it reports on the c.r.i. updates, that it also includes those two areas. i also am going to ask the segues into the department -- it's my understanding the department has reworked how the working groups work and how they are going to be implementing working groups, and in the future, and what i am going to ask is that the chief look into the working groups a little bit more, especially given the d.g.o. and having more people at the table is a good thing. when i have participated in working groups, i rarely see actually rank-and-file officers in the working group. it's more officers that are the command staff or sergeant or

above, and i think it's important to have the rank-and-file, the people that are on the ground doing this work in those rooms when we're talking about policy. i also think that it's important to have groups like officers for justice in these working groups, and that a standing invitation be extended to them. while i've been in these working groups, again, i've seen p.o.a. representation, however, i haven't seen officers for justice representation, and i'm learning that it's not because they don't want to be there. they obviously do, but the invitation isn't being extended, and i am going to ask the chief to personally -- i know that we just did 503, and we are working on the strategic plan for 503, and i really would appreciate, chief, if you could include the officers for justice in that strategic plan because i wasn't aware that they were not invited to the table prior to this. so those were the two things.

and lastly, one of the goals that i think is going to -- that i would like to achieve is the creating a data driven policy and issues spotting problems and issues within the department. this includes the 4th amendment violations, and the hiding of data, and the creation of legislation behind that. we are so fortunate to have president cohen here, who created that legislation, with her wealth of knowledge and why that legislation would even be needed, so i wanted to be able to utilize her knowledge. i also want to look at data driven solutions when it comes to officers' safety and what are the biggest threats to officers' safety and how those are affecting our implementation of new policies and how it's guiding our policies, so i will be providing more information,

reaching out, obviously, to you, chief, about those, but those are the thoughts that i've had moving forward and the requests that i've had, so thank you. >> president cohen: thank you for that. commissioner brookter? >> commissioner brookter: yeah, that was -- it was for the youth commission. >> president cohen: oh, i'm sorry. >> commissioner brookter: i'll yield -- it's okay. >> president cohen: is there anything you wanted to speak on for the goals or to report back to the commission? no? okay. so commissioner hamasaki? >> commissioner hamasaki: yes. thank you, president cohen. there was a couple of issues that i wanted to raise and put on the department and the chief's radar that have been -- kind of came up to me over the

holidays, and it's -- it's regarding the department's relationship with the district attorney. i know there's definitely been some disagreements, but where that has impacted public safety, i think it's an issue that we need to look at and kind of put behind what are those differences are so that it's a healthy working relationship because it's a codependent relationship. each side needs each other, and if we're not working together well, it's something that needs to be brought up to the city. somebody reported a property crime said they were told, well, you can file a report, but the d.a.s not going to do anything about it because

it's -- chesa's a radical or whatnot. and i've spoken to another individual, and i've heard that has been -- that's not a single incident, so i don't know what the way to do that is, but if, you know, the concerns about the district attorney's filing policies, i don't think the officers should be expressing that to residents because -- and the people in the city because we don't want to dissuade people from making reports and following through in the process. i don't know quite what the way to deal with that is, but that's an issue. and the second issue is also related to the district attorney's office, and this is something that i did talk to somebody inside the office about, which is the concern that -- i think it was another commissioner and i raised last year about forum shopping, about looking for different venues for cases because of,

again, disagreements with the district attorney. and i think there are some cases where, you know, the department is going to need to work with the f.b.i. and the federal government, and that's a fluid conversation, and i don't have the answers, either, but when it comes to crime in san francisco, i found that officers tried to bring a case to another jurisdiction because it was a juvenile case, and juveniles, there's concurrent jurisdiction in either the city of the incident or the city of the residents of the juvenile, and my understanding was it was because of a policy difference about charging the juvenile as

an adult, and it's the policy of the district attorney's office that they were not going to direct file on children, so, again, you know, we're seeing issues where, you know, i think we're letting politics get involved in our local public safety and criminal justice issues, and i think that's something that we need to address because, you know, all of this division isn't healthy for either department, and it's not healthy for the people of san francisco, so chief, maybe that's something else we can talk about and figure out a plan to address. [please stand by]

>> i want to continue down this road and ask that we calendar each police commission meeting moving forward a report on

domestic terrorist activities here in our city. that continues to pose a threat for us. currently on the agenda, the chief report includes language such as major for significant incidents. that being the chief provides a summary of planned activities and events. i don't think this is too difficult. perhaps you already provided this information. if you can highlight it and emphasize it when you make your presentation, i suggest adding words that include domestic terrorist threat to the agenda item so it stands out and we're able to key into it when we're doing a word search and going through your document. this is just to focus our attention and to send a message to san francisco that we will

never welcome nor we'll permit attempt to undermine our democratic institutions. that's all i have. i will continue the conversation with on goals and priorities. this upcoming week i plan to speak worth mayor office to see what their goals are. commissioners have shared with me some of their goals and priorities. you can tweet or call or e-mail us and let us know what your ideas are. i like to wrap this up in the next two weeks so we are clear what we'll be spending the next

11 months with the commission. i'm looking for tangible and measurable goals as well as deliverables at the end of this year. so we can show our work and show that we are working and moving the policy agenda forward. also, i want to note that i'm just focused on policy per se but also the budget as well. i want to acknowledge that i'll be reaching out to tony, president of the police officer association as well as the other organization for their suggestions on policy guidelines. this also goes for the public defender and the district attorney's office as well. i'm looking for policy ideas and with that, i will take a pause

and check to see if there's any other remarks. let's keep moving. sergeant youngblood, what's next on the agenda? >> public comment. >> all right, with that said, sergeant youngblood, open up the call lines, let the callers come in. they have two minutes to speak. thank you. >> members of the public that like to make public comment regarding line item 2, please call 415-655-0001. enter access code, 146 768 4167 for those on line now please press star 3 now to raise your hand. commissioners, we have a number of callers.

>> hi, i'm calling to ask the chief and the department to investigate the police commissioners for murder and incitement of violence. i have read report that many people committed murder. i want to be sure that none of the commissioners have not participated. i know it may be investigated by the fbi. i don't think we should wait to find out from federal taking if any of our commissioners have participated. you maybe asking, do you have any evidence or reason to believe that any of the commissioners have murdered anybody or incited any violence. i do not. i'm looking to further my political profile. doesn't that sound ridiculous? in all seriousness, you attempt a coupe was an outrage.

those who participated in it must be held accountable. it's important to remember that a police officer was beaten to death with a fire extinguisher at that event. while supremacist online are targeting police, all across the country as a result of the last wednesday, it might behoove the commissioner, when there's wrong doing, they are responsible for the safety of the department and insinuating that sfpd officers participated is dangerous. it makes us less safe. you can just feel in the room, hamasaki desire for public office.

you're just furthering your own political profile. it's really gross. >> next speaker. >> thank you very much. this is anonymous again. about the commission questions to the chief on the attack on the capitol. obviously the commission is correct that every officer that committed a crime should be charged or if their behavior demonstrates they cannot provide equal protection of the law, they should be terminated. sfpd must investigate any officer who participated in the attack. lot of people in the sunshine community are requesting vacation days that commissioner hamasaki mentioned. it is unreasonable to put police

officer under official suspicion for taking a vacation day until they account for their time off. whether or not, police officers, they're still a human being. investigating a person for taking a day off with no other evidence has no ethical basis. this suggestion by hamasaki, should be rejected by the police department. >> thank you, caller. good evening, you have two minutes. >> thank you. i'm not sure if i phrased this thoughtfully. i want to support what commissioners has been calling for in terms of ensuring that none of our sfpd officers participated in the violence on the capitol last week.

i realize that we have surveillance efforts under way to make sure there's no evidence, if there is a legal way to assess whether sfpd officers supported, the terrorist attack -- make sure officers are trained in the workforce. thank you. >> you have two minutes. >> we were talking about murder. i'm bringing up my son, which was murdered august 14, 2006. to this day haze case is not

solved. as a mother, i'm still grieving after 14 years. it's not new to me. i know you can probably used to me saying it. it hurts me everyday about my child. i wouldn't wish this on the perpertrators or anyone else to go through what i've been going through for the last 14 years concerning my son. i'm asking for your support to finding the murderers of my child. these are cold cases. it's about all of our children. i'm the only one who's talking about my child. he has a mother and a father at home. this destroyed my whole family. he has sisters that are left. he was my only son. i'm just still asking that i get some closure. my investigator to call me.

i'm still asking that our children not be stigmatized by the media, by the people trying to say they're in gangs. i raised my son well. i pay tuition for him to go to st. dominick catholic school. i did whatever i had to do to get grants. i shouldn't be going through this. i should be going to graduations and not funeral. i'm still asking for my beautiful son with his beautiful smile. i want his name to be remembered. i want justice for my child. i'm still asking that the letter be put on the top of the 30-decors on >> that is the end of public comment.

>> president cohen: thank you very much. sergeant youngblood, let's continue with the agenda. next item. >> line item 3, presentation of the sb1421 monthly update. >> hawkins will be doing it on behalf of b.p.a. >> president cohen: thank you. the floor is yours for the presentation. [indiscernible] >> brigade of sb1421 requires disclosure of records. officer discharge of a firearm at a person, officer use of force which results in great bodily injury. the officer engaged in sexual

assault involving a member of the public. since january 21t2019, the department has received 206 public records request related to senate bill 1421. from period december 1st to december 31st the department has received no records. two additional bodily injuries falls to 17 records request. that concludes my report. >> president cohen: we'll hear from -- [indiscernible], then we'll go to questions.

>> good evening president cohen, vice president elias, commissioners, chief scott, director henderson. as mentioned the lieutenant, senate bill 1421 covers four categories in response to public records request. the law went into effect in 2019 and d.p.a. continues to go through all archive files. to date, 333 of our archive files have been reviewed and determined to be not disclosable. since our last update on 1421, we produced one new case which totaled 140 pages in the great bodily injury category. that brings our total number of case production to 34 cases, which amounts to 23,750 pages of record. total in each category are as follows. in the great bodily injury category, we have turned over 26

files or 6200 pages. in the officer-involved shooting category, we disclosed eight files, totaling 17,500 cases. no pages has been released from the d.p.a. in the sexual assault category. because none of our records qualify under that category. in the dishonesty category, we have one case that will be produced shortly. it's currently being redacted. also pending is an officer-involved shooting file with about 2000 pages where we are currently conferring with the city attorney office. since our last update, we received three new requests this brings our total to 68 requests. note about staffing, we are very happy to announce we have a

volunteer attorney to work on 1421. we have all of our information available on our public portal. the public can make 1421 request through that portal as well as see all our requests and disclosures up until this point. that's at sfdpa.nextrequest.com. thank you and i am happy to take any questions. >> president cohen: commissioner hamasaki? [indiscernible] >> president cohen: it's hard to read. >> commissioner brookter: it's just a quick question. thank you both for the

presentation. you began to touch on it when you talking about staff. ing. over the course of the last year, there was a lot of conversation and requests to ask about staffing. what i want to ask is what are the numbers in terms of staffing and also for the same thing for the adapt. >> president cohen: i will say that currently, we have a full-time staff attorney who is working on our 1421 production with along two paralegals. unfortunately the paralegal positions are up for determination this summer. we are working with our budget request in hopes that we can extend those positions. that paralegal work is vital in

terms of the redactions we're trying to do. that's our team right now. we are going to fight as hard as we can to hopefully keep that team in tact new mexico we are p to date. >> the department side. i will ask the lieutenant to tell you what the current status is. in terms of our hiring, it was interrupted due to covid. we were in the process of hiring an attorney. that was all paused because of covid.

it disrupted our hiring. we're waiting to see what happens with this year as budget. if i can refer to lieutenant wallace for what she currently has in that unit. >> sfpd, we allowed someone to disaster service. we currently have three full-time legal systems, another part time employee and few legal assistants who unable to fill the position that they were occupying because of covid. as the chief mentioned, we trying to get an attorney for about an year. we're hoping to do that. we face the same issues as

d.p.a. with the budget. we've made additional budget request. additionally have a legal assistant that was supposed to start at the beginning of the pandemic but due to the pandemic and the budget issues, we were unable to bring them on board. >> thank you for that. we would love next time we come back, that we add staffing in this. so we can see where we were last year and compared to now. just to make sure it doesn't get lost in translation, as we know, we got lot of calls about 1421. we want to make sure that we are on top of getting records out to the public. >> thank you, commissioner. >> president cohen: commissioner elias? >> vice president elias: i wanted to follow-up on

commissioner brookter's point and ask ms. hawkins and chief to inquire about the caller assertion earlier or something wasn't following the redaction guidelines. if chief, you can and ms. hawkins look into that and see if that's happening. if it is, let us know. >> i have an update on the d.p.a. i reached out to my team about that. basically, going forward, we are going to have a reductions, just like the commission does. we had in the initial push to get these records out. we did them without the redaction law. we have changed our practice and going forward that will be the case. all new release that will come

out will have that redaction law. >> vice president elias: i would encourage the chief to provide something. >> i can speak to that. we use the same redaction codes as the commission does. we've been applying redactions to all our releases for a while. we've been going back historically and applying them to releases that were released without redaction codes. it's not currently an issue. it's an issue that's been addressed. all our releases posted online has a table associated with them including the videos that are released for the officer-involved shooting that occurred recently for the redactions made to the disattach and the -- dispatch and the

video. >> vice president elias: thank you, i appreciate that. >> president cohen: seeing there's no other names on the roster -- [indiscernible] >> commissioner hamasaki: commis sioner elias covered most of my questions. it sound like the redaction laws are going to be provided moving forward. the caller had a second part to his question about the use of -- a base for not turning over

certainly records. ms. hawkins did you hear that point? can you elaborate on what d.p.a. is doing in that regard? >> i would have to check with the team. i don't know what specific policy. i know it's a case by case basis in terms of the evaluation of what we do and what we disclose. i do believe in the specific violent crimes, we have not provided those for privacy reasons. in term -- >> commissioner hamasaki: i'll check the tape afterwards and follow-up. i didn't write it now. >> i will check with the team as well for the last update. it's to correct something i said

earlier about the staff level. there are two paralegal positions and so two attorney positions for 1421. that is another concern obviously. we currently have another attorney who is a volunteer, who became pain or the 1421 works. but that is also due to sunset this summer. >> commissioner hamasaki: thank you. >> president cohen: looks like we covered everyone. i have a question. i want to talk about technology. are you covered? do you have what you need.

is the technology up to par? >> it's like a multi-layered problem. we've made a lot of progress. pum of the issues was finals vint have been pot. one of the things that's an imminent concern is redacting audio files. technology to appropriately accountable reduce those fails than -- to this point we've been disclosing transcripts. when the requests come in, we're in contact with the requesters providing things and asking them to define or request is specific.

some of these transcripts are from a very long time ago. setting up us on that technology will be a hurdle. >> we face the same issues. as far as the cost of that mean means -- we have been working with our vendors and i was exploring. we do need more powerful computers to handle some of the visual redactions and historical video and current video.

we were limited. we also understand the budget issues. >> president cohen: we should start talking about that as with we begin to form our budget conversation. i like to know what your technology needs are. the days are gone where we can take a risk to our car and do our own work. there are computers in cars and computers in airplanes. technologically driven society. i want to make sure you have the resources, the platforms that you need in order to be transparent, to collect data, to report out the data and to analyze the data in a very thoughtful, analytical way. i will plant that sit. we can revisit it later on. i think i saw kathrin mcguire

is still on the line. anybody else? let's keep it moving. next item please. >> public comment on line item 3. members of public like to make public comment, please pretty star 3 now for line item 3. you have two minutes. >> this is daniel harris with the public defender's office. i talked many times about 1421. i'm glad to see lot of attention focusing on it tonight. of course, the progress is still happening too slowly and monthly

status report are not nearly useful or could be in their current form. one thing, i don't see a written monthly report from d.p.a. that's posted for the public to see. that seems to be essential. number two, seems like the report should be a living document so we can see more than just what happened in the last month. we can look over a long period of time as to what's happening. number of officers that have completed the releases on needs to reflect those who are completely done. what we know is that we sometimes get information on an officer in one category. we don't know whether that particular officer may have other disclosures and other categories and we can't consider that officer to be a complete disclosure until we have an

answer in all the categories. as for the progress overall, we're keeping track and by our record, sfpd is at approximately 10% in terms of compliant 1421 public record law after more than two full years. that puts on trajectory to be out of compliance with the public records law for close to two decades. one of our goals and we've asked the last commission to adopt at this goal is to complete the 1421 public record this year. >> good evening caller, you have two minutes.

>> thank you, this is anonymous again. the commission raised essentially all the points that i could. i praise the chair on technology. she's right, it took me a year or more. lot of the city is complying with the technology requirements of public records release. unfortunately for this commissioner, under the supreme court case, the city will have to ban cost of redacting all records including audio and video records from earlier. i wish that the d.p.a. had responded cooperatively as they just did to you when i raised the issue a year ago. would have been a lot easier than doing what we're doing now. accepting that you're wrong and learning more about the sunshine laws is the right way to respond to a complaint and not attacking a member of the public for

--asking such as those question. >> that will end public comment. >> president cohen: next item. >> line item 4, update regarding the street crises response team. discussion. >> thank you sergeant youngblood. just an update that the commission asked for the street crises response team. just reminder to the commission and the public. city ordinance 300-19 amended to san francisco administrative code to create new program called mental health sf. the street crises response team

or scrt is for this program. it also uses a model of behavioral health commissions with san francisco fire department. the calls to dispatch and gear and calls that will go to the san francisco police department will instead be diverted to commission so that individuals and behavioral health crises r not subject to law enforcement context and provided the promote subject. the srct and our -- the second

team will be rolled out there month. six teams will be in operation by march 2021. as i said to the commission before and prior session, this is a pilot program. this is a very small in combined month of november and december, 2020, the scrt team had 184 calls to service that 344 14thed for an scrt response. at the same time, there were 3659 calls to serve they were second that have enough

resources. it's about 5% of the total call volume. i know there's a lot of excitement about the program. it's going to take time and it's a very small percentage right now of the call that will actually cam our way. we would love to see this come to tuition and be a involve hopefully we can celebrate that in our city and county. we're going to do everything within our power to do that.

right now it's a very small advantage. that is the report and the update if it commission has any questions. >> president cohen: anyone like to comment? next item please. >> public comment on line item 4. members of the public who like to make public comment on line item 4, please press star 3 now. there's no public comment.

>> president cohen: okay. next item. >> line item 5, presentation of the department budget process overview of fiscal year 2022 and 2023. discussion. >> president cohen: yes, my favorite topic. let's roll up our sleeves. all right kathrin, it's all you. >> thank you president cohen and vice president elias and chief scott. members of the public as well. thank you sergeant youngblood for bringing up the experience. i'm happy to takes -- this will be a short three weeks.

tonight we'll cover budget process and how that links up with budget. then part 2 will get into specific details of what we expect to cement for choose. we will also cover in addition to those things, we'll tape issue -- we'll talk about how our budget landed at end of budget negotiations with the mayor and the board of supervisors in fiscal year -- for this current fiscal year. essentially our budget planning process really starts with an old document now. which is our strategy 1.0.

our strategic framework. we asked -- starting in in asking those folks think. we take budget submission. sort of our what we need to get don't with the budget. we also budget with the mayor suggestions. that goes through a process with

board of supervisors. it is finished by. we have come up with four didn't the first one is production. we had an uptick in shooting. in order no to further our decision is school. and hoping to improve -- this

was the outline of our timeline for the budget process. we have been meeting -- we started meeting with commissioner brookter and added president cohen last week. we'll be sort of asking them to present additional information that we should be providing you ail all. as we move into wednesday and than if you need to have those meetings. on february 3rd, we present our system for you tall -- we

continue to through may with negotiations with the mayor's office. as i mentioned, you all, the commission, plays an advisory role for the budget and to prove dal cap mayor receives -- mayor

office provides guidance expectation on budget cuts. the legislative analysis also takes the mayor's budget for budget. with that i will hand it over to >> the mayor's office budget instruction to all department was that each department should reduce the adjusted general fund support by 7.5%.

if you compare it to last year, it's a significant increase. the variant is attributable primarily to proposition c this -- there's much larger reduction for this year. in addition to the 7.5% reduction target, each department additional 2.5% as contingency in the case that physical conditions worsen due to covid and due to the recession. each department is posed to prioritize core services and there are great reductions to

our budget. last mayor's office budget instructions is to continue focus on top priorities, such as managing the covid-19 pandemic including support for homelessness and mental health investment. next slide provides some context that like two-year budget. second year, adoptive budget becomes base -- the second year for that year is the year -- wewanted to provide context

the, we faced reduction 114.1 full-time sworn positions. also reduction of our academy classes, we were requesting three, we only received one academy class. the impact for it it's really at the effort. approximates 70% of our recruits have been people of color. the impact is long lasting. it represent -- i've been interested to join the

department but it was at the moment. lot of overtime -- another example is hospital watch. last significant reduction was lack of vehicle replacement. this does impact our management

of our fleet. half of our fleet is over ten years old. it does represent challenges because cars cost more to maintain. officers spent lot of time in vehicles and vehicle experiences lot of wear and tear to continue to operate. this slide presents a summary of our fiscal year '21 budget compare to fiscal year '20. the total budget reduction that we had last year was $25 million. our general fund operating budget was reduced by $29.7 million. it is all set by some other categories. there were increasing in our continuing operating.

to provide some context to the budget overtime production, this slide provides the overtime budget and natural disaster. you can see it average about $19 million to $20 million. our overtime actual had -- the adoptive budget reduced the available overtime budget and reduced it to $4.4 million. to provide overview for the department full time position, worn f.t.e. was 157.

civilians we had slight increase of eight positions. in terms of between the airport and city, the airport had a reduction of probably one f.t.e. position. over on the city side, we had reduction of 107 full-time equivalents. another 36.7 full time position.

the city did not have sufficient funds to fund any technology project due to the recession, due to covid. to capital improvements, we did receive $424,000. which is reduction from the prior year. given all the reduction, we do face challenges this year given that $37 million reduction target and the additional 2.5% contingency. with that, chief, did you have anything that you wanted to add? >> no. i want to say, our budget in

support sustaining that is really important. we really wanted to get majority recognition this year. the vast majority of it. some of our training that we put in place, we can do this. >> president cohen: anyone have any questions?

>> not so much the question. i want to say thank you to director and patrick. i wanted to share with my colleagues and members of the public. this was really the first part of a presentation that speaks just to the process around budgeting and the priorities of the department. we're going to have presentations that are coming down the road where we begin to dive deeper into the priorities and ensuring that our budget reflects the priorities of the department. i wanted to put that disclaimer out there for tonight's meeting. this is a very high level, this is a process that we go through. these are some of the priorities

from the year before. moving forward, we will continue to dive deeper into what that actually means so there's more transparency for members of the public and for us as commissioners. i want to share that we will be inviting my fellow colleagues, we'll make sure we don't violate any brown act, inviting folks to some of the sessions that we're having. since i been on the commission, the budget comes before us twice. we're asked to make a recommendation on proposing or passing the budget that we see. i think now, having an opportunity to take more time to sit down so we as commissioners and the public to really understand the budget of the department and how it aliar lines with port is -- important.

we're looking at budget cuts, we're looking at reallocation. commissioner cohen brought up, we want to make sure technology and training, make sure that we have the resources to back up those things within the department. i wanted to put that note out there for my fellow colleagues as you all have your questions, please note that we will take them and also make sure that we discuss them for the next presentation and make sure they are in the presentation.

>> vice president elias: i didn't see where -- in terms of timeline when you start to wrangle with harvey roads and his team what time of year -- that's important process, that's when the board of supervisors tries to squeeze out more money out of the mayor's budget. tell me when do you start that negotiation? >> when the mayor submits the budget on the 31st of may, we have already started getting questions from the budget and legislative analyst office and we have already started preparing those responses and usually we're submitting those initial responses come june 1. over the next two weeks we have those discussions, the final discussions with the budget and

legislative analyst have it. >> vice president elias: given this pandemic. this pandemic has created a huge budget gap for the entire general fund. all these different taxes that rely on, we don't have it. my question is, is the general fund your only revenue source for your budget? if you have other revenue streams that supports the police department's budget? >> yes, but no. the vast majority, it is the vast majority of our budget is general fund. there's a chunk that comes from

it airport and their revenue stream. the airport as we all know, is also impacted by this. other source is the sales tax. that comes to the department. [please stand by].

>> the last -- well, if you look back at the last 12 years or so, those first seven, all of the demographics are about the same. many more caucasian, white people, were hired. the last five to six years has really done a lot of work to

diversefy the candidate pool, and it's a much more representative of san francisco's diversity that those folks are bringing in to the departments are really important in diversefying the department, so as we cut through the academy classes, it makes it harder to achieve those equity goals that director sutton talked about in our read plan. >> commissioner cohen: i don't quite understand. like, how much. i guess, are you spending more money doing more recruiting? i don't understand. >> i -- no -- well, we're just recruiting differently, so it's more -- it's more -- we attend more events that more diverse populations also attend, and this is something that the chief can speak to a little bit better than i can, but yeah, that's essentially what we're doing, is we're just being a

little bit more conscious about where we're going and who we're

talking to -- [inaudible] >>. >> -- the amount of officers that we hire, that means the diversity doesn't continue to progress [inaudible] because we're getting our diversity.

other departments have the same problem, so it's definitely not a phenomenon here. >> commissioner cohen: i don't quite see or haven't made the argument of what the connection is between diversity and budget cuts, but i can follow up with -- yeah. >> excuse me. yeah, so 87% of our budget is personnel, so when we cut the budget, it's -- the vast majority of those cuts are going to be in people, and so when we're talking about cutting positions, we're talking about impacting the progress of diversity, so

academy classes would be probably the most often as you have experienced maybe on the budget and finance committee on the board, that those wind up being a somewhat painless cut. however, because we aren't then able to continue to hire, then we aren't able to increase the diversity of our sworn personnel, so if we cut the money, we're cutting the positions, which means no additional people that we have been traditional -- that we have now been recruiting that are diverse candidates. am i getting there? maybe we should have -- i'm happy to have further discussion. >> commissioner cohen: maybe my other colleagues can take a stab at it, but i'm going to

relinquish the mic to commissioner elias. >> vice president elias: thank you. following up on your question, director mcguire, i understand how you're saying that the efforts for diversity are usually geared towards up coming classes for the police department, and i understand your description that that's the easiest -- [inaudible] >> vice president elias: how did this affect diversity when

it comes to promoting from within, especially women of color? how are budget cuts affecting that because it doesn't seem to be happening within the department, and i, like president cohen, don't understand the correlation. >> you know, i'll take that question in terms of the promotions, the diversity is a priority period, across the board. hiring, promotions, all of that. we actually do have a diverse command staff, and when it comes to the silvservice promotions, you can only promote some on the list, and if that list is not diverse, which is a whole other set of circumstances, if it's not, then why not, you still have to only go from the list. our command staff, we have a good mix of diversity in our -- on the professional staff side of our command staff, we have a good mix of diversity, so we actually are, when you look at

our numbers, and we put the demographics report out to the public and to the department monthly, when you look at our diversity percentages and all that, we are actually doing pretty well. that's an ongoing effort, and you have to do it within the law, as you all know, but it is happening, so we continue to strive to continue to do that. you know, a lot of it comes with development, commissioner. i mentioned earlier with the career development, and investing in career development, leadership training, and those kinds of things, sending people off to training when we can afford to do that. that's how people get ready for promotions. if we don't do those things and give opportunities to people to take advantage of those type of career development possibilities, you're not going to really have a chance at having the diversity you want, and that takes money, it takes funding, it takes hiring people and continuing that pipeline of

the feeder pool, if you will, so you have a command pool, as well. >> vice president elias: i think it's incumbent upon the department to look at how these lists are created and what's causing these lists to be demographically the way they are. i mean, some people just aren't good test takers. i'm not one of those people, but i excel in other areas, so i wouldn't be high on the list, i'm sure, so i think we need to take it upon ourselves to start looking at that and looking at ways in which these lists are lacking in people of color, especially women of color, so i think it's incumbent upon us to do that. and secondly, i think you're absolutely right that there may be some diversity within the command staff, but i'm talking about, you know, the lower

level, the sergeant, the lieutenants, the captain, where are the women of color in those positions because you have to get to those positions before you can even get to the command staff, right? so i think that you're right in terms of, you know, you're promoting within and you bring them up along the ranks, but if we aren't seeing the diversity down at the lower ranks then we're definitely not going to see them at the higher ranks. and while i understand having money to do that is great, i also think that we can do or make some changes with what we have, so -- >> yeah, no, and i think i would advise this, commissioner elias, to look at our list and who has been promoted and even go a step further: who took the test, who passed the test? those are things we have to figure out or try and figure out and stay on top of, you can -- the department has an

obligation to give people opportunities to grow, to professionally develop, and to be competitive if they choose to take a promotional exam, and the person has to do the work. so it's definitely a conversation that we've had in this organization and we'll continue to have about giving everybody an opportunity to promote. definitely it's something we need to get better in terms of what we look like in terms of diversity, but it's not because of a lack of effort, so i would invite you to take a look at those details, and make it'll give you -- maybe it'll give you some insight on where things are. >> vice president elias: i definitely well, and i appreciate the invitation because one of the things that i'm concerned about is why aren't people taking these exams? what is the hindrance, you know? i think we need to look at that, as well. >> commissioner cohen: let me just jump in here because we are talking specifically about

the budget, so specifically what got me on that portion, cindy, is there was a line item on the presentation side of it [inaudible] efforts. i was just trying to understand the correlation between how does the budget have to do with delay in diversity efforts. if the department said hey, we have career development, which is a legitimate thing, career development, cultivated, we're dealing with the sergeant so that they can become a lieutenant and become command staff. to that point, you're absolutely right. we need to be paying attention to the bottom and what we're filling in so that we have a command staff, we have a force that is representative of the diversity. i'd like to just really quickly, if we can pivot back to that slide, patrick, that if

you could walk us through, patrick young, it was just up, just walk us through here quickly the source of the funding that goes back to my questioning just like you're seeing, so please. >> thank you. so this slide presents -- represents a pie chart of what our sources of funding was from last year's presentation, so approximately 75% of our sources of funding comes from the general fund. we do receive approximately 7% from state revenues. another 14% comes from the airport. there are some smaller amounts from grant revenues and from interdepartmental services, but we do rely heavily upon the general fund for most of our

budget. [inaudible]. >> correct. >> commissioner cohen: and are those grants and those other revenue sources stable? for example, like, the airport? what are we expecting for this cycle budget that we're going to be balancing? how much of it is -- what is the revenues for the airport?

>> so these are numbers from last year. we do have to have some discussions with the airport to see what their projections are. the city is behind their budget process this year. the budget system was only opened last friday, and so we haven't been able to run the numbers, and we haven't had the opportunity to reach out to some of our other peers, so many of these numbers have changed, so we do have to do some work to figure out what the current -- what the current numbers should be, but we will have that prepared for the next budget presentation. >> commissioner cohen: i appreciate that, and i actually -- now, i realize i

forcibly jumping the gun, so i'd like to recognize any of my colleagues who'd like to speak. >> vice president elias: yes, president, i actually have two more questions. >> commissioner cohen: okay. i apologize for interrupting. >> vice president elias: no. i appreciate the information because there were suggestions and requests that were made on prior presentations, and it's going to see them being incorporated. i have two other questions. my first is where do civil rights for sfpd violations, where do those go and how much are they? >> so that -- that -- that expenditure line is in the city attorney's budget.

>> vice president elias: i think it would be interesting if you can get the number to us -- it's my understanding we're going to have a few of those concerns. >> yes. we can follow up with the police department and see what the expenditures have been. it's my understanding that our expenditures have come down, and the news article attributed that to the reform efforts that we put in place. >> vice president elias: okay. i haven't seen that article, so i would like to see that information, and then, my third and final question is this is going to be towards you, director henderson. i understand that d.p.a. has a lot of budgetary constraints

especially with the work they want to do, but i think it's good to provide the commission with an overview of your but yet and sort of the challenges that you're facing especially with the budget issues coming up within the next fiscal years. is he on mute? >> i was going to say our budget is a little different, but we're happy to provide an overview for you. similarly, we present our budget in a public forum typically, as well, so we're happy to present our overview as well as outline some of the challenges that we are alluding to earlier when we were talking about positions and everything.

>> vice president elias: thank you. >> commissioner cohen: okay. are there any other questions or comments? commissioner hamasaki? >> commissioner hamasaki: i think the questions that commissioner cohen and commissioner elias raised raised some good issues, but my question, and i think the board looked at cuts last budget cycle, and were any of those cuts considered in forming at least the initial portion of the budget? i know one of the big things

that came out is i guess there's horses that are millions of dollars that don't really do anything as far as public safety. can anybody really address how those board suggestions were taken into accounts? >> the board voted on the budget as they had -- and they discussed -- and they discussed those items and i believe came to an agreement but we came to find out after those hearings that that was voter mandated units, so nevertheless, all of those discussions happened internal to the budget and

finance committee and board of supervisors, and their decisions, and what we presented tonight is reflective of those decisions, so the academy class cuts and overtime cuts. >> okay. i guess, pretty cohen and vice -- president cohen and vice president elias and commissioner brookter identified just walking on the street, i think we're all aware that the city is having a real hard time right now financially, and it's just i'd imagine it's pretty scary for everybody, and we should be prepared to address the coming realities of this -- i don't know if it's a recession for depression, but it's just beating up san francisco pretty badly right now. so i don't have any specific thoughts beyond that, other than just it looks pretty scary out there beyond tax revenues for the city.

>> commissioner cohen: is that -- >> commissioner hamasaki: that was it. i'm finished. >> commissioner cohen: all right. seeing no other folks that want to call on this item, i'm looking to more thoughtful conversation on the budget. remember, we are not your adversary, we are on the same team and want incredibly important things for the budget as well as the community. all right. let's go, sergeant youngblood. what's next? >> clerk: public comment. members of the public that would like to make public comment regarding line item five, the department budget process, please press star, three now to raise your hand.

and president cohen, it does not appear that there's any public comment. >> commissioner cohen: all right. good. let's keep going. next item, please. >> clerk: next item is item six, presentation of the monthly collaborative reform initiatives, c.r.i. updates. discussion. >> thank you. executive director mcguire will present on this. thank you. >> okay. stacey, if you can bring up the presentation, please. thank you very much. we can go to the next slide. as you can see, we are still making progress on our collaborative reform submissions to the california d.o.j. in the months of november and

december, we had four -- four recommendations of december and 14 recommendations moved to substantial compliance. that means that cal d.o.j. has sort of rendered their opinions on the submissions that we sent through and determined that those submissions are in substantial compliance, and they are in the graphs here. you can see we also sent a fairly large number of presentations to the prescreen process, and you'll remember that the prescreen process really reflects where we feel we're pretty well finished with the recommendations. we had a conversation with cal d.o.j. and hillard hines and the -- and if they feel it's

ready for submission, and if they feel it's ready for submission, we send it on in. we've got 16 more recommendations in external review and 41 more recommendations in external validation. at the time at the end of december, we had 113 recommendations in substantial compliance, and i believe that we have gotten to 130 as of last week. next slide. the use of force recommendations, we've complied with four of those and seven in review with our partners. some of the more substantial accomplishments for the months of november and december had to do with the firearm discharge review board, and both evaluating policy and including training in the fdrb and really looping back that information

into the academy course work, so we can go to the next slide. for bias, we have three recommendations to go into substantial compliance, and there are 12 in external review and/or validation. some of the major accomplishments in the bias objectives were that we had six recommendations go to submission as a result of really documenting our cleaning process for the soft data collection systems data that we -- that all of our officers information. it's a wealth of analytical information that we gather from that data. we also created a couple of

roll call trainings for 5.17 and 11.07 after the commission had approved those, and then, the bias investigation protocol was updated and formalized and then i.a. unit order. next slide, please. for community and policing, with he have five recommendations go in to substantial compliance, and 17 recommendations are currently in review. the academy was able to focus on exhaustive needs analysis across the entire department, so trainings related to accountability, use of force, community policing, and retention, and that got us one recommendation there, and then, we also identified some critical trainings that allowed for an auditing clearinghouse -- sorry,

outsiditying and clearinghouse systems are now implemented that allow us to identify trainings. next slide. for accountability, ten recommendations in substantial compliance, and we still have ten recommendations in review, and we had bulletins that were -- so we implemented a process to ensure that bulletins were accompanied by the appropriate training and supervision, and we've also done a similar process for d.g.o.s, as well, and we have implementation working groups that have been set up for those d.g.o.s, as well. and next slide, please. and then finally, for recruitment hiring and retention, we've one recommendation go into substantial compliance with 11 that are in review. the -- two recommendations that

were of note were related to publishing transparent data statistics of sworn demographics, and that d.h.r. and sfpd adapted components of the ph e. tests, so again, the chief was mentioning this earlier. -- p.h.e. tests, so again, the chief was mentioning this earlier. so with that, i think that's the last slide -- oh, yes, the year in review. the real focus here is just that last section really calling out the work and the progress that we've made in 2020. we had 73 recommendations moved to substantial compliance in 2020. we had 57 additional recommendations that were completed, which totalled 130 recommendations in 2020 alone, so we're now at a total as --

from our internal look of 170 recommendations either in substantial compliance or already in review with our collaborative partners, and that will complete my presentation for c.r.i. >> commissioner cohen: okay. great. colleagues, any questions for ms. mcguire? please just raise your hand. hamasaki, is that a scratch of the neck or no? brookter? all right. seeing none, thank you for the presentation. i think we can move onto the next item. >> thank you. >> commissioner cohen: thank you, sergeant. >> clerk: so public comment. for members of the public that would like to make public comment on-line item six regarding the collaborative reform initiative, please press star, three now.

and president cohen, i see no public comment. >> commissioner cohen: okay. i just want to say in summary, there have been a total of 130 recommendations completed for a total of 170 recommendations as of december 31, 2020, is that right? >> that is correct. >> president cohen: so what is the plan to implement those 170 outstanding recommendations? >> that is a great question. so through phase three, which we expect to be complete this spring, we expect to have

94.48% of our recommendations complete. >> president cohen: by 20 -- this year? >> yes. >> president cohen: okay. that's great. >> i think the momentum that we continued, we're expecting about 20 to 30 recommendations that will be outstanding after the completion of phase three, and at that point, we'll -- and in the next few months, we'll be working with cal d.o.j. and other partners to really determine how we plan to plan, so for those couple other recommendations. >> president cohen: so you've been around for a while, and you've seen transitions of power from one president to the

next. we're getting ready to go into another transition. how do you see the this transition impacting what we're trying to do here in san francisco with these recommendations? >> you know, before 2020, i might have tried to read some tea leaves, but it is 2021, and i don't think i could even begin to make that prediction. >> i'll weigh-in on that, president cohen. just based on what the vice president and president-elect have said in the last few months, i think you're going to see some shifts back to the usdoj supporting this reform work. it was done up until 2017, and it was suspended, and just based on a lot of what's been

said up to this point, it would not surprise me to see that type of support. there's a lot of interest on federal level reenvisioning policing and police reform, and i think you're going to see a lot more activity from our federal government on being active and pushing this issue forward. >> president cohen: do you think that that active, that heightened awareness and commitment would bring dollars, as well? do you think that there'll be federal dollars that will be able to pour in our budget to achieve these recommendations? >> on the current path, i would say yes because that's how our political reform, that's what the federal government was saying to pay for consultants and expertise and all of that, so if the past is any indication, i would say yes, it

will. i think this work is important enough. >> president cohen: okay. thank you. i have no other questions. let's keep moving. >> clerk: all right. line item 7, presentation regarding the outer vest carrier, discussion. >> president cohen: before we go to item 7, let's take a ten-minute break, folks. we've been going >> president cohen: go ahead and come back at 8:48 p.m., and please call item seven. >> clerk: line item seven, presentation regarding the outer vest carrier. discussion. >> thank you, sergeant

youngblood. acting captain aaron lozano will make this presentation for the department. >> thank you, chief. well, good evening. >> president cohen: welcome, captain lozano. >> my name is lieutenant aaron lozano, and tonight, i am going to be reviewing the outer vest carrier. i do expect the presentation to last under ten minutes. i hope to highlight first the injury frechx for our officers -- presentation for our officers by reducing the weight on their gun belt and to present a nontactical look, mirror our current standards

and be both comfortable and functional for our members, and sergeant youngblood, if you can just pull up all the items on the -- that would be fantastic. thank you very much. so going right into the slide number one, what is our outer vest carrier solution, it is an outer vest carrier produced by point blank. we custom designed the outer vest carrier to mimic the look of our current uniform standards, being our class b or wool uniforms or class c or d.e.a. uniforms. in total, we've been working on this project for close to two years now. another component of the solution is our color matched pouches for our equipment as well as ample storage pockets for necessary and required equipment. all officers that are wearing the outer vest carrier will now

have the ability to both carry and access a trauma kit regardless of their assignments, availability of police vehicle, etc. and what i mean by that is officer on foot beats or officers on bike patrol or should officers in motorized patrol leave their vehicle in a hurry and not have the opportunity to grab a trauma kit when it's necessary, if they have them on their outer carriers, it will save lives. these will carry a minimum of two tourniquets, sealing gauze, trauma gauze, nature can, and

gloves. so what were some of the -- go back. appreciate it. so what were some of the key factors in us even considering outer vest carriers? well, part of it was officer injury and prevention. the leading cause for officer injuries is the gun belt, and research has shown that the key to reduction in back injuries is the redistribution of both the equipment and the weight from the gun belt and onto the torso, and then, there is an impact to our department. so annually, about 5% of our department files back injury claims -- workers' comp back injury claims. annually, about 7% of our department is receiving

payments to include wages and medical bills, and ultimately, that boils down to less officers being able to work due to back injuries. before we move onto the next slide, the next four slides are photographs, and you'll see the officers do have the outer vest pouches that blend into their uniforms so you cannot see the equipment. it assists in carrying large cell phones and all kinds of forms and business cards. you will see a reduction of clutter. you're going to see properly fitting uniforms for a professional look, and then you're also going to see a

uniformed look for members that are either wearing their body armor concealed which is under a uniform shirt or in an outer vest carrier. so with that being said, sergeant youngblood, if we can go to the next slide, please. thank you. so what you're looking at here in photo number one, on the left, this officer has all of his required equipment, plus he has a cell phone holder and a tourniquet on his gun belt. that's the officer on the left. the officer on the right has all of the same equipment as the officer on the left but he's able to carry his cell phone in the pocket described as well as his tourniquet as you can see in the pocket notated by the red cross, thus reducing necessary clutter, although he did choose to carry

his handcuffs on his back, and that would be the officer on the right. sergeant youngblood, if you can go to the next slide, please. thank you so much. photo number two, you'll see the officer on the left. she has a tourniquet in a holder. her chest pocket, you can see, is bulging from the cell phone. due to her smaller waist, her tourniquet holder and her key holder are covering about 50% of her back region along the gun belt. the other officer has all the same equipment. she is storing the tourniquet in her outer vest and she also has reduced clutter along her back which over time will reduce and help prevent injury to the lower back. sergeant youngblood, next slide, please. so on this slide, you'll see the officer on the left.

he has a disposable glove holder on the small of his back. that officer was also wearing a 511 b.d.u.-style uniform. it fits rather large on the front and the back as it balloons just over the gun belt. the officer on the right there, he has all the same equipment with his outer vest carrier. the officer on the right is able to accommodate the disposable gloves in the trauma kit, thus reducing clutter along his back, as well, and preventing injury over time, and if you note, the officer on the right is wearing a first tactical b.d.u. vest and pant which helps to promote the professional look that we're

going for. and if you look at the back of either photos, you can see the officer's back on the right side, it's much more of a cleaner look, whereas on the left, it's much more of a large fitting shirt. and then sergeant youngblood, next slide, please. and this'll be the last photo we look at. so the officers here, the one on the left, is wearing all of his required equipment on his gun belt. his uniform shirt is too big, and it is drooping over his shoulders. i actually asked him why it is, he said it is to accommodate the bulky concealed armor that he's wearing under his uniform shirt. the officer in the photo on the right is able to wear all the same equipment plus more between his outer vest carrier and his gun belt, and you'd take note, his vest shirt is

properly sized and that goes to the professional look that we're going for. sergeant youngblood, next slide, please. and just our final thoughts. so adding a vest carrier to the contract gives officers the decision to wear soft armor which will be in under the shirt or outer vest carrier. the outer vest carrier will give the officers the ability to carry more equipment in the vest trauma kit and all of their necessary equipment, and the outer vest carrier will be a new item that officers will be allowed to purchase with their uniform allowance. with that final thought, that was -- that is the conclusion

of my presentation, and i thank everyone for their attention. >> president cohen: great. thank you for your presentation. colleagues, do we have any questions? it's pretty thorough, self-explaining. do we have any questions? d.j. is giving us thumbs up. all right. thank you, lieutenant lozada. this is just a discussion item, colleagues, so there is no action needed on this. i think we need to take public comment on this, if i'm not mistaken, sergeant youngblood? >> clerk: yes, president. >> president cohen: okay. let's go ahead and open up the phone lines for public comment. >> clerk: if there are members of the public that would like to make public comment on-line item number 7, please press star, three now, and president cohen, we have one caller so far. good evening, caller, you have two minutes. >> hello, everyone.

this is gloria berry. can you hear me? >> clerk: yes. >> okay, wonderful. i wanted to comment on a few of the items, and i couldn't get through. it kind of sucks when you're the only caller trying to get through on the draw. on the subject of the vest, i definitely have eight years law enforcement experience and 13 years military experience, and i know for a fact that utility belts have done a lot of damage to my back. people might have seen me walking with a cane a few years ago. it's definitely to the damage that's been done to my back over the years. also, i would like to add that [inaudible] but i tried to call in each time. i think that on the budget, that i hope that everyone looks at the money that was saved with the giants and the warriors not playing, all the police presence utilized for that. i hope that money has been considered that's not being

used. and also, i wanted to speak about that i did have concern about justification of the budget being for diversity for hiring as a talking point. i'm not sure if there's a true legitimate effort with that being done, and i also wanted to thank president cohen for addressing keeping reports by the chief in d.p.a. brief. it's much more time to go through several items and we won't be here until 1:00 in the morning. thank you. >> clerk: and president cohen, that is the end of public comment. >> president cohen: all right. thank you very much. let's move onto item 8, please. >> clerk: line item eight, discussion and possible action to approve draft department general order 6.09, domestic violence, for meeting and

conferring with the san francisco police officers association as required by law. discussion and possible action. >> president cohen: thank you. >> thank you, president cohen, and sergeant youngblood. i'm just going to do a quick introduction and say a few words and then turn this over to deputy chief lozar, and i just wanted to thank deputy chief lozar and many others who worked on this work, because they really played -- tony florez, who i see is on the call. sorry i missed you, tony. they played a huge leadership roll getting what i think is a really good product of a policy upgrade and a domestic violence

manual that will provide policy to the officers. beverly upton put a lot of work in on this. emily merase, former director of the council on the status of women, and i just wanted to point those out, and i will turn it over to deputy chief lozar. >> okay. thank you very much, chief scott. good evening, president cohen, vice president, elias, members of the commission, chief scott, director henderson, members of the department, and members of the community. i'm deputy chief david lozar of the investigations bureau. this evening, i'm joined by commander sergio chin along with invectors florez and keen who are subject matter experts. if we can get -- inspectors florez and keen, who are subject matter experts. if we can get the slide up,

sergeant youngblood. department subject matter experts in the department of police accountability, d.a.s office, department other the status of women, and the domestic violence consortium began to work on a proposed domestic violence and intimate stalking manual for patrol officers. based on a survey of domestic violence manuals in law enforcement agencies, the manual will incorporate the best practice procedures on tommics such as legality legality -- topics such as legality and others [inaudible] and created an officer reference card that summarizes key provisions of the domestic violence procedures. as chief scott mentioned, there were so many people to acknowledge. the updated d.g.o. and manual was created in partnership with the san francisco police department special victims unit, the d.p.a. and several

groups and community organizations and city departments that met from 2016 to 2020. it truly was a collaborative effort and really is a model in terms of building policy in the department. we had the language access working group, the deaf and hard of hearing working group, the department on the status of women [inaudible] the department of police accountability, the san francisco district attorney's office, the san francisco adult probation department, the community united against violence, safe and sound, the domestic violence consortium, women in -- san francisco women against rape, the asian institute against gender-based violence, and the cooperative restraint order clinic. there are so many people that comprise these organizations, i'd just like to point some of them out.

first, beverly upton, brad allred from the d.a.s office and liz tarkey who, back in 2016, really pushed us to change our policy. sam [inaudible] who spear headed a lot of this work, along with sharon wu who finished up this work at the d.p.a. elise hansel, kimberly cross, [inaudible] from the department, captain bailly, captain dangerfield, captain chin, lieutenant williams, inspector florez and inspector keen. i'd also like to thank justin mcguire along with assistant chief redmon, and we could not have done this without chief scott. the chief encouraged us to move forward and get this policy

done, and we are here today, graceful for chief scott's leadership. domestic violence is a serious community problem which affects individuals of all races, religions, gender identities, and socioeconomic backgrounds. it affects people of all ages, including seniors and youths. victims of domestic violence and stalking will be treated with dignity and respect and will be given all available assistance by sfpd personnel responding to incidents of domestic violence. the san francisco police department is committed to breaking the cycle of family violence providing a consistent, professional, and effective response to domestic violence incidents. the purpose of this manual is to assist patrol officers in their investigation and documentation of domestic violence events. the updated d.g.o. and manual updates the crucial role that officers play when they are first responders to a domestic violence call for service. the manual sets forth the

investigative steps that the officers should take to set forward and document the event. the manual addresses communication protocols for populations for limited and non-english proficient, deaf and hard of hearing, gender variant, and nongender binary. the current department general order before you this evening is a very comprehensive policy that we feel both the policy and the manual will serve as an example not only to various law enforcement agencies but agencies throughout the state if not the country in terms of not only the collaborative effort put together but also the content. on this slide, slide six, sergeant youngblood, the changes to d.g.o. 6.09 have to

do with definitions of stopping dominant aggressors, performing a legality assessment, identify strangulation, and using caution when deciding both parties are to be arrested. it also goes into collection of evidence, escorts and civil stand byes, incident report requirements, and a whole list of training that will come along with this. one of the things that i'd like to point out and be very clear about is that this newly proposed department general order and department manual will in fact hold the same weight and will require the same level of compliance and accountability in the department so all members must comply with both aspects of the possible, both the department general order and the department manual. next slide, please. in terms -- and next slide after that. in terms of the department

manual, it's 41 pages. it has 28 topics. as you can see from this list, very comprehensive manual that will guide officers in the work that they need to do; that it will ensure that no stone is left unturned; that it will make sure that preliminary investigations are comprehensive, which will greatly assist not only the victims but also the investigators that will be following up on these investigations during the incidents or the day after. next slide, please. in emergency room its of the specifics of the manual, it encompasses a few areas. it emphasizes the vital role that officers play in domestic violence incidents, and the steps to obtain and enforce restraining orders. it incorporated legality assessment, a nationwide practice that prevents loss of life and serious bodily injury in domestic violence cases. i'll have you no he that this has been a pilot for a while in

the bayview, but our plan is to roll out legality assessments citywide. it highlights signs of strangulation and investigative protocols because of its exceptionally strong predictor of legalities, and it discusses dominant aggressor factors and includes a checklist for domestic violence investigations and relevant department bulletins and general orders. next slide. this is an example of the domestic violence legality screen. this is what officers in the field -- currently, they're using this in the bayview, also the upper bay phone app. the paper version of this will be rolled out citywide, and it gives us the opportunity to examine the threat of the victim and the potential for further violence on the victim, and it's a great tool that is used -- that will be used by the patrol officers and

followed up by the investigators. next slide. these next four slides have to do with a supplemental checklist. years ago, we had a two-page checklist, now a four-page checklist, and essentially the improvements on all four of these pages have to do with children being present, additional diagrams of the body, medical treatment, and then firearm and weapons, strangulation, suspect threats, and risk identification. this really gives the officers an opportunity to not miss anything but also to be as thorough as they possibly can when investigating domestic violence. next slide, please. we can move onto slide 15, if you wouldn't mind. this is an advocate referral form. this referral form is filled out by the investigator. the domestic violence advocates have being assess to this information and helps us do that warm hand-off from the victim to the special victim's

unit to the district attorney's office to really support them. next slide, please. these two final slides are -- are special victims follow up cards. these special victim cards will be possessed by every officer in the department, and we encourage everyone as part of the policy to pass out these cards and provide this information. i say encourage, but it's mandated in these investigations that our victims and our witnesses and families get this important information for follow up. last slide, please. last slide, one more. the final thing i'd like to say before, of course, we'll take questions, and i have the subject matter experts here to assist me, but for the community that's listening tonight and the public that's watching this presentation, we really want to encourage if you are a victim of domestic violence, to please call the police department and let us assist you and let us support you. we always are concerned about

underreporting or families not reporting domestic violence, but we're ready and willing to assist, and with that, i'll take questions. thank you. >> president cohen: commissioner hamasaki. >> commissioner hamasaki: thank you, president cohen. i just wanted to say a big thank you to everybody that was involved in this. i know i spoke to members of the working group during the process when things got a little bit sticky at times, and there were things put in place for a stronger and more fuller d.g.o. the fact that the manual is equally enforceable as a policy, i think, is something that was a concern earlier in the process, but what you're

saying now is it's the exact same thing, commander. is that accurate? >> yeah, that's accurate because as the police department adopted d.g.o. 6.01, that's a department policy that must be adhered to. >> commissioner hamasaki: okay. i saw in the use of civil stand byes, which are pretty standard to keep no further incidents from happening. it's a role that the department plays in keeping further crimes from happening again, so i'm glad to see that in there. i don't have any questions. i just wanted to say a big thank you to everyone. this is a domestic violence investigation, and it is incredibly important, and the

reason there's a manual is it's hard to learn to do it right. i guess i had a question that i had written down. where is the group or the department at on training on all of this? i know there's a ton of new materials here, and how soon is that going to get rolled out? >> well, what we're looking for, too, is once we have this adopted, and of course, we have a meet-and-confer process, but simultaneously, we're thinking through all the aspects of training. elise hansel, department on the status of women, have come up with some ideas. i know they very much want us to hit the ground running. i think we want to use technology like vimeo to get the word out to officers. i know i went over it quickly, but on the slide, there's about five or six things we want to do to get the word out. 41 page manual, a lot of material, and five or six-page

list, it's a lot of materials, but we want to get it right, and we're already thinking about it right now. >> commissioner hamasaki: great. thanks so much, and thank you to everybody who worked on this. >> thank you. >> president cohen: any other commissioners want to lend their voice? all right. none? okay. thank you for the thoughtful presentation that's thorough. do you have subject matter experts that want to speak or contribute in any way? i don't know if they're able to. i'm looking at you, commander. >> yeah, they're here to support me. they're like the phone-a-friend, but they're definitely here. they're subject matter experts, inspectors florez and keen, and they train all the department members on this topic. >> president cohen: that's

amazing. i appreciate that training. it's so important. sergeant youngblood, let's take public comment. >> clerk: for members of the public that would like to take public comment on-line item eight, d.g.o. 6.09, domestic violence, please press star, three now, all right, and we have one caller. good afternoon, caller. you have two minutes. >> hello? >> clerk: hello, caller. you have two minutes. >> hello? >> clerk: hello? >> yes, am i on? >> clerk: yes. >> pardon me. very quick. good evening, president cohen, chief scott, police commissioners, deputy chief lozar. this is former prosecutor, 31 years at the d.a.s office, liz aguilar tarkey. many of you are my friends, and

i prosecuted domestic violence under three administrations. i want to applaud the collaboration of the police department with the domestic violence community and so many people already mentioned, of course, by deputy chief lozar on this draft. i urge you to adopt it. san francisco has also been at the forefront of innovation, and this could be a model for police departments all across our state. i was honored to have worked on this project closely with beverly upton and others that i won't mention or i'll exceed my two minutes. so i urge the adoption, and there will give our wonderful san francisco police officers the guidance and tools they need to properly investigate all cases of domestic violence and stalking and to keep victims and families safe. >> clerk: thank you, caller.

and commissioner, there are no further public comments. >> commissioner hamasaki: if we are ready, i would move to adopt the d.g.o. and the -- and the domestic violence manual. >> commissioner brookter: and second. >> commissioner hamasaki: president cohen, we can't hear you. >> commissioner brookter: vice president elias -- oh, she's having some technical issues, it looks like. there's a little triangle. do we rochambeau.

>> commission secretary, are we out of quorum? >> clerk: we are out of quorum. >> okay. can we take a break while we reconvene? >> sergeant youngblood, beverly upton called in and wanted to comment. she texted me, saying she's trying to call in. >> commissioner youngblood, without a quorum, we shouldn't proceed with the meeting, so can you please pause and have miss upton be the first person to proceed once we have a quorum. >> president cohen: hi, i'm back. >> clerk: all right. >> president cohen: so we should have a quorum. >> clerk: i think commissioner

de jesus is back, so we do have a quorum. >> commissioner dejesus: okay. i've been here, so cindy's the one who's offline. >> clerk: okay. perfect. and so president cohen, there's been a motion and a second to adopt -- to adopt this. >> we also had one public comment in the queue. >> president cohen: okay. let's go ahead and take public comment, so we'll go ahead and take the motion. >> sergeant youngblood, both vonne and beverly upton are trying to call in, but they're having trouble get through, so if you could explain how to do it. >> clerk: sure. if they're logged in to webex, they can press star, three. if not, they can call 415-655-0001 and enter the meeting i.d. 146-768-4167.

press pound, and pound again, and then star, three. >> president cohen: are we waiting on public comment? >> clerk: yes, commissioner. >> president cohen: okay.

>> yeah, sergeant youngblood, it seems like they're having difficulty, so i'm not sure... >> clerk: copy chief. unfortunately, even if they're on the line, everybody's anonymous, so i'm not able to, like, pick them out unless they press star, three. here's one. >> hi, good evening,

commissioners. beverly upton -- >> clerk: go ahead. you have two minutes. >> oh, good evening, commissioners. beverly upton, san francisco domestic violence consortium. can you hear me? >> clerk: yes. >> okay. very good. i just want to thank the community, all the leadership at s.v.u., the rank and fall, tony florez, john keen, and wilbur williams -- can you hear me? >> clerk: yes. >> okay. this process really started four years ago, so i -- can you hear me? >> clerk: yes. >> okay. so any way, i just wanted to

thank everybody. we started this process almost four years ago with liz tarkey and tony florez, and it's really grown over the years. you heard all of the community-based organizations and leadership from the police department. we really think that as a next process will be training. i'm so sorry. i can hear lots of conversations. the training will be so important in this, and will help elevate domestic violence in the lgbt nonbinary community, and so many more. the deaf and hard of hearing community will benefit from this, every san franciscan will benefit from this. we want to thank the department

of police accountability for helping us do this, and thank you for your patience and helping me get through. it's been an honor. thank you. >> clerk: good evening, caller. you have two minutes. good evening, caller. you have two minutes. >> hi. this is [inaudible] with bay area legal aid. are you able to hear? i'm not sure i have a good connection. >> clerk: yes. >> okay. i just wanted to thank members of the community that worked on this as well as sfpd, all members of the working group, thank you for pushing this through after four very long years of working on it. it was a true community effort, and i think that the final

product is a really important manual and d.g.o. and go a long way towards protecting domestic violence survivors and san francisco for a very long time. i just wanted to draw attention to the civil stand by issue that was mentioned earlier. it's one of those small practical things that takes place in the trenches and on the ground that survivors have dealt with for years, and the fact that it has made it into the manual and the fact that it's been a collaborative process to get the language right, so i'm very grateful that the working group and the department took those concerns seriously from the community and from our clients which are the ones that we're all here to work for and here to protect, so thank you very much for that, and i do appreciate all the participation of the

working group and community to get the d.g.o. passed, and thank you very much. >> clerk: and commissioner, that is the end of public comment. >> president cohen: thank you. all right. >> clerk: and president cohen, you do have a -- a motion from commissioner hamasaki, and a second from commissioner brookter to approve formal meet-and-confer. >> president cohen: all right. and colleagues, it looks like we can take this without objection. all right. without objection, this motion passes unanimously. thank you. sergeant, please call the next item. >> clerk: line item 9, publg comment on all matters pertaining to item 11 below, closed session, including public comment on item 10, vote whether to hold item 11 in closed session. sit, if members of the public would like to vote on item

number 9, please press star, three now. and there is no public comment, commissioner. >> president cohen: all right, great. so i'll -- i think we take a motion to go into closed session? >> clerk: line item ten is to vote to go into closed session. >> president cohen: all right. call line item ten and let's take a vote. >> clerk: line item ten, vote on whether to hold item 11 in closed session, san francisco administrative code section 67.10, action. >> president cohen: is there a motion? >> commissioner hamasaki: so moved. >> vice president elias: seconded. >> president cohen: all right. if we

>> president cohen: motion made by hamasaki and seconded by commissioner elias. next item, please. >> clerk: item 13, adjournment, action item. >> president cohen: okay. we need a motion and a second. >> so moved. >> second. >> president cohen: item passes without objection. good night, everybody.

>> san francisco mayor london n. breed. for persons who wish to ask questions, include your name, outlet and up to two clearly stated questions in webex chat. and now we welcome mayor london breed. >> thank you so much. and good morning, everyone. i am excited to be here today because we know that most recently we have a vacancy in

the city administrator's office, and i am so proud to announce that i am nominating carmen chu to serve as san francisco's city administrator. many of us know carmen over the years. she has served the city and county of san francisco since 2005. she currently serves as our assessor recorder and in that role she is responsible for managing a team of over 200 people. under her leadership, the aassessor's office has reversed a decades old backlog of assessment cases and generating $3.6 billion in property tax revenue annually to support public services in san francisco. had it not been for carmen's leader snip that role, we would have a budget that was deficient in the amount of $3.6 billion. that gives you an indication of how amazing and how valuable she is to san francisco.

such achievements have earned her office the prestigious 2020 good government award, an honor recognizing excellence in public sector management and stewardship. she currently serves on the san francisco employees retirement system board where she oversees the investments and policies of a $26 billion public pension system in san francisco. assessor chu has really stepped up during covid to lead our economic recovery task force as one of the co-chairs. this was not in her job description, nor was it her responsibility, but when i called carmen to ask for her help because we needed all hand on deck to address the challenges that none of us thought we would be dealing with with covid, she immediately said yes. and with her leadership the task force developed 41 recommendations and policy ideas to make the city's economy stronger, more resilient, and

more attainable. prior to the career as assessor, she was an elected representative of the board of supervisor. when she served as budget chair of the board of supervisors, there was no one who was more fiscally conservative and focused on equity and serving the public's best interest and made sure we understood the value of every single dollar we spent. there was no one more of an advocate in that role than carmen chu when he served as the budget chair of the san francisco board of supervisors. she also served as the deputy director of public policy and finance for gavin newsom when he was mayor. she's been actively engaged in really changing bureaucracy in san francisco on so many levels. and just to go back to some information about the assessor recorder's office which was experiencing a lot of challenges, a lot of

uncertainty, a lot of confusion, the work that she did to put everyone for the most part on an electronic system and to re-organize the files in that system was pretty amazing. now, i know it's very bureaucratic and very technical, but to make san francisco work in a more efficient way that provides information to the public in a way that people can understand so that they can pay their taxes and they can do whatever business they do with the city t work she has done has really been about making sure that the average, everyday citizen in san francisco who is not connected to city hall, who is not involved in city hall in any way, that they have a voice. and they have some level of understanding and access to the resources we provide. she is the only asian american woman elected as assessor in the state of california, and she is the daughter of immigrants. her family worked hard to make sure she had some amazing

opportunities to succeed in life, and boy, has she made them proud. the city administrator's office consist of more than 25 departments and programs that provide a broad range of services to other city departments and the public. and ladies and gentlemen, i am so honored to introduce the next city administrator for the city and county of san francisco, assessor recorder carmen chu. >> good morning, everybody. first off, i just want to say thank you so much, mayor breed, for your confidence in me. i am humbled and i'm honored by your nomination, so thank you so much for this opportunity. >> thank you. >> if confirmed by the board, of course, i look forward to working not only with you but also with the board to make sure that we continue to move san francisco forward. i want to speak a little bit

about my parents as i start off with the this. my parents were immigrants. mayor breed spoke about this a little bit ago, and my parents had a small restaurant and we all grew up, my sisters and i, working in that restaurant. i tell you this and i share this with you because so much of our service and so much of what we do in life is grounded by our life experiences. how we were raised. the people who loved us. those who supported us. those were part of our lives. and what they taught me was the importance of making sure that we provide honest day of hard work, and making sure you do everything you can in every single role that you play is important. but they also taught me the importance of helping those who are in need. mike like my parents, not everybody starts off with resources. not everybody starts off with money, with support, and not everybody starts off with even the ability to communicate or

speak english. and i think it's recognizing that so many people start off from different places that it's a privilege when any of us have the ability to serve in the public capacity. it is this grounding, this belief that government can serve and the belief that government can help to support people, especially in their greatest times of need that gives me the privilege and honor of working as a public servant for the city and county of san francisco. first off, i want to recognize the people of the city administrator's office. your responsibility is a big one. the span of your responsibilities serve as a backbone for all of the city's operations. and i really want to thank you, a heartfelt thank you, especially during this time this, time when we're asking you to not only carry on with that work that you do, but also to do double duty especially as we continue to respond to an active global pandemic.

this is something that is not easy. and i know that san francisco is better off for all the work that you are doing not only in your existing roles but also in the extra work that you are doing to make sure that we respond to with the best way possible to serve is city well. to the people of the assessor's office, and i simply put and i want to tell you that i will miss you. we built a really great team in the assessor's office and we have accomplished so much. and things that seemed insurmountable to do and reversing a decades backlog and exceeding revenue expectations in half a billion during my time. and making sure we are completely overhauling outdated tools and systems that we have in our office. these may sound boring to many people, but honestly, it is this kind of attention and this kind of work that really drives change and excellent public

service. i want to thank each and every person in the assessor's office. i enjoy working with you on the professional growth and challenges that you took on and i hope you will carry on the accomplishments and legacy with you as you go forward. and finally, i want to close by recognizing and thanking the contributions as city administrator naomi kelly. i understand your decision was a difficult one. and thank you for helping meet the needs of the city during the global pandemic when we needed the support to lift up so many things that we have done. the accomplishments are not to be diminished, and icismly want to say thank you. with, that i am available, of course, for any questions. and i am really honored for this responsibility coming forward. >> thank you, assessor chiu and

we are honored that you are willing to take on this responsibility. i want to provide member of the public with information about the city administrator's office. they are responsible for overseeing animal care and control, the office of cannabis, the medical examiner's office, and the real estate division. the technology division. our community challenge grant, our grants for the arts program, the mayor's office on disability, risk management, and all of the things, many of the things that make the city run and often times we may have an interaction with any of the departments and not necessarily fully aware that they are all within the scope of the city administrator's office. it is a major responsibility, one that i know you are up for the task. and i am excited and grateful that you are willing to put your hat in the ring and allow yourself to be nominated for such a position. so thank you so much again,

aseser to -- thank you, assessor chu, and with that we can open it up to any questions. >> thank you, mayor breed. before we start the question and answer portion, we are going to take a moment to allow reporters to submit questions on webex. . >> okay. no questions, leo? >> thank you. okay. when mayor breed, the first question comes to you from joe

with kqed. mayor breed k you ask ms. kelly to resign? if so, or if not, why? >> well, many of you know better than to ask about personnel issues. the fact is we cannot discuss them. so we will not be discussing anything regarding anything that is personnel related. >> thank you, mayor breed. and should she be confirmed, are you tasks carmen chu with any specific tasks to address the allegations of corruption within the city that would be in her purview? what are those tasks? >> so just to be clear, last year when many of these allegations first began to surface, i immediately sent out an executive directive asking our city attorney and our controller's office as well as all city departments to not only investigate many of the allegations but to also look at

ways in which to strengthen our policies so that we can make sure that the things that we saw happen or that people were being accused of are not easy to be able to happen moving forward. so what we did was to make sure that people are on alert when they are making recommendations and changes to the policies for the department. and there is not a doubt in my mind that carmen chu will manage her department and make the appropriate changes necessary to address many of the challenges that we have heard over the past year as it relates to some of the department. >> thank you. and if i could just add to, that i think in any person who is assuming a role whether you are leading an organization as the assessor or city administrator, one of the things all of us will be doing is looking very, very closely to make sure we have the systems in place to ensure that

there is transparency and how we're delivering the public service and how it is that we run our organization. these are all things that i am absolutely committed to. it is a fundamental piece to make sure that we have public trust. >> and there is no public servant more respected, who has more integrity, who just basically is one of the most incredible, admirable persons that we have serving the city and county of san francisco than carmen chu. >> thank you, both. there are no additional questions for mayor breed. the next question is for assessor chu from ktfs. as the first chinese female administrator, what does this mean to you? >> i think this is -- this is always a heavy responsibility. i recall back when i served on the board of supervisors. at that time when i was nominated to the role, i was the

only elected, only chinese american supervisor serving in the entire san francisco board of supervisors. and since that time much has changed in the city, but i think any of us, any of us who fill these roles understand that we play a very important spot in making sure that not only do we lead the way but we also create opportunities and how people see no matter where you come from, no matter where you start from, there is an opportunity for you and a seat in government that no matter whether you had resources coming in or whether you were immigrants, that you have the opportunity to serve. and so i think serving as the first chinese woman as a city administrator, i hope to be able to to put my mark on creating a san francisco government that works well, that earns your trust, that is delivering services that you can be proud of in san francisco.

>> okay. one moment. >> an i thought someone was going to ask me about taxes. >> the only questions about taxes is why is my bill so high? >> indeed. >> and the next question is what's carmen's first responsibility after the nomination? and that comes from sky link. >> i think immediately especially during this time when so much of the city's response to covid is important, it is very important to make sure we continue to deliver on what is necessary and respond not only from a public health perspective, but also to support the city in the economic recovery. first and foremost, that has an impact on the lives of residents and operations. a big focus right away will be starting to take a look t a

making sure we continue to support the efforts. that we do that in an excellent way and we also look forward to the future means. in addition to that, we're going to continue to look for more efficiencies. what's going to happen is we're going to go through a very tough time. i think the city is understanding that not only are we going to be coming to recovery, but that will mean we have fewer resources at exactly the time when san franciscans need us the most. and that will really require that we do more, that we work harder, and that we're creative in terms of how we deliver the best services possible to the city. so in my role we're going to be taking very much a close look at this recovery effort, how we support that recovery for the city as well going forward. >> there are no additional questions. this concludes today's press conference. thank you, mayor breed and aseser to chu for your time. if you have questions, email the mayor's press office at

sfgov.org. thank you. >> thank you. >> thank you again. . . . >> good morning and welcome to the newly reconstituted rules committee of the san francisco board of supervisions for the first committee meeting of the new board. my name is aaron peskin, joined by new vice chair supervisor rafael mandelman and newly elected member of the board of supervisions and member of this rules committee, supervisor connie chan for today's meeting of monday, january 11, . mr. young, do you have any