>> president cohen: please take roll. [roll call] president cohen is in route. vice president elias you have a

quorum. >> vice president elias: welcome everyone to tonight's meet. please join me by placing your hand over your heart by saying the pledge of allegiance. [pledge of allegiance] thank you. sergeant, call the item. >> first line item is general public comment. at this time, the public is now welcome to address the commission for up to two minutes on items that do not appear on tonight's agenda but within the subject matter jurisdiction of the police commission. under police commission rules and order, neither police nor commissioners are required to respond to questions by the public but may provide a brief

response. comments or opportunities to speak during public comment are available via phone by calling 415-655-0001. entering access code, 187 569 7880 press pound and pound three. you may submit public comment in either of the ways. e-mail the secretary of the police commission or written comments maybe sent u.s. postal service to the public safety building located at 1245 third street. we have a number of public comments. >> vice president elias: i'm going to ask to open public comment for half hour and we can

come back and continue it at the latter part of our agenda. thank you. >> we're going to be starting public comment at 5:40 p.m. good evening caller you have two minutes. >> thank you, i am emily lee, i'm director of san francisco rising. i wanted to make comment about joining the calls for defunding the sfpd and refunding our communities and also to speak to the issue related to the sf police department budget, doesn't reflect the calls to san franciscans to invest in the

community. especially as related to alternatives to policing, one specific way that many community members are supporting that is through the compassionate response team cart program. we want to advocate fund to go to c.a.r.t program. there's police commissioners elected leaders move away from the police response to social concerns. we like the police commission to identify big reduction to the police budget as part of this bigger conversation around addressing racism and over policing of black and brown

communities. that's it. that's my public comment. thank you so much for your time. >> thank you, caller. good evening, you have two minutes. >> hello, i'm jean bridges. i'm calling from wealth and disparities in the black community. we met with the department of police accountability last week related to the d.p.a. report on killing of mario wood and the d.p.a. correspondence with san francisco police chief related to mario woods report. my comment and questions have to do with that. first question is has the police commission reviewed that d.p.a. report on the shooting of mario woods and the correspondence between d.p.a. and chief scott sane is the commission aware that d.p.a. has not pushed back on the responses in which the chief states that he will not

follow the recommendation. therefore out of 17 like that. furthermore, police commission aware that the d.p.a. says the district attorney is the party to decide on his own whether witness police officers and shooting may wait to receive. recommendations to and donald trump letter to chief scott states, sfpd should revise its investigative protocols so that officers to a deadly force incident are interviewed prior to being removed from their shift. chief scott's response was, we disagree. we are opposed to adopting a policy requiring interviews of witness officers to be completed prior to their completion of their shift. police commission aware that

sfpd refuse the recommendation that d.p.a. made that officers not be allowed body camera footage prior to testifying. the d.p.a. recommended for sfpd protocol should be modified to ensure that involved and witness officers are fully interviewed prior to disclosure video evidence. >> thank you caller. >> my name is jesse stout. i live and work in district 6 in san francisco. i'm calling police commission today because i see lot of my unhoused neighbors living and dying in the streets. i looked at the budget slide out of the police commission meeting. i saw that the budget differential only $17.2 million

left. i was appalled to think after all the discussions we had last year, police commission and board of supervisors, we would only fund mental health and public health services additional $17.2 million out of the police budget. i'm calling to object to budget. i feel strongly much greater amount should be rededicated to the people who need it most here in san francisco. i ask that you reject police department budget so that police department can work with other departments of our city to come up with a different budget allocation where greater amount of money will come out to fund the mental health care and hospitals that we need for san franciscans to be healthy, housed and whole. thank you. >> thank you, caller.

good evening, you have two minutes. >> my name is austin. i work in san francisco. i'm calling today to ask the police commission not to support the san francisco police department proposed budget. which is a claim of implementing of $17 million based on their own numbers. they can't even meet the proposed budget cut. how dedicated to the reform plan and addressing alternative -- [indiscernible] i would really want us to really use the police commission to

identify radical reduction to the police budget as part of the national reckoning on race and need to move away from overpolice -- over policing. >> good evening, caller, you have two minutes. >> great. my name is kate hodge. i'm also a member of welcome disparities in black community. we met to regarding the san francisco police department shooting of mario woods. resulting in findings of bias

and violence finding to recommendations sfpd. the shooting was heard -- occurred in 2015. chief scott responded in july 2020, disparities in black community saw immediate need of d.p.a., there are 17 recommendations from d.p.a. because of the shooting. chief scott responded disagreeing with four recommendations. there's been no response or reaction from d.p.a. to sfpd finally, we also ask you not to fund another bias audit.

you have more than enough studies. we need action. thank you. >> good evening caller, you have two minutes. >> i'm susan. i'm also a core member of disparities in the black community. when we met with the department of police accountability last week regarding the d.p.a.'s april 20th report on the mario woods case. we asked for follow-up on d.p.a.'s recommendations number 13 out of 17. that d.p.a. be included in an advisory role to the san francisco police department on decision of whether to return an officer to active duty in the case of an officer-involved shooting. the chief responded to d.p.a.'s recommendation with a refusal in his july 2020 letter saying we

disagree with the recommendation because the decision to return an officer to duty is a personnel decision, not an investigatory one. california state legislation, senate bill 1421 enacted in 2019 now allows release of officers prior conduct record. if that information can be made public knowledge, why shouldn't the d.p.a. as as an advisor especially in situations where officers have record of repeat behavior. why isn't d.p.a. pushing back or responding to chief scott for disagreeing with or disregarding one of its recommendations? is the police commission aware that d.p.a. has welcome disparities that is up to the police commission to push back

on chiefly scott on this recommendation. d.p.a. is now trying to pass the buck to you. why isn't the department of police accountability more focused on holding police officers accountable? >> good evening caller, you have two minutes. >> good afternoon, my name is noah. i'm calling today to request police commission not support the sfpd budget as it only makes reductions and doesn't reflect the calls of san franciscans. addressing our addiction system of punishment is imperative to rise above dependency on police responses.

officers are not social workers nor mental health counselors nor specially equipped to handle problems around homelessness. further to address concerns around police reform, we must have been -- since 2016, u.s. d.o.j. has been to reform the sfpd. these reforms have proven to be a failure in the 4th quarter in 2019, all uses of force by sfpd were against the people of color, like myself. sfpd has made little to no progress to reform against us, it lacks the incentive to do so. as long as the budget increases, attempts to form policing will continue to fail.

i ask the police commission to identify the further police budget on race and how we handle problems around homelessness. thank you so much for your time and work. i hope you address this as properly. thank you. >> you have two minutes. >> i'm calling concerning my son who was murdered august 14, 2006. to this day, no recovery of the people that murdered my son. unsolved homicide cold case. i was also referring to the letter that dejesus wrote. there was another letter written -- it sames to be a -- it seems

to be a problem. i've been fighting for too many years for my son to let the feds say that my son was in a gang when you have how many years, 15 years now to prove that. they used my son to get a case that had nothing to do with my son. i don't think that we should be honoring the feds of concerning my son when my innocent young boy who was shot 30 times. my son was not in a gang. all the cases and everything when i went down to look at the perpertrator, it was said that my son wasn't in a gang. it hurts me as a mother to go through this again.

i'm reliving his murder again. i have to deal with this everyday when i shouldn't have to. i should have some closure. i don't have any closure. now i have to fight for this. now i have to go back down to the feds building and stand in front of the building with a bull horn and say something to these attorneys that banished my son's name. for them to say that my son was in a gang, you still put it in papers and the courts and all i'm asking is for them to recant it. i'm asking for help. for someone to do something about it. >> thank you, ms. brown. >> ms. brown, i'm going to send my letter to each commissioner. maybe they can look at it and if they want to agree with it. maybe they can sign on.

you might want to look at the letter. anybody wants to sign on to it. i can augment the letter and add additional names. i think that solve the issue here. ms. brown, i will send the letter and other signatories. thanks >> good evening caller, you have two minutes. >> good evening, my name is jordan davis, she, her, pronouns. i'm calling for defunding the police budget. i don't think it should be approved. we should make these cuts. one thing that should go to is the response team. need to reallocate police money

away from that and to a more compassionate solutions to homelessness. i really think that it should go to recently -- that money, $8.6 million should be to support housing which is 30% rent and all supportive housing. we really need to take money out of the police budget and put it towards human needs. thanks. >> my name is sarah. i lived and worked in san francisco for 20 years. i'm calling today as well to ask the police commission to no way

support san francisco police department proposed budget. the proposed cuts don't represent the fundamental changes in policing that have been promised over and over again. in a meeting in december, i listened to dante king moving testimony. his message was clear and completely devastating. the san francisco police department suffers from anti-black bias.

i like the police commission to recognize not only the importance of this moment but the power they have in it and how fundamental they're agency will be to any real and lasting change to policing in the city and elsewhere in the future. thank you. >> hi, this is jennifer. i am -- i'm calling tonight regarding homelessness and the current practice of the city of san francisco for the primary response to homelessness. this happened 65,000 times each year. where we're sending officers out

to respond to trespassing, things like missing person. it's folks calling in from the city about homelessness. we really need to transform that response. it's been decades where we divested housing at the federal level. we have been hearing about this alternative response to homelessness. this was direct response to the stakeholder meeting that you called for a year ago. you passed a resolution unanimously asking for stakeholder group to develop an alternative we've. working on hard on that. couple of weeks ago, did come out with recommendation. we would love to present and do a formal presentation and follow-up from that resolution

so you can see what the results of the research were. we would love to have support from the police commission. it is critical that the funding for this program comes from police department, etcetera, because it's an alternative what is currently being handled by police. thank you so much for your consideration. have a wonderful night. >> you have two minutes. >> hello, i'm jason wyman. i'm calling from district 10. hearing everyone testify, specifically about the reduction in the police department budget and the need to continue having further reduction, just imperative to me. we spent a lot of san

franciscans spent lot of time by calling in to a different police commission meeting board of supervisors, demanding defunding of sfpd. it didn't really happen or occur. we have a letter from the board of supervisors to put $4.6 million to this c.a.r.t program. it's ridiculous that we have to write a memo asking for $4.6 million and this should be allocated for the program in general. it is time for the commission to step up and hold real accountability for the san francisco police department. twenty years ago, i was working for the san francisco beacon initiative trying to do youth development training. that's just ridiculous that 20

years later, we still can't get basic youth development training. i don't know, i've been in so many conversations about so much reform, whether it's the beacon or whatever. it's never, ever stuck. this is very rarely gone anywhere. please, i'm urging you to really use power that you have to take this opportunity at this point in budget process, when you have power to do something, like defunding sfpd, more aggressively than it's currently being done. thank you. >> good evening caller. you have two minutes. >> i work in san francisco with the community housing partnership. similar to my fellow citizens who called in before, i'm calling to urge the police

commission not to support the sfpd's proposed budget. greatly reducing the budget and resources that are greatly needed in community and for programs that would provide outlet to safety for all. this won't stop until programs will be funded. please use your power and do not approve or support sfpd proposed budget. thank you, have a good night. >> good evening, you have two minutes. >> good evening. i live in the richmond district.

i'm calling to ask you not to approve the budget. with this cut to -- that doesn't reflect -- [indiscernible] i think people think richmond district is thought of this safer neighborhood that the really set apart from lot of the rest of the city. however, we have, especially during covid, we have large number of unhoused neighbors. we have a large population that is continue to grow of black and brown neighbors and youth that comes in the public schools in the district. there are times i felt very unsafe because of police interactions i got here.

i feel like we don't invest in policing, we create a culture where people who have implicit bias, depend more and more on the police. neighbors talking about self-policing, black and brown neighbors have constantly looked at racial profiling. there's constant calls to police to deal with neighbors. you rely heavily on the police to do jobs they are not equipped to do. that social workers should be doing and healthcare providers should be doing. i think that's really frustrating.

>> that is the end of general public comment. >> vice president elias: we have no more callers in the queue? >> no ma'am. line 2, presentation of the center for police and equity report. discussion. >> vice president elias: do we have the presenters for this? >> yes, commissioner elias, i can see you on the screen. i can introduce you danny schultz. we've engaged as part of our initiative. recommendations for it san francisco police department to work with researchers, academic

partners and nonprofits such as center for police and equity. this is a part of that work. i want to turn this over to michelle for her presentation. thank you. >> thank you so much chief scott. i do appreciate that. can everyone hear me all right? if i could sergeant youngblood, if i can have our first slide. >> thank you so much i like to begin personally thanking the commission for having myself here but certainly on behalf of

the center center for police and equity and behalf dr. philip the cofounder and ceo of the center and dr. tracy keezy, we thank you very much for having us. it's a pleasure to be here.

tonight, you'll potentially hear from matthew graham. matt is an analysis for center for policing equity. he joined c.p.e. in 2019. has been a research analyst for the district of columbia sentencing center 2015 to 2017. also at the district of columbia police oversight agency, the office of police complaints from 2017-2019. he has a masters degree in political science from washington university in st. louis. i'm relationship manager for the policing equity. i work between san francisco police department and the center and questions that might go back and forth.

i'm a 32-year veteran police officer. having retired last year. last 11 years of my career, whereas as a police chief in the state of north carolina and in the state of oregon where i presently lived. i'm a graduate of michigan state university and graduate of fbi national academy. >> just to jump in, forgot to state at the beginning, we keep the presentations to 10 minutes and then we go to commissioner questions. >> thank you, in 2017, the san francisco police department joined the national database as initiative for data collection and analyzing police behavior. shared this data on stocks, searches and uses of force. in 1982 overseen by department of police accountability and

the department has a community engagement division in which officers are assigned full time to proactively engage in the community through relationship building event. the center for policing equity began gathering data from the years 2014-2018 as part of the n.j.d. project. to identify any racial disparities in police interactions with civilians and to identify any dispositions by officers or within the department that may be risk factors in inequitable practices. at this point in order to get into deep dive of the report, i'm going it turn it over.

>> thank you. thank you again to chief scott and the leadership of the san francisco police department and thank you to the board. sfpd was one of the first departments to engage with the n.j.d., it's designed not just to look at disparities but to determine the portion of disparities that belong to law enforcement. school, housing, healthcare. at c.p.e. we look at behaviors and bias. we will determine if any what caused by inequitable practices, behaviors, policy and any

psychological dispositions. as i mentioned, other systems, social services, healthcare and school, etcetera. disparities are not 100% reducible by the police. we want to distinguish that portion of disparity that do belong to the police. that's a key holding sfpd accountable. the sfpd are asking to be held accountable and it's our hope with support of this board, community and there will be a partnership in creation of a road map to public safety. results of the study did show racial disparities. here's a few of disparities.

the per capita stop rate black drivers was two and a half higher than white drivers. black residents were nearly 19 times more likely to be force used against them against white residents. use of force incidents were 1.2 times more likely to involve pointing a firearm with community member who's black rather than white. the time period here is 2.6 in 2018. not noted here, despite -- black pedestrians were made up 31% of the sfpd 2017 -- there's some of the disparities. what does this mean? c.p.e. made recommendations. was to adapt a policy on data

collection. collect more detailed use of force information. c.p.e. recommends sfpd collect and share more detailed data on use of force incidents. in particular, we recommend the sfpd collect and analyze data in a format to facilitate the ease. this means so folks can make sure they have access and run their own analysis. utilize the soft data guidebook. it's a guidebook that we created

in partnership that recommendations certain compliance in pedestrians. require a supervisor to review stop records. c.p.e. recommend sfpd require officers to submit a brief daily narrative about the stop conducted. c.p.e. noted that sfpd 5.01 need to be update to clarify where certain instances that a officer may draw their firearm. identify situational dispatch for discrimination. i won't read all of these for

time. strategic factors, those are the decisions that are made that may have unintended consequences. then external risk factors. these are the ideas i mentioned. things outside the police department. >> san francisco -- how does san francisco pd proactively enhance equity in their community? some of the programs that i just picked out was the safe place program where they work with community organizations and

businesses to designate safe places throughout the city by placing a decal there. someone can come in and say they need help and the person there knows to call 911. the restorative justice program and they are attempting to break that gun violence seen in communities by working with 18 to 30-year-olds that might be susceptible to gun violence. one of my strong points that i like, this is language access program where they provide essential ongoing assistance and resources to members of the community in their native language. again, that seems to be so important. san francisco also interacts with the community youth in the community safety initiative program and youth career academy. we were impressed with that. in regards to the presentation,

this was our overview to give to the commission. we would gladly welcome any of your questions at this point. >> good evening everyone. i want to introduce myself. i'm malia cohen. i'm president of the police commission. i'm grateful for cindy elias stepping in for me in my absence. any colleague has a question, i can pull the chat. cindy, let start with you. >> vice president elias: thank you back. thank you so much for presenting. i did have a few questions about the report that you completed for us. i know that we also had a phone

call a week ago about the presentation tonight. one of the things that i wanted to ask was whether or not you had an opportunity to look at the dante king presentation and some of the more rent statistics at sfpd? or when we'll see the analysis of the current data and recommendation. in the report, i noticed that the seven recommendations that you have, we have fulfilled most of those. we revised 5.01 that you mentioned in the report. we revived 5.03 to have better tracking of the searches

conducted by sfpd. that's question one. question two is, in your report, you indicated that the disparities that your analysis doesn't indicate police are engaged in bias policing. the causes of the disparities maybe explained by characteristics such as the community individual characteristics, individual behavior individual officer behavior, department policy and culture. how do we figure out what is causing the disparity? as you referenced in the report, san francisco, black population is about 6%. that has remained since your data begins in 2014 to about now, 2021. yet, that group has the highest

numbers when it comes to use of force when it comes to searches, when it comes to arrests. i want to know what are we going to do with the data that we have and how are we going to use it to analyze and fix the problem. the other thing is, i noticed that some of the data that you have presented in your report, still indicates large disparity in people of color and how they are stopped, arrested, searched and the subject of use of force. i looked to the department's 2021 c.r.i. update that was presented to the board of supervisors wherein, it is indicated that for every thousands people, 42.5 are

african-americans are stopped, 11.71 hispanics are stopped, 5.9 white people are stopped. those numbers are still a problem. i know that in 2016, they revised 5.01 which resulted in a few years of decrease in the use of force. we're still seeing these disproportionate numbers. we have like the data that you have in and analyzing, the 96-day report which was created by a wonderful president and the california ripa report provides the statistics. we have the numbers. >> i want to thank you for three

questions. first, i think you're asking a great question, which is, we're identifying the disparities, we're doing that year over year and how we're going to solve it. it's important to know, the analysis that we're doing is meant to be high level. here are all the disparities and the practices. the notes that it disparities -- it really is -- there's enough space to understand what we can do and we had some recommendations, what policies we can change, what supervisory issues are present, one of the things we did note. that review is designed. we can understand if what's

causing the stops. that analysis is brought down to high level things we identify should help the city and help the police department to identify more specifically what's driving some of the -- is it tactic and policy that exist. formal policy. to answer your question, this is the idea is to take a more granular approach and find out specifically where that problem is. does that answer your question? >> vice president elias: yes. how will you use the 96-day report and ripa report has some of that data. 501 when it was revised in 2006

has that data set that you mentioned. it wasn't, now with the new 501 from last year, it has that data reporting mechanism in it. >> i have not seen that data. i don't know when next analysis will get back to you all. i'm inspired by the level of participation by the community. it's what are the roles of community and the police department. that might sound like i'm pushing the question off. in reality, it's this much data and this many folks who are interested and it requires community level response that help us understand what community wants to see and what public safety will accomplish.

without seeing that data, it really is the finding action based on the data that you see. can you repeat your first or second question? >> one of the questions i believe was, you have the data from this report, which again, ended in 2018. you have the ripa data. it's all showing disparities. next steps. one thing i know with san francisco, we have collaborated with them in the next step of gathering data from 2019-2020. we're working with them. the goal was that the initial report would be that baseline for us and for san francisco.

it hasn't enhanced the ability for the communities, commission such as yours and police department to understand just what you said. there are disparities. i think part of my answer goes into the idea that there's not going to be any magic wand that can be shown on this. one of the things that we would encourage san francisco to do, they are doing it as we look at policy by policy. they examine life, to look at what the procedural of this brain. in order to have procedural justice, there must be that police legitimacy. the community has the voice and defining what they want for public safety is going to be crucial. we would also encourage san francisco pd and community

grupps to start seeing each other as partners in this -- i use the word, i'm a little hesitant in this reimagining type format. it really go community by community in order to permit what the next steps will be. >> the third question was factors not owned by the police department. >> other question was whether or not you have the opportunity to review dante king's presentation and other data that showed or alleges bias within the department. i noticed in your report in the executive summary indicated that

there -- the data shows racial disparities during the study period. disparities do not indicate that police officers have engaged in bias or discriminatory behavior. the next page, it indicates that inputs the association had, officers demonstrated slight unconscious bias against black people. those results that you have, coupled with dante king who trained the department and raised issues of bias within the department as a result of his experienced training along with the numbers from the various reports that give the stop data and the disparities and use the force and searches. how is that going to impact your analysis for the next set of recommendations that you provide

us? >> i don't know. i'm not see dante king's presentation. you're correct, there was a number of items in the survey that we wrote as possible issues and a concern. that was racial stereotype threat as you raised the implicit bias issues. certainly there are issues there that are concerning and may explain some the other issues we're seeing in terms of disparities. i don't know, i'll ask matt to weigh in here. i don't know if we drew a causation here. i think that might answer some of your other question. there's a lot of issues that could explain the bias.

i wanted matt to talk about few of the factors. >> while we wait for him, i will defer to my colleagues. i'm sure they have questions. thank you for your presentation. i do appreciate it. i will look forward to the recommendations the next round. >> thank you.

>> we can't draw causable relationship between the climate survey and behavioral data to analyze. when analyzing the data. we're always trying to go beyond just the fact there are disparities. see if we can tray to tease out what's causing them. some of these -- part of the disparities we're seeing, -- some of the things we control

for are neighborhood crime rates, neighborhood poverty rates. racial make-up of the neighborhoods. those are things that police might say, there's higher crime and there's higher poverty. we show that even accounting for those factors, there's still disparities. with the behavior attitude climate survey responses, we can't link those directly. we don't know if the officers who had -- will respond to the officers making these stops.

we located neighborhood factors and we try to look at strategic factors. we look at particular work unit stopping different racial groups. we look at that individual officer behavior to get a whole picture of what's maybe contributing to the disparities. >> president cohen: i'm going to move on to commissioner brookter. >> commissioner brookter: thank you president cohen. i want to say thank you to commissioner elias for her question.

i'm really looking forward to the recommendations and the outcomes what it is that we see and how we'll continue to work -- [indiscernible] >> president cohen: thank you. >> commissioner dejesus: i do look at this. 2016 stat -- i think they are included in this report, is that right? >> yes. >> commissioner dejesus: those are pretty old. you seen these stats before. i'm wondering why they are included? we have as far as we like to, we've come some way from the 2016 data. we've made a number of changes

with use of force and the recommendations that you have. when you say all force, we really have to look at it. we have 1700 officers, it's come down to people complaining about getting handcuffs on. we would need more specific recommendations whether or not what we already got. i have more current statistics. i like more specific proposals like a generic all abusive force. >> just to clarify, this would not be complaint driven force.

that will be different. this is where officers it to identify force when they used certain tactics. your point is very well taken. >> commissioner dejesus: we have to put them on notice what you support. >> yes, the stats are considered old in some ways.

>> you can walk and answer the door. for me, i was trying glean out any useable information from the study. i guess an initial question, the fact that it's voluntary, we are concerned that because it's voluntary, the officers have

more -- [indiscernible] [background noise] i think the people who struggle with and have bad attitudes and other issues. >> that is a concern. i'm not entirely clear on the participation rate. i do believe it was a low rate. there's a concern there. ultimately the findings are meant to identify aspects of folks personality i'm not aware of. implicit bias issues and other questions that we ask are not supposed to be easily identifiable. your concern is valuable.

they may be more progressive or more likely to cooperate. >> that's what i jumped to. oh, this will tell us more about the attitudes of the officers, i think that's something we've been trying to figure out, we spent lot of time on policy. we're interested in how the culture plays big role and how things happen. is there -- are there things that pd does within its work that is may be a more solid measure of that or the climate or the culture?

that comes with a selection. >> just to go back a step. there's like 28% of the officers in the department did participate. it's not terribly wrong. i think it's a good representation. to your point, -- to answer your question, getting more officers to participate. i think that's really the question there. how do we get more officers to buy had this process to participate. many of us know that public sector workers can be skeptics and concerned about what people are doing with their information. i'm not folks willing to buy in. we can build strategies to increase bias. we have other programs that do

get to that level of review that could themselves work on building officer buy-in being by on the ground and discussing in the district and pushing the level. the question is really getting that number to be higher. [indiscernible] >> if i can add just an end to that. when this report was originally given, i believe it was september 3rd to chief scott, he said, i understand what the

report saying. it is saying what i expected. how do i get -- how do i roll this out and get the officers to understand. i think that's a been discussion at c.p.e. in looking at police culture, how might we find encouraging ways for departments to share information sooner rather than later about work such as this t working with someone like the center for policing equity and allow for questions and answers to be given to the troops, especially at the sergeant level in order to drive some change, positive change within the police culture. >> i think a question. you had a preparation meeting beforehand and commissioner elias and commissioner brookter. yes, we know the data and lots

of questions. we really want to have solutions, recommendations and think about the culture and how addressing some of the issues that might have been raised in the climate survey but if there's a way to get a broader. >> president cohen: there are no other colleagues in the chat, i have couple of questions. first, while we understand the data that we are reviewing, with

human activity, it's important to understand that the data is just a tool. a tool that helps to get a better place. my question is this, understanding the data gathered in this report, how do we improve on the actual sfpd and resident interactions in every situation? >> that's a good question. it's important to note that to the extent that there's a problem in the policing in the community, that didn't happen overnight. that's been going on for decades. i think it's establishing that baseline. there's a lot of things happen.

therefore lot need to happen. it does involve understanding what police shouldn't be. understanding we need police to be involved in mental health problems and the homeless and engaging with young people in ways we don't want them to. that's where we -- i believe city of san francisco does not want their police engagement of activities. finding who can fill that gap for the police. right now many cities around the country, they are the stopgap. they are the final line. you all reference it. you have a clearly engaged community that has lot of the questions. that's great.

finally, this is far from results, helping officers on the ground understand what is happening. there's a lot of reconsideration, reimagining what police should do and what folks got from police. really, building pathway to communication for these officers, they do hear and they are asked to think about in a genuine way to start breaking down walls and concerns. the community has a role to consider it genuinely. we have to be thoughtful about the idea. >> president cohen: i have a --

second question. some of the keys to understanding racial identified in the climate survey, are situational risk factors such as an experience and the absence of clear norms regarding behavior. my questions are, do some of our officer have a mindset that certain type of behavior from certain individuals based on their race? follow up to that, how do we change this? i have two more questions. >> are you referring -- [indiscernible] to be clear, that will be the third -- what they need to accommodate that. it has less to do what they believe and engaging with them more. the stereotype are police are

going to be discriminatory or racist. that is the concern. when they do lean into it, they are more likely to try to assume that authority through aggressive tactics. it is not necessarily assuming stereotype with the person they're interacting with. >> president cohen: is absence ever clear norm is a reflection that some persons don't have enough interaction with people outside their own race? >> i don't know if it's an interaction outside their own race. clear norms is really understanding what the expectation is in certain situations in terms of are they required to dominate a situation. are they required to be more of a warrior, etcetera.

i don't know it speaks directly to interaction or enough interaction of people of a different race. >> one of the thing i like to add, commissioners, work to change hearts of minds. that may not happen. we certainly can make change and behaviors happen. as a former police officer with 32 years, identify seen and dealt with so much. i'm embarrassed to tell you all, that i will honestly give it, i did not know what the real history was of policing and law enforcement in this country. one of the things that i personally, this is coming just for me, we must get officers to understand the history of this country. it is not a requirement anywhere

that i know. i have pushed using a representative here in oregon to start looking at that possibility. i think sometimes we allow people to become officers when their minds are still in development and potentially looking at raising in age. when they can become an service. that affects recruitment issues. it can roll up into a lot of things. first and foremost, new officers at the academy level need to understand real history. it's a personal belief. i think that will go a long way as they go out on to the street and into their formal field of training in their reactions in dealing with all people. we just haven't been given that heavily enough and police

training. i would like to see that pushed a little further. >> president cohen: i appreciate the thoughtfulness. how do we accuracy positive interactions between officers and the community? >> we have to have supervisors especially at the sergeant level. sergeant drives the mentality of shift of officers. we must encourage that level of responsibility understand the mindset and understand the change what law enforcement really needs to become and what it never has become. to the point looking at the doctors have a hippocratic oath in essence to say do no harm. law enforcement code can use an update. we don't have anything like

that. may be that's the idea where we should begin all our training. role of an officer is ultimately to do no harm. that's even using someone who potentially is looking at harming someone else. it develops early and i think we have to catch and that's why working with youth, to me is one of the top priorities. chief scott is doing that. we need to be looking at our youth and develop so they see police officers differently. bring that into the training early on. if that helps again, at all. >> just to add to that. it's also not so much about, while i agree increasing positive direction, in eliminating the negative ones that are unnecessary. mental health clause etcetera and homeless clause. maybe another entity should be dealing with. >> president cohen: thank you. appreciate your question.

are there any other questions in the chat? seeing none. >> i wanted to thank them for their deem analysis and the recommendation that they gave. those are the kind of recommendations we need to guide us as we continue the reform efforts of the department. it's that critical thinking and mindset that has been really helpful to us. i'm hoping those suggestions you raised are included in the recommendation the next go around, that we have you here and can share with us. thank you again. >> thank you. >> thank you. >> president cohen: sergeant youngblood, how are you? >> i'm well. >> president cohen: let's call the next item >> next item is public comment

on line item 2. the pub is welcome to make public comment regarding the police equity report. we have couple of comments. you have two minutes. >> this is yalonda williams, president of the officers for justice. i want to say it low participation that they obtained is due to the fact that there was no reach out to the police employee group such as o.s.j.

this report establishes what the police department already known. i hope we did not pay a lot of money for this report. as a whistleblower, i must say that first and foremost, this company is not trusted by us. we don't know you. you.net come out to speak individually to certain people. when you gave us the survey, we don't trust paper surveys. that's just part of the culture. i think you need to be aware of that. i like to find out, what is the demographic breakdown and employees by this company? i want to know how many black and brown employees that they have in their company? i understand you say that the sergeant can drive the troops to proceed in the proper direction. however, you have to recognize there are some sergeants do not move to the right beat that the department is looking for. i do agree with you, that law enforcement needs to work closer with young people. it shouldn't always be on an

overtime basis. which sometimes be done on a voluntary basis. ast all that i have to ask. i hope that future reports are more driven by what we don't know to ensure we are doing a better job as it relates to police reform, thank you. [please stand by]

>> they respond to over 65,000 calls related to housing and homelessness each year and the mayor promises this will change. so that means we have to incorporate a massive reduction to sfpd's budget. i am asking that a tiny portion of that reduction goes to the

compassionate alternative response team and i believe that funding aligns with the effort to move away from police response and towards taking care of community and meeting people 's needs. please do not propose -- approve the proposed budget. thank you for your time. >> sergeant, before we go on, i have to remind members of the public were commenting to tailor their comments to the topic at hand. this is not general public comment. we're speaking specifically to the report we just heard. thank you. >> good evening, you have two minutes. >> hello, my name is jason. i am calling from district 10. i just listen to the entire presentation and i think that there is a correlation between

finding money and advocating for money for things that san franciscans need and not for things like reports that yields nothing, that go to outside consultants. it is astounding to me to listen to the entire presentation and have results a basically disparities. i feel like i am watching another episode of "the simpson his" and we are being sold the monorail. it's costing us money. we are having, again, to write memos to sfpd for four-point $6 million to fund the cart program, when we are already funding things like grifters coming into the city and yielding things that obviously o

merit and have no value and offer absolutely nothing when we know that there's been disparities. if you've lived in san francisco any length of time, you know there has been disparities in how the police has been dealing with the community and communities of color and the latin x. community specifically. it is not rocket science. it is astounding to me. so we need to reprioritize how we are spending our money and we can think about how we are spending so much of our money on experts from outside the city who know nothing about san francisco and cannot offer us advice for how to deal with something that has been going on for generations. thank you. >> president cone, that is the end of public comment.

>> i just wanted to address the caller's concern about the cost. i understand there are concerns about the carbon cost and budget the senate for policing equity is not charging the department anything for this. they are doing this on a voluntary basis. this is not coming out of the taxpayer's fund. it is a c.p.p. project that has been analysing our data. thank you. >> thank you for calling our attention to that. i was going to highlight that as well. please call the next item. >> line item three, reports to the commission, discussion. weekly crime trends and provide an overview of offences occurring in san francisco, major significant students and provide a summary of planned activities and events. this will include an overview of unplanned activities occurring in san francisco having an

impact on public safety. commission discussion on these activities will be limited to determining to calendar for a future meeting. >> thank you very much. is our chief on? >> thank you. thank you for having me. before i begin, i want to say thank you to the commissioner for bringing to light that point thank you for mentioning that. i also have some crying -- crime trends and i will start off with violent crime. the most significant issue with violent crime is shootings and homicides. homicides are up from this time last year. we had five homicides compared to three this time last year. or two at this time last year. we are up significantly in terms of percentage. if there's any good news, it is four of the five cases have been

solved and cleared. one of those four was -- we have one that we have not solved, but we have made progress on that investigation. that is the one that occurred in the bayview about two weeks ago. gun violence is down significantly. we have 27 incidents resulting in 33 victims of gun violence. three of those 33 are homicide victims. the other 30 are nonfatal. one of the issues we are seeing thus far as the bayview is up significantly from this time last year on been violence related incidents. they had two this time last year and 10 year to date. other places that are up our tenderloin, two compared to five , ingleside, one last year compared to three this year, and mission, one last year compared to four this year.

southern, central, richmond are where they were last year or below. terra vale is up by one. so definitely we need to put our focus on the bayview where we are having some issues. in terms of other crimes, as far as trends this year, we are up significantly in burglaries, which is a problem and a trend that we saw after covid set in, and that trend has continued this year. we are up 56% in burglaries this year. that is a significant number compared to this time last year. the actual number is 930 this year compared to 50030 -- 530

last year. our motor vehicle thefts are up. not as much as burglaries, but they are up 27%. we are down overall in larceny and theft, which includes car break-ins, which is down significantly 50 3% compared to this time last year. that is a piece of good news. we hope to continue this as we open our city and reopen our economy. in terms of violent crimes, the good news is that robberies are down 28%. our sexual assault stats are down. twenty-six this time last year compared to 12 this year. assaults are up 1%. there is only a three crime difference from this time last year. 223 this year to date.

there is some good news, but we still have much more to do, particularly in the area of shootings and burglaries. our strategy on the burglaries as we do know that you're dealing with some very prolific serial burglars that we have run across, and we are working with our district attorney's office and his team to hold people accountable when we do catch them, and definitely focusing on chronic offenders. we want to think our district attorney -- we want to thank our district attorney for working with us. we are also working with probation on that issue as well. a couple of incidents to note as i wrap this up, we have had some pretty horrific traffic fatalities this year. we had one in the terra vale. the suspect vehicle was travelling southbound at a high

rate of speed and ran a red light and collided with the pedestrian who did not survive their injuries. we're focusing on speech. also, our driver was driving a stolen vehicle out of san jose. our officers were able to track this driver down after he attempted to flee the scene. that person was arrested and charges have been filed by the district attorney's office on this particular incident. it was a horrific incident. again, a very sad incident. the good news is we did make the arrest and we found the individual and the district attorney's office has due process. we understand this person is innocent until proven guilty in a court. lastly, a couple of things on

our stench driving efforts. i'm happy to report we didn't have any reported stench driving events over the past weekend. that is a nice piece of relief from how we started the year. we still do have our response unit that has increased our response in both efficiency and effectiveness on this issue. we will keep that going and report our progress on that issue. i will conclude that there. >> thank you. chief, you know, i want to be able to maximize our time here. i appreciate the numbers and being able to quantify where we are on a weekly basis and a monthly basis an annual basis. however, the one thing i think is lagging -- lacking in the presentation is the strategy. you say there is an increase in

crime in the bayview? tell me why. how will we be solving this? what is the plan to address it for the rest of this week or starting next week? are you engaging with some of the other community partners, you know, i can't even remember, they've gone through so many different in name changes. what is happening? why i was getting adrift on this we can't keep reporting back. it's just not okay. i need more. i need to know why. for what reason? that is the biggest question. i'm looking for a little bit more. i want to know what the strategy is. and what resources and what needs are not being met.

i don't know any other way to formulate or ask the question. >> yes. let me start with the strategy both long-term and short-term. short-term, and most effective thing, especially after gun violence has occurred is to solve crime and bring those to account for those people who have committed the shootings. which is what we are doing. we believe what is driving this is group violence. it sometimes can go back decades or years and people will come back to the community from wherever they were. a lot of these old views are rekindled. we are seeing some of that. the intervention piece, to answer your question on what

groups we are working with and what entities, absolutely we are we have done some work on these shootings. you have to respond to the violence. we also have to balance this with the presentation that we just heard from the center of police equity. this is not a situation where the strategy is like everybody else. we definitely want to hold people to account where they shoot someone and we want to prevent it. long-term strategy includes our work with the california partnership. this started a couple of years ago in terms of our response to gun violence with the formulation of our crimes, gun and investigation centre, which has been three years in the making and is still going on. we have married that up with our reformulation of our main task force. we have added officers as investigators and not as task force officers.

they have done some phenomenal work. we're three weeks into this and two of the cases that he mentioned were solved, this unit , because they were expanded to, had more capacity to take down leads and all that. it was a big part of those crimes being solved. that is part of the strategy. the other part of this is, again , the data as part of everything. it is our work with the california partnership. it's really focused on building out the work with entities because we have to have an intervention feed to disrupt the cycle of violence. that is part of our strategy. the city has done a lot. the city has been successful over the years in driving down violence, but we need to do a lot more. that is part of the long-term strategy. >> okay. >> last thing i will say, is we have to have officers out there.

officers matter. officers being in the community, walking the foot beat, on their beat, it matters. it is proven. we have to have them out there and we have to stay adequately employed in order to at least visit -- prevent some of this from occurring. those are all things that are happening. we just added seven officers. >> these seven officers, are they permanent or is it temporary? >> they are permanent officers. >> they are permanent officers? >> yes. >> i live in the bayview, so i am acutely concerned, aware, as i get up and walked the neighborhood every single day. just walking around, looking and listening, marrying what i see with the statistics that you present on a weekly basis.

and i am always left wanting more and would like to schedule another time to speak because i don't want to dominate the conversation on the agenda item. as a result of the increase in crime, i've made a decision and i'm working seven more offices -- officers. i don't know where they are. i don't know. that is information that i would be interested in hearing. of course,, i want you to share information that does not compromise anyone's safety if you are doing an investigation or if you are doing, i don't

know. that is it. i want you to share with me as much as you can that will go deeper than what the numbers are telling me. the numbers are helpful, but i want to know, how do we combat this? things that we have done in the past, under previous chiefs, you know, chief chief phong had a strategy. and then every chief had a different strategy. i have been around long enough, even though i am very, very young, i have been around long enough to see these different manifestations of leadership and it still has left me with a question of -- the bayview still has a lot of violence. which leads me to another question. for what reason does the bayview have more violence than others? there are gangs at bayview and ingleside station. what is happening in the fillmore?

what about the mission? i was talking this afternoon and some of us grew up in san francisco. some things change in some things stay the same. one is this going to stop? kids are not in school? is that part of the reason? we need to get people back in school? i am rambling here and my apologies to those who are listening and bored with this line of questioning, but i'm really just trying to peel back and understand on a very intimate indeed to level, for what reason we are seeing these increases and what we are doing to address them. >> the biggest issue of gun violence is a group involvement group involvement. gangs, neighbourhoods, theft, that is the biggest issue that has driven gun violence in the past and that is driving it

right now. we have done a very in-depth in depth analysis and that is the biggest issue. the neighborhood where these groups live and where they play and hang out in the city is where the majority of the gun violence is. there is factors that go into why people are involved in these groups in the first place, and some of that is social and some of that is a lot more than policing. the bottom line to your question is that is what the data tells us. that is the biggest issue. and neighbourhoods we have more of those groups that are prone to violence, that is where we are having the issue. >> i think about cities like richmond, california. a used to be the murder capital of the world. it has somehow been able to get a hold of the gun violence. what are they doing?

>> a lot of this violence right now in the region his regional. in richmond, we share information and talk to richmond quite frequently because a lot of our violence happens in the street of -- streets of richmond and vice versa. it can be said about many area cities. there is a regional approach to our strategy that we are hoping to formulae his and do any more formalized way, it is interconnected. we have had homicides, that we know, shootings that we know stem from violence in groups and other cities. a lot of them have roots in the city. family, friends, it is connected >> i appreciate that very much. thank you. we will continue. let me go into the chat. i see commissioner how masaki flogging. let's hear your thoughts.

>> was he up there before me? >> thank you. [laughter]. >> i was waiting my hand around but i don't think -- >> no worries. >> i just want to thank madam president for that line of questioning. i think these are questions, and even as a look at the commission , there are three of us that live in district 10. this is of better concern and it has been. i would even, you know, welcome the president, if we can have more of a presentation that is just around strategy as a result of the violence. i just wanted to put it out there. chief chief, my questions are a little bit more for two date. especially as you started talking about vision zero. if you could, my understanding is that there was an accident that took place today. it was a homicide that took place of a young person here in

the community that was stricken by a vehicle. i just wanted to know what we had on that and if you could touch on that. >> sure. thank you for mentioning that. there was a 12-year-old child that was struck and killed by a vehicle. this investigation is ongoing. it does not appear to be any type of criminal culpability on behalf of the driver that struck him. very tragic and sad that situation. the child was on a skateboard and was struck by the vehicle. i cannot draw the final conclusion because our investigators, as we speak, are still conducting their investigations, but i can say at this point that it doesn't look like there was criminal culpability on behalf of the drivers. the driver remained at the scene it was not hit and run or anything like that.

it's just a really tragic situation. >> chief, i also received some information from folks in the community. forgive my lack of knowledge in terms of missing persons, but it seems like there was also a young person who has now been missing from the fillmore district. what is our protocol around missing persons, especially children? >> have you seen that? >> no. i will have to follow up with you on that. but i can answer questions about protocol. protocols for missing persons and how we approach those investigations is clear. number one, if someone reports a person missing, we take the report, the person gets put in a national database. if it's a child or if there are critical factors like health

concerns or mental illness, the person is maybe on medication or those types of things, those we actually send out a command post and we stay on them. it is ongoing. if it's a missing person where those things aren't at play and it doesn't involve a child, the report is taken and we investigate and it goes to our investigators. what happens at the onset is depending -- dependent on the criticality of the situation. most children will have a difficult time surviving overnight by themselves and that type of thing. so we stay on those and we set up a command post. it is a very intensive investigation. protocols are very clear on what the level of criticality is where we actually set up a command post.

this one, i am not familiar with the specifics on this one. i will follow-up and see what this one is about. >> absolutely, chief. i will make sure i forward this to the commission. it sounded like a young man by the name of joshua peterson was hit. he is 12 years old. i will make sure i forward this to the commission. >> thank you. >> i will check in with commissioner elias. >> thank you so much. i think the question you are posing to the chief are really important and some of the answers, you know, while i

understand that, you know, gang violence is an issue, i am concerned that that can't be the only cause because i feel like when we hear about violence, that is the first tag that goes on to the situation. and having being a public defender for several years, i had cases were people were labelled gang members and they weren't gang members. it was family. it was so-and-so's cousin because they hung around each other. they were labelled a gang member and we hear mrs. brown and her experience about her son. that label is very dangerous and i want to know, like president cohen, let's go behind the labels and what is really causing it and getting more information. i think sometimes the knee-jerk reaction is to say gang violence

and that is the answer. i think we need to be more critical and analytical of that answer, chief, because i really want to know, i too am concerned about the violence in our district and what we are doing about it because these problems aren't happening in other districts and i guess i want an answer other than it is gang violence. >> if i can respond, commissioner elias, what we have done and what we have been working on for the past year, in 2017 our budget was passed and we actually had money in the budget to analyse the district. part of the objective of this analyzation, being able to have an understanding of what is driving shootings and homicides in the city. the second part of it is to come up with going beyond the

enforcement to address this issue. that has been -- it actually started in 2017. we had to go through whole process. we got on board with california partnerships and they have actually -- this is not a knee-jerk reaction. we have been analysing every shooting from 2017 to 2020. they went back two years by our request. it involved going through cases in reviewing it with investigators to determine. sometimes it's not a gang at the time, legally, but there are groups involved, so this information that i am telling you is solid. it's not a knee-jerk reaction.

this is a year of rolled -- research on our shootings. and parts of addressing that issue is doing the necessary research and analysing the data so you can come up with solutions, which is what we're doing with the california partnership. i mentioned there is a $1.5 million grant. a lot of this grant is not on enforcement, it's about helping us develop solutions to address the root causes of what is driving our violence. i want to make two distinctions here. when i said group violence, that is not necessarily all gang violence. sometimes it's just neighbourhoods. some of them are gangs. by the legal definition and by anybody who knows about this type of issue, it is a real issue in the city. [indiscernible] it got us to a better place in terms of a long-term strategy. a lot of this is still being

worked out as we speak, but a lot of work has been done on this issue. it is not a knee-jerk reaction. it is hard analysis, hard data, and other -- over and near -- a year worth of actually analysing this issue. there are factors as well -- >> i appreciate that, chief, my concern is that is always a huge label. that is very -- it is a dangerous label, and it is one that once someone is labelled that, it's hard coming out of that. we want to replace that label -- we don't use it so freely because i know there was an incident where, you know, there was an officer that was caught on tape labelling people as gang members when they may not have been. there are instances that happen like that where we have to be very careful. my second question to you is that does -- is there a

correlation between pulling patrol officers from the street who engage in the community and walk the community and talk to the community and putting them in specialized units rather than investing these officers into the community and keeping them there so that they have that connection with the community and they have that report and they are not social rotated in and out? >> if i understand your question , we have to do all of that. one of the issues -- one of the things that we want to do is even with our specialized units, those units and members of those units have to have a high level of engagement with the communities that they are working on. that is one of the things with this analysis that we saw and we have to do a good job at doing and this is in the process of happening. we have to do it all. part of this is it's difficult

in some of these cases. everybody on the commission has been around. a lot of commissioners are involved in this justice system. even attorney tea -- attorneys. there is nothing more than being told by people in the neighborhood where violence is occurring that they know who did it. when it comes time to have evidence that is factual evidence that can be used in court, it doesn't happen. that is a source of frustration. you can hear mr. brown called on every issue. i think there is enough research out there that shows that one

communities when communities see police departments as legitimate , as engaging police departments, there is a higher level of cooperation on these types of issues. i've seen that myself. i see it in this city and it's not a secret. we have to do all of that. at the end of the day, if we are doing those things well, we will have a better level of cooperation with community members when the trust is there. we do think -- we can only control the things that we can control that we actually have a stake in. we can control that. >> thank you.

>> president cohen, you are muted. >> i was talking shipped about john how masaki. you are up. >> thank you so much. >> i guess, that is interesting. i had these questions when we started in there kind of the same, even after all these questions. for the most part, police don't stop shootings or violence, but they investigate and hopefully solve and bring accountability to the individuals in the community. so if we really want to address the rise in shootings, it is intolerable at this point. we have a number of residents here.

my work has been in the criminal justice field. i have dealt with neighbourhoods and disputes and so what you're -- so what, you were talking about me? you come home from being outside and there's something that's unresolved and it gets resolved and things take off, and suddenly there are seven or eight more shootings in a row. >> what did i say? >> something you shouldn't have. [laughter] >> president cohen said richmond and then one of the models they

used there was the cease-fire model and then they used an offshoot of that, which i can't remember the name of it but, you know, having -- and this isn't your responsibility to implement this because you are the police department, but, you know, to work together, i don't know if there is a way to implement something like this in san francisco where it is more community driven and it has people involved to a part of the community. some people come out of the system and some people come out of prison and perform themselves and can walk the streets with the credibility of having been through it. i talked to the younger people, slow things down when they get hot and prevent violence from happening. the other model is like violence interrupted. there is a great documentary about that in chicago. do we have any of that going on

in san francisco? >> i am so glad you asked that question, commissioner. our engagement with the california partnership is part of this buildout with our strategy in actually -- in that type of model. and we do plan to present, along with the california partnership, to this commission. i think it's really important, especially in light of this conversation that we do it sooner rather than later. here is the thing. i am glad to report this to you. the california partnership, their nonprofit, they have done work in this. they can be adapted to fit the needs of any city.

part of the grant i mentioned is to build that work out. that is something that is on the horizon for us. we haven't finalized what it will look like for us, but there will be components of cease-fire type of things. that type of intervention model. president cohen mentioned organizations that we are working with. they have a track record of being effective when it is being applied properly and when there

is buy-in from the community. >> that is the challenge is finding the individuals in the community that have the respect because i know one of the issues they have at a certain point in richmond is it was too law enforcement lead. so nobody who was doing anything was any part of it. so it has to be, you know, the people who are within the community because, you know, the people who are out doing shootings, you know, they are not going to go come in with them. unless they are being arrested. it has to be a model that is not -- law enforcement can be part of it, but it gets -- everybody gets involved with it and they don't want to be called a snitch it can create problems for them.

i was in richmond for a good time while this was going on handling cases. that is also a small community where everybody knows everything everybody knows everyone. it is nothing perfect, but anything can help. especially the way things are keeping right now. maybe we should have this as part of a more comprehensive report about how to target this.

>> let's keep moving forward. thank you. i hate to grill you like this.

david lazar lives in ingleside. he is a phenomenal guy. >> commander ford. >> there is a lot of really smart and seasoned people that are around you. so let's think this through on how we can put this on the agenda and peel back the slayer and get to these numbers and get to strategy. people come in the community and came up -- of people community came up to me and asked me about her strategy, i need to be able to give them an answer. this commission needs to know exactly what the strategy is on how we are implementing it and who our community partners are. all right. let's move on. sergeant youngblood? >> the d.p.a. director's reports report on recent activities and

announcements. it will be limited to a brief description of activities and announcements. it will be limited to whether to calendar any of the issues raised? future commission meeting. -- raised for a future commission meeting. >> we are ready. >> thank you. i will just jump in. i spoke last week to several of you. you had asked him questions and then there was a reference about d.p.a. in the forfeiture and providing a lot of that information to folks. testers a reminder for folks in the public, the state does a review of asset forfeiture in every single county and they usually do the report -- these do a report every single year. the city has issued a report independently, but that report is almost 10 years old already. a lot of that data is a little bit delayed, but if folks want

more of that information, they can find that readily. in terms of the tasks for d.p.a. , this year, this time this year, we have 74 cases that have been opened. this time last year we had 82 cases. we closed 77 cases this time -- and this time last year we had close 133. we have 348 cases pending. and at this time last year we had 378 cases. we have sustained seven cases so far this year and we had the exact same number that have been sustained this time last year. we have 32 cases which includes investigations that are still ongoing. they have extended beyond nine months. this time last year we had 33 cases which were expanded beyond none of those cases in the bass -- in the past nor any of the other cases are expected to fall

outside of the cases. we haven't had any mediation this year, nor have we had any this year. we have a number of cases that are pending with the commission and we have a greater number of cases that are pending with the chief right now, which is 41. earlier this week, we met with commissioner brooke to talk about mission hell. we can tell you more about that. we have continued talking with the city about the ongoing operations with covid and staffing. i will cut my comments short. i know we have a continued conversation for budget. that is pending on the agenda so i will yield the rest of my time >> short and sweet. >> i have another section coming up. [laughter]

i wasn't going to roll it all in >> let me check in with my colleagues. do we have any questions for director henderson on this? >> i just have one question. i know you provided the asset forfeiture data to the commission. will it be posted? can you post it somewhere publicly for the people who want to see it? >> sure. i think i can just put it up on my website. it is information that the state provides. it is on the state website. i think i can just put it on my website if more people just want to find it. >> i don't think anybody knows what your website is. i'm kidding. >> put it on a correspondence or something. we will figure it out. think so much.

>> it will be done before the next police commission. i wanted to make sure you guys had it. i can make it available to the public as well. >> thank you. >> all right. shelley continue, mr. henderson? >> please. >> all right, sergeant youngblood? >> continuing with line item three. the commission reports will be limited to a brief description of announcements." be limited to determining whether to calendar any of these issues. the commission president's report, commission report and other items for identification. >> i appreciate that. commissioner brooke?

>> i had a conversation with the commissioner. we are talking about protocol on signing off on this document. they're going through a thorough audit. it was very, very short. >> just keeping you in the loop. >> good stuff. >> does that conclude your comments? >> that is it. >> okay. i appreciate that. anyone else, colleagues? all right. i see no names. i briefly want to talk about a few policy priorities that i would like to -- that i have issue with. in january --

[indiscernible] -- i said we wanted to have a direction to work towards this year and in 2021. and perhaps even considering moving into 2024. at the top of my list priorities would be -- [indiscernible] it has been slowly maturing. i want to thank the commissioner for diligent work and in questioning and pushing and getting this fully implemented. i will add this to our policy priority list and put it at the top. another item at the top of the list is the early warning system

there is one thing that i have heard unanimously that we need to tweak the early warning system. i will be adding that to our priority list. the third one is an interesting one. it is a little big and cumbersome. i think it is important. we hear it all the time. i want to make sure that we are examining how data is analysed. this includes the san francisco police department, this includes our contracted partner that produces reports for us and that

includes the department of police accountability and then there are other stakeholders in law enforcement. the district attorney's office, the public defender's office, i think about health and wellness and the black disparity. sorry, i can't think of the title. i am thinking about all these different entities that have data. i want to be able to streamline how we report it, how it is collected, i want to specifically target d.p.a. and make sure that they have access to the information and data they need so they can continue to do their reports fully and use it in the application to their cases. the third point is how data is collected and analysed. it is important.

this is maybe a little bit wonky , but i have a masters in public policy and management from carnegie mellon university. we talk about the importance of policy. i want to about -- i want to talk about how policy is created here on the commission. we want to support the police commission. the process on policy ideas is not as fluid as it should be. i would like to work more closely with phil, as well as anyone who'd be interested in supporting these efforts and when -- i want to talk about and get an interaction between the commission, the d.p.a. and the sfpd. specifically, i want to look at

the policies. the final two are large subject matters. i want to further focus on the senate bill. i will be working more closely with the working groups that are working with it. i'm looking forward to having a conversation with the project on friday to find and develop strategies that we can, and policies that we can implement quickly to support 1421. in closing, i want to advise over every aspect of public life

and of being a servant in a leadership position that we all find ourselves in. and the working group has been working very hard and working on several different department general orders. i want to ease that up and make that a focus for the police commission. this is a varied list of six very lofty policy priorities, but i wanted to bring it forth for discussion and for consideration, not only here on the commission but also in the larger public. i want to hear your ideas and feedback on these policy priorities. i will pause here and open up for any questions or any

comments that anyone might have at this time. i don't see anyone in the chat. commissioner elias? >> thank you for laying out these priorities. they may coincide with other policies -- [indiscernible] >> that you are independently working on, right? >> we did revise that and it is up for your review and input. and then we can share that with their department and get that going. i think that is in the works as well. thank you. i believe that concludes this portion of our agenda. colleagues, if you don't have any -- have anything else that you'd like to talk back on, we should move forward. a sergeant youngblood, please

call the next item. >> yes, commissioner. next is public comments. would like to make public comment on line item three, please press starve three right now. >> may i interrupt before we begin? have you started them yet? >> i apologize. we used to do commission reports and scheduling of announcements. i didn't realize weary were doing them all together. one of the things i wanted to schedule, i'm sure -- there was the working group that put together a report through the community members around homelessness and alternatives and police response. they released a report a few weeks ago. i have been working with them on

they would like you to get on calendar to give a brief presentation standard of 10 minutes and open it up to the commission's question. i apologize for not raising this sooner, but i want to get it on to the earliest calendar. >> not a problem. does anyone else have anything else that they want to say? no, all right. let's go to public comment. >> all right. good evening, you have two minutes. you have two minutes. >> hello, my name is cheryl and

my husband is a terai or -- retired police officer. he came into the department right after the decree. what i want to say is i am hearing all of this about, you know, the violence in bayview and how people aren't -- the community does not come forth, but the thing is, we need community officers. people who are from the community. the problem is is that black people are being pushed out of san francisco. they need jobs, better education , better healthcare, we need all of these things, i think that we need to figure out a way to get people that live in communities like san francisco to identify with the people in the different neighbourhoods because that is definitely

missing in san francisco. thank you. [please stand by]

>> good eveningcaller, you have 2 minutes . >> miss williams again. i am elated to hear our commissioners are focusing on the violence in the 10. i'd like to explain to you one thing that we were doing when commander ford was the captain of thatdistrict was twice a month , we would meet with uniformed officers including

myself from representative community engagement divisions and have ministers of their and community leaders and we would go around in the district on the hotspots, on foot and tried to talk to them and encourage them and engage them and i would hope something like this could be part of the resolution and solution tosome of the violence that we'veseen within our district . q . >> president cohen, that is the endlesspublic comment . >> thank you, iappreciate that . let's continue moving forward. actually, it was three. you might if we take a 10minute break ? 10 minute water break,stretch baked ,bathroom break .

10 minutes, everyone >> please remind us where we are in the agenda. >> we just finished with line item three: and going into line item 4. >> all right. call one of. >> line item 4,presentation of the department of police accountability budget for fiscal year 2022 2023 . >> thank you. >> good evening president cohen, vice president elias, commissioners, director and he scott area sergeantyoungblood, can you please pull up the budget powerpoint .>> you can advance the next slideplease . >> this is an overview of our mission and vision and we will

read the entire powerpoint but i do want to highlight a couple of things as it relates to our agenda that will tie into a couple of points i make during the discussion about budget. we want to focus on accessibility and transparency with the committee members. we want to establish a strong reputationas a trusted accountability organization and we want to focus on the quality of our work . please advance to the next slide. dta has four major agency divisions. investigation, audit, legal and policy mediation and outreach. our investigation unit investigates complaints that we receive and makes findings which are then given to the commission or the chief depending on what those findings are. our audit units conduct audits on use of force, our legal and policy unit presents misconduct cases to the police and to the

commission aswell as makes policy recommendations . mediation and outreach provides a forum for officers to have discussions regarding complaints andoutreach to communities to ensure that people know about our services . can you advance the next slide please . so our current fiscal year is projecting a salary savings of approximately 265,000 . the source of those savings is depth savings means not having all of our staff at the top of their allotted port in the requisition. and also another source of savings is vacant positions due to departures in attrition whichwere conditionsthat were already raise . if you can advance to the next slide please . so the mayor's budget instructions required that we reduce obviously our budget. the curriculum maintained our core function and minimize

impacts for delayed services to preserve staffing levels and staff and prioritize goods and services that promote racial equity. we needed to reduce our general fund support by 7 and a half percent and to identify an additional 2 and a half percent reduction . for contingency. next slide please. thisis includes our total budget , so our total base budget for fiscal year 2122 was about 9.7 million. the proposed budget for fiscal year 2021, i think that should be 2223. his 9 million hundred thousand so that's a change of 500,000 and thenthe contingency amount and next is 170,004] contingency of 9 million . if you look at the next column down for the full-time

position, the base was 45. we proposed cutting two and then the contingency was an additional one position but i want to emphasize there's no attachment contemplatingcurrent staffing levels that is fulfilled by departure . next slide please. so you can see the breakdown of the specific here, salary and benefits which will be lessened by about400,000 with the contingency, it will be 583,000 . programmatically , the changes is about 60,000 to our programmatic budget area that is not an amount we added to for that contingency and then nonpersonnel services, we did add to for that contingency so were contemplating a $42,000 reduction with the contingency bringing that up to 51,000 . next slide please.

in terms of services we are witnessing an increased number in cases and our investigator caseload is above what it should be pursuant to a controller's officeaudit of the occ back in 2007 . that is a reality .our community is growing and obviously personnel will be a struggle. that said we will do everything and continue to do everything to ensure our investigations are coming completed in a timely manner. we do have a letter of agreement in place to continue to investigate referrals from the sheriff until the office of inspectorgeneral is up and running . that office was legislated into existence and eventually will take over that work but in the meantime there will be a gapin those investigations happening . an upcoming audits, we are endeavoring as we've mentioned previously to the commission of

policing audit. we are leveraging existing departmental entity resources to perform this audit including partnering with the controller's office and using staffing currently at dta. next slide please. so bill 1421 is another area that will be impacted by the budget. specifically there are as i mentioned previously, there are four positions. >> four positions currently at the va that are sunsetting or will sunset at the end of the fiscal year and if we don't get those positions extended we will be in a little bit of a problem in terms of fully complying with its 1421 in a timely manner . so this table that is on the slide shows the kind of projections of how long it will

take us to complete the disclosure just based on the request that we currently have. if we are able to get them extended beyond this current fiscal year. and so you will see that at the top line , shows that our current staffing level of two attorneys to assistance would take how many years to complete just at the levels we currently have so if we get rid of these positions were looking at a timeline and as i believe the commission is aware there is pending legislation for which agencies could be fined for delays in curriculum. next slide please. this is an anticipated this line. as i mentioned, there is ending legislation which would levy fines if compliance is not done in a timely manner area and obviously dta really wants to

comply with 1421. we believe in the transparency and we're doing everything we can. that's why it's imperative we keep those 14. next slide please. so a couple of audit projects dpa has pending. so we're talking about a bias ssp audit to review and i spoke about this briefly at the same commission meeting. it's an audit of sf d with regards to how internal affairs is investigating complaints of bias and another budget that is working in his investigating trends of implicit bias through analysis which will be a continuous review of investigative trends of implicit bias which would create a snapshot of a specific

officers work overtime. next slide please. switching gears from an examination of equity within dpa, one of the things that apartments were called upon to look into and to include in their budget proposal was equity within the organization and making short services were continuing with equity in mind. this breaks down the various divisions within dpa. next slideplease . and then this looks at equity within the dpa pieces. we've been askedto provide this data in a couple different forms and one thing i think is interesting to note is this information is voluntary . it's voluntary for ourofficers to give us and a lot of categories of this , we have some data as to the race and f

in the city of our complainants but there's also a large gap because that information is asked for voluntarily andmany people declined . next slide please. the bottom line is that our budget cut proposal does not adverselyaffect our equity priorities . we will continue to use these programs and resources to promote equity in our department and we are not going to amend how we're doing our work in a way that will have impact on equity as we move forward . next slide please. and i think i've got it there under time andobviously i'm happy to take any questions . >> yes you did. that was a very thoughtful presentation, i appreciate . i was wondering if you could email me. i'd appreciate that. are there any questions for miss hawkins.

i can't tell. mister hollands. >>. >> i keep trying to jump in but i'mnot going to do it . >> thank you for that. just a very thoughtful and thorough presentation. i'm really enjoying you guys on equity. we really talked to the department and tried to have a discussion in terms of their budget soi appreciate you bringing that up . i have one question and it goes back to the slide you talked about the department's proposed budget. if we could just go back to that. what you brought up is that merit instructions were 7.5 percent. an additional 10.5 percent reduction for contingencywhich is if my manifest is correct . what i noted when i just and i

just looked at the overall budget that we are proposing of the 9 million 212 50. and 10 percent of that is 921,000, $105. but what we're seeing is actually $694,809 seem like a deficit of 226,003 96. i was wondering where that number was and where does that go and if i can calculate that correctly. >> you're asking alawyer to do math .but i am tapping into 19 and they let me know that the number is not exact. the mayor's officeprovides the numbers and the exact amount calculated by the consoler's office .so that's the best

answer i can have. i will try did you roll down a littlebit and maybe fill you in . >> i'll make sure. we can talk aboutit as well. it's just something i've noticed and wanted to ask . iq threeand . >> commissioner brooker, does that conclude your comments? >> that concludes my comments. >> i'll turn it over to councilmember elias now. >>. >>. >> i always wantto hear what kind of insightful questions he'sgoing to have . >> . [inaudible] miss hawkins, one question i have and this was in

my questions for a long time is it left a big hole in all our work and now you're telling us we are having to consider the budget cuts. the other side of it is that the epa has gotten it self heavy on us in the years but what i'm wondering how you quantify that with not being able tohave a policy source . but going with standing management. >> the expansion happened before the budget cut and we are fighting the work the city had done by miss marion and the legal team. >> but you are the policy experts, you don't need to divide among the management.

>> then we just jump in and say i agree. we'd love to bring in more people and more policy experts to do more of the policy because we are committed. we you are not going to see a diminished pipeline in terms of our policy recommendations . we are committed to that but from a funding resource as an agency, it's not our internal decision about not being able toreplace , rehire and expand our position as they leave. if there was a way we could have made and told us they won't give us the money to replace the solutions which i did try to tell her but that's neither here nor there. we made all of the margins. i think your point, you're not going to see a diminished approach in terms of our commitment to policy and we are trying to find creative ways to expand and do more of the policy work and i think a lot of that will be reflected in

some of the stuff that you see when we talk about bias, when she brought the biased stuff in our approach to bias. and rolling that things on it. a lot of that stuff has to include thepartnership with audit . that's what the policy step is going to be. i cannot disagree with you, i'm just saying you're not going to see us walking away from our commitment to policy as we no longer have camera with us. in the capacity that you're familiar with working on. >> what our work in the commission is very distinguished on our relationships with epa. i know for every commissioner it's been dependent on the policy expertise of epa and having the people that are working on it. i appreciate that management is working on policy and janel is

working on policy. but it's slowing to all of our work out. so i don't know why we're still in this system. >> we're in the position because we are down a significant amount in part. but these are ... [inaudible] even moving bodies around as fiscal impacts and those fiscal impacts have to be improved and those fiscal impact aren't being approved because those are, whatever fiscal impacts we have are suspended or taken away because of the diminished budget that we had to present.

those were the numbers that you just saw. that doesn't mean we're not going to be fighting to get them back and i'm happy to add your voice to those. that's the situation that were in because of the budget that we have right now you are not as big as a lotof other agencies. we are one of the smaller agencies and in the city and we don't have , there's not a lot of plot and we don't get a lot of opportunities to expand or and now currently we don't even have the opportunity to maintain even the budget that we had previously. though that's part of the problem. >>. >> thank you. >> all right. i have a couple of questions. >> can i ask my question you while you're pulling your other question. >>my question is , a little more direct and i think somewhat answered.

you even admit that your department is a small department so my question is if it's such asmall department why do you need to change ? in the presentation you're showing us we are seeing increasing caseloads for your investigators that are almost double recommended from the 2007 audit and also taking on the sheriffs cases which is a huge task especially with your limited attorney. not to mention the upcoming audit that you're endeavoring on additionally the 1421 finds that may be imposed on your department. to me it would seem you're less experienced attorneys, your grooming them so they invest themselves in your department and youinvest in them seems more fruitful than a department , a small department that has

as commissioner, zaki says management heavy. so i guess my question again is why a small department would be too cheap especially with the impending impact of services and the other situations that are going to be demanding more labor intensivework from your department . >> i would disagree and say that we are not top-heavy in that respect. the investigators thatwe've had and we have greatly expanded as you are aware . when i came into the agency i increased the investigators staff by hiring more than 17 of, i don't know what the actual number is, probably closer to 20 but all of those staff, everything in terms of management and the management responsibility was too broad by the mayor's office own assessment of how my management was spread out, where all my

managers had more than a dozen direct reports to be coordinating. that's before we started drilling down to figure out specific protocols for our offers are involved shooting, specific protocols for execution of the 1421 and this is before we started examining all the work associated with the sheriffs department which is an entirely different approach in terms of the oversight we've been asked to do. if you couple that with the combination of the hiring freeze thatwe are in with the city , we are unable to continue to grow to manage the growing caseloads that have been happening. it is all hands on deck . so it's not ... the management positions that we have both in terms of directors, seniors and chiefs in the office isall hands on deck .everybody does everything and everyone is being spread out to maximize

their efficiency, including with the policy as well. though i don't agree that we have to much managementin the office . i would love to have more management. i would love to have more investigators. i would love to have more of everything just to keep up with our actual numbers that we present regularly. i'd love for us to have and conversation aboutthe correlation of numbers to comparewhat this agency is doing as compared to other agencies because that would give you a better indication of how spread out and how efficient we are , just on the audit section alone , the same audit department that does the things we are doing in los angeles . that's 60 people, 60. i'm just saying.

we are doing, everyone is working anddoing a lot. there's no lofty positions of management at dpawhere people are not handling things . >> in all fairness director henderson , as you said your small department, the va is office they have much larger budgets than yours and they have one chief of staff, they don't have multiple chiefs and i'm sure you would agree when you talk about resources and needing more investigators and attorneys to do 1421, with a certain amount of money that you pay you can several of those individuals with that money. so i guess again my question is why a smaller department would need to be cheap i'd say those agencies have a singular focus and a singular execution of skills that's different from an agency like mine that also had

in addition to the investigations that we have we have auditing . inaddition to the auditing we have a 1421 and in addition to the 1421 we have the sheriffs department . these are all compound things that go on separate from our day-to-day operations and need more management than one, two or 34 people can provide independently. that's just thereality . to me, from my perspective in terms of how i'm managing the agency and how we are handling things . there is not a lot of fat in the organization and the mayors oftenwith the current economic situation, the budget shrinking , we are at bare-bones and at capacitywhile our caseloads are increasing . again, i would encourage you to look at our caseloads from this agency comparison across the board to any other agency in terms of the manpower and our personnel including internally.

compare ourcaseloads to the caseloads handled by the police department and their 1421, compare our caseloads to the internal affairs caseloads . our work at any other comparison and i will take that comparison automatically because i think that will give you a more objective comparison validating the budgetary approaches that we've taken and they're not choices we are making they are choices that have been forced upon us because of attrition and because of the economic challengesthat every department is in right now . >> director henderson did you say . [inaudible] >> not at all, i said it wasn't mydecision for us to have the hiring freeze . it wasn't my decision to have the budgeting freeze placed on us, that's what i was referring to. >> let's speak about the timeline, one thing i want to be clear about is that.

[inaudible] it's not that we didn't want to replace her. but when that happens we're in a space now where we can't. it's not the way the city hiring freeze works at the system is. you don't have to i think the kind of flexibility and options to replace that position that i think you and commissioner elias are thinking to. >> my point was in 2017 when paul came in and you came in and tamara was there and the epa was fine and functioning for the three years and then in 2020,there's an additional chief for the department . rather, we didn't know covid was (us even if the caseloads are standing, the number and

work forinvestigators low-level attorneys or nonmanagement attorneys , then i guess my thought, it would bethat's where you invest the money in and build that . not obtaining another chief to run a department that's being run by 2017. >> i hear what you're saying but part ofthe problem is some of the things that are expanding our management level work . serious incident review discipline board, may stuff, all the executive level work requires both time and proper staffing for us again, the backdrop of all of these things that have been expanded over the past few years is also taking place while the caseloads are also going to so it's not like there have been expansion across the board and you know, that expansion was taking place was while i still had the cheese that i had with

the policy team that i had was still here at the time. no one exists that this was where we were going to be with the and we had to shrink the budget. tried to do that in a way without dropping the work that we've been committed to. my point and the presentation that you guys got for the budget and i don't need to get over from seven who presented allthis stuff but to point out that , that it's reflective of the commitment that we are trying not to back away from trying to stay committed to with the resources that we have. specifically with things like the management level stuff we can talk about index is not going to change and it needs to be on the table for us to be interesting but also the operational work1421 stuff the

bias stuff we've been talking about . i believe we still have real concerns about the stuff and the sheriffs stuff for now. i feel like our hands are restricted in the stuff that i don't want to have diminished. i don't want to have diminished capacity to make the presentations for the mission that the agency has been committed to from the beginning . >> tamara did all that for you. >> and more. i still talk to. i just talked to her last week and she still has things that she wants us to be doing that we are trying to do. i'm in communication with everybody and i don't think the door is totally closed for tamara and her work with all of us. she wanted some time.

>> director henderson, it's not you, it's her committee space. >> but i wanted to make sure there was nothing we could do or offer her because i know how valuable she was not just to dpa and my agency but to the commission as well. >> you ever consider elevating camera g?she's a hard worker at dpa. >> not only did i considerit i made efforts to . >> that would be amazing. >> it would be. i could control my own budget and that way what has been wonderfulbut towards the end he didn't even want me to do that . that wasn't the issue. that wasn't the issue asked. >> thank you for reminding me

outside questions .>> i'm about tojump in here, it's not a . okay. miss hawkins, iwant to go back to you a little bit . >> i am muting. >> so slide 4 shows salaries and benefits but as a salary savings of $264,769. also it says the merit budget instructions indicate a reduce in generalfunds supported by 7.5 percent to identify an additional 2.5 percent reduction in contingency there's some deep cuts to a department that has been already leanbudget . my question , ...

>> i thinkshe had to rebootyour computer so sees find law back on . >> okay . paul, are you hoped? [laughter] >> we have a lotof numbers on the .[inaudible] sorry we have to wait a moment . >> she's back. miss hawkins, are you ready? >> thank you. >> i want to back up for a second. i have 2 questions. the first, while we understand

the need for budgetconstraints , i'm particularly concerned that positions to implement at the 1421 and the sunset and june 2021. did i read that correctlywest and mark . >> that's correct. >> considering how important it is to comply with the directives of 1421 to make police records for officers use of force incidents in sexual assault and honesty accessible under thecalifornia public records act , to discuss how some of these personnel positions would impact our ability to sunset 1421? >> absolutely, the way it's currently staffed is we have one time old-time attorney dedicated to 1421 and a second attorney wasa volunteer and

joined up . once someone else left and 2 paralegals and they work as a team to get these records reenacted, reviewed and out the door. previously before we had that team at work was divided among our lawyers and our policy team. and that was, we were doing the best that we could but it was not efficient and was not letting us be effective so this current team of 4 has been working diligently and expeditiously getting out records to the best oftheir ability and essentially if we move those positions , we're specifically speaking about two other positions and 2 paralegal positions, were going to be back to the old model ofhaving to spread the work out among our legal team .

obviously we will do everything we can but it will set us back in a quantifiable way, i can't remember which slide it wason but there's a table that shows impact losing those positions will have . i want to be clear that over time that need will not be as great. we're talking about the backlog and i've spoken to this commission and i think it was before you were with us about the fact that we have quite a backlog of records and our requests asked for quite a backlog of records in the process of getting the physical filesdigitized and redacted . we are in what i would say are a groove now and i really applaud sarah who is the kind of leader of that team for getting us to aplace where we are going through these and prioritizing this work . but it would be pretty devastating in our ability to comply with the directors of that statute and also the

spirit of accountability . if those positions sunset in fall. >> you are on mute, president. >> you were asking me numbers. >> i had a question for you hawkins onbudget constraints . does dpa have a sufficient one to properly discharge responsibilities ? >> i believe that we do in the sensethat we will make it work . and we have a committed staff who is willing to pitch in and do everything necessary. the 1421 piece and audit piece are the things that i think are the most taxing and kind of difficult.

given the current funding levels but i think we are committed to ensuring that we meet that requirement. >> can i answer that, it's not that we won't be able to keep doing work but the standard by which we are compared to him the outside agency and individuals trying to get the work i think that has the possibility of diminishing and that's the frustration so when you hear the public defenders office saying where's our own all the 1421 and why can't we domore records , it's that exact thing that i think is in conflict which will be exacerbated by the anticipated legislation that ending which expands the scope of 1421 in a way that means all of the work that's been done by 1421 has to be started over because it will expand the categories so that

means things that had previously not been, but you couldn't turn over our are now newly discoverable and you have to start all over again and in addition there will be penalties associated with how the work is done or doesn't get done. i think that speaks more to what you are asking for. we will continue doing the work as we can but the cost is in goodwill and the cost is in delays and the cost is in the slowdown of production for individuals to do the work and to even maintain the pace that we're doing. essentially if the work expands bythe legislature . >> i appreciate that, thank you. i have another question and i see that we've exhausted the questions from my colleagues. so sergeant youngblood, let's

go to the next item. thank yousarah and paul . >> next is public comment regarding presentation of police accountability budget. members of the public would like to make public comment regarding line item for please press star 3. >> good evening caller, you have 2 minutes. >> this is zachcohen, public defenders office. thank you commissioners, chief scott, director henderson . dpa 1441 compliance estimate at a path from 21 annual report twomonths ago , it would give everything currently existing through a nine year of 20+2030 is bill far away. only one of you work on the

commission fiveyears ago in 2012and neither director henderson in their current roles at the time .a lot can happen in nine years . it this doesn't account for 15 which will pass this year and the contingency just a valid will be flying every year not able to supply. directorhenderson has made a good point about the need to go back over the work that has already beendone , sb 16 passes but there's lots that had begun focusing on shooting incidents for now because those are going to be any kind of variation that passes if and whenit does pass . the dpa also shift resources away from not mandated in order to set up the 1421 compliance . based on my reading of the projected timeline chart one story concerning the 1400 hours ofwork citing to more jobs . [inaudible] which is getting a

lot closer to whatthe law requires which is disclosure of these records . 19. >> good evening caller, you have 2minutes . >> i called earlier, i apologize for repeating myself but i want to reiterate my concern about the idea of epa's audit of the sfpd. what we need isactually an immediate accountability, . >> president cohen, that is the end of the calls. >> i appreciatethat, let's keep moving forward. next item please . >> line item 5, the hr regarding bias at the hiring stage.

>> good evening president cohen, vice presidentelias and members of the police commission . my name is carol eisenand i'm human resources director , i appreciate you calling this hearing tonight. commissioner colin,i listened with interest on your earlier comments about bias . and i think this is most importantly where the role of dhr comes in and the work that we have been doing with the police department in hiring and recruitment hiring options. [inaudible] is at the early stages are police department have the emotional maturity to serve in the san francisco police. and to me starts at the very beginning at the underpinning for moving the department into the 21st century policing.

we have worked closely with the chief of police and with his staff to seek out, promote and retain highly qualified police officers . i'm not telling you anything you don't know what the job of policing can change quite dramatically over time and as recently within the past year or two . so we've been working closely with the department to make sure that we are providing the best and most modern efficient tools that we can for all of ourtesting and our promotion . dpa as you know has the authority to perform the testing and job analysis and we've been doing the best that we can and working closely with yourdepartment to make sure that we are in step with the needs of the department . we've also been involved and you heard a lot about implicit bias training of youroffices . we are working hard to keep

that work relevant, refreshed, flexible and tomeet the needs as you go forward . so i'm going to, we have a team with usto . anna is a services director, dave johnson is our long-term public safety exams manager lori is our chief of policy who will all be your presenters tonight without further comments want to turn it over to louise davidson to start us off if we could put our presentation,thinking . >> good eveningpresident cohen and commissioners . i'm here to talk to

>> important to note is the theory behind the complexion suggesting the unit built in inherentsafeguards against perspectives, mindful of the ethnic and gender ratios . we pride ourselves on having an eclectic groupwhich can aid and identify a balanced workforce .

can we go to slide seven please? slide seven? perfect. moving on to the personal history statement .as noted close revelation 1953 speaks to the mandate of referral background coupledwith completion of a personal history statement . as noted interesting in those agents with moral character and who process a background that supports their suitability for hire. important to note here is the hs gave a 27 page document giving canada's first profile himself serving as a important piece ofdocumentation . every juncture of the review of information provided must correlate with that initial profile that they initially gave of themselves and the consistencies exist, the

currency interviews pleaded and the ferocity of information. i think it's important this point to take a brief moment and identify the sequence of each process. it goes initially from the phq was his personal history questionnaire which is the first opportunity he has to give a profile who they are. the next phase and the background process is a critical history statement, this is a 27 page document where really their personal professional history, personal references, professional references where they, 80.into they are.moving into the holy site, this is where we get into their truth telling style which is polygraph examination and it starts on the veracity of their ability to give the truth and the psychologicalexamination is where we into cognitive abilities and speak more about

. next slide please. so in completing the background investigation process each candidate is measured if you will against very stringent documentations. and ones that most resonate with us and i think with most law enforcement entities, not just students in particular is number one integrity, interpersonal skills, number three is number four is patient . we feel these character traits are most critical in today's american policing mindful of the importance to enhance police community relationship so not to exclude five or six but before that i frustrated, judgment and medications we deal on cornerstones in terms of the crowbar just looking for without officers. these documents and to an individual who may by a forward thinking compassionate police officerwhich is what this

organization is seeking . next slide. getting into the polygraph and psychological assessments, the sequence is phq then bhs apology and then the site everyone has a clear picture o the chronology . the high points to slide number nine is this slide speaks to the legislation8846 which stipulates as of january 20 , will insert processes to detect bias related character traits explicit and implicit as it pertains to evaluation . making that distinction that all not only are we looking at implicit, underlying subconscious if you will those that aremore overt as wellwhich the explicit behavior . in terms of applications , you have the dhs on the front end and the applicants are allowed

to establish a kind of descriptive protocol of themselves and move into a deeper dive of the poly assessment which really into the style which is what i refer to as their ability to be truthful and forthcoming and looking at the assessment which was really a deep dive into the cognitive abilityas well as their problem solving aspects but is . assignment also is the legitimacy of our efforts as we also have a recommendation that speaks specifically to recruiting and hiring as relates to these instructors while also bolstering others in an effort to mitigate sentiments for approaches. as of now we have 72 percent 32 and rehiring recommendations completed with anticipation of completing youin the next few weeks . with that i think i'll circle back on the assessment of the

subject matter experts but i think at this point i will turn back to you to continue. >> next slide please. one thing that we introduced which you are probably all aware the queue has been delayed several times since covid and we are optimistic wheregoing to be moving forward in april . one thing we added to the announcement is a disqualifier where any allegation of any misconduct, risk-based, they disqualify a member from the selection process to beeligible so it's not a one-time thing . if you're on the list and you have a sustained allegation against the you can be disqualified. at any stage of the process. and of course the subject of

the memorandum has that understanding. next slide. development committee, i think this is where ... comes in right after this. okay, so test development committee, we had supervisors from the department have a test that reflects the department. i do not have police expertise, i admit that and i will never try to develop a testwithout the help of the experts of the san francisco police department .we look at new policies and procedures and problematic efforts, problematic areas. we are bound by guidelines to test the current policies and procedures that produce people that can apply their qualitative procedures. next slide.

>> this gets into the development in terms of the smaller role on our end in the police department and it says here on the slide the subject matter experts that we also call smes. we have an example with dave and his team over the past few years and i can tell you without question this is a process that's critical to the success of theexam . as dave mentioned before want to make sure that the transcendence have a deep rooted knowledge in terms of the knowledge of procedures and policies and best practices in this organization to see the construction of the exam and they actually fall into two categories. we do job analysis where a group of sme's come in and look at the prior executive summary and the verbiage and the terminologies to enter in with

regards to what's happening now at the organization and then you also have a test construction committee which i another group that allocates on the back and of job analysis , maybe 10 or 15 people that build out the components of what david is seeing and external consultants. but i think it's important to emphasize that thesme's are vetted very stringently . there's a complete review through internal affairs and even pushes out even further to speaking to any disciplinary history of treatment so this is what we call what used to be called the mc, someone is being vetted foranything , certainly serving as a sme with the organization are going to be vetted for these different types of information if you will. in terms of officers exposure

and or director hendersons epa. that's the best way that we utilize our clienttends , making sure that they are they making sure that they have requisite approach and skill set to build out these exams cause the quality exam would certainly take the quality of the old candidate. moving down to the second or thethird bullet , i think this was a given, dhr testing was developed. [inaudible] the sme's that same end and the chief of police has appropriated an industrywide process on the back of the promotional process where i believe it'sdesigned where we can get a candidate and further assess their suitability.

with that , i would turn it back over to you . >> next slide please and this will be quick. i wanted to talk about your error, we trained to recognize and mitigate biases at the table so separating in a subjective manner. >> next slide. >> good evening commissioners, president cohen, vice president elias . our training director could no be here so i'm here to pinch-hit . i'll share a little bit with you about what we're doing on the testing partand outside of our authority , then we will improve over the last several years.the hr was a managing inclusive bias training four times a month for the police department forentry-level police officers up to the chief . today we trained nearly 1800 swornofficers , response staff and 20 non-sworn staff and in

2016 when the training began. in 2019 we updated the training and that update, we looked at how to make the trainingmore relevant to current world context . we worked to include discussions on high profile incidents in policing and racism including discussions o redlining and structural racism .we also included discussion on gender inclusion and gender identity which was not addressed. at this point were looking at adding more to education among our officers, this would include the addition of continuing education activities and looking at ways to enhance our training through building in a self assessment tool as well as including a post training reflection tool developed by the organization called project implicit. we're looking at adding both

these tools this year and with that that brings us to theend of our presentation and we're happy to take any questions . >> colleagues, thank you for your presentation. any questions? >> no questions for him? i know, clearly. >> get all the good questions up onpaul . >> commissioners, i do want to emphasize very excited about the changes we face. we've had to put it off a couple of times but we

collaborated closely with the chief on this. i harken back to the comments we heard earlier this evening in the report at thebeginning of your meeting about the importance of that sergeant level . setting the tone and saying the leadership and i think it's a great opportunity in this new list that were going to establish and the new methodologies that we want to rollout in thatselection process so we are really looking forward to it . >> let's go with commissioner, sake.>> i think this was from the doj reportoriginally . one of the concerns was the background and investigations process . am i right that that was the doj report? does anybody recall? >> that are some recommendations. >> there was concern about the use of retired officers and the police union and hiring and

basically who makes it through the backlash. did you give us a little bit of a clarification as to where that is now and whether that's been addressed? >> i believe back in 2016 as it stands we have four full-time sworn and23 part-time process members in the background . i believe it's on slide six and seven that outlines the gender and ethnic makeup of the unitas well . >> i guess what the concern is is these 23 members, who are they? are they retirees? >> they are all retirees, formermembers of this organization . they're working in our investigations. >> sorry, that's me.

>> why do we use retirees to do this? >> there's a physical component obviously but i think based on operational need the organization is always focused on operations. we have that outward facing strong and robust not to diminish background investigations but the current configuration is four full-time sworn and the bulk of them are like i said part-time members. >> i guess as to the concern, the mayor and i talked a few weeks ago about the issue of culturing and policing has always probably been a challenge and i know this

department is trying to move beyond some of the cultures that i think we don't want to be a part of anymore. so the concern i think that was raised in the report has been raised was that people that are the old-timers that are retirees, i think all day through their own biases from havingbeen part of the whole department without the new culture , are they imposing those rules? it's not intentional, i don't think it'sintentional but that's just who they are and how they came up . how do you control for that and how doyou avoid that from corrupting the process ? >> let me back up. right now ratherthan in years past , that process and in fact it's currently still the same way, it's a higher authority

above mypay grade . their backgrounds have all been considered. there have always been a group selected to be on the front. i think the hearing role between identifying these, typing into their investigative expertise and vetting process that goes on within that process, i think is really designed to the right mindset in the unit. i can tell you right now in 2016 when they came and did initial assessment currently i can say we have a very as you can see a very balanced and forward thinking conscientious group of retired employees.

>> has this group and the whole department undergone some sort of review or audit to make sure those concerns that were raised and i understand it wasback in 2016 they address . as that already happened with denmark. >> the background is always in flux because of the egress of the personnel i can tell you,, not surging, and in 2016 and the current complement right now is extremely common interms of ethnic and gender makeup and i know always people personally and professionally and they are very conscientious . i feel confident in saying what now current complement of background investigators is solid. >> let me ask you this and my final area on this is how they undergone by s3? have they gone through doctor

king training, have these individuals gone through similar similarantivirus, antiracism training ? >> full-time people have, i have to confirm how many of our part-time people havehappened but they all participate in the training . >> thanking. >> i can do the research and have the answer for you within a day to. >> thanking. >> i was going to ask you a question, certainly a very good point. we were in the process of developing civilian positions to assist with our background investigations. we were actually in the final stages of that and it got shut

down because of budget impacts of covid. there's also issues that we had to work through and in that processas well so your point is well taken and we definitely were addressing the issue . budget concerns ditched all that but it's something that is on our horizon as we work out thebudget as well as some of the union issues . >> are going to hearfrom commissioner elias and then hear from bob henderson . >> if director henderson has something to follow up i'll be happy togo after him . >> is not a follow-up, i just wanted ageneral inquiry . >> i have three questions. you mentioned the 250 sergeant announcement which is on one of your slides which indicates sustained allegations of a race

misconduct maydisqualify a member from the selection process eligibility list . a few things, one maybe educate us and the public on how allegations can affect an officer's ability to promote and number two, what about the open allegations? i know the new disqualifier for sustained allegations but what about the incidents where an officer has an open case has not yet been adjudicated and they are up for the exam? maybe you can educate us on thatprocess as well and is what about other categories ? what is officer has other allegations of misconduct that are necessarily related to bias . does that also disqualify an officer from being able to promote and is not, why? a lot of questions but i think theyare related . >> thank you commissioner elias and i'm probably not the best

person to direct them to. i see i have office phone call or dave johnson who is more involved with the details and i'm just going to comment on your first point about allegations and charges that have not beensustained . the problem with holding that against the officer is exactly that . there's still due process aspect any charges that have been filed a lady taking possible judgment for our examinersto be able to determine . just keep in mindshould probably address this . under our civil service rules that were put out there, applicants have very substantial individual to be able to protest the announcement, the scores, the results of all.

take a lot of time to close us down so we're pretty cautious about trying to make sure that our process will sustain any challenges from any of the individual applicants but perhaps the director can take it from here. >> commissioner, this is dave johnson. i just want to mention we initiated quite closely, negotiated isn't the right word but leveraged discussions with the police officers association with these requirements and we came to the agreement that having these allegations sustained until the police commissioner has taken action, it's not fact. there's a very dark mind here saying once you processand we can take action but we will not

touch it until that point . >> can i follow up with 2 questions. when you say sustained allegation is there is a training time because in the discipline matrix allows your discipline mitigation can be considered only for the past seven years. if there's some kind of requirement with respect to disqualification number one number two is absolutely agree about the dark line and not being able to course any due process and i wantto respect that but what about instances where in fact later on they are sustained ? how do you real? >> first the question only going forward.>>

>> vice president elias: we talked about females in leadership and sort of the lack of females in leadership, and one of the chief's responses was they have to go off a list.

and my question is are we looking at factors that may contribute to the lack of diversity on the list? because we have to go off the list, and i understand that, but are we looking at factors which may contribute to why the list is made up of the list? >> are you referring to the entry-level list? >> vice president elias: more so the leadership list, but i mean, any list within the department where you're advancing. >> well, i think on the front end, with respect to the notion that there is maybe a lack in representation by female applicants, i can tell that -- and actually, captain mccormick is on the line. he receives the background and recruitments processes. i can tell you that our efforts

to recruit and elicit female applicants is robust. we go to a lot of lengths to recruit female applicants. we go to a lot of schools. there are great efforts to encourage representation not only on the force but the administration. >> when i first started this job, the majority of applicants

were not only male but asian, over time, we have diversified the ranks among races and gender, and that's something that commander ford referred to earlier when we're also trying to get a representative to develop a test because those communities are very important. every community's idea is different of how they should get the job done. so to the extent we can involve those groups in the process, the more likely we are to give a test that more accurately represents all groups in the test. >> if i could just insert myself into the answer, to start with, d.o.j. representation 86.02

specifically speaks to diversity, and that is being completed as we speak. and i spoke to our professional standards supervisor, and 98% of our 960 backgrounds are in compliance with training, leaving 2% out of compliance either because of some type of leave or disability. so commissioner hamasaki, in answer to your question, in upwards of 95% of those who do background investigations are up to speed on bias-related training. >> commissioner hamasaki: thank you. >> absolutely, sir. >> commissioner cohen: thank you. commissioner elias, did you have any other questions? >> vice president elias: no, thank you.

i appreciate that. >> commissioner cohen: and paul henderson, did you have a question? >> director henderson: yeah, and my question was for holly, as well. i feel like they have a better understanding of how the department works, but are there things that the police department or the police commission can be doing to help that plan or are these things that are just strictly for d.h.r. and the department directly? >> paul, are you referring to the bias training that we -- that we mentioned? >> director henderson: yes. >> i would welcome the commission's involvement in welcoming the concept and the way that it's changing. we're always open to advice or looking to keep it as current or contrary as relevant to the

needs of the department as we can. do you want to comment on this? >> i think carol said it. i mean, we are, as i mentioned, always looking to keep it -- keep it relevant, and i think the involvement from d.p.a. or from the commissioners even, if they want to participate in any of the trainings, would be really helpful. i mean, yeah, whatever we can do to really keep it a useful [inaudible] we're doing that. >> i was very intrigued with the earlier comments that we heard this evening about introducing history and having the officers understand, you know, much more deeply about the history of race and racism and its roots.

it's a very interesting idea, and i'd like to explore it further. >> i already texted the team. it's some concept that they're interested in and excited about, as well. >> vice president elias: that's good, because the bias complaints or allegations, i think d.p.a. is the only one that's ever done one, is that right, director henderson? >> director henderson: that's right, and then, we were stuck with the officer that left the department. that was a real challenge. i'm not aware of any other agency that has had a prosecution or a sustained case for bias. >> commissioner cohen: all right. thank you. let's continue moving forward

with our agenda. >> thank you, commissioners. >> commissioner cohen: we appreciate the presentation. stacey youngblood, sergeant youngblood, please, what's next on the agenda? >> clerk: public comment. the public is now welcome to make public comment regarding line 5, presentation by d.h.r. regarding bias at the hiring stage. members of the public who wish to make comment, press star, three now. good evening, caller. you have two minutes. >> hi. my name is cheryl thornton, and i am -- work for the city and county of san francisco, and i've gone to many commission meetings. some of these hiring practices and what they're doing, it sounds like more of the same. what i mean is i think in order to change the culture of the department and to get good

leadership, it's who you recruit from the very beginning. and i don't see enough diversity of officers. when i walk around san francisco, i see very few black officers. i don't know how many there are in the department right now currently, but i don't see very many. and the ones i do see, sometimes they're not even community friendly. some are, but some are not. so i would like to see officers, like, after they hired from the consent decree, like sylvia harper, captain yolanda williams, dawn stanford. these are actually people from san francisco, from the community. now i know that gentrification has gone on, and we have a lot less black people, but we need to get black people who identify at the entry level in order to change the culture of the department. thank you.

>> clerk: and president cohen, that is the end of public comment. >> commissioner cohen: is that my cue? >> clerk: yes, that is the end of public comment. >> commissioner cohen: okay. next item. >> clerk: next item is line item 6, presentation of the monthly collaborative reform initiatives, c.r.i., updates. discussion. >> okay. good evening, commissioners. president cohen, vice president elias, chief scott, and members of the public.

i'm catherine mcguire, and i'm director of the strategic bureau. i'll be updating you tonight on our progress on the c.r.i. program for the month of january. next slide, please. the -- as you can see, we had 20 recommendations go from review to substantial compliance in january, and we had 23 recommendations prescreened by d.o.j. and hillard hines. the details of these recommendations are in later slides. we currently have -- national to those 131 recommendations, we have 32 recommendations in review by hillard hines and an additional 35 in review by cal d.o.j., and the breakdown is represented in that slide. next slide, please. for the use of force objective, we have two recommendations

that were in substantial compliance for use of force, including a recommendation that included synthesizing information for the report and reporting on use of force. that will address not only a usdoj recommendation but a controller's office audit recommendation from last year. through that, we'll also collect new data required for the amendments to 5.01, and as you know, the -- that that amendment or those amendments help respond to some of c.p.e. recommendations. and next slide, please. in the bias objectives, the four recommendations moved into substantial compliance, including recommendations that

suggested sfpd encouraged personnel to report bias behavior, to prioritize and mandate the collection, analysis, and reporting of nonconsensual data, and to develop a strategy to collect and use data management practices. those recommendations are significant in that technology and data, as we all know from presentation does this evening, help guide us in identifying where bias might be, help us then also review policies to ensure that we find ways to reduce or eliminate the influence bias may have on our officers' activity. next slide, please. three recommendations moved to substantial compliance were the community policing objectives, including objectives suggesting that sfpd engage the community

members -- engage community members in the implementation of recommendations, ensure all personnel, including professional employees, receive community policing and engagement training, and providing procedural justice and implicit bias training to all personnel and make it part of the annual requirements. we also submitted information demonstrating the rollout of the community policing strategic plan through the use of video messaging in the department. next slide. for accountability, one recommendation moved to substantial compliance, and that 'em aration suggested that all personnel are trained and educated on the -- and that recommendation suggested that all personnel are trained and educated on the bias.

next slide. recruitment hiring and retention objective included saw ten recommendations moved to substantial compliance, including recommendations that sfpd increase their social media presence, assign more personnel resources to further recruitment to further represent under represented communities and evaluate relief for impacts to diversity and develop implements where impacted are bound. i am happy to take any questions at this time. that will conclude my presentation. >> commissioner cohen: colleagues, are there any

questions? i can't see the chat. none? okay. so thank you very much. i appreciate your presentation. we can take public comment on this at this time. >> clerk: at this time, the public is now welcome to make public comment regarding line item six, the collaborative reform initiative. please press star, three now if you would like to make public comment. and president cohen, it appears there is no public comment. >> commissioner cohen: okay. let's have the next item. >> clerk: line item 7, discussion and possible action to adopt a resolution urging the prompt development and implementation of a distribution plan for covid-19 vaccines to sfpd members, discussion and possible action. >> commissioner cohen: thank you. i appreciate that. i'm going to turn to commissioner hamasaki to introduce and discuss this item. >> commissioner hamasaki: oh,

thank you, president cohen. yeah, so this was an item that was prompted by the letter about two weeks ago that the department and the p.o.a. had sent asking for priority be given to sfpd officers. i think we on the commission know the work that the officers do, their work with the public, and the fact that they're forced to be out -- the nature of the job forces them to be out in the community, interacting with the people all day along, and for their safety, the public's safety, they should be prioritized in a higher tier based on the nature of their work and the necessity of their work. and i brought this to president cohen, and president cohen took it away from there.

>> commissioner cohen: that was nice set up. chief, i know that you've been working with the p.o.a. to get your officers the vaccines, so we stand with you and support your efforts. >> thank you very much. >> president cohen: if there's no further discussion, we can go ahead and take a vote on this. >> commissioner cohen? >> president cohen: yes, chief, please. >> can i just say thank you to the commission on this very, very much? i just want to point out to the public that covid-19 was the biggest killer of police

officers last year. it's a huge issue, and thank goodness we haven't lost anybody from covid-19, but this is a huge issue, so i just want to thank the commission for their support. we really, really appreciate that. >> vice president elias: and maybe chief, next week, you can give us an update now that we're moving into a different tier and how that affects officers in your weekly report. >> yes, thank you. >> president cohen: all right. thank you very much. so can i take a motion to adopt the resolution? >> vice president elias: i make a motion. >> commissioner hamasaki: second. >> president cohen: i'm sorry. we need to take public comment. we'll take a motion after public comment. >> clerk: at this time, the public is welcome to make public comment regarding line item 7, resolution urging the prompt development and implementation of a distribution plan for covid-19 vaccine.

members of the public who wish to make public comment, press star, three now. caller, you have three minutes. >> yes, yolanda williams with the d.f.j. i have spoken with you about this. i think it's alarming that a community would allow police officers to be classified below any other essential worker. we should have received it at the same time that the fire department received it. and i personally went to several stations last week, and i had officers come up to me crying and begging for me to try to get them vaccinated. many officers are suffering and experiencing the loss of their family members. please do everything you can to ensure that we don't have to wait until the 24th to get our officers vaccinated. it needs to happen, and it needs to happen as of the next

few days. and instead of our giving away or throwing away vaccinations that they're not going to be using at these various sites, they should be calling our district stations, asking if we have any officer that's can get -- officers that can get there within 15 to 20 minutes to get the vaccines. so thank you, chief. i support you, and support the officers. >> president cohen: are there any other member of the public that would like to comment on this item? >> hi, yes. my name is cheryl thornton again, and i agree with captain williams. i was just hurt and appalled to find out that the sfpd -- i work for the department of public health, and we get lots of calls -- i work out in the tenderloin, and these officers

call every day. and they don't even have the proper equipment. to not have them prioritized, it's just unthinkable. just like myself, they've been serving on the frontlines through the entire pandemic. i think this should never happen again, and whatever resolution you write, they should be prioritized if there's another pandemic, another vaccine, what have you. they should be first in line because if they get sick, who is going to protect our city? >> president cohen: thank you. thank you. next speaker, please. >> hi. my name is arlene drummer, and i'm a member of the officers [inaudible]. today, i was riding down eddy street, and i saw so many people that were unmasked. and just to think that these officers aren't being

vaccinated doesn't make any sense. these are essential workers and they should be vaccinated, so please handle that. thank you. >> clerk: good evening, caller, you have -- >> president cohen: good evening, caller. >> good evening. this is starchild, chair of the libertarian party of san francisco. i just wanted to bring awareness that the moderna vaccine was finished and ready to go last march. it was sent to the u.s. government, and for most of last year, it was held up by the regulatory bureaucracy of the federal government, so all the time that people were dying from covid last year and this year, that vaccine had been ready to go, and without the government regulation and restriction of people's access to life saving medications,

including vaccines, a lot of unnecessary death and suffering could have been prevented. so i urge you to put in your resolution a call for these regulations to be reviewed so that life saving treatments are available to the public, and we don't have a repeat of this ef

efficiently as possible. i spoke the resolution, and i know that my colleagues will support it, as well. with that said, may i have a motion? >> vice president elias: motion. >> president cohen: i have a motion. >> commissioner brookter: second. >> president cohen: all right. thank you. i have a motion by commissioner elias, seconded by commissioner -- >> commissioner brookter: brookter. >> president cohen: brookter. can we take that without objection? motion passes without objection. next item. >> clerk: item 8, discussion and possible action to adopt revised department general order 1.08, community policing, meet-and-confer draft was

approved by the commission on october 7, 2020, discussion and possible action. >> vice president elias: president cohen? >> president cohen: yes. >> vice president elias: i'm going to make a motion to accept this, but before let's d

go to public comment. >> clerk: members of the public, at this time, this is your opportunity to make public comment on item 8. members of the public who are listening, press star, three now. good evening, caller. you have two minutes. caller, you have two minutes. >> oh, excuse me. i was trying to unmute. this is starchild again, libertarian party of san francisco. i don't see the proposed order here. i'm calling in by phone, no summary of the changes that this would make have been given, so i would just like to note that for the record that i probably would have something to say about this community policing order, but it hasn't been facilitated for that to be

meaningfully possible since i don't know what it says. in a good thing, it's good to have -- in a general thing, it's good to have officers get out and walk around on foot beats, so if that's what's meant by community policing, i support that. but a lot of the real issue is not whether the officers are in their cars or not, but what priorities they're pursuing. are they going after actual violent crimes and crimes against property, like, assaults and car break-ins and this sort of thing or are they pursuing action against people who are not actually violating anyone else's rights, like people simply being on the streets or selling drugs or engaging in prostitution, things around which there's no community consensus that police

should be involved in or excessive free speech demonstrations or protests that don't need or require any police involvement and where police involvement can actually heighten tensions and actually increase the risk of violence. this is what i think the focus should be on, and unfortunately, community policing has become sort of a buzz word that doesn't have a lot of specifics on what that actually means, and again, i hear the -- >> clerk: and president cohen, there's no further comment. >> president cohen: okay. ladies and gentlemen, a motion has been made by commissioner elias. is there a second? quickly, a second? >> commissioner brookter: second. >> president cohen: thank you. seconded by commissioner brookter. we can take that without objection. unanimously passes. sergeant youngblood, this motion passes.

excellent. let's keep moving forward. next item, please. >> clerk: line item 9, discussion and possible action to adopt protocols for release of s.b. 1421 document. meet-and-confer draft was approved by the commission on december 4, 2019, discussion and possible action. >> vice president elias: the only thing i'd like to add, president cohen, is i'd like to thank commissioner mazzucco for this one, as well. he was the one that really started this working group and tagged me in to join him, so i'm very grateful and make a motion after public comment. >> president cohen: okay. that's great. thank you again. i'm sorry you guys have to hear the background noise. okay. is there someone presenting on this? is there a motion? is there a motion? >> vice president elias: motion after public comment.

>> clerk: public comment. >> president cohen: oh, that's right. >> clerk: all right. at this time, the public is now welcome to make public comment regarding line item 9, the adopt of the s.b. 1421 protocols. for those who would like to make public comment, please press star, three now. and president cohen, it appears there is no public comment. >> vice president elias: motion. >> president cohen: motion made by commissioner elias, seconded by commissioner brookter, and we can take that without objection. without objection, motion passes unanimously. next item. >> clerk: line item 10, discussion and possible action to adopt revised disciplinary penalty and referral guidelines for sworn members of the san francisco police department. meet-and-confer draft was approved by the commission on september 11, 2019. discussion and possible action. >> vice president elias: i'd

like to make a motion after public comment, but i'd like to thank commissioner hirsch for getting the ball rolling on the optics. >> president cohen: look at you, old timer. we'll take public comment. >> clerk: members of the public, this is your opportunity to make public comment on item 10, discussion and possible objection to adopt revised disciplinary penalty and referral guidelines for sworn members of the san

francisco police department. >> yes. their starchild, chairman of the san francisco libertarian party. once again, there's no material available on-line, and i have no way to know what the changes are, so i would ask for the commissioners to let the public know and give the opportunity for public comment after they've heard the description of what the changes are before taking action. thank you. >> president cohen: thank you, caller. sergeant youngblood, are there any other speakers? >> clerk: no, ma'am. >> president cohen: okay. colleagues, i don't know if there's anyone else that would like to speak on this? hearing none, is there a motion? >> vice president elias: i'd like to make a motion. >> president cohen: can i have

a second? commissioner brookter. okay. can we take this without objection? without objection, the motion passes. next item. >> clerk: item 11, discussion and possible action to adopt revised department general order 5.01, use of force policy and proper control of a person, discussion and possible action. >> president cohen: i love that we're moving through and doing what we should be doing, passing public resolution. commissioner elias, anyone that you want to thank? [inaudible]. >> president cohen: it looks like the chief has something to say. >> well, i'm going to echo commissioner elias' thanking of miss preston and thank the commission, as well.

we moved through meet-and-confer in record time, record speed, and i hope it instills some confidence in the public that the department and the commission is serious about getting these policies updated and revised, and the work that we're doing will move us forward at a much quicker pace, and a lot of that is credit to miss preston and credit to this commission, so i just want to thank both, both of you all. >> thank you. thank you all. >> vice president elias: and you too, chief. you brought her here. you had the foresight to bring her here and make this thing happen, so kudos to you. >> president cohen: i love that we're ending on a positive note. kumbahyah, everyone. kumbahyah. all right. let's take public comment. >> clerk: public is welcome to make public comment on item 11, adopt of department general

order 5.01. for those wishing to make public comment, please press star, three now. good evening, caller. you have two minutes. >> hi. can you hear me? >> clerk: yes? >> yes, hi. so i've been watching this on the sfgovtv website, and there's a bit of a delay. you all kind of breezed through the last few agenda items, so my question is regarding agenda number 8, item number 8. i'm wondering why there was no statements made particularly around what protocols that were just approved? if anyone is able to elaborate on that, that would be very helpful.

>> president cohen: sergeant youngblood, are there any other speakers? >> clerk: one more -- or a couple more. >> president cohen: public commenter, unfortunately, we're not able to respond directly to your question but would encourage you to write an e-mail to the commission, and we'll work on getting an answer for you. all right. next speaker. >> clerk: good evening, caller. you have two minutes. >> yes, again, this is starchild with the libertarian party of san francisco. libsf.org. i'd like to echo the previous commenter's comments. the commission is breezing through the last few items without any explanation, and the write an e-mail and we'll get an answer for you is not sufficient. someone here now should be able to describe what these proposals would do, at least

summarize them because we don't have the documents in front of them to know so that there's meaningful opportunity for public comment. i think the way this meeting is currently being conducted is a violation of the spirit if not the letter of open public meeting law that is supposed to allow for meaningful public comment, opportunity to comment on what's being done, and that there's no description offered of what's being voted on, and it's really difficult for that to happen. the minutes should reflect that. i want my public comment to be included in the minutes as verbatim in possible in print as well as on-line, and i ask the -- the members of the commission to specifically address what i'm saying and not just continue on as if nothing was said. thank you. >> president cohen: sergeant

youngblood, are there any other public comments? >> clerk: we have one more public comment, commissioner. >> president cohen: thank you. >> clerk: good evening, caller. you have two minutes. >> i would agree with the previous two callers regarding the sort of breezing through these items. i'm looking at the agenda here provided on the website, and yeah, there's really no description of the revised department general order 5.01, so -- and, you know, there's no links or anything, so i have no idea what this revised general order is, and i don't know -- i guess there is a supporting documents page there, although,

you know -- okay. so i guess i go to the supporting documents page. there is a file called police commission 021021 dgo 5.01 use of force. so without going there, one would not know to go to the supporting documents link. and that is only if you have a computer with internet access, and you have some familiarity with the website, which, of course, not everybody does. if you're watching this on t.v., you might not have access to a computer to look up this p.d.f. file. so yeah, [inaudible] not everybody has the internet, and since libraries are all shutdown now, internet has been

significantly reduced for a lot of populations. yeah, just having greater transparency and maybe this page of p.d.f., supporting documents clause, i don't know if there's a way it could be mailed out to interested parties. >> commissioner hamasaki: president cohen, may i say something briefly? >> president cohen: sure, and i'm going to say something after you, please. >> commissioner hamasaki: well, i do think the public commenters did raise a fair point that perhaps we could have introduced them, usually, but i thought miss elias -- or commissioner elias did, the one that she had worked on, and that's usually how it works. the one that worked on it generally introduces it. but the other callers are needing information with the agenda and supporting documents are -- but the other callers that are needing information with the agenda and supporting

documents are posted the friday before the meeting. we can't do anything about the internet connections. unfortunately, that's not within our power or purview, but the documents are always up and if you have a problem with that, please contact the commission office. >> president cohen: well said, commissioner hamasaki. far more gracious than i would have put it. i would just say that everyone on this commission are expected to do their homework before they comment, and members of the public are expected to do the same. >> and if i could just say something, we passed these d.g.o.s some time ago, and they're just coming back from the meet and confer process, but they've been in the meet-and-confer process sometime ago.

>> president cohen: that's right, commissioner dejesus. the public commenters probably haven't spent much time on-line or have spent a lot of time researching the commission's work. these items were started in 2019, and it's sad that we're in 2021 and just getting it done, but we've done it and we've tried to keep it transparent. with that, i want to move forward, and thank you, miss preston, for helping us stay the course, and chief scott, as well. all right. with that, public comment is closed. i'll entertain a motion. >> vice president elias: so moved. >> president cohen: i have a motion and a second. can i take this without objection? without objection, the motion

passes. sergeant youngblood, next item. >> clerk: item 12, public comment on all matters pertaining to item 14 below, closed session, including public comment on item 13, vote whether to hold item 14 in closed session. >> president cohen: all right, public comment. let's hear what your thoughts are. >> clerk: good evening, caller. you have two minutes. >> good evening. starchild, president of the san francisco libertarian party. i must object to the last comments. we're not involved in the closed session. when there's a delay of two years on something, it implies that there's a change to something that the public didn't have access to, well, it's reasonable to ask what changes were made? these agenda items, it has

these orders. there's no link on the agenda to the supporting documents. you have to go and look and dig into a separate document, and members of the public who are not serving on these commissions, we have other lives and other things going on. we're not appointed to commissions where we're expected to do a lot of time and homework on this stuff. the people who are being paid to do this stuff and who are appointed to positions, you know, to have this responsibility should be making it as easy as possible for the public to understand what's going on, and i don't feel like that's happening. i feel like members of the public are being disrespected here. thank you. . >> clerk: and that is the end of public comment, commissioner. >> vice president elias: i make a motion. >> president cohen: all right. thank you very much. motion made by commissioner elias, seconded by commissioner brookter. can we take that without objection? all right.

without objection, let's move forward. >> clerk: all right. line item 13 is vote on whether to hold item 14 in closed session. >> president cohen: can i hear a motion? >> vice president elias: motion. >> president cohen: motion made by commissioner elias, seconded by -- let me guess -- commissioner brookter. >> commissioner brookter: second. >> president cohen: motion passes unanimously, without objection. >> clerk: all right. >> president cohen: motion made by commissioner elias, seconded by commissioner brookter. thank you. we'll take that without objection. thank you, ladies and gentlemen. okay. this motion passes unanimously. commissioner -- i'm sorry, sergeant youngblood, do we need to take public comment? >> clerk: yes, ma'am. >> president cohen: let's take public comment.

>> clerk: members of the public who would like to make public comment, please press star, three now. good evening, caller. you have two minutes. >> yes. i believe that there should have been, you know, public comment permitted before the motion. somebody just said that the motion passed unanimously, which, you know, confuses me greatly. any ways, yeah, so i don't know. maybe i misheard, but i don't know if public comment should have been taken after the motion passed. i thought usually the procedure is motion is brought forth, public comment is taken, and

then, there is a motion and a vote. it seems like the procedures are irregular, and i don't understand why. i would like to raise concerns about that, and certainly, that would make anyone any more comfortable about what happens in closed sessions that are not disclosed to the public, and so yeah, i think that's everything i have to say, so thank you. >> clerk: and commissioner, there is no further public comment. >> president cohen: thank you, sergeant youngblood. colleagues, i'm going to make a motion to rescind our motion not to disclose. may i have a second on that? >> commissioner dejesus: well, i'm not sure what part you want to rescind. >> president cohen: well, i'm

going to make a motion to rescind, and then, we will make another motion to close. the caller is correct. motion should have been made after public comment. >> commissioner dejesus: okay. so second, then. >> president cohen: thank you for the second. so colleagues, if we could take this motion without objection, without objection. sergeant youngblood, you want to reopen public comment at this time? >> clerk: for members of the public that would like to make public comment on item 15, please press star, three now. it does not look like there's any public comment. >> president cohen: thank you. all right. so i'll make a motion not to disclose what was said in closed session. >> commissioner dejesus: second. >> president cohen: thank you. seconded by petra dejesus. if we can take that without objection? thank you. without objection, that motion passes. sergeant youngblood, next item,

please. >> clerk: item 16, adjournment, action item. >> commissioner dejesus: so moved. >> commissioner brookter: second. >> president cohen: we have a motion by commissioner dejesus and a second by commissioner brookter, and without objection, the motion passes. thank you, everyone. good night. >> good night.

>> this is one place you can always count on to give you what you had before and remind you of what your san francisco history used to be. >> we hear that all the time,

people bring their kids here and their grandparents brought them here and down the line. >> even though people move away, whenever they come back to the city, they make it here. and they tell us that. >> you're going to get something made fresh, made by hand and made with quality products and something that's very, very good. ♪♪ >> the legacy bars and restaurants was something that was begun by san francisco simply to recognize and draw attention to the establishments. it really provides for san francisco's unique character. ♪♪ >> and that morphed into a request that we work with the city to develop a legacy business registration.

>> i'm michael cirocco and the owner of an area bakery. ♪♪ the bakery started in 191. my grandfather came over from italy and opened it up then. it is a small operation. it's not big. so everything is kind of quality that way. so i see every piece and cut every piece that comes in and out of that oven. >> i'm leslie cirocco-mitchell, a fourth generation baker here with my family. ♪♪ so we get up pretty early in the morning. i usually start baking around 5:00. and then you just start doing rounds of dough. loaves. >> my mom and sister basically handle the front and then i have my nephew james helps and then my two daughters and my wife come in and we actually do the baking. after that, my mom and my

sister stay and sell the product, retail it. ♪♪ you know, i don't really think about it. but then when i -- sometimes when i go places and i look and see places put up, oh this is our 50th anniversary and everything and we've been over 100 and that is when it kind of hits me. you know, that geez, we've been here a long time. [applause] ♪♪ >> a lot of people might ask why our legacy business is important. we all have our own stories to tell about our ancestry. our lineage and i'll use one example of tommy's joint. tommy's joint is a place that my husband went to as a child and he's a fourth generation san franciscan. it's a place we can still go to today with our children or

grandchildren and share the stories of what was san francisco like back in the 1950s. >> i'm the general manager at tommy's joint. people mostly recognize tommy's joint for its murals on the outside of the building. very bright blue. you drive down and see what it is. they know the building. tommy's is a san francisco hoffa, which is a german-style presenting food. we have five different carved meats and we carve it by hand at the station. you prefer it to be carved whether you like your brisket fatty or want it lean. you want your pastrami to be very lean. you can say i want that piece of corn beef and want it cut, you know, very thick and i want

it with some sauerkraut. tell the guys how you want to prepare it and they will do it right in front of you. san francisco's a place that's changing restaurants, except for tommy's joint. tommy's joint has been the same since it opened and that is important. san francisco in general that we don't lose a grip of what san francisco's came from. tommy's is a place that you'll always recognize whenever you lock in the door. you'll see the same staff, the same bartender and have the same meal and that is great. that's important. ♪♪ >> the service that san francisco heritage offers to the legacy businesses is to help them with that application process, to make sure that they

really recognize about them what it is that makes them so special here in san francisco. ♪♪ so we'll help them with that application process if, in fact, the board of supervisors does recognize them as a legacy business, then that does entitle them to certain financial benefits from the city of san francisco. but i say really, more importantly, it really brings them public recognition that this is a business in san francisco that has history and that is unique to san francisco. >> it started in june of 1953. ♪♪ and we make everything from scratch. everything. we started a you -- we started

a off with 12 flavors and mango fruits from the philippines and then started trying them one by one and the family had a whole new clientele. the business really boomed after that. >> i think that the flavors we make reflect the diversity of san francisco. we were really surprised about the legacy project but we were thrilled to be a part of it. businesses come and go in the city. pretty tough for businesss to stay here because it is so expensive and there's so much competition. so for us who have been here all these years and still be popular and to be recognized by the city has been really a huge honor. >> we got a phone call from a woman who was 91 and she wanted

to know if the mitchells still owned it and she was so happy that we were still involved, still the owners. she was our customer in 1953. and she still comes in. but she was just making sure that we were still around and it just makes us feel, you know, very proud that we're carrying on our father's legacy. and that we mean so much to so many people. ♪♪ >> it provides a perspective. and i think if you only looked at it in the here and now, you're missing the context. for me, legacy businesses, legacy bars and restaurants are really about setting the context for how we come to be where we are today. >> i just think it's part of san francisco. people like to see familiar stuff. at least i know i do. >> in the 1950s, you could see a picture of tommy's joint and looks exactly the same.

we haven't change add thing. >> i remember one lady saying, you know, i've been eating this ice cream since before i was born. and i thought, wow! we have, too. ♪♪