that that's similar. in 2016, we had similar numbers. in 2018, we had 300 less cases, and that was the first time that we went below 4,000. i know the average is 7,000 mental health detentions from everyone. this number is just from the police department, but you just have to remember it's s.f. police, university police, college police, so when it comes to these numbers, it's only the san francisco police department. we're also seeing a reduction in the use of force. we have at least 25% reduction in the use of force in 2018, and i want to take all the credit, but actually, there's other work that's being done by the police department across the board, and that has

contributed to the use of force. >> commissioner elias: thank you. that was my question, because i do think that's a large part of what you and your team are doing in sort of getting the officers into the 40-hour-a-week course. >> yeah. unfortunately, i don't have my other sergeants that are the ones doing most of the trainings. we have been doing this nonstop through the years. we just recently did the command staff training for the ten hours, and it was refreshing to hear our supervisors and command staff hear how it's changed in crisis intervention. now, the officers are embracing it, they're practicing. i read most of the reports that come to my desk for 5150s, and i see how the officers are doing a great job up there. they're building a rapport with

people in crisis, they're not rushing, and i think that's what we want at this point. we're motivated to continue doing our work. i know sometimes you don't hear the good jobs that officers are doing, but i'm telling you, i hear every day on the radio officers responding to crisis and following protocol. >> commissioner elias: i know some of the things that cross my desk are training exercises given to cadets so they know how to deal with training. >> yeah. the training events are taken from reality. this is the time to fail or get better or improve. we can always improve, so this is the time we take to teach our officers, and i am telling you, it's a little bit of different generation since i came in in the 90's, so we have

to kind of adapt to how they're learning, so it's been good to see the new faces and the new officers like a sponge. they assimilate to what we're doing. >> president hirsch: thanks. vice president taylor? >> vice president taylor: thank you. i want to commend you. i feel like on this commission, we hear so much of the negative, right? we hear about all of the bad things that's happening within the department, and it's good and refreshing to celebrate good news, and just like we all need positive feedback, the members of this department need positive feedback, and what you're doing is tremendous, and i want to commend you for that. you're not alone. there are lots of people in areas that are doing a good job, so i want to make sure that that gets recognized.

thank you. and then, i had one question that kind of dovetails with commissioner elias' questions. the call for mental health crisis, have they increased or decreased? >> you know, it's not an increase. they have decreased by much, but mostly, they've stayed the same. we're working with hsoc and working with d.p.h. in trying to prevent those calls. we meet with them every wednesday. we had meetings with my staff with the department of public health. there's a little thing called hipaa that we have to respect. so we get waivers, we have other items that we discuss. the goal is to prevent a

crisis. i can't tell you how many people were, 7 or 8 times a year that were responding to the same person, and those are the people that we focus on. that's the prevention part of the program that we focus on. our focus is to concentrate on the top tier, and we look at what's going on with this person. why is this person being 5150 so many times? so we look at solutions, table whatever needs to be tabled, and we'll priority the high use consumers or clients. in 2016, a gentleman was 5150 49 times. this year, in 2019, he's only

been 5150 one time. we had all hands on deck meeting in 2017 to see what was going on with this person. we got him housing with our partners from the housing development. we got him clinicians, and i just got a message, he's graduating from the program this month. that's refreshing to hear that you go from 49 times to one time in 2019. that's our goal. that's where we have to be, but this doesn't happen without the leadership of the person sitting to your guys' left. he's very supportive of the program. chief mannix, she's my chief from f.o.b., and commander fong. they're the ones that say yes to whatever i ask for, so

that's great that you have the support of the command staff, so i just want to recognize them for that. >> vice president taylor: thank you. >> president hirsch: thank you. commissioner dejesus. >> commissioner dejesus: so i want to go back to that 26,187. i see it in the mission district where people are passed out or officers have people that are fallen and have bloodied and stuff. so i guess you had it broken out to the 801 and the 5150. out of those 26,187, are there any way to know if there are mental health or crisis intervention programs, not just well-being, passed out or sleeping in a dangerous way or bleeding? i don't want to skew the numbers. is there any way we can determine out of those numbers

how many was in the cry sit intervention criteria? >> sure. let me see...i have some notes here. >> commissioner dejesus: it would be nice, going forward, once you've calibrated that, to put an asterisk and say these are the ones that belong in the c.i.p. or the ones that were just a wellness check. >> i can definitely provide those to the commission, those numbers. >> president hirsch: commissioner brookter? >> commissioner brookter: i just want to thank you for your work and echo some of the

comments that my colleagues have made. i'm actually familiar with nami. great organization. i just had a question, it was something that you brought up when you talk about the younger generation of cadets that we're bringing in, and the number of young people we're seeing out in the city and on the streets. so what does that look like in terms of how our curriculum was able to evolve, knowing a group of individuals in positions for 20, 30 years, and we get a group of fresh individuals coming in out of college. so how do we balance that with the great work that you're doing? >> so that's a great question. at the average age in the academy, the average age is 20. we do the training at the academy, so the recruits get to see the veteran officers doing the training at the same time, and it's a whole different

generation. the millennials are different. sometimes you've got to talk to them, explain it to them, sometimes you've got to text it to them. we're trying our best with them. they embrace it because they don't know any other ways. back in the 90's, we were trained differently. we were trained to rush into situations and not to weigh grade, time, and distance. i'm totally trained a different way than the way the academy trains now, so across the united states, you see the same problems. it's just different names, but we're all facing the same situation in law enforcement, and that's mental health calls for officer involved shooting in mental health calls. so we're adjusting our training, not only the c.i.d.,

but the officer training. they don't know anything like the veterans do. like, we're used to doing things differently, and now, you've got to change. change is good, right? changing all the tricks. but the recruits, this is it. this is what we're learning, and this is what the police department policies and procedures are teaching them how to do things, so that's how it is. it's just a team effort. it's everybody, not just us in the unit. >> president hirsch: commissioner mazzucco? >> commissioner mazzucco: thank you, president. i just want to thank lieutenant molina and all the staff involved. commissioner dejesus and i were on this commission when this concept came up, and it was a foreign concept. it took a collaboration between

ourselves and commissioner angela chan -- we started looking outside the box, and we started looking at this. i have to tell you because it was the police department's willingness to do this, going to the training. this is -- it's remarkable. you commissioners don't understand what a change this has been. you heard from lieutenant molina where they were trained to go hands on right away. now it's just common sense, time and distance, let's talk. and i think you're seeing fewer incidents of use of force, fewer people being arrested. we've come a really long way. i talked to commissioner chan, and i think when she puts her head down on the pillow at night, she has a lot to be thankful for because she pushed

this through. i have to tell you, you hear all the bad things, but this is a good thing. lieutenant molina was a juvenile probation officer, an adult probation officer, and he came in a little later than most folks. these are people that care about helping people transition out of the justice system. the partners weren't even a partner in the beginning, and now, they're a major part of it. >> thank you, commissioner. it's also amazing to have cl clinicians to stand next to us, when we have somebody that's barricaded in the house and i make the call at 2:00 in the morning. i'm sorry to wake you up, and having the doctor on the end of the line saying i'm on my way.

when you have a person who's barricaded, common sense doesn't apply, so i'm able to get all of that information, medication, diagnosis. so we get that information, feed that into our crisis negotiators, hostage negotiators, and it's a whole different approach. nobody's moving on until we're certain what's going on, creating time and distance, creating rapport with the subject, using whatever we need to without the use of force. >> president hirsch: chief scott? >> i just wanted to say lieutenant molina and his team, led my chief mannix will have an opportunity to present all the good work that's been done by the men and women of the san francisco at the national

conference of police chiefs. it's actually an honor to get selected. a lot of people apply to make these presentations, and the sfpd got chosen, and that's thanks to the good work of these people sitting in front of me, so i just wanted to mention that. >> thank you, chief, and there are 4,676 applications. that's what i do. i do numbers every day. we also travelled to l.a. to see how l.a. is doing. they have an 110 officers on the crisis unit, and 54 commissioners that s clinicians that set next to the police department. they are with the department of public health, and the officers

sitting on one side of the desk, and the clinician is sitting across. so that's our dream, and chief scott is making it happen, so hopefully next year, you will hear about that, and how we're going out as corresponding partners, and coordinating together. i think it's way overdue for the city, so thank you for your support, and anything else that you can help us with, we'd appreciate it. >> president hirsch: thank you. thank you to your staff and to the program generally. >> thank you, commissioners. >> president hirsch: next item, please. >> clerk: line item 1-b, d.p.a. director's report. report on d.p.a.s activities and announcements. commission discussion will be limited to determining whether to calendar any of the issues raised for a future commission meeting. >> president hirsch: director

henderson, good evening. >> good evening. we are at 317 cases right now, so a spike up from this time last year, when we were at 267. we've been closing cases a little more efficiently than we were last year. we're now at 275 cases that we've closed out so far. we were at 208 cases this time last year. in terms of open and pending cases, we have 390 cases versus 291 where we were last year. 34 cases have been sustained so far this year. this time last year, in 2018, we had sustained 39 cases.

for any case that's past 180 days, we are at 38 cases still. i report the cases once they reach a nine-month period to investigate the source of the delays. our mediation has changed, and we just did another training. those cases are up now. we've done 18 mediations this year versus seven this time last year. we've been spending a lot of time since our last meeting drilling down on the case management system, and the program is entering its final stage with us. it's a project that is essentially on steroids. we will begin testing with our staff with implementation next week. this is typically a process

that would take up to two years, and we're doing it in about five months, so we had some real strong needs intentionally to get a lot of this stuff done. it'll help us a lot with the transparency and the second phase of getting a new website, that'll be the external part. but the internal part will include a lot of our data that will be easier to chair among the desk department and different staff of the d.p.a. we're continuing to work on our strategic plan, and now we're working on measures those goals so we don't just have them, and we continue to work with slalom on that as they're building our c.f.s. system. i have been personally spending

a lot of time -- i would say a lot of my time the last week has been preparing the budget. we are working with the board of supervisors preparing the budget and the presentation that will be made in the next 48 hours over the next of this week. many of the questions, memos, and meetings are on the release of records and the release of body worn records that will be made available to the public. in terms of outreach this week, the d.p.a. participated in the

outreach at golden gate park. we have a case tonight in closed session, be here for that. i just want to point out in the audience, there's a significant group with us tonight. my chief of staff, sarah hawkins, senior investigator, susan gray, attorney yetta thompson. >> president hirsch: welcome. >> so this is yuriko, amy, alyssia -- thank you -- mark. you recognize mark because he was here last year, too, and he didn't get enough and now he's for here more. spencer, katey, and alexandria.

so you guys will be hearing from them sometime in the summer when they come to present the work that they've done over the summer. many of them are participating in the hearing for all. folks are working with them, and we're looking forward to working with them throughout the rest of the summer. >> president hirsch: thank you. any questions for director henderson? next item. [agenda item read]. >> president hirsch: i just want to encourage any commissioner who can make the presentation, the c.i.t. presentation, to make it. i can't because i have a different meeting at headquarters at that time, but i regret it, and hope that

someone else can go. [inaudible] >> there was great community input with respect to adding the sort of nuances with the sort of gender, harassment and the workplace discrimination that goes on? so i'm really excited about the progress that's been made, and it's my understanding we will have another meeting to wrap up some of the issues that were raised and get that off and to concurrent so we can get that

one checked off our list. >> president hirsch: thank you. commissioner brookter? >> commissioner brookter: thank you, president hirsch. so i will be in attendance at the awards. but i just wanted to highlight the conversation that i got to have this afternoon actually with the interns. i think that sometimes when folks are interning, you don't understand what you are having -- during conversations you're having with individuals, the impact you're having, so i appreciated having a conversation about the work that i do on a daily basis, and the work that we do on the commission, as well. i'm happy to say that our future looks bright. i will say it looked like an episode of law and order. these young people had their hands on everything. really eager to learn, and i just want to say thank you to

them and allowing me to come in and have a meeting with them before the meeting with director henderson as we move forward and have discussion about sb 1421 as commissioner hirsch has asked me to be the liaison with d.p.a. to ensure that we're focusing on sb 1421. >> president hirsch: thank you. commissioner taylor? >> vice president taylor: yes. i participated in the working group yesterday, and it was led which commander walsh -- is it still inspector macone? i appreciated that level of

kind of granularity and detail. >> president hirsch: thank you. commissioner dejesus? >> commissioner dejesus: so yesterday, i attended the language access working group, and it was very crowded, huge turnout. you should know that the many departments in the city use the language line interpreting services, so we had representatives there, and we had the 911 callers there. everybody was there. what we had was representatives from language line representatives come because there's been some problems in the interpreting services for all the city departments. what i learned was really important. the hospitals are being sued for not having interpreters in emergency rooms, so they're really setup for medical emergency services, and they do banking interpreting services.

they do work with 911, but it's very new to work directly with the police departments. we're on the forefront with portland and other cities who are providing instant interpretation services out in the field, so there's been some issues and some problems. they came, and they got an earful. they've got a plan going forward, but we really talked about phone interpreters to have training specific for law enforcement calls, including the vocabulary for interviewing domestic violence and sexual assault victims, so they recognize their deficiencies, we recognize their needs, so we're working with them about putting up some type of training. but portland has a training coming up, and the person who's really been really significant in the forefront for your department, officer core.

she's fluent in nine languages. she has an opportunity to attend the bilingual officer training in portland at the end of the month. i don't know who you're going to send, but i think it's important for you to send her as she's coordinating all this activity and she has a real handle on what the problems are, so it's a good training. i'd like to be a fly on the wall there, but i think she's someone that really should go, and it's really important that we have lit a fire under language line representative to see if they can work with us and see if we can fix these problems. >> president hirsch: okay. next item, please. >> clerk: line item 1-d, commissioner items and scheduling of items for future commission meeting. action. >> president hirsch: okay. i don't see any. >> commissioner dejesus: oh, i

have some. >> president hirsch: commissioner dejesus? >> commissioner dejesus: i talked about having a student representative sitting with us on the police commission. i think i've got it scheduled sometime in july. if we could work it in the second or third week of july. >> president hirsch: we only have two meetings in july, and i think july 10 is already full. i don't know. we'll check the second meeting. >> commissioner dejesus: that would be great. okay. >> president hirsch: next item, please. >> clerk: next week, the police commission will hold a meeting at a special meeting on june 19 at 6:00 p.m. concerning public protection issues in the park district. the public is now invited to comment on items 1-a through

1-d. >> president hirsch: public comment on items that have been addressed so far. [please stand by]

>> the police don't and aren't -- they train them to do things that others can't, but we all thought this should be dealt with through public health. i am really amazed at the progress here, and i'm really glad that our city is leading in getting into this idea of taking care of our most challenged individuals in this valley desperate time for people living on the streets in dealing with so many crises. thank you. thank you to all the people that have worked so hard on this.

>> hi there. i am i'm from the excelsior district. i certainly feel what she has to say. a feeling likes a very well-designed program, and hopefully it is executed well. a couple of things i want to get out really quickly, first, last week, i should apologize to commissioner taylor. she specifically asked if we had any updates on the basketball score last week. i provided none. i will tell you the st. louis blues are up 2-0 against the bruins. that said, there were some notes from ddo. i would say we had this conversation about one changes its name, there is a minor change to the others that need to be changed. i know this may seem arduous, but either one, you used this

thing called find and replace. now it doesn't make sense. you do need to consider it. or if it truly is that easy, find and replace is not that difficult in order -- >> you are jumping around the calendar a little bit. we hadn't talked about this. >> there were notes in the duccio. i will go catch the end of the game. any other public comment? public comment is closed. >> item two. investigative services, detailed internal affairs. discussion and possible action. >> okay. good evening. this might feel like groundhog

day, the movie. i know this has been off, and last week there was a request that the actual general orders be made available, and i think they have been made available dg a, go at it. >> members of the public, directors, good evening. i'm here to give you an updated presentation on the department bulletin 19092. i would like to introduce the commander, the chief of staff, and he will be presenting a powerpoint presentation that will walk you through the changes of the affected duccio. >> thank you. good evening, commander. >> thank you. president hirsch, vice president taylor, commissioners, and director anderson and chief scott, i will get through this hopefully --

>> i want to stop you for a second. i was just told that the commissioner who requested that we have the d.g.o. present is now happy she has got the d.g.o. and doesn't need the presentation. i have 100 slides and hundreds of footnotes. [laughter] >> i even have stuff you don't have. >> how long did this take you to do? i was impressed by your powerpoint. >> was this the same one you did previously? >> we have not done a powerpoint >> you didn't, go do it. >> you really don't want me to do it, do you? >> there was a motion. >> first, i want to thank the chief and your hard work for including the d.g.o. because as i indicated to the chief, there's a lot of reading that we do, and i don't think people realize it. most of the reading happens late at night after our day jobs, and so it is really helpful for us when we have everything there to read rather than having to go to the computer.

thank you very much for making it easier on us. not only did you provide the d.g.o., but you tracked the changes in terms of what changes were going to be made to the d.g.o., and now how they will compare. that is very helpful. >> we did find and replace before the public comment. >> is there a motion? >> so moved. >> this motion is to approve the changes. i need discussion. can we have the vote? >> we have public comment on line item two. >> any public comment on this item? seeing none, public comment is closed. please call for the vote. >> yes. [roll call]

the motion passes for the approval of the department bulletin. >> congratulations, commander. [laughter] >> thank you. >> next item, please. >> item three, presentation of the general orders, policies and proposals. discussion item. >> good evening, commissioners, chief scott, director henderson, members of the public. i am from the department of police accountability trying to wrestle the microphone. tonight is the night where the police department and our agency

provide you an update on the work that we have done during the first quarter concerning policy recommendations as well as department general orders and apartment bulletins. i will highlight three things that we did during the first 2019 group, and that involves the deaf and hard of hearing department general order. since 2017, our agency, in collaboration with the police department, deaf advocates, deaf individuals, we have been working on putting together a deaf and hard of hearing apartment general order, as well as putting together services that would really respond from deaf of heart of a -- deaf and hard of hearing individuals. during the first quarter, we finish that up. we continued to meet to begin to work on training issues. the chief and command staff or reviewing that department general order, as well as the police officers association. we are at a stage where we have answered all the questions. i think it is on your desk,

chief, in the hope is we will be responding to the commission as soon it can be scheduled. the second thing we did during the first quarter of 2019 was we worked with the police commission, with the leadership of the vice president taylor, as well as the commissioners on the release of the police reports for domestic violence and sexual assault victims. we had several meetings that we were hashing out the process for timely compliance with the police department as well as working out the details of data compliance and the details of such that we reports will be were provided to the commission. the third thing that we worked on, in combination with the police department as well as commissioners was the language access working group, it is a group that i initiated in 2012 so we can work collaboratively to address language access problems and enhance services especially concerning domestic violence and sexual assault survivors it is a robust group.

it is a terrific opportunity to problem size -- problem solve we're trying to increase the certification for by legal officers because right now, the department of human resources provides certification in core languages, but the great thing about the police department is there are other officers who are bilingual and so many other languages, especially in growing populations. in hindi, arabic and other languages. what we are trying to do is create the certification opportunity for officers as well as other employees. that has been a big project. we're working with the incredible language liaison officer to be able to roll out officers language lines on police officers and cell phones. again, that is something we have been working on for years.

they did not have the capacity to roll it out onto the samsung phones and this is really knew that the language line is able to do that. there is a great partnership which is part of why we brought language line to the table so we could really get that moved out. those are the three core ones as we attend all of the executive spots in there other nations for fun. i want to the opportunity to highlight i am available for any questions. >> thank you. does that and have your share on this? >> we do. >> all right. commissioners, again, this is the report for the first quarter , january through march of 2018. i say that, i emphasize that because there has been a lot of work in progress since then as well. i am sorry, i have a little bit

of a cold, subpart in the voice, i have a long cinch in my mouth. the department has issued four bulletins and one general order in the first quarter, and i expect that number will increase as we move through the fiscal year. >> can you remind us again, the bulletins, the difference between the four? >> i am drawing a blank. but my subject matter expert on the issue, and i'm sorry, this is one of the -- >> every time we have this presentation, i can't believe i wasn't prepared. >> what is the difference between the bulletins? >> the a bulletin are the higher priority then the be bulletin. the a bulletin is mandatory.

you have to review them. when it gets down to be, the priority becomes not as high. see bulletins are somewhat informational, so there are different levels of importance in terms of what is mandatory. >> however, we have worked on multiple department general orders. in the first quarter, again, i know that 3.01 was with you all, and i wanted to remind the group of the high level items, or the high-level purpose of that d.g.o., which aligns our written communication system and our policy, and the department general order structure as it relates to renumbering if we choose to go that direction, if

and when we choose to go that direction. and then that revision of the d.g.o. substantially reduces the number of department bulletins on an annual basis, and from approximately 300 to about 60 annually, or 50, and then enhances the efficiency as it relates to editing department general orders. we will assist with addressing 16 recommendations. and then i will talk a little bit more about that at the very end as well with respect to other d.g.o. that will be coming in front of you as well. the deaf and hard of hearing is -- they have gone to concurrence , and i believe, is actually, with chief scott and we would be coming to you all

very soon. in addition, as you know, d.g.o. have come in quarter one and it was tabled. as you know, they have been issued since then. the 3.06 -- a lot of these are very nitty-gritty items. the .06 delineates procedures for members to inform the department whenever they change residences, tax status, things like that. i believe will be coming back to that here at the commission as well, and 5-foot 15 is enforcement of immigration laws, which is, i believe, at meet and confer with d.h.r. also in the first quarter, work has been ongoing on five-point 17, and as the commissioners

mentioned, is in a working group process with our biased working groups. we are also, for 10.02, this equipment item is specified so it required equipment for uniformed and nonuniformed officers. these are very operational, nitty-gritty things. 11.07, as you know, has also been heard and worked on with the executive sponsor working group this week, so i believe a draft will be going through the departments, and then d.g.o. 11.10 is physical fitness evaluation. that is at meet and confer right now. and finally, as i mentioned, the objectives for the u.s. d.o.j.

include recommendations for policy revision, and so among those recommendations, use of force by community leasing and accountability. there is an accounting of the number of recommendations that include d.g.o., a recommendation or a revision element to them in that recommendation. really, the primary d.g.o. we are talking about our 3.01, 2.04 , and five-point 17. those cover many of those recommendations. with that, i will take any questions. >> thank you for your report. my only suggestion is that with respect to the d.g.o. in progress, you can update the correct individuals who are working on them.

i think this is the criticism in terms of not knowing or changing , rather frequently, which officers or heads are on which d.g.o. and the executive sponsor group. i know that these are outdated, so if we can get them updated, i think that would be helpful. >> thank you for reminding about the three languages. can -- what do we need to do to move that forward to get these three languages certified? what did you tell us? >> i know the department is working with the department of human resources exploring that avenue, as well as the language line, so there are different opportunities. we are in ongoing discussions about that. there is a strong desire to put something in place as soon as possible. >> chiefs but -- chief scott? that is in progress right now in

terms of working with the department of human resources. i just wanted to add, just to clarify the bulletin question, it is in 3.01, but is the public able to supplement the general orders. these bulletins are turning special operational orders. they are non-technical and nonlegal information. >> thank you for the presentation. i just wanted to make sure that i articulated for the commission and for the public that this was our reform policy priority presentation. it has been much longer in the past, but i wanted to articulate and explained that work hasn't diminished with the top three presentation. a lot of that work is ongoing. we have a number of projects and what to expect in the future as

many of the policy projects that we have ongoing will be reflected both in the annual report and throughout the website of what all of those projects are. >> i did not want to forget all of the other projects that we are also working on internally and collaboratively that aren't necessarily just reflected in the top priorities as we see them from this sparks report. >> thank you. thank you, both. next item, please. >> public comment on line item three. >> any line -- any public comment on that last item? seeing then, comments are closed >> item four, general public comment. the public can address the commission regarding items that do not appear on tonight's agenda, speakers shall address the remarks to the commission as a whole and not for the individual commissioners are department or d.p.a. personnel.

nor commissioners are required to respond to questions presented by the public, but may provide a brief response. individual commissioners should refrain from entering into debates or discussions with speakers during public comment. >> public comment, general public comment, please. >> commissioners, good evening. my name is -- from the public defender's office. i feel compelled to be here because of the uncertainty regarding the release of records pursuant to s.b. 1421. i am sure you plan on introducing a policy on july 10 th, since his body won't meet on july 29th, we have this meeting in the next bit to discuss what that policy could be. we have so many clients his freedom could depend on the disclosure of those records.

we would meet formally, and not just in public comment to craft a policy. i will brief the item by a few areas the policy should address. i hope in coming here i will raise issues and perspectives from the ground floor of what this policy could be first and we don't know what is the p.d.'s internal process will be. i will respond in the order in which they were received. why those categories? the process is crucial. sfpd fpd should adopt an intake process. additionally, the search protocol. they must establish a transparent protocol for judgement decisions. does as fpd have a protocol? how do they define those categories?

the public deserves to know this definitions. the essay p.d. should overhaul the notification system. [indiscernible] as fpd should notify people at what stage they request is, and determine -- [indiscernible] how do we figure that out? there's no appeals process in place. it would be nice to sit down and talk about these issues. i will let my colleagues -- i appreciate your time. thank you. >> good evening.

my name is leo and i work with the san francisco public defender's office. i would like to bring to the commission's attention that even if the commission is not ready to turn over the full files of officers who have s.b. 1421 materials in their files, the public is entitled to a list of officers who have this material in their files. as the text of it states, these records shall not be confidential and shall be made available for public inspection pursuant to the california public records act. the sunshine ordinance passed in 1999, gives the people access to public records as defined by the california public rectors -- records act. essentially, if the release of s.p. 1421 is governed by the sunshine ordinance. section 67.0 to one of the sunshine ordinance outlines the process for getting access to public records from the custodian of the said records. subject -- subsection c. states custodian of a public record

shall assist our -- assist a requester and identifying the existence, form, and nature of any records or information obtained by, available to, or in the custody of the custodian. whether or not the contents of those records are exempt from disclosure, and shall, when requested to do so, provide, in writing within seven days following the receipt of a request, a statement as to the existence, quantity, form and nature of the records relating to a particular subject or questions with enough specificity to enable a request to advise -- identify records to make a request under subsection b. subsection c. means that regardless of whether the custodian is currently prepared to turn over the requested documents, they must identify the officers who have s.b. 1421 serial in their files. based on the requirement, the custodian of record provide information as the existence of any requested records, we are entitled to a list of all officers who have records of the four categories of misbehaviour

describing 1421. while the custodian of these records is processing the records for their release. it bears mentioning twice that the timeline for the custodian his to notify the requester of the existence and form of the requested documents is seven business days from receipt. to reiterate, we filed our first request for all active duty active-duty officers on january 2nd of this year. thank you. >> next speaker. >> good evening, commissioners. i am a law student in san francisco working with the public defender's office. i want to reiterate the importance of promptly releasing records under the penal code 832.7 by bringing notice to a method that other jurisdictions have employed to comply with the rule. some other agencies across the pond them without all relevant records at one time onto a

publicly accessible website, rather than waiting to begin processing until a request is made. a good example of this can be found on the san diego county sheriff department website. website is organized by subsections of 832.7, followed by links to records that fall under each statutory category. under each section, there are links to all the investigations and reports along with a company video to some incidents, which are downloadable. in san francisco, no video, including security video or body worn cameras have been provided, even for the few records that have been released. providing everything pertaining to each incident in one accessible place would allow for more comprehensive and even accessible release of the information that the public is entitled to, as well as create an organization system for further and continued compliance with the law. thank you. >> thank you next speaker.

>> i am a law student working at the public defender's office. on gender 11, we requested that you send us copies with records that would be classified as public records under penal code section 832.7. we limited our request in good faith for records only for active officers as of the 2018 roster. the commission failed to reply to this request on june 4th 2019, months after the original request and months beyond the one week to two week timeline laid out in the sunshine ordinance. moreover, after these months of delay, instead of applying with a responsive records to be released redacted, the commission sends a list of 63 officers would last name starting with a and b. for whom the commission does not have responsive records.

what of the 175 officers whose last names begin with a or b. and who were not mentioned in this response? the omission of those 175 names from this alphabetized list seems to be a bad faith collision of the fact that the commission has confirmed the presence of at least 175 responsive records, but is not even willing to disclose the presence of those records, much less the records themselves. the lack of comment one way or another creates more confusion and further reduce his trust in the process that these records are undergoing prior to release. thank you. [please stand by]