>> the non-potable water ordinance update. who is presenting that? >> good afternoon, commissioners. >> welcome. >> water resources division manager. i do have a presentation. great. thank you very much. today i'm just going to share a few updates on our non-potable water ordinance, as well as our recycled water ordinance. next, please. in 2012, the city and county of san francisco adopted the non-potable water ordinary, otherwise known as article 12 c. what the ordinance does is it allows for the collection and treatment of alternate water sources, such as rainwater, stormwater, foundation drainage, rainwater and black water to be collected and treated within a

building for use as -- for non-potable and uses such as total flushing and irrigation. in 2015, this ordinance became a mandatory requirement for all new development over 250,000 square feet or greater. the ordinance under the mandatory requires the treatment and reuse of gray water, rainwater and foundation drainage to meet toilet flushing and irrigation demands. and this ordinance is applicable city wide. next. just wanted to share with you a few examples of some of these non-potable water projects. obviously our headquarters at 525 golden gate we have installed and engineered wetland treatment system to capture and treat our water for toilet flushing and irrigations. the center opted to collect foundation drainage, as a voluntary project to collect it and treat it and reuse it to flush toilets, approximately 200

toilets. as well as to build a truck-fill station for department of public works to pick up the water for street-cleaning purposes. another example is the chase center. this actually is a project that falls under the mandatory requirement. the chase center has a system -- designed a system to collect graywater and rain water to flush toilets throughout the center, as well as the adjacent office buildings next to the arena. next. we've been doing a lot of analysis over the past few years about the non-potable ordinance and we recognize that there's an opportunity to further increase potable offsets from new developments and new buildings in san francisco. we've also had the opportunity to streamline some of the requirements. and also provide for increased opportunities for more cost-effective systems. next.

so these proposed non-potable water ordinance amendments, that we're proposing, is that convert commercial buildings, that they capture and treat blackwater, all of their wastewater not just graywater. we've seen some buildings only being able to reduce about 20% of their potable offset, if they're using gray january-watt, unlike our building, we're able to use 100% of the water to flush toilets. so we can certainly see a greater opportunity to save potable drinking water. also within the multi-family, residential and mixed-use residential building sector, we want to add an additional end-use and that's for clothes washing demands, in addition to the toilet flushing demands. and finally, the other amendment that we're proposing for getting

into the buildings is that for new developments that have more than one building, for example, the chase center, the project i just shared with you, to install one treatment system to share that water with several buildings within that new development project. next. we're also proposing some exemptions in the non-potable ordinance and this is to exempt 100% affordable housing and homeless supportive housing in san francisco. also to exempt hospital health service and institutional health care facilities. and, finally, facilities that are zoned for production, distribution, repair and industrial use. we have recommended that we eliminate the requirement to collect and treat and reuse rainwater. certainly can be voluntary in nature. but to not require it as we've seen it to really provide just a small potable offset.

and finally there's some additional modifications that our partner in this, the san francisco department of public health is proposing in terms of penalty structure, as well as their application fees. next, please. also wanted to share with you a few recycled water ordinance updates that we're proposing as well. next. the recycled water ordinance has been in effect since 1991. the recycled water ordinance applies to new or remodeled buildings over 40,000 square feet, as well as new and existing irrigation over 10,000 square feet. and the recycled water ordinance, unlike the non-potable ordinance, is just designated areas in san francisco and it's shown on the map, in the purple area. and the recycled water ordinance also requires the installation of dual plumbing to serve the toilets. next. and our planning for recycled

water, just to also provide a little context, really our traditional approach has been to assume centralized recycled water treatment plants on both the west side and the east side of san francisco, to produce recycled water for non-potable purposes. but our planning really has evolved over the last 25 years. that really has to do with san francisco geography and landscape. as we all know on the west side of san francisco, we have large irrigated landscapes such as golden gate park, and on the east side we have much more dense housing, as well as commercial development. next. we've certainly been working very hard on centralized recycled water opportunities. we have completed the recycled water construction at both the golf course in the city of pacifica and the hardin park golf course project. and we're completing the construction of the west side

enhanced water recycling project on the west side of san francisco, the ocean side treatment plant. that plant should be up and running in 2021 and will serve golden gate, linkin park golf course and the san francisco zoo. next. and so really our proposal is to rescind the recycled water ordinance, as i discussed earlier since 2015. the non-potable ordinance requires all new large buildings to treat water for on-site -- treat water on site for toilet-flushing and irrigation. really the ordinance really captures the majority of the new indoor and outdoor demands there is a limited value to for the demands in the ordinance. as well as we see a much greater opportunity in the future, certainly in terms of greater water supply opportunities to treat wastewater for source of drinking purposes.

next. and so in conclusion, we see that the recycled water, the centralized recycled water project, as well as the project that falls under the non-potable ordinance, will meet 90% of all of the feasible non-potable demands that we see today in san francisco. we are, however, studying the opportunity for a satellite, recycled water treatment facilities to serve the existing dual-plumed buildings, as a result of the recycled water ordinance to meet the remaining 10%. we also have a grant program that provides grant funding for buildings that have and installed dual plumbing. an example of that is the sales force tower. they did apply for a grant and went ahead and are in the process of installing an on-site system. and again as i mentioned, looking forward and certainly to the future, there are greater

water supply opportunities to treat wastewater for drinking water purposes. we're certainly seeing this kind of application throughout california, as many communities are benefiting from purified water, including san diego, orange county and monterey. and i'm happy to take any questions or any comments that you may have. thank you. >> thank you. commissioners? >> thank you. i have no questions. >> thank you. >> i assume you're coming forward with legislation for the commission at a further date? >> yeah. >> rescinding? >> yes. we estimate that the drafted legislation will be done by the end of october. >> okay. thank you.

okay, without any further commission comments, madam secretary, this is the point we were going to open this up for public comment, right? >> clerk: for items 7 a and 7 b. members of the public who wish to make up to four minutes of public comment on items 7 a and 7 b dial (415)655-0001. meeting i.d. 146 500 3304 and pound, pound. to raise your hand to speak, press star. and please identify which item or items you'll be speaking on when you call in. thank you. mr. moderator, do any callers?

>> we do have some callers in the queue. >> clerk: thank you. >> operator: caller, you have been unmuted. you have as much time as you specify in terms of which items you're going to speak to. >> thank you, acting chair and members. alita dupree for the record, my pronouns are she and her. i'm going to speak a little bit on both a and b. concerning a i appreciate the continued focus on keeping safe in this crisis, that is covid- covid-19. i think the opportunity for at-work home is something that i would hope would become a new normal, one way that people can be more productive and to save money by not commuting is to work at home. and it makes their paychecks go

farther and i think it's a benefit that can help promote longevity at the sfpuc. and as far as reducing the interaction with people to continue to work on ways that people can pay their sfpuc bill without having to go somewhere in person. just because the person is unbanked, doesn't automatically mean that they're restricted to cash. there are many opportunities out there that i would hope can be looked at. moving on to b, i certainly advocate conservation. i think the exemptions that are mentioned about affordable housing and health care, i think that needs to be investigated as to why we are proposing exemptions, when i would like to see people who live in

affordable housing and homeless facilities be able to participate in this form of conservation, as well as health care facilities. this really needs to be an all hands on deck. the least expensive gallon of water is the one that we don't use. and i support conservation because the fewer gallons of water we can import from hetch hetchy, lower the per-unit cost for everybody. my water bill last month was $21.85. so let's continue to work on maximizing the use of our water and continue that very much. thank you. >> operator: thank you, caller.

madam secretary, there are no more callers who wish to speak on these items. >> clerk: thank you. that closes public comment on item 7 a and 7 b. the next item under the g.m. report is item 7 c, presented by michael carling. >> good afternoon, commissioners. first, i'd like to take just a moment to express my appreciation for president caen and vice president vitor. i actually started at the p.u.c. when president caen came onboard. and so i've been here as long as her. and my first experience with vice president vitor was the night we adopted the water supply improvement program, programmatic e.i.r. and i sat there and rewrote a program in the resolution with her. so that was my first encounter with her and i enjoyed working with her all these years. both of them. thank you for allowing those comments. i'm here to talk about the voluntary agreement negotiations that are ongoing with the state. we have another meeting with the state team this thursday. the subjects that we will be

discussing are mainly around habitat. the state has proposed an increase in the number of acreage of habitat to be proposed. they would like 160 acres of habitat restored. we've asked for information from them of why that habitat is needed and what the benefit will be derived. because it was their proposal and we need to understand. we've had tentative agreement on predator control. there are non-native fish that eat the native fish, especially when they're young, fry or smelt. so we have agreement on a predator control program. and we're still negotiating on gravel augmentation and wanting to breed in the upper river for fish spawning. we still have discussing critical water. this is one of the biggest subjects that we are at right now. as you know, water types go by wet, above normal, below normal, dry, and critical.

so a number of dry years would actually lead to critical years when not that much water is available. we have a proposal on the table and we're still discussing with them whether or not that proposal is adequate. and how maybe we kind of enhance that proposal, so we can get agreement on that. so that's where we are in the voluntary agreement at this point in time. i'd be glad to answer any questions. >> thank you. commissioners, questions for mr. carling? mr. maxwell, you're on mute. >> i have a question. why do you think we're so far off in the restoration? i mean, it's half. we are saying 80, they're saying 160. what is -- why are we so far apart? >> it's 80 plus 160, so it would be 240. it's an additional 160 acres

they're asking for. and we don't know how much acreage we can actually restore on the river. and they have offered we can't restore on the river, we can go outside of the watershed and restore some place else. we need to understand what the benefit is so we can explain why you're investing your money in that habitat restoration. >> i think i must have missed something. i thought you said we were at 80. and they were at 160. >> no. that's my fault. i should have said it was additive. >> that was my fault. >> okay. so they want to add another 160 to our 80? >> correct. >> so what goes into them thinking that we can do that? i mean, they did so analysis, right? i mean, i'm assuming that they did an analysis and i'm assuming they looked at things and said, wait a minute, i think they can

do another 160. >> we don't have that analysis at this point. we've asked them for that. that was something we've asked for several weeks ago. and we still have not received it. so i just -- a little while ago i asked for it again. >> and did you get any idea of when? >> well, i hope before thursday when we meet with them again, so we can discuss that item. >> okay. thank you. >> any questions? >> clerk: you're muted, chair moran. >> i'm sorry. thank you. mr. kelly, do we have an item under 7 d? >> yeah. i just wanted to take this opportunity to express my

appreciation for both commissioners ann caen and francesca vitor resigne -- vito. i have known francesca under willie brown. the first department head of the department of environment. we, you know, the city engineer at the time really helped me change the way i thought about capital projects from an engineering perspective to more of a community environmental perspective. i think her value on the commission has been fantastic. i think that she has really helped move this big large organization in a way that we, as you mentioned, commissioner moran, into a greener space. and she is a really good friend

of mine. so i'm really going to miss her pushing the organization. and i know that sophie is going to push as well. and then also, you know, ann caen has been really a solid commissioner with a lot of expertise, as it relates to the history of the organization and her leadership on the budget. and then also really making sure that we live up to the commitment in the southeast, as it relates to the biosolid digester projects. so i just wanted to thank both of them for the time served at the p.u.c. commission. i think their service has been tremendous and it really has been, you know, helping this

organization be what it is today. and i just wanted to say thank you to both of them. >> thank you, harlan. and i think we all share those sentiments. i appreciate your public comments on that. commissioners, any other comments or should we go to public comment? seeing none, we'll move to public comment. >> clerk: members of the public who wish to make up to four minutes of public comment on items 7 c and 7 d dial (415)655-0001. meeting i.d. 146 500 3304 and pound, pound. so raise your hand to speak, press star 3. again please identify which item or items you wish to speak on when you are called upon.

mr. moderator, do we have any callers? >> operator: madam secretary, there are callers in the queue who wish to speak to this item. >> clerk: thank you. >> operator: caller, your line has been unmuted. >> this is peter with the river trust. i wanted to comment on the voluntary agreement. a couple of weeks ago presented you with a letter signed by a member of the environmental and fishing group that alerted you to peer review of the irrigation district's fish model. it was commissioned by the national fisheries service. and it found that habitat improvements and predator

control would pale in comparison to higher flows. now we encourage you to take a look at this, perhaps at a workshop. and really think about what you're backing here. now maybe you can get away with voluntary agreement. and we don't see the improvements and people put up their hands and say we tried. but we know that they really have a poor chance of performing. and this is a really important time. we're going to see the extra salmon on the river. staff is not interested in that. they're going to wait until the irrigation district responds with their technical review. that's going to say more of the same. they obviously have a vested interest in not giving up water. but we shown over and over again the sfpuc is not threatened with running out of water. we don't have these discussions. it's really disappointing. staff keeps coming back with voluntary agreements. the reason they're stalled out, staff and state agencies know

that they're destined to fail, unless drafted improvements. they have to push for more water and be supportive of that. thank you. >> operator: thank you, caller. there are no more callers in the queue, madam secretary. >> clerk: thank you. public comment on items 7 c and 7 d are now close the. the next item, mr. chair, is item number 8, results and follow-up actions for covid-19 employee pulse survey number two. this will be presented by justine hinderwhitener. >> commissioners, i should have a presentation mr., moderator.

great, thank you. good afternoon, commissioners. i'm the chief officer for our wonderful organization. and before i dive into this presentation, i wanted to take a moment to acknowledge, recognize, celebrate, just a shout-out to some folks on my team, who were really -- who are really the brainchild behind our engagement. these wonderful individuals, alyssa is here with us today. so she and the manager over this group within our enterprise workforce planning group jenny rice, who is presently on a

well-deserved vacation. so that only reason she's not here. they really for the last two years have pushed, guided, analyzed, communicated, done all of the things related to our burgeoning engagement culture here at the p.u.c. and it has done nothing but open our eyes to possibility, given us opportunities to improve in a pinpointed way, to really start to understand in a tangible way the value of employee voice. so i cannot thank them enough and i'm a talking head at this point for these things. so all of the credit goes to them. so thank you, alyssa and jenny. >> thanks, justine.

>> okay. with that i'm going to dive right in. and i believe at some point in june, although that feels like 50 million months ago, and we talked about our survey results from our first covid-19 survey. the first covid-19 survey was launched in the beginning of may. and we talked about those results and things that we had learned and things that we would put into action, as a result in june. then we launched this survey. and if i could get a couple of moves forward for the animation. thank you. we launched this survey -- one more, please, thank you.

the end of june and it was open for a week. so the goals of this second survey was really to measure our effectiveness of our current efforts to mitigate covid-19 concerns. those that we learned in the survey and then obviously it would inform our business continuity plan, including getting feedback for our business continuity group and our equity pillar within that group. [ please stand by ]

groups in order to highlight areas of concern or areas where they could improve to just give

a little bit more support to managers and to have certain conversations. you can see our response rate and favor ability on the very bottom tier this slide and it's pretty much on par with our survey, our first survey too so we're at 47% response rates and for a timeframe of only a week having it be open for only a week it's good. and our over all favor ability of 72% and just a reminder what our benchmark is for favor ability is 70%. next slide, please. so, tons of stuff has happened since we launched our survey in may. our first survey in may. we had lunch our business are business continuity team and that is a team that is basically taking all of this information as well as other information

that we get through regular course of doing business and things that we learned through the city's covid response and we're looking at ways to improve the employee experience, whether they're remote workers or on site workers. and that group is chaired by myself and our chief operating officer and deputy general manager, michael carlin. it's one huge thing we did because under that team we have launched communications, resources, brand new programs all designed to improve communication and transparency to our workforce and in general provide them supportive resources and programs kind of in this new normal as we have

now been saying over and over again since the beginning of covid-19. this captures some of those things, more at a high level but i can just tell you we have had on going communications, we've piloted and now run several series of brand new communications like our virtual all hands and coffee chats. we literally built from scratch some of these programs and specialities both highlighted down in yellow. these are brand new programs that did not exist until there was a need for them and then our amazing staff across the agency came together to put these things together. this will show us highlights,

trends and specific to covid-19 items. you can see we have done a lot since the beginning or since that initial survey in may. already, responding to people's concerns and that is why you are going to be seeing a lot of up ticks so we had some improvement in our favor ability for our safety measures and maintaining a safe work environment and we had improvement regarding everything, covid 19 and i'm going to save the employee (inaudible) push forward and animation, please. you can see that we have very specific items that we ask our

on site employees versus our remote employees because they are different challenges given the nature of their work so we have our on site employee charges and related to you guessed it, safety items and you can see that it's pretty well distributed as far as what people are concerned about. and then under our remote employee challenges, we have really a lot of it is related to not being comfortable having to scramble back home and shelter in place went into it in fact and not having a right set up and not having the right equipment and and and the last

two items are our remote employees as well as items in our employee and the yellow really are highlighting probably one of the biggest trends and and it's a survey is people are really feeling disconnected. people are feeling the pressure to perform and it's hard to delineate and work and life when you are working and we have a lot of parents and care takers and our employee base and everybody, including so many people on my staff, myself include, our general manager, we have young kids and it's challenging to balance the personal and work demands. and so, we'll talk a little bit

later about what we're planning on doing about that and the two items under the remote employee challenges and not having enough equipment or technology equipment and those two items, we developed from scratch two programs to support our employee's who are working remote and specific to those items and we started in again survey one and survey two. at this point in time, people were taking this survey they didn't know about that yet because we were still developing it and we hadn't launched it yet and for the most part, that programs have been a complete success and we've been able to address those needs and draw our agency with our remote

workforce. next slide, please. moving on to our equity pillar within our business continuity plan. so we launched our business continuity team this was a foundational pillar that we really felt was important to lead with and we basically drafted a definition of what we believed equity should be and how it should be described within that business continuity plan and we floated that definition to our employees to gage their response and what do you think about this? are you satisfied with the approach and the definition or can we make some changes. two-thirds of respondents are satisfied with the draft definition and our approach. regardless, we know this there's always ways that we can improve and based on some of our initial analysis was within the comments, we're making some

changes right out the gate. so we're going to broaden the definition and increase transparency. more people want to know what this business continuity team is all about. what are we doing? what are we considering. what are the things that we have done? what we are plan to go do this week or next week, we're going to be posting all the call-in and log-in information so that anyone within our organize gays can be a part of that discussion. they can come and give ideas and raise issues that mayor wiebe not awarwe're notaware of. that's the part of this group.

it's cross sectional and we have 40 different members throughout our agency and those representatives are cast with being a conduit of information. it's a two-way feedback loop. what i love about this is we're able to invite even more participation, just by merely accepting up the invitation a little bit more broadly. and that way we can get more input and we can get even more ideas on ways to improve. and secondly, that we're going to be increasing transparency that i believe this part and we are going to have weekly health and safety round us that we post on our business continuity website. we were doing this more on a by

weekly basis but we'll capture on the health and safety related items and that can be from city policy to cdc, information, or studies that have come out and all that kind of stuff. that's information that will be posted more regularly. next slide. moving into our results, related to the diversity equity inclusion and belonging, that's what deib stands for. and we are meeting or exceeding external benchmarks for valuing diversity and belonging that is that couple on the left and we're at 88%. and then, we also see that we are below our standard target rate of 70% for equity inclusion

and trust for the sfpuc to advance racial justice and you can see that in the latter four to the right. next slide, please. and diving even deeper, we have throw main takeaways from this slide where we see some ethnicity differences in our survey items. so, most employees leave a diverse work is important however, a black multi-racial and latinx employees have a more negative perception of equity, fairness, inclusion and belonging here at the puc. we also see manager support. my meaning is supporting me during this time and that is a lower -- it's a lower rate for our latin x plaque and multi

racial employees. in general, that's are favorable and you will see there's a absolutely there's room to improve especially in that second line where everyone here is treated fairly regardless of race, gender, age, ethnic background, et cetera. the last thing i want to point out as a takeaway is that we have and we talked about this before, where we see a lower response rate for our latin x and black employees. that's just a general challenge within anything engagement and anything communication and so i want to talk about experiment with it survey and to address that and we have some initial findings there that seem pretty promising and we'll talk about that in just a moment. next slide, please.

moving on we also have gender differences and diversity equity and belonging items in our survey ask and in general, women value diversity and have a perception of equity and fairness at the puc. there were no gender differences for in conclusion and belonging however. next slide. please. you can see here that although generally again, fairly favorable, are on site workers have a more negative perception of puc's over all effectiveness during covid and a negative perception regarding our leadership safety and

communication. next slide, please. so, here are what we have taken so far to take some action as well as things that were looking to do as next steps. so initially, we created what we call a covid issue tracker. it's basically just a system to parse out all of the specifically identifiable issues that were raised in this survey that we believe we can close out. we learned about an item and we would assign that item to either a individual or team to inquire or investigate the issue and figure out a way to resolve it

and so so far we have resolved half. we're at 61% as of a week or so ago. we have 30% things still in progress and just about 10% of things not yet started. so it's been a really successful model for us to get things quickly identified or quickly identified and quickly i.d. people to take care of it and close it out. because the more that we can act on this information that we are gathering the better off everybody will be and the better off our leadership and our trust and our over all effectiveness will be. some examples of things that were identified. things like installing plexiglass shields. at the counters for our second floor and like our customers

would enter those barriers to protect against covid-19 trance commission and we have (inaudible) so we put out education and communication within our health screening process in general. we under the communication and under thupped the visibility of different points that are important for the progress of those health screenings day in and day out. so those are examples of the discrete issues identified through these surveys that beef been able toll figure out and

resolve. we also learned in particular from our on site workers that face covering compliance is a sticky issue. and there could be tons of different reasons for that and so we're not interested in coming up with a one size fits all approach because it is a avenue with our field workers which is, again, traditionally a demographic within our workforce who responds less to these surveys, responds less to other communication modes. and so, we have created a face covering compliance work stream in our business continuity plan team and they're going to be, and i think these are actually just starting, they'll have focus groups for the barriers to compliance are within our various different work groups.

we have qualitative analysis and belonging items and we can identify themes from those comments in order to inform our upcoming racial equity action plan. and so it's something that we have done there too and would provided a guide how to express their work groups and results, related to the diversity equity and results and so that they felt a little more supportive on having some of these conversations and then our last point on this slide is we, and i mentioned this before, we really want to improve and explore how to better improve are diverse representation in the actual responses o our future survey so how do we get our black latin x and employees in the field, how

do we get these various different populations of our employee workforce, to respond o these surveys because we want to hear from them. their voice matters and we want to support them in being able to respond. so one thing that we tested in this regard for this survey, we did this at our cbd division and our city distribution division and so what we did was we deployed through the support and assistance with i.t. and enterprise workforce planning group that alyssa and jenny are on as well as folks at cbd we deployed and iphones and during the survey open when the survey was open for response.

we had harder indications that came from the did vision manager and things that were all over there facility there and they also set aside time and stack time for them to take it and these things may sound simple to do but it's you are coordinating all the comings and goings of almost a 300 person operation field operations where people are out in the city and it is a ton and coordination and people took it in tried and because of that effort we saw a 13% increase and response rate at cbd so that was just super excited and it's one of those things where it's like do you think we can do it and we just tried and you have great success and i love that and it was a cross functional approach where lots of different groups came

together to see if we can make a difference and it did. so we're looking to see if we can replicate that and other areas for maybe that is not the right thing to do for other work groups and it gives us an earth indicators of how we can move the needle on that. the last thing i want to talk about is that we're also related to our communication surrounding us is that we have since this survey, closed and we got the responses. we've already had one coffee chat that is specifically designed to address some of the well-being mental healing and anxiety all of those things that we learn from our survey and i mean, i think it's just a palpable thing. people really feel it.

you can feel it in the city and at work and you can feel it at home and it's just an anxious time. the more that we can be here for each another better off we're all going to be. it's tricky not everybody wants a hug and not everyone talks about their feeling so we're trying to come at with we are here as an organization to support you and we've had our leaders and our managers and really and do more explicit check inns. how are you in this regard? not just like hey, how are you doing today but really like, how are you doing? are you struggling with anything? how are things at home and what are you feeling challenges by

and even though it takes time off and it's good to just have that time away and unplug from the work. how are you structuring your day. do you have breaks built in? can you go take a walk during your quote-unquote lunch break. all of these things really, really matter even though they seem super mall and it adds up to building more supported work-life ball approach and we've also had tons of other different communication 0hr but this is a work in progress and hopefully people will take it with the spirit that intended and to just make sure that everyone is doing ok and if they aren't they have people to lean on to go if they need it.

so, with that, i'll take any questions or comments. >> i would just like to say, well done. and especially getting out and recognizing a lot of those guys and i think a lot of them are men, that are in the cdd. it's a macho thing as well. when you put that extra effort to say look, we want to hear from you. so job well done. we need to continue that and now that we know that it's easier and i just, i mean, just great work and it's just amazing what you find out. i mean, i'm really surprised about a lot of things you uncover. just uncovering it and people seeing it has made a difference so i just have to say it makes

me feel good about how we're going about doing things and the lens is in everything we do. it's in everything. so thank you. >> thank you. >> thank you. >> thank you. >> justine, that was a really they arely and many ways report and it's amazing. >> thank you. >> and again i want to thank your staff. you are right. you can see your work and the care and the considerations so i want to thank staff and thank you so much and for all the time that you all took to do this because it shows and it really makes a difference. >> 100%.

thank you for recognizing them. thank you. >> one of the things about these presentations is there's a lot of information and that perhaps more importantly, i think it conveys a thought process and a mind set and where your heart is and that is tremendously encouraging and you thank you for all of that. >> thank you. >> thank you. >> and i would be certainly want to go and deeper and have that opportunity and maybe at some point we can talk about some of those things. if that's ok. make you can jump in and figure it out. >> we can set up time to chat

with you. >> >> can you open it up for public comment. >> members of the public who wish to make two minutes of public comment on item dial (415)655-0001 and meeting id146 50000 3304-pound pound to raise your hand to speak press star 3. >> do we have any callers. >> there are no callers in the queue. >> public comment on item number 8 is closed. >> without additional commission comment, would you please call the next item. >> item number 9, a workforce diversity and equity update and

we'll have two presentations. one by justine, again and the second presentation by agm richy. >> hi, again. mr. moderator i should have a thank you so much. ok. since you already mow who i am, we're just going to go right to the next slide, please. so what we're talking about here is really our human resources current on going approach to some items that were in our and our report and we have our approach to discipline and so these are things that we're already doing and and because it

is a really specific regulated process. when new disciplinary issues are brought to hrs, which is the human resource services, that's the acronym for my bureau, when it's brought to hrs for in quarry we investigate the issues and we determine if a similar conduct is happening within the workgroup and we review any similar annal cases and you can

see up on the next column, where it says public sector disciplinary process protections, already built into this process, there's lots of protection so there's due process w that means before discipline is finalize and where it's, you know, just being if it's going to get 10 days off for whatever bad thing i did, we issue a notice to the employees saying here is what all that discipline is based on and then we hold a meeting to talk about that. they are allowed to bring a representative, usually they bring their union rep, not always. and so all of this happens before the discipline is actually finalized.