and like i said when we were telling the same story and it's a tough time right now. >> i don't understand why is our back line process so much longer than other cities? >> well, i don't know how other cities do it. part of it was staffing. you know, we've increased the background units. we have part-time employees. but that's something that we've increased and part of it is that and the captain who is in charge of staff services is honed in on than. all those things and we've also researchers actually look at our processes. that is helpful too because a lot of the recommendations that

it's part of the challenge. >> something that the commissioner raised that i wanted to clarify. he asked whether the police department, when it comes to lateral transfers whether the background check is done and i wanted to know whether when we do background checks for lateral officers that come to sfpd, do we get both allegations and outcomes of discipline cases because i know that a lot of indications with some of the cases we see where an officer has a disciplinary case before it can be heard and the outcome is reached and the individual retire and i'm wondering are those materials provided to us

when we do background checks and secondly, do we provide those materials to the new county where an officer seeks employment because it's my understanding that sometimes officers will retire here from here there's a pending disciplinary case and they're seek law enforcement ploy knees other countries so when it comes, we provide them with the allegations or just the outcome. >> let me answer the first part of the question. when we recruit as a part of our background and how much information they disclose and it's important to us and and we're legally appropriate and the same for us. when an officer quits or rescience, we makresignswe makef they're eligible for rehigher and it's disposable.

if we went background investigators come to our, we don't release disciplinary files but they'll follow-up on the reasons why and we release what is legally appropriate to release. it's important and as much as we can be transparent with that information that we are but our background investigators seek out that information. >> i think commissioner was talking about this when we talked about the article on the white paper and the litigation and all that other stuff. i want to point out that it's an important point and have not been uncover or talked about that i think at the worst, it talks about behavior from the article that violates local laws, rules and regulations but it at the least, this speaks to the on going behavior.

we have some mandatory reporting independently not just to d.p.a. but to the commission as well and those are the quarterly first amendments that gets reported here and we don't have the conversation about it. i'm just clarifying what those issues are because we have direct reports of that information that we're supposed to be getting if that behavior was on going. you raise the the issue of were these things happening beyond just what was happening in the paper but i wanted to clarify and articulate what those reporting issues were and -- i want to thank you director henderson. even within hn there's requirements. is that what you are referring to? ok. and are some of those things still working and -- some are

working there way through d.p.a.? >> they're supposed to be turned over through d.p.a. but independent -- we both present to the commission d.p.a. presents a report and the department presents to the commission as well. we haven't received any -- the department hasn't articulated anything and any reports since i've been in the position nor that i've seen since the chief has been here. i guess that stuff was in litigation so we -- i still haven't seen the white papers s- >> it's online. >> and i wanted to follow-up on commissioner comments. i know that there's this

threshold that was set 100 years ago for officers in the city. have we fallen below that level? >> we've only reached that level. >> i've always heard the discussion around that. and let me, you know, if someone who just spent six months trying to hire a legal assistant, we're in a booming economy right now and how much one has to pay anybody to know any work in san francisco right now is ridiculous. we're one of the best-paid or finance the best-paid northern california department aren't we. >> wore competitive. >> we're not the top -- >> it's way more than

stansislaus. >> i guess, right, if you want to work in stanislaus or handle some fishing game cases and then that's a different type of officer than we need here in the city. that's fine. i wanted to ask a follow-up, remember a few meetings ago there was a discussion about the civilianization of law enforcement and now we're having uniformed highly-paid and highly trained officers doing tasks that are generally the positions so this budget cycle we authorized for 25 new civilian positions and there are six that

we posted jobs so we hope to get a good applicant pool for that and there's another six we have to create because these are positions that didn't exist. we have to create positions. there's a process through d.h.r. human resources where we actually have to create the test and create position. we're in the process for those remaining six. part of the spirit of this was as we get to civilian employees in, they with work operational positions so that is a process and it will happen. but there's a transition. >> city governments moving things -- i know we went through this process with our new policy person. [laughter] >> yeah. i sat on those interviews and i understand how long and ris rugs

the process is but it's how we get the best people working in the city. >> great, commissioner. >> following up on the staffing, being one of the senior commissioners here that, 1,971 full-time officers was created in 1971 on a cocktail napkin in a restaurant in the tenderloin. with no scientific data whatsoever, this is where many great things happen. we did not have orical park chase, south beast, a whole new neighborhood. we didn't have treasure island and we didn't have the sales force tower and we didn't have 200,000 additional people in the city and even before we probably should be equivalent to other department with 3300 officers that was then and not opposed to 1,900 # 1 so we keep what we're

going to hear is the population is grown and the areas to cover have grown so we're probably going to need many more officers than 1,971 so people need to be realistic and we keep chasing the number with no meaning so i wanted to make that clear. >> vice president tailor. >> we need someone for the first time and the context that is totally divorced from anything here and they find out i have anything to do with the police commission and it's like, you know, so i think we're at a really dire point so this is the neighborhood that is -- i know for taro is hurting one now and

i hear that all the time and i can go on and there are other neighborhoods where i just hear from people constantly and i hear this more and more. >> commissioner. >> just one final thought on that. taking along with that, there's a couple of additional points. one, i think we should all be thankful and grateful we live in a city with bottom crime rates we should all celebrate and appreciate that that the worst most san franciscans have to face is a broken car window. realistically. not to anyway diminish the people who are actual victims of crime but you know thankfully the city is in a great place crime wise at least compared to our history. and the other point just triggered my memory was the discussion we had a few weeks, months ago and about hsoc and

shifting the non crime related duties again. i really appreciate the work that all of the departments that appeared here were doing doing but we're sending without a criminal aspect to the conduct outside of what not and i think -- commissioner dejesus justice perdita felicien in my ear waste of resourcewhispered . we do not need our officers doing social services and those are better tasks for the agencies that are properly trained and qualified to handle those and so there's a real need to push on other city agencies to handle their caseload or their what falls within their area and not put the whole

burden on the department so just something that we should be thinking about as we consider our involvement with hsoc and how to best utilize our officers moving forward. >> thank you. we're going to move to the next agenda item. turn your phones off. i've heard three phones now. turn them off. next item, please. >> clerk: b3, bpa director's report on bpa activities and announcements. the report will be limited to a brief description of dpa activities and announcements. it will determine whether the calender any -- >> there is one other part of the chief's report and it's the follow-up on requests from vice president taylor. so we have commander and captain chin just to give that update. >> i thought i was chopped liver over here. >> not at all. >> this is actually a follow-up

from the october 17th report that you got. good evening, commissioners, chief scott, director henderson. so i'm just going to go overview of the report that you already have. you have the written document. i won't go into a lot of depth on the details but i will follow-up with some of the questions that you had us look into. so on the follow-up report, you will see that trends and sexual assault and the definition for sexual assault is within that report and you will see within the city there is a drop of 9% of sexual assault and then if you look at survivors that were not able to provide a location there's a drop of 6% reduction if you look at 2017-2018.

sometimes the out of city or survivors that can't provide a location, some of the out of city are referred to outside agencies and those agencies do investigate it. 100% of out of agency reports are referred to outside agencies and we don't hold on to if we can identify a location. if you look at the 2019 report, year to date, and the scope is january 1st to september 25th, you will see a city wide drop of 22% -- >> excuse me. we have a request. is there a way to put this on the overhead so folks can follow along? >> no, i was told to give a verbal report. >> put it on the overhead. >> and then, another part of the

report we also look at is the age. so when we -- if you lock at the age, we look at different between minors and adults and between the 2017-2018 over all report there was a reduction of the 11.5% and for adults it's a reduction of 5% of sexual assaults that are reported. year to date, if you look at minors it's a reduction of 30.4% and for adults it's 45.3. and then one of the things you asked us to look into is you will see in the report there are

maps. the areas that you will see concentrations of where we see in increase or a concentration of sex you assaults is downtown, tenderloin, south of market. i know the commission has asked if we can look at specific vulnerable population such as tourists or specific occupations such as hotel workers, restaurant workers, we were unable to look at it as a total data to look at that but we did look at locations where hotels, you will see areas in red are identified as hotels and were making the inference the victim is a tourist and then you also asked us to try to separate the report and look at other vulnerable populations such as

lgbtq and unfortunately we can't do that as an over all report but what we do do is the specific case investigators the assigning officer and the cases that are assigned. they do look at that as part of their investigation. we work really closely with advocates, not profit advocates and we have the on going m.o.u. and relationship with casa de las madres for over 12 years and we look with department of public-health and c.p.s. to further evaluate those cases and make sure that we are assessing the needs of the survivors. we look at things such as language access, medical services, house, counseling, and some of the outreach that you asked us to look at is how do officers, how are they trained. they're trained at the academy level but when they get to be

investigators, we also specifically train our investigators in general crime investigations, domestic violence, sexual assault and a specialty on child abuse. and child sexual assault. so those are our specialties. i have also i wanted to introduce captain chin who oversees the special victims' unit. if there are questions i'd like to just open it up to that. that's generally what we looked at from the last report. captain chin. >> well, let's just get the full report and then we'll have all the questions. >> good evening, commissioners. just reiterate what the commander has stated.

cold cases and financial crimes and crimes against children and human trafficking. so it's an array of 11 different disciplines. so, at the present time, we have only about 20 investigators investigating domestic violence and child abuse and sexual assaults. so that is kind of like an overview of the special victims unit in that respective areas. we would like to if there's any questions, from the commission, we would be happy to answer them. >> thank you. good evening. i think and commissioner taylor asked for this reporting and i appreciate you presenting it here today. i think one of the primary questions was and i don't know if i missed it in this report

was what degree of the crimes were actually resulted in arrest and closing the case and in prosecution? do you have that data off hand? >> i do. >> ok. >> can you -- is that in here? >> >> so in 2017, our numbers are a little bit different because we take our numbers from our own data base and we have assigned 435 cases we have cleared 145 cases. this is 35% clearance rate.

out of those cleared cases from the ucr which is the uniform crime reporting system by the f.b.i., 34 of those cases were closed one which is 33 of those cases referred to outside agencies. it says on the report. six of them, 72 of those cases were results of an arrest. and 40 of them were close to 13 exceptional clearance. of which 29 of them, the district attorney declined to moved forward with the case. and cases discharged by the district attorney was 35. >> > what were the 40? >> 13 exceptional clearance.

>> is that a code? >> correct. >> what does that mean? >> exceptional clearance. we have to have four different criteria and certain situations where elements of beyond law enforcement control preventing us from making the arrest so bringing the department to justice for prosecution. so we have to meet four of these criteria. the offender's location has to be known where we can effect the arrest immediately and we have probable cause to bring this offend error arrest them and charge them and bring them to a court for prosecution. the fourth is if we encounter any outside circumstances which prohibits us to make an arrest. for instance, if the offender passes or the victim refuses to cooperate fully cooperate with the investigation. so that is when we can close 13

exceptional clearance. >> those are -- so there was 145 of them were closed which was 35% of the total of 435 of those 145, 33 were closed by code one. >> code one which is referred to an outside agency. >> seeing it happen in another jurisdiction. >> yes. >> and then, 13 were closed for exception at circumstances. i recall that term because it came up before in another case we discussed. >> you have code six. >> code six is when we made the arrest so there were 71 cases where we patrol or investigate through the investigation made an arrest of these offenders. >> the 35 referred to other agencies and 71 arrests and how many exceptional? >> exceptional clearance were 40

but 29 of those were d.a. definition of any warrants. >> so, can i ask -- is there any particular reason why all of it is concentrated in this certain downtown area tenderloin, soma, are there any trends that you are seeing there that are helpful? >> we can't really pinpoint whatever factors may be. if you look at your report, in the mission district, you see a high number of reports more than any other district and i believe that the fact is that a lot of resources like s f-4, lgbt services, women's inc, sfgh, where a lot of these individuals go to get treatment or get their sexual assault kit done and and they get the reports done at

that location so it's in the mission. we believe that's the reason why the mission is higher than any other numbers. >> just one final thought, you include sexual battery in here and does that include like misdemeanor sexual battery like -- can you give us an example of your days at the public defender office. someone grabs someone's part of someone's body. >> usually for our internal spread sheet or data base, these numbers are pulled and i've spoken to b.i. that pulled these numbers for the commission. sexual battery is not in there and it's all sexual assaults which is the rapes and oral cop layincopulaying.

>> i understand now. thank you, very much. >> it would be nice to have -- there's a lot of additional information that you provided as the commissioner asked questions that i asked for. it would be nice if it was all in one report so we can digest it all together. so i'll give you the reason why i asked for this, one, is it's subject i care about but also, more importantly, community members have come up to me, scheehereis what i understand. there is vulnerable populations. the data shows that for example black women are more likely to be victims of violence and sexual violence in particular as are lgbtq are the transgender population. immigrant workers. i mean, there are communities that are particularly vulnerable

and i have heard reports of, for example, you know, hotel workers not feeling safe and not feeling safe to be able to report to law enforcement because their immigration consequences so these are to help our fellow citizens feel safer in the city so i wanted to get the data to see where this stuff was coming from and hear what we're doing about it and i regular the department might not select that data by think that is a little bit of a missed opportunity because if we have certain populations that are likely to be victims and we know that and we know that on the national level and we know it's happening here. i think that we should make the extra effort to make sure that we're actually reaching out still in populations.

i saw working with -- but we're not just talking about intimate partner violence or domestic violence which is a cause that's very important to me. we're talking about rape and sexual assault. that's a very broad umbrella and people who perhaps don't feel safe and coming to law enforcement and don't feel when they come to law enforcement that they're treated in a compassionate way and they are able to, you know, become empowered in ways they should be and so it was concerning to me and i wanted to know if this was on the department's radar and what we were doing about it to make sure our vulnerable victims feel safe in this city just as safe as if there were not lgbtq, minority or a hotel maid or january ter.

that's the information that i was hoping to elicit from this discussion. >> just to answer your question regarding some of the data so the verifiable data that's pulled from a central analysis unit is here. the other data is very fie able but it's from a case file so they're pulling this in a spread sheet and actually verifying it manually just to make sure that we have everything. that's why it's separated because this is pulled from a centralized analysis unit. and that's why that's part of the report. we're just complying with the g.o. to keep the report they work with the hotel managers and

we don't just look at crimes that occur to tourists but crimes that occurred to members of their workforce and to keep the hotel safe. so some of the conversations they have is things such as crime prevention for their workers, responding to crimes for their security personnel that are actually going out there including the actual -- we know a hotel is a 24 hour operation so we're looking at not just crimes occurring within the rooms but to and from so those are things. i do know that we actively do participate in those regular meetings with the hotel managers and their security companies. >> it was heartening to see on balance the numbers are going down although they're going up in certain district stations. central we have a little bit of an uptick but those are -- i

wonder if you have any sense of the reason for the over all drop. >> as far as pinpoint what factors can contribute is no, we don't. it may be because some of these, some of the survivors don't report these incidents. and there's a lot of them. because, i've been into a lot of several sexual assault panels were in fact we just did it about a couple months ago the red zone at city college with the district attorney office and we spoke about sexual assaults and what we do to investigate, basically like an education and for the community and in fact i just said o sat on a panel yestt black rock just for information purposes. what can they do and do they come for help? a lot of people don't want to go to the police for help. even my sergeants when they come

into the office they're continually educating them and giving out referrals like the marcy victim violence crime card and the d.n.a. bills of rights so they are very well educated and the people that come in. we do what we can with the outreach where i sit in different panels with the department status for women and domestic violence consortium and so we try our best to get out there and educate everybody. >> that's kind of the information i was hoping to get. you pick a vulnerable population right. so for example, transgender population, right, so there are a lot of people not just people who look like me but including people who look like me that won't always be comfortable going to the police. it's important we're actually

doing affirmative outreach because the worse thing in the world would be for they don't have ta feeling of comfort so i want to hear what the department is doing proactively so you started talking about participating in panels and those kinds of outreach efforts are so critical and that is what i wanted to hear about tonight. >> also, commission, earlier today i met with the director cheryl davis of the human rights commission and they just named a director for the sharp office and that sharp office is all about what everything that you are speaking of. kelly lou densemore and she just started and that office is designed to -- from a holistic point of view and improve services to sexual assault

victims including police, district attorney, public-health, the whole gamut. we're going to be a part of these discussions and the next step is really sitting down with all the partners that have a stake in this and crafting out protocol that's will improve all of the processes, including identifying some of the concerns that you have. we're very happy to be a part of that. they just named the director so i think that works and we'll move forward at a quick pace from this point forward? >> thank you. >> thank you. >> all right. next item, please. >> line item 3b. directors' report. report on recent d.p. activities and announces. the report will be limited to a brief description of activities and announcements. commission discussion will be determining whether the calender any of the issues raised for future commission meetings. presentation of d.p.a.'s annual report and presentation of the d.p.a. system.

>> good evening, director. >> good evening. i'll be brief because i know we have the annual report staff. i want to go over the stats that i present every week and we are at 598 cases that are open now that's up from this time last year where we are at 524. in terms of cases closed this far 525 versus 464. the cases that are pending we have 385 versus 247 this time last year. we're cases at this point are at 71 so far this year versus 36 which is where we were last year. in terms of the cases that are passed, that are older than nine months and the agency we have 27. this time last year we were at 24 and in terms of cases that are mediated, we are at 31 cases

that have been mediated this year versus 13 this time last year. last police commission when we met, i reported that we had 39 sustained cases again. we're resolving issues in our new c.m.s. system that is calculating all of these reports. a lot of these things have to be done by hand. i wanted to correct the record from last week when i said that we were at 35. that's incorrect. we were at 71. we're fixing all of these glitches as we get our reports and hopefully they'll be smoother as we continue both in the weekly reports and in the quarterly reports that we present as well to the commission. of the cases that are passed the 270-day nine-month tolling that we do, 10 of those cases are told and the i had the cases

reviewed and they are in the drafting stage for sustained report coming up and i'll monitor them and begin we haven't had a case outside of the 3304 dead lines yet. i hope not to have one ever. i will keep continuing reporting on these numbers. in the mediation team we had a conference in october and it was hauled here iheld here in the c. i want mediators that are trained so we provide mow professional services in terms of our mediation component in d.p.a. in terms of the outreach, there's a number of events and lift them and not go into much details unless you have questions about them and in aging your way and partnership

and the role we play in the city on october 17th and we have a community meeting with informational both that we staffed for park and rec that did a form on health and wellness for the community and on october 24th. we went to another community meeting with the -- we are the city family summit with the recchiational center and we had a presentation at the we are the city family summit at the richmond recreational center. we also attended community meetings at both the tenderloin station and the mission station since our last meeting. i point out that i just wanted

to mention i think i sent it to the commissions but our policy director at d.p.a. was awarded a recognition by the department on the status of women last month so very proud of the work she continues to do for d.p.a. on behalf of the rest of the city and the agencies and many are community based organizations that she works with and many of the task groups we partner with with the commission and the department and non-profit agencies here in the city. there are no closed cases in the closed session from d.p.a. susan gray is here as well along with susan and case issues come up and during tonight's police commission where we can be of service to folks that are here

in the community. that is my report. >> how about the annual report. are we going to have a presentation on that? >> ok. >> ok. >> page 1. >> here we go. so this is the report. it's been online since when it was initially scheduled -- is that september or october? it's been about a month. it's been several weeks now. it's been online and it's also on our website. joining us as i go through the annual report. i think everyone -- there are copies on the table if anyone cares to review it. i'm just going to go briefly through the things that i think that stand out but i want to point out the distinction that we've made from these annual

reports brought the 2016 annual report just by way of comparison. it's an important context for the work that we're doing now and re-evaluating to make this information more clear for broader audiences and reflects a lot of the input coming from the police commission. many of those things that are contained in the new report are things that i was specifically asked for both by the commissions and the public talking about our data. the previous reports were well over 100 pages. i've been to those meetings where these reports were just read line by line. i'm not going to do that. i presume if people want to dive down deeper into the details, hopefully the report in its current status makes it a little easier to do that. in the meantime i'll pass along the old report that i'm sure will make for scintillating reading in case anyone wants to review it. that said, let me begin and we'll be available to answer any

of the questions that you may have. page one is just the executive summary overviewing what the approach is with d.p.a. i think the things that are important here are the significant increase in cases and the significant reduction and the time that it takes d.p.a. to investigate cases. i think it's significant. what stands out to me from this page is the 293% improvement on completing sustained cases and within the nine month period and to try and resolve as many of our cases in timely manner. there's a brief overview of the improved report that i think we've taken steps to address the henderson report, the monthly and statistical report both the

quarterly and the annual reports. on page 2, just talks about some of the staffing. i wanted to articulate the staffing because it was an issue that took a quite a long time for us to get under control and get folks into the office to make sure we were fully staffed to address the needs of the office. there's a brief overview of the office and page 3 and page 4 and the 2019 monthly stats -- it's articulated here as well as and these numbers are important because they talked about how it's an 11% increase and this is over the 30% increase that we experienced last year so the past two years have grown exponentially in terms of the work that's been done at the

d.p.a. in the past they were included and tacked onto the annual report. ivan alliesed the data and summarized them so the keen report is now there highlighting and graphic so you can see how the length of the investigation takes place. before these were little circle charts. i thought they were a little difficult to read and this is a much earlier and clearer way to track the lengths of time the investigators are taking but again the keen report, which is about 40 pages is now online on the website as well in case people want to track those records. on page 6, we've included a definition of summary. a lot of the esoteric terms and many of the reports both quarterly and annually contained a lot of verbiage that folks

might not have a clear understanding of what they mean and how they can textually relate to the work that's being done so we've included the definition summary and i will continue to include this so that people know what they're reading as we talk about the investigations, their summary and the findings that the organization has made. i hope it makes it more clear for a lay audience. what we're talking about. and how it's connected to the work. our sustained cases. i'm actually really proud of our sustained rate for d.p.a. it's at 9%. i think it's one of the highest in the nation if not the highest. it's really difficult trying to get this information from the other agencies. a lot of how we collect those numbers is based on how other agencies collect sustained rates both in oakland and in portland. just to give you more context,

oakland a changing their systems and unavailable to share what their sustained rates are right now. on page eight and nine. if i'm going too fast let me down but i want to try and give you an overview and i'll try and answer questions. the new protocols from the sustained rate. i lay person knows and understand what does 9% mean and how do we come up with those numbers? how are we measuring it. a lot of the complaint outcomes here on page nine, we did an manual count to do these things sadly because our systems aren'l worked out yet. i wanted to get the report out as quickly as i could. and this 18th month study refers to many of the cases that are listed in the appendix. you can see the appendix and i tried to make it clear on this page and you can see them both at the bottom as a reference and

the end of the report. on page 10, we talked about the reporting sustained case outcomes and the analysis of the sustained courts in terms of the decisions this is something the commission asked me to do to include as a reference both from the work that's being done at d.p.a. and what happens when that work is completed and information is presented both to the department and to the commission. i still think there's some real growth there for us to make improvements because there's still somewhat of a disconnection from us getting follow-up, d.p.a. getting follow-up information about what happened after cases and they have to be looked at and correlated.

in the future what would be really great is if we're able to share that information or have direct access to the department's own records when decisions are made about cases that have been presented to them. that's going to be one of the topics as we workout the technology connections between d.p.a. and the departments so we don't have this gap of communicating by snail-mail and e-mails to try and correlate what happens to a lot of our cases. you can see where -- i'm just explaining why we have an 18% unknown. the 18% unknown is we haven't gotten information yet about some of the stuff that has been presented. on page 11, it's just more discussion about the imposition of discipline. again, this is something the commission wanted me to include in our reports s reports so peon track that information.

on page 12 and 13 we talk a little bit about our policy stuff. i sam arized the key policy points of the things that are important. we make a lot of policy recommendations throughout the year and rather than list them all ad nauseam, we try and highlight those that related most relevant to the work of the things that we've been discussing over the past year and i want to make a note, this is a new thing and we're putting them online either from the commission or from the community people can go onto the website to track and see what those recommendations have been in the past and what they are currently. that's on page 14 and 15 and there's a link to those policy recommendations. there's a summary on page 17 of the audit and i think you guys are going to be getting a presentation about where we are with the audit again over the next few months and on page 20,

we'll talk about the overview of the pacific bridge partner and the work tonight so they are here following this presentation. on page 20 and 21, page 22, talks about the training. i just want to articulate the training stuff. it's really important. when i came to d.p.a. the training budget was $4,000. that's -- there is an opportunity for improvements there. we have a lot of improvements. we have a training budget and trainings are actually happening and scheduled all throughout the year. we partner with a lot of other

city agencies and departments to allow the employees to go and participate in trainings to see what the department is doing in terms of training. the district attorney office and public defenders' office so we can share resources and information about on going issues related to work being done at the d.p.a. and i'll also point out that since we've been there now for the first time, the entire staff has been trained. one of the things that stands out when we talk about some of these trainings is we recently had an officer-involved shooting training that was a collaborative training involving the district attorney's office, the police department, and d.p.a. all going over establishing some of those protocols for what happens when there's an officer-involved shooting. outreach and stakeholder engagement on page 23 and 24

there's a list of some of the activities that we participated in throughout the year and there's staff on page 25 and the list of all of the folks at d.p.a. and then on page 26 is when we start the appendix. i just want to point out that there is a distinction here between the allegations by findings and the discipline by officer. i'm just making that clear. >> are you going to present on that? >> i'm here to answer questions if you have any about the report. >> will. >> ok. >> go ahead. keep going. >> well, that was mostly t the rest of the stuff is just the appendix. >> is there any other

presentations by d.p.a. staff? >> we're here to answer questions. >> um, i don't think i have that many questions. so, first of all, this is a fabulous looking document, director henderson. >> thank you. >> thank my staff. they did a lot of stuff. [laughter] >> i'm thanking you on their behalf. >> right. >> i picked the color. >> what about the font? just love it. >> i didn't even do that. >> that's all ceremony. >> so seriously, i'm joking but it makes it a lot more raid able and digest able and we get a lot of reading to do on this commission so it's really nice that it's a lot more accessible in this way. so thank you for your work on that. we put a lot of work in these

reports. i've been here to hear the old reports read to us and it's difficult to get the information. >> thank you. >> so, it sounds like the d.p.a. in the last year there was investigated a total of 1,524 allegations. it looks like you through a pretty sur owe process and weeded the unfounded ones or what is the other language you used. there are so many pages. >> not sustained or unfounded. or proper conduct. the question i have is on discipline and it seems like a lot of thes are below 10 days.

you have a sustained finding where the discipline to be imposed is less than 10 days. >> that's a great question. there is confusion about the process. what happens is the d.p.a. writes the sustained report and that report is then taken to the chief's office and it's reviewed by a team on the chief's side and they send a letter to d.p.a. and myself have a conversation about whether there is agreement or disagreement. if it's disagreement about whether or not there should be discipline at all, if it's the amount of days. whether it's discipline should be imposed at all it's the end

of it. it depends. we might recommend the finding be sustained for body-worn camera and the chief might say it wasn't proper use and i don't see it as discipline but a retraining issue and so that means it's not in the discipline track so retraining does not seek discipline. the chief might also say that i disagree with you and i think what the officer did in this case was proper conduct and if that is the case, d.p.a. cannot proceed any further because it's under 10 days of discipline we're recommending. >> is that by city charter. >> correct. >> ok. >> so, if we are in agreement about the fact there should be discipline, then the chief sends

a letter of notice of intent to discipline to the officer. someone from the d.p.a. goes to a moderating and they present their case and the officer is represented and presents their case and then there's a conclusion from that particular hearing. and from that. >> do you feel that by having the ultimate decision-making power within the department, how does that impact your work on the 10 days and under cases? >> i think there are categories of violations where we are asking for certain higher sentences uses of excessive

force and those are the types of cases where we think it's supported by the conduct and the disciplinary matrix that we're currently operating under that will be shifting as new disciplinary matrix looked at by this commission. but that's kind of what we gage it by. the structure that we have in place now and the severity of the conduct and any disciplinary history of the officer. >> but the chief's office, there's an 81% agreement with the actual -- there's a sustained violation and then there was also a difference statistic regarding the imposition of discipline, right. so 81% of the time they agree with you. d.p.a. and you got this right and