty good. >> supervisor brown: yep. >> supervisor kim: thank you so much, commander mannix. we all know there is work that continues to drk drk that we need to continue to implement, but i know that there's already been many acts of heroism on parts of the men and women at the police department in addressing some of these points of crisis. but we do have to prioritize and also invest more resources so that we can address when we're seeing on our streets. >> okay. i just want to thank the civil grand jury for looking into this matter. again, another near and dear thing to my heart because i've been doing this for a little while and deal with a lot of

people in crisis, but there were a lot of people involved in all of this. d.p.h., c.i.p. working group, sfpd admin, under lieutenant molina, they're doing a great job, and the technology department, and police commission, so thank you. >> supervisor kim: thank you so much, commander mannix, and i do want to bring up department of public health to ask a couple of follow up questions, as well. first of all, one of the recommendations was that the department of public health be required or consistently attend all of the c.i.t. committee meetings. it says here that this recommendation will not be implemented, so now, it says that d.p.h. is now it is at all the meetings. >> so the c.i.t. working group includes our team from our

c.i.t. team, so they have and they are attending, and so that's been ongoing. so our actual c.i.t. clinicians have been attending, and i have now begun attending these meetings regularly and participating as the management level from d.p.h. at these meetings. >> supervisor kim: and the representation is now consistent so we don't have inefficient sharing of information? >> the sharing of information -- >> supervisor kim: well, for example, if d.p.h. sends a different representative every meeting for the group, that would be inefficient. >> no. i attended and also our actual c.i. tichlt staff attends. it's not alternating different people at different times. >> supervisor kim: why is it the department stated they would not implement this because it's not reasonable or warranted. >> which is this?

>> supervisor kim: this is rf-14. >> so the response would be is there is a c.i.t. working group that has been going on, and has been held, and then, again, our staff is attending, so i think the intent was i think they wanted -- they wanted more of a leadership presence from d.p.h. i. at these meetings. >> supervisor kim: what does that mean? >> myself -- >> supervisor kim: oh, higher level. >> yeah. >> supervisor kim: why can't leadership from d.p.h. consistently attend those meetings. >> okay. that is happening now. >> supervisor kim: so can we change that response to say -- >> so no, it is happening, and it is history, and i have been

attending these meetings. >> supervisor kim: okay. it would be great to amend that to say it has been implemented. i would like to take credit where credit is due, and say that we have been attending these meetings if we are. i was wondering if san francisco has adopted a program similar to los angeles where clinicians work alongside police officers regarding cases that people are mentally unstable. >> there's no one sort of centralized approach because we have to approach it in sort of sort sort of ways. we have our comprehensive crisis services that are available 24-7 to respond, so the c.i.t. team sits within the comprehensive crisis service, but the crisis is there, crisis services, but

then, also we have engagement special its that are outside working with different partners when issues come up whether we get asked to go in and engage or whether we get to work with others to help someone who is presenting with behavioral health conditions. sometimes they could be brought to us, sometimes we're going out. it all depends, but we can mobilize depending on the need. for c.i.t., we respond to all requests, regardless, all requests have been responded to. >> supervisor kim: what is the difference between a clinician and an engagement specialist? >> so engagement specialist could also be a clinician, but also, they could be a peer provider on someone who has experience working with this population in the community.

>> supervisor kim: are they theet teathe hot team? >> no. they could be clinicians or they could be peers. >> supervisor kim: how many clinicians are available to assist the crisis intervention team for the police department? >> so the crisis intervention specialist team is 4.5 f.t.e. currently, and we are -- the goal is 5 f.t.e., so we will these positions started as temporary positions. we did a lot of work to make these permanent positions, and they are now permanent positions. this is a very challenging position, so we actually had someone that we offered a

position in if lalate august, e september, that turned the position fivdown. although these are c.i.t. specific staff, comprehensive crisis responds in a coordinated way and cross cover, so there will be never a time that someone calls and said oh, our c.i.t. staff is not here, and we can't respond. anyone that calls crisis report services, they can go out, and they can respond 24-7. sometimes it's by phone consultation, and sometimes they're deployed to the scene, and we may also do follow up. >> so the civil grand jury, in the presentation it stated that there were still five positions open. >> they're recommending five additional. >> supervisor kim: five additional. >> on there were five positions already, so we have the 4.5 f.t.e. this has nothing to do with us

delaying the process, it's more to really get the person in higher, but there's a recommendation for additional five. >> supervisor kim: do you support -- >> i would think that we should do a little bit more assessment of that and obviously put it into our budget proposal. but i think it's important to see how we're responding and coordinating versus just adding additional staff because we are responding in multiumm ways currently and again responses are happening to whatever requests that come in, or even proceed actively to deploy staff. so i think that requires a little bit more assessment but we're very open to looking at it as part of the budget initiative. i think it's something we can definitely work with. >> supervisor kim: this is my final question before i go back to supervisor brown. do you require or provide any support services or mental health support services for your

clinicians, engagement specialists, and police officers that are on the front line of addressing this crisis? >> our c.i.t. team provides training to the sfpd, and they can be available for a consultation. we know this work is very overwhelming, very taxing, trauma inducing. so we provide supervision. all the programs have supervision embedded in there. it's really important to have a place to come in, discuss, and reflect, and be thoughtful, but also take care of ones self-if that's what you're asking. >> yeah, i think this is a larger conversation that we can't address simply at this hearing. by the way, i have immense respect for all of your staff members that you work on the front lines of homelessness in

san francisco, and i am often really in awe of how many years they've been in service. i have to tell you it's really clear that there's trauma amongst many of your staff members that do this incredible work. this also includes nonprofit workers who experience a lot of trauma and fall into the same cycles that many people that are in crisis on our streets do, and i know that drug use and other types of kind of medication can take ahold amongst folks that are addressing this trauma because the work is so intense

itself. >> supervision is obviously one place. also peer supervision and group support, but we are a trauma informed system of care, and we have a lot of support around trainings and trauma informed support, and then also recognizing our staff and how they can kind of diversefy their work. that's why cross working is really helpful, versus the need of deploying the same person, the same thing, over and over. this position requires a lot, and it requires a lot of putting yourself out there and being impacted. >> supervisor kim: i think this is a longer discussion and i won't be here to complete it, but i hope through the discuss next year, department of public health can think more strategically about how they provide support for the workers on the front line, including our police officers, and maybe

that's paid time off to take advantage of their health care insurance and actually see a therapist or a psychiatrist as a part of their work, like, as a part of their work hours every week. i think we don't -- i mean, i'm preaching to the choir to you at least because we don't address mental health. >> i think self-care is very important. >> supervisor kim: i know for me it's something that has supported me, and i think we should pay or workers to seek that care during their work on the front line, and i think that extends to our police officers, as well. we want to make sure that they are the healthiest and strongest in providing these really difficult services but thank you so much. i hope this conversation can continue at the board of supervisors, i would urge my colleagues to support this in the budget office, if necessary. supervisor brown? >> i just want to appreciate

that you brought up this area up because so many times, we don't get the full picture, so the fact that you're bringing it up and wanting us to pay attention to it. thank you. >> supervisor kim: thank you. supervisor brown? >> supervisor brown: thank you, apprais supervisor kim. i will be someone that supports that. with the clinicians going out, do they do the intake or do they actually get a case manager for someone because, you know, there's so many levels to this. they have to have a case manager, and there's so many tiers of service that they may need. so with just 4.5 clinicians, i don't see them being those case managers. they don't have the time, so do

they do the intake and then give them that case manager and that case manager works with them and figures out the tiers of service that they will need and keeps track of them? >> so exactly the goal of the engagement specialist or the c.i.t. is not actually to become the case manager because that actually defeated the purpose, and they are not able to respond as effectively. so they are the front line to assess, link to a follow up, but then, hand it off and warm handoff or even make the linkage. it could go to our intensive case management, outpatient clinic, psych emergency, from there to the sort of figure out what the person needs. it may be connecting them with resources, connecting them with community-based support. so the goal is really to identify, assess. and for c.i.t., it's a very specific type of request that comes in, but we have overall responses that we have to multiple sort of situations that

we see. so the goal is really assessment and referral but somewhat sort of warm handoff. but then, the linkage piece is on the other -- sort of on the next step. you refer and then you want to make sure that it actually happens. >> supervisor brown: right. do they check in at least once with the case manager to make sure that person's on the right track? is there that data that they know that once they've given the warm hand off to the correct services or person, that it's working? i mean, for me, it's always great when i do something to know if there's a positive result and not just this slice and onto the next. >> so within our system, we can

definitely communicate. so that communication is actually very fluid and very open. now, of course we can do a better job, there's no question about the coordination can always improve, but usually, when a referral is done, there's a little bit of an interaction between the person who's making a referral has some knowledge, and then, the -- you know, the clinic, the program, whoever it is that takes it on, they will kind of take it from there, so there will be some interaction, but it's just to make sure there's linkage happen. but we are part of the same team, so our comprehensive crisis services is embedded into our department so they can interact and even share information or provide documentation. >> supervisor brown: so one other question, then. if they go out and they're called out again to another crisis, and it's the same person, and that person has, you know, had a case manager, have services, is there a way to

track that where they say hey, you know, what we've tried isn't working, and we need to try something different? >> so again, we definitely can do better in that, there's -- i don't want to just sort of say that everything is robust and working perfectly, but the way i approach it is a two step. if the person is already connected, we can do a lot more because we can contact the case managers. the person who's not connected, that would be a little bit more challenging because we're actually trying to make that connection and figuring out what would be ideal for that person.

>> supervisor brown: well, and i hope that before budget hits the season, that you have, you know, data that we -- we can use when you say we need to do much more to be successful, so we can move forward on budget, too. so thank you. >> sure. sure. of course. >> supervisor kim: thank you so much for the presentation. i realize you had a presentation. >> you covered it all. >> supervisor kim: i think we largely covered it. i just want to emphasize again, especially when we think about what it means to recruit people that do this very difficult work, we offer broad benefits. i really think we should allow people to seek additional support or psychiatric support during their work hours so they're paid to do that.

we should provide additional kind of benefits to attract people to these positions because it is a crisis in our city and across our nation, not just in san francisco, and we have to address this. etch wants us to address this. so having the best workforce out there, both from the police department and department of health would help to support is that. >> we have hired a coordinator who specifically works at that and has developed a calendar for people to look at that can engage training and support. she goes out, whether it's helping people to do retreats and team building, or even engaging and seeing what support they need, so that's been something new. i think as a clinician, what we feel is a reflection of what our community is feeling. if we have a client that's in despair, we have to really be

mindful about not sort of getting stuck in that just like we're working with our clients, they're not getting stuck. >> supervisor kim: thank you so much. so seeing no other questions from members of this committee, i'm going to open up public comment on items 2, 3, and 4. i do have three speaker cards. i have john -- i can't read it, but i think it says denny. brent turner, and david elliott lewis, and you're also welcome to lineup after these three speakers. >> good afternoon, supervisors, two minutes, holy smokes, mr. clerk, if you could give this to the chair person. regarding the grand jury's review, the focus of the complaint was over sight for animal care and control and also investigate the conflict of miss donahue has with her own

grooming and boarding facility and the abuses that she made. to illustrate all that, the grand jury investigated a lot of the reasons why this needed to be investigated, but they lost sight of the fact that the original request was for over sight. if i can do anything right now, i would implore you not to accept this yet because items 1, 2, and 3 are flat out deliberate fabrications, and when it says that they've received no complaints from the police department about anything indicates a need for the police services or for animal care and control services after 1:00, ask any one of these uniformed sfpd officers whether they have an issue with that. that goes down to the commune, and it says it's been implemented. n i've been involved in this basis

for 25 years. i found a vicious dog fighting process, and i was the hearing officer. i was the hearing officer that got in trouble with the ex parte. was that two minutes? holy smokes. >> supervisor kim: no, you still have 30 seconds. >> these are untruths. a guy was stabbed at safeway and his dog bit the security guard at the same time. the police called the dog, called animal care and control, no answer. they took the dog up to pets unlimited, convinced them to take the dog. [inaudible] >> supervisor kim: you're welcome to finish your sentence. >> okay. put everybody into jeopardy, and the wheels are just coming off, so i implore you to continue until you can investigate these. the first three are wrong. number seven, the whole hearing officer, don't get me started, and there's -- there's a huge

problem. the eightics commission is looking into miss donahue's abuse of power, the d.a. is investigating her abuse of coming after me as the hearing officer. after the first meeting, she implied that she is in charge of my decisions and that i would do what she said regardless of testimony, and things haven't gone well since then. >> supervisor kim: thank you. thank you. thank you. next speaker. >> hello chair kim, supervisors peskin and brown. i handed in a written response kava made to the civil grand jury, and i just want to thank all the supervisors and late mayor lee and current mayor

breed for their support of the open source voting system. we at open voting consortium and now the california voting officials are the pioneers of this open source voting and realize switching to a new election technology takes time. it's not necessarily complicated to build out the system. there's precedent in new hampshire, but if we're going to do it right, obviously, we have to garner the political will that's taken about ten years, and now we're glad to see linda jerrell and the department of technology step in and we can hopefully get started. this year's civil grand jury called me in to discuss the kava discuss, and the new grand jury accepted the answer i presented, and i had some corrections to

the report. it seemed to be basically founded in the slalom report, and i've gone on record in front of the election commission to say that the slalom report was erroneous in a lot of ways. it is great news that we look like we're moving toward a general public license open source system now, and we recognize there's been two failed projects, one in travis county, texas, and one in los angeles, and with the department of technology now involved, we think we're going to avoid those pit falls. thank you very much for your issue in this and carrying it forward. thank you. >> supervisor kim: thank you so much, mr. turner. >> good afternoon, supervisors. david elliott lewis. for the last five years, i've been part of the c.i.t. program

as both a member of the working group and a trainer and presenter. i've seen great improvement over this five years in the program, and i've seen room for improvement. one of the most encouraging acts was the last acts of mayor lee was to create five new positions called crisis intervention specialists that would work with police in handling calls. i thought that was a great improvement. it's ultimately crisis intervention response is a public health issue. where we need further improvement is to actually have the public health officials, the crisis intervention specialists go out in the cars on response. lieutenant mario molina who runs this program has made the recommendation. he's gotten approval from the chief of police in an m.o.u.

that's been sent to the department of health, to the mayor, with no response. now i understand we ha're missia health director, barbara garcia, and that may be why we haven't gotten a response. anything you can do as supervisors to encourage the mayor's office, to encourage our department of public health to support this, to support clinicians in the cars to do response and follow up right there at the point of crisis, i say we have a great opportunity to really lead the nation in this. thank you for your time and attention. jane ja . >> supervisor kim: thank you so

much. >> tom gilberti. the police on the streets, they have to be on it. but i believe the c.i.t. needs to be independent. i don't want them involved with the folded into the department of public health, and they really shouldn't be folded into the police department. we need more people, and you just can't hire a person with a college agree, saying i can do this work. you need people that can face people on the street, face-to-face, and talk somebody down what's in a chaotic orbit. and then, you need to take them somewhere. are you going to take them to jail? c.i.t. hotel, maybe, somewhere where they are watched, they can be trained, they can be helped. this is going to be a big

program, and we are just in the beginning of establishing it. there are no outlines yet, so we have to do it on our own, taking care of the people that are taking care of the people is necessary. we need to reduce stress from everybody on the street to the shop owners that are stepping over these people on the streets where they're sleeping and living. where can we get the means to do this, and how do we do this? i only wish you all the best and all of us the best because it's not going away. we need help. thank you. >> supervisor kim: thank you so much. >> good afternoon.

my name is terry bora, and i'm the coordinator of the work group. i am a member of the mental health board. i would like to start by thanking the grand jury. it was a pleasure to work with your representatives, and i would like to start off and thank you for bringing this as a publish. i have worked with san francisco police department and with the san francisco public health department coordinating this work group now for nearly, i guess, five or six years. and this is the first time that this issue has been brought forth to this degree. and i agree with you, this

should not be a document that sits on a shelf and that does not get some attention. your recommendations are very valid, and the work group, as you know, agrees with the majority of the recommendations, especially those that address performance criteria. i personally agree with the mobile app. i don't agree with a piece of paper as something that's going to help people. i think you need to have a mobile app, and i've been saying that for years. and i'm really pleas with our new dashboard, and i'm really pleased with the new actions on the part of the department of public health.

so i would like to say to the board of supervisors i think we're going in the right direction, and i think that what's been brought before you is good. [inaudible] >> supervisor kim: thank you. [inaudible] >>clerk: thank you. next speaker, please. >> supervisor kim: yeah. thank you very much. >> good afternoon, supervisors. my name is zinnea. i'm a mental health advocate in san francisco. i want to thank the grand jury for illuminating a really important junction point in san francisco. the c.i.t. general order was completed by the san francisco police department at the end of 2016, i believe, so -- and i have to commend the police department for making great strides in the past two years in

reducing the use of force in regards to responding to individuals in crisis. it's remarkable what a lens of compassion can offer in these circumstances are extremely difficult for first responders who are not experts in these health issues. i do want the board of supervisors to imagine through the budgeting process that this is not an issue that sits within any one department, even though the budgeting process very much is a department driven process, and that you have the opportunity here to imagine and reconceive how we fund a solution for this problem that doesn't sit with any one department. the -- addressing the issue of acute mental crisis doesn't address the larger issue at hand which is there is no coordinated care system for most individuals who experience mental health issues.

it is an invisible illness. you do not see it in most individuals. there is not coordinated care for many individuals who do not have access to coordinated resources, and we did not relie on the police department or the department of public health separate to mind the issue at hand. so i would urge you to mind the findings from this report, to create more innovations from this report that are more expansive. >> i want to call it to your attention that most people don't know it, but pit bulls are wild

animals, okay? every time there's a dog attack or a serious attack on a little kid, it's always a pit bulls. pit bulls are wild animals that originate from the netherlands. farmers used to use them to herd bulls, okay, on the farm? then, people started bringing them into the communities, the neth netherlands, and then, they started being imported into the cities. one pit bull killed a white skin colored female in the city, and as a result, the owners had to do some serious time in prison. i believe the dog's name was bing. so whenever we're dealing with a pit bull, you never know what to

expect. now. there's good things being said about them. i read one case about a pit bull waking up a family whose house was on fire. but nine times out of ten, when you're dealing with a pit bull, they're unpredictable. that's all i want to say about that. >> supervisor kim: thank you very much, mr. wright. at this time, we will now close public comments on items 2, 3, and 4. colleagues, are there any comments on these items? these are all hearings of the committee, and so at this time, we can take a motion to tile these three hearings or to continue to the call of the chair. is there a preference amongst committee members? okay. we will take a motion to file items 2, 3, and 4 and we can do that without objection.

mr. clerk, before we call items 5 and 6, can we call item number 7. thank you to all of our departments and the civil grand jury for attending this hearing, as well as members of public. [agenda item read] >> supervisor kim: may i have a minute? we need -- all right. so as we wait to clear the room, i'll ask members of the city administrator and department of building inspection to start readying the presentation. this hearing is sponsored by supervisor peskin, and when people exit the room, i will hand it over to him before i hand it over to the building inspection commission. if you'd like to talk, please

take the conversations outside so we can keep moving. supervisor peskin? >> supervisor peskin: thank you, chair kim. this morning's -- this afternoon's hearing is the 11th hearing in a series of investigatory hearings around the city's safety standards for tall buildings, which really was initiated a couple of years ago after the revelation that the millennium tower on mission street was settling well over the projected allowance for settlement over the life of the building. and if there is one good thing that has in part come out of the 301 mission hearings, it's the fact that we have breathed new life into the stalled tall building safety strategy program, and i want to applaud and thank our city administrator, naomi kelley and

her team for reviving what started out over a decade ago as the u.c. berkeley tall building initiative which abruptly ended in 2007 amongst some pressure from the development community that recommendations should be forestalled because they might be expensive to implement. but thankfully we were able to appropriate funds to hire professional consultants. railro dr. deerline is here along with folks in instruct well engineeri engineering. today on the 29th anniversary of the loma prieta earthquake, it's important that we learn from the mistakes of the past and how the city can adapt to a safer and more resilient future. with that i'll turn this part of

the hearing over to our city administrator. i will be asking some millennium questions later, and mark zabaneh, who has some buildings that are cracking, could not be here because he has some buildings that are cracking. so he will join us at a later date, and with that, miss kelley, turn it over to present your project. >> good afternoon, supervisors. naomi kelley, city

today. the tall building safety strategy is a pioneering effort by the city. it is the first of its kind in the nation, and represents 14 months ofyw