city, and that they can stay there to say this is ours, i think we will all be very, very proud at the end that this happened and that we played a very small part of it. i just want to say that. thank you in advance. [please stand by]

the corporation was exonerated in the late '7. '70s. we had subcommittees on each development that came in that we had one for childcare, one for parks and rec, development and everything. so the training programmes we had with the college and also with model cities, we trained people in our community for each phase of the projects that were coming into hunter's point. where there was business, we had a business programme to train people with businesses. it went through the hunter point college which was the first

campus college. every college we started through model cities, we started a minister witmission with hiringl of the others. but for those familiar will the mission, talk with -- i forgot the director's name now -- >> don markham? >> no, he was the director of the model cities.

they could link up with the colleges out there, training with childcare. we had over 40 people through the childcare programme and each were able to buy homes, so if we want people to stay in our community, we need to train them in our community. we have college track. we have philip randolph and they train people for different aspects of things but we were neeneed tomake sure they are pry managers. >> that's the last comment we'll be doing. >> make sure that happens withs lenar and college track and thank you very much.

i talk fast and my mind is moving. i want to make things are happening in our community for the people in our community. >> appreciate all your work and being a watchdog, thank you. >> madam secretary, the next item. >> the next order is item 7, report of the chair. >> madam chair -- [ laughter ] >> item 8, 8a, 2800as 2800 arels walking drive for a multiple family development including 19 public housing replacement units, affordable at 50% medium income and 11 housing units which are affordable at 60%

media income at hunter's point shipyard and discussion. madam director. >> thank you, madam secretary, through the chair. there's a memo in your package. as you know, this project was phase 4 and completed the end of this year -- i'll bring up jeff to give highlights of this one. i think what was remarkable about this is that we had the beholders apply which means all of the outreach has been working but not all. it's still good news. >> good afternoon. jeff wyatt, housing programme manager. the director said, the report is in your packet and phase 4, it

has 31 units, 19 of the units were for public housing, relocateees from alice. with the marketing in this project, everybody has been moved over into a new unit from the old and that's quite a milestone. and then the other 11 units in the 31 were lottery units and those were one and two units. the larger units were right sized for the folks moving over from alice. for the preferences, first were the folks that had moved away from alice, but didn't have -- he had previously moved away and so they had the opportunity to come back into a tax credit unit. so four households were occupied and then, the remaining was the

next preference and there were seven households there and we have -- there's a lot of children that came over so it's an indication, a lot of families with kids, which is great news. and really kind of the highlights and i'm happy to have any more discussion or take question. oh, i will mention the 11 cot holders who applied, they fell out for a variety of reasons, two ended up getting housed in an inclusionary unit and they found another option. there was one household. he wanted a three-bedroom and we didn't have any available at this phase and we had somebody who was overincome and then some, luke, three folks said that they were interested in just continuing to look at other

opportunities. >> thank you. we have to do speaker cards first. >> no speaker cards and no one here to speak. closing public comment and we'll turn to my fellow commissioners. vice chair. >> thank you, chair. you think you answered one of my questions but i'll ask it again or mask it. so the displaced tenant preference is third in line for preferences on this? >> that's correct. so that would explain why you could have out -- well, since the resident and worker reference, let's just call it the san francisco worker reference would result in someone from outside of san francisco getting a preference to come into this development.

>> in that preference, that's correct. i will mention the rent burdened preference is not geographic so somebody could come in from outside of the city. >> is that usually the way it works, the rent burden is ahead of the displaced tenant? the displaced tenants are san francisco ans displaced by fire. >> that was later after we established the preferences in the area and we added that on after the rent burden reference, the alice resident preference and other cop folks. >> so, then, that's great. now i understand it. and then the other thing to highlight, 2% of the applications, even though there

were a lot of applications, but two came in paper. dahlia, we worked very hard, if you remember, push, push, push and folks are embracing dahlia is the way to go. >> there's a lot of assistance with people unti dahlia. >> i remember early on in the commission, when the commission was established, i'm sure it was alice griffith but i may be wrong, but there was one of our projects or meetings, we had folks afraid of moving out of, basically, their housing, even though they had a right of return because they were worried they would not be able to return. to i wani want to say it's alicf

filgriffith. i'm just trying to complete the story in my mind because the commission was worried that folks would not be able to return, because there was a fear expressed about their ability to return for a variety of reasons. so they were clinging on to their old decrapit housing because they didn't want it to come back to the neighborhood or san francisco. my question is, did it return. >> there were a lot moving. in the end, a few folks were attached to their anatomie unitt

took a lot if they had a lot stuff in their apartment. >> that's great news. that's a huge success. >> i have one more question and i know i'm brow beating the situation but this being such a success, just seeing that we still only got 11 applications out of 4,000 being cop, are there any plans to cast the * ar net to the members who came back in our reports who hadn't been reached out to and to get them into the fold and into the same pipeline into getting on dahlia. is there a plan for doing that?

>> we'rwe're continue doing eary outreach to be aware of early opportunity. they're now in the dhalia system so when it looks appealing to them, they are made aware of it multiple times andthy have the e opportunity to apply. so that's our net. and that might not be satisfying. we're always open to more ideas because during the annual report presentation, if you look at the results over the last five areas, we've increased the cop applicants, so we feel like we're doing a lot. thithe displacement happened ma, many years ago and we are doing,

we think, getting as many cop holders housed as possible and there is a finite members who are out there. so that's not to say we're making -- we're continuing to redouble our efforts for each project when cop holders come up. and whenever we have a developer selection process for a project, we have cop outreach and results and performance top of mind. that's something we look at and score on. you guys are doing a lot of off mazinamazing one-on-one and i ws asking outside of that, cop not identified directly.

>> as know, we had the 17-18 and we'll have 18-19 and i know you had gimp feedback o given feedbt additional outreach we had to do. we'll come back to you. >> madam secretary, call the next item. >> commissioners' question and matters? >> any questions? >> no. >> the next item. >> the next order is item 10, closed second and the next order

of business is adjournment. mr. chair. >> a motion to adjourn. >> i move that the meeting be adjourned. >> commissioner scott, anybody second? >> i second the motion. >> great, we have a first and second and thank you so much. the meeting is concluded at 2:18. thank you. - working for the city and county of san francisco

will immerse you in a vibrant and dynamic city that's on the forefront of economic growth, the arts, and social change. our city has always been on the edge of progress and innovation. after all, we're at the meeting of land and sea. - our city is famous for its iconic scenery, historic designs, and world-class style. it's the birthplace of blue jeans, and where "the rock" holds court over the largest natural harbor on the west coast. - our 28,000 city and county employees play an important role in making san francisco what it is today. - we provide residents and visitors with a wide array of services, such as improving city streets and parks, keeping communities safe, and driving buses and cable cars. - our employees enjoy competitive salaries, as well as generous benefits programs. but most importantly, working for the city and county of san francisco gives employees an opportunity to contribute their ideas,

energy, and commitment to shape the city's future. - thank you for considering a career with the city and county of san francisco.

[♪]

>> i actually knew when i was young, when i was in high school. it was the iconic dancer. [♪] >> the hula that he did was what i'm totally accustom to. the extensions that he did where he left hula flavor of the rest of his dance and performance was almost like stepping into a new sphere. it's not just the physical, the movements and the tempo and the lyrics, it's that he keeps it, i think, philosophically connected. [♪] >> he was young. he was ready to be molded.

he came with a combination of fear and respect and awe many of it's a perfect place for a new student to be because it offers you that opportunity to mold them. >> with patrick, when he came to class, he was like a sponge. like a sponge. and he kept true to it. you know what i'm saying. when it was starting to study, he was so intense. he had to be told to relax. >> patrick is a sweetest, kindest, most loving man i met. >> he is charismatic. he is motivating. he is inspiring. he is brilliant when it comes to choreography. you've got the whole package. >> i think patrick is a good example within the whole world of being able to have a firm grasp on past traditions while

shooting forward. ♪ the first time ♪ ever i kissed your mouth >> with hula songs, they're in hawaiian. not everybody knows hawaiian. when you watch a hula, you don't understand the story being told. he can use ledge songs and put a hula do it and everybody understands what it's about. [♪] when they came out in that black and that one simple hairpiece, less is more. you get to enjoy the dance. you get to enjoy the faith. those are the things i look for. [♪]

>> i think he is one of the best risk takers. and he makes me braver, to try things. i love thinking of an audience going, what the hell. what? [♪] >> i think it's all about variety. he looks for something else that could relate to other cultures, other people other than just hawaiians, it allows him to explore other cultures. they are so loyal to him. whatever he brings, they know that they will be surprised,

entertained. a part of something that is inclusive rather than exclusive. [♪] >> he loves san francisco. san francisco embraced him when he needed it most. and he is on a constant give back. he has built such a nice inga tral working relationship with the community. >> his passion for it is, i think what touched me most. there's a drive there. there's this energy that comes from him that motivates you to do better. it motivates you to do more. it gave me that encouragement to start my own group. to do what he is doing. i want to replicate that. i have some young hula students that are excited to be a part of

that lynn' age where it falls back and goes all the way back. it motivates them to want to keep doing it. >> i'm very proud to be the fly on your wall. to know that you have made me proud and that you will carry the legacy with you. he is so deserving of this legacy and it will carry on. with everything that he has given. >> you do leave a legacy in passing. >> you go. you go catch your legacy. and you continue to teach hula. you come back and you learn more stuff and you keep teaching me about that kind of stuff. and then, with all of that, laugh. [♪]

[♪]

as latinos we are unified in some ways and incredibly diverse in others and this exhibit really is an exploration of nuance in how we present those ideas. ♪ our debts are not for sale. >> a piece about sanctuary and how his whole family served in the army and it's a long family tradition and these people that look at us as foreigners, we have been here and we are part of america, you know, and we had to reinforce that.

i have been cure rating here for about 18 year. we started with a table top, candle, flower es, and a picture and people reacted to that like it was the monna lisa. >> the most important tradition as it relates to the show is idea of making offering. in traditional mexican alters, you see food, candy, drinks, cigarettes, the things that the person that the offerings where being made to can take with them into the next word, the next life. >> keeps u.s us connects to the people who have passed and because family is so important to us, that community dynamic makes it stick and makes it visible and it humanizes it and

makes it present again. ♪ >> when i first started doing it back in '71, i wanted to do something with ritual, ceremony and history and you know i talked to my partner ross about the research and we opened and it hit a cord and people loved it. >> i think the line between engaging everyone with our culture and appropriating it. i think it goes back to asking people to bring their visions of what it means to honor the dead, and so for us it's not asking us to make mexican altars if they are not mexican, it's really to share and expand our vision of what it means to honor the dead. >> people are very respectful. i can show you this year alone

of people who call tol ask is it okay if we come, we are hawaii or asian or we are this. what should we wear? what do you recommend that we do? >> they say oh, you know, we want a four day of the dead and it's all hybrid in this country. what has happened are paper cuts, it's so hybrid. it has spread to mexico from the bay area. we have influence on a lot of people, and i'm proud of it. >> a lot of tim times they don't represent we represent a lot of cultures with a lot of different perspectives and beliefs. >> i can see the city changes and it's scary.

>> when we first started a lot of people freaked out thinking we were a cult and things like that, but we went out of our way to also make it educational through outreach and that is why we started doing the prosession in 1979. >> as someone who grew up attending the yearly processions and who has seen them change incrementally every year into kind of what they are now, i feel in many ways that the cat is out of the bag and there is no putting the genie back into the bottle in how the wider public accesses the day of the dead. >> i have been through three different generations of children who were brought to the procession when they were very young that are now bringing their children or grandchildren. >> in the '80s, the processions

were just kind of electric. families with their homemade visuals walking down the street in san francisco. service so much more intimate and personal and so much more rooted in kind of a family practice of a very strong cultural practice. it kind of is what it is now and it has gone off in many different directions but i will always love the early days in the '80s where it was so intimate and son sofa millial. >> our goal is to rescue a part of the culture that was a part that we could invite others to join in there there by where we invite the person to come help us rescue rescue it also.

that's what makes it unique. >> you have to know how to approach this changing situation, it's exhausting and i have seen how it has affected everybody. >> what's happening in mission and the relationship with the police, well it's relevant and it's relevant that people think about it that day of the dead is not just sugar skulls and paper flowers and candles, but it's become a nondenominational tradition that people celebrate. >> our culture is about color and family and if that is not present in your life, there is just no meaning to it you know? >> we have artists as black and brown people that are in direct danger of the direct policies of the trump a administration and i think how each of the artists has responsibilitie responded ss

interesting. the common san francisco, 911, what's the emergency? >> san francisco 911, police, fire and medical. >> the tenderloin. suspect with a six inch knife. >> he was trying to get into his car and was hit by a car. >> san francisco 911 what's the exact location of your emergency? >> welcome to the san francisco department of emergency management. my name is shannon bond and i'm the lead instructor for our dispatch add -- academy. i want to tell you about what we do here. >> this is san francisco 911. do you need police, fire or medical? >> san francisco police, dispatcher 82, how can i help you? >> you're helping people in their -- what may be their most vulnerable moment ever in life. so be able to provide them immediate help right then and

there, it's really rewarding. >> our agency is a very combined agency. we answer emergency and non-emergency calls and we also do dispatching for fire, for medical and we also do dispatching for police. >> we staff multiple call taking positions. as well as positions for police and fire dispatch. >> we have a priority 221. >> i wanted to become a dispatcher so i could help people. i really like people. i enjoy talking to people. this is a way that i thought that i could be involved with people every day. >> as a 911 dispatcher i am the first first responder. even though i never go on seen -- scene i'm the first one answering the phone call to calm the victim down and give them instruction. the information allows us to coordinate a response. police officers, firefighters, ambulances or any other agency. it is a great feeling when

everyone gets to go home safely at the end of the day knowing that you've also saved a citizen's life. >> our department operates 24 hours a day, 7 days a week, 365 days a year. >> this is shift work. that means we work nights, weekends and holidays and can involve over time and sometimes that's mandatory. >> this is a high stress career so it's important to have a good balance between work and life. >> we have resources available like wellness and peer support groups. our dispatchers of the month are recognized for their outstanding performance and unique and ever changing circumstances. >> i received an accommodation and then i received dispatcher of the month, which was really nice because i was just released from the phones. so for them to, you know, recognize me for that i appreciated it. i was surprised to even get it. at the end of the day i was just doing my job. >> a typical dispatch shift

includes call taking and dispatching. it takes a large dedicated group of fifrst responders to make ths department run and in turn keep the city safe. >> when you work here you don't work alone, you work as part of a team. you may start off as initial phone call or contact but everyone around you participating in the whole process. >> i was born and raised in san francisco so it's really rewarding to me to be able to help the community and know that i have a part in -- you know, even if it's behind the scenes kind of helping the city flow and helping people out that live here. >> the training program begins with our seven-week academy followed by on the job training. this means you're actually taking calls or dispatching responders. >> you can walk in with a high school diploma, you don't need to have a college degree. we will train you and we will teach you how to do this job. >> we just need you to come with an open mind that we can train you and make you a good dispatcher. >> if it's too dangerous to see

and you think that you can get away and call us from somewhere safe. >> good. that's right. >> from the start of the academy to being released as a solo dispatcher can take nine months to a year. >> training is a little over a year and may change in time. the training is intense. very intense. >> what's the number one thing that kills people in this country? so we're going to assume that it's a heart attack, right? don't forget that. >> as a new hire we require you to be flexible. you will be required to work all shifts that include midnights, some call graveyard, days and swings. >> you have to be willing to work at different times, work during the holidays, you have to work during the weekends, midnight, 6:00 in the morning, 3:00 in the afternoon. that's like the toughest part of this job.

>> we need every person that's in here and when it comes down to it, we can come together and we make a really great team and do our best to keep the city flowing and safe. >> this is a big job and an honorable career. we appreciate your interest in joining our team. >> we hope you decide to join us here as the first first responders to the city and county of san francisco. for more information on the job and how to apply follow the links below.>> this is a remindl