>> clerk: located at 1245 third street, san francisco, california, 94158. if you would like to make public comment regarding general public comment, please press star, three now. >> vice president elias: sergeant, given the packed agenda, i'm going to ask that public comment be 30 minutes, and after that, we'll move it to the end of the agenda, please. >> clerk: copy that. we'll start it at 5:37. so far, we do not have public comment. >> vice president elias: my 30-minute time period scared them away. >> commissioner brookter: check you out.

>> vice president elias: all right. well, let's go to the next agenda item, then, please. >> clerk: item 2, reports to the commission. chief's report. weekly crime trends. provide an overview of offenses occurring in san francisco. major, significant incidents. provide a summary of planned activities and events. this will include a brief overview of any unplanned events or activities occurring in san francisco having an impact on public safety. commission discussion on unplanned events and activities the chief describes will be limited to determining whether to calendar for a future meeting. >> good evening. good evening. i will start my report with weekly crime trends.

with rapes, sexual assaults, we are up 29%, 101 compared to 72 last year, and assaults, we are up 1%. 905 last year, 916, last year, and human trafficking, we are even, with no change. in total, our violent crimes are down 8% overall, and as for our property crimes, we are now down to 9% decrease year-to-date in burglaries, so we're really happy with that. 2986 this time last year, 2241. motor vehicle thefts, 2272 compared to 2231 last year, and

larceny and thefts, 12,540 compared to 10,580. our car burglaries are increasing, so we definitely have some strategies that i'll talk about in a second to try to get a handle on that, but overall, we're still down in auto burglaries 2% over this time last year, so we want to keep it in the negative category as much as we can do that and not have them increase, but they are increasing as we reopen our city. in terms of gun violence, we are still up significantly.

in terms of our gun violations, we have bayview up. southern is up by one. mission is up by eight. northern is up by three, and ingleside is up by six, five shooting incidents last year this time, and 11 this year. taraval is up by two. they went from one to three, and tenderloin is up by four, from nine to 13. so all of our stations, with the exception of two, have increases in gun violence. and park is up from no

incidents last year to one incident this year. we've been deploying the same strategy we have for the last couple of months. we did see a slight decrease in our gun violence. we're headed into a time of year that is typically busy, so definitely patrol and presence and visibility in all of our communities is going to be very important, as well as the work that our community violence reduction team is doing in terms of engaging with community and investigating shootings when they do occur, and it all has to work together. as i mentioned, there were three shooting injuries this past week that caused injuries to victims. the first is on the 900 block of fitzgerald in the pay view. this occurred on june 8 at 7:06 p.m. the first victim, a female victim, walked outside, felt a

pain in her neck, and realized that she had been shot. we have not solved that shooting as of yet. the second one is on june 6, that was on alemany and taraval, the female victim went outside and she was shot in her leg. that also has not been solved. on june 2, at 5:55 p.m. in the bayview at jamestown and harney, a 911 call advised that someone was on the ground on the side of the road. the victim was transported and witnesses provided information on the potential suspect vehicle, so we do have information to follow up on that. that investigation, as i mentioned, and the other two, are still on going.

some of our strategies include foot beat deployment both for our auto burglaries and the theft abatement. we have captain julian ng leading an investigation and operation, and that consists of on duty officers in uniform conducting high visibility patrol in hotspots where we've seen a rash of car burglaries. that includes the fisherman's wharf area, some of our heavily visited areas, tourist hotspots. that also includes rapid response and educational outreach along specific spots in the embarcadero as well as the wharf area. if you've been in that area lately, you've noticed that there are signs posted on the parking meter, educational signs, advising people to lock their cars and not leave port visible in their -- property visible in their cars.

we've added some traction on those type of public awareness campaigns in the past, so we're going to continue to do that, particularly as we continue to open our city. we have foot beats did he played in hayes valley, in the polk corner, upper and lower, including gulch.

they're not -- [inaudible] >> ingleside, some of the strategies include uniform patrol and foot beat conducting passing calls to maintain high visibility. we have been having retail theft issues in the ingleside particularly at some of our pharmacies, so our foot beat officers will be deployed along leland avenue, and we also have cantonese speaking officers.

the tenderloin, we have increased our visibility throughout the tenderloin as a part of our mid market tenderloin vibrancy plan. i was at the lineup today with the mayor and other officials,

the media was there. captain canning, and both lieutenants [inaudible] were also there, along with the tenderloin officers that are deployed. and really, this is police reform in process in terms of our progress. deputy chief lozar works hard on problem solving, and that is why those officers are out there, both to work with community based and other departments in the city, and they actually do problem solve on a daily basis. all of the entities concerned participate in a lineup, and that includes urban alchemy, that includes some of the business districts, that

includes public works, providing services that people in the tenderloin need. our officers are going to engage, but they're also there to make sure that we don't have open air drug markets and people are safe. b.a.r.t. has increased their deployment along the bart lines on market street. it's really going very well. staffing, we have to sustain this effort over time for it to be effective, and that's what we're committed to do. gun seizures for the week, we're at 450 total gun seizures year-to-date, and it's a continual problem for us.

we seized 91 ghost guns year-to-date, and that's almost three times as much as last year. about 91% of these ghost guns have been used in crime, and that's a problem. as we see changes in the law, our department has to be in front of it with the latest court rulings to make sure we don't have carnage on our streets with the latest proliferations on our streets. we're in a collaborative effort with other agencies and federal agencies, and we've done some good work on that, so we'll continue to do that. i want to report hate crimes moving forward. we've had 28 hate crimes year-to-date, and the breakdown

has been 12 again asian community members, three against jewish, one against trans, one against white, one against other nationality, and two again lgbtq, and that is the breakdown. our community liaison officers are involved, and they get to support these families or victims and their families as much as they can do that, and that's been a value added to our services, and we'll continue to do that. if you have anything that will help us get to the bottom of any of these cases or any hate, for that matter, please call us. you can remain anonymous on any of these crimes.

[inaudible] subject two, who we believe to be with subject one, surprised the victim by hitting his vehicle with his hand and yelling at the victim. the victim drove off but continued to observe the suspect, and he was followed by a subject or suspect number two. the victim then heard two gunshots near divisadero and francisco is where he was at the time. he called 911. thankfully, our victim was not shot, and there was no damage to the vehicle, but he believed that the second individual shot at him. the suspect was located, and the vehicle, in the block of

2400 bay street. the vehicle was cleared. it was unoccupied when the officers saw it, but they saw the second individual near the vehicle, and that person, based on the description that was put out, that person was detained, he was searched, and a handgun was located on that person, so that case, an arrest was made, and what i want to tell the public is please, you know, we do need your help, we need your assistance. be smart and be -- use commonsense. if you do observe a crime, call 911. be very careful. we don't needs people necessarily trying to take on people on their own, because we don't want to see people getting hurt. but be a good witness, be engaged. try to record what you see on a piece of paper or if it's safe to do so, a cell phone.

major events, and this will wrap up my report. we had park station attend the pink triangle ceremony on june 1. it was a good event. no issues were reported. central area on june 4 attended a memorial for ann halstead at the embarcadero plaza. it was attended by numerous officials, including our mayor and oakland mayor libby schaaf, and our community continues to support victims and families that have been victimized, and this year, they have assisted with 98 cases. 72 of those cases involved aapi victims and their families, and 32 involved limited english

proficiency community members, and 15 involved hate crimes, 15 of the hate crimes that i mentioned. the capacity is continuing to increase -- the giants, the capacity is continuing to increase as we reopen our city and our country. they will be back in town as they play the diamondbacks. there will be a movie night june 12, and our pride alliance members of our department who are members of our pride alliance will be participating, as well, so we're very happy to be a part of that. we have no games, of course. the warriors season is over, and we're working with the officials at the chase center to prepare for a concert season which will start, really, in the fall, in september.

strictly blue grass is back on the calendar, and several outlets have reported that it will be held. that will be in october, and outside lands will kick off on october 29 and end on october 31. it will be at golden gate park. i know it's early, but we're trying to prepare for these events because it's been a long time since folks in our city have been able to gather and enjoy live events, so we want folks to have a great experience when they come to san francisco, so we will plan accordingly, and that is it for my report. thank you. >> vice president elias: thank you, chief. colleagues, do you have any questions for the chief?

>> -- i missed that. i'm so sorry. thank you, commissioner, for bringing that up. our narcotics unit, along with oakland p.d., had a significant narcotics seizure in the city

of oakland, actually, but the individuals who were subject to this investigation, actually, it was borne out of the tenderloin, individuals who were selling narcotics in the tenderloin, including fentanyl, and that led to the -- a search warrant was authored by our investigators that led us to oakland, and over 30 pounds of narcotics, tens of thousands of dollars were taken, and actually, it became a hazardous material incident because of the danger with the fentanyl involved. what they really walked up on was a lab where they were manufacturing these dangerous narcotics, so it was great that we were able to shut these down. our folks, along with our collaborative partners, really did a great job in getting to the bottom of that. it's just one event, but it's significant, and some of you may have seen the quote in the paper.

that amount of fentanyl -- it only takes a low amount of fentanyl to be lethal, and that amount of fentanyl would kill the population of san francisco four times over, so it's great that we don't have that amount of drugs on our streets, so we'll let the criminal justice system do its part and run its course, and we'll continue to work at taking those drugs off of our streets, but thank you for reminding me, and sorry i missed that. >> vice president elias: no worries. any other comments, questions, colleagues? none? okay. sergeant, can you call the next line item, please? >> clerk: continuing on item 2, d.p.a. director's report. report on recent d.p.a. activities and announcements. d.p.a.s report will be limited to a brief description of d.p.a. activities and announcements. commission discussion will be limited to determining whether

to calendar any of the issues and raised for a future commission meeting. >> vice president elias: director? >> i'm waiting for you to tell me that i can go. >> vice president elias: okay. it's your turn. >> okay. just before i finish, i'm getting a ton of e-mails. you know we're not public. you can turn it on, but there's another hearing that's taking place -- i think it's a hearing for small business, something. >> vice president elias: yeah, thank you for reminding me, and i apologize. we should have disclosed it at the beginning. it's my understanding that the budget committee is running long, and we will start -- our live stream will start immediately following that, but i think, and you can correct me if i am wrong, sergeant, but there's also another site where people can view the commission. >> clerk: yes, that's correct, and there is a crawl going across on sfgtv.gov.

>> vice president elias: perfect. >> i just wanted to articulate that because people thought we hadn't gotten started. >> vice president elias: okay. thank you. >> thank you. so let me give you my update for this queen creek. we received 11 cases this week, with a total of 21 allegations, and again, this is a new format for the cases from d.p.a. from those cases, 27% of them involved officers who spoke to -- spoke or behaved inappropriately. 18% are officers who displayed threatening or intimidating behavior. another 18% allegedly involved officers who failed to write an incident report, and 9% involved officers who failed to take required action. the remaining 9% were involved

in improper searches or improper seizures. again, these are allegations, but these are the summary of the cases that we have so far from this week. in terms of our outreach, again, our outreach calendar is publicly on our website, and most of those events are live streamed in case other folks want to participate or are engaged with them, and that is on our website, as well. but on the 7, our outreach team was coordinating and met with the new york, rochester, coordinating agency, both to try and share strategies with best practices, and they're developing a new mission and an outreach strategy and wanted to get more information from us. we may have some partnerships in some of that work.

also, our intern class started this week, and it includes a number of students, and i -- i'll have a summary for it next week, when i introduce the folks. but i would again ask the commission to allow them to present at the end of summer about the work that they did and their experiences, but i'll give you a summary of them at next week's session. there is one case on in closed session that we are prepared for, and there are a number of items on the agenda involving d.p.a., both the c.i.t. report and the community perspective, which we're very excited about to present this evening. also present on the call tonight is senior investigator brent bagen in case there are issues that come up this

evening that d.p.a. needs to address. also, if folks need to get in contact with our agency, it can be found on-line at sfgov.org/dpa, and the 24-hour phone number is 415-241-7711. i will end it with that, and you'll hear from me later when we get down to the d.p.a. agenda items. sorry. commissioner elias? that's it? hello? >> i hear you there, paul. >> okay. >> commissioner yee: i guess

cynthia didn't turn on her mic. >> can she hear us? >> i'm guessing not. >> she's on mute. >> vice president elias: for some reason, there was no audio. my apologies. was i the only one not able to hear? sorry about that, paul. >> you looked befuddled. it wouldn't be the first time that someone muted me. >> vice president elias: today's the day. go ahead. i'm sorry, paul. >> i'm done. i don't know where i lost you. i just outlined what we're doing this evening for the agenda items and giving general

information, but i -- >> vice president elias: well, did any of my colleagues have any questions or comments? well, director, i want to thank you for the revamping of the report and the numbers that you provide. i think it's great to see the kind of complaints that you're getting rather than just the general categories, and i know that i've received several feedback from the public who indicated that they, you know, appreciate the more in-depth numbers with respect to the complaints that you're receiving rather than the general category, so thank you again. >> yeah. it's a lot more work, but since i was asked from the commission that that was what you wanted as a reflection of what the public wanted. so the information that i'm sharing are allegations and have not been affirmed or sustained cases, so just so you

know. >> vice president elias: thank you. sergeant, next line item, please. >> clerk: continuing with item 2, commission reports. commission reports will be limited to a brief description of activities and announcements. commission discussion will be limited to determining whether to calendar any of the issues raised for a future commission meeting. commission president's reports, commissioners' reports, commission announcements and scheduling of items identified for consideration at future commission meetings. >> vice president elias: commissioners, do we have any reports or updates? >> commissioner byrne: i just

wanted to say that it's just good, as we're able to go back into communities, to see officers out, having popcorn, cotton candy, getting to know people in the community. they were visible and talking to the young children, and it was just good to be able to see that and to be a part of that, so i just wanted to share that with my felly commissioners, and also the chief and the staff, as well. -- fellow commissioners, and also, the chief and the staff, as well. >> vice president elias: great. thank you, commissioner brookter. commissioner yee? >> commissioner yee: thank you. i just wanted to say that last friday, i was able to join the chief on [inaudible] for monolinguals in nine languages and to spread the message out

to our community. hopefully, it helps our communities that sometimes do not have the -- i guess the resources to reach out, so very happy to see the police moving forward on that in nine different languages that are being spoken on our -- and that's cantonese, russian, spanish, tagalog, japanese, english, chinese. >> vice president elias: do we

have an official notice of that that -- an official press release so we can put that on the we can -- webpage? >> i'll let chief scott answer that, as well. >> yes, we do. i'll get that to sergeant youngblood. >> vice president elias: and we'll get that out to the public, that information. i attended on monday, the chief was gracious enough to extend an invitation to the care community meeting with members of the community violence reduction team. this was my first meeting that i was invited to, and i have to say, i was really impressed with the meeting and the ability of district 10 residents to have an intimate conversation with officers in district 10 bayview station and

part of the community violence reduction team and have a conversation about their concerns what's happening in the bayview, so i wanted to thank the chief for the invite and welcome other commissioners to attend. i thought it was really informative and interesting to see the dynamic between the community and their ability to express concerns to the officers and the chief being available to the community there, as well, so thank you, chief, for the invite. all right. not seeing any -- oh, yes, commissioner byrne? >> commissioner byrne: so last friday, just reiterating what the chief said, i had an opportunity to meet with captain canney in tenderloin, and he invited me to their daily meeting, whereas the chief pointed out, they meet with members, with other city departments and members of the

community to discuss the goings-on. i had an opportunity to observe, particularly two streets on golden gate avenue, and i think there's a substantial improvement, obviously, and i hope that will spread to other streets in close proximity where there appears to be still some open drug dealing going on -- appears is the correct word, and hopefully -- and i did notice a police present on foot on one of my trips down there, and i -- i hope that, in the long run, and i know that's part of what it's about, the metric of overdose threat deaths, which fentanyl's a huge part of, will hopefully, in

time, payoff by the end of the year. hopefully, we'll start to see a reduction. thank you. >> vice president elias: great. thank you, commissioner byrne. sergeant, next line item, please. >> clerk: public comment. at this time, the public is now welcome to make comment on-line item 2, reports to the commission. if you'd like to make public comment, please press star, three now. good evening, caller. you have two minutes. >> yeah, good evening. i was checking sfpd website under the com stats for homicides in may, and it's not there. i see january, february, march, and april, but not may. where's may? thank you. >> clerk: thank you, caller.

good evening, caller. you have two minutes. >> hello. good evening. this is [inaudible] i'm calling concerning my son, [inaudible] who was murdered on august 14. august 14 is coming up, and there's no justice or resolution on my son's case. i also want to tell you, chief, on your presentation on the last commission, we haven't had people coming up to the commission that are people of color. my son's murder anniversary is coming up, and i just want to have another media coverage to

get the police and media coverage to come out, again, on the 14 and support and have every one of you there, also. i'm just asking that, and just to have a -- faith-based people and other people that have lost their children to homicide, and the cases that are not solved. it doesn't just have to be unsolved homicides, but, you know, just trauma that's happening in our community, and i appreciate if we can do that again this year, and yeah, to bring awareness, especially to the unsolved homicides. we have the perpetrators of my son, i just wanted to iterate that paris moffatt is picked up

again for gun danger. what do we do about that? i just hope that he doesn't come home, that he gets placed. >> clerk: thank you, miss brown. for anyone that has any information about the murder, you can call the anonymous type line at 415-554-4444. that is the end of public comment. >> vice president elias: great. sergeant, call the next line item, please. >> item 3, presentation of the only crisis intervention team, end of year report 2020. discussion item. >> vice president elias: is it sergeant molina that's presenting? >> yes. >> vice president elias: see, i've known you too long. >> it's all right. >> it's peter walsh, from the

commanding operations division out of golden gate. thank you for serving and helping the sfpd. so the c.i.t. program was developed in 2011, and it has been moving forward with tremendous success under the auspice of -- under the guidance of lieutenant molina and a few other people. i'm lucky enough to be the supervisor of this extremely important group of people who continue to train our department in the best ways to deal with not only people in crisis, but it actually applies to a lot of interactions that we have when we wind up having to deal with the public. this year, the good news is since we're coming out of covid, we're expecting 20 classes, and we've completed six of those.

that will give us an even greater number of c.i.t. officers to be placed on watches throughout the city and at different stations. i can't let mario go without mentioning two very important people that are very -- were very crucial to the c.i.t. program, and luckily, they are both moving onto retirement. the first is deputy chief ann mannix, who really took this program under her wing and pushed this program to the place where it is, and i think you're seeing the fruits of all that labor and continuing work in our decrease of use of force, and just in a better way, not only as people but tactically how we deal with individuals. the second is sergeant kelley kruger. for those of you that didn't get a chance to meet kelley or deal with kelley, she had a

nursing background dealing with psychiatry and mental health issues, so she brought that great background and professionalism to this job, and she's also lucky enough to be moving and and hopefully enjoying a retirement. kelley really focused her energy on some of the hardest places that the police and neighborhoods had to deal with and getting those people the help with our city partners, and getting those people into either facilities or getting treated to get the help they need. i am lucky enough to work with c.i.t., and sergeant molina

will be presenting the 2020 report on end of year report. >> thank you for having me today. this is kind of my favorite time of the year to come before you, the wonderful working accident work that our officers do every day in the streets of san francisco. what is the purpose of c.i.t.? well, the purpose of c.i.t. is to safeguard lives, dignity, and liberty for all of those people who live, work, and be in san francisco every day. how do we accomplish this? we accomplish this by building rapport with our communities [inaudible] takes pride in providing the highest level of service to all the communities, especially those individuals that are diagnosed with mental

health issues and other disabilities, like substance use and other disabilities. [inaudible] we truly believe that incarceration is not the answer, especially when people are suffering from mental illness, and due to that behavior or because of the illness, they engage in some justice related crimes that are minor, so we do everything we can in the c.i.t. unit to divert those individuals to treatment whenever it's possible. next slide. so the c.i.t. is composed of four components, and i will ask, as the presentation moves forward, i will discuss each of them. it's training, field unit,

[inaudible] program, and the working group. so training, and i want to take a minute to thank you, commissioners, whoever was back here in 2011 for pushing this forward. you passed resolution 1118 that mandated the san francisco police department to start this training. it was your efforts -- i think the president at the time was angela chan, president chan, who took this under her wing, and sarah, sarah from d.p.a., who were some of the force behind this program, and now we can see the fruits of their work in requiring the department to conduct this training and allow the officers to be exposed to all of the wonderful things that we have in the c.i.t. program and learn more about what it is to be suffering from mental illness and to be suffering from different types of illnesses on

the streets. i just want to thank you for doing that. let me tell you about the training. we had two components in the training. we had the 40 hour crisis training program and the ten-hour [inaudible]. i just want to remind the commissioners that the best practice across the united states is 20%. most departments are only required to train 20%. the san francisco police department made a commitment under the leadership of greg sur, in 2016, to train the entire department. as of right now, we have made a lot of progress on that. as i say, last year, it was a challenging year because of covid, so we were able to do only three training sessions before covid hit, and we were

in shelter in place. however, 2021 is looking good. as commander walsh said, we have scheduled 20 sessions for this year, and so far, we have done six, and number seven will be done by tomorrow evening, so we're moving forward, and we're very hopeful that we will accomplish this goal of training. we'll have 20 training sessions for this year. and as you can see, our rank-and-file has continued to train. i have a commander in the class right now, and captain nicolle jones from ingleside, and i have different command staff scheduled to take the training for the rest of the year, so we're moving forward training the officers, but we're also training our command staff. next slide. partnership with the department of public health. back in 2016, late mayor ed lee

asked the department of public health to create a deputy that would assist people in crisis. they created crisis intervention specialists. there's a group, i think right now we have four of them, that will respond with the police on special requests to people barricaded inside their home or any time of mental health issues, health concerns, and they will assist in providing the police department with health support, and i'm able to call them on the police department, and they're able to call us when they need us out in the field. so it's a very good program. we have a strong partnership

with them. in 2018, we went to 25 people barricaded crisis calls. in 2019, we went to 28. in 2020, we went to 78, so the calls for service doubled. when everybody was sheltering in place, obviously, the san francisco police department still responded to people in crisis calls for service, and we reached out to our partners in d.p.h., and they would respond because they were also following some guidelines, and some of them actually responded from home in the middle of the night, so i just wanted to give them a shoutout because of all the work done by the san francisco police department.

so the c.i.t. liaison program, this program was listed in our department general order 521 -- 5.21 that requires for the police department to create a c.i.t. liaison program. basically, what this is, we have a sergeant who's a police officer and a supervisor assigned to each district in the city, and they will be handling all the low and medium priority calls and crisis calls, and they're not able to handle those situations, they will kick that up to our community. but the main users are mental health crisis users, and they will contact the department of public health when they need it, and if they're not able to handle the situation, they will go up the chain, and they will

contact a crisis unit for support. next slide. i cannot say enough about the crisis working group. the commission created this back in 2011, and i think they have some veterans there. they've been there now 11 years, and they are the force behind this program. civilians, obviously, had a great commitment. we have the public defender's office, we have d.p.a., we have nami, suicide prevention, we have the mayor's office on disability. we have suicide crisis counselors that are committing their time. hopefully we'll be able to continue that work. the main thing is the officers getting the training that they need.

we revised the curriculum. all the classes required in this program are reviewed by the c.i.t. working group. we meet on the third wednesday of the month, from 10:00 a.m. to noon. commissioners, we would love to see you. if you could see the program, you would see the progress the department is making. and also, you're in the civilian part of it, because also, there's people that have lived experience that attend these groups, and they talk about whether it was a good encounter or bad encounter with the police. we always improve on this, but i just want to thank the civilian group. i know that some of them are watching, probably listening to it, and i can tell them that newspaper of this work can -- none of this work can happen without them. 2020, i think this is a year

that we're all going to remember. i think one of the biggest issues that we saw in the streets was wearing the masks, especially when we were responding to people in crisis calls because we're not able to communicate and see the body language, see the facial reactions when you're dealing with somebody in a crisis, which is very important for us when we would train in crisis response, right, we learn how to deal with body language, and with wearing a masks, you can't see that. another big one was responding to people's homes because there was certain procedures in place where dispatch would have to call that individual and make sure they asked them certain questions. you know, are you sick? have you been having the sick symptoms before we enter the house and assist the family in

crisis. so we all lived the same experiences, and 2020 was a challenging year for all of us. in 2019, 25, and in 2020, we had 78 crisis calls that required the -- our host initiation team to come back out and resolve in getting a safer solution for somebody who was in a behavioral health crisis. so it was a very demanding year. there was a couple of weeks that it was every day, when we were going out with our hostage negotiating team to negotiate with someone in crisis, someone inside their homes. next slide. and calls for service. in 2020, police officers responded to 16,451 calls and

800 disturbed persons. they responded to 3,695 persons attempting suicide, 5150 mental health detentions, i just want to clarify, some people get this confused because they see the 5150, they think that those are the people that we conduct to men -- commit to mental health detentions. those, those are radio calls. when it goes out to our police unit, it is described as a 5150 call. that doesn't mean that the person -- we only had 457 mental health detentions. i just wanted to clarify that, that we actually had 2,308 calls, but i will get into that as we move forward.

800-cr, we responded to 98 of those. usually, in past years, we had 33, 34. in 2020, we responded to 98 of those, were people were in a mental health crisis, substance use crisis, and were in possession of weapons. crisis response, we went to 37 of those, and when dispatch lists this out, c.r. is crisis response, and it's [inaudible] if the person is not hurting themselves, not hurting anyone else, and the officers creating time and distance, when they respond to these calls, they get response where they need to be, and they respond as a team. that's the meaning for the c.i. behind these calls. in total, we had 20,950 calls

last year. now total calls, we went to 28,968, with a total of 45,978 calls, so this is very much the same category from the year before. i think the year before, we responded to about 50,000. so we're still having a heavy lift when it comes to crisis calls. out of the 49,578 calls that were responded, we have 2,808 mental health detentions. as you can see the breakdown, the racial breakdown, out of those 49,578 mental health

related calls, we only used force in 51 incidents. what does that mean? that means that 999% of the calls we went on, force was not used. 999% of the calls we went to, force was not used, so that's 0.01% of all the crisis calls that we went to, and you can see the original breakdown. next slide. mental health calls for services. so how the force was used in those 51 incidents. so out of those 49,578 calls, eight uses of force were a result of checking on the well-being calls. those are the 910s.

23 resulted from the 5350 calls, radio calls. 19 results from the 800 calls, and one of those, of course, was a suicidal person. a total of 51 incidents. and during those 51 incidents, 71 types of force were used. so every time that an officer used force, it might be one or two officers. so on those 51 incidents, 71 different types of force was used, different levels. once again, out of those 49,578, and 51 incidents the use of force, we used force that was used was physical control, 28. pointing of firearm was 12, and that's significant. and the reason why it's significant because as you commissioners know, whenever you're an officer in san

francisco display a point [inaudible] less lethal bean bag shotgun, by policy, we're required to provide lethal cover. so as you can see, as you go down the ledger here, we have six of those incidents where the officers displayed an e.r.w., which is less lethal force. so when you look at the use of force pointing firearms in crisis calls, it was only six because the other six were required by policy to have their weapons out. [inaudible] six were others, and that can be from anything from an officer using their elbow or they knee in trying to

restrain someone, and an instrument can be a baton. we had 26 officers complaint of injury, complaining of pain. so if you do that math, 48, and that adds up to the 51 incidents, because incidents also involve people that are involved in separate or differing incidents through that year or one-year reporting period. we had two individuals that were involved in two incidents during the year that force was used, so that becomes a unique person. we only had 48 people unique involved in second of force, but we had two people involved

in second use of force in that same reporting period, and then, we had one individual that did not complain of pain, did not say anything, so that made the 51 incidents. hopefully i made that clear, but i can elaborate later on. some of the weapons that were used, two blunt weapons, nievs, and -- knives, and other things. next slide. and this is the current trend, so this is what i was talking about at the beginning that i'm so proud of the men and women in san francisco for this department. as you can see, the trends that

we have engaged since 2014. in 2014, we were averaging 4,636 mental health detentions a year. if you can see the down trend how, as we progressed, our numbers are going down so much that in 2020, our mental health detentions had gone down to 2,208. that's a difference of over 1900 in that period of time. this is a result of training that we're doing for our officers and also connecting people to services in our communities. and the use of force, also, as you can see, in 2018, we had 113 uses of force. in 2019, 65. 2020, 51, and so finally here, we have 18, so we're in the middle of the year, and i don't

want to jinx myself here, but i'm hoping that will stay the same trend, and we'll have less than 51 to report to you next year. and once again, i would like to point the fact that force was no used in 99.9% of the calls for service that we went to. next slides. i think that's it. i'm sorry i went a little fast, but i know we're limited with time, but i'd love to entertain any questions, and i think that commander walsh and i will answer questions if you have any. >> vice president elias: thank you, lieutenant. i am obviously a big fan of this program, and i have been privy to some of the meetings earlier on, and i have to say i'm really impressed with the trainings and the working group that you have led and created, so thank you for all of your effort. i have a few questions, but before i begin, i want to give my colleagues an opportunity to ask any questions they may have, or comments.

i don't see anyone's name in the chat. >> if i may, vice president elias? >> vice president elias: sure. >> just to piggyback on the statement that you made. i've going on presenting to the commission three years, and these are tangible change that's we can see. big kudos to the work that you've been doing. let's continue to keep it up and make sure we get to that 100% mark for all of our officers and to continue to utilize this as, again, a model for training that yields tangible results to the department, and i'll yield my time back to commissioner

elias. >> thank you, commissioner brookter. >> vice president elias: i also wanted to commend you on the report that you had, as well as the presentation. it's one of the better reports that sfpd has, and i'm sure that people will tell you that i go through reports a lot, and very critical of the department's reports often, so -- but on page 16 of your report, you indicate that -- or there's an indication that san francisco is one of the worst cities in the state for post detention follow up treatment. based on your stakeholder discussions, and the working groups that you had and the outreach you've done in the community, what can be done to change this? >> we need training facilities, commissioner. if we can advocate for treatment, we have so many programs right now responding to acute crisis, but we have no places to take them. i know that ucsf is building -- yeah, is building up a --

they're going to have a building here in china basin that's going to be geared towards mental health, but that's ucsf. we need something from the city. i know that mental health s.f. is working on that, and i have talked to supervisor ronen on separate occasions about all the programs that she's involved with and some other communities issues that had come out in this district that she's assigned to, and also, i want to commend her for doing what she's doing. i think we need more accountability. you guys are the guys that keep us in check. we have you, we have the state, we have local ordinance, we have d.p.a., we have all these people -- we have civilian groups, so we have to answer to a lot of people, and sometimes we need that from other agencies, too. we need to find answers to how

we can improve services in the city, especially providing training facilities. it's huge. we average about eight to nine mental health detentions a day, and sometimes these people just walk out of the same facilities within hours, and we need to stop that. we need to provide services. this is vulnerable populations. this is people in need of treatment, and basically, it's just a revolving door. as you can see on the page that i just described, commissioner, i made two examples of that. through the years, these are two individuals. these are two human beings, and they have been 5150 45 times. one has been 5150 45 times in 2016, and the other one has

been 5150 43 times in 2016, and we're still dealing with those individuals. it's something that our officers do every day. we take them to facilities, hoping that they'll get treatment. san francisco was listed as one of the three worst cities in california for mental health, and that's the state auditor who said that. and that's the reality. that's the reality that we living with in san francisco, so i think that we need to find treatment. we have to have treatment for substance use disorders and mental health illness, and they go together. a lot of our residents here in san francisco that suffer from mental illness are also using drugs, and they're self-medicating. they're self-medicating and

also having organic mental health issues. but thank you for having me. i think we need to ask that question. >> no, i know it's important. i know that oftentimes, people who suffer from mental health often suffer from addiction to try and self-medicate, which, you know, most people -- some people don't understand, you know, the medication given to mental health patient oftentimes doesn't help or treat the issues, so the people who suffer have to find, you know, other alternatives. >> we spend hours -- commissioners, sometimes we spend seven hours dealing with someone who's high on methamphetamine or suffering from an organic mental health issues, and we know that the drugs make it worth. that's what i want to commend

our officers for creating the time and distance and spending that time before resorting to any use of force. >> vice president elias: my second question is a two-part question. i know we had made progress, but we're still behind on getting all of our officers training on the 40-hour course. i know the scheduling and all of that, but if you could give maybe a brief update on where we are on that and how do we get all of the officers trained in the 40-hour course. and then, my second question is, on page 13 of your presentation, we see a decline in the use of force over the years when it comes to mental health-related incidents, and i was hoping you can briefly explain how an officer's thought process differs when considering use of force when the officer has engaged in the 40-hour c.i.t. training versus not having engaged or been involved in the c.i.t. training

when it comes to these kinds of situations. >> so can i come back to the first question? >> vice president elias: yeah, sure. >> and i'm sorry. i wasn't listening to your last question -- oh, it was how long -- >> >> vice president elias: yeah. how long is it taking to train -- >> yeah. we need money, because obviously, we had the cream of the crop when it comes to instructors, but also, we have to pay them right, but we have to have a budget for that, so that would be my first act. it takes about $4,000 to have every session, and because of covid, we now have migrated to virtual training, so we're able to do three days in one day on-line in-person training. the in-person training is necessary because we put the

officers under scenarios. whatever they learn in three days, they have to practice on the fourth day, so that's work. it's working for us, and it's giving us the flexibility of having 2020 trainings, and i want to give a shoutout to my officers -- [inaudible] >> -- and there's so many that come and help out, but because of their efforts, this training is happening. as you know, we're losing officers, too, so our numbers go up, and then, they go down because people are retiring or they're moving onto other things. so this year, we're making up from last year. so last year, we're only able to have i think three sessions, but this year, we had 20. so if we can get 25 officers in each training, obviously, that would be a big push for that.

so far, we have accomplished that. so far, the officer has trained 1,303 officers, and as of tomorrow, we will have even more. tomorrow, we finish another one of the trainings, and we would love to see you. honestly, just pop into the classes and see what training they're receiving because the training is so important, going back to your second question, because we learn about -- so not about mental health -- so much about mental health illness, suicide -- substance use disorders, suicide by cop. our officers are being trained

on how to look for alternatives to hospitals, right? because like i said, a hospital and jail should be the last resource, which i'm a true believer in the community healing process, and we make referrals to the [inaudible] clinic in san francisco. also with the department of public health. we call up and see if there's any possibility for them to go to hummingbird, which is another facility associated with san francisco general. we're diverting our residents to something else besides an emergency room or jail. >> vice president elias: great. thank you, again, lieutenant molina. i think commissioner yee has

some comments or questions there for you? >> commissioner yee: thank you there, madam vice chair. i just wanted to commend c.i.t. ng for all the hard work. i know it's a very important part of the rounding out our services to our -- back to the community and making sure that these people that come through the system, and i'm hoping that the department of public health and mental health do step in and provide this service to our community that is surely needed. my question to lieutenant mario molina is how many more teams to -- i guess do we need to have to address these mental health -- because i guess once the city opens back up on june 15, i believe, there will be many, many challenges for us in the san francisco police

department, and it's just, like, right now, it's in. i -- i'm hoping i'm wrong; that once june 15 pops open, we will be facing many -- we won't be facing many of these challenges that will come out where people will challenge us in the police department. so i just want to see what your perspective is once june 15 does open. >> thank you, commissioner, for your question. basically, nothing changes. we still respond to crisis calls even during the pandemic. as you can see from the 2019 report, we went to 50,000 calls in this year, and in 2020, we went to 49,578, so the calls for service is basically staying the same. there's -- here's patrol, so we

have all of our officers coming to the training, so they are our eyes and ears. the annual report was 44 pages of work, but we wanted to make sure that the department, the commission, and the city of san francisco understand the process of crisis response, and that's why it took us that long, and also, it's very detailed on how crisis happens and how force was used by officers because one has to understand. a lot of people think that the escalation is something that we just do, and people just deescalate with us, but it's not. deescalation is a process. we offer it, and the people receives it that are able to do it, then it's a successful encounter. so to answer your question, it's -- i'm hoping, i'm hoping that we're still the same as

2019, 50,000, in 2020, 49,000, and hopefully, that will decrease. so far, i see the same trend. i see the same trend in calls for service. at 8:00 a.m., commuters are coming into the city, until midnight. those are the busiest times for our officers for mental health, crisis calls for service. and you also have the days of the week. as you can see in my report, they're pretty much even. it's just seven days a week, the same trend. the only time that it slows down is a little bit after midnight until about 6:00 in the morning. so we'll continue doing the training, commissioner, and hopefully the commission and the city will back up the san francisco police department when they need to have these things out and respond to the calls for service. >> commissioner yee: thank you,

again, lieutenant mario molina, and your team, and i wish everybody the best going forward and once the city opens up. thank you. >> thank you, commissioner. >> vice president elias: thank you, lieutenant molina, and your team. it was a great report. seeing no other comments or in the queue, sergeant, can we do public comment on this? >> clerk: yes, ma'am. members of the public that would like to make public comment on-line item 3, the public comment on the c.i.t., please press star, three now. good evening, caller. you have two minutes. >> so commissioners, i've heard two lengthy presentations by the department of public health, and was wondering,

where was the police presentation? now if you study what the police do, they shouldn't be having a greater measure or portion of their work involved with the crisis intervention team. and i say this because the san francisco public health has to strengthen their behavioral department. and i have a woman that they hired from new york, and it's going to take about ten years maybe to figure out what's happening in san francisco, just like it's taken us about 30 years to figure out after what president reagan did. the bottom line is these mental challenges that we have on the

street is compromising our quality of life issues, and i admire what the crisis intervention team does, much as i admired the work done earlier by people like angela chan and some others. i've been monitoring this for 35 years, but this is not about putting each other's backs on reports or something. this is about finding out adversely impacted innocent people on the streets of san francisco on our transportation system and in our neighborhoods, and that burden should be put on the san francisco health department. thank you very much. >> clerk: thank you, caller. vice president elias, that is the end of public comment. >> vice president elias: great. thank you, sergeant. please call the next line item.

>> clerk: line item 4, presentation by john alden, executive director, oakland's community police review agency. discussion item. [please stand by]

director henderson is doing here in san francisco. one of the things i find especially interesting about the oakland model, it has changed tremendously in the past few years. a few years back, there was a ballot measure that significantly rewrote the powers of what was in a complaint review board that had fairly modest jurisdiction and altered the powers of the police commission in a way much more similar to the powers this commission has. since then we have been working on a variety of policy ideas and your commission president, president cohen asked me to come by and talk about a few of those. i made materials on two specific policies you would find of

interest. it is my understanding that sergeant youngblood is going to share the power point. we'll go to the next slide please. here's an overview, i would like to tell you how we create policy in the city of oakland and the role that the police commission has there. there are a lot of similarities but interesting differences you might find useful. i would like to talk about our probation and parole policy, which i think is a groundbreaking policy nationwide and one i think is of particular interest to folks in san francisco and a new policy we're working on now called the armed and unresponsive person's policy that has to do with how police react and address situations in which people are found asleep or

unconscious with a weapon near them. and we have a variety of other policy projects we're working on as well and would be happy to answer questions if you have specific ones. next slide please. our authority comes mostly from the city charter. it could be expanded or changed in the future by ordinance but in 2016 and 2020 we had the key policy developments and as a result of those, the oakland police commission can initiate the creation of a new policy by suggesting it themselves and creating it for the police department and also approve -- it must approve a certain set of specific policy changes that the police department may make, particularly use of force, racial profiling. in the city of oakland we have

for a long time been subject to a negotiating agreement as a result of a civil suit brought by a plaintiff quite a few years ago that our police practices are under the super vision of a federal judge. many of the changes we make in the city of oakland ultimately have to be approved by a monitor in that case. obviously you don't have that here in san francisco. those policies subject to the negotiated settlement agreement are policies that can be altered and changed with the permission of the federal monitor and ultimately the federal judge. one thing i think is interesting about our process, our charter requires that the commission act upon any police department proposed changes to policy within 120 days. at least in my experience when i was working in san francisco there wasn't such a deadline at the time.

perhaps you have created one since. i find that deadline pushes everyone involved to proactively work on policy. it prevents policy from getting back burned because other more seemingly urgent things tend to come up on a day-to-day basis. it pushes all the interest groups involved to come to the table also. there's no advantage obtained by waiting or saying you are unavailable or not showing up at a meeting. these policies have to move pretty quickly and i think that really forces people to have a robust, thoughtful conversation earlier than they might otherwise. in our system, they can be submitted to the city council and if there's in fact significant dispute between the police department and the police commission, the city council ends up resolving the dispute, that has been rare to the best of my knowledge. there's no policies where the

city council had to resolve those differences of opinion. although on occasion they have provided some advice to the department and the commission to go back and resolve differences they had proactively without coming to council. next slide please.

we'll have not a sworn member of the police department and not someone who works at our agency but rather than independent chief of staff to the commission who helps the commission organize strategic plans about how they're going to prioritize different policies over the course of a year. and other projects. we envision this process rolling out more staff with time and we like that this position is going to have independence from the police department and oversight agency that the commission supervises. that is slated to start this summer and will be a key part of the development process moving forward. we're also going to have an inspector general's office to

research policy and audit policy compliance at the police department. i know that pursuant to some charter language in san francisco, your dpa has been doing audits like that for the controller's office. in this model we have a separate agency doing only that with full time staff members that do only that opposed to controller staff or dpa staff. in addition to research in policy and helping the commission draft new policy and checking whether the police department complies with the policy, the inspector general is going to provide assistance to the police commission in assessing the police department budget when it goes through the cycle. our police commissions are required to provide feedback to the city council in developing the budget every budget cycle and so we're going to have full time dedicated staff for that purpose moving forward. next slide please.

we make sure we have a set of public members, commissioners and set of folks in an ad hoc working group. this is not a regular standing committee. it's a one time group that may work on one policy for a relatively short period of time. for that reason, the groups have flexibility if their meetings are public or not public. we have tried both public meetings and meetings that are not public, with these groups, i would say there are pros and cons to both approaches. i do think some people, including some members of the

public who might participate tend to be more candid in meetings not open to the public but there's an important aspect of public transparency in the process. we have tried a couple of models in this regard and will continue to try several more to see how we want to strike the balance between candid conversation and making sure there's enough public access to the process. regardless of how public or closed that process might have been, we always make sure the final process comes back to the police commissioner for public hearing. and we have in addition to that, the hurdle of making sure the policy changes are approved by the federal monitor and other stakeholders. we make sure those are done before they come to the commission so the final process is at the commission. sometimes they trigger a confer process afterwards. next slide please.

one policy i think is especially remarkable, not long ago in the city of oakland as we have continued to have a conversation about race and equity in policing, many in the community and particularly in the black community in oakland expressed a concern there are many aspects of opd enforcement practices in the field that were racially bias. we have engaged dr. jennifer eberhart to work with us on rooting out ways there might be racial policing in the city of oakland. she did a groundbreaking study in the language police officers use in the course of traffic and pedestrian stops that showed a significant disparity between the way officers spoke to black

residents in oakland and white residents in oakland in ways that created measurable differences in the formty and respect used and using that material, we have been able to substantially change the way that officers conduct themselves during enforcement stops. during the course of the work, one of the things we realized in the city of oakland was that we had been using a practice i think most law enforcement agencies have been using a long time. when officers would make a stop that was otherwise lawful, they would as a matter of course, most of the time ask the person they stopped if that person was on probation or parole and if they were, whether they had a search clause, meaning as a condition of probation or parole could be searched at any time and they would conduct the search. even if they didn't have a specific reason why they thought that individual would have contraband or evidence of a

crime. it was a standard practice. so anyone on probation and parole would find themselves being searched with great frequency. pretty much any time they got stopped for a traffic ticket for example. we also found the searchs had extremely low return on evidence of a crime. it was very rare they showed the person searched had conducted any kind of criminal activity or had contraband on their person. as we were thinking about this, we realized that this practice was deeply unpopular with the public and really undermined the relationship with the community in general. it created the impression that opd officers were searching for the purpose of searching. this was demoralizing to a lot of people and as i think you might expect, we found in oakland the population of folks

on probation and parole and subject to this issue were disproportionately people of color, particularly black folk. on top of that, we realized that just asking the question can come across as quite demeaning. we were concerned that just as there had been a pattern of language used with folks who were black when they were stopped by officers for other things, using this language would only further make worse the perception of racial bias in the relationship with the community and frankly is just, i think, something that makes a person feel they are not being treated fairly. just even being asked. so it was clear we needed to change this practice in a dramatic way. so we have created a new policy that prohibits officers from asking about probation or parole

status as a general rule unless they have a specific reason why.

the frequency of searchs yielding evidence of a crime have gone up. instead of searching everyone, oakland officers are only asking the question when they have specific intelligence about that individual. not only do we think it's improving community relations but an important step to treat the community justly but it is making officers more efficient and locating crime more quickly. i'm looking forward to a formal study about the numbers. i'm hoping our office will be able to do that in the near future. so far, the numbers are a fairly short period of time. but we're looking forward to seeing if we can actually demonstrate through data that this policy has been successful. before i move on to the next

policy, if it's appropriate for the commission, i would be happy to answer questions about this one if there are any or if it's the pleasure of the commission, i'd be happy to go on. >> president cohen: i think given the time requirements for the presentation, it's best to power through. >> the next policy was inspired or became clear it was important to work on it because of the deaths of two oakland residents. in both cases these men were found unconscious, unresponsive and contacted by police officers. in both cases they were awoken

suddenly by police officers and in the course of being startled, officers at the scene thought they might be reaching for a weapon and shot them. and both died at the scene. we concluded there has to be a better way to handle the incidents. together with the community and oakland police department over the past year, we created new policy in this regard. we spent a lot of time looking at the details of both of these shootings to see what we could learn from them. this link would take you to some of the materials for the work in more depth. some of the policy changes that we introduced as a result, requiring officers to create time and distance of course as we now do as part of

deescalation and to communicate with neighbors in the area once the scene is secured to learn about the particular individual. we're starting to create specialized teams that have the ability to respond better to these scenes, that includes a cit kind of response and making sure we have some officers who are behind full cover and armed in case there is shooting. but making sure they are well trained to be patient and take their time and those officers are fairly few in number. some issues there are too many armed officers who weren't sure what their role was and making sure there are designated teams to do the arrests and other teams in full cover if needed.

and making sure the supervisors were not making the arrests and had legal cover, we found its best so the supervisors had the ability to watch the scene and give instructions and we want the supervisor to be the only one issuing instructions to the person inside the vehicle or someone designated by the supervisor. so we don't have multiple officers with conflicting instructions. we also came up with specific techniques to wake them.

next slide please. so far this policy has just been completed in january 2021. it is technically still being rolled out to staff. but the principles behind it are ones that anyone could choose to adopt even if not required to adopt them. the fact that that started to become part of the culture in oakland has helped in at least one case. we do have a case from just a couple months ago in which officers started implementing the procedures with a man found asleep in the car with a gun next to him. not only were they able to secure the scene and make sure the community was safe and take the time to figure out how to wake the person. in the course of the process, community members there recognized this man, knew who

his family was and contacted eventually through a local activist group were really successful in reaching the chief of police and getting this individual's mother to the scene and she was part of the solution. we think it's the first policy of its kind in the country and we're eager to see how it performs as we roll it out over the next few years. next slide. some other policy projects i would be happy to talk about on another occasion, our k-9 policy. we're talking about if we want the unit to have the dogs

actually bite or just merely bark among other issues. and putting together a bystander policy. we are dramatically changing the use of force in the near future, including the inspector general at all of the force boards. that's the proposal. we'll see how it goes. and we're beginning to have conversations about changing our racial profiling policy and it will be i think especially valuable to have a community based conversation about that issue. those are the things we'll work on in the future. i'm happy to answer questions. >> president cohen: thank you for the presentation. i see director henderson is in the chat, so i will begin with him and then i have some questions and i think my fellow commissioners may have.

director henderson? >> i really love the yield rate stuff. i presume -- do you have statistics on the yield rate being low when it was just subjective versus the change or higher for targeted searchs. >> i don't have that with me. i have asked some of the folks at opd to generate a new set for me. i would be happy to get it to you. >> and i heard you talk about trying to get a focused study on that. i would be really curious. i feel that would be super helpful for us to watch as well. i would love to follow up on that. and you were talking about the force boards, i presume those are the group discussions addressing use of force that gets reviewed by an audience and

inviting specific targeted agencies to sit at the conversation? >> yes, that's right. we have two kinds, a more robust for level one uses of force, anything that results in a fatality or significant bodily injury and another one that tends to move faster for lower levels of force. those exist now. we're expanding the way other agencies, particularly our oversight agencies are involved in the boards. >> who are the other partners who sit at the boards with you guys. is it just you guys and the department? >> the city's attorney office is involved and several divisions within the oakland police department involved. they have a use of force team that cues up each of the hearings. and an internal affairs and

civilian oversight that goes hand in hand with those. and city attorney involvement to give legal perspective. the federal monitor sits in on some of those, usually select ones and more often than not the executive use of force boards. those are the only agencies involved. the oakland police department has internal office of the inspector general right now and eventually they'll be moved up to civilian inspector general and we suspect they'll be involved as well. >> supervisor ronen: i had a -- >> president cohen: i have a couple of questions. how does the agency work given the fact it's under a consent

decree. how is that dynamic. >> i would say in most regards it would be in any city that has a strong commitment to civilian oversight. i'll give you a couple of examples. one example, on each case that is investigated, there's a parallel in internal affairs. we're discussing if we still want to do the model. we might be switching in the future to only having a cpra investigation. but for now we have these two parallel investigations and a process in which the chief of police and i sit down and talk about each of the cases. particularly the ones that are sustained and we think there might be discipline. if we can't reach agreement about how the case should be charged in the first place, then that disagreement about charging regardless of the level of discipline involved goes to the

commission to resolve. in that regard, we tend to have very robust thoughtful conversations and sometimes the federal monitor will sit in and listen to them and report back to the judge about how the conversations were going. overtime they are graded as a whole on holding officers accountable. >> president cohen: is it your -- who determines or recommends discipline for the discipline cases? is it your department and then the chief and if there's a conflict between the amount of discipline, how is that resolved? >> the community police review agency and then the police chief have a disagreement about the

level of -- well ordinarily we talk about what we each think the discipline ought to be. if we don't agree on the discipline, that difference of opinion goes to the commission. we've had cases that the chief and i have agreed that an officer did commit misconduct and what it was and what rules were violated but didn't agree about the level of discipline to impose. those go to the commission and then resolved there. after that, officers have due process rights and as i'm sure you are familiar, there's a two step process in that regard and go through that process after the commission's involvement. one interesting difference, the difference of opinion could be as modest as one of us believing a three day suspension and the

other a five day suspension. just the charging decision in that regard goes to the commission to resolve. clearly there are pros and cons of that model but puts the commission in the driving seat early in the stage. >> president cohen: the other question, the racial disparities, i think you mentioned it during your presentation and one of the questions i had was what are the racial disparities when it comes to stop and searchs for people of color in oakland. that's the first part of the question. and the second part is how has dr. eberhart helped when it comes to stops in oakland. >> we have a whole series put together. i might be able to share in your chat a link that might be useful in that regard.

she has done studies for us as i mentioned on language that is used and also on traffic stops. she came out with 50 recommendations. she has helped in a wide variety of ways. in particular i think one of the things that her studies were able to point out is that we had a fairly high rate of traffic stops in which black motorists at the end of the traffic stop had no definitive end, they were not cited or arrested or any other outcome of that sort. simply released. it makes you question, what was the original reason for the stop and why didn't it result in something more.

we have changed some of our traffic stops and we have noticed that the number of stops, the net number of stops of african americans in oakland have dropped over a thousand per year the last few years. overall the number of stops of motorists has also dropped across the city. i don't think we're all the way there. we noticed the total number of traffic stops for a six month period in oakland had been around 14,000 and then after starting to think more carefully about how we were doing the traffic stops, that came down to

about 11,000. this was about three years ago. that was how we saw this drop, it was the drop was disproportionately among african american motorists. the number of african americans stopped is still more than half of all stops in the city of oakland. we still have a long ways to go. if you look at the statistics in the past few years, depending on the numbers you look at, the city of oakland's total population is 25-30% african american and we expect more stops for that reason but over half is still much higher than we want to see. we're continuing to look for ways to figure out how to reduce the disparities.

>> president cohen: it's interesting. the other thing i found fascinating, the language. how is the system set up in order to track that? it is fascinating and seems like a great tool to utilize when it comes to sort of airing out biases and little things like that i think snowball into bias treatment. >> that's a fascinating study put out in 2017 and she worked with a team of linguists to look over body-worn cameras from stops made in oakland. they went through the footage of the stop to hear what the officer was saying and see how folks were reacting. and they -- with the help of linguists, they put together a

series of conclusions about -- or series of theories i guess you would say, what kind of language conveys respect and what kind of language tends to convey formality and which tends the make people feel more comfortable and respected in the course of the interaction with the officer and how often these specific phrases were used in traffic stops. for example they looked for instances in which an officer would give some words of apology. i'm sorry to stop you today. pardon me for interrupting your day. and then they look to see how that landed with the audience. after surveys they found that language in particular really coded highly for respectful behavior for people on the receiving end. as they went through the camera footage, they found those kind

of remarks were noticeably more common in stops of white than black motorists. another example would be many people in the focus group found they reacted negatively to the officer using informal modes of address like calling people by first name or informal modes of address like hey manor hey guy. and instead of saying mr. smith or mr. jones. as a result, she found those kind of informal titles and use of first names instead of last names were dramatically more common in black stops and after surveying black folks in the community found that was significant indicator of disrespect to them personally.

the last one that jumped out to me, put your hands on the wheel. that phrase was used disproportionately with black motorists more often. that was one of the most glaring findings of the study. at a minimum, the officer may think i'm up to no good even if that's unfair. we try to have officers do that if there's a safety reason opposed to just when they might think to do it spontaneously. that study is available on our website, too. >> president cohen: i would love to post that on our website. i'm going to turn it over to my colleagues. does anyone have questions or comments for mr. alden?

commissioner brookter? >> commissioner brookter: no questions. i think -- one, thank you john for coming out. as we're having the discussion and conversation, thank you for coming out. it's a lot to digest. congratulations for the four year appointment to this position as well.

>> commissioner byrne: it's go have a different perspective on how different police departments deal with different issues. i appreciate it. >> commissioner yee: i have no questions for john. but thank him for his report and sharing some of these insights on how police accountability can happen and probably moving forward look to see more from him. >> vice president elias: thank you. we are able to see all the advances dpa has been doing throughout the years to really step up their game in terms of being transparent with the community when it comes to the

discipline cases and policies of recommending. i hope you can take all the great work director henderson has done and utilize that as well. >> absolutely. i especially liked the report with greater detail of the kind of complaints and i'm going start working on that right away. >> vice president elias: his transparency in terms of the kind of cases and fact patterns is i think the community really appreciates that. thank you. let's turn it over to public comment. >> clerk: members of the public who want to make a public comment regarding line item 4,

press star 3 now. there's no public comment. >> vice president elias: of course not mr. alden blew them away with his presentation. thank you again. i appreciate it. sergeant, next item, please. >> clerk: line item 5, dpa presentation. discussion. >> vice president elias: director henderson, i'll turn it over to you for a very anticipated presentation i'm excited for. >> thank you so much. we are happy to make this presentation. to give some context here, we

have heard from other jurisdictions now, we've had data about policing and race throughout a variety of sources already. even our complaint that we come in and present about both in the weekly, monthly, quarterly, annual report kind of conversations we have publicly. but i think what we need more of and now for tonight this is what the commission has specifically asked for was to hear what the community is seeking in terms of response and in terms of what the solutions are. so that's where i think tonight is kind of important and significant in terms of how do we address some of the disparities that have shown and are proven to address racist disparities in the work done. just to give context, san francisco is not unique in some of these challenges and these

disparities have been proven, are not up for debate, all throughout the nation. i think that highlights why some of the conversations about solutions are really important. what we have done is come up with our own recommendations and we have made recommendations in the past in the same areas but have reached out to stakeholders and partners as requested from the commission with community organizations to solicit their recommendations as well. one of the things we also did was open up the topic for discussion and input and submission for the same recommendations on our website as i articulated last month or several weeks ago as well. a number of folks have had the opportunity to make the same recommendations for submission as well. basically the one recommendation

we have seen share and communicated about over and over again with the stakeholders has been to address the stops. i think we just heard from other jurisdictions about addressing that problem as well. so in the presentation that follows, you're going to hear a lot more about that recommendation and a number of others. including the recommendations from the dpa specifically and from the organizations and individuals who are here proposing them. this has been a long process to get all of this stuff together and we've had a number of date changes and schedule changes but i'm excited that folks will have an audience and be able to give voice to their concerns directly, not just to dpa in the form of complaints but to the

department directly as well as to the commission directly as well. i think that's really important having a seat at the table of decision making. i think it can make a difference and i'm eager to share the presentation with all of you and to hear the voices for the folks who care about this work as much as we all do. so i will introduce germane jones from my legal team. he should be on here with a slide presentation. >> vice president elias: i have to say i'm excited. i see we have some heavy hitters that are going to present. >> they're the voices we hear from regularly or frequently as well. giving them this opportunity to

make a presentation directly to us, i think is pretty significant. it's an opportunity to address long standing problems in new ways that actually may move the needle forward. >> vice president elias: they have been on the ground doing the work. i'm excited. >> yes. germane, are you there? >> yes. thank you vice president elias, commissioners, chief scott and members of the public. i'm the dpa staff attorney and here to briefly discuss the three recommendations. as director henderson previewed, we saw significant overlapse across the groups we spoke to and one of the most recommended was ending pretext stops.

so the first recommendation from dpa is we implement a sort of recommendation feedback loop. the idea of looping from recommendation to action comes from president obama's 21st century of policing. this can really take a few different flavors. we have seen this work successfully with 272 cops doj recommendations where sfpd built a tracker online to see the work they were doing, compliance measures and department progress. the example on the screen is from the use of force audit you are all familiar with. the final 10 pages of the audit have a chart with each of the recommendations. the sfpd response to the recommendation and status. that work is being followed up by the audit department and

controller's office. i would like to point you across the bay, not to the city of oakland this time but to the city of berkeley. their fair and impartial policing working group. it includes all of the outstanding legislative direction from the berkeley city council and policy recommendations that come from external groups. going back to 2017, it includes similar to this, our use of force audit and includes the berkeley police department responses, proposed timelines and status. we have seen several reports presented to the commission from groups over the past few years but rarely know what happens to the recommendations. we don't know if they have been accepted or rejected by the department. the department on the status of

women gave a presentation in january 2020 on pathways to promotion, including nine key recommendations to increase diversity to the department. and in february, cpe recommended seven recommendations to address racial disparities. we believe some of the recommendations were addressed by doj work but we don't know which recommendations are still under consideration or any have been rejected.

as you know the commission has given us the go ahead to introduce a provision parole and waiting for subject matter on that. our office is working on a draft pretext stops. we hope to have the draft done soon. hopefully we get the go ahead to sfpd. can i have the next slide please? our third recommendation for the commission to lead a community accountability and transparency

group. this is based on the community model used by 43 police forces in england. it comes to us from a senior investigator who served as a u.k. police officer for several years. we have seen the decrease in rate of stops, searchs and use of force when we look at data for black and hispanic residents. but they continue to make up more than half of all uses of force and are significantly overrepresented in stops and searchs. our hope is that these groups will operate like a working group but with a special focus on statistical data. this data is often presented before the commission quarterly. and members of the public can address the report in public comment. the public doesn't always have the ability to ask questions in formal settings.

this is starting to sound like a repeat of director alden's presentation but we hope this model can serve as a place for the community to voice their concerns and tell us what they want to see from us in terms of data. and adapt to include trainings for group members on stop and search policies and presentations from dpa on cases related to allegations of bias and stops while reserving overwrites. the goal of the group is to have the community be a part of the process of defining equitable policing. we've enjoyed working with members of the community and hearing their concerns while we work through this process and we look forward to working with the commission, the police department and our community partners to continue addressing stop and search disparities.

i would like to pass it over to director henderson. >> great. if we get more questions, you stick around germane. please. thank you all so much. i do just want to thank the folks at dpa and the staff that really worked really hard on this the past few months. every time the schedule changed, most of them were doing the heavy lifting coordinating with a broad number of folks to try to communicate what the changes were to get it to tonight.

i will be asking the commission to take action on the feedback loop. while i think they are equally important, the feedback loop seems crucial to address the concerns raised over and over again asking what are the solutions, why isn't something done and addresses many of the criticisms that we face as a commission as a whole from folks who say what happened to this issue. many of the issues have been addressed or recommendations have been made time and time again. i would say things like the

audit recommendations that are measured and go on our website but no response to them. other jurisdictions have passed san francisco to address these, even just to let agencies and the commission know about what happens to recommendations or orders to the department that don't just disappear into a black hole i think is very

important. it's an opportunity for us to catch up with reforms on the right side of history in terms of accountability. i don't want to dwell too much. you have heard the recommendations. we're happy to answer questions about them. i equally weigh the voices of the community. and i would say beyond the community, these are real stakeholders that have unique perspectives about what has been happening with policing from their perspective of their work and focus for many years. i would like to start introducing some of the voices. starting with mr. brian cox. >> thank you.

>> thank you. i think we should end quality of traffic stops. doing a traffic stop because licence plate is paper, it doesn't consider the harms it causes. often they risk the members of our communities. using it as a tool to criminal behavior is needle in a haystack. and it becomes an excuse to turn people over because of a hunch that criminal activity is happening. there's a joke in law enforcement when it comes to racial profiling, it never happens but it works. it is time for the joke to end. end jaywalking. support for the laws rest on the ideas that it makes us safer but the data doesn't present a compelling argument to support that. it shows the logical response is not more enforcement, more

crosswalks. the u.k. creates more crosswalks and have half the deaths that the u.s. does. analysis from different cities across the country demonstrates blacks receive a disproportionately number of jay walking tickets. it begs the question, why continue to enforce laws that don't work and double down on systemic racism. just because they're on the books? because we haven't imagined a world without them. it is time we should. and end baseless searchs during a traffic stop. stopping someone for a broken taillight is not a sign of other prohibited activity. it's just a malfunctioning

taillight. it shouldn't end with them being searched. it's just a fishing exhibition to generate probable cause. driving while black is a truism. [indiscernible]

it is time to shift our thinking in how to protect communities from those harms and these three policies are a small step. thank you for listening and i'm happy to answer questions. >> commissioner elias, should i go through all of them or do you want to take questions after each presentation? >> i think given the time restraints of the numerous presenters, go through and then we can open up for questions and discussions. >> that's fine. okay. thank you. next from police practices expert with a long history with the city and dpa. john. the stage is yours.

>> thank you. if we could go to the next slide. i want to thank germane for his work on the issue and leadership to pull together slides from some of the correspondence i have sent. i have documented in great detail plans to address this issue i have shared with the commission twice this year as -- pardon? thank you. i was told to prepare three or four minutes which is barely enough to scratch the surface of this topic. i'm going to have to go quickly. if you have questions, that's fine. i cannot emphasize strongly enough, if this issue is going to be addressed, it has to be addressed in a serious manner in a comprehensive manner in a way i can't get to with three or four minutes.

the first slide is to give you a sense of my background. i have been around a very long time and i know san francisco can do much better, can do a lot more to reduce the other agencies because based on my experience, other agencies are not doing more and having more success. i've been struggling with how to communicate this. my oldest daughter was 5 years old when i first started trying to get san francisco to get serious about racial disparities. she turned 30 last month. now i know some commissioners have younger children, maybe grand children, if you don't want your kids to grow up to adults with the same sort of severe disparities, it is time to act and act on recommendations that have been long impending. next slide please. i appreciated the presentation last week sergeant youngblood if we can do the next slide -- thank you. i think it was sincere and well

intentioned but not the history. first ordering race data on stops in 1999. we have better quality now thanks to former supervisor cohen's legislation. but the statistical profile has been clear and well publicized repeatedly since at least 2002 and the report discussed is only the latest in a series of reports stretching back decades, the most key recommendations of which were not implemented which is why we have the disparities. i appreciate chief scott's efforts but he is in fact, the sixth trying to address the issues unsuccessfully. we're in our third mayoral administration and there have been too many police commissioners to count who have all said the right things about wanting to address this issue

and yet here we are all these years later. the inaction on the most important recommendations is why these disparities still exist in san francisco. i'm going to disagree with director henderson. he is correct these disparities are not unique to san francisco but they are nearly uniquely bad in san francisco. we have some of the worst disparities amongst big cities in the entire country. you just heard from john alden expressing concerns about the disparities in oakland, they're half of the size in san francisco. we can and must be better. the consequence of not doing better, because the disparities have been here so long, entire generations of young people in san francisco, entire generations of police officers have gone through the ranks in an environment where the disparities are normalized. have been treated as though they are the cost of doing business

and it is not. as though there is nothing to be done to help it and there is. and as though these disparities are acceptable and they cannot be. we cannot have six times disparities on searchs. 11 times. -- six times on stops, 11 times on searchs and 12 times on uses of force. 12 times. we can't go through another generation where we know we are treating people of color radically different than people who look like me and commissioner byrne. it's going to take a new and specific commitment that hasn't been made before by the police commission, it is going to take targets and goals and benchmarks. if you want to reduce disparities you have to articulate where you're going to hold people accountable to it. there needs to be sustained urgency and follow up and

accountability. any comprehensive plan that will address racial disparities has to look at the three factors that are the drivers of racial disparities. i only have time to give you one example each of things that can and should be done that other agencies are already doing. it requires proactively rooting out bias. not being reactive and wait for cases that make it through the discipline system, rarely is an officer going to blurt out a racial slur on body camera video. but profiling board, ripa board in the best practices report recommended five months ago, i brought it to your attention then, that every agency in california needs to do a social media review of officers because of the well documented problem of some officers in law

enforcement with biases and affiliations with white supremacist groups. that is not me talking, that's a body set up by the state of california under the office of the attorney general. they are saying we need to do this and saying it is needed to drive down despaircies, why hasn't san francisco done it. number two, take on strategies driven by implicit bias. we have known for a long time, the wider the discretion in officer activity, the more likely it will be infected by implicit bias. there's no greater discretion than enforcing minor violations. that's why pretext stops, they are stops not really about the legal reason for the stop,

that's the cover. we're not really interested in the broken taillight. we want to know if you have guns or contraband in the vehicle. it puts officers in a position of guessing who they're going to stop and who they are not. it is a widely discredited enforcement tactic. the aclu recommend it be eliminated in san francisco 19

years ago. far too much of the department doesn't see this as a problem that needs to be fixed. the department's approach to changing the culture officer my observation is largely top down. the right leadership signal coming from the chief and down the command staff, the training

element in the academy is important to reinforce the leadership messages and accountability is key. what is missing is the most important form of culture change, the officer to officer responsibility for changing this culture. you have some very good people in this department. you also have some knuckleheads and unless you empower and protect the good people to start enforcing the sort of culture change you need who prioritize getting rid of the disparities, the problem won't be solved. there's a gold standard for doing this, the georgetown university able program. if you want officers to intervene, but the things that are important, we know you have

to practice. steph curry can make three pointers because he practices. we know this from policing. we have officers engaged in the most difficult sensitive parts of their jobs and that's why we have firearm simulators. this department unlike other agencies does not practice this key thing. what do you do if your partner expresses a racial slur. what do you do if your sergeant engages in conduct that looks like misconduct or seems to be targeting african americans. if you do not have your officers practice doing that, they won't do it when the situation comes up and sending the message it's okay. if you want to change the culture, you will empower the officers and give them the officer to officer power to move, not just top down but from within the ranks so this agency can finally keep up.

finally make progress. i end the correspondence, i have spoken too much already, i tried to offer a framework about how it should be talked about and briefly, the san francisco police department has been entirely too reactive to the issues. it needs to be proactive. the sfpd has been willing to be non racist. if we hear about or learn about self expression of the explicit racism, we'll do something about it. unless it systematically commits to being proactive, we're going to keep having the same disparities the way they have been for 20 years. thank you for your patience.

>> thank you so much. next we have -- >> vice president elias: mr. king. >> can you all hear me? good to see all of you. good evening chair elias and all the other commissioners. i was so inspired by the last gentleman who spoke, john crew and all of what he offered. i think one of the things i'm not inspired by is, this is not to put anyone on the spot, but i have been watching chief scott during the presentation and all of the presentations and he seems like he's engaged in other conversation, not necessarily listening and or present and it

left me with the impression of why am i here, right? i would really appreciate if he at some point would rewatch all of the presentations but also tune in at this moment. i think this is really critical and none of us are here to waste time. i do want to underscore what i'm going to share with you all. we can go to the fourth slide. i want to reinforce a few of the principle points i made during my last presentation in december. which is that these institutions have not only a history but a culture of white supremacy and white racism and anti blackness. i think we have to contend with and embrace the reality that this culture and all of the institutions, and specifically

that of law enforcement, a component, a main component of criminality was built around the black body. you hear tony morrison saying white racism is something that is a profound neurosis. you have 50 years ago, the theory that white racism was a mental illness. even the book in 1975, in relationships of whites with blacks, whites exhibit the behavior of psychopaths and it is underlining in a deep evolutionary history. understanding that context and that all of these institutions were built on that foundation and it's not that just white

people adapt in anti black police value or cultural system or behavior pattern, it is that is the american behavior pattern. the cultural system that we function in is simulated and performed and enacted by all. it doesn't matter if the police force is predominantly white or black, the culture of anti blackness is pervasive. i think we need to begin to deal with in law enforcement why there's such a need to oppress black people. why is there such a need in this country to continue to oppress black people. i continue to be alarmed by the outcomes of the disproportionate numbers we see concerning black people.

it's interesting because in the earlier presentation they spoke about how the law enforcement in oakland when they were detaining people, they were saying are you on probation or parole. i experienced that first hand when i was in a graduate program. all of that said, i'm going to go through the recommendations quickly. sorry. if you can go to the fourth slide, i think it's about two down, i shared that -- i talked about what i was going to share. i think there needs to be hard core, hard hitting anti racism training that focuses on the history of law enforcement in different communities and the types of laws that law enforcement have enforced against certain communities, such as the indian removal act. you have consistent laws that target the black community that

up until the 1960s state by state at some of the federal level that protect white people from black people. we need to look at that history and understand how that has shaped cultural norms that mr. crew spoke about in his presentation and begin to root those out when certain behaviors show up. you can go to the next slide. next one. i think this all needs to be supported by san francisco police department locating and instituting an inspector general that can work with the department for police accountability and that can potentially be supported by coaches who are able to provide

follow up support, developmental support to support the anti racism efforts once they have taken place. and also provide the coaching they would provide, it would be documented so it would begin to be placed in the files of officers, staff, whomever. so that -- and ensure that these patterns or these behavioral patterns in these situations when they're occurring, they're documented and demonstrates a pattern. i think there should be a no tolerance policy. if you go to the next slide, i discuss this. i'm sorry, before this. supported by those who can provide on site support for

officers. one of the things i recognized while doing training, wow, these individuals, the jobs are strenuous and stressful. you have people working within the departments at this moment whose stress levels are tremendously high and they have little to no outlets to provide ongoing support. they are overworked and don't have outlets and they hold it in and then they are expected to come back to work and be regular.

i don't think it makes for a good culture overall. the next slide is centered around the policy i talked about, the sfpd and mr. crew talked about this as well, need to adopt and expand a no tolerance clause in the use of force policy that -- it shouldn't have to take five times or 10 times the sfpd or officer detaining, stopping through san francisco, that type

of anti black behavioral be embraced through the police department and allowed by the police commission for someone to go through progressive discipline process. like there needs to be a no tolerance clause here. that this is what we stand for. it be adopted and put into the racial equity action plan. i heard some of the efforts they're undertaking but none of them stood out to me as anything that is going to substantially change black life or the black experience in san francisco. i also want to ensure that progressive discipline is progressive. they follow the city's policy, adopt a very strict approach to navigating the city's current policy which begins with a verbal warning on the second

offense. it's a written republic mend on the third offense and on the fourth, a recommendation for termination. if there was a situation or case to apply this policy, in the most stern hard concrete manner, it would be this. it would be in this particular case. that's all i have to share. thank you for inviting me back. if i can provide support in the future, let me know. >> vice president elias: thank you mr. king. it is good to have you back. >> thank you mr. king. i want to point out, there's a lot of information there. i appreciate the reference to the race equity action plan. that is super important, too. i wanted to reference some of the stuff that mr. crew was talking about in his presentation. there's a lot you guys are just

getting the summary from folks as they are presenting but throughout the past few weeks and months, we have gotten a more full picture of the presentations and i want to remind the audience and public, the broader records are online and can be found online from the presentations as well on the police commission website. with that, the next presenter the officers for justice association. captain williams. are you here? germane, are you still around? >> i'm here. >> kind of walk us through the

recommendations. >> sure thing. the recommendations were sort of two buckets. there was one of the buckets is just ensuring more diversity and black voices in the entire policing process. that sort of hits recommendation one, two and four. specifically increasing diversity and new leadership on the command staff. including a member of color on the incident review board. i believe that's the serious incident review board and ensuring black instructors and community involvement in training. two recommendations that captain williams had, to carry either a bond or professional liability insurance similar to malpractice insurance for doctors. this is a model i looked into

and saw it is being used a few places around the country. and the final recommendation, require mental health evaluations every five to 10 years. she mentioned officers dealing with incredible amounts of stress and needing an outlet and ability to talk to someone. those were the recommendations. >> thank you mr. jones. let me go to the next presentation. the next presentation is from wealth and disparity in the black community with felicia jones is the founder. the presenter should be on the line. mr. pointer, the stage is yours. >> thank you. i have been listening to the presentations tonight from the

other community members as well as all the other people who have input -- given input to today's proceeding. it lets me know that the concern i have always had as it relates to policing in san francisco and in general is well received in some quarters and progress is being made but there's so much work left to be done. so while i can certainly give a pat on the back to sfpd for the work it has done and progress it has made, there's a ton of work left to be done to lower disparities and discrimination in my opinion that you see at the hands of sfpd. specifically on the black community of san francisco. a grassroots organization that is essentially focused on these issues and borne out of the death of mario woods and his legacy and all the other bloodshed on the streets of san

francisco by victims of police abuse. we have heard many statistics and data today as it relates to the way in which policing is being carried out on our streets. in the way that the disparities are affecting certain segments of our community. i'm not going to go into all of the statistics. there are a lot. many of which are generated by the department of police account ability, receiving information from sfpd. i do want to keep in mind that in the context of policing within the bay area, we have to understand that san francisco has a rich history and is thought of as progressivism and acceptance and tolerance and fairness and equity. people point to san francisco as being the leading light in that regard. but when we shine the light on policing, we realize it is

falling short. what i mean by that, there's clear facts and data to support that there's an anti black racial disparity taking place within the ranks of sfpd. if you have been following the headlines for years, you will know it was rocked by a texting gate scandal. what does that mean for the officers who carried out the duty as public officials on the streets of san francisco. it has played out in the department of justice came in and did a study. we know san francisco pd has made progress there but there's a number of initiatives that have not been carried out and frankly the community wants to

know where that's at. that what we hear as the black community are here to discuss tonight. looking at a telling statistic. many of us are familiar with george floyd and look to these far off places to where we think policing has gone wrong or needs to be brought into the 21st century or agree that was a bad situation. what about here? what we look at the national statistics, san francisco is the third worst place, city in the entire united states as it relates to the disparity and arrest and shootings of african americans. this is a city that currently is less than 4% comprised of black people but they top the charts as it relates to the amount of times they're under arrest and

likelihood of receiving force at the hands of a police officer. there are many studies that show when the data is collected, if you look at the yield, i know some of the other presenters talked about this earlier, if you look at the yield as it relates to the times the black person was stopped on a pretext stop or tags are not valid or air fresher in the rearview mirror and officers think we're going to find guns, dope, something in here, the yield rate is considerably lower for african americans. to me that's not just policy, it's culture. it can't be stopped by pretty paper or policies that we need to enact this. this is training, this is also rooting out those officers who

have either came into the force with biases that many of us have as it relates to everyone. everyone has bias. but the difference is when you have a badge and gun. that is a mind state that must be dealt with. when you look at the statistics, they're shameful that san francisco is being a lotted as progressivism and liberalism would fall number three as it relates to the disparity it affects black people living in san francisco. we can go to the next slide. some of the other data that has been talked about tonight.

black people 10 times more likely to be arrested or endured use of force than white people in san francisco. once again, a small minority. once again, that means to me there's being targeted, not only targeted but condoned and the bureaucracy has been complicit in that. as i mentioned earlier, the department of justice came to town out of the blood that mario woods and others shed and started looking at these trends with sfpd. we know there are 272

recommendations and 94 findings but the ultimate conclusion can't be hidden in numbers. well, we're significantly substantially compliant. but when the current numbers still reflect unconstitutional policing, substantial compliance does not win the day. when you have people being stopped as if this is an apartheid stage. forces being used against blacks at a disproportionate rate, we can't say we're substantially compliant with the doj recommendations. i say we have to meet all of the recommendations and then continue to move forward and take the lead of constitutional, socially equitable policing. all 272 recommendations need to

be meant. the big part of the next slide in terms of dragging the police department along is gathering the data, making sure there's a response when a request comes in. but also publicizing and including the community as it relates to the data being gathered but also making it available to them. dpa has done a job as it relates to putting it up on the website, releasing reports.

repeat offenders, officers who don't seem to be able to get it right, they are using a disproportionate amount of force. they are involved in repeat acts of officer-involved shootings, those officers need to have the most scrutiny. they should not be given a free pass to go back into the community and police where they can offend again. we all know the average officer doesn't use their gun in the

course of their career. these are facts. we also need to track as it relates to the way discipline makes it out. there's equality for black officers and white officers and everyone else, is it coming down fast and hard and evenly based upon who is the perpetrator of the police violence. these are important things to send the message of accountability. where the data gathering, where the data is crunching, where the data reporting begins to me is where the disparity ends. focusing on officer involved shootings and serious incidents.

looking at transparency and going down to one of the things i think will go a long way to leading that -- it's okay to just leave it there. another tool that can be used for that is body worn cameras.

i won't go into the most recent incident because i think it's familiar to all of us. if it weren't for surveillance cameras which were fortunate to be there, we would be in a debate about what took place at the time that person was shot. the cameras protect the officer? as it relates to providing the factual basis as to what took place. so it protects the city coffers from liability? but it also protects the public. because we have a way in which to determine what took place. all police officers should be wearing cameras. we're right next to silicon valley, the tech hub of the world. you mean to tell me there's not a camera that is small enough for an undercover officer to wear to capture what they're doing? i don't want to continue tonight's meeting too long, but i want to end on this note

saying until sfpd is committed from top to bottom and city bureaucracy not only in the police department but those who give the budget and money are at the table to make sure this is a comprehensive approach, we're going to continue to have this cycle. where we stop diminished disparities in one aspect to see it affect in other aspects. thank you. >> vice president elias: thank you mr. pointer. always a pleasure to have you here. >> and i appreciate you reading the audit into your presentation as well. thank you. so that's the speakers that we have. i think most of the speakers are here and available for questions in case the commission has questions for any of them. >> vice president elias: great. before i turn it over to

colleagues for questions and comments, i want to thank you director henderson for organizing this. thank you germane and your staff for putting this together. i know it was a difficult feat but i really am so energized and happy to see it come together and all the great ideas and people who came and spoke today, thank you to the presenters. i think the ideas you are presenting are really amazing and i think that perhaps director henderson, if i could task you with one more thing, to create a working list of all of the recommendations and solutions that the presenters have outlined in the presentation, so we can have a working list for the commission as well as the department and see if perhaps some of these recommendations we can implement and where we go from here. i think that would be beneficial to both us and the department. >> i'm happy to do that. i think creating that list begs

the question what happens with the list. >> vice president elias: we're going to create it and then i think -- what we may do -- i'll put it on the agenda on a quarterly basis or sooner to see where we are in terms of getting things checked off the list. we can have conversations with the department and see where we are to see if we can implement some of the recommendations. as each speaker so eloquently put, we know the problems and statistics and we know there are racial disparities and now we need to focus on solving them and what do we do to make them better. >> i'm happy to do it. my retort would be even if we can't do all of the suggestions, that we at least address the theme loop suggestion, a specific response that what i

think increase both transparency and level of accountability for the recommendations in terms of more direct communication. that's what i would ask for. i will follow up and make the list. >> vice president elias: great. at this time, i want to turn it over to my colleagues for questions and give the chief an opportunity. i think having him chime in would be also helpful. but before i do that, i'm going to turn it over to my colleagues. commissioner brookter. >> commissioner brookter: thank you for that. i second the notion of really being able to look at this and have it looked at quarterly as recommendations outside of the doj recommendations. i want to commend you for

bringing the crew together. the fact that brian, we heard you and are able to see you on this platform, i think really speaks to our collaboration as the department and also as dpa. john crew, bringing energy and i know i can speak for my fellow colleagues, i wouldn't want to wait another two decades for things to actually get done. mr. king always a pleasure to hear you speak. would love to hear from yolanda. it needs to be all parts. we understand recommendations and what needs to be done in the department but it also takes resources and community and commission and dpa, it takes all of us to really drive home in a push a lot of this forward.

i'm looking forward. anybody who knows me knows i'm solution based and we get the presentations but what is the action. what is the plan of action. what are we going to do moving forward. how can we implement some of the things we talked about today. looking forward, one of the recommendations given about a community group we might be able to put together sooner rather than later and as we all know, legislation and policy can take some time and what can we do immediately in the here and now to really begin to continue to move things in the right direction. i just appreciated the presentation. i would love again if we can continue to get this quarterly and be able to report back on where we are at a commission.

it can change if we all work together. i didn't have any questions as much as each presentation brought different things we have talked about on the commission but just again, what needs to be done. we're moving in the right direction but still have a long ways to go. i thank everybody for presenting. >> vice president elias: thank you. commissioner byrne. >> commissioner byrne: i found it fascinating about what the city of oakland pretextural

stops and indicated that they have adopted similar policy on stops. i would be curious for chd statistics. i know the theory of sunset legislation, we can try to do something sooner rather than 20 years. put a sunset on it to force the commission to come back and look at it a year or 18 months time to see what the effect is on racial disparities, on crime rate and all that without the ability that we have gone through all this trouble to put this policy into effect and then we have to go to the trouble of it's not working to undo it.

the idea to look at it and forced to look at it in a specific period of time i think is good. it allows us to be bolder than we may normally feel reluctant to be. this is the -- what i said last week, 96 report to me was a revelation. i was aware of the racial disparities but not to the degree in the report. thank you. >> vice president elias: thank you commissioner byrne. commissioner yee? >> commissioner yee: thank you madam vice chair. thank you mr. henderson for putting together the panel.

it was enlightening to hear the speakers speaking on this point. and looking forward to. remarks about ensuring that 272 doj recommendations are fully implemented as soon as possible to make sure the police department in san francisco is up to the 21st century policing policy. and also to look forward to the new recommendations that are coming down or presented today on the list. and working with my fellow commissioners to ensure we do the best for our people in san francisco. as a life long citizen in san francisco, i spent about 40 years working throughout san francisco, i have seen it from

northeast, southwest, the rich and the poor. i worked in the neighborhoods that were disenfranchised and where bias was present and work there is still ongoing. thank you. >> vice president elias: and chief, before i give you an opportunity to respond, i would like to again thank the panelists for speaking. i think some of the ideas that you had were amazing. i'm going to ask that you leave your contact information in the chat or provide it to the commission office so we can make it available should the community want to reach out to you and further engage in the solutions. i think that john crew had an amazing recommendation and i would love to hear some of the benchmarks that you envision

trying to implement. mr. king, the body worn camera review is an excellent recommendation. i think the mental evaluation recommendation is a great one and others they presented as well. and as well as mr. pointer's analysis of deescalation recommendations. i think those are all great ones as well as the fact that the reality is that another issue that -- or recommendation i think is prevalent, the ending of pretextural stops. we need to seriously look at that and take an act on that

recommendation. >> i thank all the presenters for presenting their thoughts and ideas. some of those ideas are not new. so they are under consideration. the one thing i've said to the commission and i say to all of the presenters, there's a thoughtfulness and balance of balancing the impacts of whatever policies we end up coming up with, with really one thing not discussed in this discussion, safety of the community we're here to protect. when we look at the job of the sfpd and members in terms of crime, we have to be thoughtful about constitutionality and all that, and we have to be thoughtful about the impacts of policy. such as prohibiting enforcement on tinted windows.

some of the laws are there for good reasons and the reasons are safety. and my only ask of any of this, let's be thoughtful and balance about policy changes as best we can understand the impacts of the policies that we're putting in place are because sometimes there are unintended consequences that counter the spirit of what these policies are. and that's why i also ask for discussion and all the groups presented, you also have an open door to the police department. i thank director henderson for putting it together and we need to be able to work with these various members of our community as well and some of them that have presented, we do have great relationships in terms of working relationships but that door is always open. the san francisco police department is willing and we'll

listen to all ideas that will move us forward. we will move thoughtful and when we present to the commission, we want to know the impacts on the other side of it. i want to thank everybody for their presentations. >> vice president elias: thank you chief. i think it will be helpful once director henderson puts together the list to give the department an opportunity and the community to continue the discussions and get you the data you need in terms of how the recommendations will play out. i think mr. king had something to say. >> i just wanted to make a comment that i understand the spirit of what the chief just conveyed and i also think that in the way that crime or criminality is viewed, there's a focus on what the members of the public are doing, the civilians.

what about the crimes that are committed by the sfpd in terms of violating the constitutional rights of civilians and that going unaddressed. right? there's a way that in the system, in this culture and institutions, crime is legitimized in terms of you all are the authorities on who is committing the crimes but i grew up in a neighborhood and still live in a neighborhood where people's rights are violated and that's what we're dealing with. so to turn this in another direction, to talk about protecting the people in the neighborhood, i don't feel protected by police. i am with and around people, family members, other community members larger work i do in the community of black people who do not feel protected by the police. so which citizens are you referring to when you talk about

protecting citizens. because there are many black people who would agree with me. and that's why we presented here tonight. so i think i would encourage you to really think further and to understand -- to accept what you know as a black man living in america, i would encourage you to accept what you know to be true and not try to walk this objective line where you think you have to toe the line because of your role. we have too much data, we have too much empirical evidence, not just in san francisco but aacross the country. for you to not acknowledge that, to act like we're talking about some object -- some unimportant insignificant issue, it's unacceptable. i want to encourage you to be more empowered.

it seems weak. >> vice president elias: okay. director henderson, i think you had one final comment before we turn to public comment. we need to get to public comment. >> i was going to say i think i can shovel things around and i want to try to prioritize your request to get this to you before the end of this week, the working list. would you like a draft of the feedback loop? >> vice president elias: sure. >> great. i think that will go a long way with this as well. >> vice president elias: commissioner brookter had recommendations as well and i will be asking to put on the agenda the department's response to some of these to give them the opportunity to address them. >> great. >> vice president elias: thank you everyone for this discussion. i would ask you to stick around for public comment. so sergeant?

>> members of the public who want to make public comment regarding line item 5, press star 3 now. you have two minutes. >> hi, i'm gloria and i appreciate the presentations. i was really appreciating mr. king's presenting. i wanted to speak about commissioner byrne's comment about disparity and he mentioned the chp in oakland. i want to say that i would like to build a bridge with commissioner byrne and feel free to reach out to me to get to know more about the nitty gritty of what's really going on here in the city. i was born here in '69.

as far as disparities, go to any traffic court, san francisco, alameda county, you'll see nothing but black and brown people there in court. they're not stopping white people like us. even right next door, they stop at district 10 and park in the gas station and hide and anybody black and brown make a u-turn there, they stop and getting new revenue for the city. commissioner byrne, feel free to reach out to me. i'm elected member on the board i'm not hard to find. and i wanted to make another comment about what mr. king said about us not feeling safe. just last month, three security

guards and two police officers on me accused of stealing and instead of invoking the act on the soft call, they said it was a misunderstanding. >> clerk: caller you have two minutes. >> i appreciate every presentation. it distresses me that many of the presenters were forced to rush through their presentations. and this is the first time i think the community has really been able to present to you. i wish you had spent more time

listening to them. having them give their entire presentations, i can imagine that you're not going to have a chance to hear this again. it's just going to be forgotten about the community voices. i really hope you will relisten to the presentations and you will look at their presentations and really take them in. this is some powerful information and i think you should be reading it and understanding it. this is something that i don't think any of them are really getting. thank you. >> clerk: caller you have two minutes. >> i'm david and i'm a resident of district one and volunteer with wealth and disparity. i wanted to thank all the presenters for the effort they

put in. i thought everybody had great recommendations and i appreciated the question that director henderson asked, what are we going to do with the list. i think it's really important that we take these recommendations and look at them closely and we being the police commission hold themselves accountable. if you're going to the community organizations and asking us for our opinion, it's important to hold yourself accountable. i did appreciate vice president elias' commitment to review these quarterly. and i hope that the police commission follows up on that. and i thank all of the presenters and special shout out to mr. pointer who we have worked with. i appreciate how you represented our organization.

>> clerk: we have one more. good evening caller, you have two minutes. vice president elias, that is the end of public comment. >> vice president elias: i look forward to the continued conversation like commissioner brookter suggested when we bring it back, we hope to have you back with us to see the progress we made and updates on recommendations. thank you again. sergeant can you call the next item please. >> clerk: line item 6, public comment on all matters for closed session and whether to

hold closed session. >> would you mind indulging my brief public comment. i do not believe you should discuss in closed session item number 8b i am unclear why you would think a change in the policy on domestic violence is covered by the act. this department has publicly committed and told the department of justice pursuant to recommendations that it claims to have fulfilled that it is only negotiating with the poa matters that are mandatory under the act. mandatory subject to bargaining or limited to changes and policy

to change the fundamental working conditions of police officers and even if they do, are not fitting within the progressive. i have seen on policy after policy, this commission continuing to go in closed sessions to confer with labor negotiators on matters not covered by the act. you did it on the bias based policing general order and 5.03. and it is a violation of the brown act to go behind closed doors as a body to discuss policy matters that is a matter of law must be discussed publicly. perhaps you can ask for all parts of the conversation you have about that policy why it is a mandatory subject for bargaining. i appreciate what was said on the prior item about the department having an open door

to input but it doesn't feel open when the input goes behind closed doors for negotiations with the pao not covered by law. it is not consistent and significant deterrent to engaging with the department if you are giving them closed door veto power over what should be public conversations. thank you very much. >> clerk: that is the end of public comment. >> vice president elias: thank you. next item sergeant. >> clerk: vote whether to hold item 8 in closed session. action. >> vice president elias: can i get a motion. >> so moved. >> vice president elias: a second? >> second. >> vice president elias: thank you.

sergeant? >> clerk: (roll call) you have four yes's. i will t

>> hi today we have a special edition of building san francisco, stay safe, what we are going to be talking about san francisco's earth quakes, what you can do before an earthquake in your home, to be ready and after an earthquake to make sure that you are comfortable staying at home, while the city recovers. ♪♪ >> the next episode of stay safe, we have alicia johnson from san francisco's department of emergency management. hi, alicia thanks to coming >> it is a pleasure to be here with you. >> i wonder if you could tell us what you think people can do to get ready for what we know is a coming earthquake in san francisco. >> well, one of the most things that people can do is to make

sure that you have a plan to communicate with people who live both in and out of state. having an out of state contact, to call, text or post on your social network is really important and being able to know how you are going to communicate with your friends, and family who live near you, where you might meet them if your home is uninhab hitable. >> how long do you think that it will be before things are restored to normal in san francisco. >> it depends on the severity of the earthquake, we say to provide for 72 hours tha, is three days, and it helps to know that you might be without services for up to a week or more, depending on how heavy the shaking is and how many after shocks we have. >> what kind of neighborhood and community involvement might you want to have before an earthquake to make sure that you are going to able to have the support that you need. >> it is important to have a good relationship with your neighbors and your community.

go to those community events, shop at local businesses, have a reciprocal relationship with them so that you know how to take care of yourself and who you can rely on and who can take care of you. it is important to have a battery-operated radio in your home so that you can keep track of what is happening in the community around and how you can communicate with other people. >> one of the things that seems important is to have access to your important documents. >> yes, it is important to have copies of those and also stored them remotely. so a title to a home, a passport, a driver's license, any type of medical records that you need need, back those up or put them on a remote drive or store them on the cloud, the same is true with any vital information on your computer. back that up and have that on a cloud in case your hard drive does not work any more. >> in your home you should be prepared as well. >> absolutely. >> let's take a look at the

kinds of things that you might want to have in your home. >> we have no water, what are we going to do about water? >> it is important for have extra water in your house, you want to have bottled water or a five gallon container of water able to use on a regular basis, both for bathing and cooking as well as for drinking. >> we have this big container and also in people's homes they have a hot water heater. >> absolutely, if you clean your hot water heater out regularly you can use that for showering, drinking and bathing as well >> what other things do people need to have aren't their home. >> it is important to have extra every day items buy a couple extra cans of can food that you can eat without any preparation. >> here is a giant can of green giant canned corn. and this, a manual can opener, your electric can opener will not be working not only to have one but to know where to find it in your kitchen. >> yes.

>> so in addition to canned goods, we are going to have fresh food and you have to preserve that and i know that we have an ice chest. >> having an ice chest on hand is really important because your refrigerator will not be working right away. it is important to have somebody else that can store cold foods so something that you might be able to take with you if you have to leave your home. >> and here, this is my very own personal emergency supply box for my house. >> i hope that you have an alternative one at home. >> oh, i forgot. >> and in this is really important, you should have flashlights that have batteries, fresh batteries or hand crank flashlight. >> i have them right here. >> good. excellent. that is great. additionally, you are going to want to have candles a whistle, possibly a compass as well. markers if you want to label things if you need to, to people that you are safe in

your home or that you have left your home. >> i am okay and i will meet you at... >> exactly. exactly. water proof matches are a great thing to have as well. >> we have matches here. and my spare glasses. >> and your spare glasses. >> if you have medication, you should keep it with you or have access to it. if it needs to be refrigerated make sure that it is in your ice box. >> inside, just to point out for you, we have spare batteries. >> very important. >> we have a little first aid kit. >> and lots of different kinds of batteries. and another spare flashlight. >> so, alicia what else can we do to prepare our homes for an earthquake so we don't have damage? >> one of the most important things that you can do is to secure your valuable and breakable items. make sure that your tv is strapped down to your entertainment cabinet or wall so it does not move. also important is to make sure that your book case is secure to the wall so that it does not

fall over and your valuable and breakables do not break on the ground. becoming prepared is not that difficult. taking care of your home, making sure that you have a few extra every-day items on hand helps to make the difference. >> that contributes dramatically to the way that the city as a whole can recover. >> absolutely. >> if you are able to control your own environment and house and recovery and your neighbors are doing the same the city as a whole will be a more resilient city. >> we are all proud of living in san francisco and being prepared helps us stay here. >> so, thank you so much for joining us today, alicia, i appreciate it. >> absolutely, it is my pleasure. >> and thank you for joining us on another edition of building . >> (speaking foreign language.) >> i wanted to wish you a best

wishes and congratulations the community has shifted a lot of when i was growing up in the 60s and 50's a good portion of chicano-american chinese-american lived in north beach a nob hill community. >> as part the immigrant family is some of the recreation centers are making people have the ability to get together and meet 0 other people if communities in the 60s a 70s and 80s and 90s saw a move to the richmond the sunset district and more recently out to the excelsior the avenue community as well as the ensuring u bayview so chinese family living all over the city and when he grape it

was in this area. >> we're united. >> and growing up in the area that was a big part of the my leave you know playing basketball and mycy took band lessons and grew up. >> (speaking foreign language.) >> allergies welcome to the community fair it kicks off three weeks of celebrations for the year and let's keep everybody safe and celebrate the

biggest parade outside of china on february 11th go best wishes and congratulations and 3, 2, 1 happy enough is enough. >> i grew up volley ball education and in media professional contrary as an educator he work with all skids whether or not caucasian hispanic and i african-american cumber a lot of arrest binge kids my philosophy to work with all kids but being here and griping in the chinese community being a chinese-american is important going to american school during the day but went to chinese school that is community is important working with all the kids and having them exposed to

all culture it is important to me. >> it is a mask evening. >> i'd like to thank you a you all to celebrate an installation of the days here in the asian art museum. >> one time has become so many things in the past two centuries because of the different did i licks the immigration officer didn't understand it became no standard chinese marine or cantonese sproupgs it became so many different sounds this is convenient for the immigration officer this okay your family name so this tells the generations of immigrants where they come from

and also many stories behind it too. >> and what a better way to celebrate the enough is enough nuru with the light nothing is more important at an the hope the energy we. >> (speaking foreign language.) >> relative to the current administration it is, it is touching very worrisome for our immigrant frames you know and some of the stability in the country and i know how this new president is doing you know immigration as well as immigrants (fireworks)

later than you think new year the largest holiday no asia and china those of us when my grandparents came over in the 19 hundreds and celebrated in the united states chinese nuru is traditional with a lot of meaning. >> good afternoon my name is carmen chu assessor-recorder i want to wish everything a happy new year thank you for joining us i want to say. >> (speaking foreign language.) >> (speaking foreign language.) >> i'm proud to be a native san

franciscan i grew up in the chinatown, north beach community port commission important to come back and work with those that live in the community that i grew up in and that that very, very important to give back to continue to work with the community and hope e help those who may not be as capable in under serving come back and give

>> shop and dine in the 49 promotes local businesses, and challenges residents to do their shopping within the 49 square miles of san francisco. by supporting local services in our neighborhood, we help san francisco remain unique, successful, and vibrant. so where will you shop and dine in the 49? >> i am the owner of this restaurant. we have been here in north beach over 100 years.

[speaking foreign language] [♪♪♪] [speaking foreign language] [♪♪♪] [speaking foreign language]

[speaking foreign language] [♪♪♪] [♪♪♪] >> hi, you're watching "coping with covid-19." today i'm going to the grocery store.

now, i'm not an authority about the virus. i'm just showing you what i'm personally doing. to find out the most definitive and up-to-date information about the pandemic, i highly recommend the f.a.q. available at sf.gov. i'm taking a list and before i leave i put a sanitizing wind and pair of gloves into a plastic bag. i'm wearing a mask and taking the smallest number of items with me. just my car key, credit card, i.d. and the batching i'm not taking my phone with me. even if i use it to pay, i either have to touch the p.i.n. pad or sign the screen anyway. i'm concerned about cross-contamination. i don't want to transfer the virus from my gloves to the phone and then to my face. whin i get out of the car, i put on my gloves and get a grocery cart. the essential workers at my store are doing a great job. they're sanitizing every cart and limiting the number of shoppers. having a cart can help you

protect your space. in this store, there are two new science on the floor. one's directional to encourage everyone to take the same route around the store. the second is to remind shoppers to maintain a safe distance from each other. when i'm done shopping and ready to pay, i stand in line at least six feet from the shopper in front of me. after unloading my car at check out, i go past the cashier and pack my own bags. that is one less person touching my groceries and less of a burden on the store's employees. i thank the cashier and leave the store. on my drive home, i'm careful not to touch my face. i leave my outside shoes on the porch and as soon as i get through the door, i wash my hands for at least 20 seconds. next, i wipe down my debit card, i.d. and car key. and then i wipe down the front doorknob, clean the sink taps and wash my hands again. i wash my vegetables in cold water and remove the package aing from my proteins and other items.

i leave the nonperishables in my garage for a few days unless i need them immediately. my refrigerated items get a quick winddown to be on the safe side and, of course, i wacker my hands again. here's a quick recap of my visit to the grocery store. that is it for this episode. i hope you found it helpful.

>> thank you to i think the members of the board of