comes. it could take two years. >> thank you. any other questions or comments from members? i don't see anybody on the roster. why don't we go to public comment on this item. >> there are current lie five callers for item 7. >> first speaker, please. >> davidpel tell again. if anyone thinks i oppose everything in the world. not true. i support city-wide and targeted outreach on the pricing study. i think it has a lot of things to think about. i support the proposed funding allocation to additional

outreach on this important topic. i would note that we should recognize that the world has changed post-virus and that a lot of assumptions should be reviewed. we may need a fresh housing land use and transportation demand projection from the planning department or other city departments that we should look at perhaps after some of the reality has settled out because i am not sure that all of our transportation patterns are going to be the same post-virus. we should bear that in mind. thank you all very much. take care. >> thank you, caller.

>> good morning. i am executive director of the business improvement district. yes, thank you for your presentation. i have spent time with our public affairs committee and we are very concerned about this. wwe will be in the downtown are. this is not the time for this. we have been devastated by covid disproportionately. you heard reports earlier this month showing no convention at moscone. no business travelers and no office workers coming downtown.

these patterns may children in the future. this needs to be taken into consideration. we need to recover downtown and this is a barrier to us. what bothers us when the study was initiated it was never should we or should we not have congestion pricing. we are very concerned. price is a barrier. it is not the time. if we are going to spend money on a study. there is no congestion. traffic is down 90% right now. thank you. >> good morning, chair peskin and vice-chairman i want to

thank you. i am kevin carol and long-term resident and daily user of public transit. i am speaking in opposition to congestion pricing presented today for funding. our small businesses are devastated by the economic impacts from covid-19. we believe this is not the time to consider congestion pricing. timing for the study is inappropriate. if the program were implemented would create a barrier to the economic recovery. it would impact leaves of our employees. the study and i request why none is asked for. this is the economic impact of covid and we are not having an economic impact study. they require employees to work

from home. these are conducted prior to covid. international cities have congestion pricing. we have all heard on this calm discussions about what really needs or helps be strong. we don't have that. the project implemen. our employees must travel powork on bart and muni and when they are not operating they have to drive. they are employees as well. i urge you to not move forward with congestion pricing. thank you so much. >> good morning. i am calling from the hotel here on fifth and market.

thank you for your time and presentation. we have been one of the very few hotels to stay open. i am grateful we could do that. it is not easy. myself and my colleagues have taken pay cuts and reduced hours over this time. tto see this significant money spent on a project to cause greater harm to myself and colleagues at this time is tone-deaf. from a constituent standpoint it shows you are not focused on what matters the most. this is a time when traffic is notcentive. the post covid traffic patterns are not the same. if we have this study we will get junk data and produce junk

data out. grew up in london. i am aware of congestion programs. i have to admit it was where i worked hard and we don't have that here. we need to get that set up before congestion pricing. we are putting the cart before the horse. i urge you to step back. we have a city full of very needy people. please stop adding the taxes and fines. i appreciate you not moving ahead at this time. it is not the right moment. >> good morning. i am steven cornell. i am vice president of.

[indiscernable] registered chair. i think, number one, the particular study is not downtown open study. it was a neighborhood study. it includes nine discount merchants including fisherman's wharf, tenderloin and these are all neighborhood merchant districts. then you have the districts just outside. there has never been an economic study done on how it will affect the neighborhoods. how will it affect deliveries to the stores. they are done in the morning. coming in and going out. nobody has ever talked to

trucking companies, merchants about delivery patterns. we live outside the district and have to make a decision do i go to fillmore street? it will have a economic effect on them. any further studies that are featured will not be very well-done because it is a city hall government building. people do not have to work there until after june of next year. having the study beforehand about people coming to work doesn't show anything. thank you for your time. >> thank you, caller. >> thank you. good morning, chair peskin and

commissioners. i am walk san francisco organizer. we support the allocation to continue and expand outreach for the study. we all know that congestion could be done right. that involves really understanding how it would affect people across the city as well as the region. when i walk from initial outreach. how long it takes to get to the real conversation about trade-offs and priorities. the most common feedbacks, discounts to the highest concerns. it is to understand the priorities about what can be a strong plan. with the pandemic we appreciate

they are creative with online and offline channels. we are glad they have multi link gall sessions. we are continuing to be engaged. we are ready to engage to work through the locations to strengthen the potential proposal. it is a idea that goes forward it will be because there is a plan developed. [indiscernable] it can bring the greatest results for our transit service. [indiscernable] >> thank you, caller.

good morning. i am haley courier, policy manager at transform. we are working at the intersection of equity and climate. i have been participating in the ongoing discussion. i support the effort and thoughtful outreach efforts. congestion pricing is a cutting edge tool to reduce greenhouse gases and manage traffic. if it is in the program, congestion pricing can have huge positive impacts for all of san francisco including zone residents. this benefits all of the residents. the program targets. [indiscernable] it is necessary for long-term economic. i am encouraged by the proposals

set forth. this has the potential to be a model program in the country and all eyes would be on us. i am excited to work with the pac to move forward. it centers on communities of concern. i ask the board to approve the out reach request. they are doing an excellent job. thank you for your support for the study and commitment to equitable outcome. >> thank you. i am tracey. ehs pil and on the board of the

merchants and legislative committee for district merchants. we feel in favor of any outreach proposed. we are encouraged by the ability of the organization to continue working on this project in outreach into communities. there has been no economic study done to assess the impact of pricing on small businesses. then moving through the assessment areas most of them are neighborhoods. the downtown and neighborhoods border on the associations and tenderloin and the valley, south of market, chinatown, fisherma fisherman's wharf and mission. we should be putting the pandemic behind us. is we do expect to be included

in outreach, especially those in the mostly traveled-to areas. thank you for your time. >> this is kit carter. we are involved with the committee. we do support the passage of this appropriation at this time to continue the study outreach. to continue to make sure we get the congestion pricing that is an important tool. it will help increase transit ridership. [indiscernable] this is to improve the service to help address issues of access

downtown and the totality of downtown and safety of downtown. thank you very much. >> there are no more callers. >> thank you, madam clerk. we will close public comment. we have discussed this to a great extent. is there a motion to move this item number 7. >> moved by mandelman. >> is there a second? >> second by commissioner haney. on that motion, madam clerk, a roll call, pleasaroll call comm. >> aye. >> commissioner haney. >> aye. >> commissioner mandelman.

>> aye. >> commissioner mark. >> absent. >> commissioner peskin. >> aye. >> commissioner peskin. >> aye. >> commissioner ronen. >> aye. >> commissioner safai. >> aye. >> commissioner stefani. >> aye. >> commissioner walton. >> aye. >> commissioner yee. >> aye. >> the item has approval on the first reading. >> thank you. is there any introduction of new items? seeing none. is there any general public comment? >> no public comment. >> okay. we are adjourned. the timma committee members should stick around. the rest can get ready for the

board of supervisors meeting.

-- and outreach first and foremost. that was always a primary tactic, and so we have been doing that since 2006. this is a program completely untethered from general funds and even completely untethered from any time. and so this is a competitive environment, openly competitive and by design and by law going back to the 1960s. so you have an enormous ecosystem, 60,000 building permits every year and 30,000 of them with debris. and because of the nature which we appreciate and want of an open and competitive model, we have hundreds of companies coming to the city, often times from far off counties because

we're a magnet for this kind of activity now. we have dozens of facilities in the region that can accept materials. and the debris ecosystem, and the material is flowing over county lines all the time, so it's a really large, vast and complex ecosystem and to date we have relied on one f.t.e. to implement our ordinance and oversee and monitor compliance, and we have been good at doing that lead to date. but the type of activity that we're talking about, when those get exploited the consequences are steep, 170,000 tons in other community landfills and the legal dumping in the streets and these are not small infractions, you know, they do have an impact. and so we really have run the course on implementing the ordinance without any additional

resources. and we did a really thorough search to see how we can generate those resources equitably and fairly and how to level the playing field because there's legit businesses trying to do the right thing by the environment and by their community and they get undercut in the bidding process by someone willing to go to landfill or willing to dump it illegally. and without the referee out there, you know, your laws are really a suggestion, without the enforcement for some people your law is a suggestion. and when that message is received there can be damage that occurs and we see that play out. so we have a responsibility to be out there to level the playing field. and the fairest way to do this is to keep the hauling model open and competitive and bring a fee on that could be absorbed by the industry at large and is in insignificant in the overall cost of a project when you

consider in labor, land, materials and insurance, that permit fee from one and it will be straight out pretty thin. but collectively those small fees for us mean a lot because we do have oversight right now and it's working well. like jack said there's projects that have to submit, not only plans on how they'll manage their debris, but the proof that they be brought in to the facility. and these are things that we work out agreements with d.b.i., where just to get the permit you have to submit your plan. to get your final inspection you have to show your recycling receipt. so we have good oversight of about certain projects, about 3,000 a year. 30,000 generate significant debris. we did a lot of work with the facilities to ensure that only the best performers will receive debris from san francisco and that's verified by a third party model touted throughout the country and u.s. green building council and leader showing that as a model way forward.

so we have checked a lot of bo boxes at the book end and the facilities and the generators of debris. and there is some reason to dump there in the streets illegally it got there on a truck. so we need the ability to intercept activity in real-time, debris being put into a vessel or a truck or debris box to say, a, do you have the permit to do that? to haul that material? great. you give the receipt to us to prove that you brought it to the right place. so it's back to the question from commissioner stevenson that we have an outreach mechanism and the sheriff is helping with outreach and the department of public works is helping with outreach. we're providing outreach. there's a presence there. but there's also now a mechanism to actually to enforce penalties

when needed. and that levels the playing field so that's the weak link is seeing the truck with the debris and saying, okay, we know that you're in the system. now your job is -- and once that load is somewhere, submit the receipt and prove that it went to the right place. >> thank you. i appreciate your work on this in the last couple years. davi, i know that you wanted to jump back in and have a moment to have a conversation or make a plan? >> no, i'm good. i was just -- yeah, thanks. >> okay. so i want to be really clear with all of my commissioners that i'm excited about this. and i'm very in support and very in support of it. and i am also aware that i want to employ the commission. so my recommendation on this is that we don't take action on it right now but potentially to push off taking action on it

until just before the supervisors have the ability to make the most impact. i'm open to conversation around that and this is for discussion and/or action and i really appreciate this entire conversation. and i am really excited about the work that's gone into this. anymore discussion or extents from commissioner -- comments from commissioners? >> is that recommendation also supported by staff? >> it is. >> thank you. >> you might want to hear from the public if they have something to add to that. but, yeah, it is. >> all right, seeing -- i'm sorry, your hand is raised? >> i wanted to ask, do we know when the board of supervisors might be taking this up or how long that is going to take? >> thank you for that question. we actually do not. and i think that there's

honestly some -- there's a couple of areas of heartburn. one is timing in terms of the economy and the perception on, you know, is this the right time to be adding a new fee. and then the other -- although i don't think that there's any heartburn about the policy itself, and there is still a lot of discussion about jurisdiction with public works and us. so staff level have worked that out pretty well, but the supervisor i think alluded to this when he said that there's some more discussion and explanation that is going to need to happen. as you know that there's a lot of scrutiny going on right now with what is going on in public works. i think that there are some questions about overlapping authorities, or who's going to do what. and we have some work to do on that. and, you know, it may change the ordinance, which we will come back -- or the proposal -- and we'll come back and let you know. so i think that president stevenson put it very well in

terms of mac maximizing the tim. so the short answer, sorry, i don't actually know the precise date. >> all right. i would love to open it to public comment >> clerk: we can open it up for public comment at this time. the instructions are put back up on the screen for anyone who is joining via webex. give me one second. so the instructions are now back on the screen to make a public comment related to this agenda item, please dial the number on the screen. and remember to press star, 3, to be added to the queue and you will have three minutes to make your comments. i do see that we have one caller in the queue. so i will go ahead and unmute

them now. and your three minutes will start now. >> can you hear me now? >> clerk: yes. >> caller: excellent. sorry i was delayed the p.u.c. meeting just ended a few minutes ago and i was stuck there. on item 5, the c.n.d., the debris recovery ordinance amendments, i have not -- i apologize -- i have not reviewed the legislation in detail but i do support it and the considerable staff work behind it, establishing and changing the fees and the definitions and the enforcement and all of that with the debris boxes and it's a complicated scheme but the goal is to improve resource recovery from c.n.d. materials and be able to patrol and enforce which is complicated by itself. and so great work to everybody on that. i recognize that you're intending to delay based on the

further discussions and refinement, that's fine. but i wanted to express my support at this time. also note that depending on how the new department of sanitation and streets that the voters in -- that the voters chose to create through proposition b, depending how that devolves, this ordinance may need more view in the future. but that's at least a year and a half off. and -- sorry to digress for a second since i was in the p.u.c. meeting earlier i'm not asking to you reopen the item on the minutes, but if you could just allow katie to go back and fix page 5 of the minutes from the september meeting. denisedenise deanne, but it didt have the last name and if you could do that on page 5 of

minutes i think that would be good for the record. i'm all set. thank you on item 5. >> clerk: thank you very much. anyone else? >> i'm not see anything additional callers in the queue. >> clerk: all right. do we have to pause or are we good? >> clerk: no, i think that we are good. >> let's go to the next item please, katie. >> okay, we'll move to the next item which is agenda item 6, presentation and discussion on the department racial equity plan and the sponsor is the director and the speakers are cindy comoford, and the city government zero waste coordinator and the senior environmental justice coordinator. and the document -- the plan story document is the department of the environment racial equity

plan and this item is up for discussion. >> hi, i was muted. please take it away. >> thank you, president stevenson. so this presentation that you're getting tonight is our phase one racial equity action plan. and this is a draft plan. it is not the plan that's going to the board of supervisors at the end of the calendar year because we haven't heard from you. and we're also absorbing information from staff. but it is a very good draft and so, obviously, we're very proud and excited to share it with you. and i think that the most important thing for me to say right now is that my deep gratitude for the amount of work that is behind this draft that you're seeing and the office of racial equity came in our world mid-stream. we had already worked on our phase one which is an internally

focused phase for many months and they came in with a template that was a little bit overwhelming to us in its breadth. and the staff that you'll hear from were not daunted. they grabbed that bull by the horns and they wrestled it until they were able to focus and to elucidate the entirety of our phase one plan. so i'm incredibly, incredibly grateful. one of the things that i want to say in this is that this is -- this plan doesn't come out of thin air. the department and myself personally as director have been focused on equity for my career as well as for the department -- for as long as the department has been in existence. you have seen that in a lot of different ways. you have seen that in our focus on saving money and improving quality of life using superior

energy efficiency technologies and protecting custodians and nail salon workers and dry cleaners, painters and children and families from exposure to toxic chemicals. and providing services in public housing to achieve zero waste and save money and reduce illegal jumping. we have had a focus on equity in our work. it's been a very core part of who we are. but i have come to realize like the rest of my colleagues in the world, that that is not enough. and that there is a deeper level of evaluation that needs to go on if we are going to tackle systemic racism and understand what it means to be operating, especially in the environmental field from a place of white privilege. and so i start with myself. and i started with myself and my own journey, my own training on white fragility. my own training on the history of racism. and i have supported through my actions, through my statements and through my resource

allocations that all staff get trained starting with a few years ago to racial equity to having regular discussions to normalize conversations about race in every staff meeting at least once a month. it has become a very explicit part, it meaning equity and our role, in every conversation that we have in the department. so my commitment to this plan and i feel that it's really important to say this to you in public on the record, so you can hold me accountable and that everyone can hear how i look at this plan. so there are four -- i have four commitments that i want to state right now. the first is to elicit and to utilize input from a wide number of people from internal staff to our commission, to the office of racial equity to what other departments are doing and to what our community partners are doing. so i am listening and i am

soliciting and we will use that input. the second is to prioritize implementation, because i know that a plan is only as good as the actions involved. and that there are 90 actions that the office of racial equity is saying that need to be done. and we can't deny the actions immediately. so we have to prioritize and then to define our metrics of success and share those. and for my third commitment is to report back to you so that you will have an ongoing understanding of where we are and where our progress will start as well as our challenges. there is going to be without a doubt challenging to implementing some of this. and the fourth is to consider this a living document. that this is the first plan that we are doing as a department, and there's no doubt to me that it will change and evolve and become more vibrant and more real as we progress.

so we are going to submit this plan at the end of the calendar year. you are not voting on it right now because it is not in a form for you to vote on. it is a form for you to contemplate, to get back to us on and to ask us questions about. there are a lot of questions that have already been raised in the operations committee. some of them are legal in nature, whose authority is it to do what. and we asked to have an attorney here and the city's attorney office felt that it was not an appropriate venue to do that. having said that, the questions are appropriate. so he will be listening and writing down questions and he may even jump in for clarification or steering the conversation. but i have invited charles to very much to be the curator of our legal questions so that we can get you answers you want. we also know that a lot of this requires partnership from a very

important department -- the department of human resources. and so we have asked to come tonight, if there are questions and they don't have presentations, our very own adam, who is our representative at d.h.r. he 100% is our guy. and he's the one doing a lot of the work on our analyses of our hiring and looking at the barriers that we have to a diverse candidate pool. he's already immersed this that work. so he can speak to that if you have questions. and then we'll move to the deputy at the department of human resources. he is here if you have larger questions about where is d.h.r. going, what are the priorities, you know, he agreed to be here tonight if you've got questions. so with that i want to thank you for your input and the commentss that came out of the operations committee were already key to shaping this document.

very thoughtful and very helpful and i know that we'll get lots more. so with that i just want to say and that you are amazing people in our department and i turn it over to you now to walk us through this plan. thank you. >> great, thank you, debbie, for that introduction. and good evening, commission members, and the community listening to our presentation. can i get confirmation that

everyone can see the presentation in a larger view? thank you. so, thank you, everyone, for taking the time to engage with us on discussing racial equity. my name is cindy comer forford d i'm excited today for our racial equity leaders, from our environmental justice team. and from our zero waste team. to present on phase one of our racial equity plan. this plan will focus on our internal programs and policies and this plan is really meant to ensure the well-being of our staff. especially our staff of color. this plan is really an honest assessment of our past and the areas that we need to improve on, but what is most important about this plan is that it not only looks at the underlying structural issues but it has actions and a clear path forward. this plan is really the beginning of a transparent

roadmap of the work that we need to do as a department to dismantle structural racism. and while we have made some accomplishments, the completion of this plan will be a big milestone. we still know that there's a huge amount of work to do. and so i'd like to talk a little bit about what we'll be covering today. so we'll present an overview of our racial equity plan process. we'll briefly run through our timelines that was last presented to the full commission about a year ago. we'll discuss the new guidance that we received from the office of racial equity. we'll talk about the structure of our phase one plan. and a little bit about our staff engagement. and then, lastly, we'll move on to some of the content of the plan and then finally we'll share next steps on -- as to what is being presented today is addressed. so i'm going to first turn it over to one of our racial equity

leaders to start the presentation. thank you. >> okay. thank you, cindy. good evening, commissioners. i am with the zero waste program. and as debbie and cindy have alluded to, a lot has changed since we last came before you at the beginning of the year. in addition to the pandemic, which has resulted in a lot of staff being out, either due to being reassigned to service work, on leave due to school closures or challenges or other challenges, the other big change that occurred is the creation of the office of racial equity. they have hired some staff and have been convening with city agencies to ensure the work around various departments will also bring about systemic change that is needed. as a result of this, our timeline and plan of action has shifted quite a bit. we received the framework and racial equity action plan phase

one template from the office of racial equity and also completed a vulnerable populations assessment of our budget. we have been facilitating all staff engagement on the phase one of the plan. we have been completing the implementation matrix of the tempt late. template. and we have the input from the commission during the october meeting. we also reviewed the plan with the department of -- the office of racial equity. after today we'll be incorporating feedback and doing a final review with the leadership so that we can submit the plan to the office of racial equity and the board of supervisors, and the mayor on december 31st. and then of course after that in 2021, we will be working on phase two and, of course, implementing phase one of our plan. next slide. as you recall, or may recall, we

came up with 16 preferred actions within three main categories. these were hiring, first within s.f.'s purview and for staff understanding and then (indiscernible) advancement. next slide. and the template of phase one includes a set of actions that all departments must commit to and, unfortunately, the previous work that we did is not lost and i will talk about that a little bit later in our presentation. next slide. so the template that you have seen includes seven sections, hiring and recruitment and retention and promotion. discipline and operation. diverse and equitable leadership. mobility and professional development. the culture of inclusion. and then the board room commission. and we have seven sections that are separated out into 18

strategies and these strategies have been put into 82 actions that must department must complete. there's an implementation template for each action which i will discuss in the next slide. so this is an example of the implementation template. each section allows the department to include department specific goals and actions as needed. it is important to note as debbie has said that this is a living department and that the departments will be working on the actions over a period of time. it's also important to note that some of these actions are part of our purview so we're working collaboratively with the resources and other city departments and the office of racial equity. the actions and samples indicated were prepopulated by the department of racial equity

and the department was to fill out the blank sections, including resources committed to the action, implementation steps, timeline for completion, and data completion (indiscernible) these indicated that will help to us track our progress, which we will have to refer to the office of racial equity annually. next slide. okay. as i mentioned earlier, all of the work that was provided before is not lost. we compared our 16 proposed actions that we had originally developed and with the racial equity template. the areas where there's little alignment is either because it is an action that the office of racial equity has identified in phase one, but we had identified

for phase two. or covid has made certain things a higher priority now versus when we had worked pre-covid. next slide. and the plan that was provided to you is -- has been separated into three parts. so part one sets the context for the plan. part two, includes the actions and the implementation template. and three include the appendissees that include our 16 actions and our (indiscernible) next slide. (please stand by)

we then held a they have a virtual move and again, we reviewed this with the office to talk more about the

priorities you apply the strategies with the most votes this includes one from hiring and recruitment. they will look at hiring strategies for diverse candidates for all levels of the department. the tension and promotion there are two strategies that ensure they meet industry standards also creating promotions that work well. next slide. the first one was diverse and equitible leadership that will foster inclusion and belongings. finally, this will culture inclusion belongings i'll turn

it over to my colleague to talk about the initial feedback received from racial equity and the content of the plan and next step. >> thank you so much. i'm with the environmental justice team with the department under our climate program, so, two days before thanksgiving four members of our racial equity team met with the director and staff and received very thoughtful feedback on the same plan that you received. while they were appreciative of the detailed context and survey analysis included in the plan they felt that the overall command was muted and

they encouraged f fe to determine goals for each section of the plan that are more specific and visionary and they also recommended that we include department specific actions and actions that help support city wide change beyond what was prescribed by ore. they suggested that we add grainlarty to the timeline to ensure accountability. loosely we can look inward how the existing department budget could support racial equity work. while we have yet to i corporate feedback provided by ore we have begun to think about changes that need to be made. for example, we tried to align goals with what was in our draft's strategic plan. the strategic plan is a higher

level document, excuse me. we are working with our student committee members to revise the goals so they are more specific to the needs of the department and with respect to the focus area of each section. we are trying to determine additional department actions that should be added to any of the sections. to add details about resources committed this is the type of consultant that would be needed. to add grainlarty in the timeline we'll include quarters rather than specify the year and action would be implemented. we might additional steps for particular actions. for example. there might be steps to examine how we can work within our existing budget since the

department doesn't receive general fund support. next slide. part two of the plan includes the implementation template. that was developed with data from our work force assessment as well as feedback from our meetings. i'll share a few examples of this, next slide. on march 10, 2020 the department of human resources published the first annual work force report for the city which included the democrat graphic come significance of all city and county san francisco departments and bay area develop demographics or ten bay area counties. the first column is the demographic come significance. the second column is the

demographic cop significance of all dcfs departments the last column shows the comparison with the work force. more than half of our staff are white and that percentage is greater than the average of all city departments. next slide. when we drill down to staff classifications you can see the limited term classifications that are 9920 and 9922 series are diverse. the managerial have left diversity. the series that includes the 5638 to 5644 classifications are predominantly white. in order to knotty dentfy

individual employees in subsections demographic data regarding the come significance of specific job classes is displayed in the aggrouate. this is rather by referencing specific races or ethnicities. next slide. to address these work force finding we have identified implementation steps. a few examples include revising minimal qualifications and job announcements. standardizing recruitment and hiring practices. developing expanded recruitment for networks. completing a more detailed work force assessment for stages and hiring an assess promotional appointments. also evaluating

classifications with lack of employee diversity also with training for employees and achieving mobility into higher classifications. these are included in the template as part of part two of you're draft plan. we also reviewed feedback from staff from our staff survey and meetings and used data that as well what is notable here that many expressed the need for time and resources staff of color in leadership at higher rates than white

staff. it's also notable that more white staff indicated the need for staff of color they identified a variety of training need to help incorporating equity into technical work. to address the survey findings we identified implementation steps. the department institutionalized discussions of racial equity at senior staff meetings and team meetings. for each program area of the department and also as debby mentioned over the summer our senior staff attended white very vir guilty training. we will have these trainings available to all staff.

supervisors will work with staff to include racial equity and professional development in their performance planning. of course, we will measure success by comparing annual staff survey results in addition to the other indicators provided by the office of racial equity you see in the draft plan. next slide. so, what are the next steps. next slide, please. as mentioned earlier the draft racial equity action plan you received in your packets doesn't incorporate the recent feedback we received from racial equity and staff. we created a spreadsheet to track all of the feedback we have received and assessing where the comments should be addressed and revisions to the plan. we will add any input received

to our feedback tracking spreadsheet as well to make sure it's incorporated. once we incorporate the feedback we'll review and finalize the plan with leadership so it can be submitted on time with the mayor and board of supervisors by the december 31st deadline. next slide. thank you so much for all of your support commissioners and also for the feedback we received from colomission members with that let us know if you have any convocations. >> thank you you also much. i love hearing from you. i'm sorry, debby. you were jumping in. did you have something to say. >> no, i wasn't jumping in. >> that was awesome as

always. i love hearing from you guys. i appreciate the time going into this. i'm sure we have a lot of questions and comments. does anyone want to jump in? >> thank you president stevenson. i'd like to thank president raphael and leading the way for the department we have a lot of work to do to make sure that we are not just assuring diversity but trying to ensure career pathways for people who have committed a lot to the movement. i'm glad to see we are doing a lot of work. not just data trends but why

the data is what it is right now. i have initial questions and it's appropriate for dhr to get them to join in on the conversation. what around the job what can we do to help revise them. is there a best practice perhaps we should implait option rigs mullings -- of course recommending over all legal framework. also, recognizing perhaps the commission by the way doesn't have direct hiring authority but what can we do