[pledge of allegiance] now sergeant, please call roll. [roll call] you have a quorum. also here tonight is chief william scott and director paul henderson.

>> vice president taylor: if you like to be heard put your name in the chat to avoid background noise. we'll allow two minutes of public comment. can you please call the first line item? >> line item one is removed. take >> vice president taylor: we scheduled a report. i was under the impression that a full report was not available. i learned last night there is a full report. we will be back as soon as we can to have the professor discuss the full report in detail. i wish i known before last

night. we'll discuss the full report in detail and give it the attention that's due. call the next line it up. >> clerk: reports to the commission. discussion. major significant incidents, provide summary of planned activities and events. it will include brief overview activities occurring in san francisco. good evening vice president taylor and commissioners and chief of staff hawkins. i will start my police commission briefing, overall

crime statistics. this week versus is 32% decrease in statistics. our biggest issue on the negative side not so good side are burglars. we had our 46th homicide of the year. we still have a couple of weeks to go in the year. that is another concern that we unfortunately have to report.

when we look at the overall statistics, we are doing well compared to the overall 5 and 10-year averages. our burglary cases are up significantly. we have made some significant arrest that we hope will have an impact at least on shaving rise in burglaries in the city. one arrest happened this past week on december 3rd on the 1600 block of sanchez. there was multiple suspects breaking in an garage. officers arrived at that location and got i there in time to take the suspects in custody. they were booked on charges, conspiracy and possession of

burglary tools. there was also b.b. gun in their possession. these were couple of individuals that had violent crime history. there was some concern there. one of the dangers with these type of burglaries is often times people are at home when these primes are committed which makes them even more dangerous. we'll try to focus our attention on identifying the most chronic of these offenders. hopefully we can make a difference there and work with the district attorney and his staff on what to do on the back-end of this, to get some traction when we do make an arrest. that's an ongoing challenge and discussion as well. shootings are up 23% year to

date. we have 128 none fatal shooting incidents this year compared to 104 this time last year. our total victim of gun violence, that is also up by 25%, 158 this year, compared to 135 this time last year. our year to date homicide are 46. we were at 37 this time last year. with had a really busy month in december last year. we're hoping that we can turn that around with our efforts with the community and some of the things that we're doing in terms of trying to -- in the areas where we have traditionally have gun related

violence. going to the domestic violence category, at the last meeting, commissioner cohen asked question related to domestic violence and how we are tracking this year compared to last year. particularly with covid. there was a thought that we may see a huge spike in domestic violence. i want to follow-up on that request. generally, there was a decline in domestic violence and sexual assault throughout the year. it's important to note that the margins of incident narrowed from july to august until now. we look at march 17th through november 30th, that's the time period that our data set examined. for domestic violence, there

were 2015 reported crimes in 2020 compared to 2609 domestic violence related incidentals in 2019. we had 23% decrease in domestic violence for that period compare to last year. the average monthly margin from march to -- march is when shelter-in-place health or the was put in place. it was march 16th, that's when we really nobody in the street and people in their homes, we had a decrease of domestic violence related incidents of 78.5% for those three months, march, april and may. the average monthly margin from

that point forward was -- sorry, the decrease 78.5 incidents from that period. from july through november, there was a decrease monthly of 56 incidents from july through november. what that says, we saw a big decrease when shelter-in-place order first came in effect and then as things started to loose up this some, more people were outside of their home, we actually saw they were fewer incidents -- sorry, there was more incidents. for sexual assault, there are 321 reported incidents, march 17th through november 30, 2020. that represents a 44% decrease compared to the same period in 2019. 2019 there was 649 incidents

reported in 2020. there were 361. we saw a decrease there as well. this is all anecdotal. we don't know the role that covid and shelter-in-place played in this. the numbers indicate that it had the impact of reducing these numbers. there was some things that the city did. like the text 911. that was geared towards giving potential victims of domestic violence more access to city services, particularly they needed help from the police. they can text 911 if they can't get to a phone or landline. we don't really know if that made a difference what i'm reporting. we do know there was a decrease.

but the fact there's further decrease is welcoming news for us and hopefully for everybody listening to this report. i'll stop there because there maybe questions on that. >> vice president taylor: i don't see a question in the chat. do you think that's because there's actually fewer domestic violence incidents happening or could it be the shelter-in-place went into effect, victim weren't calling the police as much? >> that was the magic question. we don't know. that was part of the text 911, if you have an aggressor while you're calling, sometimes that hard to do. when you call 911 and you hang

up, you will get a police response. text 911 was designed for people in that situation can get to emergency services, police services to get help. we really don't know the answer to that. that could be a factor. we don't know when people don't report, we can't go to them and call that information. >> vice president taylor: same way that hospitalization for non-covid related injuries because people -- everyone was limited interaction because of covid is a virus that's transmitted easily. i'm wondering if it can be victims are avoiding calling 911 because of the covid emergency in not so much whether it's a text or phone call. it will be great if domestic abusers just stop doing the pandemic. i don't know if that's actually the case. sound like the department may not know as well. >> no.

we really don't. i wish i can answer that question. we really don't. on the other hand we're seeing other areas of crime categories. whether that's covid related or not, we believe it might be. like the shootings and people mental health state. you would think that would also factor into what we expected to be an increase in domestic violence. it didn't play out that way. >> commissioner dejesus: there was an article about uptick in burglaries and car theft. they implied that people were stealing cars to commit crimes. i'm wondering is that a trend or organized crime activity? >> lot of this is anecdotal.

there's a theory and thought that people commit crimes and stolen cars. sometimes that pans out because we're able to recover the car and they turn up stolen. the three individuals that i discussed on sanchez street that broke into the garage, that vehicle was stolen. that's just one case. i can't say that makes that theory true. it's not uncommon for us to -- when we apprehend people and catch people that the cars are stolen. we see it in shootings and drive-byes. really say that how big of an issue that is, we can't put a clear finger on that. but it does happen.

i'll move forward in the report. i want to talk a little bit about the street crises response team. i know there's an interest from the commission and the public on this. lot of interest on this new team that really is there for the purpose -- one of the purpose is to relieve police officers for having to respond to nonviolent and non-criminal calls when people are in mental crises. the team was put into place on november 30th. this report really covers the period of november 30th through december 11th. one of the reasons for reporting and updating the commission, i'll do this consistently with these type of reports. let you know how this is going. there are plans to expand the

team. the team responded to 34 calls from november 30th through december 11th. there were 24 documented accounts. outcome includes connections and linkages to psychiatric urgent care treatment, transport to medical emergency department and overdose reversals. all -- the team worked very well together this is community-based

organization that's trained to deal with these type of situations. our public health initiatives are part of that team. comradery and teamwork has been a big highlight. we, police department, has worked with all of those agencies to establish protocols on when in fact this team -- if they need the police, what does that trigger. things like violence. if members of the team being attacked. if there's credible information there's a possibility of violence. other than that, we won't be called. during the same period, they handle 34 calls. there were 500 calls city wide. this pilot is focused geographically on a very small area.

basically the tenderloin area. that is a high need area. although, there are issues in other parts of the city. as this grows, what we hope is that the capacity will grow and we can shift some of these calls away from police response to c.r.t. team. it's going to be a long haul. there are plans to expand the team and the next expansion comes in about a month.

that's what we have at this point. i will give updates on progress to the commission for your information and awareness. i'll stop there for questions. then i have some other presenters after the questions. >> vice president taylor: i don't see questions in the chat. in terms of the gent, only thing

that we have for your portion of this is 1421. weapon changed the way the agendas from structured. the racial equity plan and other sfpd presentations will have their own line items now. >> i see that now. next up is monthly 1421. >> thank you, chief. sergeant youngblood, can you hear me okay? >> yes. >> good evening vice president taylor and commissioners, director henderson and members of the public. i'm here to give the monthly 1421 update. i'll given with some background with regards to the 1421. the bill requires the disclosure of law enforcement records and

information concerning the following four types of incidents. officer involved shootings, report investigation or findings regarding an officer discharge of firearm at a person, number two, bodily injury, records relating to the report investigation or findings regarding officer use of force that results in death or great bodily injury of a person. sexual assault, records relating to a sustain finding that abofficer engaged in sexual assault involving a member of the public. fourth, dishonesty. records relating to sustain finding that an officer was dishonest directly relating to the reporting investigation or prosecution of a crime or relating to the reporting out or investigation of misconduct by another officer including but not limited to any sustained finding of perjury, false statements, filing false report,

falsifying or concealing evidence. here's the update for the preceding month. since january 1, 2019 the department received 206 public records request. for the period octobe october 31,-november 30th, the department received two additional public record request and produced 60 new releases. production of records and determination letter that the department as or has not identified records responsive to one of the more categories of disclosure for a specific officer. one public records was closed two additional files were released about. than brings total number of pages released relative to officer involved shooting over

33,000 and one dishonest case was released. those cases have been the case for a number of months. they were all obtainable through public records request portal on the department's website. that concludes my report. >> vice president taylor: i don't see any questions from commissioners. next item. >> clerk: 2b, d.p.a. director's report. d.p.a.'s report will be limit to a brief description of d.p.a. activity and announcement. >> vice president taylor: direct or henderson?

>> sorry about that. i was muted. sorry. i switched devices. in terms of cases that we have open so far this year, whereas 743 this time last year, we were at 735. we closed 8 deliberatio 836 cas. this time last year we were at 641. we have 348 cases that are currently pending. this time last year, we were at 417. in terms of cases that have been sustained, we are at 42, this time last year, we were at 84 and i'll talk about in a moment. cases that are past nine months, investigations that have taken longer than nine months, we're at 32. this time last year, we had 26 cases. as a reminder, in spite of the

numbers for investigations going beyond nine months, which is typical in cases of civil or criminal charges, w we haven't experienced cases that have been lost since 2017. in terms of cases mediated, we're at 38. of the 32 cases that i referenced to the t tolling, 17 are tolled. in terms of cases that are pending that allegations have been charged, pending with the chief, there are 26 cases and cases that are pending that are with the commission, there are 13. in regards to last commission where we talked about the differences in terms of cases that have been sustained, i guess an educated guess it was

based on the body-worn camera. in 2019, d.p.a. sustained 86 cases containing an with 185 sustained allegations. in 2019 the d.p.a. sustained 66 body-worn camera related allegations compare to just 29 in 2020. the d.p.a. sustained findings in that process will be analyzed as well in the 2020 annual report

as it was sustained -- summarized in the 2019 report. the 2020 report will include sustained case summary and police department discipline. i wanted to answer any questions officially from what was asked for me last week from the department.

we have couple of events coming up in january on language access. we're hosting a panel, we have a panel on oversight and audits panel. talking about police oversight and auditing. for the 1421 information from d.p.a., since our last update, we received five new request total now being 65 requests that we received in terms of production, since the last update, at the last police commission meeting, we produced two new cases and great bodily injury category. that's a total of 789 new cases that have been released since the last meeting that we had. the new total now is 23,210 pages released all across all of

the categories and if there are more details available about those releases at our public portal at sfpd.nextrequest.com if anyone wants to see the substantive nature of those releases. in terms our audit, the d.p.a. has initiated annual audit of the police department. this is a new audit on top of an audit that was released a few months ago in compliance with the department general order 8.10. we sent the audit notification e-mails to the police department along with the copy to the police commission on december 8th. it requires a d.p.a. annually prepare a report on police department compliance with these guidelines. i know we talked about it last

time. it will be great to have one of the commissioners assigned just to participate in the process so they are engaged and know more about the process when we present our report and work with the agency as we prepare those audits. i think it's a good time. for us to be contemplating that now that prop g compliance has been fulfilled in terms of having the -- audit onen out work. i'm reminding everyone since nobody jumped up to volunteer. >> vice president taylor: i will invite my fellow commissioners if someone what wants to be involved, let me know or let sergeant youngblood know. >> thank you. we also have a session -- we have a case in closed session for that. i know we have a big report today and i will end my report with that.

>> vice president taylor: i think you're in the chat for d.p.a. >> was he volunteering? >> than >> commissioner elias: thank you for the written findings. i love graphs. i know that at your last report, you changed the category, the sustained allegation. i was hoping that when you do the report, you can let people

know what those categories entail. i know that one of the things i asked you to provide to us is the searches, the complaints regarding searches, complaints regarding profiling. i know all of those specific categories lie within one of the categories you provided. >> yes, we can break it down in category. it's a good point.

it make sense to me when i see it. obviously more helpful for the public. thank you for catching that. i can easily, and i will break it down in those categories. in terms of the 270-day -- it's probably more helpful just to provide some background on. the whole reason that we report and record that information the first place was to try and to identify cases that were taking longer than the nine months in the past for this agency, it was a real problem. the agency missed a lot of those deadlines and some periods up to 30% of the cases. we lost jurisdiction and could not follow up on those allegations that came through our office. it has been one of the things that i care very deeply about with this agency and misconduct as far as i'm concerned to allow

cases to slip past a deadline that should not be happening at the a public agency with public complaints. i can only give you my guarantee that it will not be happening. only reason i'm explaining more about it again is just to articulate how seriously we take 90 days evaluations. just so you know what goes on behind the scenes, when a case starts coming close to the nine month evaluation, we still have 12 months. we have a full year. what happens, there's a particular that comes up and a report on every single one of those cases goes up to the supervision staff up to the

executive level. each case gets evaluated to make sure that there's nothing more than we can do or those cases get elevated by leadership and by the agency to get taken care of. all that to say, i don't have a short answer or an easy answer for any one particular case. i wanted to not just give a short trip and assure you when the cases get flagged, that it's already getting special attention not just from me but from my director of the investigation and the senior over whichever investigator assigned to and the investigator has to prepare something to articulate what's going on with the case.

we haven't missed any deadlines. i welcome the opportunity. if there are particular issues where is it looks like something will be lost or fall off the track to make the filing late or the -- jurisdiction. i want to give a background about -- [indiscernible] tak >> vice president taylor: thank you. >> i never explained it all before. i thought let me tell you what goes on just so you know what it is. the whole point of the reporting about was for different reasons i just continue it. i do i thinks relevant and we take seriously. i welcome the question and the opportunity to explain what the process is for d.p.a. some people might not know and wonder like, are they late?

take >> vice president taylor: i appreciate that when we ask a question and we get the answer and so much more. [laughter] >> i just want everyone to know. >> vice president taylor: next line item. >> clerk: 2c, commission reports. it will be limited a brief description of limited and announcements. commission president's report, commissions reports and commission announcements and schedule of items identified for consideration at future commission meetings, action. >> commissioner hamasaki: i have two items that i want to cover

today. i thought sergeant youngblood read that out before. i wanted to thank the black community organization for sitting down with commissioners cohen, elias and myself last friday. it was a very productive and thoughtful discussion. we learned a lot from the group. we had some tasks we needed to get on top of and issues we need to address. i wanted to thank them for their time.

the issue is that these cases are now in hat criminal justice system. for us to comment on them as commissioners, even they aren't discipline matters for the

chief, i think that puts us in position that we have as members of -- chief does or as commissioners, have inside knowledge that might be able to sway jurors in the ultimate matter. that is something that i do want

to deal with. again, i don't think there was any ill-intent. i understand the chief has to support his members. but at the same time, it's kind of like department very neutral fact based about the opinion. i want to put that on the department's radar and commission's radar. >> commissioner elias: thank you. one is an announcement and one is a request to agendize an item. i'll start with the announcement. last week i had the opportunity to visit the crime information service unit at headquarters.

i was able to meet the staff there. the crime services unit have a unit that processes all of the request by domestic violence and family victims for the police report. people are aware this is an issue that came before the commission before a year ago. commissioners hamasaki and taylor worked to remedy the current situation that was happening wherein, victims were being denied their police report and the request was being ignored.

fellow commissioners would like to know when civil lawsuits or criminal charges brought up against officers or department does that trigger internal affairs investigation and what is the process? we ask d.p.a. to lay out their disciplinary process on a regular basis and provide information to the public of how the complaint work and the process. the department also provide that knowledge and information to the public in terms of what triggers these investigations, how the department handle these investigations and where these investigations go. i'm sure the chief is aware of the statistics on this information. i think that it's important for the public to know. i'm going to request that we agendize that so that chief can provide a brief description of how that process works and provide more information to the

public. >> vice president taylor: not to putoyou on the spot, let us knof you need time to prepare. >> commissioner brookter: this past week i got an opportunity to sit down with director and our commission staff. i think it's fair to say, as commissioners, over the last couple of years during the actual budget process in terms of the san francisco police department bringing forth the budget, we'd always have questions. we only see the budget twice a year. i had asked to say that, we should have a commissioner that's more involved with the budget process. i'm happy to say that we have begun to have those conversations. they aren't conversations around modification. it goes to what commissioner

elias brought up. why is it a unit that's doing really well. being able to ask questions more about the actual budget versus just the actual process, which is what we get, i look forward to bringing my fellow commissioners to have dialogues and conversations and bringing it to members of the public in the future. these conversations have started and folks have been extremely helpful. >> commissioner dejesus: i have couple of questions. we didn't meet last week on the 9th. i was wondering what happened? did we octobe act on that lette? i think the issue was they were talking about one of the d.g.o.s that commissioner elias keep asking to put on. what happened to that?

>> vice president taylor: workin g group had a meeting. i think it was this week. that meeting is january 6th. >> commissioner dejesus: did we have a quorum and why didn't we have a meeting on the 9th? >> vice president taylor: this is an unbelievely difficult and

unprecedented time. some of us have love ones. most everyone on this commission asked to move item off the agenda to a different date. that's just reality here. last week is only the second time in my entire tenure on this commission i had to miss anything. i'm not going to go into further detail. i want to avoid doing so. we're colleagues and we're professionals. missing a meeting because one has to is sometimes things happen. >> commissioner dejesus: no one calling you out. we have four members -- you don't have to be there for us to meet if we have a quorum.

maybe that point outs to leadership role. we had presidency vacant for almost a year. maybe we need talk about filling that. we conducted meetings without a president and vice president before. i'm not calling you out. we could have had a meeting and i didn't understand that. maybe we should talk about what the protocol is going forward. take >> commissioner hamasaki: i wanted to follow-up. i was told we didn't have a quorum. i think we've had some pretty backed up calendars we were all trying to juggle. was a reason we didn't have a meeting when we had a quorum? who made that decision without -- who made that decision?

>> vice president taylor: i'm not going to go into this. i missed two meetings in years and things happen in life. i was not the only person who had to miss a meeting. things happen. i would ask my colleagues for the same courtesy and respect that i gave. >> that's interesting you're asking colleagues to forgive you not being there. i wasn't notified and no one

asked or said, listen, commissioner taylor is not going to be around, do you mind we reschedule the meeting. just communicate that we need to reschedule. we do have a limited number of opportunities to meet. it makes us look bad as a body. there were four members able to meet and we didn't meet. when community members ask me why we didn't meet, i didn't give an answer. it was never communicated. we really need to rethink what we're communicating, how we're posturing, how we are leading this body to the public. i think that is unfair. i understand you couldn't make the meeting, that's find commissioner taylor.

it's unfair not to have a meeting because i guess, one or two people are unavailable would like to be in the meeting. this is what transparency is and this is democracy. please, this is not an attack on you personally at all. i think you're doing an outstanding job. i do think that we need to have a discussion so that you have backup, so you have that opportunity to not feel the pressure to attend every single meeting and have confidence in knowing that the agenda and the business of the public is continuing to move forward. i'm apologizing mr. hamasaki

for cutting you off. back to you now. >> commissioner hamasaki: i'm good. thank you. >> commissioner cohen: i'll finish my point. i'm not sure if it's directed to. i like to know how we can get elections for leadership put on the agenda. this is, i believe the last meeting of the year. going into january 2021. most elections happen at the end of the year or at the beginning >> vice president taylor: usuall y there's a vote when there's a full compliment of commissioners and it happens in may. that's the way the commission has worked.

>> commissioner cohen: sometimes commission don't operate within the established rules. i like to hear from the city attorney to get their advice on what needs to move forward. i have been told two conflicting things. what you said, you cannot fill a body until you have all seats filled. i heard from another member of the city attorney team saying that is not true. positions can be filled when there's a quorum. i appreciate if we can have a legal opinion from it city attorney. >> they are to take place in may. these are internal government rules. if the commission decides they want to suspend the bylaws have a meeting and have elections, you may do so. these are parliamentary rule.

>> commissioner cohen: how do you go about with procedural? do we need to have notification that we plan to extend meetings and have an election? >> i would suspend the bylaws that's the rule and regulation under the charter. then would have notice that you would like to have an election and you will decide how to have the election. traditionally there's been a nomination. completely up to the commission how you would like to proceed. >> commissioner cohen: the request to suspend the meeting, the bylaws for an election to happen in january, is that something that needs to be -- may i make a motion to suspend the bylaws and have a meeting in

january and put election on the agenda. >> not today. it's not outen the agenda for discussion and vote. you would have to put that properly on the agenda that you will to that. you need to 10-day postally requirement to let the public know this is what you plan to do to suspend the bylaws. you can have it at the same meeting that you want to have election. you need to have that properly on the agenda. you cannot have a vote today on that. >> commissioner cohen: i appreciate that. just a minute. i want to say thank you for clarifying and giving me those rules are and if you can, if i can get a book of rules of parliamenparliamentary rules the

great. >> vice president taylor: next item. >> i want to follow-up on that. we've had elections all through the year. we them in february and july and september. we've had them throughout. i want to get some clarity. you say give 10 days notice, we can say right now, we're asking for the vice president to give ten day notice for before the january 6th meeting. >> in the past you have actually suspended the bylaws. i'm not sure if you remember that procedural step. that's what we've done in the past. i didn't say you couldn't have the meeting before the vote and change leadership before may.

i said traditionally that's what happened because you have it in the bylaws. if you want to change that you may do so. you need to have it properly on the agenda that you will suspend the bylaws and then would have a decision and motion and a vote to have a new election. >> at the same meeting though? >> i could. you can do that all at the same meeting. we have to make sure everything is on that agenda. >> okay. >> you need to have 10 days to post requirement to suspend the bylaws and give the public notice that's what you intend to do. >> we just post a notice that we're going to have election and then calendar for january 6th? >> vice president taylor: i have no objection to this happening, right now we're so beyond what's on the agenda, anyone has access to her. there's a process for doing

this. it does not center to play out at this meeting now. this can happen. at this point, let's stick to the agenda, this is usually where ms. carrera saying, we can't keep having this discussion. >> i'm going to request to make a motion on two things. i'm making -- i want to make sure that this is correct. i will ask to make a motion that on january 6th that we have agendize the suspension of the bylaws so we can have the election. is that correct? >> that's correct. directing staff to post notice before suspension of the bylaws for january 6th.

>> i'm asking to agendize the election for this commission on that same date or the day thereafter. i understood it can happen the same day. i'm asking if that can be agendized for january 6th. i will make a motion. >> second. >> vice president taylor: i'll second that motion. roll call please. >> we'll have to take public comment. members of the public that like to make public comment, please dial 415-655-0001 enter access code 1461292490

press star 3 to raise your hand. if you like to make public comment now, press star 3. we have one caller. did you say two minutes or three minutes? >> two minutes. >> good evening caller, you have two minutes. >> thank you, i like to ask that these rules be posted on your website so that everyone has an opportunity to see exactly what is being discussed. i don't see any of these parliamentary rules on your website. thank you. >> vice president taylor: any other caller? >> that is it.

>> vice president taylor: great. >> on the motion -- [roll call vote] you have six yeses. >> vice president taylor: next line item. >> line item 3, department of police accountability update on racial bias complaint. paul henderson and dante king,

discussion. >> vice president taylor: before this item, i want to explain some things to the public in terms of background. i've been trying to get this item on the agenda for some time. the city attorney's office said no a couple of times. the concern was this, should any case of disciplinary case out of this, the commission sits as a quasi judicial body. any officer facing discipline could make the allegation they were not given due process if commissioners express opinion on the merits of any individual case where they're not happening with individual officer. it took some time to coordinate with the city attorney office on how to structure this presentation today. i would ask that commissioners stay clear from asking questions

or information about individual officers. the reason i'm doing that should any case come before this commission, in making those statements you can end up having to recuse yourself in that discipline case by making statements that show that your mind has been made up one way or another. i want to caution the commissioners to be careful about how we ask questions to mr. king and how to we phrase questions and the statements that we make. should discipline arrive from this, i think everyone wants to make sure that it's for lack of better term, if bias or unjust or racist things happen in a particular case, those cases get treated how they should be treated. that the officer get disciplined. i don't want anything to affect the integrity of that discipline process.

>> this is sarah. i'm going to give a short intro and turn it over to mr. king. mr. king is going start off -- the commission asked him to be present and speak on his own terms. once he has presented, d.p.a. will give a presentation on the work that we are doing. i will defer to commissioners, it might make the most sense to break between mr. king's presentation and the d.p.a. presentation so that the commissioners that have questions for mr. king can ask those at that time. vice president taylor, if you want me to go first, you just let me know. >> my request will be to allow mr. king start it off, have him

start and have d.p.a. finish. what i hope that was mr. king will present his information we would open up to commissioners to ask questions. i'm sure commissioners have questions about what he's going to say. then we have d.p.a. follow it up will be my request. >> vice president taylor: i ask everyone to put your name in the chat. commissioner hamasaki did you have something to say on this topic. >> commissioner hamasaki: i'll hold my comments for now. >> vice president taylor: okay. >> i will turn it over to mr. king. >> vice president taylor: welcom e mr. king. thank you very much for speaking with us today. i don't know if you have remarks prepared. i certainly have questions for you and i know others have questions. tell us how you would like to proceed. >> in preparation for today's

discussion, i did prepare a pretty comprehensive statement. i like to share that. maybe take little time to get through it. it consist of combination of information standing, background about the project, project focuses, summary of what the experiences were during the time of the project and the team that i led while on the project. i want to clarify the reason that the e-mail message was sent to scott as well as the personal statement and some clarification about the thing that i wanted to respond to. i highlighted some recommendations and suggestions for the san francisco police department. it's pretty comprehensive and at the time, i will open to answer any questions.

one thing i will say is that i was not invited here to shine a light about any one person behavior or performance. that was not the intent of the message that was sent to the chief. it was more so to help facilitate learning enhance and development members of the police department so they can be more effective and useful in their policing reforms that they were doing at that time. the training was two days that the 8 hours each day. it was tailored for the police department based on a request that we received at d.h.r. through the they believe sfpd chief. this is early in 2016. the effort commenced for about five years up to this point. i'm not there anymore. i was there for about two and a

half years. i used in previous agencies, i work that i've done. it took me six months to tailor the curriculum to law enforcement. there was a pretty urgent request to get this done. from february to september 2015, crafting and tailoring a training that was delivered to captains and lieutenants between august and november approximately. much of the tailoring came from feedback with the command staff observations that i did personally in several classes that were happening at the moment. understanding the nature of bias, definition of implicit,

concrete examples about the differences. the way it function, we focused on identifying how our environment both our local environment as well as more cultural impact and shape how we all make decisions. we explored elements of the history of evolution of our culture specifically how racially biased law enforcement in the united states ongoing component of modern day police culture impacts various communities and understand the role race plays influencing

favor and unfavorable perception of policing by communities who are most adversarily impactly. black and brown communities specifically as well as the ways which law enforcement has -- we did all of that to then move to talking about community-based policing or being able to build relationships with communities so that when law enforcement goes into those communities to enforce the law or to ensure that you keep those things legal or keep people in check, what is the strategy in building relationships and building trust with the community.

when there are withdrawal made, as we see there are mainstream media our locamany inlocal blac. i will share a few slides that will give you an idea of some of the -- the legal context and setting up the background of how the institutional gets to the individual functions of bias. the role that law enforcement has played, the reason that we did this, it shapes how various communities see policing.

what he said in this speech, i'm not in favor of making black people or politicians partners. there's a difference between white and black races will forever forbid the two races living together social equality. they do remain together, there must be position of superior versus inferior. we can go on to the next slide. we begin to look -- going back to colonial times. you see clearly how it's

defining the sociocultural legal situation for it means to be black in the colonial context in early america as well as what it means to be white. this law in 1664, it sanked thad that black people were to serve hard labor for life. it is serving to facilitate an agenda to accomplish the economic goal for white penal and clearl-- menand clearly, ito the structure of the law and what it means to abide by the law. it's to comply with the design. the nature of the context of

this law. we have here the act of 1664. if you kill a black person female or male, we presume you innocent. that is what it meant to the white. that white people had in their

protection are embedded. you can see it clearly. this is the casual killing act. this is black, indian slave, bond or free -- if you lifted your hand up against a white person, you can be killed or you will be beaten. this law, this is south carolina. this one says -- declare that color, i if you were color of te indian or black person, they

said under evidence, you will be considered enslaved. this is the early 19th where. who's interest are they protecting and who is forced against. how criminality being definedfi.

as this is happening, it is defining in a legal and social context what it means to be white and the entitlement, the superiority complex as well as anger and negativity and potentially lot of resentment and frustration for black and brown people. it shows over a period of centuries. this is federal law. all white people in this country at this point, to become racial police force. if they suspected that it a black person was supposed to be a slave, they can turn that person in. judges were compensated $5 if they released them, you know what, i believe that were kidnapped. i'm going to set you free. if they return to the ownership

of a master of a plantation, they were paid $10. what do you think most judges did? this is really significant because it shows -- this is an example, we have a governor of louisiana at the time. it says john hartfield -- [indiscernible]

what laws are police forces set up to enforce. against black people.

at that point, no longer that it is illegal for black and brown people to live in certain developed neighborhoods. it becomes -- it's how all these institutions work together and how certain communities are set up in law enforcement, there are others set up to do it. specifically black and indigenous people.

this is no negroes, no chinese no japanese. this is where i grew up over in oakland. imagine the resentment, black and brown people may have. these are the perception now of black people don't belong in certain neighborhoods how they are racially profiled and etcetera. this is 1926. this is racial covenant. these things are working to disenfranchise and impoverished black people.

underlining tenant what the member of the police department think about, is how have these things over time, supreme court decision in 1973, '74 and '78, no child left behind in 2003. how has the law worked through various institutions to advance the perception and the reality that white people and people with proximity that white people and what relationship to it versus relationship with black and communities have. i will stop there and go back to my statement. the training was delivered to

staff. it comprised 30 participants at any given time. we delivered one or two sessions per week. i engaged personally and attempted to arrange group sessions for members of my team cocomplained about reaction a result of combination of racist and anti-black and behaviors displayed by training participants. i provided online feedback

through e-mail and phone calls as well as face-to-face overtime. most of the discussions -- most were intention and incredibly stressful. i believe this has the most impact on me as a black person, i wanted to believe san francisco was different than baltimore, st. louis, los angeles and any other police department. some situations we encountered were sergeant who said they would 100% detain a black person for before detaining a white person because black people are the ones who commit the crimes. upon challenging this sergeant about this statement, did not

convey race. the sergeant responded that knowing the person's race will be irrelevant because black people are more likely to commit crime. statistics proves this. there were a group of participants at two tables in the back of the room, others challenged the person about his word. situation erupted into a loud exchange of words due to someone who had black children awe took a break about how to strategize. the department had elected to hire diversity rather than

promote competent, qualified individuals. it took almost two hours for my trainers i to calm the room and start the training. as we use messages to explore the situation further, we learned that the people promoted were selected to be racial. people who were most capable and competent and qualified for those positions that have been skipped over. those people happen to be white males. during another session, group of sergeants challenged my team and about the racial bias existing in policing and say that racism and racial bias does not exist by sfpd. upon observing crime policing drills, my team watched a

different recruit about when to use force and who to use it with. there was a pivotal moment when we observed that a recruit elected to not shoot a white woman in a bathrobe who was on her porch holding a gun. the woman attempted to lift and raise the gun at the recruit. i was asked if i had any questions. i asked the recruit why he did not shoot the woman when she looked at him. it struck me personally because i had participated in the same drill approximately 30 minutes prior. i shot the woman as soon as she raised the gun. the recruit said she was emotional, it was a woman and because it was a woman, she was probably not that good of a shoot. i responded by asking, you're saying that gender/sex in part in your decision not to use force, even though your life is in danger? the officer paused, as though he

was in deep thought about the question, that's not what i'm saying. in the middle of the officer attempting to respond, one of the other recruits entered the discussion and stated, mr. king, that's like you asking me whether or not i'm going to shot someone 20 versus someone who was 90. of course i will shoot the 20-year-ol20-year-old. i said, asking, now you're telling me that age is a primary consideration a factor and how you choose to use force. at that moment, i turned my attention to the group and offered consideration. if gender and age is influencing your decision about when to not use force, you begin to imagine the way race is functioning.

it was very pervasive in terms of the interactions we were asking. there was repeated push back, denial, reinforced things about black people. there was a lack of empathy, understanding and absolutely no room discussing the role policing played with black people for centuries. the entirety of the two and a half experience that my

employees and me to understand, that conclude, there are covert and tenants of disrespect and anger towards black people. overall and especially black people by the san francisco racist and impoverished community. my employees and i got the impression that in some cases, there are even individuals on the floor who have enjoyed having a career that allow them to harm black people. upon raising these concerns to the department of human resources director and workforce development director, responses we received were, these two were given the members to a admit to their biases. my team were discontinue tent -- discontented to these type of responses with concern in behavior and attitude.

it is important that all these things are emphasized to understand the dire and critical urgency that i felt to provide much support as possible to sfpd and while i felt it necessary to share candid, unfiltered feedback with chief scott in the e-mail message he received from me in 2019. the most vital point, i'm almost finished, vital point to understand about the e-mail message, it intended to report harassment, targeting a black san francisco police department and females, black female employee. the additional feedback shared. the message was intended to be confidential and was not intended to be shared anyone else other than chief scott, deputy director. to my knowledge, i did not receive phone call or messages

or any other e-mail. feedback was provided to chief scott. we were very transparent about the com conflicts that were ari. i was completely appalled and floored to learn that the one e-mail message from april 2019 have been sought after by the media and it was going to be published in the newspaper. i learned about the leaked e-mail situation, the day before the article appeared in the "examiner." i never leak my e-mail messages to the press. strongly being doing so would compromise my integrity and ability for me to remain effective as a hr professional

for 15 years of experience. i find it peculiar that the human resources would release alleged harassment complaint to the newspaper when complaints were supposed to remain strictly confidential. the situation cost tremendous personal and pain for me as followed up by internal message from chief scott and the entire san francisco police department was read. i want to respond to an article appearing at a local paper in which a trainer of san francisco

human resources. i was notified. the private message i sent to the chief, meant to be constructive what they were against me. the chief has not responded with any reaction to this point. i find sudden reaction to be odd lacking integrity, chief scott responded he felt that i wronged in workforce or the embarrassment of the account being published by "the examiner." i was suggested retaliation while in my role at the sfmta. the minute before the article appeared in the newspaper on wednesday february 12th, i

participated in a three-way meeting with my then director of the agency and human resources director. they offered me the role as the acting director for office of race equity inclusion. the position was director one classification. we discussed a meeting that i would have with the hr team on friday february 14th on start and pay. upon entering the meeting on, the director informed me that he would rescinding the offer because i had complaints that writing the e-mail that was leaked to the newspaper. it would take time for that trust to be rebuilt. the director blamed me for writing the e-mail and stated that even though he believed my account that i had not leaked e-mail, the e-mail would not have been leaked if i had not

witnessed. i was not appointed to the role as acting director for the office new race equity and inclusion. i believe the sfpd chief reaction and response to the situation, based on the e-mail message he distributed did not simplify leadership, or professional action. in my estimation, it's not ever a good decision for department head or any city leader to attack or go after afternoon employee. i acknowledge and support chief scott right to express -- we

assured sfpd he believes differently and address any discontent about the matter. there's a lot of discontent amongst black and brown members of the san francisco police department. they would never say anything,

they feel that the culture is set up in a way that it would not change anything. i suggested that. i think bias expert needs to be located so they can fit those policing drills to the different actions taken by different recruits, staff, as well as officers and sergeant. that was a really powerful moment.

people will begin to make connection about why they are making certain decisions and not others. it should be the process that should be followed. officers are using excessive force and escalating situations with civilians.

if this is happening it towards certain communities more than others, that needs to be addressed. it goes to lack of belief that many black and brown people have among those members. i think this is really crucial partnering with the department of public health to provide mental and behavioral health services to assist with personal and professional issues, triggers, trauma and the job. these human beings have chosen to protect and serve but they are under tremendous duress.

even have like books that are designed to extend the officer's knowledge and perception around social, cultural and racial awareness as well as establish outlets that invites officers discuss racism. you can tell how people believe if you allow them to talk and express and share. i think part of it is, there maybe gaps in oversight.

some of the recommendations that i go to are from the beginning. those will be foundational and then again, by engaging people, we begin to seek out their perceptions here and have that -- how they behave in their decisions.

white society is deeply complicated in the ghetto. white institutions create it and white institutions contain it

and white society condone it. one cannot easily convince themselves that the predicament we find ourselves in policing today is communities of color choosing to do that thing. it is dangerous and harmful to the idea reality of reforming policing in this country. we must be able to evaluate of culture and connect in which that's individually and collectively. thank you. >> vice president taylor: i want to see if we're still online. i see some chat. i want to make sure everyone can hear this discussion.

>> i'm checking in with sfgov tv now see if we're online or not. >> i heard the site crashed. i don't know when it crashed. >> vice president taylor: i see in the chat. i'm getting text messages too.

>> clerk: commissioner, i'm going to call the control room.

[indiscernible] >> city hall is having internet issues. it's not able to stream online but it is visible on tv. they're trying to fix it now. >> vice president taylor: i will take a restroom break. it would probably make sense to make a five minute break. we'll be able to pick up

quickly. is that okay with you? >> yes. >> vice president taylor: hopefu lly they'll fix this >> we're back. >> vice president taylor: i want to thank you so much for coming. and sharing these experiences

with us. i know i have questions. i know other commissioners have questions. i'm going to try to be mindful about the way i ask my questions given what the city attorney office is concerned about in terms of the cases. i want to ask you as a general matter, you mentioned 60% to 70ers, which is a very troubling number. i want you to -- how many classes you kind of encountered and where that number is coming from? any percentage is not okay. that percentage that high, feels overwhelming and unfixable.

you'll forgive my visceral reaction to this. i want to talk about that little bit and unpack that. see what your thoughts are and your recommendations on what can be done. that feels overwhelming. >> i can't say right now how many sessions we did. we did -- we ended up training during the time that i was there, at least, myself and two other full-time staff. i had someone who was part-time over the course of two and a half years, we were able to train on the civilian staff, all captains and lieutenants and sergeants, who concede --

completed the two-day version. i do think that it's fixable. there's an acknowledgement and issues that exist. while it may not exist with every member, i don't believe that at all. people have inherently strong biases that are anti-black or how far reaching that is. i can't speak to that. i spoke to a particular experience that there were a vast number of individuals over a period of time that were represented throughout a most of our sessions that exhibited behaviors where they were able to either in terms of their body language and their reaction, which stems from frustration and anger and comment about how they

understand black people or black communities, our disposition to commit crimes. that was rampant. i think that's important to be understood for me to emphasize so it is not seen that i was attempting to malign the department overall or that i was just referring to two to three situations that occurred. that's not the case. i do think that in any professional organizational context, this comes from my background in management and human resources, there has to be engagement. if you guys were to racialize reform, i don't know if you done this, to see who's being detained and who is being stopped. i know there are body cameras,

how many searches. how are they happening. whop are they happening with? racialized forms, institute policies that have very clear guidelines about how people are doing work in conducting processes. it was shared with me -- i won't go into that. if we don't do a process of training individuals and then no reinforcement, it dissipates. it's a waste of resources. >> vice president taylor: you touched upon some things i will

open up to other commissioners. you just said, training that reinforcement. one of the things the commission has taken -- i'll speak for myself -- i talked to the chief about implementing bias testing at the hiring stage. i want to know your thoughts on that. i want to know your thoughts on other things we can do. some sense, we have to kind of adjust things at the front end and throughout. where did you see gaps in the training process? where did you see gaps from your perspective in the process of training and the process that you were part of. i don't know if you have thoughts on that. >> some of the gaps i guess that

i saw or opportunities, one i can distinctly remember when i was observing the biased base police training. there's a video that features scenarios which i believe someone represented as middle eastern sitting in the park and police are called on them. there's a scenario where this one black teenager, male is running home and the police go after him to stop him to see why he's running. the example in terms ever how they are arranged and how new recruits are coming to polices, they are inherently biased in terms of the landscape that exist. that is not to say there aren't other examples that contain people who from other racial or

ethnic groups. there was a specific emphasis on black individuals or people as the criminals in situations. both in terms of the video examples and also some of the scenarios. i remember we opened with an activity -- i like the emphasis on race i think the problem that i saw that when the behavior that needs to be checked was arriving it was glossed over. i don't think people saw it as being much of a problem as i did. for example, in that particular situation, the officer asked, what if you were to see a black individual driving through a

predominantly or all white neighborhood. how many would you stop the person. 50% of the hands went up. the officer talked them through that. what it would have looked like to meet with those individuals after and say, what made you raise your hand? what went through your mind. let's unpack this. rather than glossing over and telling them, we don't do that and moving to the next activity or scenario. that is how you begin to understand and really try to develop people so they have perspective. we all have biases. as i presenced here tonight about how whiteness was built and made and anti-black was developed. i was developed within that same context.

i have predisposition to anti-blackness, everything around me in this culture from media to education to the narrative stereotypes, etcetera what we learn, black people are either not present or there's more negative depiction of us as opposed to positive info. we need to understand. what i meant by strong anti-black sentiment, that is inherent in our culture. the problem that i observe, it is unchecked. we now have people who think that they are policing from a

neutral perspective and that is problematic. there's little to no recognition of the problem. then we can see something like a mario wood and people be very cavalier about how it happened, the wait it happened, he was wrong. he had a weapon and there's all of these impulses to defend that behavior. it happened over and over again. trayvon martin. there were conversations about this that unfolded during that time. he was in the wrong place. there was a lot of anger expressed about the michael brown situation. he was still laying there. as it came out casually. it was a lot for me going through this experience. i have to say. >> vice president taylor: i will open up to other commissioners

to have a chance to talk to you. >> commissioner hamasaki: thank you. i want to echo commissioner taylor's words and i want to thank you for appearing tonight and to express -- it's clear this is very emotional for you. you didn't ask to be -- i know you made that very clear. you didn't ask to be in this position. you didn't ask to be the spokesperson for this. you didn't ask for this e-mail to be released. end up in the media and have all of the negative consequences of that. i'm very sorry that you had to go through all of that. perhaps, out of that, it's sparking a necessary dialogue.

the culture and historical context of white supremacy that arose along with policing, i don't think it's something that we can take eight hours of implicit bias training and make it go away. it's interesting because when this came out back when i had gone and taken the implicit bias training through the departments. the trainer expressed not in in the same words but the same sentiment, any time you push up against a conference zone of people's -- we all want to believe we're not racist and not biased. you can be a wonderful person, a great human being and there's things that exist within us that have been created within us by

the culture that we're not aware. that can cause some of this defensiveness to the level of it sound like aggression at some points towards you and somebody trying to break through here. i appreciate you coming to us with solutions. i know that this whole commission is really interested in your story in what you experienced. how we change the department? it has been said a million times. it's one thing to change policy but changing the culture that exist is engrained in hundred plus years of history. it's a whole different matter.

i know there's -- i think that there's something that we need to do as a commission coming out of this. i like to actually listen to some of other commissioners thoughts. i really want to commend you and also express my remorse and sorrow for what you been through to get here. just hope out of this something positive can come. >> commissioner elias: thank you. first and foremost, thank you mr. king for coming and taking the time to speak with us. i know this is a very difficult conversation to be had. i know that it's especially difficult for you given what you describe as the retaliatory

actions that have been taken against you for doing this. i had a few clarifying questions for you. it's my understanding that when you drafted this e-mail, it was an e-mail to the chief and the d.h.r. director callahan who is your boss. is that true? >> yes. >> commissioner elias: when you gave this e-mail, it was in april of 2019? >> yes. >> commissioner elias: after you sent the e-mail to the chief and to d.h.r. director, did you receive any follow-up or any contact from the department or d.h.r. response to your e-mail? >> no. >> commissioner elias: i want to understand that you described

earlier that you took months to tailor the training that you gave to law enforcement in order to present it to the officer. you prepared this training and try to tailor it to your audience which were the police officers. is that right? >> yes. >> commissioner elias: how many days and hours were officers provided? was it two day training or two-day training? >> for the captains and lieutenant, i think we settled upon one day. they went through like a one-day version. for the sergeant, that's i think when to two days. >> commissioner elias: why were the captains and lieutenants

given condensed version? >> because at that point, we were in a piloting it to see how it would roll out, what was working. they even got to a degree, a lighter version in a sense than the sergeant. through the previous process, we took meetings with the lieutenant and officer to understand the nature of the department. we wanted to do some research. we wanted to do our research. we also wanted to make sure that it was relevant to the institution of law enforcement. when we went in, we went in as credible and prepared. we had done our homework. >> commissioner elias: did you

notice a difference in attitude with respect to the training you provided to the captains and lieutenants versus the sergeant? >> slightly. even in the watered-down environment in terms of the training not necessarily strong as it was when we went to the sergeant. there was push back. there are people who are part of sfpd who were in those room with us, with me and trainers. i want to highlight that. it wasn't just an experience that i was having. i watched members of my team in particular one other individual, crumble through this experience. it was gut-wrenching. it wasn't like i sent the e-mail to the chief because i as one individual was having they are s

reaction. i was responsible for a group of people. me observing and really observing what i saw as the really adverse impacts on their well-being from week to week. that was hard to watch. when i attempt to facilitate support and resources through my then workforce development director and human resources director, all of those attempts, trying to obtain some support, was because my team was in a precarious situation that i felt we needed some assistance with. there was pushback even from the captains and lieutenant. it was like wow, if they're pushing back on this notion of bias in a general realm of how our inherent biases due to

intersessions of identity. i remember in one of the sessions, if you are coming from federal orientation, you're most likely to have a social group that consist of that. what it will be like for you to go spend five hours every weekend for six months in a gay bar or around queer people. do that and tell me how you think you treat everyone differently or respond to everyone in a fair manner. >> commissioner elias: when you say pushback. what does that mean?

is it because there was acknowledgement that bias wasn't happening or that it was people based on the color of the skin or the orientation. >> they inherently believe, they took an oath to enforce the law. i do believe on some level, some people know they don't treat people fairly. they know their coming from that type of place. because they also -- they are constrained in a sense. they got to verbally promote and make other people believe that is how they are coming to work. there's denial. i think there's a level that

people just -- socialized to deny those pieces of ourselves that we don't want to be amplified. >> commissioner elias: when you indicated that you first started with the captain and you were -u were receiving that negative experience, did you -- you said you had meeting. did you notify them about the negative experiences you were having? did you notify d.h.r. was what's happening? >> absolutely. at every turn. in many instances, i don't want to say ever. i made it a point to recap e-mails and phone calls that i

had with people. it wasn't just me. we would go over to sfpd together. we would have face-to-face meetings with multiple people from the department. captain yee, deputy chief moser, i believe commander, denise flaherty, lieutenant williams was in most of the sessions with me and members from my team. then troy attended some of the initial ones. maybe one or two. it was ongoing. we built strong relationships. lieutenant williams, he attended most of the reactions and how people were responding owhat we

did. he was there most of the time. >> commissioner elias: when you have this meetings with the command staff, did they say they were going to address them? >> yes. they were supported. for example, because people began to be -- they were hearing about what the training was about from other people who attended previously. people came in defensive. we started to notice a change that people were coming in somewhat on guard. not every one that many of the instances, it was pattern theme that had developed. we did at one point, it was half way through, we were able to get chief scott to cut liking a

60-minute video that we showed at the beginning of every session to set the tone so they knew this project has been endorsed and sponsored by the chief and it was mandatory. he was able to do that. >> commissioner elias: did you review the internal training that sfpd conduct themselves? >> yes. >> commissioner elias: did you try to incorporate or build on that? how did that work with internal training that the police officers received? >> yes, i would say, that is where we -- that was one of our influences. i was responsible for developing the content. that content did change overtime

based on some members of my team who were experiencing a lot of anxiety due to presenting to the content. my team were presenting it. we did try to change and offer retain the same messages and facilitate the same types of experiences but through different means. for example, some of the information i meanted in the slide, it was put into a jeopardy game. we tried to engage through different modalities to lessen some of the impact. people were like this is good, this doesn't happen here. i know these people and every single one of them are good

people. i think that's the problem in this culture. as long as people are good, we maintain their respect and dignity. the moment that we dehumanize people, it gives carte blanche to do anything we want. >> commissioner elias: my final question. am i correct in -- did i hear you right in earlier what you said about how the views or the biases you believe affect how consensual searches and stop are conducted against people and people of color?

>> just through listening to some of what people were sharing in the session. people were saying, because we ask, what would prompt you to go into community and do a consensual search? for me growing up, in a black neighborhood, i know law enforcement stopped me and asked if they can semble me, -- search me, i would say yes. why there's such a targeted need to do that? we are intimidated by law enforcement. for the most part. they would say, if they allow us to do it, that's what we do. that's our job. i'm just like, wow. i wanted to know from an institutional perspective, how widely distributed is that practice? where are the deployed to do that.

are they equally, conducting the searches. if that's not happening, that's called racist practice. it doesn't matter what the intent of the organization is or the intent of the members of the organization. it is happening. it is leading to racist impacts and racist outcomes. >> commissioner elias: thank you for your time. >> vice president taylor: thank you. now we'll hear from d.p.a. and mr. king, there might be more questions from you. thank you for now. i ask you to mute yourself and everyone so there's no feedback.

>> there's consent without content. they are patrolling as they see people based on numbers they have to come in with. there's some unwritten quota in terms of things that were expressed to us, we don't have to proceed that a crime has been committed. they ask individuals can they search them. the consent practice is being conducted without intent. >> vice president taylor: you mentioned there was some unspoken unwritten quota.

did you find out more information about that? >> yes. i believe there was a conversation where some members share that there are certain either grant or funding that the department receive or have received. it could be through state. it could be federal. i can't remember. it's geared toward funding towards certain type of positions. those positions are deployed from this area. there's a belief that in order to keep my job, in order to do this job, i need to show and prove that i am effective. if i don't have a certain number of contacts. if i'm in a particular area that's known for having a certain type of process or certain amount of contact and i don't reach that number, i look as though i'm not doing my job,

that can lead to me be isolated or getting a bad wrap. potentially set up to be released from the department in some odd way. something else that was expressed to us which i found to be extremely -- i was floored. if you were to report than behavior, you can be out on a beat with someone and if you were known as a rat or someone that's reported something, let's say if the bias situation someone with a gun and they are shooting, your partner could potentially have been blinking or decide to look the other way and do not have your back. there are a lot of -- there are some ways of being that i guess

inherent in the culture that has been established in terms of a very strong code that exist within law enforcement. many people coming forward to break their silence or report bad behavior to hold people accountable. >> vice president taylor: you said you're grateful for technology. has there been a change in this because of technology? i want to make sure i understand. >> i will say at least we're seeing it. when i speak to my father, my uncle, people in the larger

black community and work that i've done, the stories that they have. when we look at even the reasons why the black panther formed here in the bay area established order to stop black people from protecting their neighborhood. it wasn't until rodney king in terms of cone temporary time, there was a gap in the law. what i'm saying now, at least we can call it out and at least members of our society are being able to respond to it.

drtry to rally for change and accountability. to your question, i haven't seen much of a change. i'm not hopeful that i am -- i'm hoping. i don't know. maybe that's contradictory. hopefully technology will may a major role where things go. >> vice president taylor: you mean like control phone video and body camera. >> commissioner cohen: mr. king, hello. good evening and i know it's a long night. we kind of jumped right into your body of work. can you tell me little bit about who you are? your background and your educational background. i'm interested in learning how you came to this work? what brought you here?

>> sure. i've been doing work within realm of equity and diversity inclusion as kind of a universal term for over 15 years. i did it in a professional context at another agency. but in terms -- >> commissioner cohen: [indiscer nible] >> in addition, i worked with organizations over a number of years. i have bachelor degree in african-american study, masters degree in education. i done doctoral work. with that, i'm looking at the study of people. i want to take the -- i've been

doing this over 20 years by academic and professional experience together. >> commissioner cohen: this conversation has been largely black and white. i believe there's bias exist with african-americans and trans and latinos. some of the models that you've highlighted today, can they also be over laid or incorporated about -- intersectionalty. what about about the black trans woman? how are some of the things that how laid out affect her? i want to know about asian people. s there a bias against them? is a positive bias that works in their favor when it comes to

latino men and women as it comes to immigrants? is there some kind of correlation or causation that you can talk to a little bit? >> i want raise the reality. the training contained a variety of examples and focuses that were not just entered in racial dynamics between black and white. the slides i showed tonight play out clearly clear point in terms allow laws were designed and how they impacted culture etcetera. as we go through this journey, there's information about indigenous people specifically in the ways they have been targeted and positioned in this culture. to the point, i spoke to a

context of sex and gender. we also included those -- you mentioned around trans around queer but also how racism impacts every single one of those realms. to your point, we talked about the transition from let's say chinese people who were very heavily targeted in the 1970 century and 20th century and here in california. in the ways they were scrutinized heavily. there was a transition in the 1950s and they will begin to be position as model minority in this culture.

there are people who have a proximity to whiteness and more proximity to whiteness to others. black is the abyss of an experience in this culture in terms of what it means to be

disenfranchised. we included assets about colorism and people who are having proximity to blackness and are on that scale, maybe having an experience that similar to that. it is very hard when you pick apart the complexities of how race and racism intersect with colorism and how that impacts different experiences across gender. all these experiences impact how we interpret people and how we deal with them. we're not interacting with a black hetero male. we're not built that way in terms how we've been socialized. for people to not be aware of that or not understand that and

even older asian male who might be american-born versus someone who's an immigrant, those are just experiences. we relate to those people differently. the responses are inherent in the outcome. >> commissioner cohen: how is class played in the african man. you got a ph.d. versus one that has a ged? how does class enter this conversation? >> class and race are conjoined. for the most part. it's not to say that they are not exclusive on some level. overtime, based on where we evolve to now and the evolution

in the 20th century, as black and brown people, whether systemic or latinx and asian, we experience different degrees of socioeconomic status and class. we gain certain access to experiences. academia, employment experiences. we are groomed in a context of whiteness.

if you are positioned lower than me and i perceive that of you, i don't have to respect you through a racial thing. who is challenged in that dynamic mostly. it speaks to the very core of your question.

that's going to impact how they interact. >> commissioner cohen: few more questions. how do you propose that we deal with feedback of bias that occur within bubbles? looking at sfpd as a bubble, city government has a bubble. how d >> i really don't know. i think there's a framework it's

called dismantle racism framework and it talks about the white supremacy culture. one of them is a fear like open conflict or -- i'm thinking about that because there's a fear of acknowledging that these things inherently exist. if we acknowledge that they exist, what do we then do? it will shake up how organizations operate, how people are held accountable etcetera. i do believe that our culture is overly punitive. we are real humans dealing with real problems. there's no room for people to be flawed or that is how we set things up sometimes. it leaves little to no space for any of these individuals to engage in thoughtful ways that would help them to be more

self-reflective, more accountable so they can be more successful in what they do. i don't know how we deal with that level. we got to move from being a very punitive culture and so and so did something wrong as opposed to, okay, is there opportunity to help this person or these individuals to develop? are these people just a problem because they are starting a behavior that has demonstrated that this is probably the wrong line of work. there are some of those instances. >> commissioner cohen: officers relate to other officers. they socialize with other officers. views become narrow. there's no real examination for challenge.

he's a nice guy, nice girl. can you speak to that little bit more? >> i think we need to move away from nice, we need to move away from good, who's good, who we see as nice. who has good intentions. all of those things are causing harm. the people -- they had good intentions and they are biased. they tried to facilitate an agenda for some people, their own agenda. which was very contrary and severely recheat to other people. we need to understand the nature of duelty. i can be inherently good and have an infinity to commissioner cohen and have adverse to commissioner elias. those two realities can't exist.

we need to interrogate impact and behaviors versus people intention and cherished narratives that people hold about themselves. >> commissioner cohen: that bias

manifested itself in budget priorities, manifested itself on budget cuts, in particular, now we're at a deficit and we will start to see these biases really rear their ugly head and i'm wondering if do you have any parting words or advice on how we can tackle that? >> i think it's important to be intentional and t name certain places. just to name it. to also, i encourage people to always be naming race in terms you come to any situation. you're not just coming to the budget cut discussion through your professional experience as a professional. you're coming to it as male, as queer, gay. there is an investment. i think people need to be

accountable for the investments they have by naming who they are and the experiences they are coming from. it further highlights how are coming to experiences. thank you board of supervisors for taking on the charge. we need to move that agenda for anti-racism and implicit training. thank you. >> commissioner cohen: i'm done with my questions. >> commissioner elias: there was one question i forgot to ask you that i think that's important, mr. king. you talked about how actual officers of color in the department don't feel comfortable addressing this issue or raising their concerns.

which is troubling to me and they are isolated and there's not a safe space to air their concerns. i know you gave several recommendations on how the police department can eliminate bias. i took those to be the bias with the community. what suggestion do you have so that the department can work on any bias or creating that safe space for officers of color or people of color within the department to feel comfortable to voice their concerns, their opinions without retribution or feeling isolated or negative consequences that happen when people are courageous enough to come forward with a voice? >> i recommended -- i share the recommendation that i shared. i will emphasize one that was in the e-mail to the chief.

space need to be created for -- i know there are officers for justice in sfpd. there need to be space and room to share the individual and collective challenge. i would have a lot of some of the female staff, many black and asian and some latinx staff approach me during breaks and lunches and tell me about these stories and the ways if they were to raise anything, it would impact their ability to promote. they would gain a bad wrap. they would have to go do something else. there has to be an openness for it. i don't know what else to say.

>> commissioner elias: thank you again. >> vice president taylor: thank you, chief, i see you in the which a the wanting to b -- chat wanting to be heard. go ahead. >> thank you commissioner. i will be brief. i want to say to mr. king. i apologize because my e-mail was never meant to hurt you in any way. i do apologize for that. i wanted you to know that what you put in your e-mail did have an impact on how we move forward. i will be very specific on at least five things that i hope

you can be proud of. because your perspective had a lot to do with a lot of this issue. one of the things that you e-mail did even in this discussion, in my opinion, it exposes limitations of implicit bias training. there's research out there about that and really, we become a lot more in tune to follow the science. that's really important. [please stand by].

>> that perspective directly hopes focus us on that topic. shortly after that e-mail was sent, as a matter of fact, i think it was a month or two after or around the same time, we started our focus groups with officers and we talked to hundreds of officers about the grooming standards and the changes of the policy and grooming standards. hair styles, because of the issue, that issue, was one of the topics that we didn't have on our list of things to talk about before that was raced. that was a part of that focus group discussion and we are changingel policy very soon.

those are five things and i don't know if you were aware of any of those, but, i hope that gives you a little bit of solace in knowing that you are e-mail did not go under heard and so can you take credit because of your perspective. >> thank you, very much. this is been extremely hard in ways that no one would imagine and i do want to thank director hander son and this has i am

pathed my family and my mother mother -- i'm glad on some levels that we should notice it but i really we ar wish you woue called me. i didn't mean you any harm. i didn't mean any of the people any harm and the way in which that played out, it was not right. it was very hurtful. so thank you. >> i realized i was on mute.

i just wanted to reach out again, just to say that this is a not easy topic to address. it's not an easy issue to grapple with not in a public form like this with, you know, with a broad audience and difficult subject matter so i just want to reexpress, on behalf of the community whose voices you personify with your presentation and your reports how much we appreciate as a community, as a commission, as an agency head that you cared deeply about this work and it's -- i don't think there's a way for it not to be a personal issue. there's just no way to separate

those things and to me there's a value based on your work, your commitment, your emotions, and your focus and know that that however difficult changes have come because of your work and no matter what happens, no one is going to take that away from you and your work is making a difference and your voice is making a difference and you are making a difference for the communities that i think you really care about so i wanted to acknowledge that and not let the moment pass without you feeling seen and heard and acknowledged for your work and commitment in

this area. i just wanted to say is that. >> there's one really important thing i want mr. king to know and the commission to know, we did have dr. rebeca hedy come in and lock at our training and examine our advice train asking this goes to some of what mr. king talked about as far as some of the interactions with this training and i truly believe that did improve and this perspective helped this issue and this is what dr. eddiy said. she said regarding the implicit bias model, this is just recently, i found the approach to the material to be effective and my experience, students

level of threat and defensiveness must be reduced in order to allow for the kind of open minded stance that will allow them to open and really be able to hear the message instead of attempting to swat it away because they feel uncomfortable. this module can be heard as cops are racist, quote and in response the training particular shut down and this was avoided and in my opinion sfpd instructor handled the task of introducing the implicit bias. the reason i want you to hear that because there's been progress made since the struggles early on and we asked to get a look at this training to see because we have to really decide whether we're going to continue to invest in this training. i think this train asking worth while and we had to do things to make sure officers and people are employees and members are engaging and that's what the training is supposed to illicit.

as i said earlier, we have to diversify them. we just condition rely on this training so that is happening and i hope you can take some credit and know that you may -- you are part of the reason that is happening. >> thank you. i can't say anything better than what director henderson just said so i'm going to move on and ask chief-of-staff hawkins to give her presentation. >> thank you. can you please pull up my powerpoint. wore going from the emotional com popcomponent to not quite as eloquent talking about an audit. one of the conversation pieces ask suggestion that's mr. king made in terms of what we can do going forward discussing the

accountability piece which is what d.p.a. is most suited to address with these issues and we have obviously spoken to mr. king over the evolution of these events so i will start out talking about a timeline of events and how d.p.a. government developed and go from there. so, on april 4th, 2019, the e-mail was sent from mr. king to chief scott and the dhr director and this story was published february 12th of 2020. two days later, then police commission president asked us to determine whether police department personnel and management have complied with the department policies prohibiting racial discrimination. we met with president hirsch

after ways we could potentially address this issue and looked at existing efforts in other jurisdictions similar audit work performed in other jurisdictions and potential projects that dha could work on. i do want to stop here and talk about the budget process because obviously all of this work takes resources and funding that is pretty specialized and in february we proposed to accomplish this work on various funding levels and so we had kind of the bear bones option and two larger option that would be more well funded and that was right before covid hit and we got instructions to cut our budget even more and the budget got shifted to later in the summer and two of the positions that we had to cut in order to meet our budget targets were two

auditing positions which is going to impact and has impacted work we're doing in multiple areas. we also were not given funding to work with outside auditors so nevertheless we persisted in trying to get funding and meanwhile we were working on the support audit and as you know the structure of that audit was that we have our audit districtors who start that when he worked with the controller and finished with a team of auditors from the controllers' office and as i'll show in the next slide, that audit looked at bias to some extent now that that audit has been complete we can turn our full attention to this audit one more thing i should mention is that as we were having funding conversations with regards to the bias audit, we were instructed to make sure we had our charter mandated audit. so, that finished up and now beer able to direct resources that we have available to work

on this audist in october 5t october 5th to i will move on what pieces from that audit are relevant here and what wore going to do going forward. so, as you may or may not recall some findings we made with regards to the support data, is that additional analysis of use of force data would help the department identify indicators of potential bias and using force it dove tails with some of the points mr. king made as we talked in terms of solutions that he proposed of looking at that data and coming up with recommendations around changing those use of force policies and what is happening and making sure that we annal ice these use of force data which is the recommendation that came from that is that use of force data is analyzed to evaluate whether

racial, ethnic or disparities exist in and when how force is used and policy and training when appropriate and this contained examples of how the police department and missed his opportunities to improve it's operation based on insights from this is come up that commissions are working on and the department is working on so that is important and so next step that is similar in march of next year. in terms of where we are now and what we're able to accomplish given the situation that we're in budget wise, is to look at

whether officers can ply with department general orders policing and chris criminal nation and for reporting bias effective and our bias and discrimination investigations process consistently and investigations sur owe and timely and are pro pro at taken and are corrected actions timely. up with of the things that mr. king spoke about is the use of progressive discipline and how important that is in locking at the areas of bias as this one is imposed on officers while we're holding them accountable for violating these policies.

you looked at 2017 and now we're in 2020. what data set are we going to look at in terms of answering these questions. currently, we have requested given questioned the same model steve flare tee from dpa and that request has been submitted to the controller's office and being discussed with director henderson so that is where we are putting together the team. taz the overview of the audit and what we hope to accomplish if you have technical questions, i have steve flare tee available but if you have general questions i am happy to answer

them. >> my chat function is wonky so if you have a question put your hand up. let me know, otherwise thank you. >> next item. >> public comment online item 3. for members of the public that would like to make public comment online item 3, call (415)655-0001 and enter access code for those who are logged on, press star 3 now and raise your hand to make public comment online item 3.

>> we have two comments. >> ok. >> good evening, callers. >> caller: hello, i'm eye volunteer in the community and i just wanted to say thank you to mr. king for speaking out tonight. it was brave and powerful and i hope big changes come as a result of the action you took tonight. as we move forward with this agenda, i hope that the commission defines this request in response to mr. king's

testimony here tonight. thank you. >> >> good evening, callers. you have two minutes. >> caller: thank you. this is rebeca young and i am co-chair of the racial justice legion for the san francisco public defenders office. i have thrown out my two minutes of commentary because i am blown away by mr. king's statement tonight. mr. king, your statement was not only ground breaking with you riveting. i listen to every word and your voice is powerful and it must be heard and it will be listened to i am grateful for your courage and strength speaking out the way you do and i am gritful of everything is that this was recorded. so you are on recording and your

voice tonight just confirmed and corroborated the 12-year-old, the 14 year old, 16-year-old clients i've had who have told me about being stopped for no reason. and being searched. i want everyone to understand that police officers are not here just to protect white san franciscans. if they cannot uphold their oath equally to all san franciscans regardless of race, officers must be decertified by this commission. because they have not earned the right to wear a badge. thank you, sir. >> thank you, any other callers.

>> we have two more. >> caller: good evening caller, you have two minutes. >> hello, can you hear me? >> yes. >> this is julie tron and i want to say to daunte, thank you. thank you. i was there, present with demar is evans and attended two days of the implicit bias train to go 31 sergeant and there were times when lieutenant williams had to require the officers to go in and sit down and stay. it was challengeing and difficult. i think that the bravery with which mr. king has come forward today is remarkable and i want to thank the commissioners and chief scott for making this

possible and for listening to him with respect and i'm sorry this didn't happen sooner. i'm sorry it didn't happen. i think that some of this training was wasted on these sergeant. they didn't want to be there when we broke into groups at the end and we were asked to talk about solving a problem involving race and the police and three of the five working groups wanted to talk about why white sergeant were not being promoted on the basis of testing and that troubled me that was what was taken away from that training by some of them so i know it is improved and i know it will continue to improve because of your good work and all of your good work. i just can't commend you enough, daunte, for taking this on and i watched you with a number of

officers of color, particularly at the break, who would stay and talk to you and share with you and we saw the separation by race of a number of officers. so, this is a hard process, it takes a long time many of culture doesn't change overnight. >> good evening, caller. you have two minutes. >> caller: my name is demar is evans and julie just referenced i also attended one of the trainings where the sergeant that da daunte provided and yesi just also want to corroborate it was the capacity as the chair of the racial justice committee when i parol previously worked n francisco public defenders

office and also co-chair or chair of the bias subcommittee for the bar association of san francisco. so i just want to corroborate what julie said. we were there together and what daunte has shared and one story that particularly stands out to me and that i actually shared with my students, i currently teach across ethnicity and power at san francisco state, on systemic racism and institutionalized racism, and the united states and when we were at the training, dan pay de played a video beijin by jaclyna lawyer, profession or and former police officer herself and she talked about the creation of whiteness in this country and this is an expert in her field and anti racism. and one of the sergeant, who was actual low a person of color himself was so -- this material

was so difficult for him and the fact that he needed to preserve his standing with the white police officers to such an extent that he actually said that jaclyn ways a racist because he was saying that this is how whiteness is institutionalized and system tiesed in our culture so even though he was not a white person himself, this material made him so uncomfortable that he had to repudiate it and some kind of way. >> we have no other public comment, commissioner. >> thank you, next line item. >> 4. presentation of the san francisco police department's racial equity plan discussion. >> mr. king, you are welcome to stay on. thank you for your time. if you are planning to go, you leave with our absolute profound

gratitude. >> good evening, chief scott, commissioners, president taylor, director henderson and the public. my name is tiffany sutton and i'm the director of crime strategy division and the coordinator for racial equity and inclusion strategy. tonight i will be presenting with lieutenant williams who is sitting right next to me prepared and ready to present. first, i just want to acknowledge mr. king and what he brought forward during this presentation. race is very difficult to talk about and it's a difficult -- it's conversations and it's topics and it's -- we have to have those conversations no matter how difficult and how comfortable it makes us. i thank him. i haven't personally met him but

i thank him for coming forward and sharing and what touched me is when commissioner taylor asked whether this is fixable. it just seems that some of this is unfix able and the thing that struck me the most is he is still encouraged this is fixable and i'm really excited to hear some of the suggestions he made because some of those suggestions are some of the things that we thought about within this equity action plan that we are developing on behalf of the department. i just want to acknowledge and let the commission know that you will be receiving this actual racial equity action plan it's almost 60 pages and we'll get a survey feedback of the steps and

it wasn't completed for you to look at, scrutinize and give us feedback and comments and questions and suggestions but we will be giving that action plan to you and we really still wanted to present and give you an overview of what you can expect coming forward. sergeant, do you want to put up the presentation. >> my adobe just crashed. i'll have it up in one second.

so, tonight during this presentation i'll cover some items for you. i'll talk about the racial equity that was established and i will also talk about the process that sfpd took and the leadership team that was put together to actually deal with the equity strategies and within this presentation i'll talk about the department visions and goals as it relates to our racial equity and inclusion and strategic plan and discuss some budgetary considerations and time lines and then we'll answer some questions. go ahead. so, the office and racial equity. in july of 2019, through ordinance 188-19 the city

established the office of racial equity. what this ordinance did was it amend the administrative code which allowed this office of racial equity to be created and this office of racial equity is headed by director shakira simply and it's the division within the human rights and the office of racial equity establishes the office has the authority to create a framework, a city framework that challenges and requires and mandates the departments every city agencies have put together and racial equity action plan and this also hass the authority to require the departments to look at their action plans on an annual basis

and update them. we have to submit these plans and they're rated and we worked with our action plan and it has the authority to look at the plan and to make recommendations around budgetary funding and for departments if they find that the departments are not holding true and to the racial equity action strategy and making a space towards moving this forward. this office is somewhat an oversight in dealing with every agency department and racial equity action plan and the purpose of this legislation was really to respond to the city racial disparities and through

the office they broke us up into two phases. phase one dealing with the internal look of the department and meaning how are you dealing with your work force and what you are hiring and you are training and then there's a second day that deals with our external programming and how we are delivering services to the community and the public. next slide. so i want to talk about the process that sfpd understood in looking at our racial equity strategy and first of all, before the actual ordinance was passed chief scott, i have the privilege to talk to chief scott

and chief scott wanted to send several poem from the department to our government alliance and racial equity and a learning institution or a learning cohort where many poem from different city agencies and across the counties come together and we talk about in a structured chernoff ways in which we can tackle racial equity and inclusion within division. one of the things it talks about is dealing with race in a government type of set asking very difficult and that you have to start normalizing these conversations and this is a year-long class where we got an opportunity to collaborate and hear from other city agencies and some of the challenging around racial equity and how we were going to grapple with putting plans and strategic things together and just thinking through this process it was really a great opportunity.

chief scott, myself ex captain graineand he removed items off r plate so we can engage in this learning class so that means we started that class in january of 2019 before we or before i knew this was going to pass and as we're attending to gear our cohort and they did pass and which in line with the class that captain danger field and i have been attending and chief scott, he had a conversation and he asked if they would take the lead and read the ordinance and reach the department on the ordinance and just understand what was the requirement of the ordinance and i was privileged and happy that he intrusted me

and made a team around this strategy. so, after the ordinance passed, we actually received the framework in july or august of 2020 of this year and we received the city's framework and the city framework had six corrections, seven sexes that we have to deal with was over 80 action steps so it was really a process in which we really had to think about how we were going to go and how we were going to deal with the racial equity strategies and being inclusive and just thinking about this and so, what that did is he enabled me to have a team and we staffed this racial equity action plan and the work around it and he actually assigned lieutenant williams along with officer gill ahern and we had an analyst who

was assigned and is there in additionally we had a strategic team and we had our executive team but it was a full thought out process to have throw different levels of work or teams assigned to really think through our racial equity action. in a dag to staffing, the plan, we also had meetings set up. some of the work i was doing i put that aside so that i could really work on this on a day-to-day basis and with the team that we had and we also through the racial equity office and director they required with all the racial equity or din eightors and leaders to meet on a monthly basis to talk about the strategies and how we were going to get this action plan done and the director also, you know, talked to our command

staff about the importance of the strategies and what the city was requiring and in addition we met with law enforcement partners. we have weekly meetings with the department of the -- the department of public police accountability and it was required that work team and we met with the sheriff department and adult probation and we put together a sad law enforcement collaborative group where we talked about ways in which we can come together and think about not just the police department, not just the sheriff department but think about our whole criminal justice systems and how we can maybe overhaul and look at different ways that we can work together so that was part of the collaborative process as well as we went through this process of thinking about our racial equity action plan. next slide.

and as you can see, our racial equity action plan, as i spoke about the staffing, we have the executive team which consisted of our chief and we would meet with them on a monthly basis to talk about the racial equity action plan and the different days in this plan and they would give us feedback and we also met with our strategic team which had six individuals that dealt we had three commanders as well as our professional staff, three professional staff and what we did was we divided the sections up and each commander partnered with the professional staff to kind of think about the strategies in ways in which we were going to deal with our racial equity action plan and the statute required it went beyond just being together but they wanted the department to then put racial equity leaders in place and that dealt and we

fell through that and looked at department wide, how can we engage the department around our racial equity strategy so we also had a workgroup who we worked with constantly to kind of think through and help us build and also collect information within the department around work that we had already been doing around our diversity, our bias and different things that went into this whole strategic plan. this action plan, which you will get a copy within the next few weeks, it is due on december 31st and we'll get you a copy before it's due and we hope we can come back and present to you again, when you have the plan in front of you, and you reviewed it so that we can answer any questions that you may have because i think it's very important that we

continue to dialogue and have conversations of the mission and get your feedback and talk about how we can make the department a better department as it relates to our racial equity and inclusion strategies for one thing within the plan it really makes you think about as a department what is your vision? what is your vision around racial equity and inclusion. and our vision is very simple. that sfpd must create a department that is equitable and inclusive. the division is simple and clear. next. creating a strategic plan you have to look at your data and so we started from a general process of looking at the department over all and so in the department, in just thinking about ok, within the six

sections that we're going to tackle, what is our data tell us? and so, just i wanted to general low highlight to you we started off looking at ok, what is our workforce look like at sfpd as it relates to the employees that we have and over all, as of november 30th, is that correct? as of november 30th, 2020, we had 2,979 employees and that includes all of our staff. and, of the 2,979 employees, 42% are white, 21% asian, 16% latinx, 10% african american and 7% fill phone owe so we looked at ok, we locked at our general employees and let's break it

down and let's lock at our sworn staff and see as it relates to our data ask we locked at breaking it down and we have 2,226 foreign officers and various ranks and 37% white, 17% hispanic and 16% asian and 9% african american and we have 653 professional staff and 33% being asian and 28% being white and 1% hispanic and 11% african american and 10% being fill phone owe and we just wanted to show you the thought process that went into because we pulled the data around all of the staffing and it's been as we started going no each section, we wanted to their owe the data

down to lock at our hiring and our row tension and pre motion and you are going to see that wasn't the plan, the towel plan that you get. we enclouded figure and data around like where we are and because that tells us where we node to go. i wanted to share with you a general with any strategic plan and we wanted to pull some data and highlight the data to the commission as well as to the office of racial equity moving strategy forward. can i have the next slide. so, within is this racial equity action plan, it really requires us to dive in and really get into the weeds of how we're hiring. how we're recruiting and how are we retaining our employees and how are employees being promoted? what is the discipline and separation of employees and the diversity, equitable leadership,

mobility, professional development, organizational culture and incollision. it requires sf as a team to think about these issues and really try to tease them out and think about how are we going to do better when it comes to people of color and so i'm going to turn it over to lieu ten apartmenlieutenantwilliams who d each one of these sections of our plans. >> good evening, chief scott, price president taylor, police commissions and director henderson. first of all, i want to thank our racial equality strategic team and providing the resources

needed to complete the racial equity action plan and i want to say thank you to our ground team that helped put the information all together for our racial equity plan. so, there are seven sections that are associated with the racial equity action plan as the director has already stipulated and for us too actually go through and provide you all the information for the seven sections that would be pretty exhaustive because it's a pretty detailed document and it take us three to four hours to do that and i'm sure three or fours might be too long for us tonight but i have done is kind of highlighted some of the areas in terms of the action steps that will be needed for each section as we move forward in our racial equity action plan.

and i will highlight six sections tonight and i will speak of the seven sections as i get to it. so the racial equity action plan starts with hiring and recruitment. for our goal, for hiring recruitment would be this procedures, policies and practices that impede hiring in recruiting of diverse candidates. some of the action steps that would be needed to do that to do that would be to expand recruiting to nontraditional forms and mental through our hiring process and shorten time for our background checks and some of those steps are in the process of being done already by our recruitment teams and still, there is still work to be done. the second section retention and

pre motion. and the goals for that section consist of retain and support our members while providing equitable access to resources. action steps needed in order to would be assessment to ensure equitable pay, implement oral interview for promotional advancement and conduct yearly analysis of ethnic race of those promotions to see what they look like to be transparent. section 3, consist of discipline and separation. and our goal to be that section, progressive disciplinary systems that insures people of color are treated fairly and action steps and select a diverse and culturally competent individuals to be the division and tracking and analyzing ethnicity and race

related to discipline and explore collaborative and explore ex collaborate with dhr regarding peer mediation. section four. the racial equity action plan consists of diverse and equitable leadership. the goals for that section create a department by a diverse team of senior leaders across sworn ranks as well as non sworn ranks that is inclusive of black indigenous people of color. the action steps needed in order to accomplish that opportunities and access to serve and leadership roles for all continue leadership development and institute and track ethnicity, race, and race of

admission and transparencies on process of selection for leadership training. section 5, mobility and professional development and the goals would consist of professional development and mental to be ship and it's interested on members, on members' needs and interest getting a path rate to advancement and managerial positions. the action steps needed in order to accomplish this would be create and implement a mentor program, transparency of the selection process for professional development and again the need to track the types of professional development and who is attending these types of training. the sixth section of our racial equity action plan consist of

organizational, culture, of inclusion and belonging. the goal for that section every sfpd member sworn and non sworn will be treated with respect and value in the appreciated for their diverse background. in order to accomplish this and inclusive and belonging objective as part of the strategy of the day and the department policies and procedures formal award ceremonies for non sworn, celebrate cultural differences through out the department. and the last section of the racial equity action plan is that a board and commission and now, i've reached out to sergeant young blood and asked that we get some assistance with

this particular section from our commissioners so i know that particular section right now live in the hands of our commissioners and we're working with you all and you all will be providing us with the necessary information to finish section 7 off. now tonight, that was only a brief summary of the mini action steps that are within our reach as drinking or sutton said, we continue our racial equity action plan, we will then providing it to you for further feedback and we look forward to the feedback that you all have for it and again we consider this a fluid document as we get information, the document will continue updated and at this point i'm going to turn it over back to director.

>> thank you, lou tenant williams. as he highlighted we wanted a general over have you to know what to expect within this action plan when you actually get it and i want to highlight a few additional things because when mr. king gave five to six suggestions on how he thought we could progress and move some of our -- how we can improve the department around our racial equity there goes i was encouraged to hear some of his suggestions because some of those suggestions we had already begun to think about and grapple with as we were putting this plan together and in working with our collaborative partners

and the one thing that stood out when he talked about giving our officers of color a safe place to illicit input and feedback from the officers around their lived experiences and how the different things that were effecting them and one of the things in collaborate ing our law of partners and working with direct low with the director fin low is that she's working with us to troy to create that space to where we can have officers of color come together and talk about ways in which they can be support and which we can take that to our respective department and try to support our officers of color as well as all of our staff and within the department so that was really encouraging to hear the suggestion and another one of his suggestions he talked about hiring a boy as expert and those are university things we are

considering around staffing and how do we really want to think through this -- to have racial equity action plan and the there goes to move it forward we have to think about whether this is some type of centralized division or does it remain staffing or where does it actually sit and how are we going to staff the plan to make sure that we do this for so those are some of the things that we're talking about and exploring with the executive team and what are our staffing

ram indication and what are some of the staffing issues we node to look at to staff our racial equity action license and strategies. wore look at our leadership development institute and this is a class that we put together within the department and teaches our members leadership skills and development and we want to expand the classes so that more people have the opportunity to actually participate in these classes and make sure that all members are receiving or being able to participate in our leadership development class and in an addition, we're looking at like our academy classes and not so much the expansion, but how can we make our academy classes more rich and talking about equity and racial equity and inclusiv inclusiveness and around so we want to actually expand our

curriculum in our academy classes so those are just some of the things we're thinking about as it relat relate to our budgetary concerns and what other grant funding is available and what can we speak as it relates to our racial equity and inclusion strategies and if you recall i presented to you a few months ago, around our gun violence strategy and speaking grants around funding there goes and that would help to reduce gun violence and looking at that and looking at equitable lens and seeing the inequities around our violence and i know commission taylor has been a firm advocate of what are we going to do? what are we doing around the particular situation so those were some of the thought processes around like what funding can we lock at as it relates to supporting our racial

equity and inclusion strategies. so with that, some of the next steps is to actually final eyes a plan. the deadline is december 31s december 31st so the deadline is closely approaching and we're working on the plan and to get the sur have i data back, we did how a sur have i to found out what the climate is is the department rit now around our racial equity and whether people feel enclouded in the processes and so we did send a sur have i out so we're gathering that information so we can inform our actions staff and so we really were -- the goal is to complete this action plan but first we want to get it to you for your feedback or any input and we will have it foiled or we will submit it to the office of

racial equity september 31s september 31st and there's a second phase to the racial equity action plan which deals with our external programming and how it is that we are going -- how it is wore interacting with the community and how it is wore serving the community and whether we'll be equitable in our services within the community so that's the second part of this plan that we have not received the actual different things the city is locking for yet and we do expect that to be coming shortly and that will encloud really engaging with the community and talking to the community more about their thoughts around how the police department can improve our engagement with the community especially with individuals of color. and so those are some of our next steps. next slide. and so, as we come to a

conclusion, i want to highlight to this commission and to the public that sfpd is committed to moving these racial equity strategies forward. we are committed to making people foal enclouded within the processes and just providing a workforce and serving our community through a lens of looking at our racial being witty and incollision there goes. so we are committed to keep our division and that is that this police department wants to create an environment that is equitable and inclusive for all of our members. i leave you with this that mr. king said something within as he was speaking and he talked about acknowledging some of the issues so that we can move

forward and i leave you with this. if we won't acknowledge our issues we can't move forward and we have to acknowledge the transgressions of our past in order to have a racially equitable and inclusive workforce in department for all that we serve. so thank you so much. before he leave, i have to acknowledge the team i work with. each day, all of this racial equity and lou tenant williams has led the effort and concern ex working with our racial equity leaders and we are the future of our department and we are doing the groundwork and

pamela ella as well as and so again, i just want to thank the leadership team for also empowering us to do this important work across the department and i thank this commission for your time and the opportunity to give you age an over vow and we look forward to examining back in january after you've been able to scrutinize e it and answer questions you have around our racial equity action plan. thank you for this opportunity to be able to present. >> next item? >> public comment on loin item 4. remember the public that would like to make public comment on loin item 4 doyle (415)655-0001 and enter the access code on the screen. members of the public who are already online on webex, press

star 3 now to raise your hand. we have two callers. >> first of all i want to say i attended the court that donte king gave when i was at the rank of a sergeant. i was embarrassed and horrified by the majority of our officers, what they exhibited, anger, fuss race anandfrustration. i'm glad to see the department is trying to involved in the

conversations in the beginning of the ground work and when you are talking about the academy, and how you have the new offices understand the validity of what is being felt by officers of color and women, that's where ofj can come in and.

>> i've never heard anything of a speech like he has done one

being my son who is a federal prosecutor who smeared his name by putting our children and people of color and gangs or associated with gangs and you know, i'm just hoping that that why i'm asking the commission to write a letter and thank those that are going to participate in writing this letter to the feds about our children being in gangs when they do have prove and when our children is innocent. this is going on for years under people of color and it's just not black, chinese, fill phone owe, poem of color and as daunte alluded that, why should we be lower, we consider it lower and i'm just a mother and i don't have a title over my head. as years have gone by, all the

children that have been innocent and wore just asking for our officials to step up and protect them. so, i just again commend daunte king ask i wish there was a way that i can get in touch with him to help me with my journey on helping our community and you know the healing circle i run to help our children from being racially profiled. thank you. >> good evening, caller. you have two minutes. >> this is gloria barrie. i was in the queue for agenda item 3. i can integrate agenda item 3 and 4 together. what i would like to do is give an example of what a solution is

and 1 years veteran of military and also eight years veteran in law enforcement and when i was in the military in the 80s, sexual harassment was a hot item and the trainings and what can we do and what solutions we can do to stop it and so fourth and i remember after the training walking out with fellow military servicemen and them calling us the b word out the door. they were mad said to sit through the training but what i do remember what worked is when people were demoted and or processed out of the military. so until commissioners and dpa and what not recommend officers get terminated, and continue to give out 40 days of suspension

like what was done to the officer that killed jessica williams, we put a lot of people that look like us in position and when they met and confer they agree to punishment that doesn't send a clear message about racial equity and the office of racial equity definitely needs i'm looking forward to maybe some legislation where they have more power to. >> good evening, caller, you have two minutes. >> caller: hello. my name is ar ling and i'm with

the officers for justice and can you hear me. >> i'm a member of the office of suggestion and i came in the department in 1975 and what i'm hearing is what i've been hearing my whole 46 years and i've been retired 20 years and if you really wanted to be serious about making changes you have to include the office of the justice and we have a lot of retired members that are not afraid to speak up and speak out and we need to be part of this process and while we kept getting leapt off of this conversation, i'm tired of it. this is stuff been going on for years and this is nothing new. you want to change include us in your conversation and in the process and thank you. anymore callers. that's it, no more phone comments. >> ok. >> next item. >> next line item is going to be a line item five.

presentation of its partner of police a count abilities racial equity plan discussion. >> i'm introducing now to that thompson from my staff and i think she's on and ready. >> yes. >> here she is. >> yes. >> >> can you hear me, it says i'm not muted. >> we can hear you. >> thank you. >> hi, there. >> hello. >> ok. >> what do you have for us? >> all right. >> is that my introduction, paul. >> ok. >> thank you. >> now we'll prevent dpa racial equity plan. >> >> good evening, president

taylor, commissioners. chief scott, mr. king. director henderson and director sutton and our san francisco community watching and listening and this is our racial equity plan. our racial equity plan mandates that dpa and every city agency implement better support for low income communities --

>> and the accountability of the approach everything. through out this you will see us referencing and we want everything to be equitable and transparent to the community that we are serving and we want to take accountability. not just what we're doing internally but what we present to the community. how we approached it was having our vision. a vision for racial equity that aims to expand racial equity and inclusion for dpa and our mission, our mission is to ensure that we serve the communities of san francisco equally and fairly and equity and inclusion from within and our agency aims to reflect the communities we serve and these

values we seek to project effect and hold close creating our action plan half to inclusion inclusion diversity and a sense of belonging and support. which is why this team is created and this is by far a team effort. this con have made possible without our public servicing and our director of recruitment and i'm sorry, our director of -- our executive director paul henderson, i'm the director of recruitment and the attorney. our project manager velma and our investigator director of audits, steve flare tee and our chief of operations sharon woo, nicholl arm strong and ben richy our senior hr specialist and they created this group from all

aspects of our agency we can be in com ployance striving to be bold and visionary and this was a process that could not have been done without each individual that you see and whose pictures is not present.

human rights commission and getting that pool of applicants that you might not apply to these certain government agencies and i won't have that opportunity or that land and it gives us their opportunities. i'm a product of one i interned here under paul henderson and he

has been expanding that and bringing the dreamers into city hall in 2011 working and getting those willie brown fellows and working with ofa and there nodes to be more. working with the office of racial equity and letting different avenues of their careers they may chose to take but it all stems from government work and city work. that what what we're doing by implementing this goals we set. this is equal in retention and promotion with our own hiring committee and our own peer mentorship and us with outside agencies maybe there isn't an upward avenue in our agency that you see for yourself to we set you up with a mentor or you can

men tee someone. within the city and outside private agencies and as well as there's a path and if you are intern and whats and it's equal and diverse in our leadership as well. we see that when we look at our agency and we have to adhere to our hiring and recruitment policies in place and racial

equity training and we get continuous managing and we had a great training with dhr and it was four and a half hours on zoom but it was very thoughtful and didn't feel like four and a half hours but it tied no this whole sometimes it is uncomfortable to talk to your boss and those conversations need to be had. you want to be equal in mobility and professional development and ensuring staff needs are met to perform and excel at their job and their staff accommodations, the quality of life, how we're dealing with the covid-19 and our recent shelter in place and how we're able to make a

community within or organizations that we haven't, it's different now. we're not seeing each other passing by going to the break rom and picking up our mail. how can we bring everyone together and that's what this action plan is about. making sure that people feel included and feel equal and how hard is it to interact and discipline and make sure you are treating that person fair and you know what they are about. if you have to get to know that person, you have to make you're it's equal and professional

development training and using these resources we have and expanding and being creative and visionary with that as well. we want it to be equal on all parts and we want to foster and intentional culture that is committed to inclusion and belonging. we are updating our employee handbooks and reporting to us the staff in our police station commission. communication and communication is key. everything is now virtually and how are we going to translate and make sure it's fair and equitable and that means we are developing internal communications processes and procedures that promote equity and we have a regular mailing

list and information and this is macking sure we have ada cube kels and attending our virtual conferences as well. and making sure we're frosting these relationships and we are doing this virtually and serving the community and we are being inclusive and equitable in not only internally but as well as

we're serving our community and these run ner able populations.

>> we're not at work everyday. and we have had in-person events. we've had our black history month celebrations and we're having a virtual party on

friday. it's all virtual and we'll have games but how can we even emphasize that more so everyone feels included. right now, we're relegated to maybe our teams or who you are working on and that's who you will see. you know you won't ge won't gete the office, walking down the hallway so we tried to get everybody to feel included so that made us that's three too many. we want to do behavior tests. how are you going to interact with someone on your team if you don't know how your disposition is and so we want to have more behavior tests and do more surveys like this and we gave this survey and a specia racialy

survey. they provided the feedback too and what they wanted to see more from us. we got a lot more positive response but they want to be able to come back and so they gave the feedback. i want to be able to come back. let's expand the pipeline. how can we, you know, what can we do to help so we're trying to expand that pipeline and the information that we provide them as well. it means we're going to start expanding on our dpa share opt. it's a one-stop shop. so this is what it's going to look like. it has a home page that looks anesthetically pleasing and we'll have something for new hires that they can go to and put the job announcements internally specifics ternally and we're going to have events and a brown bag virtual lunch where we hear from different units and we'll have a stringing platform that's the latest and

greatest. we'll break off into different session of the we'll have a difficult conversation brown bag lunches and we'll have different topics to share ideas so everyone can feel included and like bee we're all at the office again. it's possible and if it's very much doable in the near future. again, our news letter will feature spotlight our interns and we'll have employee spotlights and something from our leadership and our department updates about what we're working on. sometimes we do know and we hear about it in passing or it comes in up conversation. we'll have updates in dpa news and different organizations that we can -- we can different to and charity and this is what the update is now but it will

feature more of this. with that we also started our racial equity law enforcement team with the help and guidance of sam and director at the office of racial equity and we l of our racial equity leaders from the different departments are all black women. i think that is poignant and telling and they are deputy sharon wheeler and lieutenant felicia jameson and precious malone and sha breen a from adult probation and dorthy ellis from juvenile probation and tiffany sutton and wilfred williams from sfp d and we wanted to create a safe space for black law enforcement

officers to talk about and figure out how we're going to balance being a black officer and dealing in current times where there's the shooting of unarmed black people or the excessive force by police officers in this nation. so we need that safe space to say, no, we're not selling outs, yes, we're still doing our jobs. we also want to voice and a seat at the table. we also want to have those uncomfortable conversations about what it is that we do. our officers, our law enforcement are on the frontlines. they are the first ones that probably the people of communities see when interacting with law enforcement. are these black officers who can relate to them? and it is up to us to create our vision, our goal, to create

these safe spaces like our town hall meetings that we want to have to address how we're going to create. how we're going to approach a situation. or we talk to our political leaders or city leaders and get a seat at the table so we're not politicizing stuff that effects us in the criminal-justice system. we want to be heard on let's say, we talked about this. at, you know, the closing of juvenile hall. there are black male councilors, what happens with their jobs or what happens with the black probation officers when this is all said and done. where is the working group to see how this transition is going to take place? or we want to talk about the exodus of the black community and the red lining, we want to

talk dialogue and make our recommendation and be heard and have difficult conversations with our staff and the community and our political leaders and our city leaders as well so i think that we're meeting on a weekly basis where we are sharing our ideas and we're sharing our ideas about different trainings that each of the agencies can do and we're also sharing ideas on how we can create this safe space town hall type of meeting. and what can be -- how we can feel free to say what we want to say and you know, as a black law enforcement officer because it's very hard to be in that position right now and in this climate and in couldn't tree and in this city. so all we want is a voice and a platform and this is giving to us and wore going to take action on a lot of these items and that the purpose is to create this safe space so these -- as mr. king stated, you know, we want to be able to have this

voice and we want to be able to address it and we were asking him, what can we do? we're standing on all sides of law enforcement. you have dpa, apd, juvenile probation, sheriff and the san francisco police department. we'll expand again on another working group with this too and that director suggested where we have justice partners racial equity team as well and that is our racial equity plan. you will get a detailed report after its completed. it's not due until december 31st and i will be happy to come back and discuss it in details and what we have done and what we plan to do as well. so i think for taking the time to listen to me tonight. >> thank you i appreciate it. we all appreciate it. next item, why see any questions from the commissioners. thank you. >> thank you.

>> next is public comment online item 5. please dial (415)655-0001 and access code 146 129 2490. members on webex press star 3 to raise your hand. looks like we have one public comment. >> caller: good evening. did you have a public comment? >> i didn't know my thing was still up. you can let it down. i'm sorry. >> thank you. we have no public comment. >> next line item. >> clerk: line item 6, discussion and possible action department bulletin 20-175

activation of body worn camera. this is a review 18-256 which expires on december 18th, 2020. referenced department general order 10.11 body-worn cameras, discussion and possible action. >> we're going to talk about this from the department. >> good evening, vice president taylor, commissioners, executive director henderson and chief scott. i'm here to present on the department bulletin 20-175 activation of body worn cameras. sergeant youngblood indicated this is a reissuance of a previous department bulletin that was originally issued in 2018 and it is set to expire

this month. the purpose of this department bulletin was to cover topics that weren't covered in the original general order and most importantly to really talk about when officers are to continue on their cameras. at what time. the issuance of this department bulletin bridged a gap that wasn't addressed in the original department general order. this is a ra reissuance and thes no language changes to it and eventually, the idea is this bulletin will be incorporated into the rewrite of the department general order on body cams that will be happening next year. i'm happy to answer any questions that you have. >> i don't see any questions from commissioners.

question by dejesus. >> i'm sorry. i know we added this and now we're removing it an you know is complicated because we have the meet and confer going on but one of the doj recommendations was that we shouldn't be having department bulletins out when some of these things should be incorporated into the general order itself and so, i just wanted to mention that and talk about we shouldn't go down that path of just continuing department bull kins and we bul. this one is more complicated but, i just wanted to bring that to everyone's attention. >> ok. >> thank you.

>> thank you. i assume you are finished with your presentation? >> that's correct, unless there's any questions regarding that bulletin. >> so, do i have a motion. >> move to adopt. >> second. >> second. >> on the motion to adopt department bull kin 20-175. [roll call vote]

>> wait, sorry. do we skip public comment before we called roll. i think we did. >> yep many of. >> we did. >> can we do that too. >> yes. >> for members of the public that would like to make public comment online item 6, department bulletin call and enter access code. for those online now press star 3 to raise your hand. >> we have no public comment. >> ok. >> we ned to do the vote again or we all said yes count? let me make sure.

>> can you just ask if anyone oppose and move forward. >> we do have to do a roll call. >> we don't have to do it. >> you don't have to do a roll call. does anyone oppose. >> does anyone oppose? >> i hear anything. ok, next line item. motion passes. >> next line item is general public comment. the public is now welcome to address the commission for up to two minutes on items that did not appear on tonight's agenda and under police commission rules of order, public or personnel are required to respond to questions by the public but may provide a brief response. comments are opportunities to

speak are (inaudible) and enter the access code. please press star 3 if you wish to raise your hand. you may submit public comment in either of the following ways, e-mail the secretary of the police commission. or written comments may be century a u.s. postal service located at 1245 third street. please press star 3 to raise your hand. so far we have one public comment. >> ok. >> good evening, mrs. brown, you have two minutes. >> hi. again, i'm about my son who was

murdered august 14th, 2006. still to this day, i still have no close your and still it's unsolved homicide (inaudible). i'm just asking that my investigators that are who are my investigators to still do some work on my son. i haven't heard anymore from my investigator and i don't know if it has anything to do with covid and what's going on now and all of the other murders going on now. i also want to thank too for my last comment on writing a letter to the feds concerning to recant the story about my son being affiliated with a gang and i want to thank the person that stepped up to make any conversation about writing a

letter and i hope all the other commissioners will join in with her about writing a letter to the fed concerning my son. like i said, the christmas is coming up and my son's favorite holiday was christmas and i has sisters that are still left that are still grieving and you know, i really wouldn't want to be -- for this to hit anyone home. i wouldn't wish this on the perpetrators that did this to my son. i'm in prison everyday. i know that i've been talking to you guys for years and years and years and no one has ever, the police, gavin said my son was a innocent by stander and for this stuff to come up and even with mr. king, bringing up about the racial profiling, black lives matter, this needs to stop and

all i'm asking is -- i wouldn't ask someone to do something to jeopardize their job. >> thank you. >> thank you for the member of the public. if you know anything about the murder is the number is it (415)575-4444. any other callers? >> no, there's no more callers. >> next line item. >> 8. public matters closed session. including public comment on item 9. whether to hold item 10 in closed session. members of the public that would like to make public comment online item 8 and 9 press star 3 now or dial (415)655-0001 and enter the access code.

there's no public comment. >> ok. next item. >> line item 9. vote on whether to hold item 10 in closed session. vet whether to attorney-client privilege with regards to item 10a san francisco administrative code section 57.10 action. >> is there a motion? >> motion. >> is there a second. >> second. >> on the motion to go into closed session, how do you vote? >> yes. [roll call vote]

>> commission cohen, how do you vote? >> i think we've lost her. you have five yess. >> ok. >> motion passes. >> wore going into closed session. >> we are back in open session. line item 11. >> is there a motion? >> vote not to disclose. >> second.

>> i'm sorry, there was a second? >> there was a second. >> okay. on the motion not to disclose. for those who would like to make public comment on agenda item 11, you may call. if you're on web-ex press star 3 now to make public comment. there is no public comment. >> okay. call roll. >> (roll call)

you have five yes's. adjournment, action item. >> second. >> is there a second? >> second. >> all right. let's call roll. >> (roll call) you have five yes's. >> we're adjourned. >> bye.

>> this is the regular meeting of the building inspection commission. i would like to remind everyone to please mute yourself if you're not speaking. the first item on the agenda is roll call. president mccarthy... [roll call]

>> clerk: we have a quorum. and the next item is item 2. president's announcement. >> president mccarthy: good morning, and welcome, everybody, to the building inspection commission meeting, december 2020. sonya, can everyone hear me? doing a sound check, okay, good. i'm the president of the building inspection commission and i am joined today by my fellow commission members along with the director patrick o'riordan and the senior d.b.i. staff. as reported recently by mayor breed and public health directive, the city is unfortunately experiencing another increase in covid cases and hospitalizations. resulting in more restrictive city-wide measures. that will hopefully once again successfully reduce the pandemic infections and the

hospitalizations. covid-19 remains active in our community even though yet we now have a federal, state approvals of vaccines and thus yet there is definitely light at the end of the nearly year-long covid of pain and loss. until the vaccine production and distribution are more advanced, i continue to urgently ask the customers and the public to support our ongoing need to follow all health protocols. which remain essential for the public health and safety. it is essentially important for our customers to follow protocols when they come to 49 south van ness to drop plans or apply for non-planned permits on. behalf of the commission i thank all of our customers in advance for their diligence and ongoing support and, again, i thank d.b.i. leadership and staff for their ongoing heroic work during this complicated and still

threatening circumstances. i also want to respond to the arts guild in the chronicle titled "san francisco building department is a mess." not only was i frustrated with such an infactually in my opinion incorrect piece, but i also felt for the employees who have overcome so much in these difficult times. i wanted to address inaccuracies in the article and correct the record. we all know some changes have -- we all know that some charges have been filed against high-profile department heads but they were from other departments. no one name or face defines our department. the -- excuse me, the mission was mentioned yet again, and despite the fact that the

records show that d.b.i. performed well. this permit set in planning for eight months and is currently right now under review by the department of public health. while these delays are very unfortunate, this is not a building department issue contrary to the quotes in the article. d.b.i. does not have -- does have -- excuse me -- does have an online system. our system allows anyone to check on the status of any plan checking permit or complaint online. the article uses an example and when i looked into it further i discovered that there was a notice of violation for working without a permit. this work was triggered -- this work triggered a.d.a. standards which are hard -- really hard -- for small merchants to comply with. these are not d.b.i. standards, these are federal standards.

in recent weeks i have watched the board of supervisor sub-committee hearings and listened to the conversations about prohibiting permit expediters. while i agree with much of what they are trying to accomplish, i respectfully disagree with the directions that they are going about it. >> we lost you there, we can't hear you. >> president mccarthy: the building -- can you hear me guys still? yeah? can you still hear me? >> yeah. >> president mccarthy: the state building code -- let me start here -- the permit process is complicated. the state building code has over 6,000 pages. and in addition the san francisco amendments add another 1,000 pages.