available and take them to the nav center. the officer will say, okay i know you want to go to the center, i know it's raining. we're not going to enforce laws and if you want to go voluntarily we can help you pack up and they can take their tent with them and off to the nav center they go. that's first option. the second is if an individual during wet weather or not during wet weather says they want to go to a shelter and one is not available which is rare these days we don't enforce laws because we can't provide a shelter we don't give a citation for illegal lodge. in the third instance if we say we have shelter for you and the individual says no, i'd rather not go, we'll issue a citation

for illegal lodging and take the tent as evidence according to our protocol we'll still work hard to get teem -- people in services. i had a conversation with the officers and following protocol and they're all volunteer officers for this assignment. i'm really proud of the work they're doing and want to get people connected with services and they've done their best to do that since we assigned them. that essential covers what we do during wet and non-wet times in our city. >> any questions from the commissioners? commissioner elias.

>> commissioner: with respect to the illegal lodging how many arrests have been made with respect to that situation? >> i just looked at those statistics. so to put into perspective, city wide we handle 45 to 50 calls per day related to homelessness. we have a 3-1-1 call and several hundred of those every week. since november we've only issued 51 citations though we're going 45 or 50 calls a day and 51 citations since november and six arrests and the majority are for wanted individuals that have warrants for their arrest. taking them into custody, 95% of the time is because of a warrant not because of illegal lodging. >> when you do take them to custody you use the tent as evidence. that's booked. what happens to the rest of their belongings?

>> the tent is taken as evidence but we have a bag and tag protocol and it talks about bagging and tagging and goes out to cesar chavez and stored for 30 days and then they can go and pick up the property. the other thing i'd like to add is if the district attorney doesn't want to review the case the person can review their property from the locker storage and that's held separately so people can take advantage of that as well. >> commissioner: how do they know? >> the officers complain -- explain options and they ask if we're throwing it away and we tell them it's a bag and tag policy and this is the process. >> commissioner: how are they

retrieving their belonging. usually when people go into custody they lose identifying markers they'd have to go to cesar chavez. >> it's our policy when we take property we issue a property receipt. we issued 61 citations an six arrests. under a slim circumstance a person is arrested they've given a property receipt and that's kept in their property when in custody and when they're out they'll retrieve their receipt and they can go to cesar chavez and retrieve their property. i will say very few take advantage though we tell them how to do it. >> i'm sure many lose the property receipt. i've had clients evacuate -- having trouble getting their

property back after being released. >> you said there were 51 citations since november. when they were issued, were there tents dismantled or taken from them. >> they're taken as evidence because in the agreement with the district attorney's office the tent is held as evidence if it goes to trail and that's evidence to the illegal lodging. >> commissioner: they ordered you to take the tent? why can't you take a picture? >> they haven't ordered us to take the tents. as the agreement we've had on illegal lodging. that's the decision we've all come up with. >> commissioner: but you can have a picture of the tent rather than seizing their property. when you say we have come up with that, who's we? >> the department and district attorney's office who had a conversation about building a case and what it entails and what we need to do. >> commissioner: have you seen

them haul a tent into a courtroom and use a tent to show illegal camping? >> i have not. >> commissioner: i didn't think so. why can't you have a conversation about taking a picture or is the goal to take it off the street? >> currently that's our policy and protocol and what we're doing. >> commissioner: can you give me an idea since november how many tents have been taken? >> if we've issued a citation the officers know they have to retrieve the tent as evidence, bag and tag it and store it at public work. >> the individual has the opportunity to pick up the tent if the case is not charged. >> commissioner: have you the discussion with the district attorney and department of public works goes out because they bag and tag the tents?

>> yes. public works does. >> commissioner: any other agencies work with you? >> a lot of agencies work with us in term of outreach. >> when do you the bag and tag and take their property and citations and arrests, how many agencies are with you? >> we'll have the hot -- h.o.t. team, the homeless outreach team and they have a better way of marketing the services available. the h.o.t. team will come out. if we can, we get the h.o.t. to come out. >> commissioner: i'm assuming after 90 days you throw it away? >> that's public workers' policy. >> commissioner: do you throw it away after 90 days if it's pending? >> we have an inspector that monitors all the cases and he pays close attention to the evidence. won't get thrown away in 90 days if a case is continuing or if there's a trial pending.

>> commissioner: what's the percentage of cases that the d.e.a. tries or are they all dismissed? >> in the early months my understanding is 40% of the cases were being charged. in light of new procedures i have a meeting scheduled with the district attorney's office and in light of us adding new procedures we need to still have the conversation but i have a meeting on calendar with an assistant district attorney. >> commissioner: can you find out how many were dismissed? >> yes. >> commissioner: and how many tents have been thrown away. >> i don't have the number but i can find out. >> commissioner: thank you, commander. i ask commander lazaro remain at the podium.

the next is on the internship and youth programs. we'll get provided information on the programs geared towards youth and the department's internship programs and the opportunities provide the city. >> this is my next presentation going on to a whole different topic the great work we're doing in our department and city partn partners and engage city youth. it's thick but i'll go through it quickly so everyone's aware. in terms of our internship programs the department implement the summer intern program as part of the future grads 2012 and it was part of the initiative in an effort to support the mayor breed all initiative and to provide paid internship in the summer intern program and partner with several

community-based organizations including mo magic thanks to director cheryl davis and the mission education program, boys and girls club, a local tech group, san francisco citizens initiative for technology and other city agencies. in terms of the program since 2012, 1,950 youth have been placed in paid internships through the community engagement division. the four programs i want to share with you, first project poll is funded through the public utilities commission. students are mrifd -- placed within the department and they're paid internships to give our youth busy and teach them skills. future grads through the partnership and students are placed in various technology companies that work on specific projects and the youth career academy in partnership with the parents department and the d.a. and public defender and they

learn about jobs and the justice system and in partnership with the mo magic students are placed in different positions throughout the police department. exciting stuff happens in the summer with our youth. the goal is provide students with hands off on training where they learn -- hands on training and team building. we have to keep the young people busy during the summer. that's the summer youth jobs. then we have a paid part-time police ca dead program. we brought this bam a couple years ago and we have a paid program. there's been 125 cadets. currently we have 52 paid cadets in our department. 33 work in various units in the department and they'll graduate april 6 from the cadet acat my.

our vision is to provide service for the city and develop young people as future leaders and the goal is to expose young adult to aspects of police work to prepare them for a law enforcement career and provide candidates. many end up joining our department as officers so it's a great way to do that. to participate in that, they have to have a high school diploma or g.e.d. and currently enrolled in college with 12 units and maintain a 2.0gpa and have a driver's license and pass a background check. and another program is the san francisco police lead cadet program. a program within my division, the department supports the law enforcement cadets established in 1959. we have 40 cadets currently and we're in the process of applications which opened today

for our cadet academy at the police academy. they go through that four weeks and intern at the police stations and attend a lot of events. you've probably seen the high school aged young people are our cadets an attend various events. and whether it's special olympics and toy drives and all things we do. they meet every month three times a month on thursdays they engage in programs and learn a sense of civic responsibility and leadership and public speaking. we say to our young people you can which is a career in law enforcement or anything but we'll teach you skills to be successful. i'm here today because of that program.

we try to transition from the cadet program to the paid program. the ability to participate in summer training they have to reside in san francisco and pass a background check and on the they're part of our extended family. we have a successful flag football program and a successful jiu-jitsu program two nights a week mentored by officers. we brought our fishing program back. we have a cheerleading and football program that's been in the western addition many years called the seahawks and they're now called the 49ers and we have the wilderness program and this has been happening since 1980 and we have a full-time officer

that participates in this. other things we start the this year we have a community academy for youth. our police learn about the academy. we have operation genesis. i thank officer jason johnson for this idea six years ago providing opportunities for at-risk youth to learn strategy for advancement and combat generational poverty through global travel and academic and career counselling and community engagement and mentorship. since the inception, 150 students have been served in operation genesis. it's our sixth year and we head back to ghana, africa with a group of kids next month and we're excited about that program.

we talk about future grads and we're expanding our participants and we're the police but we connect youth with all different types of vocational experiences. we're adding stem and the department will continue to support project poll and the employment education program and the community safety initiative with the summer programs. in terms of outreach, we attend numerous youth fairs throughout the year trying to recruit kids for the program. we have the website the youth can go to if they're interested in a summer job. we asked district station captains to help us promote it. we have a program through the

boys and girls club and cyc and west bay. our goal is to recruit as many as possible and we use our school resource officers to help with that. finally, for adults we offer an unpaid college internship program for people interested in law enforcement. maybe don't want to be a cadet but they go to college and they're interested. we do an orientation in june, august and february prip for -- february. they must be 18 and must be able to work 12 hours a week and in college and 2.8 gpa and we're launching our graduate summer program for older individual who's want to participate. we accept interns through several programs like the city summer intern program, the mayor's internship program and the fellows program. last two things is the other two volunteer programs is our team

modelled after nert. we have 140 volunteers repaired to work with us in times of disaster. that's in my division and the reserve officer program where we have 30 reserve officers that are community people and have careers and they're doctors and pilots and do other things but they wear the uniform two days a week and volunteer for us. we have an academy this year for training and putting ot a out a new recruitment for officers. i'll take any questions you have at this point. >> commissioner: thank you. commissioner brookter. >> i think you had every question and responded. thank you for that. since 2012, 1,059 youth have

been placed. where are they where they are and how's that translate to the police department? if we're touching 1,050 young folks how's it relate to them being part of the department. that's more of a statement. and what are we doing in terms of promote how are we getting the word out? i hear we're doing things in july but how do folks know and how do they go and apply? we share the programs taking place and alonda williams and director davis does a great job recruiting and i.c.a. has brought everybody in. officer johnson is out all the time talking with all the kids at the boys and girls club and everywhere he goes.

i think there's other ways we can get the word out. >> commissioner: how do we go about selecting the mentors. that's imperative to have individual understand how to correlate and respond and culture culturely -- culturally competent. >> for operation genesis, there's a whole board that makes selections and have you officer johnson and captain dangerfield. they're very selective to pick the right mentors to go to ghana.

they make sure they're ready to travel so i know that take place. with the other programs it's all through my division and unit. in terms of different tech companies we work with the heads of those companies and make sure we have the right mentor set up to connect a person to shadow a person during the summer and that sort of thing. my division and the officers assigned to me do all the screening and figure everything out a few hundred kids every year get plugged in and we have a successful summer. i'm more open to other strategies and ways. if have you ideas about selection of mentors. we'd love to meet with you and talk with you more about that. >> you mentioned a website. is that a dedicated website or part of the department's website?

>> the department's website. i'll double check and verify. our department is going through a revamp and we'll have something dedicated to community engagement where all the things in the future will be listed. everything will be listed on the website. >> if a commissioner wanted to see that now where would we find it? >> let's check the police.org website and it should be under community engagement. we i have to put everything on the sfpd website. >> commissioner: thank you. >> thank you, commander lazar i know have an update on chapter 96. >> the report issued several weeks ago. good evening. i'm here to report chapter 96 regarding the fourth quarter of

2018 and professional standards. good evening, president hirsch and mr. henderson and we'll talk about the process itself and the benefits of data collection. the highlights of the fourth quarter report and we'll look at chronological comparisons and future reporting and the hallmark of the process our partnerships with our academic institutions. about the process. in 2016 the code 96a was established was passed by the board of supervisors and requires data related to forces, arrests and complaints and report quarterly by race, ethnicity, age and gender. the department is in compliance

with this reporting requirement. in january 2018 to comply, the racial and identify profiling act of 2015, the department transitioned from a data collection process established by the 96a stops process to the stop-adapt collection system sdcs provided by the california state department of justice. all the demographic data being collected the change required the data collection and beginning the third quarter of 2018 the quarterly reports that included the stop encountered data will resume in may of this year. we'll move on to the benefits of data collection. there's many benefits and they did include at minimum increased transparency and organizational

compatibility and accurate data collection and independent analysis and ensures procedural justice continues to be evenly distributed to all for instance communities and with the training and development of our officers to mitigate the potential for adverse future encounters. some highlights of the fourth quarter report are a number of calls of associated services. of the calls, 301 or 0.16% resulted in a use of force. a total amount of uses of force for that quarter being 630. the rate total of 5,308 arrests in the same quarter and one bias related complaint and the disposition is closed and

unfounded. some crhronological comparisons are as follows. the report shows a 14% reduction in overall use of force when compared to the same period in 2017. since the reporting requirement began in 2016 use of force is down 30% while arrests remain steady. this equates roughly to 1 out of every three potential uses of for us did not happen. as of september 30, 2018, 19 non-sworn members completed the concept training commonly referred to as c.i.t. beginning in january 2017 the training included an additional 20-hour course in threat assessment and de-escalation techniques under the order 5.01 our use of force policy. the decline in incident involving uses of force clearly suggest a correlation to the

expanded c.i.t. and use of force training and there's been no officer-involved shootings since may of 2018. the department continues to be committed to the concept which continues to deeply emphasize time distance and de-escalation and a report of all the information can be found on the department website. with represent to future reports, the first report under a.b.9513 will include stops and counter data under the new system for the third and fourth quarters of 2018. additional reports will be issued in august and november of this year and after november this year, all data reporting will be in compliance with ab953 and the 96a. in closing, the hallmark of the stat data collection analysis,

assessment is the fact our organization has partnered with an academic institution, several in fact, but the one pertaining to this is john jay. we'll work with them to analyze data going back to calendar year 2017 from the e-stop system. the academic partners continue their analysis and we look forward to having a full report from them later on this year probably on the fall of 2019. with that, i will conclude and respond to questions. >> on page six you show a staff inspections unit will look at audit performance and other metrics. what is that? >> that had been around many years.

it'd fallen off and it's a unit in the professional standards unit under the strategic management unit going out to stations and ensure day to day policy compliance. it is strictly to ensure polici policies and best practices are compliant. >> commissioner: how is it going to perform audits? it will expand on the existing performance. >> for instance, we have a team going out tomorrow and making rounds in a particular station and have certain benchmarks to make sure things are happening as they should. >> will they look at the audits

already done with respect to the 96a? >> it's an auditing unit within my bureau. >> stlis >> commissioner: is this the executive summary? with respect to the gap in record reporting -- >> commissioner: i don't went to and coming in to play ab953. there's a window there an eight to ten month window according to our program manager. the report kolling -- coming out

in may will shore that up. >> during that window, we don't have data at that point or data won't have been collected during that point? >> it's been collected just not analyzed. >> >> it will be analyzed retroactively? >> yes, sir. >> commissioner: and page 8 of the executive summary and it's on the actual 130-page report. the numbers are disturbing in this graph for me because -- >> i don't have that with me. i'm sorry. >> my issue is why are the total uses of force against black males are so high? it appears with respect to the uses of force against black males, it's 35% against black males. and why are black males three

times more likely to have firearms pointed at them then white males. there's 127 incident where guns are pointed at black males versus white and asian males and hispanic males. i don't understand why the numbers are so high. the reason i don't understand why the numbers are so high because when i look at the census data for san francisco taken in 2017 the population is 885,000 people and the population of african americans is 5.5%. that's female and male individuals. so i would assume the male population of black males in the city is less than that. if the population is less than 5.5% how come there are 35% are having uses of force being directed at them? and why is it every category with respect to use of force

except physical contact is significantly higher for black males than any other race or sex. these numbers are disturbing and i want to know what the logical reasonable explanation is for the numbers numbers don't lie. >> first of all, numbers don't lie, i agree. if you look at the numbers, i think they clearly illustrate a disparity at minimum. the short answer i think is that is the crux of my last bull it -- bullet and we'll do the analysis qual -- qualitative and quantitative. at this juncture in this form i don't have the answer. >> commissioner: are they going to look at the bias, policing and practices? >> yes. >> commissioner: in addition with partnering with academic

institutions what else are we doing to explain or find a solution that comports with 21st century policing and there's a huge disparity in numbers when it comes to black males and the use of force. >> externally the academic partnerships will bode well for us. on an internal perspective we have a tremendous amount of training from our academy under and officers are constantly going to different trainings and courses to expose them to different experiences and get them more sensitive, i think is the right term, with persons of color. our investigation is deep and continuous. i'm confident the training in addition to the external research collectively will give us a bigger picture and more detailed picture why this is happening and importantly how to shore the gap.

>> commissioner: i want to know what bias training the officers are receiving. i think two main parts of bias which are implicit and explicit boy as -- bias aren't covered in depth in the training i don't think bias is on its face and when we see excessive force, we can't necessarily on its face say that's bias. i want to know how we parse this out to identify the types of things happening. i think it's very difficult

>> commissioner: let's get an answer on the implicit bias. i know there's separate training because i took an abbreviated course. we have implicit bias training from the top down. we have a piece in our professional training academy every 24 months and they receive an update at minimum in implicit why as training. there's academy domains. it starts in the academy and ongoing throughout the years as officers go through their career and from the management arena down we all receive implicit bias training. >> commissioner: to address the

questions commissioner elias raised. we have the procedure of justice training and implicit bias training and we asked the u.s. d.o.j. to issue the report and we're now work the california d.o.j. to continue this program. we have implemented many programs and partnering with academic institutions to identify the data. we see there's concerning numbers. what's it mean and how's it correlate with the police work and correlate with the engagement in the community. they'll be issuing additional recommendations how to address the implicit bias concerns raised by the commission and members in the police department. >> commissioner: are there going to be mechanisms in place to e

analyze the data and what transpired and level of force used and how it escalated but are we going to look at each use of force to see if there's patterns of racial disparities there? looking in an individualized capacity rather than a broad overview? >> the institutions told us we have a robust data collection process. they were pleased with the data. i think it's helpful and will inform the department on issuing recommendations. i forgot to mention we also implemented the electronic

monitoring system and we look at the bias. we're looking at everything we can in looking at bias and use of force and the e.i.s. program and we partnered for recommendations how to improve that program we came across hurdles but we're still waiting for that report to come back to address if there's trends in use of force how do we identify problems whether as it training. >> i have talked to the chief about this issue in the past many months ago and recently was these numbers pretty much stay the same every quarter.

i told him we'd like to hear from the academics about the lopsided numbers. there's no simple explanation. i don't think it's just this or that. one number that disturbed me the most it showed 42% of the calls are for african americans. it's the public doing this as well. i want to hear from people who studied this and tell us what the numbers mean. >> >> commissioner: what i'm hearing you saying is the police department does the data collection. it's going to be the academic

institution to analyze the data? >> they'll issue the recommendations. we're looking at developing performance dashboard to look to continuously monitor but until we get the recommendations we're in a holding pattern and continuously providing the data to them so they can provide the best report possible and recommendations along with that report. >> commissioner: and i have several questions. >> commissioner: but there's other people waiting and i'd like you to wait and let other people ask questions but we have other people waiting. commissioner dejesus. i'd like you to ask questions as well. >> i understand. what i'm saying is if -- >> commissioner: go ahead and finish. >> i'm in the queue first?

>> commissioner: but you don't have half an hour there's other people in the queue. >> remember that with the other commissioners as well. with reference to the one case received by d.p.a. to the complaints received. i think i'm trying to understand why out of the total use of force which is 630 incident only one complaint was received by d.p.a. for bias. i don't know if this is a director henderson issue or your issue. it's my understanding when complaints are made to d.p.a., they still investigates and if there's other issues that arise from the investigation, they then follow-up on those? >> we do our own analysis of them. how they qualify or classify the cases doesn't correlate to our investigation so they may be

different from these reflect. it's a good question because it leads to the things we'll be addressing and this may address some questions you asked earlier with the audit presentation for the 20th. some of that audit will address the differences and distinctions from the 96a report as well. this is one of them on why the numbers may be different from the numbers i report on a regular basis. >> does d.p.a. -- do your investigators receive bias training so they when they conduct the investigations they know what to look for or how to handle investigations regarding bias? >> it's more than just the investigators. as the entirety of the office. it's also the lawyers who are doing some of the analysis with the work. it's also the support staff that interacts at the front desk. it's a big topic. we provide for everyone to

participate. >> commissioner: you provide or through the city in --? >> through the city. >> commissioner: vice president taylor. >> commissioner: i think there's a typo. it says the department has expanded its commitment to c.i.t. and of december 31, 2019 we've trained 990 sworn but it couldn't be 2019 because this is only march 2019 if i'm right. i think it's 2018. i want to make sure we have that right. >> yes. i'm glad you're handling this because of the nuances and though there's success stories in here there's glaring issues you can work with.

commissioner elias is talking about stats on the fourth quarter of 2018. it's all the training we've had in the last couple years, we're still talking two months ago it showed 35% are african american males. we talked about use of force by race, ethnicity and gender officer fourth quarter 2017 versus 2018. with talked about the gender and race of police officers doing the force. when you look at that, it says for the fourth quarter in 2017, 196 white male officers using force and in 2018 it's down but still 179.

the next closest is asian male at 68 and hispanic male officers it's more than double use of force. it's concerning to me. when you deal with the experts maybe there's more white male officers on the force maybe that's why the number is so much higher or not. those are the areas i talk about implicit bias. that's also a lopsided number. think commissioner elias covered most the rest of what i was going ask but i thought that was important we look at who's using the force and if there's an explanation. >> i hope the data analysis will reveal that. >> >> and e.i.s., i'd like know

where we are with that because our experts hung us out to dry and i know it needs to be revamped and it concerns me we're collecting data and sergeant youngblood has done an excellent job and since it's not stru structured and i'm concerned we are getting data that may not be helpful or may skew the results. >> the fourth quarter report is coming up to the commission. >> commissioner: but we don't even collect the right data on that. >> it can help us understand the e.i.s. system. i hope considering it's flawed, i think it's flawed. i hope it doesn't skew the result when dealing with the experts. >> commissioner: vice president taylor. >> hi.

>> commissioner: as i think you recognize, this is a problem. we're less than 6% of the population of this small city and it cannot be, it is not we are committing all the crimes. the question is as investigators, where we're looking. it's a problem we're sit being here with stats that are the same and just to drill down on what commissioner dejesus just mentioned with the officer using the force, we have 196 white male officers using force against others and in first quarter 2018, 179 compared to 25 and 22 black officers.

and if it's true 42% of the call involve black subjects how do you respond? if you respond with a weapon drawn opposed to white subjects for 127 for black males, that's a problem with response and yes, it might very well be true that many citizens of the city walk around with implicit bias. the enact years after the d.o.j. report was sitting here with stats like these for me i don't get it. there's a problem we're not fixing yet. i don't want to come back with another report with numbers like these because they make me ashamed and speaks in the department that i hope is not reflect itch of who we are?

>> i respect your feelings and how you feel but i can say with certainly the organization is making massive steps to improving and being more efficient. i just ask that some patience be employed. i think once we get the data back and the experts have a chance to do the analysis and do their quantitative and qualitative because it's a dual track. there's qualifiers that need to be looked at also. i'm hopeful and confident once we get that information back and they've had a chance to do their analysis that this conversation can be more useful and amenable to the board and things will look different? >> commissioner: in late 2019 or summer? >> i believe it will be around november of this year. >> commissioner: we'll have something from john jay? >> yes.

>> commissioner: looking at the statistics, alarming. however, as we're thinking about academia, i think we all know on a more micro level what this means and how we address it now before having to wait from the academic institution to give us this raw data we know is going on nationwide. i think us as a department need to be at the forefront and this is unacceptable and we will not stand for it ann -- any longer. >> i agree and feel confident in the interim we're doing things to improve. i think the entire reform effort with the d.o.j. identifies and represents what we consider a

change initiative and i think all of us change within organizations take a very long time especially when you're talking about a dynamic public center entity like the san francisco police department with many moving parts and variables. i'm not making any excuses. i'm saying we have to be realists and not idealists about what's happening here. it's going to take time and no organization is perfect. we do profess at this time we're making extensive concerted, sincere efforts to improve. >> >> is there a way to separate out the suspects reported to police. there's a huge disparity in terms of african american individuals that calls for service come in.

it's also police officers observing the calls of service and what the officers observe? page seven of the executive summary suspect observed and reported to police. there's a concern 42% of the suspects have african american but there's two components. the people that call for service and the other category is the officers that observe the crime. >> can we separate those out? >> i'm sure we can. >> it's observed and reported. we have reporting it to 9-1-1. it's observed and reported 9-1-1

calls. >> those were 9-1-1 calls. >> correct. >> this is observed and reported. >> we often times respond to the m -- 9-1-1 calls provided by the 9-1-1 caller and that's part of the data and how officers are initiating the activity versus responding to a call by an individual citizen or victim.

>> we have the self-initiated corrections. >> i'm sorry. go ahead. >> the question was raised in this conversation. i addressed it. >> commissioner dejesus. >> i want to be mindful. i've been on the commission long enough to understand our population grows half a million a day people coming in and out and wonder if we collected addresses. we're using a population of san francisco and the number of use of force on the black male and hispanic males. >> are you saying the influx of people every day?

do we know whether we need to know that or not. maybe we don't need to know that. maybe it's just the fact they're african american males and have the highest percentage of guns pointed at them or use of force. >> if we could parse that out. >> that would be possible. >> commissioner: if it's possible or makes a difference. >> those that are residents versus out of county?

>> in reading many reports they're not all from san francisco. maybe it's the fact they're still higher incidence of use of force maybe discuss it with the experts. >> commissioner: even if they're not from san francisco and officers are drawing firearms on them. half a million people coming in aren't just black people. just a thought. >> for our purpose for the way i look at it whether it's 6% or 7% based on who's coming from out of town, it's irrelevant it's the conduct the officers are engaged in and determine if policies need to be amended or

training needs to be changed and address concerns the commission raised. we're not just sitting down and waiting for this report to come out. there are steps we are taking. we developed a use of force unit at the academy they review all uses of force. we don't just report to the academic institution and they're looking at it from a training and policy perspective to see what we need to change. we have developed a training. we have critical mind set training when they respond to a call, we want them to think through and how they're approaching the calls do all the officers need to respond or be cautious and the others are focussing on crowd control and looking at other indicators.

>> we're making sure we're not excessive in our approach whether it's the pointing of the firearm or contacting them. all these things are being discussed and implemented as we continue to wait for the report. and the pointing of the firearms, use of force, i think it's important to recognize the way the data's collected if you have an armed robbery vehicle with four subjects in the car and they pull the car over and the officers conduct what we call a felony car stop. if have you two officers now pointing firearms at that vehicle with four individuals, that's now eight uses of force pointing of a firearm times two. we have to understand the incident vers us the use of -- versus the use of force and the firearm is a high percentage of

the use of force. i might add that we were, i believe, the if not one of the first departments in the country to start tracking point of firearm as a use of force. it's informative and helps the department in analyzing data and moving forward in the training to become the best practice. [stand by]