hoping what we will do is a culture change so i specifically want to ask you bigging back on helping and at the data and because, if difficulties to great and it's difficult to answer the community that is asking for the data and the use of force and data and you know all of the things that are dealing with very out moded systems and in that that makes a process of gathering it difficult. on the other hand, i wonder if we can talk about how those two things connect many of the culture change and the data and so having been in many organizations, that is just a tool. i mean, the database and all those things are tools and what you get out of it is as you use them and it's just a hammer and

you can build a house or just sound things with it so what i'm worried about is how is the department accountable to the data that it produces and so how are the police officers on the ground using that data and looking at the use of force statistics by precinct and thinking about it and implement and are you leading the kuehl change and recommendation and practical ways and present to the police for them and you to assess how they're doing. so i was wondering if you can

talk a little bit about that. >> yeah, absolutely. thank you for the questions, supervisor melgar many of the data, first of all, in terms of how we think how officers think and our members think and the data tells you about what it tells you. what it's told us is we have disparities. who we use force on, who we search, what we find when we search, who we stop, the types of stops, who we write tickets to, who we don't write tickets to and part of this process, first and foremost, is you have to acknowledge what the data is telling you in a really a non defensive way. it's really, i have lived through police row form over half of my ka we have a problem

in order to move forward and that is the first step in changing culture is acknowledging that you have a problem and often times it's really hard for people to do and it's hard for police organizations to do and we've done that and now, they're probably still some officers that may not think that way but, you know, i think the majority of this organization understands that we have to get better in that area and then the next piece is really all the work that we've done to analyze why things are the way that they are and this goes straight to culture and mind set and policies and what do we ask officers to do and how are we

asking them to do it and for instance, if we have a shooting and anywhere in the city. what are our strategies to address those shootings. now, decades ago, most police departments, particularly in a major city they just flood the air and the mayor and you would write a lot of tickets and you stop a lot of people and they go to jail for warrants and things like that and that is not for 221 to be successful because we have to understand how those policies really don't get us to where we're trying to get to and they harm their relationship with the communities but they harm the community. officers have to understand that and so part of this next part of and looking at policing, particularly in this city and it goes beyond the city and if i'm going to pick an age.

and whether i study or not i'm probably not really and the fact that person of color of a lino or african american or china chinesenot because of what i dit because the things that may have happened 20 or 30 or 50 years ago and so, when you realize people's perspectives, you have more empathy and you are able to deal with these things and not things so perfectly and it's important that we acknowledge our history and understanding and that's the second part and this we can have the best policy in the world and we don't get to their hearts and minds and we have a hard time doing what we want to do in terms of getting

to where we want to go and that's a leadership challenge. that's my job and the command staff and make sure that we that was a major part and our department has we can't and for the people we serve and not all people anyway so it took us a little time to get there and are we 100% and i won't tell you that and i tell you that the critical mass is there and that's what we need to move forward. so, that is another step. the policy and training and all the things we put in place and we put good policies in place

and and they have told me i look at what you guys do. i model what you guys do. it's flattering and it speaks a lot of the people in the city that have pushed us to get there and it speaks a lot about our police commission that made it happen and it speaks to our officers and who are adhering to the policy which goes back to the heart and mind and understanding why so that's how you change the culture. now, the accountability is the last piece. because of all those things fail, and people just don't get it and they are hard-headed and knuckle headed and they don't follow policies that's where the accountability comes in and we have to hold our people accountable to our policies and our training and our procedures and our protocols and you try to get to that in a way i just described, but some people, you

have to impose discipline and that discipline, depending on how serious it is, can be up to termination and we have to be willing and able to do that and it ain't personal. it's not draconian but we have to hold our people to a high standard and the policies we've set in place based on everything that i've said so that's how we get to change the culture. >> thank you, chief, i appreciate that answer. some of my colleagues who went before me have talked about going into budget season and you and i have met about this and i just wanted to reiterate to you that all of those things that you said, you know, like any other worker i think all workers want to feel like their work is valuable and important if that they are good at doing what they do. i think that in the long run, work that you are doing will

make your officers better. i don't. because all of these things responsive to the community treating people with respect and full human rights are good for the community and it's also good for the police officers. in many, many ways and i think that what makes me nervous is sometimes when i hear from you or your staff and consultant or the ability without talking about what happens with the officers because i actually think that there's going to be some capacity building in order for cultural to change and that when folks understand and can use technology to come up with outcomes to assess their work, it will make them better at their jobs, not just how they use the force and also, how to solve property crimes and all of the things that we need them to do and i'm just reiterating and

i said this to you, as we're going no budget season what i'd lick to do is to make sure that the resources are used for that culture change and to increase the capacity of your folks folks to get them to understand what, like you said, understand what they're doing and it will make them better and not to farm out any of these activities so that you can just introduce a number for us because it's not useful in the long run and it will keep us happy for one meet north the long run, you know, what we want to see is permanent change and thank you very much chief i appreciate you and all you are doing, thank you. >> thank you. thank you supervisor melgar. >> thank you supervisor melgar. supervisor haney. >> thank you president walton and thank you chief scott for being here and for your

leadership and i want to commend you and your command staff and some of the progress that we've seen. in particular, i want to ask about some of the recommendations for the pieces that are still needed to be completed but, before i did that i just want to note, as i read it, about a year ago, there were just over 450 of the recommendations that were substantial compliance and now we are at 183 and a lot of progress and a single year and i wonder if you can sort of give us a sense of how do you understand that being achieved in the sense that they are reviewing these during this time or rehaving them quirk or do you

really see that there has been that much substantial progress on a lot of these things actually in the last year and did something change actually in the process because, it had been moving fairly slowly before that and then over the last year it looks like it just really accelerated. >> thank you, supervisor haney. several things came together. i talked about the infrastructure we put in place. getting the right people in and plugged into the infrastructure. and i'll highlight a few things that speak to directly to your question and also, though, this is the accountability piece. the police commission, the board of supervisors, the mayor, the public, constantly you are pushing us forward on this work is moving a little too slow and we weren't satisfied with the progress. so, in the midst of covid and

the chaos after the murder of george floyd, we made decision that's had other impacts but we pulled our executive sponsors which is our commanders away from their regular assignment and this happened in september of 2020 and that became their jobs. give you the recommendation done and here are the questions, tell us what you need to be successful. because we're done with making excuses to the public even though some of them are legitimate and we're done before the commission or the board and the mayor explaining why things aren't moving and we had to be done with that so we pulled five communities off of their assignment and they had critical assignments and some were able to help some of their work and whatever team they needed we pull those people off line and

that's what they did full time. that caused us to accelerate the work. i might ask how come we didn't do that sooner is we didn't have the infrastructure fully in place. the other thing that were put in place are professional staff and we moved this work from a sworn position a couple years ago to a non formed staff that runs a strategic measurement hero and we brought in director like luanne a preston from d.h.r. and we works for the police department. we cut confer time to a fraction of what it used to be which means we were able to get these policies in and the california d.o.j. told us we're not signing you off until the policy is approved by the police commission? so, that means we had to get the work done. so that infrastructure helped us cut down the timeline and i mentioned the streamlining of the process. even how we approached submitting or work to the

california d.o.j. and that helped and the bottom line is, despite everything that happened in 2020, we weren't going to come back to anybody in san francisco making an excuse as why we didn't get the work done. it just was not going to happen so we made the commitment and the infrastructure came together at the right time to help us get this work move forward and really everything came together and some of it was timing and some was planning. some of what we asked for in 2017, just happened this year. because of the r.s.p. process and you know, which are good processes and having to secure contracts and things like that and some of the work people have to understand it doesn't happen overnight and there are processes in place that we have to adhere for good reason and that is the answer to your question and everything came together at the right time and

we pulled people off line until we got the work done. >> thank you, i appreciate that. i think it's important to know because as you said, the work, even as you complete all of these recommendations, still very much continues and we need to be able to move at in sort of pace if not even faster as it relates to reform and so, it does seem that something really changed in the last year. i did want to ask about a couple that are still remaining on the list for compliance and a little more specificity and i agree with my colleagues about data and i see a number of those still to be addressed or related to data but, notably, one of the recommendations which was actually deadly use of force are involved of persons of color and

you know i think that this was for a reason that i can't understand was put as a low priority and there are recommendation that's should get done and it was clearly noted as the first thing that they put as a recommendation and i realize it's not necessarily in order and top priority for them and can you speak to on that particular one how we are getting to full compliance with the recommendations associated with deadly use of force? >> yeah. so part of what had to be done on that particular recommendation we find an academic partner and we have the data and we have the cases and we can do a self-analysis and it's finding the right academic partner and the right annalistist to look at this data to help us discern from it and

how we can change the narrative and i will say that we are, i mentioned the compliance measure that we put in place on these recommendations that 1.1 had five compliance measures and we believe we can, based on our conversations with our consultants and four of the five are there and we still need that academic partner piece and we believe that we will be complete with that recommendation and within a year and hopefully within six months and i think it's more realistic but that is the piece that remains. we reached out to the many academics and we reached out to many academics partners on this particular recommendation and we haven't found one to accept the work or the right one to accept the work anyway so we're still we think we might have found the right one but that is what needs to come together. four of those five compliance measures have been done. that one is still out standing

so we will continue to work on there. the other thing is i spoke the infrastructure and the needs. there's a lot of data. a lot of these like this one calls for data and you have to have analists, real annalists to do the data. here is what the police departments do when they're short-handed. i would like to have happen let's let the officers be officers. let's them address the stuff on the streets and there are administrative jobs that require officers but we need annalist and people to really -- they analyze the data so we can move

forward so we've had some shortages there and we will continue to try to make due and make things happen and work around but wore asking for annalists because that is what we need and we've been short for a long time on that side of the organization and that will help us move forward. >> we're going to tracking community policing data and creating offer sight committees and working in partnership with the community and this is something that i think that is

really about changing the way we do policing and really thinking about over all culture change and actually i was on the original working groups around this and it was now three or four years ago and before i was a supervisor, and what are you tracking in terms of community policing and we've had a lot of conversations about foot patrol and is it changing the way thaw deploy officers and how you deploy them? when we think of community policing we often think about building long-term relationships and having folks from the neighborhood and the way they police, how are you looking at that in terms of data and what are you tracking? >> yeah, so that's really a good question. so, i'll give you two examples of how this plays out and one of them is in your district and all

work and the tenderloin area and our deployment is to implode and we have the foot piece and through ot the tenderloin and here is -- we up our deployment somewhat to address some of the challenges in the tenderloin and we are using the community policing strategic plan is our roadmap of how we will do business this time around and it calls for a counsel of things. it calls for officers when they're on the bit and they need as much as we can do this and they need to be out and present and this is not just in your area. we're doing another area too. i can think of several supervisors on the call that we're doing this and the tenderloin wasn't significant because we specifically, when we did this deployment, pulled out the community policing strategic plan and said this is our

roadmap.

some of the types of issues where the wiser and more strategic things to do is call in someone else even for arrest able offenses that's how we want our process so foot beat officers stay in their area so they're engage with the public in a positive way. that's how this works. that's how this works the best. ask we do it a better and using that as a guide will help us chart the course to do this thoughtfully and keep officers in the field where we can. what's the point of having a foot beat if all is happening that is they go out and make an arrest as soon as they get out on their beat and they're out in the field for half are their

shift. it's not hearing your police chief that shouldn't arrest people who are committing crimes because we should and a particularly for violent crimes but what i'm saying we have to be more thoughtful in how we do that and what things we need to do right away using the foot beat officer calling in reimbursement to do that work so we can stay out in the field and keep our foot beat on the foot beat and we can be set another district and people asking for foot beats but they need to see it out there and that's the bottom line. we need to see us out there and engage and that prevents a lot of things from happening in the first place so that's all about community policing. knowing who is in your area because you get to know the area and that goes a long way. >> it sounds like it's reflected in a lot of the training and the deployment and over all philosophy of policing in a particular area and particular

foot beats and i have two last questions. one is, there's a set of recommendations that are also still not completed that relate to consistenly applying procedural justice, a committee to review internal discipline and formal not institutionalized so obviously part of this is also when there are problems or people who are consistently problematic any of these matters with bias or use of force and that there is a response from the department and there's a way to monitor that and ensure it's happening effectively and quickly and how is that a part of what has happened and what still needs to be done to complete these recommendations. >> yeah, so, a lot of work has been done on that and part of this particularly in terms of procedural justice a police commissioner and department of police accountability on board

and this discussion and conversation brings members of our organizations on board so we can work through issues. for cities know justice is all about fairness and it's our discipline system fair and equitable and are we seeing disparities in our system. are certain types of demographic being disciplined harsher than others for unexplained reasons and those types of things and that was part of the assessment and the assessment to look into that and that's how our members felt and so those meetings have started to happen, again, calling through the data, calling through the actual discipline, you know, for the people that have a need and rit to know. it's in progress and on the board and for instance, we have a lot of collaborative partnership with d.p.a. in terms of our disciplinary review board

where the chief-of-staff of the police department has our team, the chief-of-staff of d.p.a. and when we have a discipline case it's like what do we learn from this? are they policy changes that need to move forward. are there equity issues and are there -- do we need to look at our policies in a different way and that's already happening and we've already sent at least two reports of the commission with the recommendations that we have come up with through that process and that is what is going to get us to a better place, more procedural justice tom and those types of issues so those things are in place and i think they will be refined over type as it gets going and they are already in place and we've already seen some recommendations as a result. >> thank you for that and i think that's a very important piece of this. last question, when we look at this the data and the reality

it's clear that the biggest issue that we face in our city is disproportionallity as it relates to black residents in use of force in searches and arrests. so, two parts of. >> toni-marie: this question, one is, are you finding ways or are there best practices to focus on that issue explicitly and to bring that up explicitly whether it's in the monitor organize training and i know we're doing in data and such but in the way that we're integrating this into our response and are we looking at that and how to address that explicitly in their best practices with that and then, in connected to that, it's part of it thinking about ways and you touched on this with the mental health response team and ways in which there are times when the police shouldn't be the ones deployed to reduce interaction this is general so that as a way to reduce the searches and the

arrests and all that you are not deploying police the situations where it can escalate and be one of those things when really it requires a different sort of response and you know, situations where if you deploy the police you may end up with one of these situation and sometimes contributing to the disproportionallity but sending other folks out there that we are actually not only getting more effective response but also reducing disproportional tee. we had a committee of sfpd not

only command staff and working with the p.o.a. in terms of their input on this issue and we have a whole list of different types of calls that we think could be handled by other entities and now there's processes and labor processes that go along with that we just can't give those to other departments without doing about what legally is required but we've identified those calls and we're working through the mayor's office and with the mayor's office to try to further that conversation and so, a lot has to go into those discussion and we need to do it thoughtfully and i think that b.l.a. report focuses on this as well and we need to know what the impacts will be and those

conversations have begun months ago and i'm excite today see where they take it and in terms of more near term things, things like the sert are on the ground and real and it's a major step in the right direction but there are other types of calls. wellness checks, which is the next phase of sert and we're down the road on moving that forward but there aor sets of calls that we believe we can move that forward. >> i freshh and i'll follow-up on other things and again thank you for the answers and your leadership and thank you president walton and colleagues

for giving you the time to ask those. thank you, chief. >> thank you, supervisor haney. supervisor safai. >> thank you. thank you supervisor haney. you hit on a number of points i wanted to talk about. community policing, use of force. also, i want to go back to the diversity in highering we had a hearing on that and you had it on your presentation chief and something that i want to give you another minute or two and supervisor peskin asked and we had talked to you about the patterns and programs and infrastructure all the the things that you had in place to make sure that you would continue to have diversity and hiring and diversify your leadership and the recruit process and all those things and i want to give you and that feeds into the recommendations.

>> thank you supervisor. recruitment is important in order to be the diverse department that we all want and need. we have to continue to recruit and we have to continue to hire. now, there have been challenges with our recruitment over the last three years and we worked out the math on what we think is realistic in terms of the number of people that we need to hire this coming year which is 100. that is what we're asking for. and we believe we can meet this number. now if we can do that, based on the trend that we've seen over the last four years, we expect to get more cantonese-speaking officers and more diversity in our recruitment because that's not the trend based on our outreach that we've been successful at and we think we can continue that success but in order to do that we have to continue to hire. it really goes to who we're

losing by attrition and retirement and other resignation, terminations or whatever the case might be that caused people to separate and service and if those folks are more tenure it's going to reflect the diversity when they came in and what the department looked like when they came into the department who we hired is going to reflect the trends that we've seen over the last five years and so in order to do that we have to keep hiring and the need is there and if not the department is going to get smaller and we won't be able to meet the demands that are placed upon us and we're going to, we believe if we stop hiring we're going to hurt our diversity and we're not going to get those recruits because we're not hiring because it's really important and this is why it was one of the reform categories and we have to hire the right people and i think we put steps in place to do that as best we can

and supervisors, through your leadership, we had a whole hearing on that and explained what we were doing and i commander ford is on the call if you want to really get into details about the work he and his staff has done on that. it's real simple. in terms of we want to keep that diversity going in the direction it's going we have to continue to hire. >> one of my other questions, we and the community, welcome piss disparities have been pushing strongly in this board to complete the 272 recommendations by the end of the year and you came today saying 93% were in process and less than that were compliant but we want to know,

will you be able to achieve 272 recommendations by the end of the year and if not, which ones will you not be able to achieve? what is the timeline to getting the full compliance because it's a big thing for this board and our reform efforts in san francisco. >> yeah, absolutely. thank you for the question and allowing me an opportunity to spell out exactly what we believe we have in front of us and so within 12 months, next year, we believe that six of the recommendations we'll complete and that is 1.1 and 2.4 and 48.1 and 55.2, 69.2 and 69.3 now, i mentioned we do have issues with our annalist component but we're making the best of it and trying to work around.

it means some stuff we have to say no to just like we did to get to this point.

>> some of which you believe you can get done bit end of the year and and 48.2 and we believe we

can complete those they call for strategic plans and we call it an over arching strategic plan because of our relationship with civic bridges and we're able to get a very, very good company and through bridge to get a down the road on this work at no cost to the city.

we believe that it will help get us to the finish line there but that engagement is only a four-month engagement and we still have some work to do when they're done. long story, we believe we can finish that with an 18 month and maybe sooner and after that, there are three recommendations that will take two years that's 40.2 that is all of these strategic plans that we've put together into one over arching strategic plan that takes thought and it does not need to be done by amatures and most organizations hire professionals to work on their strategic plan

and we're no different. we have not been able to get the funding to do but we worked around it through civic bridges and other ways. also, the community policeing and problem solving manual which is underway and it's a very involved process and we believe we'll be done within that within two years and supervisor haney asked about, we're actually strategic plan is already happening and this is way more involved and then the use of force data analysis, which is a technology-driven need that is 21.1 we believe given that we get the technology we're asking for we can do that within two years and so that brings us up to 16 to 19 with the three remaining, these are the bigger ones, i talked about the records management system supervisor stefani's question and it needs

to be totally redone and we're looking at three or four years for that and we need additional funding and we need to work with the justice reworking. the d.m. department of mercy management replacement of the computer aided dispatch system. it makes no sense to do that in a vacuum what we need to do in a vacuum here because the last thing we want to do is put the technology in place that's not compatible with the other things i'm talking about so it makes commonsense to me that we work with these other entities and systems that we put together a system integrated because that's going to help us be more efficient on pulling all this data that we keep talking about

so we believe it's a three to four year not because of desire, because of funding and the planning that is necessary to actually do this work to put these systems in place and that can't be done in a year. >> so sounds like if i added everything up you just said, chief, you wouldn't be done with all 272 until 2024? >> so, we are with the final three recommendations looking at around 2024 for those final three. the you are locking at around 20

we don't know what next year's grants will look like and i will tell you this, those grants that meet our needs we're going to be applying for them and i can't, until the grant season is here we can't say what is open and what is available and there's no

guarantee that we'll get it. there are a lot of the departments that apply for the grant and we were fortunate enough to get it and it put us in a better place so we're going to do what we can to get grant money and we've done that and we've been able to do that on a couple of occasions now with our violence issue we have in the city and we were able to get grant money to start our crimes on intelligence and our investigation center and $800,000 grants. that is what got us started there so it put us in a position that we're in i know these recommendations came from the department of justice and at some point they were involved in the process and they faded out

and we have the state department of justice with the biden administration examining back and i wanted to hold the department of justice at the federal level, have they reengage federally at this process and is the state d.o.j. been involved and are they involved in oversight and will they see this through to its completion. who is the outside entity working with the sfpd to ensure the oversight and implementation of these recommendations? >> well, we're asking the state to continue this work. and there's an interest in that and in fairness to our attorney general, who just came aboard, we are meeting with him in the very near future but, they know the police department as well as our consultants. it would not be wise to start over with someone new with this

phase of the game, if you will. we're asking to continue this work. we move and significant and towards what we need to do and what we set to do but with so few of the recommendations left, it just makes sense. plus, plus it's good for them to revisit the stuff that we've already completed to see if it's moving in the outcomes in the direction that we expect it to move them in so it's always good to have have that review too. >> thank you, chief. thank you mr. president. those are all my questions for now. >> thank you supervisor safai and again, chief, we want to thank you for the presentation and i know my colleagues have asked a lot of questions so some i won't have to go into but i do have a few questions and definitely someone just a little bit more specifics and so when

we look at slide 12, which has recruited hiring and personal practices perform outcomes data and we talk about with the recommendations and and ranking.

>> in the resources before and the reason we did that number one, it gives them an opportunity to tell me their qualifications and why we are competitive for the job and it gives them an opportunity to show me they understand the direction the department is going in and changing the mind set. you are not competitive in terms of promotions that resinates.

they have an opportunity about how they bought in. if i'm a sergeant and i'm always and it means a lot. i've been in a position as a low level supervisor. and, it's because i bought in ii was able to tell officers i was responsible for if it ain't happening at that level, supervisors, we've got less of a chance to get in the officers that are having to do the work and they're using force and making stops to buy in. that's embedded in our process

now and it brought in and i would want that opportunity in i were in that seat. >> if terms of recrewment, are you keeping that on applicants that apply but don't get into the academy? >> yes, sir. >> one of the things we've done is we actual lie look at who applies and who drops out and they did a good job through the california policy lag on our recruitment and where people are dropping out so we can learn from those things to shore that up. we were losing people of color

because of the testing fees and things like that. can we make that situation better? i know commander ford is on the call and he can talk a lot about that because we took that data and changed things and as a part of the entry level testing we lost recruits and we changed it to a more accessible exercise to demonstrate do you have the happened strength to do that part of the job. and driving and we're losing a lot of work driving. >> real quick, chief, i'm sorry, i know you said you work with d.h.r., are you also working with officer rich with equity now and are you incorporating them? >> yes, absolutely.

we have our racial equity inclusion plan and drawing from that plan to address the issues and all those things will happen us get where we want to. >> and it's indicative of the major concerns in the police department and that's the stops and the data around stops and it has decreased but it still remains dramatically high for the stops of black people and so i'm wondering, why are people

pulling over this is indetective creating a situation and accident and folks and community are police officers and. >> first of all, let me say it earlier it's still a big problem for us and just come down it's a problem and a couple things go into that and supervisor melgar's problem and understanding that you have a problem, you know, prior to the board of supervisors and implementing 96k and we've been doing it for five years and the data is still problematic but

it's gotten better but we have an organization we have to accept that we have an issue and we have a problem here and we're there and we're passed there and then it goes to what things might we be doing to add to that problem like our strategy and if we have a very good example and how we can through things and let's say we have a spike of shootings and or homicides and you've been on top of this and inquisitive about this but when we had a we raised the

deployment and we didn't ask them to make minor traffic stops for minor infractions like registration so they can do investigative type of stops and find guns that way and that type of thing. that's not the right way do we don't need you to do those types of stops. that's different from years ago and that is the type of thing that will get to us a better place and it led to violent

crimes and we can look back and debate over this and i will say this, i appreciate a different strategy and you did mention earlier that there's a small percentage of officers that you know, i mean, you're bureaucracy that may not buy into the system and for every duration they may have been a police officers or not. what happened with that small percentage of officers that are not buying into the changes and not buying into reforms and not buying into the recommendations and we need to have with law

enforcement and. >> the most important and the officers are officers out there that don't believe in what we're doing and reform and are they doing the work and asking them to do and it's one thing to explain and why we're doing this and it's another and thankfully, we have a system if accounts able that i think has been showed up and it's a good system of accountability and what we need to have is whether we do it

or not you can always determine. >> what happens when they don't? i say it because of the evidence and the work they do but we don't always get everything right and that is what we need to continue to work to make sure we keep this on the forefront. i know you talked about how do we know if we're changing the mind set or the culture and how do we judge that and the reality is and you know the answer, we

stopped seeing and if you look at -- it talks about the over all vision of police and details and can you give me an answer to a timeline where i said when are we going to be the maximum opportunity for community policing in a way that really just makes sense.

>> as far as the san francisco police department, i would think within a couple of years, you will see a transformation. we have a lot of officers that understand and get it already. we have to support the work with how we structure, even the scheduling, supervisor walton. if i'm working in a sector car and it's one call after the next and the next and particularly in the busier areas on the busier shifts, when do they have time to stop and engage with people in a way that's not chaos and responding to eye crisis. we have to give them time to do that.

in order for that to happen, one of the things that we are doing now is we're very intentional in giving officers the opportunities to engage with the public in that way. and we're getting at that several different ways. we have a training day where officers make changes in the last two years and the process ta but they also need time to get out and they're going to community meetings with me and sitting down with members of the public, young, old and in between and they have discussions and letting the community know who they are and what they do and why they do what they do. you know, and not to say it's not been done before but it hasn't been done if the way we're doing it for this type of work. and that's a huge -- and you know, how are we addressing

violence and we don't want our officers running around jumping out on people in plainclothes. we want to do that in a thoughtful way where they know we're here to help the community not oppress the community and that is all on how we do what we do and the officers, i can tell you, with the community violence reduction team, i've had several meetings, not only just me, me, the assistant chief, deputy chief, with those officers, they understand what we're trying to do and they understand why. they believe in it. so, that's the step to seeing change and you have to believe in is work. and so, i think to answer your question, within a couple of years you will see that and it's not that officers don't have the will to do it we have to give them the time to do it. >> a lot can provide sayal reon

their day off to come to the community they work in with their families and participate in events and be present and be visible and even get paid for it. to me, the resource that you expand to build that relationship is obviously very important if we're going to save lives and keep people safe and working situations. >> i agree with that. >> and 41.8. when do your groups convene and how will we let the public know, how can they find out about when we're groups are meeting? >> so the community forums, we already have a number of forums. one of the things that we really want to move forward is to really structure these forums and get more people opportunities. chief advisory forums, we have gotten up to 13 of them and it

put a dent in the meetings until we're able to do some of them on-line virtually but often times, you have a very engage group of people that have been engage and we want to give people opportunities that otherwise wouldn't maybe get the opportunity to engage us in that way so that works lies ahead and number one, you have to get people interested in making it worth their while and when they meet with us, what are they getting out of it, we're not meeting just to meet and we try to go into these meetings and accomplish something. whether it's better policing or sometimes you are meeting just to hit people's concerns but you have to give back and it's just

more than the people and we appreciate the core people that we are involved in a lot of different issues and we want to get more people involved and and sometimes that means being in jeans and a t-shirt while we're having these conversations and so. >> one of the things we started and it was just prior to the trials of george floyd murder and knowing what we were going to get in the city in terms of people's reactions and we put

together and it's a very diverse group of people representing, i think, every district on this call and we're going to keep that going. because the thing is, we need different venues for people to engage with us and not just the chief forms and not just community police advisory meetings and advisory board meetings, this is a new thing that was very well received and very good conversation and it's involved in helping us facilitate it and these types of things need to keep going and we had some good conversations on topics of today and how are we dealing with and violence in the community and shootings and hate crimes and they were candid

conversations we needed to hear so i'm pleased and i hope it's going and the director has been a big part and we had all of our captains on the meeting and one thing we did and this is from input on the community, when we have to make captain's changes we have to do a better job of introducing them in the community and you raised that issue, supervisor. i think supervisor ronen raised that issue so we were able to do that in this meeting and we just have a bunch of captain's changes and we brought them all on and introduced them to the community and they told a little bit about it so we got to do those types of things and it's a different way engage and offer different ways. >> i just have a with the set practice in place for monitoring

evaluation completion. >> yeah, i don't have it in front of me but there were several recommendations to spoke about evaluation and the evaluation process and that works has been done and we are working on actually revamping the process. we do evaluation and i don't have the percentage. it needs some improvement and that was one of the recommendations that we needed to improve the evaluation process and we worked through that and if it's a work in progress but we do evaluation and that is the fact of the matter but those recommendations will help get us hopefully to where we need to get as we continue to implement those specific recommendations. >> i'd like to start getting that down to see what is happening in terms of (inaudible). >> and then, a lot of people have these conversations about

officers at the airport. so i'm just going to ask you a question and i'm not tying to dive into it that deep right now, but what's your assessment on moving officers from s.f.o. to the community versus asking for more resources for more officers? >> um, my assessment is a lot of thought needs to go into that and and they overheard what was

happening and turned around and made it to the airport in a very quick way and took charge of that scene and scheer the result what you don't do about and i've been involved in an active shooting at an international airport and it's chaos and it also, if it's not controlled and the right information goes out we'll shut down the airport and

only two suspects and he got it to the right people in timely manner. it would have impacted flights worldwide and these incidents don't happen all the time they very rarely happen as a matter of fact but when they happen, we have to have people that knowing what they're doing and we have to have people that are used to handling those types of things so they do the right thing at the right time and i'm not saying we have a monopoly on that. what i'm saying is we are very well suited because we have people that had that experience and like in this situation, that avoided a disaster. that can just miscommunication and that situation would have been a disaster if we didn't get there and get that information to the right people and airport operations quickly, so this knew

what an active shooting information because they would have had to shut down the airport and all the flights coming in and all the flights outgoing which would have been a disaster so that's why this is really important and airports, most of the time we don't have the issues but the area, there's not much that is more important than the security of an airport. >> agree you with and i don't want to downplay the specialization it takes to serve the airport. i do know we have six or seven different types of law enforcement at the airport and i was participated in a civil demonstration at the airport one time and it was a lot of police officers that were involved in addressing the civil demonstration and i asked one of the officers, what happens if something serious happens at the airport why you are dealing with us on this civil demonstration, and they told me there were a lot of different law enforcement

and for the airport and well protected and a lot of issues with that expertise and specialization and so, i have heard we have several different types of law enforcement at the airport and it's a question worth noting when we talk about node more officers and to do certain things and when the department already has a lot of officers and a very large budget. i heard you on some of the recommendations that are not complete and some of the things that you want on your wish list to complete and at least try to complete them in a faster time and this is more of a statement because i would love to see anything that you think would take a year to be able to be done in six months and when i heard you say that you think

there's a possibility for that in some cases it gets me excite and i also heard you say the word can't and i want to let you know, we don't do the word can't and we have to figure and thinking and keeping in mind some of the things and the opportunities and resources that we do have in place and are we really looking throughout the department. completely and reduce them where we can and shift them where we can and to address these needs because our police department is not have a small budget and i'll say it on record and shout it to the moon everyday so we have a very large police department budget particularly for a city with a small population that we have and so, we have to figure out ways to be efficient and

what we do have available and i know you've been working on that and like supervisor safai stated, they asked the question about opportunities for grants and resources from other entities outside of our general fund or outside of san francisco's budget and i know you talked about success you've had and prior and secure and resources through some of those means and i think that it's advantageous to

>> we have to use tax dollars appropriately and make the best of them so definitely you heard on that. >> thank you, chief, i know we've been having a lengthy discussion and it's time from us to hear from the public.

madam clerk, can we go to public comment? >> clerk: thank you mr. president. at this time the board of supervisors welcome public comment that is specific to the update and it's (415)655-0001 and when you hear the prompt, enter 187 495 2677 press pound twice and you will have joined the meeting as a listener and when you are ready to speak press star 3 and just begin speaking your comments and hopefully you will have heard the prompt which is you have been unmuted. we do have interpreters who are standing by. we have spanish and we have tagalog this evening. operations, can we hear from the first caller.

>> caller: hi, this is congressional candidate bianca and resident of district 5 and calling in support of the bipoc community and disparities and the longstanding demands for sfpd to complete all 272d.o.j. cost reform recommendations as the city has promised from the beginning of the board of supervisors to ensure compliance. the united states imprisoned more people per-capita, than any other civilized nation in the world and that is including russia. as i staying a patrol officers are unarmed and all officers may

no longer lie to suspects and we need to be the change we want to see in the world. what we will do as a body politic to ensure this overdue process happens bipocs suffer under this regime and san francisco is one of the worse cities in the united states for racist policing. per-capita and now this is the latest quarterly statistics reported by sfpd says a black citizen is more than 10 times likely to be arrested or subject to the use of force as a white citizen. and more than four times likely as a hispanic citizen. this is a rancid heritage for our descend hands and a front to the victimized parties and

questions. let us change hate and contempt prior to supervisors ron pelosi and diane feinstine. what will you do to ensure change? questions and comments. >> clerk: thank you for your comments. i want to apologize, we are setting the timer for two minutes per speaker and before we go inform the next caller i want to indicate a bit of decore um we do not speak for those who qualified for the ballot or if you are running for office, i ask you just not do any campaigning while they're providing the board this comment. if you do, i'll do my best to redirect you in case you don't know and then we'll just have to hopefully we'll continue to work together on this.

ok. operations, do we have a caller. i think there are six who are in the queue. welcome, caller. >> caller: linda chapman speaking to the subject of diversity and affirmative recruitment. i happen to be at a committing hearings some months ago when the chief staff came in and described their procedures and i have to say i was really impressed. when i was teaching affirmative action practices at d.o.d., sfpd was one of the examples i gave for having had to overcome artificial barriers like the height requirement that presented them from hiring asian police from chinese speakers for example and instead them measure they had turned to is teaching chinese to tall, white police men and you can see the kind of barrier issue of cultural competence that supervisor peskin brought up this very

important and i felt that the questions that were districted to the chief on that subject is that his responses it could have been different court decisions but there are knowledge and skills and abilities are part of a personnel practice of putting out announcements and i can't see any barrier to having knowledge, skills and abilities requirements for having a close class of women candidates that could be problematic and the affirmative action is ok but you are not supposed to shut out people arbitrarily unnecessarily and there's no reason and of course, you know, we don't have a complete absence of women from the police department. there were women welders and

there are no women in welder and you cannot increase the cohort of women in any class and so fourth. the other item is there a couple of populations, one of them elders that need to be served and another is people with mental disabilities of kinds and including people like the ones who brought the examples to and in front of my house. >> thank you for your comments. ok, operations, do we have another caller, please? >> caller: hi, this is glory berry. >> welcome. >> caller: glory berry from district 10. i tried to watch whole thing but i was in another meeting. i want to emphasize the

disparity in the stopping of black people more than any zoo e how it's still a issue and i would like to encourage the data to president walton and when it's possible as far as who those particular officers are and who they have a record of that behavior and what action can be taken. other than that, i don't have a lot. i just was in another meeting but thank you. i yield my time. >> thank you for joining us this evening. thank you for your comments. there are seven listeners and five callers in the queue. operations, let's hear from the next caller, please. >> caller: my name is susan buckman and i live in district 5 and i volunteer with felicia jones and the core team of wealth and disparities in the black communities. despite the roles of view that

chief scott has presented tonight there's been no improvements in the racist policing and racist attitudes within the sfpd. the system continues to suffer outrageous disproportionate outcomes due to san francisco racist policeing and a according to the latest by sfpd itself s. the blacks systems are more than 10 times as likely to be arrests or subject to use of force as white san france and seven times more likely as his panic and instead of latinos it's what used in sfpd report. want to change a former anti bias trainer at sfpd said at a police commission meeting in december of 2020 quote, there are covert and underlying tenants of distain, resentment, disrespect and anger towards black people over all and especially black people who reside in san francisco racist

impoverished employees. in some cases there are individuals on the force who have enjoyed making a career that allows them to patrol and harm black people end quote. i repeat, there has been no improvement in racist policing and racist attitudes within the sfpd. for years we have been calling the board of supervisors attention to the failure of sfpd reforms and what will you do and moir importantly when will you act to ensure that justice comes for black san franciscans and there's a federal investigation and content to be necessary due to the board's failure to keep it a priority in san francisco. thank you. >> thank you for joining us this evening. operations, do we have another caller in the queue? we have seven listeners and five

who are ready to make comments. welcome, caller. >> caller: hello, i live in district 7 and i volunteer with felicia jones. with san francisco police department has failed for compliance to the doj cops reform or conditions. the plaque community presented black community on octoberof 20s about the ak of lack regarding black san franciscans for arrest and use of force and stops by police. several supervisors expressed concern and they agreed to meet with us afterwards and yet, what has the board of supervisors done to improve conditions. we have not gone back to the

conversation since october of 2020. the upcoming may 25th, 2021 board of supervisors committee of the whole meeting was supposed to be an evaluation of the completion of substantial compliance with and the 272d.o.j. top recommendations by sfpd and only 175 of completed as the deadline of april 30th. nothing has been done and october of 2020 to date and apart from supervisor safai taking letter language we wrote and using it to draft a resolution to the draft phases for two one and it's not acknowledged a unique premier as a sole community group working on this issue for more than five years and the board of supervisors has been focused on crafting words to say to the public but not improving the lives of back san franciscans. they deserve justice and representation by the city and this board of supervisors. thank you.

>> clerk: thank you for your comments. operations, do we have another caller in the queue, please? >> caller: my name is victoria and i volunteer with felicia jones. i again want to reiterate the san francisco police department has failed to meet the partnership 30th, 2021 deadline by cal doj for substantial compliance with dj cost reform recommendation and sfpd was evaluated in 2016 and five years ago, by the federal department of justice on the ground to a state of suspicious deadly-officer-involved shooting and disproportionately killing black and brown san franciscans and that doj evaluation under those 272 recommendations and the city and county of san francisco under mayor ed lee, then later mayor ed fernel and now mayor breed completed to 272

recommendations issued in 2016 and however, as of the latest extended deadline of april 30th, 2021 by the cal doj, 2018, overseeing the process and sfpd had marched fewer than 65% substantially compliant versus the 95% plus they agreed to and according to the latest recording by the sfpd, black san franciscans are more than 10 times as likely to be arrested or subject to use of force as our white san franciscans and are more than four times as likely as his panic san franciscans and hispanic and other racial categories are from sfpd own report and what will 9 board of supervisors do and the failure of doj cost reform opening to a lack of attitude by city officials. san francisco is one of the worst cities in the united states for antiblack racist policing and still making

national headlines of 2021 for racist policing including renewed calls for a federal investigation, thank you. >> thank you for your comments. operations, do we have another caller in the queue, please? we're setting the time are for two minutes. welcome, caller. >> hello, i'm sophia from district 7 and i'm calling in support of the community group welcome disparities to the black community and so the completion of those 272 reform recommendations and not only that but just you know, we need to be seeing actual discipline and actual enforcing of accountability for those officers who have the power of life and death in their hands and clearly the reforms that have been put in place are not keeping people from dying and

keep people's from being traumatized and abused by police officers. and we know that the worse that can happen to them, as chief scott said, was being fired and they can just go to another city and get the job in the same position and we want to see people who have the power of life and death in their hands like these officers do, be held responsible by court systems and we know also that your budget is already almost $700 million. i don't see where the progress from what you are talking about today is going to come from. this is why we talk about defending stayed of trying to reform and relying on the police themselves to self report their progress. we need to do better to ask to force the systems that were put in place as a way of gathering forced labor in the beginning.

to completely restructure. and i know that there's not as much attention on these meetings anymore since last summer but there's just as much, if not more lack of faith in your ability to actually change the culture and to keep people out of harm's way, keep black and brown people out of harm's way compared to just the historic targeting from the police and from the specific police department. >> thank you. >> thank you for your comments. [please stand by]

. >> more than four times as likely as hispanic. san francisco the police

department failed to meet the april 30, 2021 deadline for substantial compliance with the recommendations. they were first recommended back in 2016. we are now hearing as of this meeting this is going to take until 2024. i asked the supervisors is this acceptable? >> i do not. the sfpd asks for more money while resisting recommendations to reform the behaviors. the sfpd has been in the news for reporting crimes they shouldn't bother because the da will not prosecute. what will you do? what sort of leadership allows the sfpd to continually promise then fail to meet substantial compliance and continue to

attack black san franciscans as well? thank you. >> thank you for your comments, sir. operations. next caller, please. >> madam clerk, that completes the queue. >> thank you, operations. mr. president. >> thank you so much, madam clerk. seeing no more public comment. public comment is now closed. colleagues, do we have any final thoughts or anyone have anything to at? i don't see anyone on the roster. i would like to move that we continue this hearing and discussion to our tuesday, january 25th, 2022 board of supervisors meeting. >> second, peskin. >> thank you. madam clerk roll call vote on the motion.

>> yes, i am using a new microphone system that puts me on hold. >> no worries, i understand. >> the date you continued this item to was in. >> tuesday, january 25, 2022. >> seconded by. >> supervisor peskin. >> thank you, mr. president. apologies. on the motion to continue this matter to january 25, 2022. supervisor ronen. >> aye. >> safai. >> aye. >> supervisor stefani. >> aye. >> supervisor walton. >> aye. >> supervisor chan. >> aye. >> supervisor haney. >> aye.

>> supervisor mandelman. >> aye. >> supervisor mar. >> aye. >> supervisor melgar. >> aye. >> supervisor peskin. >> aye. >> supervisor preston. >> aye. >> there are 11 ayes. >> thank you. the motion carries unanimously. madam clerk, please call items 25 and 28 together. they were considered on the regular meeting thursday may 20th and recommended as committee reports. here are four resolution to authorize the mayor's office to execute grant agreements under the department of affordable housing and sustainable communities programs as joint amly can'ts with the following entitities. 25. bridge housing.

124 unit 100% affordable housing project. eye testimony 26. sunnydale block 3a housing partners lp, 100% affordable sunnydale block 3a in the hope sf. 27 for sunnydale block 3b. in the sunny dale hope sf development agreement. 28. mercy housing california and the kelsey both california nonprofit public benefit corporations for 100% affordable housing project identified as the kelsey civic center and city to assume joint and several liability for the

grant and to adopt appropriate findings for these resolutions. >> thank you. please call the roll. >> items 25-28. supervisor ronen. >> aye. >> supervisor safai. >> aye. >> supervisor stefani. >> aye. >> supervisor walton. >> aye. >> supervisor chan. >> aye. >> supervisor haney. >> aye. >> supervisor mandelman. >> aye. >> supervisor mar. >> aye. >> supervisor melgar. >> aye. >> supervisor peskin. >> aye. >> supervisor preston. >> aye. >> there are 11 ayes. >> thank you. without objection these

resolutions are adopted unanimously. please call item 29. >> 29 and 30 were considered by land use and transportation committee on may 24th. 29 is an ordinance to amend administrative code to extend the covid-19 based limit on residential evictions which allows evictions only if based on the nonpayment of rent or violence or health and safety issues from june 30, 2021 to september 30, 2021. >> please call the roll for item 29. >> supervisor ronen. >> aye. >> supervisor safai. >> aye. >> supervisor stefani. >> aye. >> supervisor walton. >> aye. >> supervisor chen. >> aye. >> supervisor haney.

>> aye. >> supervisor mandelman. >> aye. >> supervisor mar. >> aye. >> speaker melgar. >> aye. >> supervisor peskin. >> aye supervisor preston. >> aye. >> there are 11 ayes. >> without objection this ordinance is passed on first reading unanimously. madam clerk i know you called item 30. >> mr. president i only stated that item 30 was considered as committee report. i will call the item now. resolution urging the recreation and parks department, municipal transportation agency and real estate division and public works to work collaborative leo a long term recovery and revitalization

plan involving immediate neighbors and community stakeholders to reimagine twin peaks to identify resources to improve accessibility, safety, cleanliness, environmental sustainability and ability to build upon a welcoming environment for residents and tourists alike. >> thank you. madam clerk, please call the roll. >> item 30. supervisor ronen. >> aye. >> supervisor safai. >> aye. >> supervisor stefani. >> aye. >> supervisor walton. >> aye. >> supervisor chan. >> aye. >> supervisor haney. >> aye. >> supervisor mandelman. >> aye. >> supervisor mar. >> aye.

>> supervisor melgar. >> aye. >> supervisor peskin. >> aye. >> supervisor preston. >> aye. >> there are 11 ayes. >> without objection this resolution is adopted unanimously. madam clerk, please call item 31. >> item 31 was considered by the rules committee at regular meeting on monday, may 24th recommended as committee as report. with addition of the reappointee's name a motion to reappoint bryan van horn term ending april 30, 2022 to animal control and welfare commission. >> thank you. roll call vote, please. >> item 31. supervisor ronen. >> aye. >> supervisor safai. >> aye. >> supervisor stefani.

>> aye. >> supervisor walton. >> aye. >> supervisor chen. >> aye. >> supervisor haney. >> aye. >> supervisor mandelman. >> aye. >> supervisor mar. >> aye. >> supervisor melgar. >> aye. >> supervisor peskin. >> aye. >> supervisor preston. >> aye. >> there are 11 ayes. >> without objection this motion is approved unanimously. madam clerk we are at roll call for introductions. >> first member to introduce new business is supervisor ronen. >> thank you, colleagues. today i have a couple of resolutions and hearing request. the first is resolution supporting the universal school

meals program act 2021 led by by senators and congress person at the universal schools meals program to provide free breakfast, lunch, dinner, snack to all children regardless of income. last year i heard the presenting department that spoke before and during covid. sfusd leads the public response to hunger. afof the an 52000 students qualify for free or reduced meals. statistics 12 million children one in four in san francisco, three in 10 black andlas continue x callians are food insecure. it is higher across all

demographics. there have been studies linking child hunger with the long-term impact on physical and mental health with impaired development of motor skills. there is strong correlation between nutrition and school performance. school meals result in healthier diets and improved nutrition and lower detention and discipline and higher academic schools. it is our local support and urges the senate and house and those representing the san francisco speaker nancy pelosi and dianne feinstein to support this bill. i want to thank my cosponsors and i look forward to our unanimous support to send a

clear message to washington universal meals for all children is the right thing to do. i am introducing a resolution to declare june 2, 2021 the day to honor the life of shawn and the native son of san francisco whose life was taken on june 2, 2020. he was only 22. he was dedicated to family, friends and community. before graduating from independence high school. a child of immigrants and middle of three children. later he was involved with horizons limited based in the mission district to provide culturally competent programs and services and leadership development. from 2015-2017 he participated in the life works program which helps local youth with job

schools as participants he demonstrated passion for learning, reading and mentoring young people for the love of learning. his friends and colleagues describe him as compassion nat and kind. he was committed to social justice and to secure justice by those shot and killed in recent years. one of the time messages he shared with sister was petition demanding justice for george floyd who was killed a week earlier by minneapolis police officer. he worked as security guard and carpenter. he wanted to buy his mom a house and fix it up with his skills. he will be missed by those he left behind including his parents and sisters, ashley and michelle who carry on the fight for justice.

the board of supervisors of the city and county of san francisco will recognize his contributions by de clearing june 2, sean day to celebrate his lifelong learns. finally, i am introducing a hearing request to get more clarity on how the new street crisis response programs that the mayor has announced the press release and plans to include in her budget as well as program called carts the alternate response team of the community supporting how this interacts with the current street crisis response team and how those teams interact with mental health sf a bill matt

haney i offered in 2019 for those suffering mental illness and addiction. we wrote that law because it was no longer working to have several high-quality programs that don't work in coordinated systematic fashion to help people suffering from mental illness and addiction get the help they need and stay in the system. i am hoping we are not getting back to a bunch of programs that don't inter at. to hold people in a system of care that works when they need it. with that and my introductions are finished. >> thank you. supervisor safai.

i just want to honor the death of george floyd. there was a mural being held on the overpass to commemorate one-year anniversary of the death of george floyd at the hand of police officers. while the congress and senators are debating the george floyd act i hope it will pass and bring national reforms on the national scale. i want to recognize the great efforts and changes we have been doing at the local level. we continue to make appropriate changes on how we police our residents and visitors. a lot you heard from public comment talking about 272 recommendations from the d.o.j. we have been working on over the last five years. i know all colleagues on the

board, the mayor, all elected leaders in the city support that. as legislative branch we continue to work with community police and justice of all departments to find better ways to serve a community that is left punitivenative and more restorative. san francisco has a long way togor for police reform in post george floyd era. we continue to be exit committed to lead by example in criminal justice reform on all level. there are many changes we need to make in our criminal justice system. what the city has done in the past year many would not have believed it would have been possible. we have not only reignited the conversation on police reform and addvanced aggressively. we also started the enormous

task every directing funds. i think last year over $120 million from involved departments, police, sheriff and others. directly to the black community toward reparations. thank you, supervisor walton for your leadership, president walton on that and so many others. i know george floyd's death has not been in vein in the san francisco. we are committed. i as one of the 11 members on this board. in terms of the introductions today. i will be introducing a resolution and ordinance in the nexus of the work we are doing that needs to be done to continue equal and equitable access in our democracy.

states tried to exclude who can vote, when to vote and how it can be counted. our state legislators such as mark burman are seeking greater access to voting. my resolution in support of ab37 requires all ballots to every registered voter permanently. we experienced historic couple half point below historic turnout in the city in november. 86 -- 86.33 ballots were done by mail-in-ballots. we have to increase accessible voting for everybody. my resolution seeks to support ab37. that will accomplish this goal.

secondly i have an ordinance to require san francisco department of elections to distribute vote-by-mail ballots to all registered voters including those who have not applied for ballots by mail. exclusive to municipal elections and big step for san francisco. next, i had a hearing a few weeks ago. in that hearing it was a dramatic revelation last week at this point. it feels like two weeks ago with regard to consistent retail staff at the commercial level in that hearing we found out that 85% of the loss in many of the major retailers is from organized crime. organized criminal retail theft. today i am submitting a letter of inquiry to the police department and chief and district attorney regarding this

organized crime retail theft. as you know, this is something that has plagued san francisco for some time. the organized retail crime is a revelation to me. we need to get to the bottom. walgreens and cvs exposed this high level in many ways with something shocking to hear that 85% of the companies loss was from organized retail crime. we are officially requesting data to be produced and sent to this board and my office regarding the state of organized retail theft in san francisco and to better understand what measures the police department and district attorney's office are taking to deter and eliminate this crime. over 17 walgreens have been shuttered in san francisco in the last five years.

multiple cvs and targets. this is sad. we heard from representatives from the gap that many of their retail stores were shut for this very reason. this takes away not only the option for retail in our city but a pathway for many people, particularly communities of color, to have access and move to the higher ranks of the gap. a meeting with the c.e.o. and she articulated this directly. we have to prevent and stop the stores from being shuttered because of organized crime. next, colleagues, i am calling on a hearing in the same vein where we need to put our resources to respond to dramatic pending crisis. this is to review and examine

the commercial leases impacted by covid-19. supervisor mandelman and peskin and ronen had a hearing back in march. they talked about how much commercial retail -- excuse me commercial rent backed up for many people, many businesses. what we are trying to find out in this hearing is what we can do as government, how much available grants are there from all government sources municipal, state and federal to help businesses with gross receipts under $15 million with unpaid rent. that was generally as a result of our health orders. i know there are conversations about dealing with the rent, pandemic rent. very similar to the conversations we have had at the budget committee, i can tell you with confidence how much we put

aside to help tenants with back rent. commercial retail tenants. i can't say that with certainty. the bla report that retail alone predicted between 165 to over $300 million in back rent from april of last year through the end of this year. this is a crisis because the commercial eviction moratorium might expire june 30th. we need a handle on how much we have in grants to provide to help keep these businesses open. that is what i was referencing earlier regarding $13 million in we were to take that somewhere between 400 businesses to pay back rent. that is significant. thousands of jobs. our small businesses are the main employer. if you add them all up and the engine that may beings our economy grow. in my district as many of yours,

restaurants, bars, small retailers are hanging on by a thread relying on landlords who may or may not be willing to renegotiate or reduce the amount they owe. we have to help with their debt. finally, colleagues, a resolution ab1454 which was introduced by bloom. san francisco is losing $8 million annually because of the shortage every cycling companies. this will help sustain the recycling programs throughout the state in line with the san francisco values of protecting environment. i hope all of you see fit to support this resolution. with that, i submit. >> thank you.

supervisor stefani. >> a few weeks ago i asked the city attorney's office to make certain there is accountability and transparency with domestic violence prosecution and prevention. i want to thank the deputy city attorney for moving quickly. i would introduce that to require monthly reporting on how many domestic violence cases the police department presents, how many the da office pursues. types of charges and the final outcomes of the cases. last year i became very concerned about the state domestic violence in the city hearing from advocates victims weren't protected and abusers weren't prosecuted. i requested data from the police department. quarter four of last year i got

that evidence back from the police department. final three months of 2020. police department presented 131 felony domestic violence cases. dismissed 113, including 13 of the 19 involving children. since that time i have received additional information. i have preliminary reporting shows that felony domestic violence charges are filed in half as many cases as previous years. i believe that san franciscans deserve accountability. not only from those committing crimes but from us, their government. addressing domestic violence requires meaningful intervention such as 52 week abuser programs developed by advocates, treatment for mental health or time in custody. domestic violence retraining.

more than doing nothing. failing to provide this intervention is not reform. i want to thank supervisor melgar for cosponsoring this legislation with me and i hope you will join me to support accountability for domestic violence in san francisco. >> thank you, supervisor stefani. supervisor walton. >> thank you so much, madam clerk. colleagues, today i am introducing two items and one in memorial. to reconvene redistricting task force members to file statement of economic interest form 700. as you know every 10 years after the results of the census the city forms redistricting task force to redraw the supervisor lines depending on population

change. this is a huge undertaking that will require robust community input from all residents. our clerk of the board will be serving as secretary to the task force and on behalf of the task force. the director of elections will hire technical difficulttant to assist -- consultant. we hope to appoint by july 30th and begin redistricting. thank you, deputy city attorney chin for drafting this and the clerk of the board and also her deputy for their work in preparation of the redistricting task force. the second item i will introduce is resolution in support of ab1584 offered by david chiu to

pry ties children and grandchildren of people displaced under redevelopment for city-funded affordable housing lotteries. in the 1960s and 1970s, thousands were displaced as redevelopment agencies carried out urban renewal initiatives. in san francisco this resulted in massive displacement of communities of color in neighborhoods like western addition and bayview. san francisco first established the certificate of preference in 2008 and amended in 2013 and 2015. certificate of preference program is administered by the mayor's office of house and community development. it prioritizes those for redevelopment and displacement for the infrastructure projects or city funded housing project.

so many families have been displaced from the communities they helped create and certificate of preference was to allow families to remain in the neighborhoods they helped build. we need to strengthen the policies to allow displaced people to remain in communities. ab1584 will add increased preference that we need while we continue to fight for ways to combat gentrification locally and at the state level. thank you to my cosponsors supervisors mandelman, safai, peskin and chan for cosponsoring this resolution and i would like to thank the office every investment and everyone who worked to increase the eligibility for the preference. last thing i have today is an in

memorial for randy armstrong. he was born on april 12, 1967. randy was a gentle giant 5 feet 8 and 300 points. randy was a well-known figure in the community and in addition to being extremely bright a great athlete. at mission high school he excelled in basketball and football and one of the big men in san francisco on the court. after graduating from high school, he attended foothill college to further academic and athletic pursuits. randy remained a member of the potrero hill community and took great pride in the hill. protector of friends and family

members. enjoyed his larger than life presence. he leaves behind two beautiful daughters, his mother, joyce armstrong who we know and love, brother and sister. rest in peace, randy, your family and community will miss you dearly. >> thank you, mr. president. next up to introduce new business is supervisor chan. >> thank you, madam clerk. colleagues, today i am introducing or i should say requesting the city attorney to draft a new section of the code governing golden gate park. that is consistent to the principles of the golden gate park master plan. in addition to that, i am going to ask our city attorney to really look to amend the san

francisco campaign government combat code 3.1. 255 that is governing the golden gate park authority. on top of that also the section 12.35. golden gate park underground parking facilities. it is with the goal to check and balance between artificial entertainment and recreation with nature and wildlife habitat in golden gate park. we noticed increasingly there is artificial recreation, development, facilities throughout the park. we know for the longest time especially based on the master plan golden gate park master plan it is a free space for our wildlife habitat.

some of you know there are seven coyotes in the botanical gardens. it is amazing to see how wildlife exists in golden gate park. i look forward to check and balance with the management through the new park code section. based on that it is the second principal the changes in golden gate park. we are seeing increase of paid admission facilities and events taking place in golden gate park instead of free recreation that is to provide from golden gate park. hopefully through this new session we will increase or at least make sure that we have equity in the way we manage golden gate park. last but not least is

accessibility. we have been having debate about all of the conversations around golden gate park because it is a special space. it is not just a neighborhood park. it is a city park. we hope many cultural institutions we would like to make sure we have access to it. with that new session i look forward to seeing the transparency and act ability to ensure accessibility to this world park known as golden gate park. ultimately what i will hope to see is there is transparency and account ability the way our city manages this space, not just through city departments or our rec and park admissions but to understand