>> good evening, ladies and gentlemen. the chair has called the meeting to order. if you can stand for the pledge of allegiance. >> good evening, chair, i'll like to call the meeting to order by calling roll. president commissioner hersch.

[calling roll] >> we have a quorum and we have the director of d.p.a., mr. henderson and chief of police, chief bill scott. >> thank you and thank you all. i first want to start by thanking you, sergeant, for your i understand you're leaving the commission and going on to internal affairs and wanted to thank you for your help over the last year or so. >> clerk: line item 1, adoption of minutes. >> can i have a motion to adopt. >> clerk: we'll have to call for a public comment prior to the vote. >> so moved. >> second.

>> now we're ready for public comment. any public comment on the adoption of the minutes for those three meetings? seeing none, public comment is closed. all in favor. any opposed? motion passes unanimously. >> clerk: line two, reports to the commission discussion. line 2a report and an overview of offenses occurring in san francisco. chief's report will be limited to a brief description of the significant incident and discussion is whether to calendar future items. major events provide a summary of events including any unplanned events occurring in san francisco having an impact on public safety. commissioner discussion on unplanned events and actives the chief describes will be limit head to calendar for a future meeting. follow-up report regarding the fourth quarter 2018 report in

compliance with administrative code chapter 96a. and there's a scratch from the agenda regarding c.i.t. presentation. that will be re-calendared at a later time. >> thank you and good evening. >> good evening, commissioner and director henderson. i'll start the chief's report off with the crime statistics update. beginning with violent crime down 16% year to date. violent crime is down 18%. that includes our homicides which we have nine compared to ten this time last year and we're down 10%. we also have a 19% reduction in gun violence from this year to last year. so we had a busy week which i'll get to a little bit later in my report on significant incident. our total property crime is down

16% year to date including an a reduction since 2017 year to date this time when we were dealing with our auto burglaries we are down so we're pleased with that. we had a couple major cases, homicide that occurred last week. on the eighth homicide of the year the shooting occurred last wednesday but the victim passed away a week later. the 19-year-old was transported to the hospital. and it happened near l.a.

county. a felly -- felony warrant was on his vehicle and at 3:31 in the morning the suspect was seen by the california highway patrol which involved a shooting and he was arrested for the murder and assault on the highway patrol officers. this is based on a warrant our investigators issued on that case. he is still in custody in san bernardino county. our ninth homicide occurred march 30th. at third and pasada. the victim was crossing the street mid street when a suspect vehicle drove up and the passenger pointed a gun and fired shots at the victim. it's believed there were as many as three suspects in the vehicle. the incident was captured on

surveillance cameras in the area, private owned surveillance cameras and our investigators are work that up. the victim in this case is a 26-year-old male and another male was shot and injured but is expected to survive his injuries. we had a major traffic collision also on march 31st that resulted in a fatality. this was the result of a collision as vehicles were ration up and down bayshore towards the 101 freeway. the vehicle turned on the freeway, hit a cron -- concrete barrier and the vehicle following the lead vehicle that crashed into the lead vehicle the driver of the lead vehicle was seriously hurt and the passenger had minor injuries and there was a 31-year-old injury

in the back seat who was severely injured and later died and the driver of the vehicle is in custody and the investigation is ongoing but we expect charges to be filed on that particular incident. we have the opening of the giants starting this friday and we'll be deployed and we expect a lot of fans to enjoy opening day. there are games throughout the weekend. we also have a couple of marches over the weekend but the giants is the headliner for this weekend so we definitely will be deployed for that. that is the first part of the report. it's fairly short but in the interest of time i know the 96a f follow-up is not part of my report. i'll take questions from the commission on the first part of my report and take the follow-up on 96a. >> any questions on what we heard so far?

>> you said we that'd ninth homicide this week. do we have nine homicides in a two-week period? >> no, just two in the two-week period. one shooting on the 25th and the person died on the 26th and the other one that saturday. >> thank you. >> now we'll present the follow-up. several commissioners had questions regarding our 96a reports and the resulting statistics and data. i'm going to open this up with an introduction on what we accomplish tonight. i know several of the commission members had questions and i'll list those questions out. i have commander teresa ngyen and they'll get to more details so if you guys want to come on up and set up and i'll introduce basically what we plan to

present tonight. as i said, the commission requested a follow-up on the administrative 96a report that was presented to the commission last month. among the topics that we were asked to follow-up on were the following. more analysis on the number of african americans and other people of color stopped for arrest and how we're analyzing the figures and procedures and protocols. what plans and steps is the department taking to analyze the numbers. what is the department going to do about the disparities and what best practices will the department develop to address the situation. how does the department view the high number of african american in 9-1-1 calls and where is the traffic stop data collection and

what is the department to address why the numbers are higher when it comes to men of color and an additional question from the commission is does the department keep a database showing the demographics of the alleged victims. i want to begin by asking the questions head on and add contextbury turn it over to -- before i turn it over. as to the first question about analysis and the disproportional number of african americans and people of color. we internally analyze these reports in many ways. the statistics and there's a lot of numbers and a lot of data. in addition, we have other information we analyze. one thing we're trying to establish and the commanders will get into the partner that we're work to and captain ford

is establishing benchmarks that will put sense to the data. and some of the academic partner that we're work with, hopefully when those reports will be released in the coming months, we'll have better benchmarking to have a more contextual picture of what the data means and you can slice it up many ways. we've done a lot of analysis on our own on it. the important thing is to partner with people who understand data and have it corrected benchmarks we have an understanding of what it means and what we need to do to move forward. we do analyze the 96a report and meet out in and discuss it. what we're trying to do per the d.o.j. recommendations is work with experts in this field to have better data and benchmarki

benchmarking so we can make more sense of it and determine what it means to our department and what we need to do moving forward. part of what i'll introduce and have the captain follow-up is the road map in what we plan to do and there's six themes to this. we have a road map and it doesn't just start. it started several years ago with some of the policy changes that allow for better data. commission is a big part of that driving policy changes and some will drive issues to the forefront that will make the situation improve. also best practices. we know there's research out there and studies that have been done on other commissions that have yielded some practices and

some we're in the process of adopting hoping to address disparities and hopefully drive it down. how does the department view the high number of african americans subject to the 9-1-1 calls. we don't really have a method to tracking we do know there's disproportionate numbers in terms of who gets called on. in other words, who the suspects are the public is calling upon routinely about 60% of the suspects are identified as people of color by the public who's calling thanked the african american demographic is usually consistently over 42%. so we have no control over that but we do have to respond to the calls and there are thing we do

and need to do and are doing to make sure that when we get to these calls we use independent judgment and we're not impacted by whatever the caller's perceptions are. so the answer to that question we do collect some data on who calls particularly when it makes its way to an incident report but we don't have demographic data in terms of 9-1-1 calls in tems of race or gender of callers. is it data from the collection programs? it's from all sorts of information, traffic stops, field interviews, arrests, incident reports. everything that goes in the crime data warehouse is called out and that's the data the 96a comes from and the stops recorded that is then translated into the 96a report.

what is the sfpd's plan to address why these numbers are higher for men of color and use of force we have a road map to try to get to a better place and a better understanding and impact on the issue. commander ewings and captain ford will talk more about that. is the department keep a database showing the demographics of alleged victims? that we don't do. the calls as we know go into the department of emergency management and they don't keep a database of demographics. we don't have the capability to discern anything from that information because we don't keep that information. when using demographics as a benk -- benchmark there's a

number of people of color subjected to force and arrested. one thing want to talk about is when we benchmark these numbers to the demographics of the actual calls, they're pretty close in line to the demographics of calls, in other words, when you look at the percentage of persons of color whether they be african americans, hispanics or asians, that the public that calls in are listed as subjects they're in line with the arrest numbers and use of force numbers as well as the detention numbers. actually, the detention numbers are slightly lower. nonetheless, it's still an issue for our city and a national

issue. there's a lot of research about this issue on a national scale. we see some of the same thing on a national scale and that's not to make an excuse but toss point out this issue goes beyond the san francisco police department and this is one of the driving forces that causes some tension between communities and this city and other places across the country. and police department. so we do know it's an issue and we know it's a difficult issue to both discern and take on but we want to avoid the question and discussion and we're make steps to make the situation better. we realize the status quo is not good enough when it comes to this issue. what we plan to do is introduce and articulate our road map of how we plan to the issue and comes up to respecting safety

and all we serve and doing everything in our power that bias whether implicit or explicit in our policing is not a driving factor in this issue. with that there's six teams commander ewings and captain ford will talk about and it begins with constitutional policing, training, oversight, accountability, community partnership. those are the six teams. several of these teams focus on really collecting, analyzing, using, sharing data. others focus on developing our people in training and accountability, community partnerships and developing relationships we know will drive some of the cultural change we'll need to address the issue and address disproportionality. before i turn this over and this is just a trend analysis on use of force and has been presented

to the commission before but i want to reiterate the commission works hard and took a long time to develop and adopt the use of force policy at the tail end of 2016. in the year 2016 we had 3,378 use of forces. 2017 it was down 26% and down, 2018 it was down to 2702. if you compare 2016 to 2018 we see a 28% decrease in total use of force. to dial that down further, when you look at the demographics and i'll look at african americans because that is several of the questions 2016 to 2017, there was a 25% reduction in use of force on african americans in the city and 2017 to 2018 an 11% reduction and when you look at 2016 to 2018 a 34% reduction.

so what i want to point out here is that the reduction in that particular demographic really outpaved the total reduction in use of force and i think that's a sign of progress for us and i think that's something hopefully everybody's pleased with. the hispanic demographic held steady from 2016 to 2017 as far as that demographic. there was a 21% reduction in 2016 to 2017 in use of force when hispanics were subject of the force and a 9% reduction from 2017 to 2018 and overall from 2016 to 2018 when you look at a two-year window there was a 28% reduction among hispanics. again, i think that's progress. it's definitely by no means the answer. i think it is progress in terms of what we are trying to do. overall we want to reduce use of

force and reduce the disparities in disproportionate numbers. last thing, in terms of this road map and the six teams i talked about, i just want to point out, constitutional policing is the thread that goes through all of this. we examined the data and our attention and arrest and use of force. we have to do what we do constitutionally and our training speaks to that and procedural justice training speaks to that. training also we are training on enhancing our field tactics which we believe will have an impact in this area and we're also training on social and procedurally just tactic. and we'll talk about our procedural justice training that satisfied that. transparency was another thing. really measuring what matters and not only having good data

but also, i talked about the benchmarks and working with academic partner to -- partners to make sure we know what we're looking at and we have a lot of data. i spent hours and days look thaeths reports and -- looking at the reports and it's a lot of data and we have to make sense how it relate to this and have to provide that analysis to the public. i think we made many strides in that regard. they're going to explain what those steps have been and what they are in the future. oversight. that's starts with this commission who is the oversight body of our department. also, some things we'll go into detail about, oversight with better relationship with the department of accountability and supporting independent investigations with the district attorney's office and they're independent investigations bureau which we actually have an on an m.o.u. that should be

present head to commission and we have an agreement on that. accountability. structural reorganization to enhance the risk management capability. we have commander pete wallace in the room who is our risk management commander. that was part of our strick ture change at the commission -- structural change at the commission. when i first got here the commission was advised and agreed with and we believe those types of changes give us better accountability having a command-level person in charge of that unit really has made a difference in my mine. next thing leveraging the body warn cameras capability to increase the transparency we have to leverage that data and leverage what we see on body camera footage and d.p.a. worked on that and from the

accountability standpoint, we hold ourselves accountable to our behavior. that has been a huge enhancement and i think this department has really done good work to get that policy in place and body worn cameras for this department which was a huge lift and happens in a short amount of time. community partnerships include the data partners we'll talk about here and including feedback internally and externally. our department has to be open and transparent and we have to listen to the community in terms of the expectations an input on our policies. that is happening and we continually strife -- strive to get better and i know there's been challenges with that issue but i know we've gotten better and we have a department willing to be open and listen to feedback from those we are sworn to protect and serve. with that i'll turn it over to commander ewings and captain

ford. >> thank you, commissioners. first of all, i want to explain why i'm here. i'm the new exec tich -- executive sponsor for bias and i'll be the point person moving forward. in the past five years the san francisco police department has been implement package of reforms to build greater trust when the police and community and make the organization more transparent and accountable to the public we serve. mindful our members are most valued assets, the organization continues to provide a wide variety of ongoing training,

robust academy program and strategically designed to produce the best officers to serve san francisco and the larger law enforcement community. the san francisco police department remains committed to the model of 21st century policing and a long line of service. the strategic statement. we have come up with a strategic plan to make certain the department is ready to meet modern day policing and be a more fitting conduit for what we stand for, safety with respect for all. in order to get to this point it was a long road and very time consuming by bringing everyone together to work on the strategic plan. there was a steering committee which include the chief, assistant chiefs and deputies and directors and internal focus

group that made of approximately 70 sworn and non-sworn members. community input in the focus groups centered on implicit bias, policing and diversity. external senior advisors and to name a few, amos brown, made scott of bay view homicide advocates. julie khan of the bar association and the san francisco civic bridge public and private collaboration and the commanders of sfpd and representatives of police employee groups. this is essential as the first steps to develop a road map to safety with respect. in that strategy, we will engage in unbiassed fairness transparent and responsive policing. in the spirit of respect, dignity and in collaboration

with the community and be the guardians of constitutional and human rights. constitutional policing with procedural justice in policing. fairness and transparency and action, opportunities for voice, impartiality and decision making. >> good evening. i'm here for professional standards and welcome and good evening commissioners, executive director henderson and chief scott. so slide six. training. in the spirit of procedural justice, if you can look to the right of the column first, i'd like to bring some tension to some of the courses that we

provide wince procedural justice, managing implicit bias and a 24-hour inclusive environment course. if you look to the right of the power point you'll see in the third, fourth and fifth paragraphs you can see exactly not only is it promoting procedural justice as we do so up and down the chain of command. the command staff is involved, sworn staff, civilian staff and managers and supervisors sworn and civilian and we also hold monthly roll call training to make sure they also embrace this concept and theory. specifically, in addressing implicit bias, research including studies by stanford show it plays a role in racial disparity. we provide education and enhanc enhanc enhanc enhanc enhanced supervision.

[stand by] . .

. >> and the cornerstone of the use of force policy. and here also on the left two courses that speak to the t.i.t. training and 990 members trained so far and right below that, a 20-hour course with the field tactics course and upwards of 1950 members trained to date. with respect to transparency, slide eight, this begins mentioning that is sfpd is committed to providing fair, consistent, and transparent services. i think the keywords here in this passage are proactive, fair, and consistent. and we certainly illustrate this by implementing strategies with fair, impartial, and the police-community relationship is critical to how we do business and the last bullet there, identified that we are promoting citizens input, complaints, as

well as inquiries. with respect to slide eight, our presence here today as an organization is actually a testament to our commitment to transparency. and in support of that assertion, i offer the following. the department previously partnered with then supervisor cohen's office to craft 908 legislation to report on racial disparity. this closely mirrors state legislation ab953, the racial information profiling act which we are in full compliance with. finally, the department readily provides to the police commission, the board of supervisors as well as other governmental entities. >> from the internal perspective regarding oversight, slide nine -- i'm sorry. and the keyword here that stands out for me is accountable and

and from an internal perspective, as the chief mentioned earlier, we restructured the command staff and expanded control and management. we have a robust internal auditing system that is out of my unit, the professional standards unit and the enhanced use of reporting and from the external perspective, we certainly continue and value the relationships with the police commission and the d.p.a., and certainly the district attorney's office to continue the work no n concert with those bodies and work towards a more efficient organization. but i think the underlying theme with number nine, all this maintains to seeking healthy, interdependent relationships. we all work together and none of us work from a silo. that is our position on that particular issue. with respect to slide 10, accountability, and with specific reference to police legitimacy.

in this first paragraph, there is very specific things that i think need to be discussed and pointed out. number one, i am not going to read the paragraph, but i want to point out some important passages. establishing and kree t creating a culture of accountability, effective leadership, ethical policies, internal control mechanisms, sound data collection and transparency, and/or you can call it transparent sharing practices. all of these as the chief mentioned are benefits that we certainly subscribe to and our organization complies with the benchmarks as well. specifying two of the five on the board. i want to speak to use of force specifically and also the serious incident review board which is in progress. so with specific reference to the use of force reporting, as an overview, when use of force occur, there are many systems of review. our policy mandates that the supervisor responds and conducts

an on-scene evaluation insuring every report of use of force is properly document and evaluated. the incident is documented in two reports. the incident report and also the use of force log and these memorialize the specifics of the incident. >> the document is reviewed from the chain of command prior submittal and the risk management division makes data entry into the early intervention system to identify spikes and trends. thereafter, copies afforded to the training division and the field operations bureau for further review and assessment. and i think it's important to note here that the data collection process was expanded in 2016 and changed in 2018 to make the requirements of abc 953. with respect to the serious incident review board, this is a direct by-product of chief scott's foresight and leadership. the policy establishing the sirb as i will refer it to forth coming is considered to be a best national practice, and this

process is in the final stages of completion. moreover, the sirb will encompass the current review processes including those offirearms, uses of force, and police-related critical incident. and moving quickly on to the 11th slide, moving forward with accountability, again, with specific reference to our policies and procedures. as you can see here, there is a litany of policies and procedures that speaks specifically to procedural justice and that we consider sacred, if you will, in safeguarding our organization against potential bias. and of course, 3.01 which is in revision and rewrite serves as our hallmark which will certainly give timelines and reference to these rewrites as they come up. so that concludes my piece of the presentation. i will turn it back over to amanda. -- i will turn it back over to the commander. >> thank you.

>> community partnerships, external relationships, we establish meaningful community relationships, coordinate and collaborate city resources inside and outside the organization. partner and problem solve on a crime concerns and trends, develop and maintain trust and transparency. the external academic partners which has been a subject for many and we still are waiting for that report which will be in approximately november or so. so in order to do that with -- in order to use the external partners what we are asking for is to utilize appropriate theory and measures. analyze and interpret data for better meaning and understanding of these numbers. gauge critical and ongoing analysis of the procedures and best practices. provide for a more robust culture of leadership

participant management. and current partners are as follows. when we look at our partnerships, we talk about we have a very robust program. community immersion programs. so officers from the academy as well as the stations understand their communities better. and so by emphasizing respect and understanding the importance of listening and providing a voice to the people, we can strengthen the trust between police and the community. in rethinking community engagement in our community forums, the theme emerged about the need to have sustained engagement with the communities most impacted by violence to build, to rebuild the relationship of trust. re-introducing community advisory boards that brings together local faith-based

leaders, use diverse community members to the table in an ongoing discussion about public safety. these groups meet directly with senior members of the police department including the chief to provide feedback and input about ongoing strategies. the increases of interaction at a district level by having captains work directly with leaders in the respective communities to identify hot spots and to assign more senior officers knowledgeable of the neighborhoods to solve conflicts that might occur there. stakin holder development with working groups as consultants to provide input during the implementation and provision of policies and procedures. investing in youth and community safety initiatives and other

youth programs and the community safety initiative which recruits san francisco neighborhoods and invites them to work with the commission and the department and recruiting a diverse work force. continue to expand recruitment campaigns and specifically designed to encourage unrepresented applicants to choose a career in law enforcement. develop a course to guide interesting applicants through the hiring and background practice which is can be difficult at times. this brings them closer to understanding what they need to do to accomplish that goal. and data sharing in 2016, and joined the initiative and sharing practices to enhance transparency, identify disparity

and build community trust and the use of force reporting policy was expanded to include collecting biographical information and encounters and self-initiated or dispatched. as far as the mandated reporting requirements, use of force, the abc-953 and early intervention reports and the expect is establishing the encompassing policy under abc 14.21 which is the body worn camera. we expanhandle the ability to certify officers in language other than english which is extremely important. and both steve and i worked at district where is the language is critical where they speak the

language or have access to the phone translation for the officers. it makes or breaks that relationship with the public if they can actually tell us their story. this builds trust with our limited english proficient communities and we have been defrn endeavoring to expand the officers who speak languages and chinese, spanish, russian, and deaf and hard of hearing policy is currently being worked on. in closing, dr. eberheart stated, you don't need to have all the answers before you start to work toward solutions. we are in a transformative time in the san francisco police department. the analysis of the data and subsequent report by the academic partner is the next step to understanding the disparities of the numbers.

we have seen in this presentation is a look at the policies and procedures and technology, training, policies and procedures have decreased the use of force and increased transparency to hypothesize is akin to not with the other findings and the direction for the future. to implement changes in the d.o.j. and the president's 21st century for policing. this has raised the bar for law enforcement agencies across the nation. there is much to do in completing the remainder of the recommendations and the long-term commitment toed a

vancement in all -- advancement in all areas of policing. they are committed to the with the better processes and strategies. to the communities we have committed to fairness, a voice at the table, transparency and most of all, safety with respect. thank you. >> thank you, commander. thank you, chief. do you have anything else to add before we have questions from the commission? >> okay. vice president taylor. >> an i want to start by thanking the chief and captain ford was the unfortunate messenger of the last time we were here and the dispay at numbers was not directed personally at you and i can

speak for myself and i was not happy and other members of the commission were not happy with the numbers and they were what they were. one of the questions we asked last time was why? and i think i said i am less concerned with why than making sure it stops, but it sounds from what we have heard tonight that the answer to the why question is we don't know yet. it sounds like we won't really know until the report in novr gives more information as to -- the report in november gives information to the underlying causes. so if that is the response, it sounds like it is, i want to learn a little bit more about what the department is doing specifically in the interim. the chief talked about best departments and that have been adopted. and if you can talk more about how those best practices are.

if there is any sense of how they are going and what kinds of progress is being made with the best practices. and that will be helpful and i have four questions. that is the first one. >> with the training and when it comes to the procedural justice training. that is only one step of this. i mean, what's been often said is how much is implicit or explicit in this issue. we don't know the answer to that. we know that explicit bias is not driving it. we don't have any everyday to prove that is the case, but implicit bias is a little bit of an unknown. one of the things that i learned in my studies on this subject is training is one of the best ways to increase awareness. it is not about a cure with

implicit bias and it's about understanding and managing and particularly not letting that creep into the policing decisions. so in terms of best practices, this is a rapidly growing training field in policing. most departments now -- well, a lot of departments -- i won't say most -- are implementing some type of training and that is a best practice. we were fortunate of the people in stanford to do the work across the bay in oakland, and we got to see a lot of what they were doing. as a matter of fact, they had work with oakland with 50 strategies to reduce disparities in policing. and disproportionalities in policing. if you go down the checklist, a lot of what was talked about is directly some of those 50. and some of the things were on

the map for us, so that is a really good thing and i can rattle down the 50. >> i guess what i am looking at wanting to know, have you looked at other departments with similar disparities and implemented practices and policies and procedures, and those bad disparities changed? i kind of want to drill down on what other departments are you looking at? did it work for them? are you implementing the similar processes? >> i don't think there is a perfect department with an answer to this, but a lot of departments training use of force and the time and distance and part of this issue is reducing force, period. the other part is addressing the disproportionalities and oakland across the bay is a good example and they have had some success in some areas.

and we go to icp and major city chiefs and this topic is ongoing and every conference that i go to, it is in the forefront. and i don't think the answer is there yet, but there are a lot of questions and a lot of movement and i don't know that there is a perfect answer, but we are doing many things as we stated in this presentation. >> are there departments that have seen the numbers increase by implementing particular procedures? do we know the answer to that? >> so in the presentation with dr. eberhardt, she mentioned oakland and the particular topic with us they changed some of the procedures on their spots where officers were required to document certain things about their stops. they saw significant drop in their stops in terms of their

stops. and those disparities that resulted they saw significant drop in that area. she talked about the training and the cultural changes that took place to allow that to happen. so that's one example. look at the reduction and use of force in terms of the demographics that i mentioned. and look at that as a potential signover some success in this area. >> are we implementing what -- what you mentioned, are we implementing the same practices as oakland? >> some of that we already had -- not everything that they do, but some of that we already have. we're working on some policies and procedures right now we think will add to help us in that area and working with the officers in the union on those. so yeah. we are doing some things. >> all right. and my second question, i guess, the second category, you talked about 911 calls and the disproportionate number of

african-americans identified as suspects be i 911 callers. i recognize you don't know the race of the caller, but do you know the percentage of the disproportionately impacted? 40% of calls, 6 # o%, identify an african-american subject? >> an in the mid 40s. in the fourth quarter report, for 2018, that number was 42%. >> okay. and you mentioned that the use of force numbers are roughly in line with the number of calls for service. >> correct. so in 2018, the use of force percentage for african-americans for the year was 41%. 41% of the use of forces involved african-americans. >> can we drill down on that? i am specifically referring to or thinking about the pointing of firearms. those are the numbers that were really galling to me. that was the 127 african-americans compared to 50

white male and 14 asian and 72 hispanics. and so i would like if the consensus is or if a conclusion is that people disproportionately call police on african-americans, something goes from the calling of police to the pointing of a firearm. that seems to be just far and away disproportionately against black people. so i don't know if you have done any analysis as to that particular figure, right? is it that people call the police on black people more than anyone else and the number of times in which the police point guns at them is consistent given those numbers, or is it still that cops are pointing guns at black people more than anyone else? that's something that i would -- if you know it, that would be great, but if not, i would like to hear about that. >> i do some of what you are asking, commissioner. firstover all, pointing of firearms, roughly about 60% of use of force. sometimes a little more,

sometimes an it will less. in terms of the numbers and i will just go because i have it in front of me, some of the numbers are from 2016, and when we first started this report. the first quarter 2016, out of -- there were 648 use of forces that involved pointing of firearms. out of 947 total use of forces. so that was actually 68%. of those 648, 307 involved african-americans. so out of the 648, fire arms were pointed, almost half. second quarter, 620 out of 925, and out of the 620 where firearms reported, there were 271, so again, that's approaching 50%. third quarter, let's see. totals.

so third quarter, there is -- let's see. well, 724, if my math is right here. out of those, 340 with the pointing of firearms out of those 340 were pointed at african-americans. so those numbers are pretty consistent. and like i said, i want to reiterate what commander ewing said and we can look at that as a raw number and speculate to why that is and whether it's a level of violence in some of the communities where these calls are happening or whatnot. but we also have to look at these on an individual basis and that is why we wanted to reiterate the process on use of forces whether they are no policy or whatnot. that is really important here.

but it doesn't take away from the fact that the disproportionate numbers are there. what we think will help in this regard, we have implemented training -- it wasn't mentioned, but the critical response, critical mindset training that we just implemented a couple of months ago was a direct result of pointing of firearms. and some of our daily force situations where we felt we can do a better job there. and that training, i think, will change that demographic in terms of the number of firearms pointed which subsequently will impact this area, too. we just started this training a couple of months ago. we have gotten really good reviews from the officers and it's all about command and control. it parallels with the c.i.t. training with some of the concepts where officers have assigned duties on the critical incidents and don't have a line of officers with everybody with the guns pointed. we think that's going to make a

big difference. we think our training is among the best in that area. i think it will be a best practice for us because there's not a whole lot of departments that are doing what we're doing in that regard. >> i would like to drill down just a bit. i think that statistics are powerful. so if it is the case that the disproportionate points of firearms is tied to the type of call so if it's call because of violent situation or someone with a gun, i would like to know that because i think that will -- that's powerful not only for us but for the officers to really understand what -- unpack what is behind it. there is a decision being made at some point to point firearms at black people more than other dem graphics and if it's justified because of the type of

calls and and finally, thank you for your trend analysis. what is helpful and is great and heartening to hear the numbers are going down. that is really good. the pointing of the firearm -- all use of force is important, but something different about pointing of a firearm. if you have the information on the trends for that over the years, that would be helpful. >> it is not broken into 96a by ethnicity in terms o f that category. it's broken down by the type of crime and the type of force applied, but not by race, but we can call that out. i want to point out that one of the steps we took and many don't

report that as a use of force and we are one of the few major city department that does in the state and that is a step in the right direction and that gives us the data to determine what to do moving forward. that is huge to me. >> thank you for pointing that out, too. >> thank you. commissioner elias. >> thank you. thank you for the presentation and thank you, chief scott, for addressing this. i still don't understand why these numbers are so high. and i think it's important for us to know why because if we don't know why, then how do we know what to fix? and the presentation was good, but it doesn't address the why, and i want to talk to you about that. one, you mentioned academic partners and i feel that the academic partners can't be the sole source of analyzing the data, and i am troubled if we are going to solely rely on them

and troubled because of what happened with the e.i.s. report and how we worked with the university of chicago and received a report three-plus years later and it was filled with errors. i don't want that to happen in this situation come november when we receive the report from the university. i do believe that the police department has an obligation to analyze these numbers on their own and figure out why this is happening. i think in the 96a executive summary, it indicates on page two and also addressed in the presentation that the police department has internal mechanisms in which this is supposed to be done. in fact, on page two it indicates that commanders review the reports with district captains a z a means to monitor and identify concerns immediately. these numbers with respect to use of force against people of color have been happening for years. this isn't a new thing. so if we as a police department

have internal mechanisms to catch this, why haven't we caught it and why hasn't it been brought to our attention? >> i will start with the first. and the academic and i don't want to oversell the research piece because it's another set of -- it's more data. but what it will do for us, i believe, is i think it will make more sense of the data because, like i said, we don't have benchmarks to 96a. often times you compare to the general population and that is really not -- that benchmark doesn't help this conversation at all. there's other benchmarks to look at. so what we do know is that the people who do this type of research, they are not new to this either and we think it will help give us better data or analyze the data better and we can take it from there. in terms of why is it still