. >> president cohen: you'd like to call this meeting to order. mr. clerk, please call the roll. >> clerk: [roll call] president cohen, you have a quorum. we also have chief scott from the san francisco police department and paul henderson from the police accountability.

>> president cohen: that sounds wonderful. i appreciate that. let's go ahead and begin our meeting with the pledge of allegiance. ladies and gentlemen, if you're physically anal, please stand and put your right hand over your heart and pledge. i pledge allegiance to that flag and to the united states of america and to the republic for which it stands, one nation, under god, indid i divisible with liberty and justice for all. dj, it's good to have you back. i hope your vision is back with you. i would like sergeant youngblood to call the first item. >> clerk: line item one. general public comment. >> president cohen: all right. thank you. >> clerk: at this time, the public is now welcome to address the commission for up to two minutes that do not appear on tonight's agenda but within the subject under police

commission. under police commission rules of order nor commissioners are required to respond to questions by the public, but may provide a brief response. comments and opportunities to speak are available via phone by calling (415) 655-0001. access code 146 6 z6 6333. press pound and then pound again. dial star three to submit a comment. you may submit public comment in either of the following ways. e-mail the commission at sfgov.org. or the u.s. postal service located at 1235 sfranz, california, 9458. if you'd like to make a public comment at this time, please press star three. we have a number of public

comments. good evening, caller. you have two minutes. >> hi, my name is ben paul, i volunteer with felecia jones. tonight we have a conversation about joel babs who brought allegations of racism at sfpd, allegations that were largely sustained by the d.h.r.. so we're asking the police commission what they can do in law enforcement. we don't want them to join with the police department and its delusions it's not racist when it's been shown racism over and over again and targeting whistle blowers. sfpd was ranked in the five most ranked police departments in the nation. reported its ninety-sixa, a

black san franciscan is over ten times for likely as a white san francisco to be arrested and use of force and this degree of anti-blackness continues unchanged since twoingt. thank you. >> clerk: thank you, caller. good evening, caller. you have two minutes. >> hi, good evening. my name is carolynn goosen and i'm with the public defender's office. thank you all for being here. i wanted to comment on the early intervention system, first quarter report that will be discussed tonight. as you know, this is a system that's created red flag alerts for officers who are exhibiting potential patterns of behavior that could lead them on a pads to misconduct including the use of force and the indicators that we use are three use of force incidents in three months or three d.p.a. complaints within six months and there are a few others as well.

in the first quarter of 2021, there are 90 ei.s. alerts for officers. i hope we learn about the six officers who each received three alerts in the first quarter and why it seems none of them had an intervention opened. i hope we learn about each of the officers had two alerts and why none of them seem to have any interventions opened. alert for the 22 administratively closed. why are these closed? and also, why is the mission station the one that had the motion officers that have "alert" next to their name. there needs to be interventions associated with the collection of this data, and so far it doesn't seem to be resulting in a high rate of interventions officers to avoid falling into the type of policing that the public has again and again objected to and that has caused

harm in our communities. i hope we hear tonight about what kind of system is being considered to modify or replace c.i.s. so that the 25% of the alerts aren't brushed aside and not detecting a pattern or coming too soon after a previous alert. thank you so much. >> clerk: thank you, caller. good evening, caller. you have two minutes. >> hi, my name is kit hodge. i'm also with the core team of wealth and disparities. tonight, we'll be discussing officer joel babs. back in 2016 we did a press conference with officer joel backs after he witnessed numerous racist incidents at sfpd and reported them. recapping some of the alarming allegations. human resources determined that that was being targeted by the police department for taking a stance against racism. has a long history of corruption and anti-black

racism including towards his employees and felecia jones. ms. jones works with the sheriff's department. today, officials objected no consequences and the recently proposed sheriff's department was approved but accountability measures related to the complaints by committee members as proposed budget. nationally and most racist in terms of arrest and use of force. what is the police commission going to do about this. such as that reported by joel pabs and allegations began. here we are seeing sfpd's claims about one officer addressing systemic racism throughout the department is reported by officer pabs. the police commission. please explain why the police commissioners never address allegations in 2017 about racism that impacts our entire

city the second time the sfpd's allegations against the whistle blower in 2019. thank you. >> clerk: thank you, caller. good evening, caller. you have two minute. >> my name is susan buckman. i live in district 5 and work with a core team of wealth and disparities in the black community founded by at thelicia jones. we are working for justice and policing in san francisco since 2015. last month, there were more than several community voices invited to make recommendations for the police commission and how to create a more racial. they volunteered their valuable time to produce these recommendations because they were as incredibly important to

them and to the people they represent. these presentations reveal the common theme as to what we are lacking in san francisco. accountability and consequences. accountability in the form of regular reporting and audits and consequences in the form of appropriate punishment for unfit behavior. there's one officer still on the force and policing emissions who killed a black child. 15-year-old darius gains. he brutally beat another and later he shot a latino man in the back as he fled in the middle of a crowded street. this officer, joshua cavito is known as a brutalizer against black and brown in san francisco. who has racked up numerous complaints about racist violence, how can things ever improve. what is the time line for enacting the registers made to the police commission last month and both director

henderson and jermaine jones noticed there's a pattern and having them disappear into a black hole. do you have the will to finally break the pattern and take action? thank you. >> thank you, caller. good evening, caller. you have two minutes. >> good evening. my name is jean richer. officer babs made a whistle blower complaint about racism in 2017 which was supported by dh.r.. officer pabs' 2018 complaint can be found on the court website filed october 3rd, 2017.

in that complaint regarding the d.o.j. community oriented policing reforms process, a lieutenant told officers during an october 2016 morning lineup, the d.o.j. cannot say the police are racist. they have to acknowledge the problems in african american communities unquote and also quote, you are saying cops are racist, but maybe blacks are out of control. they are murdering people at a higher rate, unquote. and another, african american people commit more crimes, unquote. during that same morning lineup, slgt tom allegedly said, quote, the black people you're stopping are doing something wrong. babs complaint sites d.h.r. findings that sergeant did retaliate and the d.h.r. found that an officer subjected pabs to racist behavior in the

workplace. the d.h.r. found that pabs complaints are valid. so where's the action on the part of the police commission within sfpd or are sfpd and the police commission only interested in allegations against the whistle blower and not in the whistle blower report which in many respects has already been validated. thank you. >> clerk: thank you, caller. good evening, caller, you have two minutes. >> i am with the corps team of wealth and disparities founded by felicia jones. tonight the police commission and san francisco police department will be discussing officer joel babs, a black officer who's been with the sfpd for over 27 years. after pabs witnessed numerous racist incidents and reported them. last month, we shared an

alarming number of complaints. during a time when the federal department of justice had just come to investigate years of racism and killings of primarily black and brown people of san francisco. pabs' story can be found on the sf supreme court website filed october 23rd, two thousand seventeen. one officer remarked about a black woman and i quote, she's got a great body, she's the only black woman i'd do, unquote. pabs was told about chases and beatings by black citizens who have done nothing wrong. that was just one tale told by lieutenant payne who boasted about chasing black citizens in his car while in the bayview and also bragged about punching a woman in the face, knocking out her tooth and breaking her finger and i quote, like a

fucking twig, unquote. anti-black disparities and use of force, arrests and stops are the same now as when the sfpd started reporting race back in 2015. we further demand the ongoing disparity made by joel pabs as an incider including and among the command staff be considered as racial findings. ongoing systemic black racism within the department, the type reported -- >> clerk: thank you, caller. president cohen, that is the end of public comment. >> president cohen: great. thank you. please call the next item. >> clerk: line item two, consent calendar. receive and file action. family code 6228 quarterly report. the items on the consent calendar are routine and considered consent only.

please advise president cohen you would like to place them on the future agenda for future discussions. >> president cohen: all right. any discussion on the consent calendar, colleagues? all right. we will continue moving forward. thank you. please call the next item. >> clerk: line item three reports to the commission. discussion. chief's report. weekly crime trends. provide an overview of the offenses occurring in san francisco. planned activities and events. this will include a brief overview of any unplanned events or activities occurring in san francisco. commission and discussion on unplanned events on activities the chief describes will be limited to determining whether the calendar for a future meeting. >> president cohen: thank you. >> commissioner brookter: president cohen, do we need public comment? >> president cohen: i believe we do.

public comment on the previous item. >> clerk: for members of the public who would like to make public comment online item two, please press star three now. president cohen, there is no public comment. >> president cohen: all right. great. thank you. we can move on. you've already called the item. so let's hear from the chief. welcome chief. >> thank you, president cohen. good evening commission and executive director henderson and members of the public and sergeant youngblood. i'll start this week's report with the crime trend for the week and year to date actually. violent crime, we are at a -5%. and homicides we are down -- or up i'm sorry two which is an 8%. 24 last year, 26 this year. rates were down by 21%.

116 last year versus 92. this year robberies down 12%. 1332. 1176 this year. we're up 4%. 1123 last year and 1165 this year. in terms of property crimes, the good news is we are continuing to tick down with our year-to-date burglaries. we're down to 2%. as you recall back in march, we were up over 50%. so that victimization is coming down. so we're happy to report that. that 1%. arson is up 14%. 159 last year compared to 182 this year. and overrule theft is down 5%. 4,630. 13,914 this year. within that theft category, auto burglaries which we are up 14% from this time last year

when we compared that increase this year's increase to 2018 and 2018, we're done 3% from where we were in 2019. and we're down 31% from where we were in' 2018. >> you're muted, chief. chief, we can't hear you, chief. >> how about now? >> now we can. >> okay. i'll go back to the gun violence. we're up 92% year to date. we have 105 shooting victims this year compared to 15 last

year. homicide gun related homicide were up 15 last year to 20 which is a 33% increase. our total gun violence with consistent with shooting victims up 92% which is alarming and if there is any good news in this is that it is down percentage wise from where we were a few months ago. so we will continue to work on strategies that we have introduced to the commission and the public and we're hopeful we can bring this down. and tenderloin. most significantly, we have tenderloin and we each have 19 compared to 12 in bayview. 32 compared to 24. the rest of them are small

increases, southern only had two where they were this time last year. northern only has four this time last year. park, one above and angleside is 5 above. nonetheless, they are still increasing the shootings and they are a concern. a major significant incident. we have four shooting incidents in this reporting incident on the 5th of january. we had an incident at 6:05 in the morning. our victim was engaged in narcotics sales that led to a burglary. an argument basically and then escalated into a shooting. a victim suffered gunshot wounds to the abdomen and fingers and is expected to survive and is in stable condition at this time of the report. we do have followup information at this point in that case. on the 6th of july at

11:02 p.m., on treasure island at north point drive gateview avenue in the southern district a a 15-year-old victim was struck on a muni bus a a bullet. he did not see or hear anything at the time of the incident. the bus driver advised that he did not see the actual shooting, but saw a vehicle drive by at the time of the shooting. we do have video that was

retrieved from the area of the bus and there are no suspects in custody at this time. our victim was transported and after the point of the report is in stable condition and is expected to survive. on july 9th at 8:45 p.m. mancel and visitation in the angleside district. an 18-year-old male when he heard a loud noise, he didn't notice he had been shot. he then transported to the hospital with a gunshot wound to his lower extremities. he is in stable condition and is expected to survive. the investigation has suspects. the victim didn't see just heard the noise and we are following up on that. on the 11th at 11:08 p.m. at 23rd and mission, in the mission district, a 33-year-old victim was on cap street parking his car when three subjects approached. one subject asked him, quote, where are you from? the suspect then shot the victim through the passenger side of the car and shot him in the lower extremity.

the victim is transported and is in stable condition. that also still is under investigation with no suspects apprehended on that case. in terms of strategies, we are continuing our deployment in the bayview on 3rd street and that's increased by a few officers over the last week or so. we actually had a fairly decent week reducing shootings over the 4th of july holiday and thanks to the help from the community, it was a good week and we want to continue that movement in a positive direction. so 3rd street has increased deployment. in the northern district, the officers are focusing on burglary operations with high visibility deployment in the square area. fine arts where we've been having car break-ins where deployment in those areas are deployed at union street, chestnut street and in the civic center and haze valley. those deployments are rotating, but it will be consistent. we just move officers around and hopefully so we're not predictable. in the richmond, we continue to

investigate auto break-ins. focused on the park area in honor of ocean beach. bicycle units have been deployed. high visibility particularly on the weekends in the golden gate park. and the district station also has to be deployed to village and gary boulevard. in the park district, advanced car break-ins have been the focus. we've also responded to stunt driving during the wi wee hours of the night. in the areas where these sites have been noted. with these are using heavy deployment. we also put a fixed post along hay street in the rose triangle where we've had some issues with car break-ins and other

street level crimes. now back to firearms and just to wrap up the report. ghost guns continue to be a problem for us. at 115. we only had 164 for the entirety of last year. so at this rate, we're going to exceed that. we've confiscated 550 guns year to date and the majority of those were in the metro division and actually the majority of those are in the golden gate division. we've had an increase in our overall seizure of 7% year to date. hate crimes for the week, we've had 35 total hate crimes and

this is according to the uniform reporting hate crime which the crime is motivated by prejudice. 35 incidents as of july 4th which was the closure of the reporting period for this report. 13 of those have been against asian americans. three against latino. six against jewish residents. four against lgbtq. i'm sorry one against lgbtq. one against a white resident in five where anti-nationality type of incident and four were anti-gay homophobic type of incidents. our community liaison unit for

victims who suffer these types of crimes and we'll continue to be there as a resource. a couple of other significant incidents, we had a prejudice based incident. the victim who was asian american was approached by a subject on a muni bus. the subject started yelling at the victim. the subject then removed the face mask and told him to go to china town and bumped him in his chest. the victim the investigation upon further interview of the victim and witnesses was determined to be prejudice base and will be listed as a hate crime. that investigation is still

under investigation. and we had a victim at northern and southern. a victim was walking inside a crosswalk when a vehicle actually bumped into the driver and he accelerated and made contact. there were the victim of leave had been motivated by prejudice or hate. that is still under investigation but it is being investigated with scrutiny. that was unprovocaled and those are the significant incidents as far as major events, the giants are out of town this week. all star break was the last couple of nights and stone

grove is a good way to get out of the shelter-in-place with covid and those are every sunday. we are deployed at the stone grove festival. have not had any issues, a lot of family fun, good music. there will also be live streaming options for those that want to watch from home and that has been coordinated by rec and parks. there's nothing to report as far as domestic terrorism and that will do it for my report this week. >> president cohen: thank you very much. thank you for the report out. vice chair elias has a question about the crimes that you presented tonight. >> vice president elias: thank

you, sorry. i was muted. chief, i just wanted to ask, i know that when you're doing the crime stuff and you compare them, you're comparing them to last year which is an anomaly year. what do the stats look like compared to 2019 or 2018 given that last year was the pandemic and unusual? >> therefore, the most part we've seen increases 2019. part of what we believe is this time last year, there just weren't as many people out. so we had fewer car break-ins and now we're up from last year, but when we look at a trend overtime, 2017, car

break-ins was an all-time high for our city. 2018, 2019 when we look at burglaries, burglaries are up compared from 2019 to 2018. 2018 is 30% up. when we look at homicide, the trend is going back to 2016 we're pretty significantly below where we were this time 2016. 2018 and two thousand nineteen, we're up from those two years. so it's not a significant increase with homicides but we're up from where we were the last two years. slightly not significantly from

last year. so when we go back four years, five years, we're actually not that far off from where we were. thank you for asking the question. we looked at that overtime. i think it gives a much better perspective. assaults are down, robberies are down and even when we look at 2019 in those areas, we're doing better than we were than a couple of years ago. >> vice president elias: i have a followup question. my followup question is that within the fluctuations of the crime statistics, you reference 2017, 2016, so on and so forth. there's a lot of fluctuation.

but the one thing that's been consistent has been our staffing level. so how do you rationale the fluctuation in the data when the stat levels have been constant? >> well our stats level haven't been constant. we are as far as full duty, we are lower than we've been in several years. 2016 and 2017, we were going -- that was toward the in the midst of the accelerated hiring plan. 2017 before i was appointed but in 2014, our deployment went up for several years and now it's starting to go down. so staffing levels had actually gone down in terms of operation, we are lowest we've been in a year. now, we've moved things around to try to compensate for that.

we sat down some units over the last couple of years and that's part of doing business and you have to make those adjustments but it has not been a constant. some things where i think the crimes are really impacted the most by our ability to put officers out in areas where we're having issues on robberies. we saw in the tenderloin where we recently until about a month ago upped the staff. robberies have reduced almost 38%. i'm not saying that is the sole reason, but having those officers there during the peak hours. this is pretty tried and true when you put officerings out there and they're able to be up. people that are going to break into cars and eventually find cars to break into, it makes it

hard. now's the time where people go elsewhere. you kind of keep people that are doing that activity off balance and you can mitigate the number some and reduce the numbers. it does make it more difficult. our staffing has been sticking down in the last couple of years. hopefully we can stabilize it. >> president cohen: all right. i want to go back and follow up on the report you made last week regarding thefts in purses and items and neman marcus and after reviewing the reports on the incidents, it appears that the incidents may be part of an organized criminal activity and not just one off incident. the neman marcus incident was part of a media report where sfpd scott ryan quoted saying people seen in the video are

organized criminals real real in fashion style. and the california retail they reported that three of the top 10 cities for organized retail crime are in the state of california and los angeles ranks number one. san francisco ranks number five and sacramento ranks number ten. and i just wanted to just note for the public that assemblyman reggie jones sawyer from down in california has introduced a bill called ab 331 that would

extend until january 1st, 2016, the california highway patrol task force on organized retail crime. and the new promotion contains $5.5 million to fund on all retail organized crime. so i've got three questions. first, is sfpd participating in the chp organized retail crime task force? >> yes, we are, president cohen. >> president cohen: thank you. and without disclosing any investigation technique, can you report on the coordinated response on retail crime including on the ground intelligence? >> yeah. so we've had some good outcomes with the organized retail crime task force of approximately

$10 million of stolen property. probably a little bit more than that arrests have been made in large amounts of cash. stolen from merchandise and we've had some success. we have investigators in the task force. when the governor and his team put the task force together. so it definitely added to what we're doing. in one operation alone the task force seized over $8 million in property. and property from some of our big chain retailers, the ones that have been in the news lately target and that was one operation. warehouses, so definitely there's value there with the task force. so i'm very happy that the

governor, the state assembly has pushed this bill forward because july 1st of this year, the funding ceased. so whenever that bill gets signed. hopefully we can get the task force going. >> president cohen: question number three, does the department work with the retailers to rapidly post descriptions of the types of high-end retail items such as purses and handbags to online secondary sellers and to the public? >> the department does and the task force does as well. i think what gives me hope, i believe there's more we can do. their team of lost prevention and security experts. i've been to some of those meetings along with some of the people that actually do the

work on the ground. so we had to think of new ways to go about this. >> president cohen: that's good you already have a established relationship. online secondary sellers. to help with the investigation and ultimately the prosecution of the criminals. i have no other questions. thank you. colleagues, is there anyone else. commissioner brookter, are you nodding your head no? okay. commissioner yee. >> commissioner yee: no. >> president cohen: all right. we will move forward then. okay. sergeant youngblood it looks like we're going to hear the director's report from d.p.a. >> clerk: gem. just one more thing online item two, we still needed a motion in order to file.

>> president cohen: a motion to file? okay. i make a motion to file is there a second. >> commissioner brookter: second. >> president cohen: seconded by commissioner brookter. please call the roll. >> clerk: on the motion to file family code 6228, [roll call] >> president cohen: thank you. and for item four -- i'm sorry. we don't need to take public comment, right. on its entirety. okay. i'm going to turn it back over to you. >> clerk: line item -- returning back to line item three, dpa and director's report. whether to calendar any of the

issues raised for future commission meeting. director henderson, you are muted. >> i know. i like to start off my report every week with that to make sure everyone's paying attention and leans in to hear what i have to say with these pearls of wisdom. all right. let me jump in again with my report. and i will try to get through this quickly. i know we have a lot on the agenda. we are currently at 413 cases that have been open so far this year and we have about 278 cases that are pending in terms of sustained cases. we are at 28 this time last year, we were at 21 cases whose

investigations are still ongoing after nine months. there are 28 of those cases. this time last year, we had 33. in terms of cases mediated, we've mediated 20 cases this time last year, we had 23 of the case that is are past nine months of open investigations, more than half of them have been pulled. i will anticipating a question that came in as a comparison not just from this year, but from the previous year as well. i'll talk about some of the increases and all of that information is also going to be available on our website as well week to week, month to month, quarterly to quarterly, and annually to annually as well so you can see the dip in trends across all of the statistics i'm giving this evening. in terms of since we last met, dpa's received 28 new cases

with a total of 33 allegations. 13% of them involved officers who spoke to or behaved inappropriately. 9% of them involved an officer driving properly. 9% involved officers who failed to take required action and 17% are new complaints with further investigation needed to determine the specific allegations. the annual report will appear later on in the agenda and will go more in depth as to what's gone on over the past year. in terms of outreach on the 7th of july, we worked with a joint presentation where the san francisco public defender's office intern joined our d.p.a. speaker series. our guest that day was the president of the board shaman walton who spoke about his career journey and specifically

related to public safety provided in the bayview community highlighting things that have happened and taken place during the pandemic and shifting focuses from his office. next day, july 8th, d.p.a. participated in the megablack open city discussions on the and also participated in a second commission meeting addressing employment opportunities for creative officers from disenfranchised communities. there are two cases from d.p.a. that are in closed session this evening. i think they're items 9a and on the agenda coming up later on in this meeting is the annual report and we have a presentation on the annual report as well.

tonight, in case there are issues that come up involving d.p.a. is senior investigator. folks can contact the agency directly through our website/d.p.a. and the phone number where we can be reach 24 hours a day is (415) 241-7711. and that concludes my presentation just for updates for the week. >> president cohen: thank you for that presentation. colleagues, do you have any questions for the director? all right. i have no questions either. no notes. no questions for you. colleagues there's a high level summary that the director sent over to go over the annual

report. >> yeah. >> president cohen: okay. that's it. thank you very much. appreciate it. >> clerk: continuing online item three. commission reports. commission discussion will be limited to determining whether to calendar any of the issues raised for any commission meetings. commissioner president's report, commission report and identified considerations. action. >> president cohen: thank you very much. just to reconsider i'd like to respond on sfpd's including the department future's plan to address organized retail crime. i'd like a report out about the organized retail crime, what's

happening with the meeting with c.h.p. thank you. are there any other commissioners? commissioner brookter, i see your name. >> commissioner brookter: yes. thank you, president cohen. mine's actually in line with what you and vice president elias were kind of alluding to earlier on she kind of felt this would be the place we could ask and talk about what it looks like. we want to look at staffing of the department overall especially as we kind of pout of covid and this new variant that's out there, but just thinking about what the structure of the come part to look at the actual structure of the department as it pertains to some of these various departments that we have on the ground. we'd love to get a report on that. we can work with president

cohen on what that necessarily looks like, but just some sort of staff and what are our plans in terms of new academies coming down the pipeline and recruitment as well too in the future. >> president cohen: sounds good. commissioners, any other commissioners? all right. seeing none. we will continue to move forward. the next item, please. we'll need to take public comment on this item and then we'll take action. >> clerk: public comment. for members of the public that would like to make public comment regarding line item three, please press star three now. president cohen, it appears there's no public comment. >> president cohen: thank you. let's call the next item. >> clerk: line item four. presentation of the early

intervention system report. 1st quarter 2021 discussion. >> good afternoon. can everyone hear me? okay. stacy, will you be able to put up the slides? >> clerk: yes. i'll put it up right now. >> i'll start while he's putting up the slides. good evening commissioners director. i am the captain of the risk management office and i am standing in for commander o'sullivan today for the

presentation on the early intervention system 1st quarter report. switch to the next page, please. so the early intervention system is a system that identifies members who are exhibiting potential at risk behavior and it's a tool provided to officers before they are involved in a problematic event. in this particular slide, i'd like to point out the second paragraph on this slide. i know the previous public comment, there is a comment about certain members that might be listed in this report and they're not listed by name and we are unable to release the names of those officers or the particulars of any investigation per police officer bill of rights and under 832.seven of the penal code. so i just want to point that out. next slide, please. luckily, the early intervention

system, i have a great team. it's lieutenant perra, sergeant tarwin navol. next paragraph. so so as i said previously, early intervention system identifies members who are exhibiting potential at risk behavior. provides officers with resources and tools and i also want to say supervisors and front line tools to help identify and assist officers for ensuring police what it's

it's generated when a certain member reaches a certain amount of indicated points within a period. we used our management tool which will alert our sergeant noval when alerts are produced. those alerts are then gathered by sergeant navol and they are released every other month and sent out to the appropriate district station or unit. next page so as you can see, indicators include things such as use of force. vehicle pursuits, on duty collisions indicators we use.

they are part of a threshold system if you receive a certain number within the time period it will create an alert. these are other associated factors where they can consider when they're revealing an alert with an officer, next slide. so the thresholds for that would trigger an alert is if an officer is involved in an officer-involved shooting, that's an automatic alert. there is three plus uses of force in a six month period and

four d.p.a. complaints within a twelve month period. next slide. this is a complicated flowchart in how an alert is activated. it could be formed or it could be administratively closed. it's a good representation of how our alerts go. next page. so for the first quarter, there was a total number of indicator reports from quarter 120, 21. there was a 32.8 decrease.

twenty-one quarter one 2021. total number use of force indicator points decrease 15.one% from quarter one 2020 to quarter 2020, to 2021. and the department of police accountability decrease from quarter one 2020 to quarter 2021. and this is a break down of types what has indicated alert its. so for example, when you have use of force in three months, there's about 37 of those. so we have a total of about 90 alerts for the first quarter of

2021. next slide. data from the members received alerts. this is the slide that i referred to earlier that we want be able to get into what triggered these alerts, but we have forty-six members had one alert. and six members are three alerts in the first quarter. next slide. here's a break down of alerts by district station and i wanted to point out the .5, the reason why there's a .5 in some of these alerts, officers transferred from one station to another station. next slide, please. this is the same chart, but this is for specialized units.

and so the disposition, 52 alerts were sent for review. 22 were administratively closed by e.i.f. and then there was none. sorry. was there a question? >> this is the list of indicator points by district stations. same points but in a bar

format. next slide, please. and the indicator points but in a twelve month period and so we have a list of violent crimes per district station and then alerts for district station and indicated points for district stations, but we don't do any analysis of correlation between violent crimes and alerts and indicator points. next slide, please. so, currently, for this quarter, we have one open intervention and then outside engage: so we have forty-four counseling. ten formal counseling and nine performance improvement plans and that's, you know, the site

of e.i.s. alerts. and that's my presentation. >> president cohen: all right. thank you very much. commissioner hamasaki. >> commissioner hamasaki: sorry. i was muted. thank you president cohen. good evening. so we had a pretty comprehensive hearing on this probably in the last year we had talked a lot about potential challenges with the system as it existed then. do you have a longer discussion? >> okay. so you're talking about

thresholds versus data analysis. >> commissioner hamasaki: yeah. i mean, at the end of the discussion what we came up with was that there was concern that wasn't really zeroing in on the behaviors and then setting up interventions that could help. i think at the time, the single intervention was for being late to work as opposed to general concern. obviously, we should all be on time to work. genuinely i think what we're more concerned about is by policing or things that really could impact the community and departments representation in the community and so we talked about i think there was a discussion because there was one there was like a system and

sorry to dump this on you, but. >> sorry, can you repeat that. >> yeah. who presented -- is there somebody who generally presents on this. >> commander o'sullivan. >> commissioner hamasaki: yeah and he talked about a more data driven system. >> yeah. so i'm happy to say that our i.t. division and our budget division is kind of like in the final stages of acquiring a system that will be a data driven system as opposed to a threshold system so i don't want to say the name just in case something goes haywire.

so a data driven system will be able to take better information and anlz where an officer it will take that data analysis and compare it to similar officers. we don't want to be in the business of comparing having a foot beat officer walking in west portal and hopefully this data analysis will be able to, this company will be able to provide that analysis for us and then hopefully this e.i.f. using this data analysis will be able to let us steer those officers to appropriate interventions such as, let's

say like for example if we have a run on public courtesy, you know, we could get to a certain place, we could get that officer to the appropriate training like through posts to attacks and communications class. but i'm hoping this system. >> commissioner hamasaki: yes. i think in our discussions before, we really kind of dug into the different systems. it seemed like that was a system that had kind of more acceptance or credibility. i figured we had some reports and studies on that. that's good to hear. that was kind of the hope was that we will be able to acquire one and it sounds like things are moving along. so that's very positive to hear. can you tell us if there's anything that we've learned or

take-aways you know, is coming up more or is it kind of. >> well, i kind of touched on it in my example, but it's a public courtesy. so that is something i was discussing with sergeant navol today during the presentation. public courtesy is something that's popping up more for alerts. >> commissioner hamasaki: okay. and you're getting a lot of alerts but they're not necessarily -- they're being dealt with through informal counseling or how are they being dealt with? >> so the alerts would be to the e.i.f. not an investigation, but an e.i.f.

review. an informal counseling would be something that's outside of an e.i.f. alert. e.i.s. is a great system, but nothing takes the place of our front line sergeants and supervisors. so an informal counseling what should occur is if an officer has proper supervision and a sergeant sees that this officer is like using courtesy with taking at the front counter that sergeant should be taking that officer back having what's called informal counseling to get them to change, to, you know, change the pattern of behavior before it becomes very problematic. and the e.i.s. review, that means that officer has three complaints within the appropriate time period and sergeant an example would be or how i would do it conducting my review and i would put them on

a performance agreement. >> commissioner hamasaki: okay. do you know if there's anything within the new system where it will be able to take into account the information. >> commissioner hamasaki: okay. thank you. i appreciate the report. thank you, president cohen. >> commissioner brookter: if i may, president cohen. really to follow up on commissioner hamasaki's great point. captain cota, when do you think we can get a presentation or when do you all feel comfortable and will be able to have some dialog about this new system which i'm extremely happy to hear about. when we looked at the

complicated flowchart. so it will be good to see a new system. so, yeah, is there some time line on that. i know i'm happy to hear budget for it. president cohen has been very pressing about technology so good to hear it's in the works. >> i would hope september but, again, that relies on the approval there has to be integration with our current systems. i'm not the computer guy. luckily, i have a great team. so i couldn't give you a definite time line. we might be able to get a presentation with, you know, the presentation that the company made to us, but i don't

know if you would prefer to have a presentation where we have actual data from us. >> commissioner brookter: sure. no. even just hearing it in september. i'm not holding you to it. just to know that it is in the works. the system is currently a little bit wongy. so just good to hear that things are in place and that things are in the pipeline. i know that we get that thing in the pipeline, we can push it forward. >> president cohen: commissioner yee, commissioner byrne, do you have any questions? >> commissioner yee: yeah. my question is regards to the program that i guess you're air

marking for. i guess you have tried out the system is that correct? >> if i'm not mistaken d.p.a. might have dabbled in looking at it as well. >> commissioner yee: i guess my question it's, you know, how would you say it's universal where d.p.a. and also get into it or other agency.

>> it's officer personnel records. >> commissioner yee: i guess, you know, city auditors can take a look at it or challenge on there where it's transparent where we can say, yes, it works. i guess in the past it's just into san francisco police department and boom and to that specific provider and any upgrades, you paid a premium thereon. you know, where other companies and shows. so we don't get it's just a one shop deal. that's what i'm looking at see if it's flexible with other programs. >> right. i'm not with officer contract

appropriations, but it's my understanding that it would be for five years and then update it at the end, but don't quote me on that. >> commissioner yee: okay. i'm good with that. >> director: commissioners, can i say you raised an issue that we had talked both with the department and with the agency about predetermining what information is going to be shared and how it's going to be shared. this was also raised at the board of supervisors when they were talking about the budget d.p.a. had requested that part of the budget contemplation includes whatever technology resources will be necessary to implement for best practices for the sharing of information as well. so those are ongoing conversations, but we have started already trying to

anticipate that issue to make sure that we're all on the same page about when the data's collected, how it's going to be shared and what's going to be shared. >> president cohen: okay. is that all? okay. thank you. you left us wanting more. >> director: yes. that was it. >> president cohen: okay. no problem. i had a couple questions. i wanted to know how will the e.i.s. related to the proposed related to the proposed bias dash boards. >> yeah. >> president cohen: i see cindy nodding her head. will potentially bias behavior be used in e.i.s. or will a system be established to manage

those? >> i'll take that one. so the good part about it is is as we integrate data, the system that we're looking at has some flexibility and a lot of it depends on the types of data that integrated and how that data's used. for instance, if we're just putting in a stop, that's a different story looking at a different complaint which is usually in the e.i.s. system. i think they're two kind of different things, but we have some flexibility because the system, once we integrate the data, we can con figure things to work for our department. i think that's a work in progress. we just started at stage one of our dash board, but that's a work in progress, but those conversations with our new director of technology, director rich mckenzie, she's having those conversations

right now in our team, so yet to be determined, but definitely something we are looking closely at to look at the capabilities of what the system will be. >> president cohen: so you do recognize that there may be some correlation yeah, definitely could be. like i said, if you just stop, a little bit different situation, but we're going to work through that because i going to work through that topic. >> so i just want to learn a little bit more about so in slide nine, there's been a significant decrease from portal one in two thousand twenty to quarter one 2021 in the data that was measured in relation to the early intervention system. there was a minus 24.4 increase

in indicator point. that's a 30 these are really impressive statistics. a type of masters kre in type of policy and the one they train you on is that correlation is not the same as causation and so my question is whether or not there's a direct relationship between the early intervention system and these decreases. >> i think it can be. >> president cohen: okay. >> i want to be totally honest with you, some of these decreases can be attributed to the pandemic. but i think some of these decreases to some of the form of counseling and form of

counseling outside of the e.i.s. system. i think we've also increased attendance to the criminal mind set classes, the c.m.c.r. classes. plus, i think we've come up towards the end of the d.o.j. reforms and some of the changes in the d.g.o.s can also be attributed to that. i don't want to take away anything from the work that the department has done in reducing these numbers, but i do recognize that we are in a pandemic and that could have been a contributing factor. >> president cohen: don't misinterpret my question. i'm not criticizing your data. i just wanted to learn more about the thinking of those who have reviewed the data so that we can learn more about the effectiveness of the early intervention program. all right. >> i have access to, i'm in charge of internal affairs and

i'm also in charge of e.i.s. i can tell you in many cases i have recognized that the e.i.s.s have been effective. >> president cohen: that's good to hear. >> like i said because officer confidentiality i can't release that specific information and i can give you my word i have seen a reduction in specific officers who have received e.i.s.s in correlation to internal affairs and d.p.a. complaints. >> president cohen: i appreciate that honest answer and i think everything contributes to the better outcomes. chief, you were raising your hand, did you want to jump in? >> definitely some opportunities to really take.

better more comprehensive process, so it's a good time for us. i know this has been a long time in the making, but what we review, the database, data driven. so the conversations are happening and definitely we would love to get a presentation once we get closer to on the ground products. >> thank you, i would appreciate that because one thing i just want to note there was only one intervention last year, so i know you can't share all of the personal information, but that's what the report is showing. >> the one for the quarter. >> president cohen: say again. >> one for the quarter. >> president cohen: thank you for the correction. yes. all right. that's all i have. let's keep moving forward:

let's take public comment on item four. >> clerk: for members of the public who would like to make public comment online item four, please press star three to be released into the queue. good evening, caller, you have two minutes? >> good evening, police commissioners. as a technical professional living in your city as your undertaking any program using open source software specifically for these programs. you can obviously see necessary

sarl both allows the software development professionals that live and work in your city by contributing to the code that it uses as well as contributes that code that the city might own and other resources it needs and finally it allows it to be updated without managing those sort of negotiations with providers. while the initial outset cost might be a little more, in the long run, you're going to get a piece of software you own and maintain and that's something better for our city in my opinion. >> thank you. >> president cohen: thank you. okay. any other public commenting? >> clerk: no, ma'am. >> president cohen: thank you. let's move and call item five. >> clerk: line item five. presentation of the department

of police accountability annual report. discussion. >> president cohen: thank you. mr. henderson, you're up again. >> director: thank you. so i have a presentation. it will be from my chief of staff. [please stand by] transition

>> so i think it's kind of important and especially with the 37 evidence-based recommendation that's have been made and resting use of force and the national award that was received for that work. again, that was evolved out of the legislation that was drafted and introduced by president of the board of supervisors, and now president from the police commission malia cohen. i would say in conclusion,

people pay attention to some of the other analysis that we've done and i think that it's not enough for us to just present statistics and numbers. part of what managing public expectation is for us to analyze the data beyond just the policies. recommendation that's we have and crunch the numbers to present the unasked questions that are more obvious based on the work that we do. and then addressing some of those things, is how we try and format to make the report both readable, ledge able and useable for broad are audiences at a local state and national level. they may be interested for people to follow and track are some of the frequent findings in terms of the allegations and we've summarized them and those are all in the report.

with that i will present our annual report and i will stick around, of course, and have -- i'm available for any questions that folks have. >> president cohen: thank you. >> the audience is yours. >> good evening, president cohen, vice president elias, commissioners, chief scott and members of the public. >> we can go ahead and start with this next slide. great, so one of the things i want to mention over all, before we dive in is this report has evolved over the time since director henderson has been the head of the agency, it's involved in part in response to issues that the commission has raised and wanted to see and issues the community has raised and wanted to see. so the first two slides that i'm going to go through speak a little bit to what director

henderson said in really drilling down, because before we would give you the statistics on 40 cases were found to be neglected duty but what that meant was not clear. right x so we broken those down into sub categories which i'm sharing with you now and which are in the report so that we can understand more of what that means. this isn't only important in the context of d.p.a.'s annual report, it also is something that is happening in our work with the department, for example, in the quarterly dis a pro where we examine trends and so we can respond to them in a more efficient and nimble manner so turning now to this slide, we're looking at neglective constitute and basically, there were a total of 70 allegations of neglected duty that resulted in proper conduct findings and those are broken down here and i'm not going to go through every one but i will say, for example, the number one is still

body-worn camera. now we've seen that number reduced over the years but it's our biggest trend in the neglected duty category. a couple of other neglected duty cases with find that's were improper conduct, were an incomplete or inaccurate incident report that continues to be a trend that we just saw in our most recent meeting of the disciplinary reboard and failure to properly supervisor is it this shows how we're drilling down on what we're seeing and seeing the discussions coming up and in the context of policy recommendations that d.p.a. makes in other formats as well. next slide, please. these two charts also look at separate over arching categories of allegations. on the top, we have conduct it's on the left, no. on the top, we have

inappropriate behavior and language allegations making up 72 of all conduct on becoming allegations so ta top part of the graph is the category of conduct unbecoming an officer and the majority within that category or the officer behave or spoke inappropriately. the other categories are the officer harassed a disabled individual which is a much smaller, again, we're talking 13 versus 3 and the officer displayed harassing and intimidating behavior. the bottom part of the graph outlines unwarranted action allegations and this is where improper and improper make up it's a mouthful so we're looking at sub categories to see what our biggest trends are and so

that we can can accurately and efficiently address those concerns with the department. next slide, please. this shows the cases that were opened in total by d.p.a. in each quarter of the year. quarter one, we had 26% of our over all cases and quarter 2, 30%, quarter 3, 23% and fourth quarter 21% and the number themselves are broke undown on the bottom and director henderson mentioned earlier in his remarks, the trajectory of cases opened by d.p.a. has been on the upward and commissioner elias mentioned, you know, with regards to stats we need to look at effect of the pandemic is it has continued since 2017 despite the pandemic. this graph shows our case

closures so we increase the number of case that's we were closing in 2016 to 2020 with director henderson and our agency to really close cases, thoroughly but also in timely manner because it's important for officers and the public to get kind of results from these cases in a timely fashion. one request was made and i believe commissioner, it was elias it was by you that we showed demographics of where the complaints are coming from in relation to specific station zoos we drilled down on that and this graph represents the complaints and allegations totaled by either directing stations or specialized units. one thing i do think is important to note though, just because there are more complaints out of the certain station, does not mean there are more sustained findings out of that station.

so, this information shows both of those numbers. it shows what the number of complaints are whether or not improper conduct was found in those complaints. these are our complainant demographics. the one thing about these that are obviously they're helpful, they're important, however, with regard to ethnicity, 35% of individuals declined this state so we're trying to get as much information as we can from the data that we can with age it can breakdown and 41% of individuals declined and gender as well solve we're trying to get the

demographics with regard to race or ethnicity, you know, aside from declining state, 196 complainants identified as white and 124 identified as black or african american, with regard to age, the biggest age group was the 31 to 48 age range followed by the 41 to 50 age range. we're going to zoom with our over all case findings so this represents all of the case that's we opened and just with the allegations these are what people alleged happened the biggest category is conduct in unwarranted action as well as neglected those were the three largest buckets that we drilled down on a little bit but again,

this is just how the complaints come in and sergeant young blood, if you can get to the next slide for me, please. this is how the findings breakdown. so, all of the cases represented here were sustained so that is the universe we're looking at and we'll look at the most category sustained is that neglective duty category followed by conduct unbecoming an officer, use of force and use of force. so, wore going to switch from investigation to mediation. this graph represents the cases that are mediated by quarter. over all, in 2020, our mediation increased by 31% compared to 2019. the numbers were a little bit low in the first two quarters that was in large part due to

the pandemic. however, the pandemic has the benefit of us transitioning to a robust remote program which has been working very well and so we have been able to continue to get the cases mediated in that way. next slide, please. so, this slide represents the d.g.o. revisions process. i want to step back and talk about our policy work generally. i work on some policy but really the holl see work and jermaine jones and it doesn't just exist in the d.g.o. revision process although, in n community hears about the revision process coming from d.o.j. or from sparks or other areas kind of the most. so i the process itself is one that has a number of steps and

they're all laid out here and the commission is involved, we are in discussions with the department and i want to focus on process developments that have been positive this year. we have streamlined processes where the recommendations that d.p.a. makes are documented in a grid and we've had this conversation in larger context about recommendations that get made and how do we track them and we've been doing much better job recently of kind of many tracking those recommendations and making sure that there's a dialogue between d.p.a. and the department which the commissioners and then open commission meetings about the issue. in speaking kind of substantively of the work that d.p.a. has been able to do in addition to these d.g.o. revisions we work a lot on d.g.o. 6.09, regarding domestic violence and we've worked on the s.t.o. programs on e.i.s. and

we've worked on language access, we've made recommendations relate today officer-involved shootings and across the board,, we're taking best practice research as well as our cases and making these recommendations and using this process as one of multiple processes that we have to bring our recommendations to discussion and sometimes fruition with the department and with the commission. >> not to interrupt you, look how beautiful these slides are. good job, keep going, sarah. >> i will to say, as much as i would love to take credit for the slides, nicole arm strong is the one who knows her way around powerpoint. thank you, nicole. next slide, please. switching gears to 1421, this is kind of an over all lock at what we were able to do in 2020 and i think it's been said ad nauseam

but the biggest advancement for d.p.a. in that regard was launching our public portal so all of this information is available and accessible to everyone on our website. in terms of productively we enclosed 17,000 pages plus of and eight why officer-involved shooting investigations. this is for 2020 so those numbers are as of december and they are not reflective of where we are in july and that information has been provided in our regular sb14-21 updates to the commission.

there's a six-month report due to the commission on the status of the recommendations that we made and that will be coming soon. as will another presentation from our audit division so i think the audit is one of the charter mandated areas of work that d.p.a. has been doing and we made recommendation that's we are tracking and that we'll be acted upon. next slide. we also worked this year and in 2020 on racial equity plans. this is the team that comprised that work. one of the things we were able to do, despite the pandemic, was to keep our internship program going. director henderson and thompson

have done stellar work to recruit, train and shepherd these interns through a robust program that includes speak and he is others who come to speak our intern and they do a lot of work with d.p.a. because we take seriously, not just to get the help of the interns, which we need and love but also to give them an enriching experience so it's a program that d.p.a. i think is very proud of and you will be hearing from the interns later this summer. that is it. i think i made it within 10 minutes. even though i was trying to read some tiny print on a couple of those slides and obvious low myself and director henderson are happy to answer specific questions about the slides or the over all report.

>> president cohen: i do have one question about a slide. i don't recall which slide it was on. i think it's on slide four. so, it looks like the d.p.a. stats have gone up but i was wondering if this is because complaints have gone up or because d.p.a. has found misconduct when it's investigating cases. >> our sustained rate has stayet higher than it's been in past years and it's consistent or a little bit higher than the national average so our sustained rate is roughly 8% and the national average is like generally around 6% and one or two jurisdictions is around 8% or 9%. >> president cohen: thank you. commissioner hamasaki.

>> one of the questions with the policy slide, is there any movement towards finding a full-time dedicated policy to build the shoes of tamra, we've all been missing the last year or so. >> let me jump in there for that one. that is kind of a bigger budget issue. we had really tied constraints this year and that is one of our biggest priorities is more of a focus and expansion of the focus not just because of the significance here which we think is really important in san francisco and a lot of our

policy, because it's evidence-based and fact-driven, based on complaint from the agency, it's the maud that will other counties use in their divisions as well and it's a state and national level as well and so, it's a long way to answer the question is that it's influx and still being negotiated but we've never stopped asking for broader funds to try and address expanding that division and to have a full time policy person. >> ok. >> didn't you, what is one of your -- i don't know. what do we call you guys? director below ms. wu, didn't she leave? >> she did. so we did. >> that's like, i mean, you can get two policy persons for that

rate. you would think but i'm glad that you waved that because this was a confusion that was raised before which was miss communicated and through the general public about the number of leadership position and chief positions because they're actually, we're not a broad number of chiefs it was just leadership and management people and when we discuss it last time there was a district attorney office has and we had more than them when in actuality they have 12 almost 13 different leadership positions and we had just the two and as a reminder, we have -- it's a big command staff over there. >> yeah, well that's not what we have at d.p.a. >> we do not sadly. i am working on it but i'm trying to expand and as i said,

i am in open negotiations with city hall about what our options are to try and maintain the department in spite of the cuts and the restrictions that have gone on recently. >> i know you doing good work and janelle has been joining in on the policy work and we've seen good things come through it's just, you know, we got pretty soft over here on the commission and relying on your wisdom and expertise so. >> i'm not backing away from it and i'm doubling down on not just the policy but on the other areas of leadership from the department as well and that's part of the reason why to make sure that there's no ball being dropped and one the things that we did recently right before samra left was published her

recommendations so she could do it by subject matter and the public will be able to search from them and not go line by line to see things that are rel rant to them but, again, this brings us back to a topic that we've discussed in the past and the recommendations come and go like water under a ridge and we're not following up where those policies are going, my brilliant, great, outstanding, wonderful policy recommendations are for entertainment purposes and we have to develop a better system to cap some of those recommendations and that were because part of the frustrations both from samra and recent relationship has been what happens to that work. how do we have accountability for the recommendation that's get made again and that is made and they days appear and we have to have, we have toel build out at least some sort of flow to be responsive to that and in the

meantime, i'm still and to build it will out. >> i found a discussion on that and i appreciate that because, we really do depend on you folks so, it's important and the importance aspect what d.p.a. does and has done and at least in the history i've been involved in the commission so, looking forward to it. >> i am. and i will continue fighting for it and as i have an update can i share about what we're given the opportunity and the privilege to do and i will share it as soon as i'm able, i just, there's nothing i can say rit now other than i'm working on it and we're all scrambling but i'm reiterating that it's important to myself and to the agency as well and we're not backing away and dropping the ball or comport compartmentalizing it.

>> thank you for that presentation. i just want to stay kudos to you and your office. the last three years some of us have been here we've seen reports get tighter and the annual reports and they are doing a great job in there so i want to acknowledge that and i think coming oust pandemic, i've been doing this whole like 360° self evaluation like zen space and i want to know how do the two of you feel that the annual report then speaks to how d.p.a. moves forward. what's your over all take? you get these presentations and we get the numbers and what do you think this means for d.p.a. as we continue to move forward? how do we use what is in the annual report to come in a new fiscal year for d.p.a. and how can we be more efficient and it's a very loaded question. it's probably things that keep you up at night and just one or

tiger woods things that they can bring up and i think just making sure that we are cognizant about those as we continue to move through the year, we implement some of the things we saw or inefficiencies we saw that we can course correct as we main forward. >> i would say and i'll let and on her interpretation of it but i would say from my perspective, from when i first tackled rebam ups, relaunching, rewriting the annual report from when it was 200 something pages of just staff, i couldn't tell what it meant even though i can experts that could tell me line by line and i recognized the public couldn't do this and there's no value if people can't understand what we're doing.

that was a blow against reform and a blow against accountability and if we couldn't show our work how can we take interest for doing it w i would say, doing that in a bubble for myself was a great first step with the agency and my team helped put a large part of that together and being informed by both praise and criticism from the commission has shaped a lot of what the report looks like now and that was those questions or demands and that input was not always easy, finding those statistics was not something that was done without a lot of work and hearing both from the commission and quite frankly from the public as well that will also does not edit what they wanted to do and see of our work and i

believe, has made made this annual report as the past few years but this one is a reflection and a reputation of our most clear, our easiest to read and our most visible with the clarity of the charge and the analysis where we show the work from what the numbers mean. it's probably the most helpful document or the most helpful report and that we've done and i'm looking forward to what we've done last year and part of what we do to answer the questions and i just got this idea and answering the questions from commissioner hamasaki, is that we talk about some of the challenge and in spite of our limitations from budgets, of what we're able to do and just to give context to that, we at d.p.a. have 1% of the police department's budget and so what we do with that 1%,.

>> i want the inis put so i can serve the public this commission and the department with quality work. >> i'd like to just say a couple of things. we have a five-year strategic plan and we check in with it periodically to make sure what we're reporting on track funds what those values were that sometimes we have to be reactive, right and that is to make sure that work is balancing the proactive with the reactive but i would say kind of three things that the report and as helped us frame from last year to this year and what we have is a hunch versus the data to back

it up and looking at the data, is it really a problem. what can we do with that and an example that d.p.a. would say was fourth amendment cases and we had this sense we were seeing these trends and were we really and it became incumbent upon us to drill down on the case and then to have an approach and then we've kind of address touchdown and bright some of the cases to the commission and we needed the data to back that up so i think that is how the data is helping us and that is the level of data mining that we need to be doing and it keeps us honest, right. we thought body-worn cameras is a problem and it is. those data points are important and driveway how we prioritize our work and what we can come up in terms of solution to drive us forward. the audit is another big area where i think this reporting is

really helpful. i come from a criminal law background and auditing was not part of my career plan and i really overwhelmingly see the value of it and that is another area where we take a dope dive and away ply standards and we come up with recommendations, right, and i think all of us feel the burden of having issues we're trying to solve and having big data piles trying to come up with intelligent ways to address things, right. and tracking them to see if those solutions work or don't work and i think it's better to try something and maybe it doesn't work and we know we tried it and we have the results clearly defined and we have to report to each other on them and be transparent to the community and then we try again. right. so i think that it's easy to look at these annual reports as something, let's mack a nice graph and let's toot our own horn for the accomplishments we've had and hear the picture

at city hall and look, we get to do that too. we are proud of the work we do and it is a tool that should a, hold d.p.a. accountability to what we're saying and doing and b., be used as a play that can increase our capacity to serve the community and accomplish our mission. >> i'm going to jump into wrap this up. did you get your question fully answered? >> i did. commissioner yee. >> i want to commend department of police accountability and executive director paula henderson and sarah hawken and the team. due to the limited funding,

since the budget has been passed and hopefully maybe there's more funding available somewhere along the road that can help you and i guess meaning our goal as well as your goal and thank you for all your hard work and wish you the best in the next fiscal year. >> i don't have any further questions so we'll keep moving thank you. thank you, d.p.a., appreciate the presentation. >> thank you. >> thank you. >> for members of the public that would like to make public comment regarding line item 5, d.p.a. annual report, please press star 3 now. there's no public comment. >> president cohen: say that again. >> clerk: there's no public comment. >> president cohen: excellent.

all right. let's keep moving. next item, please. >> clerk: line item 6, trial at the commission deliberation in iad2019-0172 regarding officer joel babs. pursuant to rule 9 of the police commission rules trial of disciplinary cases they will consider evidence filed in case number iad-2019-0127 and resume deliberations to impose penalties for charges sustained to be take other action. officer babs has waved his right to confidential closed session hearing on this item. possible action. >> great, thank you. >> thank you, commissioners, this is the case we have continued and at this point i am going to ask to make a motion to continue our deliberations in

closed session. >> all right. i'll second that motion. >> before we take action on it, let's take public comment. >> clerk: remember the public would like to make public comment regarding line item 6 regarding officer joel babs, press star 3 now. good evening, caller, you have two minutes. >> commissioners, i watched the meeting on june 16th and lis end to the public comment earlier tonight about officer joel babs and i grow there's evidence that officer babs is a victim of retaliation and bias by members of the san francisco police department. i heard nothing from the members of the wealth and disparities group addressing discipline case or claiming the woman victim in this discipline case is part of a discrimination and retaliation

and the experiences should be acknowledged and that the conduct of the named officer should be dealt with but that's not your task tonight and the commissioner only job tonight is to evaluate tonight's discipline case and to determine whether officer babs engage in the conduct he is allegedly to have committed against the women victim, women woman. officer babs being a victim in one case does not mean that he can sexually harass and assault a female co-worker with impurity and speaking of the victims, i want to commend her for coming forward and reporting the sexual assault and in spite of officer babs gaslighting and making allegations against her, she made a report against a co-worker and who is also a police officer. i'm sure that was no easy task

and she likely doubted herself and question whether she was doing the right thing. she opened herself up and possible criticism, retaliation and embarrassment but followed through despite the possibilities. her reporting of the incident and reports from her co-workers and officer bobs talks about conspiracy theories and being threat end by the chief of police. even if these claims are true, how has officer babs proven the victim he harassed is involved in those things or that she has is not telling the truth about the sexual abuse. think about your mothers, sisters, nieces aunts and the women friends when judging this case and put them in the place of this victim. what message if you excuse officer babs' behavior and more

importantly, what are you telling the victim in this case if you use his behavior and you are you are not given the experience weight and credibility because there are more important policies at play and you are telling her and other women that allegations of sexual assault will not be taken seriously so they should not bother coming forward and it should be morally and ethically and professionally wrong. thank you. >> thank you, caller. >> clerk: good evening, caller, you have two minutes. >> caller: this case is about police accountability. i work with sexual assault survivors and anyone who is ever worked with the sexual assault survivors knows that one of the reasons that women don't come forward is that society does not believe them and that they're often called liars and this is not about whistle plowers. the department should absolutely protect whistleblowers, we know

that, you know that, everybody knows that and we saw it happen when they came forward but what this case is about is whether or not you believe sexual assault survivors, joel babs has been caught lying multiple times and it's a matter of record and you know this he tried to run him over with a car, run him off the road with a car. you know that that's not creditable and i know you know that that's not creditable because he is still the chief of police. right. you know he is lying about that. so why on earth would you take a known liars' word over a victim of sexual assault? if you make the choice, to dismiss this, you will be sending a message to every woman who assaulted by a police officer, that they will not be believed and they will be

considered liars if they come forward and they'll be calling this woman a lier and i beg you, beg you to use commonsense and not to listen to special interest groups calling in who don't represent the majority of san franciscans, you know that and they clearly don't care about justice for sexual assault survivors. for christ sake, please use commonsense. please, use some commonsense. and get this man out of the department for the protection of the women and the department and the public, it is your job and it's your imperative, please. >> thank you caller. good evening, caller. you have two minutes. >> the issue about bringing up how there's been retaliation officers officer babbs is

regular vant. if there's a pattern of retaliation against him then you have motive for people to say lies about him. so i think that creates a great deal of personable doubt that this has been a conspiracy against him so i don't think he is lying about it or he is fantasizing because there's been a substantiated campaign of rieltation against him so you can definitely see how these accusations of sexual harassment can be part of that campaign of harassment so i don't think you can ignore this history of retaliation so you want you to consider that and consider that as possible reasonable doubt, right. and he is not the only person and the only black ploy see of this city who has had a campaign against him. even felicia had a campaign against her for standing up and being a whistleblower.

it's a pattern in the city. it's a pattern in the department and i hope you recognize that. and i am a member of wealth and disparities in the black community and thank you. >> thank you, caller. that is the end of public event. i think you and i'll pick up the actions and to go into public comment, private sessions and let me call role. >> on the motion, to resume in closed session, commissioner hama scary, how do you vote? >> yes, yes. >> commissioner brookter. >> yes. >> commissioner yee. >> commissioner burn. >> yes. >> commissioner burn, yes. >> vice president elias. >> yes.

>> and president cohen. >> president cohen: yes. >> you have six yeses. >> president cohen: thank you. loin item 7, public comment on all matters pertaining to 9 below closed session including public comment on item 8, whether to hold item 9 in closed session. please press star 3 now if you would like to make public comment. we have no public comment. line item 8, san francisco administrative code section 67.10 action. motion to hold item 9 in closed session. >> i'll second. >> commissioner hamasaki how do you vote? >> yes. >> commissioner brookter. >> yes. >> commissioner yee.

>> yes. >> commissioner burn. >> yes. >> vice president elias. >> yes. >> president cohen. >> president cohen: yes. >> you have six yess. >> president cohen: great, thank you. motion passes. >> i will take us now into closed session. >> president cohen: thank you.

[please stand by] [closed session]