let me tell that to you loud and cleardon't you think because you are in the police commission you can disrespect us thank you very much . >> sergeant youngblood: thank you caller . good evening caller, you have minutes . >> caller: my name is kate hot with welcome prosperity block community. sfp these may have room for improvement and there is no improvement as you referenced four and 16 of the presentation. the numbers of racial disparity in every other are not proven. it's the top five worst precincts in the nation for black disparity. the present attempts to build a relationship withthe community . 01.8 revised in 2021, sfpd describes itself as a variant

with the community as if the community is being overseen by sfpd . outside of the community precinct, they described it as getting to know the community and being a part of it. a far cry from what sfpd means it to be. sfpd tells you things are getting better butthey are not . after five yearsthere's no explanation for the lack of racial disparity . the disparities can be addressed by taking seriously the doj recommendations for reform including community policing and crime suppressions . [inaudible] when will these be completed? the police commissioner must hold sfpd accountable. thank you. >> sergeant youngblood: thank you caller . before we go to the next caller, just for the record commissioner hamasaki is now

present. good evening caller, you have minutes . >> caller: i live in district 5 and i want to address the black community. sfpd has written trending improvements all over the place there is no improvement in disparity . look at slides for and 16 of the presentation. the number of anti-black racial disparity is not improving and they placed san francisco san francisco in the top five wors police department in the nation for anti-black disparity. the first step to correcting the problem is acknowledging it . with sfpd's craig claim that they are trending towards improvement we understand that sfpd is acknowledging the problem so what is there of

sfpd correcting it sfpd should not be permitted to announce improvements when the data shows otherwise . the newest data shows black sentences are more likely to haveforce used upon them . and more than 600 as white san franciscans. disparities and arrest are not evenshown . what is that number ? we demand that we support arrests included every time. sfpd has not improved and neither has its reporting. the only way to ensure the problem is solved is for the police commission and board of supervisors to demand all 272 recommendations for reform are completed and that the racial disparity numbers in the 96 day report actually come down . sfpd missed its own april 30 deadline to substantially complete 230 of the 272 recommendations by a huge

deficit. they only completed 175. last week at the quarterly hearing with the board of supervisors, scott admitted ... >> sergeant youngblood: thank you caller. good evening caller, you have 2 minutes. >> caller: good evening, this ismiss brown calling concerning my son who was murdered august 14, 2006 . august 14 is coming up again in a month and a half and i am feeling these feelings on the way. his case is in salt. they haveall this information, all the perpetrators that were there . hannibal thomas, andrew bolduc jason thompson . ashley hunter and marcus

carter. i don't understand why all these years have passed by and no one has been put in jail. when these people are still on the streets to commit crimes again andagain and again . it's just a slap in the face to me. and to mothers like myself. i'm just i mean, like i said, august 14 is coming up and i want to do another media coverage to raise awareness for my son that's been murdered and do all the other children and african-american and people of color have been murdered to bring awareness to unsolved homicides and their name from being mixed up with gang members. i'm pleading again, the closer it gets, the harder it gets. when it gets to his birthday, the day of the homicide, i'm reliving this all the time and i'm tired . i am really tired.

i want something done. what do i have to do? i will bend over backwardsto get my son's case salt so i ca have some closure .i haven't anything . i'm fighting to keep his name from being scandalizedwhen i should be adding some closure . so i'm just asking the police commission pleasehelp . >> sergeant youngblood: thank you miss brown. any members of the public that have information regarding the murder, please callthe 24 seven hotline . that evening caller, you have minutes . >> that evening commissioners andchief stott andexecutive director henderson . i'm brian cox . this is the first police commission sent the one-year anniversary of george floyd's murder and as i read the

calendar , i'm disappointed but not surprised to see the momentum and public commitment from this commission todo the hard work of reimagining policing in san francisco . that calendar features nothing more than efforts at changing the status quo and instead of the serious and soberdiscussion a series of regular updates that doesn't touch the most pressing concern the public has . the most substantive items on the agenda tonight were a review of new findings in the decision whether to include this officer after he shot a person. it will be discussed because it's protected by state law just as the other items held in closed session are and this is a snapshot of where we are one year later. regular updates and administrative action receive public discussion but substantive items related to office or discipline are discussed behind closed doors so very little seems to have changed . the hope is that the commission

willfind its voice. the realist emilybelieves this isthe status quo now . if that's true that's sad . we should do better . >> sergeant youngblood: thank you caller. good eveningcaller, you have 2 minutes . that is the end of public comment. >> president cohen: does not complete public comment? could you pleasecall the next item?>> sergeant youngblood: line item 2, adoption of minutes for april 7, 14th and 21st 2021 .

>> president cohen: thank you. we will seek public comment on the minutes and then take action. >> sergeant youngblood: for members of thepublic that would like to make public comment on the adoption of the minutes please press star 3 now . good evening caller, you have 2 minutes. >> caller: ... >> sergeant youngblood: caller, are you there? president cohen, that includes public comment. >> president cohen: i appreciatethat. callers, is there a motion to adopt the minutes ?i'll make a motionand a second. second by commissioner elias . and please call the role. >> sergeant youngblood: on the motion to accept the minutes, commissioner hamasaki, how do you vote? [roll call vote] you have 5

yeses. >> president cohen: the motion passes without objection. please, next item. >> sergeant youngblood: reports to the commission and discussion, weekly crime trends invited overview in san francisco, major significant incidents, provide a summary of planned activities including a brief overview of any planned events in paris in sanfrancisco having an impact on public safety . commission discussion events that she describes will be limited to determining the committee meeting .>>

president cohen: chief, welcome and good to see you today. it's been a tough week last week. in particular when i think aboutthe officers that were injured . canyou give us an update on how they are doing ? >> chief scott: good evening commission, president cohen, vice presidentelias, executive director henderson and the public thank you for asking. the officers are doing okay . we had twoofficers injured this past week over the memorial day weekend . both were in situations where they were assaulted. we also had four officers injured in traffic collisions. the good news is they are no serious life-threatening injuries. the assaults were very disturbing in terms of one officer in the central district station had gotten a lot of

coverage on both local and national media and the individual who assaulted her was arrested. the districtattorneys office's filing charges on that individual . but she is doing okay. she definitely thanks all the supporters and well-wishers and i really appreciate the commissions public inquiry about this and i know thank you for that as well, that means a lot to the officers. >> president cohen: thank you for that update. >> chief scott:i'll start with the true crime trend and give a brief overview on thetrend . starting with homicides and violent crime. we are where we were at this time last year . we have had the past week with some of ourhomicides including

one yesterday where we made an arrest on a february homicide . again , i know our goal is prevention and that the event never happened but when they do we want to make sure we are relentless and thorough in the follow-up and we bring resolution to their families . so we are down 31 percent which is a difference of almost 30 robberies. we are down 14 percent which is a difference about 150 robberies from this time last year and assaults, we are up three percent which is a difference of an increase in 23 assaults this time last year. geographically we were up 20 percent last year, i mean 12 to thisyear and in terms of property crime there is good news in terms of our burglaries . we were very in bad shape. we had significant increases. we had even gone down since

then so we're down to 13 percent increase as of this reporting which is a difference of just under, just over 300 burglaries. andlet me say this, i know the statistics , we have to bring this to a kind of humanity. the people being burglarized and that have been burglarized, we know how important it is to get a handle on this and put measures in place to prevent it and we will continue to work to do that but we've seen success with our strategies andwe will continue those strategies and as we reopen we will see additional strategies devolve . on motor vehiclethefts we are up 10 percent and arsons we are up 22 percent and in larceny we are down 20 percent . last week includes car break-ins which are still down reimbursing an increase in car break-ins and there's reasons we believe as we reopen we have

more people in the city visiting, diningand those type of things and with that , those placeswhere traditionally people part , for those kinds of activities we are seeing increases in car break-ins so we have strategies in place including the most basic of increased deployment sothere's visibility and these areas and we also are working with other city entities . mta and others to have more impact in the public parking lots where some of these car break-ins are occurring. talk a little bit more about ourstrategies in a second . in terms of our gun violence, weare still up significantly in gun violence year to date . in terms of a percentage increase, we are over 200 percent. we had 38 gun violence incidents this time last year and we have 95 year-to-date this year . how that's broken down is in

terms of homicide we had 10 shooting victims that have died from gun violence as opposed to 11 this time last year so it's a decrease our shootings are up significantly. 24 in 2020, 70 in 2021 so there's a lot of work obviously to be done and we will continue with our strategies and moving forward our community violence reduction team which is responsible for a lot of these investigations as well as our homicide and our investigators. we have four shootings over the past week and they increased to five victims. there was one of the 100 block of harlem and our call was generated by shots fired activations and officers located the victim with gunshot wounds to his lower extremities but we had no suspect description identified at the scene and we have located video on the area that depicted the

shooting so we're following up on what we see in thatvideo and hopefully can identify a victim and our suspect in that . that case may berelated to an aggravated assault that happened earlier that evening . some of the suspect descriptions that were involved in an assault and stabbing at lattimore 20 minutes before the shooting . the victim said he was done by approximately 20 people and the video that we located confirmed there was a large brawl basically in the middle of the street and we have not been able to make an id yet based on our video footage that we are still investigatingthe case . there was another shooting on leavenworth. this was on the24th at 3:00 in the morning . this was again the result of an argument that turned into gun violence . therewere three people involved . when the argument ended, the suspect circled the block,

returned and shot our victim we have not identified the victim and that investigationis ongoing . he had the shooting on the 25th at 9:24 in the morning at inglewood and carol. our victim was sitting in the vehicle and traffic and heard gunshotsand realized he had been shot . the victim was transported and we do have a suspect identified in that case so that one also is an ongoing investigation and the 22nd on the 30th of may at 4:40 8 pm, these last two were in broaddaylight . we had a group of dirtbike riders on open street. there was some type of argument or altercation between the writers. one witness but there might have been a traffic collision involve with the mercedesand

the dirt bike rider but shortly after , one of thepersons writing the dirtbike , the person opened fire. the person inside the mercedes was struck and another person struck as well those two individuals have non-life-threatening injuries and bothwere treated at local hospitals . the mercedes after being riddled with gunfire collided with a vehicle north of 22nd street . as i said, both the victims were in stable condition at the time of this report with non-life-threatening injuries . we have video we are following up on but we have notidentified a suspect in this case . a little bit more on our strategies . we are doing a couple of things. we had some robberies along san bruno avenue and we do have police along the avenue but in

addition to the police were working on robbery enforcement strategies using officers in uniform and hopefully that presence and visibility in addition to working with some of thegroups on the robberies that have occurred, we can identify and prevent additional robberies fromhappening . we are addressing some of the issues in the high traffic corridors with patrols , their conducting what we call patching calls, that's uniform officers who maintain high visibility in these areas and that type of technique has proven to be effective but it needs to be sustained so we're going to have to make sure we have staff that we can sustain that strategy and some of the locations they have also hired uniform officers through our program and those officers are assigned alongmission street to curb some of the activity happening including street robberies and other street

crimes . officers are on foot engaging district housing residents or public housing residents and that situation also involves our furlough motorcycle officers and our honda motorcycles that are actually in the public housing areas and they are not there, they are really there to be enforcement. particularly moving violations but their primary objective for being there is to engage and hopefully drive some of the street related crime down. in the tenderloin we've increased both our deployment and visibility. it's going well.the officers with this strategy, we are calling upon some of our partner agencies and others to really address some of the issues through their intervention so our officers can stay out in the field and

to be visible and present. so far that's happening and it's making a difference and we are getting positive comments seeing some reduction in some street crime but wewill monitor that overtime in the tenderloin but it's something we know will be successful . in the richmond we have six posts arroyo to 10th avenue and this is in response to burglaries and other concerns from merchants from that area that's an ongoing strategy we will deploy and we have our units working overnight midnight shifts deployed in that area for burglary prevention. a lot of that is just old-fashionedpatrols , making sure that we'reseeing those areas . so we'veincreased that . in golden gate park, we have increased our presence. we've seen more car begins along the areas of the street and the legion of honor, we've had problems there in the past in car break-ins so again an

increased presence and intentional deployment in those areas . next i want to talk about gun seizures, officially go fund. there has av been a 300 percent increase in our seizure of those guns, 57 year-to-date, 14 from last year. that is significant and what's more significant is about 80 percent of our guns that we do recover are used in crimes so that's a problem for ourcity . there is legislation on the table from the board of supervisors and the manufacturer of those guns to hold them accountable so we are working with the board on whether we can dowith that legislation and hopefully the board can get some traction on that . again, we recovered 57 of those guns year-to-date and asyou look at the five year trend , that's 57... but anyway, it's a

significant increase from this time last year andit shows a five year increase and that's significant as well . next, let me go to a ati crimes. we had to this past week involving asian americans who were victims. one we believe is a case-based incident in the 1500 blockof dunbar street . our victim was a hotel worker requested a public to leave the premises due to complaints fro patrons at the hotel . the suspect told the victims i have a gun, i willshoot you and then yelled some racial slurs at the victim. also again , he grabbed a cell phone from the victim's hand and from the location. there was, this might not

qualify for a hate crime as far as the statutory definitely there were racial slurs in the commission of this crime so we are investigating that trying tolocate this person . we had a home invasion at the 1800 block of oakdale. three subjects gained entrance to the residence by using a stolen garage door opener that was taken in an autoburglary. this is a trend that we are seeing that i want to warn the public about . we're seeing cars broken into the suspects were breaking int those cars specifically looking for garage openers . so when there's identifying information such as registration or other identification with addresses , if you leave your opener in the car, this is a trend that we are seeing that we want to alert the public so the public can make the necessary adjustments we've had several of these crimes and they are disturbing . this particular victim was a 68 years old asian victim and he

was robbed at his residence at gunpoint. we do have some officers on the cases that we will keep the public updated on. i want to talk about the assaults on the officers. thank you for bringing that up and your concernabout the officers well-being . we had an attemptedrobbery at 24th and sanchez . the victim, a vehicle pulled up, the suspect got out, grabbed the victim and pulled the victim towards the car. a gun was pointed at the victim and the suspect repeatedly askedthe victim to take it off . the victim believed he was asking for a gold watch and the victim broke free. the suspect dropped to the ground and a struggle ensued and the victim's daughter ran to assist and both subjects ran

away and fled in their vehicle. again, this is somebody assaulted at their residence and it's something that we want to get to the bottom of this. that investigation is ongoing. we had a mental health related incident at bush and sutter. subject scale a scaffolding at the rear of the building to gain entrance and the subject entered the classroom from the fire escape and was in possession of a knife and would not respond to commands to give himself up.this was a call out with ourtrained people . we were able to bring that to successful resolution . again, at this point i would like to highlight the work being done with using our

training and our folks that are really brought into this and we were able to successfully brin that situation to an end without anybody getting hurt . then my last incident was a hostile irritated incident at the 100 block of yukon and admission. the victim was inside his own atthe 200 block of eagle when he heard sounds outside . he looked outside and saw the subjectsitting on the porch . he saw the front door being pried open and confronted subject who was only a sickle and said i'm going to kill you. the victim closed the door the subject land and was located by officers standing on the top of aroof at a residence in the 100 block of yukon street . the officer spoke with the subject and wereunsuccessful . the subject moved from the roof to the side of the residence and brought out different items that could havebeen used as

weapons . the incident was declared a critical incident and our agency officers were able to talk the subject down and take the personinto custody without injury . this is how our training and our tactics has been used so that situation was resolved without injury or use of force. community event updates, we have third-graders, 16 third-graders that are officers are participating in thursday. actually, last thursday. today we had another hike with 20 middle schoolers at mclaren park. that community engagement goes a long way to bridgegaps that we need to bridge with our younger members . this saturday, june 5 the rotary club is holding a build abike event . we anticipate 130 young san franciscans to take part in

that in first and third grade. so our officers will be assistingwith building bags and talking about bike safety . this week, the giants will be playing their home start against the angels area that started yesterday and they will be playingagainst the chicago cubs later this week . the crowd capacity has been raised and fans are enjoying their baseball and we're so happy that that's happening. we have not seen any issues as a result of that and that's going very well. events at the chase center this week, the concerts are starting up and that will bring more vibrant feedback to san francisco and the bay area. we will be deployed for those concerts with our ongoing work with the chase center and keep the commission and thepublic

apprised of how that's going and when those events will be occurring . we also were informed that the growth will kick off in a couple weeks and concerts will be scheduled at 2 pm. again, it'sreally great to be reopening and we will be deployed for that event as well . those concerts and on the 29th and there will be an event i believe will be apretty significant event on that day . that is it for my reports . resident colin, thank you for allowing me time to speak more in detail with thereport that concludes my report for this week . class thank you chief, i appreciatethat report. let me turn to my colleagues . any questions forthe chief, any follow up on his report ? okay. seeing none chief, i don't have

anyquestions for you at this time . most of my questions will come in at the next presentation so let's keep moving forward . sergeant youngblood, please call the next item. >> sergeant youngblood: epa directors report. bpa's report will be limited to a brief descriptionof bpa activities and announcements . discussion will belimited to determining other any of the issues raised for commission use . >> sorry, i was muted. good evening. i will start off. this is as i've said earlier, we have a summary so this is the weekthat i have a summary . and this week we have 35 cases that have come in. with a total of 78different allegations . 26 percent of those foundations involve officers who were spoke

to or behaved inappropriately with the public. 14 percent of those validations include referralsthat were made to other agencies . 11 percent involve officers who failed to properly investigate. nine percent involve failure to take required action such as writing a police report. nine percent of them involve failure to write the actual report so maybe that failure to action was mentioned in an arrest. six percent of them involve body worn camera violations. again, a reminder these are allegations taste on complaints that have come in. specifically with dba. i have nothing to compare them to other than the one that i'm recordingnow . so we have a number of outreach events. again our outreach events can

be found on our website and ar posted . most of the events are live streams and folks can participate in them virtually in partnership withthe other organizations . there's a couple of them that stood out . may 20 with the mega black meeting. we had an open forum talking about city budget andstrategies , specifically to address racial distance. on 26 may, the department of police accountability hosted its first api history celebration. this is coming on the back of the black history month celebration that we had and again, we are leaning into a lot of the outreach to make sure that we are inclusive and diverse as well and planning events both for the staff and

dp as well but on the events of the 26th we celebrated and presented certifications to a number of folks that have been advocates in the bay area including angela chan, previous police commissioner. stanley gevata at the hrc and we celebrated marianne mccormick and erin poe so that was on the 26th. on the 27th we had a number, another group meeting focused on the sf mental health education front. we did provide mental health services to the black community pacifically with intention in san francisco and one of the things we're talking about is the desire to have broader resources especially to the folks that come to us that are dealing with whatever issues

they bring to us that we can act as referral agents for. on the 27th, i spoke again this year the third or the fourth year that i speak and teach at the google summer institute for their legal career development programs they have . this is in partnership with various law firms. on the 27th, also that day our legal team gave a presentation to the women's connection. it's an african-american group that is here in san francisco talking about ways to support the work of both police reform and accountability. there are 2 issues to include today on dba's calendar and i

think that's all that i have. so far. here on the call along with me his senior investigator allie schultz and she will follow up. in addition to that if anyone needs to get in contact with the agency or review any of the information i've referenced, it's available on our website. i can be found at sfgov.org/dba. that concludes mypresentation and my summary for this week . >> president cohen:any questions for director henderson ? non-? desiree, yes? all right director, thank you for your presentation.

please continue. >> chief scott: commission reports will be limited to discussion items and whether any of the issues raised for future commission meetings. commission presidents report, commissioners report and announcements andscheduling of items identified for consideration . >> president cohen: i appreciate that. i will turn to my colleagues first to see if anyone has any reports. we will start with you, commissioner byrne. >> commissioner byrne: i met with chris canning at tenderloin station about three weeks ago, scheduled to meet with him again onfriday . obviously the discussion revolves around the issue of

open drug dealing in particularly golden gate avenue.there has been an announcement so there's been an increase case presents which chief scott referred to in his report . i was down on those two streets today and i certainly noticed at 930 in the morning a pronounced difference. i intend to go back and take another look and i look forward to meeting with captain canning at thetenderloin station . >> president cohen: commissioner brookter, your report. >> commissioner brookter: thank you commissioner:. nothing to report but looking forward i want to shout out lieutenant thompson and our dba. they reached out and i'm happy

to say i will be part of their summer interns speakers hearing that the dba is doing so i appreciate you looking out . >> commissioner byrne: unpaid. >> sergeant youngblood: but that's it, president: >> president cohen: that's exciting. commissioner yee . >> commissioner yee: madam president, i have something to report . at this time i'll turn it back to you. >> president cohen: commissionerhamasaki . >> commissioner hamasaki: nothing to report, thank you. >> president cohen: commissioner elias. >> vice president elias: nothing to say,thank you . >> president cohen: i want to report back i've been in touch with the attorney general's office to work to get this, his presentation to the commission schedule . as you can imagine his schedule is pretty impacted so sergeant

youngblood and iwill continue to make that happen . i have no other news to report at this time. there is something i want to say. i did have a conversation post presentation from district attorney modine and he is interested in coming back on a regular basis perhaps once a month which is what we spoke about. we agreed that we will allow members of the public to ask the district attorney question . and that he will make himself available to do that so there's a free flow of information so we will listento his presentation and afterwards he will entertain a few questions . we will stick with the 2 minute limit for public comment during the question session. that is all i have to present at this moment. sergeant youngblood, please

call the next item. >> sergeant youngblood: line item 4, presentation of the quarterly report and administrative section chapter 96 a, discussion. >> president cohen: do we need public comment denmark. >> sergeant youngblood: we do, commissioner. >> president cohen: let's take public comment on commission reports . >> sergeant youngblood: for members of the public that would like to make acomment you may press star 3 now . good evening caller, you have 2 minutes. >> caller: public comment is important. and just like you give us a 2 measly minutes, you should limit your time to five minutes because youall ramble too much . i heard the chief report that

detailed report that he gave. and i think we have a report that was done, it's called the first. it's a pretty good report on the police department and a lot of things that we could have done for our city which you are not doing and the first report is collecting dust on some shelf.so maybe we should have a meeting on the cross report for starters. nationally, the constituents of our state are trying to bring community to listen in a very different way .

but not in san francisco. in san francisco, the quality of life is compromised. i strongly feel the military has to be called in in certain areas. i repeat, the way quality of life issues have been compromised in this city and county of san francisco, we need the militaryto step in . maybe the reservists first and thenactive military . it's terrible. it's terrible. on our buses, on our streets, even when we aredriving from one place to the other . so commissioners, we are living in a very difficult time.

there's a lot of toxic stress. >> sergeant youngblood: thank you caller. good evening caller, you have minutes . >> caller: that evening. i was commenting on the chief's report about the crimes and arrests for the homicides that have been going on. there have been arrests but have there been any conviction ? when we talked about these two killings this year, the people walking around with bullets in them and i heard that the task force has changed and the gang task force has changed to another name but the behavior is still the same. i called out the names of the murderers of my son , terrence moffat, the ringleader hasbeen picked up again . picked up again for evading

police with a gun in his car and paraphernalia, maybe drugs. the point is he's still carrying guns around. he was picked up a couple of daysago . terrence moffat, the ringleader of the persons involved with my son being murdered. what do we do about that? if is he's going to get out of jail again? this man has been picked up again. he did 10 years in prison for child endangerment and drugs though he's back in jail again, picked up three days ago. evading the police. the police had to chase him. this is here in san francisco. this man is writing a beautiful car around and having his way and the point he has a gun in his car. what's goingto happen to him now . who is he going to kill. who's to say he hasn't killed

anyone? who's to say he hasn't put a gun in a young boys and to go kill someone like he used to dowhat are we going to do now that he's been picked back up , is he going to get out again denmark this man was involved with killing my son. >> sergeant youngblood: thank you miss brown. president colin, that is the end ofpublic comment . >> president cohen:i appreciate that and i appreciate the public comments . would you call the next item. >> sergeant youngblood: line item 4, presentation of the quarterly report incompliance with administrative code 96 a . >> i'm going to start off and do this on the executive director mcguire who will present this to me.you have 20 minutes so i thinkwe have 25 . were going to go through some quickly and spend a little bit

more time investigating some details on the,first of all, let me , i want to thank the commission commissioner elias for, this is a different approach.this particular presentation and commissioner elias has said publicly and privately that the data says the reports have been pretty consistent about the glaring disparities in our problematic thrust as itrelates to the stocks in the restaurant searches . and contraband and things like that for african-americans and quite frankly for latinos as well, hispanics as well. the data has been fairly consistent in terms of the story that that has told us. and as for the board, started requiring the 96 report in 2016 so commissioner elias has said

let's talk about solutions we know what the data says . weknow what problems we have . let's talk about solutions so tonight's presentation is is that first conversation about our framework for how we get to a better place for these issues with our 96 a report has told us since 2016.and just to put this out there as well forthe public, you know our first quarter report you asked for an extension on it . mainly because we were all hands on deck with recommendations by the end of april which me have donethat now in terms of what we said we would do . thatport is done , to be in commissions hands this week and however the commission wants to proceed with recording of that report , we will be more than happy to do this report we believe addresses what's in that report as well that is the disparities and framework of

how we are going to get better in terms of how we open it so let's go to the next slide. an overview. i just provided the diagram. we know we have to disparities and they go in the areas of search and arrest and the biggest group of individuals were those black african-american population and when we compare those justices to those of our white population, those disparities are glaring and i don't care how we choose to benchmark it whether it's on population or whether it's by traffic collision data, always say the same thing. they are disparities we need to change so what are we going to do about it is the question that we've beenasked over and over again . we believe our collaborative reform work and our partnerships with our african american partners and a lot of

these recommendations we have put in place now will help us get there but really, i'm going to go back even further talk about in this slide something that commission has asked of the public. how do we change mindsets in cultures? how do we do that? that goes to reaching the hearts and minds of our people that have todo the work . we have to acknowledge we have a problem here and we've done that. that's what the report told us and that's what the data continually tells us this department acknowledges that we have a problem .we've done that. that's in many other things that we've done. the third thing is we have said the situation is not going to change if we continue to do things the way we've done them to get us in that situation in the first place so what are we asking our officers to do and how are we asking them to do

what they need to do . they're addressing the public concerns and all that and then the fourth part of changing hearts and minds is really it takes leadership of the leaders of this organization to really paint the picture and get people to have the hard conversations about what needs to change and all those things have happened and are happening so we're in the process of changing the mindset that is going to go into the future slides and we will go on with some ofthe other areas . the relationship with the community. this is a big part of how we getto a better place .in terms of the work that we need to do , i'll be very plain and an example of how that works. violent crime in a black and brown community in our city. 85 percent of messiah victims are black and brown, 20 percent of shooting suspects are black and brown . we focused on tryingto make that situation that goes to

enforcement an investigation . and in the past, and in policing particularly in our cities that's done by aggressive suppressive and oppressive policing. we can't do that. and that's how we have gotten your but it goes back to what i said about changing hearts and minds and leadership in terms of what are we asking our officers to do to address thes issues and how are we asking them to do it ? that part of the work that we control about how we will get betterin terms of turning this around . then we , although we cannot leave the police department and the police commission control the external factors that may play into this we need to understand what they are and we need to focus onthings we can control . ourstrategies, our training , upholding ourselves and our officers accountable those things you can control . we need to recognize this is

beyond us and that a very real factor. we control what we can control and then the next part of this is what are the steps that are indicators that we are moving this in the right direction and that's what the data is all about. that's what the investment we needto make in technology and other things are all about staffing. to do a job theway it needs to be done. next slide , stacy . so here is some of the things that we know. we know what our academic partners that we've worked with and around the country have written and said about the disparities and part of what needs to happen in terms of changes in police tactics, police strategies and how we address islands crime and in

the city. narcotics and thosetypes of things. traffic enforcement and those type of things . there has been no silver bullet in any of either academic or police world or oversight body or that the public has come up with that is a perfect answer to thisproblem . that's why we have to listen to all of the factors that i just mentioned and come up with solutions that workfor the city and i think that is what this framework is all about . we don't know what all the root causes are. we don't know the total degree that armed forces is in but we know our enforcement strategies role inthis . i have to. what are we asking officers to do to what degree are those things commingled area that's what the center for policing equity is and that's what the california policy that were working with. that's what they are asking them to get through and what we do know is that some of the

policies we put in place, we've seen good outcomes that are getting us to a better place so we will talk about that and how that plays a role in the waywe move in the future . so we have a framework to make this better. then the other thing we talked about is stereotyping and implicit bias in those factors and what degree today play into these issues that we're talking about with disparity. we've done a lot of training in the san franciscopolice department to address that issue . where doing more training engaging with some of the companies that will help us get that piece right in terms of understanding how we can manage implicit bias better and addressing better so hopefully types and those biases don't play a role in our policing and i think that's an investment that's well worth the effort that's part of ourstrategy and

our framework to get better . we engage in a contract, we are in the process of implementing that training which is a multi-year training with a follow up on addressing implicit bias so we areexcited about that . i'm going to flip to the executive director mcguire. we do have a few slides with data that we will go into some detail but this is really not so much about that, this is not a framework that i just laid out and we will go into details about thosethings later in the presentation . >> next slide please, sergeant youngblood. catherine mcguire, director of strategic management . she gave a little bit of background. if we could goto the next slide .and one more.

so as the chief has mentioned, we do know that we have data. we have disparities in our dat . this bears that out and we are presenting that tonight with a focus on the data that are discussed among experts as being vital to monitoring these disparities. as you can see, our relationships show continued high rates among african-americans and latin populations as shown in those first two top brass with the very tiny borders. and that is higher rates among those populationswhen compared to the residential populations . and then if you look on the

bomb there which really shows a rate of decrease for the stops and uses of course, you can see they are decreasing, both accounts are decreasing among all demographics. also at a faster rate for african-americans than for any other racial demographic.if you could go tothe next slide . so when we talk about the disparities, when we compare african-americans to whites, the disparities are quite stark. and in our most recent analysis, to be released soon as the chief mentioned african-americans 6.4 times more likely to be stopped twice, 11.1 times more likely to be searched. 12.3 times more likely to have force used against them and

that is again compared to a function of the residential population . these rates however have improved over the period for both, but not for stops. we can go to the next slide. so as the chief mentioned earlier and we showed in those 2 slides, wedo have disparitie . we acknowledge that . academics are doing the very sophisticated analysis to show that using our data. while we know there's no proven solution, the center for policing equity did suggest possible factors that could be contributing to these disparities but they didn't have the data for couldn't do that analysis but we want to anyway and so we will be

talking through tonight the links between the center for policing equities identified factors and the solutions that we are working through. so i'll turn it back over to the chief at this point. >> chief scott: here are some of the detail factors that really provide part of the framework that we are going forward with. we believe that these disparities are likely attributed to the factors that you see on the slide . i'll leave them up while i talk about them in detail what individual officers actions includingimplicit bias plays into that . the stereotypes on what actions need to be done to impact crime or addressing crime in their assigned areas and it really goes to some of this is

leadership . but some of this is the bigger issue of what is the mindset of our workforce when it comes to this issue and how can we put things in place to make sure that our officers have the mindset that we need them to have two impact this issue. for instance, if we are talking aboutviolent crime issue . and if it's largely black and brown issue and we invest a lot of time and effort and money i . unabated or without direction in terms of what our officers are doing within the station go out into the field, they can do whatever they think is the right thing to do with a lot of officers might do the things that are consistent with what we need to doas an organization , we have to be very intentional and specific about what we are asking officers to do when they get out there to address these issues.

so what earlier that some of the things you're doing to address robberies and someof the shootings , we've been very specific on our direction tothe officers . when we put hundreds and the data officers from around the city in the day view or any part of the city, we're specific in what we tell them to do or not asking officers to go out and harass people or to write tickets on really minor offenses that don't help get us to where wewant to get to in terms of addressing prime . we have to be intentional about that and this goes to the management of the department, strategic direction in terms of what we are asking our people to do and being intentional with making theconnection to how these things into the

disparities . the more we know, the more we are able to do that and i can tell you because i've been in these calls with our leadership and chief lazar and former deputy chief catherine, we are very specific on what we are asking officers to do that instruction improves in positive ways not just go out and suppress and make arrests, we have to do these things in a way that's going to move the needle on this disparity issue area the other thing that i want to highlight is we've been fortunate with the commission that really understands what we're trying to do we have some policies that have been in place this last year that will help us get to a better place. our detention policies are a very good policy and i know commissioner elias his mother really pushed some issues on that. this is an investment i believe

our academic partners believe will pay off in terms of reducing the disparities that we're talking about. our use of force policies, how we track firearms and how we're even tracking several firearms and making sure it's appropriate. this goes to make our work for our officers think, to make us slow down and think in that policy framework, now we understand what we do in terms of policy framework will get us in a better place. 5.17 is another one but there are otherones on the table . we now have a specific way to look at these policies were looking at the impacts and terms from executive director mcguire area making officers think.

those are things are academic researchers and partners have told us have to be in policy in order to address this issue in a positive way and we've already begun to do that even though we've worked hard at those things, 5.03 is an example of how we are going to do that. 5:1 is this with 5.01, you're continually seeing use of force go down with african-americans. then the other thing is the external piece. getting back to what we're askingofficers to do . maybe policing and community engagement, one of the things that factor into that is three ways to get officers to do what we're asking them to do. after going from call to call they don't have time to engage, engage in positive ways are asking them to so that staffing list but that's a leadership list and that we believe will

help increase engagement in the way that we need to so we better understand our communities the address disparity issue. next lineplease . >> as the chief mentioned, the talk through some of those factors thatcan contribute to disparities . what we have been in our research and work, we noted that doctor everhart identified 10 solutions in her work with oakland that she recommended could mitigate bias that could be triggered by situational conditions so those can be 10 things and we have a couple other items were working on that we feel will also contribute to mitigating bias and other things for our officers that they are linked to those factors that cpe identified that may contribute to disparities. and within those things we can

do, we have ways that we can, the things that we will talk about or the remainder of the presentation are really approaches to increasing traffic and increasing empathy. adding friction and using objective standards and will go into those in detail in each of these sort of the first four big categories. and so i'll have it back to you, chief class relationships and building better relationships. i'm going to go through this quickly but we spent a lot of time and investment in our communitypolicing strategic plans area you can find it on ourwebsite . the commission has approved the general order . that speaks to our revamping of our community effort. we believe that will serve to increase the relationship which

in turn will serve to increase trust which in turn will impact this issue in a positive way. one example that where following right now, we're calling it the trial project because the area where we have the deployment for these officers if you look at iton a map it looks like a triangle . you are really, what we we thought is we take an opportunity policing strategic plans and the framework from that using that to guide how we deploy theseofficers . specifically as we need officers in the field engaging where something happens where they need tomake an arrest , and arrest but they're not out there just for enforcement. we know what thenarcotics issue is in the tenderloin .these officers on going up there specifically to do the narcotics enforcement but what we're asking them to do is mac

don't being sold on the corner and other resources to help make those arrests so they can stay out in the field and do what they need to do to engage in the area in the tenderloin. we've seen some early success with this strategy and we believe it's right out of a strategic plan. if we don't put our strategic plans into action, what good are they? we plan to get miles on this planand even though what we're doing , what commissioner byrne mentioned in the lily part, it's coming right out of the framework and our strategic policing plan. there also doing other things. our community liaison unit is about engaging with some of the demographic in our community where you need to build trust and relationships that these officers assigned to these units do. they have supported officers

cases since we put them in place and in november of last year and that is paying off in terms of building trust, building relationships and in communities where we need to do that the most also our command centers . we started a series of discussions about race , about the impact of our work, about the impact of when we use force on people and how that impacts that family the person who had force used upon them and the reason we're doing that is the outside of the town hall and those types of venues, we really have to invest time to understand the impact of our work. whether it's in policy or not in policy, that's not the issu . the issue is we have people that are impacted what we do we need to understand the world from their view the world from theirshoes . makes us more and when we talk

about disparity, we need to have that understanding and perspective so we start those theories of discussion. that's an ongoing thing we plan to continue but we're happy with how so far. we brought in some people that will get us a historical perspective and wealso want to bring in local people . that's in the works and we continue to, we plan to continue that then again , the old acknowledgment not just by the command staff . by the police officers that are out there doing the work that we are asking them to do. one of the things that theyneed to understand is what's in this report that we're talking about . we are, we've gone out and had

thesediscussions with our officers so they have to see the data . when you're doing that work and you takethe time to read a 300 , 400 page report that we are doing a better job we think in getting that information to the officers they understand what the issues are very clearly. that part of howwe will continue to work moving forward . next slide please and back to you, catherine . >> when we're talking about trust and also trying to build trust in thecommunity , a reminder in this snippet atthe bottom . this really shows a portion of the cri assessment, the us doj assessment in which they said the goal of the collaborative reform initiative is to assist in the implementation and sustainment of reforms that increase public trust .

with cri implementation we are building trust and this is all encompassing the one of the things we're talking about tonight. then also by listening and responding to the community . as the chief mentioned, 1.08. that now not so new but newer dg oh really embeds the idea of listening and responding through problem-solving and the like. and it formalizes these ideas and mandates them. and also includes oversight and review committees to make sure we are using the bestpractices across the department . then in addition tothat , some of the more recent examples of work that is responsive to the community includes the california partnerships for safer california. thank you, safer communities. they do work that captain

dangerfield did to build out community engagement officers . >>. [please stand

>> and i know we created during the past two years the force options field training unit and that is their job to assess where we can get better and when we talk about reducing disparities, you know, the training that goes into 5.one. number one, the policy is the policy but it has to go beyond that. so they really buy in and it goes back to hearts and minds and that has to be very

intentional. that allows us the time to train. we have peace officer standards and training mandated amounts of training. california peace officers, a post that we have to do and we have a training cycle. so i'm going to have mandate. if that's all we're going to do, we're not going to get to where we need to in terms of turning this around. what we've done is restructured our scheduling so our officers have more time to understand, process the policy improvements. we are in the process of the scheduling change is when the trade off and that's a very

tough trade-off. but if we don't train, we're not going to see the improvements that we all want. so we have to invest on training. we've done that. it was one of the blessings with covid if you can call this a silver lining, i think it was because we have to send out our roll calls and your squad rooms and our offices and we have to spread people out, but what we did was we changed our scheduling in order to do that and then we realize it gave us an opportunity to train. there's more policy revision in this last year than the coming years than this department has ever done and if we don't give officers time for these policy changes and connect on what these changes are, we're not going to get to go where we need to go and that's why i want to emphasize this change is already in place and that's

going to help us get to a better place in terms of disparities. >> so now we shift to our policy frame work and the policy aspect and really what we have identified is really the key pieces to be reviewing our policies through is equity and really whether and how those policies impact a certain group. and then, we also are talking about increasing friction and i think the chief is going to talk about that a little bit more and give you some examples and maybe some examples of how that works and objective standards as well. i'll talk about that really through this frame work that we've developed, we have to

then formal. >> vice president elias: it, and that's one of the next things that we're going to be doing and so the chief is going to talk about increasing friction. >> yeah. thank you. let's talk about 5.03. i said earlier that we were doing some of these things before we put it into frame work. but that's a great example is it causes our officers to think. and one is implicit bias and how that impacts policing in other words, if i don't have time to think about what i'm doing my mind is going to go to

what i'm thinks if i think that a person of color is more prone to carry a gun. my mind is going to tell me it's probably going to be a gun and so this is why we have to create policy and procedures to how us to slow down. and, what that does is it forces you to really think about what is my reason of suspicion that i have to document where before i didn't have to do these things and that has added friction and caused us to think and so this frame work, we've used it with all of our internal meetings and this will help us get to a much better place and i know some of you all who have been

on this policy development groups have kind of done this instinctively, but we need to be intentional about it and we need to understand that we're doing it this is where our c.i. work has helped us understand what we're doing and a way to move forward with the frame work. the other thing is the c.i.t. training and field officers are doing. when we assess our work they look at things with this framework and what that will i think do for us as we now have a policy revision guideline, i think we're going to be better informed on what we need to do to change our policies in order to impact this area and i think it's a really important thing

and we have it in our framework now and that's going to be really important to move forward. next slide, please. >> yeah. so, chief do you also want to speak to objective standards here as well? >> yeah. let me talk a little bit about objective standards. so we talked about the documentation requirements in 5.013. even the unholstering of a firearm needs to meet the policy standards officers need to understand what the objective standards are and, second thing, we have a chance to evaluate it. and we can evaluate how we're doing in those areas. it will result in officers thinking about what they do before they do it which is that

every expert we've talked to has told us that's a good thing and we won't compromise the safety of the officers. so we do realize that officers do have to make split second decisions, but where we can put things in place to force us to have a little bit more time, a little bit more distance so we can think about what we're doing is going to pay off in terms of reducing things. >> okay. we can jump to the next slide and then talk a little bit about the dash board review management and other leadership direction. so ultimately, this goes back to what the chief is talking about and what are we directing our officers to do.

and so, the, you know, captains will review those stats. they'll see if there are disparities and they'll review the trends in disparities. so look at times and science and reflect on research whether the things that the captain directed their personnel to do and in the future, we really need to get that feedback loop up the chain of command again to understand what is department wide, what kinds of stiements are driving those disparities and reflect on those. some examples of other types of

what are we telling our officers to do. but really, the issue of shutting down our plain-clothed operation in order to ensure we're working in the best way we can there the direction that we gave to the bayview and also stunt driving as well. we don't go out and arrest everybody at stunt driving events. but rather to dissuade people from continuing to be in the area. and so i think the next. >> i just want to point out some of the policy improvements and policies that have been put

in place that will help get us to a better place. we talked a lot about leadership and hearts and minds and officers understanding. at the end of the day, what our folks talked about in this organization, there they have to do the work. one of the things i want to point out is you're matrix now. you know, something that may not be on peoples' radar that you may not see it as a big deal, but it is such as we have on the top and the side with respect that's our strategy statement. we raised the bar on the bottom level of discipline for the matrix on that. it is now, if it's the same. it's an admonishment is not on

the table anymore. that's a big thing and, you know, body warn camera, it's the same thing. that's a big thing. if there's the same finding of improper conduct, there is no but that disciplinary matrix gives the officers its transparent as far as the expectation. so the other part of this although rules and organizations. that's one of the things that's been brought to our partners

about this work. we have to be value based, you know. treating people with respect is a value. using force appropriately. it's a rule, but it's also a value. so when we violate those values, there has to be consequences and i think that will get us there. next slide, please. >> so then you've seen the slide already. it was one of the earlier slides and really just a reminder, we're trending in the right direction, there's still issues and the idea behind all of this sort of frame work is that we'll start to see improvements in the future. and so next slide. and then another area of

improvement that withhave seen is in discovery rates or yield rates and is there a difference in the sort of contraband that we find in the search so is there a difference among demographics of whether we found contraband. so i've put consent searches up here on the right and it's sort of you'll see it's sort of erratic and it's just the number of those searches that we do is solo, we're going to have pretty significant and then on the left here that's

comparable to me that our officers are using some of those objective standards to determine whether or not l they should search someone. have they seen something or seen a behavior that warrants that search. as you'll see for african americans the rate is comparable or higher counter to what the d.o.j. found in 2016. and so next slide. >> okay. so just to wrap this up and i'm going to comment just a little bit on what executive director mcgire for the public and for the commission. we are not by any means saying we've figured this out and problem solved because we still have some very concerning what we are seeing and i'm going to

be unapologetic for the things that are going in the right direction and these slides that you saw, these are disparity rates and that's what we're here for. i'm not going to shy away from the things that are problematic. but i think it's important for progress being made and a lot of it deals with the reform effort we have spent a lot of time and effort for the last fundament years really getting these recommendations completed and implemented and it is making a difference. trace a whole lot more work to be done and the disparity rates are still glaring and

problematic. so that is a true statement we're not going to apologize for. we know we have problems, but there's some good work being done as well. so we just need to keep that work going. we have a frame work now and we don't have all the answers. that's why i told this commission and the public, we need to sustain this work and keep it going because there's still a lot of other things we need to figure out to help us towards more solutions and more answers in terms of making this situation better. so i will end with that. the next slide is just more of that and really focuses on areas that we just talked about and it really in the middle of that graphic, accountability, community policing, and transparency, those are the three anchors of trust building and everything we do kind of circles around that, you know, our staffing.

our ability to do what we need to do. the technology, the needs that we have and identifying how we can get better data and having the people to analyze the data once we get it. that's a need that hopefully we can get over, but those things need to happen if we're going to continue to make progress in this area and that's the basis of how we will move forward. so thank you, i know we went over. i appreciate the commission giving us the time to go over and explain some of these things in detail and i'm sure you have questions and we'll be very happy to answer. >> president cohen: thank you chief. i'm going to recognize

commissioner hamasaki first. >> commissioner: thank you. when you started out the presentation, you know, i got a little excited because you said it was going to identify solutions to the racial disparities that have plagued this department for a long time and been at the root of a lot of complaints that sfpd is engaged in bias policing and i guess i'm a little frustrated because it sounded like a summary of things we've heard for the last three or so years. i've been on the commission. we're doing the various report, we're doing this study with this agency and, you know, at the end of it, though, i don't

see the concrete steps that the department is taking and i understand some of these things and i appreciate the work that's been done, i know it's been done in good faith, i know you want to get this right, but the problem is we're still looking at the same slides and the same disparities. the slide improvements. i don't know what to make of the deal breaks. that's kind of an interesting statistic. otherwise, we're kind of in the same position and you know it

stops and searches primarily black and brown people and i know there was a lot covered in the last 25 minutes and i appreciate all of it.

what i just don't know if all of this work being done alternate headquarters is really reaching the stations in a way that's making an impact. what one or two things of this do you think is going to make that disparity number come down? >> yeah, i think the policies that i mentioned, 5.03 and 5.01. look, if anybody on this panel would have predicted four years ago when the use of force i

believe 5.03 will have that type of impact. the slide that. so some of this commissioner hamasaki is really to step back. i think 5.03 will do that in terms of some of the detention issues, some of the search

issues and like i said in the presentation, we don't have the silver bullet that people are looking for but one thing is these poll. >> commissioner hamasaki: so, and let me slice that apart a little bit, really use of force what we require. those are clear and laid out. they decide who gets detaineded and so it doesn't have the guardrails of the use of force, right. and so with that discretion,

we're having the same problems, right. and it's the stops and searches. and so how do we impose the hard guardrails to ensure that it's not is black and brown when you see it all because of the color of your skin and the neighborhood you live in and, so, one of the things you referenced was, well, we have, you know the gun violence. big problem. we're all concerned about it, big issue, but what happens out of that, right? that is there, is the expression packets include and

so, you know, the black community pays twice. pays once for the victims of the gun violence that's going on and then secondarily is being disproportionately stopped and searched. and, you know, we talked about some of the ideas around, you know, limiting the types of tactics that are used, meaning, is this what you're doing? is this a proper response to gun violence to say, okay, we need to get into this neighborhood and i'm sure there's much better language that we can use, but start pulling over young black men. start looking for guns. and that's, i mean, you know, that's historically been how i think a lot of police departments have responded to

violent crime. but, you know, there's victims with that as well, i think why we're not, you know, this isn't a minor issue why this is always a big problem with this department and why we all struggle with on the commission. go ahead, chief. >> commissioner, you raised a good point and that's why i wanted to spend a little time when i talked about the objective standards and the most basic stop. in the past, if i stop you, i mean, if i detain you, we have to do a certificate of release, a493b in the field and that kind of stuff, but there was no report that went along with that. there was no documentation of

the reason i stopped you in the first place. so now we can evaluate those objective standards. that's a big deal and it not only gives us the opportunity to check for things like what you just mentioned, but it also gives us the opportunity to correct it because officers will have to document what they're doing. that day is over where officers will make these types of stops. and then, we have what we need to determine whether we're doing those things or not. if those things aren't being reported, they come out in the aggregate data of the 96a report and we can't go back and look at it and see is it on

video, maybe, maybe not. now we'll have the data. >> commissioner hamasaki: can i ask you because you mention mentioned oakland. didn't they have them basically write a justification for each stop, was there a public safety basis for the stopper or something along those lines? >> yeah, what they did is something like that. what they did is when an officer who was going to engage, they had to articulate why they were engaging which is exactly what we're doing through our policy. it's if you're going to stop somebody and detain them and search them you're going to

have to determine why you're stopping them. that's the big thing and that's a great policy improvement. and without a person, they have told us they think this will get us to a better place. >> commissioner hamasaki: can i ask something quickly? the stops like a broken taillights, are those stops that we should be doing in 2021 with this type of racial disparity? >> and that's part of the same discussion about what are we asking our officers to do, what are we allowing them to do and i know that you and others have talked about, you know,

abolishing those types of stops. i do think we need to think about that. we do not need to be doing those types of stops for a gun. i want to be thoughtful about a policy that prohibits officers for enforcing laws that are laws and i think we have to be thoughtful because there are ramifications on the other side as well. like an example officers stopping for expired registration. there's a reason we need to register cars. we just need to be thoughtful about it and i do agree and the experts have told us that limiting discretion is part of the solution and i think that experts have also told us, i don't think, i know what they told us is to get at that is very thoughtful and some of that is through policy like 5.03. >> commissioner hamasaki: what is this is just an idea, let me throw this out there.

what if until we got the disparity numbers down, we didn't if we stopped riding bikes on the sidewalk until we can get those numbers down. then we work on these sort of longer term solutions. >> i think everything is on the table, commissioner. that would be thoughtful. the example you gave, right, that works just fine until somebody rides a bike on the sidewalk and ends up in a fatality situation and we've had that happen, right. so we've got to be thoughtful about the other side and the impact and that's when the b.l.a. reported to the commission, if you had a chance

to read their report, that's what they are saying, you know. let's take a look at berkeley but let's be thoughtful about those types of policies from the other perspective because like i said, you know, we talked about those type of what may be considered minor, riding a bike on a sidewalk or somebody riding a skateboard in a lane of traffic or something like that. it follows the par. they're not off the table. i think there's waying to get to that through policies and even our strategies and what we tell them to do and now we'll have a way to monitor it. i think we're moving in a direction and we just want to do it with some thought. >> commissioner hamasaki: okay. i feel like there's a lot of other commissioners ready to go so i appreciate your thoughts

and your time, chief. >> thank you. >> president cohen: commissioner hamasaki, i just want to appreciate you facilitating a really spirited conversation, forward thinking, innovative and you did it all with respect. i think. >> vice president elias: one of the things i forgot to acknowledge. i learned that the sacramento police commission adopted the language that we created in our use of force 5.03 and so i

think that speaks volumes of why it is that we have to continue to push the envelope and be uncomfortable because if we're not uncomfortable, then we're not changing and so, you know, i appreciate my colleagues and i appreciate the chief who are always pushing the envelope even when we behind the scenes get the oh, we can't do this or that's not accessible or we've never done that before. i think victories like that that we really need to embrace and use when we have to create policies that are -- that think outside the box and aren't really the norm. so i did want to congratulate you, chief, on that. because i think that's pretty commendable, we're one of the leaders in this. i also want to thank you and the department for really trying to focus on the solutions model rather than

just giving us a download of the data. i think that this is a great start, however, i really hope that next time we have more specific and concrete solutions because i know that even in slide two, you talk about indicators of progress and i think the community and commission want to know that. how are we going to know whether what we've been doing is working because some of the things that you had mentioned in your presentation were things that we have already passed and i did notice, i haven't seen quarter 1 for 2021 the 96a report, but when i reviewed quarter 4 of 2020, the searches are up from the quarter before. so even though they may be down from last year this time, there's some, you know, the searches, the stops, and the use of force, some of those are increasing from last quarter. so i really would like to know

the indicators of progress are and what they're going to look like. the other question i had is on page 5, you know, again it shows you had made progress from last year. i don't understand how the community would use the stop and search disparity. >> yeah. so part of the dynamic that we talked a lot about when we work with our academic partners and, you know, some of us know this to be true, when you know the people that you're engaging with, there's a less of for instance pulling your firearm

out. believing that it is a threat. there are two things. there's the policies about when that could happen and when it should happen, but there's also some gray area about objective reasonableness that the perspective of the officer really matters that puts into what an officer does is reasonable. when you know the people that you're engaged with. you're not as apprehensive when you know the person. even when you're doing your job, there's this relationship that's built and it's less confrontational and that goes

in terms of how you interact with the person and it goes a long way on how that person interacts with you which does cause the need to use force and you're not having the confrontation to begin with. in terms of the other piece about community policing and actually building relationships, if we are to drive crime down in a different way, meaning not just relying on arrests and how many guns we take off the streets and those type of metrics, you have to have officers out in the streets to do the preventive work and that's really important and that does pay dividends in terms of not having to rely on the arrests. we don't want to rely on that metric as a measure of success. when i started in this work, how you were measured was

productivity. how many tickets to you write today. how many arrests did you make today. how many guns did you get off the street. that was a measure. and we're so far past that. so community policing has to happen. we need to be able to measure things that we believe is going to move forward and and those confrontations and how we resolve issues. we can reduce crime in other ways rather than not relying on arrests and sending people to prison which we have to do at times. >> vice president elias: so what i'm hearing is the relationship between the community officer that's

paramount in addressing the community members rather than driving around. or engages the actual community in a positive way rather than just patrolling and making it known. would it require officers to engage one on one with the public rather than adhering to old policing styles and driving around making their. >> some officers do that without being asked and some don't and that's what we're allowing officers to do stop in it to the local people might so

there are dividends there and we have to encourage that work, we have to support that type of work and there is not guilty too long ago where officerings were measured by too many things. we've turned the page on that and community engagement is all important. >> vice president elias: that's important. i want to turn to slide 14 where you mentioned this bias dash board. you had indicated that it wasn't something you were going to open up to the public because it was going to be an internal metric. my question is couple questions is can we make the dash board

available. i'm hoping we can make some portion of it public to the community to see what's going on my second question is then what? what happens after that what's that level of review with use of force data, but when you look at the statistics with respect to finding that the officer acted in policy or out of policy, the number was maybe

one out of 1,000 that the supervisor found it was out of policy. so i'm hoping you can explain what happened after the captains review this and the third piece is you talk a lot about 503 which i'm really happy about, but i also wanted you to um, address the fact that while the articulation piece is important because i think you and i have had these discussions. it's a fine line between officer safety and respecting peoples' civil rights and often times the pen you aluminum

swings at the cost. with respect to the identification that officers are using for these stops and searches. >> thank you. i'm going to try to answer both of those questions. i think the first question was once the captain reviews this, what's next? and one thing that this data allows us to do in terms of the justification. here's an example. if i'm a field sergeant and i tell the officers that i'm responsible for i want to go out and solve the car break in problems in this area, wherever this area might be and the information that's been posted about the people that might be doing this work is, you know,

whatever the certain demographic or whatever and i give just instructions about we need to be outstopping people in these types of cars with no license plates and those types of things. this goes back to what i keep saying when you step back and look at trends, we need to address those trends and i think part of this work is not looking at this from the single incident perspective although we do look at that because you have to have reasonable suspicion or probable cause to detain and searches and those things, but we also have to step back and look at those

trends. if officer x is only stopping a certain demographic in a community that's full of diversity and all that, then we need to look at why then we need to have a talk with your supervisor. and we have to be very intentional. so part of this review process is also what the supervisors are telling us. we've got to look at our strategies. if we focus on whatever the group is, for instance we have groups of people selling narcotics in a certain community and that's all we

focused on when there are other groups selling narcotics. that's a problem. and we have to step back and really understand what we're asking our officers to do and take some organizational responsibility when we have blind spots. so that's what this review will do for us, commissioner. in order to get to this issue and also allow us to address officers on an individual basis. you know, some of this, a lot of this will likely not have anything to do with this this conduct. if we're plan engine an officer's mind you should only be looking at this group because that's what happened to this problem, right. and then we're going to look at a group of people or a group that needs to be very specific

with very specific direction and focused on the individuals that are committing crimes not the groups of people we'll have the data internal versus that work's not done yet. that will be an external facing dash board where the public will be able to manipulate the data these well that's good news. what is the department doing

about identifying bias especially when it comes to discipline because you know, my concern and i've raised this question before. when i look at one thousand four hundred twenty-one and the bias is one of the categories, dishonesty, we're seeing zeros in that category which means there haven't been either discipline charges, well, there hasn't been sustained findings in those categories that would be releasable. we've heard speakers talk about the bias in the department. we see these numbers and then we look at the reports of 1421 and these are the categories that need to be released and there's nothing there. seems to be a disconnect. i can't imagine we acknowledge

there's bias but when it comes to discipline, there's nothing there. >> part of it is the evidence that we're able to approve. our policies are very specific and the commission does its job. but like any administrative and whether it be the department or dpa, it's not for doing thorough investigation. and these cases aren't easy to begin with when it comes to bias. unless it's over and someone makes a racist act. it's hard to prove what's in

somebody's mind or head and that's where the implicit bias comes to mind. and then the third thing is when it is implicit and unconscious, is that really sexual misconduct unless there's some other overt action that goes along with it and then we have allegations that we can prove so my answer is these cases aren't very many of them because it just doesn't happen very often. so that's how we have to address the other side of this. >> will you be looking at? i guess that's my question, are you going to start looking more critically at cases where it's not so overt, like you just mentioned looking at the patterns and practices, prior behavior, going back, seeing what they're doing. getting people when they investigate these cases because

most of the time, you know, there are indicators or other factors that you can use to show, look, this is implicit bias those are the things i would like the department to address or, you know. >> definitely, commissioner. that's why the analysis is so important. if you take an officer and you look at their stops and you see that all of their stops, their arrests are on a certain demographic, you know, we can't just stop there and say that officer has a problem, what is the officer's job, you know, there's time in my career where i worked gang related homicide. did that make me a racist?

if you looked at my, you know, my stops and all that that's all you would see. it didn't make me a bad guy. so we have to really look at the trends and unpack that. it's not in that type of assignment and they're just and if it does amount to that then it goes to disciplinary track. >> vice president elias: definitely. you've used that example on me before, but i've got to say, chief, you know, when we look at the data and we have, you know, african americans they

comprise 70% of the searches. i mean, even if i take you out of the gang unit and we put those numbers aside, we've still got to look at all the other -- i mean, the numbers show there's something going on. i'm hoping that you as the person who is going to be that disciplines or holds officers accountable before they come to us, i think those are factors that you'll start considering or being open to considering. >> absolutely, commissioner. you're heard. and, you know, that's why we're having these discussions and that's why we're trying to come up with solutions and it's not easy. i think we all want to improve this and i think what i've laid out to the commission and i know it's not these specific maybe strategies, but some of this we're going to have to

monitor and i hope we're allowed when we come back to the commission and we report on this issue after 5.03 and things like that are really taking root, we can talk about these issues and see the difference before and after. just one other quick comment. you pointed out last quarter, we were up. when you look at from 2016 this information has been reported, you're going to see ups and downs, but what you see over time is a trend line of decline and with some demographic it's just like day-to-day crime. if we focused on today, we're going to drive ourselves crazy. we've got to focus on today, but we've got to step back and look at the days overtomb because that's where you're going to see the difference is over time and that's what we're doing and we've got to kind of know this is going to ebb and

flow depending on what's happening in our city and look at it overtime. >> vice president elias: all right. good answer, chief. i'm going to turn it over if to my colleagues because i'm sure they have questions. thank you again. i appreciate it. >> thank you. >> president cohen: appreciate the spirited conversation and the back and forth and real talk. it's refreshing. good to be not scripted right, chief. >> it is. >> president cohen: commissioner brookter, you're up next. >> commissioner brookter: i won't be long. i have one question. i know president cohen shared she has some questions. i really want to say i enjoyed my colleagues and the discussion and the dialog we're having tonight. chief, i kind of wanted to take it a bit in a different direction. one of the things i'm hearing is policy to drive the system which i get. i'm a fan of. i think all my colleagues can agree with that. i think commissioner hamasaki

was saying something that's kind of on my mind are what are some because we know policies can sometimes take time to really implement and for us to go through, but what are some of the more, the society that we live in right now is really immediate. the we have twitter and instagram, so what are some of the things we can do that might be more immediate and what i'm thinking about is within our process as we talk about hiring and recruiting, how can we ensure that we're looking at some of these things on the front end so that we don't even have to get to a point, you know, we're hiring individuals that have shown by going through whatever our process is to get into the academy of not having bias and implicit bias. chief, i'm just trying to think of what are some solutions and processes that we can do on the front end that may not take as

long as pushing and implementing policy as we look at culture and behavior change within the department? >> well, i think some of the points that commissioner hamasaki brought out are things that we've got to take a look at. we're already given direction and i keep using the bayview example, but i can use tenderloin and other areas of the city to officers that we step on our deployment. we're not asking you to go out and write minor traffic violations and infractions. that's not what we're asking them to do and whether that will lead to an actual policy, it could. it might, you know need to happen, but we just need to be thoughtful about the ramifications on the other side is what i'm saying. so i do think there are some areas that definitely we need to look at. look, what we're doing with some of the mental health and homeless related calls where we're actually now with s.c.r.t. in place and the department is, you know, saying

let's have other folks handle those types of calls, they reduce the chances of having to use force and things like that and we engage with people and prices. that's a step in the right direction and, those type of policy decisions i think are the types of decisions that will help get us there. we have a whole list of calls and we've identified that now the discussion is what entity will take them, what entities are willing to take them and there's that whole process with, you know, labor and department human resources to see if we can transition some of those calls. so those are all steps in the right direction but, you know, we've got to be thoughtful about the impacts. but i do think there are things like some of the things that commissioner hamasaki talked about. i know d.t.a. has given us a draft on the policy of operation and parol searches which has some good things in it.

so, that might get us some traction on reducing some of these disparities. so,, yeah, i think we're moving in the right direction and we just need to keep coming up and be innovative and what commissioner elias said, sacramento is not the only department reaching out for our policies. we get quite a bit of interest in our policies and i think that speaks to we are moving in the right direction. >> commissioner brookter: thank you for that, chief. >> president cohen: all right. let me see if any of the other commissioners want to jump in here. commissioner byrne, i see you posturing. do you want to make a comment. >> commissioner byrne: the part that really surprised me. i guess i wasn't surprised that almost 40% of the arrests were

african american. what really surprised me was in bayview it's a riddling station for number of arrests. it's the number of african americans that are arrested outside of the bayview that, to me was the biggest surprise. i had no idea and that, you know, an african american male going to different parts of the city isn't as seemingly a much greater chance of being arrested. the airport, over half the people arrested it's just the airport probably doesn't count because of covid and if they did, it would just be beyond belief because 50% of people arrested at the airport are african american, but that was the part, chief that i must add

mid, it really shocked me. i had no idea. i assumed the highest number of arrests would be the bayview and that would explain part of the arrest of african american males. but it's not. it's other districts. that part was very shocking to me. i have nothing further on this. >> president cohen: i appreciate that. chief, do you want to respond? >> yeah. well, what i will say, commissioner byrne, is one of the things we hope to do is looking at why this is occurring is being able to separate the calls for service, you know, the stops and arrests and searches that are at least generated from calls of service as opposed to ones that are self-initiated, for instance, traffic stops or pedestrian stops and things like that and

the way the data is right now and our ability to pull that data out we're having a hard time because of some of our systems an adequated and we don't really have an easy way to get to that data in that way. we can do it but it takes a lot of work and a lot of personnel resources to do it. those are things that we in the coming year hopefully we can figure out an efficient way to get to that data because it is concerning particularly for the reasons that you stated in those communities and we look at that as well. and so we need to really be able to determine what about this is self-generated which gets us back to one of the policy frame works and how we control asking officers to engage in whatever issue they need to engage with. so that's one thing we need

more work on but it's something that is a concern and something that i hope we can get through this budget and it really determines what our role is to really more specific details. >> president cohen: thank you. director paul henderson. >> director: thank you. i'll be brief. i just had a comment. this speaks to the comments earlier of action that needs to be taken. i feel like we've gotten some of those recommendations and ideas and i would point immediately to things like the sparks report i would point out things like the audit recommendation and they come

and go like water under a bridge. i think we've had some of the ideas and we keep trying to bake the same cake. i'm not saying it's an easy thing to do, but we've had some suggestions and some good ideas. i think maybe the sluks is the steps. i just have to comment that i just wanted to share. there was no real i think the chief articulate some ideas that were good in the past too. >> president cohen: thank you for the comment. i want to recognize

commissioner larry yee. >> commissioner yee: thank you, president cohen. i just have some questions on the policy training i guess our officers are going through and i guess what would be the standard training for this process and how much time is allotted and it's just a two-way dialog between the officers and the trainor. if your policy is not getting across clearly, you will see some of these blips maintaining at the height of these arrests. so the thing is make sure that the policy is and make sure that the training is adequate.

that's one of my it's really a direction and the way that this department is going. so enforcing is now to be compassionate and making sure that our community was safe. so that would be my question for the chief. >> thank you, commissioner. you're right. let me answer the first question. one of the things we asked like use of force policy. once we get the policy in place, we get 90 days. and after that 90 days, it's on, the policy is in place. and the commission has granted that so i think that's a solution that will work well for us. you know, we've had some hiccups in the past with implementation of policy and really defining how long we're going to train before we start holding officers accountable, i

think that's been worked out with the commission and i think it's a reasonable solution and it gives us enough time to do that and we do that in a number of ways. starting with the academy training that's put out. identifying the changes that officers really need to be paying attention to and examples of how the policy works and those things. that's going to we believe work really well for us. so we believe 90 days, we'll get all that training done and we work with our training division to identify. we work with the officers themselves and work with the labor side of it to identify the best way to implement this training. we also have to refresh on the training. some of these policies are pretty elaborate. so you can't just read it once and say i've got it we've got to keep going back to it.

so we have to reinforce it. so we can go back and refresh on these things so it doesn't get stale. that's what we're doing as well. >> commissioner yee: my followup would be once you have trained them, are you able to come by and do spot audit where they have the ride alongs, senior, i guess the commander or supervisors making sure that they are compliant. >> yeah. not so much with that. that's part of what the c.r.i. work and a lot of the recommendations there were what's called improvement loops where auditing was put in place. we still need to work on a better structure for that type of thing which is more

organizational. so there's more work to be done on that d.p.a. is also auditing our use of force stuff which is a good thing. those audits are pretty exhausting. from just the day-to-day things, we do need to continue to improve those structures and infrastructure is in place. that was part of a lot of the recommendations. we do have some work in place. there's still work to do. >> commissioner yee: thank you chief. that's all i have, madam president. >> president cohen: well, chief, most of my questions have been asked and answered. so i just want to pivot back to slide 7. before i do, this whole presentation was really under way before i got to the commission granted i worked on the legislation that brought us to this, but really the

credit's on commissioner elias and recognizing the chief and his staff who actually took the time to do it right and wanted to be thoughtful about it and it is refreshing to know that there are other municipalities taking what we're doing and two, also, affirming in the sense that reform is happening not just in san francisco but in other municipalities across california and ultimately across our state. so in the long hours will produce something that's quite meaningful and this is our time, this is our collective moment for us to make our contributions to the criminal justice reform that's happening across the entire country. with that, i want to go to slide 7 and the chief, you've

laid out what might be causing the disparities. and i appreciate the academic blend in perspective. it's critical to understand policies and data and friends. i do rely on what the experts are saying. so, with that said, i want to say that the academics have been laid out what they believe are causing disparities and how do these findings square up with your own understanding of the department. >> they line up. and reading books. i did mention some of the reading lists that we have now on these issues, it lines up with what i've learned about

it. it lines up with kind of making sense. i talked about how did we get here the board that you helped me to even collect this data, and forced us to collect this data we wouldn't have collected it. so it's more about addressing crime and that was the result and all's well that ends well. the meantime, the disparities are stacking up. it aligns well with what i've learned how we need to get at this and striving i know this was a broad frame work. as we move on, we will ask specifics that did enter this game work like some of the policy recommendations that we're talking about. some of the policies are in place right now. but some of the ones that

d.p.a. has recommended and some of the ones we're working on and they fit right into this frame work. so i think it lines up well, commissioner, my answer to your question, i think the better off we're going to be in terms of real solution. it's not going to be quick, easy work. there's a lot of people in this country who have not figured this out, but we will move in the right direction and we're going to be in a much better place. we already are. >> president cohen: all right. so you say that your understanding is that they square up. so i'm wondering, are there any additional factors that you need exploration? >> i do. some have been mentioned. all the commissioners, you know. exploration on really

understanding the for instance, we put out crime alerts and crime bulletins every day. we don't have a tracking mechanism. looking at the crime boats because people that want it. investigations have pointed they have committed crimes. so if you would ask me right now what those demographics look like, i can't tell you because we don't have a system in place to capture that. what are we giving officers every day to tell them to look for it. so there are a lot of other issues. and that issue that i just raised about the crime bulletins, be on the look out. what goes on there. is it actual crimes and we have more suspects to identify through investigations.

so what's driving this. i'm pretty sure the ones i see it's hard but we want to make sure we verify that. when somebody puts it out that it's solid. we've got a good reason to look for this person. until we dig into it and verify that, we need to score that more. there's quite a few of those different types of things. i just want to say, we want to stick in the world that we control. strategies. what we're asking officers to do. but we don't control that, so we can acknowledge it and understand how it plays. >> president cohen: let me ask the question, this is related to slide swell and although i've never heard the word

friction used in this context, what does that look like? >> so i can give you several examples. so increased friction. let's say foot pursuits. so if we don't have some guidance on what we chase in terms of the types of crimes that we end up engaging in foot pursuits for even how we -- what we allow officers in terms of foot pursuits. it increases the possibility that officers will be in foot pursuit in suspects or people that it may be minor violations. you know, that type of thing. and so some departments have put together really

comprehensive foot pursuit policy that is we're taking a look at with some guidance. they don't chase people in the backyards and stuff like they used to and when they did that, they saw, it makes officers pay. it makes you do certain things like what am i chasing this person for. there's procedures that they have to abide by and other departments do that as well. that's something we're taking a look at because it forces officers to slow down and think. it forces us to really only do those types of activities where we're really at the level. so that's the type of friction that we're talking about. plain clothes. you know, right now, our plain clothed policy was under revision. but now friction. our plain clothed officers are allowed to engage in arrests in property crimes should we stop

call in a uniform officer. so those are things that are on the table. slowing things down and why this necessity is there. >> president cohen: okay. so slide 16 through 18. these particular slides show quarter 1, 2021 data and i just wanted to know when that report is going to become available. >> 41 is done, it will be available and given to the commission no later than friday. >> president cohen: and then for the benefit of the public, i was wondering if you can plainly define the yield rates and the discovery rates and how they differ. if you need someone else to answer, i totally understand. >> i can answer that real quickly. they're one in the same, really.

so when we search somebody, if we find contraband, we find what we believe the person has by way of the percentage of the searches of how many times we find and that's the rate. and what the data what we're looking at there, the comparison group is whites. so, in the past, the yield rate for african american blacks has been very low. the yield rate for whites has been in the 30% range. if those low yield rates may be indicative that the searches are not based on reasonable suspicion or probable cause. it's a sign that those things

aren't happening. it doesn't mean they're not happening at all, but they're not happening when you compare one group to another. so, now, where those rates are almost equal with whites and blacks. in the past, that wasn't so much the case. it's just an indicator that officers are using the right things to determine who they're going to search and why they're going to search them. >> president cohen: all right. thank you very much. i want to go back to commissioner hamasaki. >> commissioner hamasaki: thank you, president cohen. i just had a quick followup question on the kwooeld rate. so, you know, i think the yield rate is an interesting number because i think if we dig down into the data, i'm wondering if

there's anything we can learn there meaning what are the types of stops, what are the basis for the stops, you know, the traffic stop and then what is the basis for the search. is it a past search? is it based on probable cause? is it a consumer? i know that isn't broken down in this report, but that's something we can look at and kind of figure out, you know, where and how these are all happening. would that work, chief? >> yes, it will, commissioner. and one of the things that we are able to do is break that down in those categories and we do need to look at the rates between those different categories and i think that will shed some light on what we need to do and what we need to be focused on and, yeah, that does work and something that we are in the process of doing. >> commissioner hamasaki: so will that be in the future 96a

or how will we get that information from you? >> we can go into more detail about our reports in our yield rates and things. but we do have the ability to do that and some of the documentation information will be available. >> commissioner hamasaki: yeah. i think outside of the yield rates having as granular detail as necessary to maybe draw conclusions from. so not just a traffic stop, but what is the basis for the traffic stop and then if we see high traffic stops for things

that are not. i understand there's things that are like future fines or like not having a registration so forth or a broken taillight. but just kind of seeing what we're gathering and that just gives maybe not just the my intelligent colleagues, but the big brains at the university can look at and maybe they can help us draw conclusions about how we can adjust these policies and practices to work on the disparities. >> absolutely.

it's definitely something we can do. we'll make sure we add that to our presentation and we are still working with policing equities and dr. ward and her group put a spark on these things. >> commissioner hamasaki: this little tiny thought has popped into my head three times and i keep forgetting to ask. they had a recommendation and i want to say it was a recommendation number 5 about a statement related to stops and searches. do you know what i'm talking about? >> i don't remember the specific number of recommendations, but there were some recommendations about stops and searches and really the gist of it goes back to what you and i think commissioner brookter were saying about discretion. the recommendation is to reduce

the discretion and but there is many -- there's different ways to get at that. and that's part of one of the recommendations that we've already implemented. your commission has already passed, this was on, it wasn't stop the searches. it was on the drawing of the firearm. it spoke to the same issue. >> commissioner hamasaki: i just quickly pulled it up. i thought this was something you talked about implementing but i'm not sure where it was which was the c.v.e. report and their recommendation number 5 was require supervisor review of stop records. that's something you talked about tonight. is that implemented already? >> it's not fully implemented. so this is a part of the whole discussion with the dash boards and even what we report to the

state of california. we did not have a process in place. i mean, we report to their software and we didn't have a process in place that every stop was reviewed by a supervisor. we review aggregate data and data that gets kicked back for inaccuracies. that is not something we have fully implemented yet. however, the dash boards will get us a step closer because it will force the issue on reviewing stops. there's more work to be done there, commissioner. >> commissioner hamasaki: yeah. the other part was there would be a narrative for the basis of each stop. >> yeah. 5.03 has done that. right. >> commissioner hamasaki: okay. thank you, chief. i'm set. >> thank you. >> vice president elias: thank you. do any of my colleagues have any questions or comments?

okay. thank you again, chief, for your presentation. i really do appreciate you pivoting and moving the discussion forward. sergeant youngblood, can we move to public comment, please. >> clerk: yes, ma'am. for members of the public that would like to make public comment regarding line item 4, please press star 3 now or call (415) 615-0001. good evening, caller. you have two minutes. >> thank you for the two minutes. commissioners, i see that you're talking in circles. so if i say qualified immunity, i'll have ya'll enlighten us as

to what can ya'll possibly do to change qualified immunity. nothing. but you're beating around the bush. talking about some changes that ya'll make in sacramento has followed ya'll patting your behinds. nothing much has changed in san francisco. and, if you look at the mentality, without any hearing before the people, the police got a pay raise. does that happen in the other cities or states? did ya'll commissioners bring that as a point where ya'll are supposed to be policy makers representing as taxpayers, but, you know, you pat yourself on your behinds all the time.

any way you look at it, and i don't know what type of effort is put into it, quality of life issue in san francisco has really gone down the drain. so what are ya'll going to do about that? don't talk about that mentality and all and waste our time. we don't have time to listen to this in a pandemic. take that offline. ya'll are not judges, not yet. and even the judges now they have no respect for a certain segment of the population that's involved in plate ant crimes which i don't understand. >> clerk: thank you, caller. good evening, caller. you have two minutes. >> good evening, this is gloria barry in district 10.

i was saddened to hear the commissioner mentioned that he was unaware or surprised that black people get arrested more outside of bayview than other races. i don't know where he's been, but that's been the normal since 1969. also, i saw multiple people ask what can be done? what can be done to close the disparities in the stops and searches of black people is really simple. it all lies in each one of you. if you're not sending a strong message at disciplinary hearings as far as what the message is that you don't want it to be tolerated these disparities any longer, then the police officers are going to do what they want. before chief scott came on board, i remember about eleven

years ago, it was acceptable to say over the radio they addressed everyone black in the area in that call, my own daughter was arrested just because she was black. i'm sure a lot of those officers still work with the department to this day. so you definitely need to when you do disciplinary hearings, send outlet a message. the only way to change behavior is to take peoples' money and their jobs and the rest will get the message real quick. you don't need a whole lot of training. you'll get results immediately. thank you, i yield my time. >> clerk: thank you, caller. and, vice president elias, that was the end of public comment. >> vice president elias: great. thank you, sergeant. call the next item. >> clerk: line item 5, discussion and possible action to adopt the resolution urging the board of supervisors to authorize the chief of police

to accept and expand a grant in the amount of $1,161,830 from the department of homeland security federal emergency management agency to up grate existing 3d sonar system. refurbish and perform deck safety upgrades on existing response vessel and purchase a response vessel for the period of september 1st, 2020, and ending on august 31st, 2023, and waiving indirect costs. discussion and possible action. >> vice president elias: colleagues, do we have any questions, comments on this? >> commissioner brookter: motion to adopt the resolution. >> vice president elias: great. and i think commissioner yee, was that a second. >> commissioner yee: yeah. i'll second. >> vice president elias: great. sergeant. >> clerk: on the motion to accept the grant, [roll call]

>> don't we have to take public comment before the vote. >> yeah, before the vote. >> vice president elias: just making sure you're paying attention. >> clerk: members of the public that would like to make public comment online item 5 please press star 3 now. and we have no public comment. continuing with the vote, [roll call]

you have six yeses. >> vice president elias: great. motion passes. next item, please. >> clerk: line item 6, discussion and possible action to adopt a resolution urging the board of supervisors to authorize the chief of police to accept and expand a grant in the amount of $61,437 from the california governor's office of emergency services for the crumbology laboratory for the project period beginning on january 1st, 2021, and ending on december 31st, 2021. discussion and possible action. >> commissioner: move to accept. >> vice president elias: can i get a second. >> commissioner: second. >> commissioner: second. >> vice president elias: all right. sergeant. >> clerk: for members of the public that would like to make public comment online item 6 please press star 3 now. vice president elias, we have no public comment. >> vice president elias:

great. can we take the roll. >> clerk: on motion to accept, [roll call] you have six yeses. >> vice president elias: all right. the motion passes. next line item. >> clerk: line item 7. public comment on all matters pertaining to item 9 below, closed session, including public comment on item 8 vote on whether to hold item 9 in closed session. members of the public who would like to make public comment on

item 7 please press star 3 now. and vice president elias, we have no public comment. >> vice president elias: great, next item. >> item 8. including whether to assert the attorney client privilege with regards to 9a. code section 67.10. action. >> vice president elias: can i get a motion? >> so moved. >> vice president elias: second? >> commissioner brookter: second. >> vice president elias: great. sergeant. >> clerk: on the vote to go into closed session, [roll call] >> vice president elias: do we need public comment on this? >> clerk: we did in the previous one yes. [roll call]

you have six yeses. >> vice president elias: great. take us into closed session. >> clerk: all right. [please stand by]