>> i want to invite you and welcome you to the regular rescheduled police commission meeting at 5:47 on february 16th, 2022 we are beginning this meeting. my apologies for beginning the meeting late. sergeant, please, call the roll. [roll call] you have a quorum. also we have chief will jump scott from the san francisco police department and paul henderson from the department of police accountability. >> thank you, very much. we have a full agenda and i want to make sure everyone has an opportunity to speak. so, what i would like to propose

is that we restrict general comment to 30 minutes and that we also allow for public comment to last for one minute. sergeant, did i get that right? >> yes, ma'am. >> thank you, sir. would you please call item 1. >> line item 1. >> can we do the pledge of allegiance? commissioner yee, was that you? >> shall we do the pledge of allegiance? >> commissioner cohen, did you hear commissioner yee? >> president cohen: pardon me? >> my apologies. absolutely commissioner yee. lige, please join me with saying the pledge of allegiance. put your right hand over your heart and rise if you are able. i pledge allegiance to the flag

of the united states of america and to the republic for which it hands, one nation, under god, indivisible with liberty and justice for awe. thank you, mr. yee, for that reminder. >> my pleasure. >> line item one, at this time the public is welcome to address the commission for up to one minute on items that do not appear on tonight's agenda but within the subject matter jurisdiction of the police commission. under rules of order during public comment and police or dpa personnel nor commissioners are required to respond to questions by the public but may provide a brief response. as a rewind, general public comment are for comments not on tonights agenda. if you want to make a comment, please call in when that item is read. comments are opportunities to speak during public comment period are available via phone by kaun (415)655-0001 and

entering access code 24958723308. press pound and then press pound again. dial star 3 if you wish to make a comment. you may submit public comment in either of the following ways, e-mail the secretary of the police commission at sfgov.org or written comments sent to the public safety building located at 1245 third street san francisco california 94518. good evening, caller, you have one minute. >> caller: i'm calling to express my rage at the use of biological material from a rape kit for criminal investigations. this needs to be investigated not only internally but externally and the process needs

to cease and assist and accountability for those who have practiced this also, i would like to declare that the chief of police or a sworn officer has no right by actor omission to obstruct any minimum investigation into the san francisco police department and no agreement previous current or future should ab ra gate this fact. thank you. >> thank you, caller. good evening, caller. you have one minute. >> good evening. this is paulina keeping it brief tonight. i'll calling in support of chief scott. we can't ask for much more of our police chief. not anyone has accomplished so much good reform and that's national scale. meanwhile (inaudible) the worst

closest law enforcement partner sf has had in at least my almost 30 years here and he has my gratitude. hang in there, chief scott. >> thank you. >> thank you, caller. good evening, caller, you have one minute. >> caller: this is mark dedrick and i'm calling to stand next to chief scott and thank him for developing one of the most progressive reform-minded police departments in the country. i'm a member of one of chief scott's local community station police advisory community police advisory boards and so as a citizen i witnesses firsthand how the tone priorities and expectation effect the local captain, the lieutenant, sergeant and the officers in my neighborhood. the mere existence of active

community police reports damaged the chief scott is committed to listening to the community and reacting to its needs. when we call out missed conduct, his leadership team responds openly and transparent low and immediately and it's way ahead of the curve having already i am 7ment the the reform from the department of justice and accountability. i can feel it and i they're and see where it matters most. >> caller: good evening. my name is thomas and i'm a resident of the tenderloin in d6 and i'd like to give context to my statement when i was in law school, i started a student group with other students at berkeley and open law officers and i have law enforcement officers and i did that work from 1998 up until 2004 and say

never imagined we could have a police chief as did he tell indicated from chief scott and the crisis intervention team and the openness and tran person see and the integrity of where he does his job and i would never believe it possible 20 years ago so support chief scott and help him with the work he is doing. thank you. >> thank you, caller. good evening, caller, you have one minute. >> caller: good evening, commissioners, my name is kevin carole i'm the president and c.e.o. of the hotel council but also a lifelong resident of san francisco. i'm calling to support chief scott and behalf of our industries and our employees and you are leading a progressive police department in the country and you have our support and we

want to thank you for all that you are doing especially with the limited resources that you are experiencing. so again, i want to thank you and represent from our organization our appreciation for you and your leadership. thank you, very much. >> thank you, caller. good evening, caller. you have one minute. >> caller, you have one minute. >> caller: hi, my name is eric brener and i live in san francisco and i'm calling to oppose the mou to police investigate shootings and violence and we need independent investigations because prior to the mou, data clearingly demonstrated that police cannot police themselves and san francisco's protested and voted for police accountability and

our secretary is doing what we've asked, holding police officers responsible for misconduct and thank you forecasting a meeting on what is going on but we need the commission to send a clear message what the department is doing is unethical. thank you. >> thank you, caller. good evening, caller, you have one minute. >> yes, i support the mou and the independence in police accountability. i voted for police accountability and -- sorry to interrupt you. the m outaouais is not on the oa call during line item to make this public comment. >> there was one person that said that before i did as well. >> good evening, caller.

you have one minute. >> caller: i am may and i am born and raised in san francisco and i'm calling today because i would like to just point out the importance and need of accountability for police and they've given the police commission several targets to enforce as well and why see them on our proposed agenda tonight and i'll speak later as well. thank you so much. >> g. caller. you have one minute. >> i volunteer with health and dis tar piece in the black community and the following say

quote from our founder felicia jones. there's an urgency to address the injustices of black san franciscans and i'm going to call it what it is, antiblackness and use of force, and racial profiling and i've grown tired of talking to police commission, sfpd and board of supervisors. where is the urgency unquote. since 96a and doj caps we've spoken to the antiblack authorities and sfpd data. police commission has not responded. why hasn't this commission spelled out this problem and the report and the commission acted on the recommendations it took from june of 2021 and it demand the routine traffic citations as we have been saying here for months. thank you. >> g. caller. you have one minute. >> caller: my name is nick berg i'm a san francisco resident and business owner and i'm calling into thank chief scott he is

preventing crime and enforcing our laws and providing safety and in contrast he should be recalled chess abu teen. >> calling and i would like to comment on the collaborative phase 3 report is this a proper place to comment on that because i see the monthly update is here and i don't want to detract from my 60 seconds. can you answer the question? >> you may continue. i'm happy seeing the reform. police department and i participated in the stakeholder groups and if the reforms are

the removal of mugshots from social media and in the phase 3cri report, the police department towards those new and innovative policy and so a shout out to nudging the chief to remove the mugshots from social media and our bias workgroup for in concluding bias by proxy, and an exaustive policy. thank you. >> thank you, caller. >> good evening, caller. you have one minute. >> yes, this is magic altman and i want to stand with chief bill scott. stand with the one i know that has been respectful, and has

always been clear and open in his communications with any of the people he also has done that with you the commissioners. there's always been a respect and a good communication and this is all the problem that comes from the poison us, toxic, racist poa that tries to convince the chief that the entire police force is against the da and it's just not true. we don't even know how the general police feel. chief scott you could be the greatest chief if you stand strong against the poa manipulative disrespectful tactics and i think that the police commission would stand

with you as the people who respect. >> my name is susan back buck man and i'm with the wealth and disparities and this is a quote from our founder felicia jones. there's an urgency to address the injustices facing plaque san franciscans and i'm going to call it what it is antiblackness in use of force, arrest and racial profiling in traffic stops by sfpd. i have grown tired of talking to the police commission, to sfpd and to the board of supervisors. where is the urgency? when are you going to take responsibility and and sfpd own reporting up to the quarter has shown no meaning for improvement in antiblack racial disparities. this commission must act to hold

sfpd accountability and not evade responsibility from the da, the police commission, the city and state and the people of san francisco. take action and you will have it. >> thank you, caller. good evening, caller, you have one minute. >> delegate to the party i am calling into support police scott one of the nation's most progressive active american chief police thank you chief scott for your leadership and overseeing the most progressive police department in the city and working with community partners to police departments nationwide what more do we want or does this commission want in a police chief and the wonderful thing is this no matter how anyone tries to spin it the truth prevails. here we condition escape the truth that chief got is doing a good job. police chief scott, please know hundreds of people stand with you and the sfpd because we honor the truth and we understand facts and those facts and the truth point to a man and a department committed to moving forward with reform. so it begs to question, what are who would be good enough for this commission and it seems to

me this is not just a case of allowing the perfect to stand in the way of good or in this case very good which we can all listen to its a collection of people where you excluded and do not wish to concept of the police. as if the hundreds of police officers are one big space less entities. >> good evening, caller. you have one minute. >> hi, my name is jennifer yen and i'm a long time resident in san francisco and i'm chinese american and sim calling to stand with police chief scott and he was praised as a significant during the pandemic this is been a lot of crime in chinatown and i would express my gratitude for having officers

speak cantonese and chinese in the community so chief scott has did not a great job and i would like to applaud that and make a comment on the fact sfpd revised its use of force policy and expanded its crisis intervention team is really awesome so i'm one of the many people in the asian community that would support chief scott. >> good evening, caller. you have one minute. >> my name is david, i'm a resident of district 1 and volunteer with wealth and disparities and it's a quote from our founder felicia jones. there's an urgency to address the injustices of black san franciscans and i'm going to call it what it is, anti blackness. in use of force, arrest, traffic stops and.

>> i also have to say it's insult to go hear all this talk about antiblackness when we talk about an amazing black chief in san francisco. thank you, chief scott. >> thank you, caller. you have one minute. >> caller: yes, i'm calling to say that i stand with chief scott. the commissioners should be supporting him and applaud him for any progressive reform of any city. how many cities have implemented 90% recommendations from the u.s. department of justice? i bet the police commission can't name one. i don't have the time to list

the 245 police row form recommendations that have already been in implemented. i am sure you have it. chief scott, thank you for your leadership. i appreciate your dedication to serve and protect our citizens. we have to feel safe. i know you have staffing shortages and many more to come it's not easy to put up with san francisco politics and what you endured last week by these commissioners was disgraceful. please continue to fight the good fight for the law-abiding citizens and continue to stand up four your mellow men and women who proudly serve our city. i will not be calling in for agenda item 6. i waited five and a half hours to speak. commissioners, you need to limit the amount of time. >> good evening, caller, you have one minute. >> my name is jean bridges in the black community. we recently heard several commenters call into praise the police department which is been under review from the federal

doj and the state doj. they provide no data to support there's claims. the following is part of a quote from our founder felicia jones. there's an urgency to address the injustices of black san franciscans and use of force, arrests and traffic stops by sfpd. i have grown tired of talking to the police commission to sfpd and the board of supervisors and tired enough to go looking for sources who find this antiblackness to be an urgency so we sought help from attorney general end quote. according to sfpd's own reporting a black san francisco is six times as likely to be subject to a traffic stop than a white san franciscan and nine times to be subject to use of force and 11 times likely her to be arrested. we lean you to look at racial disparity data. thank you. >> thank you, caller. good evening, caller. you have one minute. >> >> caller: i'm shannon directing 5 homeowner and public school

mom. i'm calling to thank the police commission for their volunteer service representing the people of san francisco. providing oversight to chief scott and setting policies for sfpd. i apologize for the sexist personal attacks so many of my fellow citizens unleashed on you last week. chief scott does not report to gary delanie or tony montoya but to the people of san francisco and you the police commission are our representatives. thank you for your service. >> thank you, caller. >> commissioners, i want you to pay attention to your chair who always comes late to the immediatings and for gets to announce the pledge of allegiance.

and then has the awe dusty to give our san franceance one minute. you are pathetic. at the last meeting the demeanor was pathetic. i support chief scott. he knows that from day one. some of you all have to be recalled. thank you, very much. >> thank you, caller. >> caller: him nikki and i'm paying property taxes to the police department and education among other things in san francisco. and i have lived here for 20 years and i'm addressing felicia nonstop recordings there's an urgency to address black and asian. if anyone should be put on the stand the police commissioners and i am with chief scott and the sfpd whose hands have been tied and the police

commissioners. chase a needs to be investigated by doj. we are your bosses. we are paying you guys. so do your jobs. >> caller: hello members of the san francisco police commission and i'm chuck i'm ringing into say i support chief scott. so much in this discussion what can get lost is the timeline. a number of years ago after a string of high-profile police brutality cases, san francisco brought in chief scott and engage willingly with the u., department of justice to implement reforms chief scott worked alongside community members and advocates and gotten

us to 90% of the guidelines given by obama's doj and we're unite forward reform and chief scott is fighting hard for it. thank you so much and stand strong. >> thank you, caller. >> good evening, caller, you have one minute. >> good evening. this is marie ask san francisco native and mom small business owner and i'm calling into support chief scott and all our police who have been abused and treated terrible by our so-called leaders in san francisco over the last couple of years. are there bad cops, yes, root them out and supporting the hard-working good men and women who serve and protect us all. substantially increase the police budget for better training and that is the best way to address all of these issues. san francisco police department

leads with reform that an fran needs. he is every work to successfully implement 90% of so many other people have pointed out of the 272 policing row form recommendations from the doj that reduced chief of force saying strengthen and expand community policing, enhance accountability and transparency and hiring and personnel practices. chief scott leads integrity and good faith. >> thank you, caller. good evening, caller, you have one minute. >> >> people are for getting the (inaudible) testified under oath and they were with holding evidence that would help the police officer that is currently in trial. i i believe in transparency and it is a two-way street.

the da office is not showing transparency with these allegations. chief scott, i support your decisions and we need more transparency in the da's office, thank you. >> thank you, caller. good evening, caller, you have one minute. >> hi, good evening. my name is ash walker and i am a san francisco resident and i hear a lot of people tonight calling in and supporting chief scott and we're all in this together and obviously. i think at the heart of this conversation, and discussion is the issue of accountability and regardless of what side accountability should be all and strive for and what we look forward and support mou i do believe he is doing a good job

and we are san franciscans have the right and to speak on those matters and i hope accountability is what we'll be prolonged. thank you. good evening, caller. you have one minute. >> hello. my name is matt roy and i'm an elected delegate to the democratic party and i support chief scott as a victim of a violent hate crime i'm glad that he and his team is there to protect all of us. i stand with chief scott as he pursues equal justice for all. thank you, chief. >> thank you, caller. good evening, caller. you have one minute. >> good evening, my name is stephen calho i live in cal hallow and i'm calling to thank chief scott for his leadership

that the san francisco police department for working back with the community and caller, you have one minute. caller, you have one minute. good evening, caller, you have one minute. >> caller: my name is henry and i am a co-chair of a small business advisory forum that's been created by chief scott. he has done a really excellent job and he has been great for small business and i've gone on walks and ride along with the

cop and the police are really getting a black ragged and i hope do you likewise. thank you. >> thank you, caller. good evening, caller. you have one minute many. >> thank you for the opportunity to comment during this meeting. my name is sue core and i'm representing a group of second year pharmacy students from the university of california san francisco focused on immigrant health and i would like to raise some concerns the dgo515 enforcement of immigration laws nowhere in this document does it mention parameters of enforcement and healthcare facilities and it's important to

specify healthcare facilities as sensitive locations where assistance of immigration enforcement is strictly prohibited and this will allow immigrants to access healthcare without the fear of detainment and in summary we believe changes needed to be made in the dgo515 enforcement of immigration law document and they access healthcare and develop healthcare providers. thank you. >> thank you, caller. good evening, caller, you have one minute. >> >> caller: my name is chelsea and i'm born and raised in san francisco and i don't think the issue we're facing is about leadership of the department and i think this is about transparency and accountability and staying at the table making sure we're prioritizing measures for that transparency and

accountability and. >> that is the end of the 30 minutes of public comment. i'm going to end this one with a ada accommodation and we'll end public comment for now. from hilary maria h ex public defend era liance need to resign or be retired by the board of supervisors. elias has financial ethical and to quote peskin operational conflict. no mou elias leaves 200,000 and

elias omitted gray's work with true for less great worked on sean more case for two and elias sat in closed session and how many did gray elias earn from case and settlement and cohen shot a colleague down to shot review of the conflict and deal made for cohen and elias to take leadership roles and elias takes home confidential material and agree has work for burris and they have accused of office of illegal activity and elias resign now. president cohen, that's the end of the 30 minutes public comment. >> president cohen: thank you, very much. for that public comment. sergeant, let's call let's go

with the fact i think item 5 is off the agenda. i'm not mistaken, commissioner burn wants to remove that and we can do at the top of the meeting. this is item number 7 on dgo5.15 and we'll continue it in march, march 2nd. to give the department enough time. and the next order of business is the consent calender. >> line item 2, concept calender. receive and file action. spfd sb1421 monthly report and sb1421 monthly report and the cri monthly report. >> thank you. do you have any discussions on this item? >> no, i see none. ok. see nothing in the chat. is there a motion? >> we have a motion.

>> so moved. >> thank you. >> second. >> thank you, very much. please call the roll. >> on the motion to accept the consent calender -- [roll call vote] you have seven yess. >> president cohen: great thank you. motion passes unanimously. please call item 3. >> line item 3, weekly crime trends provide an overview of offense that's occur in san francisco and major incidents and planned activities and enters this will include a brief overview of any unplanned events in san francisco having an

impact on public safety. it will be limit today determining whether the calender for a future meeting. chief scott. >> great. thank you. just as a reminder let's keep this presentation to 10 minutes. director henderson you would like to keep your presentation presentationto 10 minutes and wo the heavier matters on the agenda. thank you. chief, the floor is yours. >> thank you, president cohen. good evening commissioners and good evening executive directors and members the public. we want to start off the report this week with a couple of incidents that have occurred in the past seven days. they are important to discuss and bring public transparency to them and the first san incident involving a tweet that was like tweet rather by central

directing station and their twitter page and this was brought to our attention and my attention and this has friday february 10th when a tick tock video that highlighted among other things that pays sfpd twitter page liked a social media site that made a mockery of mr. george floyd. this site is disrespectful and disgraceful and i find it offense and disgusting and any spfd social media association with this site or any site similar to this, is a clear violation of our established social media policies and i had members of our dom around staff twitter page like was removed and it was already removed by the central station commanding officer. we have also initiated disciplinary internal investigations and i contacted

call henderson of the police accountability regarding this matter and confirmed that dpa also has initiated an investigation on this matter. this is a very serious matter and it will be handled as such and we're providing those members responsible for social media accounts to avoid accessing these types of social media sites on department of. lastly, i want to say that i apologize to the public mr. employed family and friends for this incident and any wish that it is caused and this matter is a serious matter and we will handle it accordingly. i would like to report on other breaking news this week regarding say dna rape kit that was subsequently used to identify a person from that rate kit in an unrelated criminal matter and i'm going to be very brief because i know it hasn't

been agenized and i welcome it to be agenized but in a statement it made publicly on monday, i committed to san francisco police department to thoroughly review the case at hand. and i promised to engage with the city attorney and others to revise our dna practices and policies and it's underway. update the department of police accountability and the public when i have sufficient certainty about what happened and whether our proper protocols the current policies were followed. even if they were, this must never happen again. we must never create crime victims and survivors that may prevent them or dis swayed them from cooperating with police investigation. if any practice by the san francisco police does that, intentionally or otherwise i'm committed to ending that practice. i want to make sure that when i respond substantively. that i do so with facts and with

certainty. but in the meantime, i can say with certainty is dna collected from rape or sexual assault survivors used to identify and apprehend that person in another crime, must never happen again. i can also confirm at this time that sfpd reported both positive dna because there was another dna from an offender database in this matter that was also used as part of the identity both for reported to the district attorney office and it's rebooking package in december before the arrest warrant was issued. as i dig into this, we want to ensure that this never happens again but i found facts that i believe down 15% and homicide

are flat and rapes are up 5% and robberies are down by 21%, assaults are down by 7% and rum an trafficking is down 88%. it's early in the year but the trends are promising and our burglaries are down 46% and motor vehicle theft up by less than a percent and our violence is down 43% from this time last year and other aggravated

assaults, other weapons is up 29% over last year and knife incidents are down 22% when i lock at the different stations and the city it's still as is tenderloin is down as well and southern is up by four and the rest of them are relatively flat. as far as significant incidents this week, we have a couple to report. there was a homicide using a firearm and that occurred on february 10th, 2022 at 12:1am and this is 48th and officers responded to a 9-1-1 call shouting outside the caller's home and located a person with a wound to his abdomen. the person said he was assaulted by a male and a female during the struggle. the male prod a pistol and shot

at person and the person returned fire striking the suspect or the victim of the homicide in the abdomen. two other people fled in their volkswagen. another the highway female called 9-1-1 stating her step dad was shot and they were waiting at the intersection in a black s.u.v. our officers responded to that scene and they located a male who was pronounced deceased later with a gunshot wound to his mid torso section. the female was uninjured and detained for the investigation. the evidence indicates that the lower section of the home where this occurred is a cultivation for marijuana. the person shot or the non fatal victims of a gunshot wound had arranged for another female to make a large purchase of marijuana. the female subject and the

homicide victim conspired to rob the person during the deal and the victim has been released from the hospital and the arrest has been made on this incident. other things to report just briefly. we will and i will end it for this week owes report. thank you. >> thank you, chief. i'm going to ask if my fellow commissioners have any questions for the chief at this time. we'll start with commissioner hamasaki. >> thank you vice president

elias. good evening, chief. it's been a pretty rough week as you alluded to or discussed. so the department, i appreciate your calls of support you received and the two areas that have blown up in the last week are two of the areas that we have been working on since you joined the department and it seems like the massage isn't getting through and we're still having the same issues with racism and social media and texting and we're still having problems with the treatment of

and i have real occurrence and i appreciate that you've asked dpa to look into the racist nft scandal and i think that the sexual assault one is has really impacted the view of the department in a way that brings up everything that happens that is this department and i did see your comments in the media and you weren't aware of this policy is that accurate? >> that is accurate, yes.

>> do you know if this was a policy within svu or within the crime lab or where did this originate and i understand that there's going to be investigations and it just seems to unbelievable to people that the police would use a survivor's most vulnerable moments going to the police for help and getting a sart exam and having the results of that used to prosecute them. and i do think that you have and

the department has made efforts to make improvements on this history but i just can't understand how anyone and i think you have the same reaction. you could think this was acceptable. and so, we discussed this and the rules and policies have changed and the culture hasn't changed. it's how we change the culture but at least as far as the the sexual assault and use of dna and do you think it would be pro pro at here to have the attorney general come in and investigate. >> what i do know commissioner,

you asked a question in your statement about how did this happen. what i do know at this point, is that the sfpd crime lab uses an internal quality assurance database and that database also known as a qa database, quality assurance contains staff members and csi members and lab visitors and no contamination profiles and every comparable dna they are retained forensic scientists to rule out contamination so that's why it exists. the issue and i think the issue in hand for us moving forward is because it sounds to me and talking to our labs, our scientists there's a reason that type of database exists and the issue moving forward what are

the policies and the guardrails to make sure that dna used for quality assurance purposes and elimination purposes in other words, make sure there's no contamination and if there is, how do we make sure and criminal matters and unrelated to and the reason that they're in there in terms of the sexual assaults survivors. that's where the work needs to be done and i welcome anybody who wants to help in this situation. any guardrails and place and that process has begun and we are reaching out because my understanding is that it's not we need policies and we put in a

number of areas where the department of justice and the blue ribbon panel identified problems. we put policies in place and who thought it was ok to do this and we need to have a full and thorough investigation and you know, i notice that you said you would do this internally but i do think that given the scope of this latest scandal, if might be

worth calling in the attorney general and i know it's something that you've done recently and maybe this would be a time to do again. >> understood and i understand. i welcome anyone that wants to come in and look at these practices because some things i believe we have to did right away and like the work we're doing to make sure this doesn't happen again and welcome in the investigation and the attorney general and we want to make sure it happens again. >> we want to find out why it happened. and have we set a timeline on dpa and the racist nft scandal

and i see director henderson nodding. is there one in place that we can let the public know about. >> there's always a timeline and open investigation and are those the number you call out and you will hear the numbers and i can't specify the numbers i'm referencing because it's a open investigation. yes, there are specific guidelines and you will hear every week about that case and others as they reach the end of their timeline for the investigation with a special focus on any investigation that takes longer than nine months. and in those cases, if it takes longer than nine months, i'm provided internally i track what is happening with that case and where it's going. that's the long answer. the short answer is yes those cases are tracked and have a timeline. >> i guess, my question is, i

understand that the 33-year-old four timeline and is this happened before with the twitter where they were liking and a year ago and and you know, we need though change the culture. i don't know that's a discipline question. we tried to do it as a discipline question but it hasn't succeeded and i've been speaking for a moment and there are other commissioners but we need to figure out a way to address the problematic culture that is still unfortunately defining this department. >> thank you, any other

commissioners. commissioner yee. >> >> they tracked the social media of their employees because they tried to catch it before it gets out there and identify issues that are happening. we're in in social media real-time and when someone's stuff gets out there, we reel it back in. do you have any staff that track some of the members on social media. where you put in there, and whatever and it comes up and a flag has been later, you can sort of police it as well.

our social media and that goes out there one of the things with our ability electronically to do audits, of course if there's audits trigger based on use of a department of device that system is in place and i don't think that's what you are referring to and so that is something that we definitely have to dig into to see what more we can be doing to make sure we don't have these types of events happening.

we don't have exactly what you described in place at this time. and now when they track and they are assigned to that we have tough questions and it's a little preventative. if we can probably we'll find it. >> thank you. commissioner elias and good

evening, chief, i want to, i've been want to go safe this just to fellow commissioners and the chief i suffer from chronic pain and i'm very jittery and sometimes we'll get up and sometimes maybe 'cause these meetings go pretty long and i just to manage my pain in that way so it's just not to post and so just a quick question and then i guess a recommendation and there were a lot of decreases. what would you credit that to if there's anything that we can identify that changed that held improve those numbers because i think to document so we can

reference moving forward forwary second comment is social immediate why question and i remember in the director henderson's feedback last month, i believe, when they were doing the review of, i believe it was the system and there is a recommendation around maybe formulating a policy around social media and using around social media and i formally for the department and i we understand the department officers are expected to recommend sent the department even h they're not on duty, i would actually encourage that we extent that social policy to to

and just so we are proactive about address north issue. >> yes, sir and it's something that definitely is under consider space there are legal first amendment issues that when they're the it gives the police department the ability to take action on those types of personal social media messages and it's something in the conversation. >> if you just comment on the positives and nipping that we can note for future reference. >> yes, sir. thank you. so, i'll start with the gun violence which is down significantly and i do think our strategies on identifying the most at risk are having some positive impacts on that and when you look at where our focus is with those strategies, it's

in the southeast part of the city where at point, we have our highest reduction. we just had a shooting a couple days ago, two shootings that involved young people and eye chronically a lot of people involved and the young people involved in this and in an effort to identify at risk people for gun violence and not that it didn't prevent it but what it did do, we already had, if you will, relationships built where we can -- to get to their families and get to these young people to see if we can stop the next one and i do think that is a strategy that is worthy of the investment we're making and we'll continue to make an additional investment so that i. that's where the grant money was

focus with bayview and his public safety policy plan and these are aligning nicely so i do that i is making a difference and in terms of some of the rob row reductions, we believe the street robberies, the presence and particularly in the tenderloin, because we have seen it over and over again and we increase our presence and we're engage in a community with foot beats and foot patrols, we continued to see robberies go down and again that's anecdotal and there's a lot of other parts to this with community engagement and we have a very engage community in the tenderloin and i want to see things improve and we're working with those communities members and they're really committed and so i think those things are making a difference and those things i can really highlight with the murders, i know our strategies are focused on the hotspots and we focus on impact arrests, prolific burglars and we've had success there but we're going to hold out saying that, i think it's contributing

to the downward trend in burglar burglary but most evidence and they're doing a good job focusing on these prolific players if you will. and that has, we believe, has had success so those things are important. we still have stubborn areas on some of the issues we haven't moved as much as we'd like to but we'll continue to work on it. >> thank you, commissioner. anyone else? >> commissioner elias, i neglected to say one thing. this is just 30 seconds, i want to thank members of the department and members of the public who have worked with us on our collaborative re form we got the report from the california do can j and and substantial comply ants and that is a significant milestone and i want to thank the commission for

your push and your guidance and the leadership on helping us get to this point and we have a lot of work to do and it's been mentioned today some of the incidents that we want to make sure is that that's what the reform is about so i want to say that and thank members of the and members of the department who have helped us get to this point but we still need everybody's work on this to continue pushing the re form to the get everything done in terms of the recommendation. >> i think that we should definitely agenized the dna issue because it's that would focus on at least some of the dna stuff and also whatever the regular practices are and all of

that would be included in the audit that we would do. >> then you obviously would want your input as well and i think one of the questions is why you weren't aware ever that happening in the department and how do we prevent situations like to from not happening and also you are become ago ware of these situations so that they don't happen. the other item that i think that we should agenized as well and i will ask to agenized is with respect to the live tweet and i think that the department should let us know the commission and the public who monitors the social media and how this happens and how this could would have happened and why you weren't aware of it and it's

important for us to know who is in charge the social modia for the department and how this happened and why it happened and what safeguard will be put in place to ensure that these abuses in social media by the department do not happen again. so those are the things that i am going to request to be agenized. so with that, i think there are no other commissioners who have anything. can we go on to public comment? i see dpa chief-of-staff. >> we did receive a complaint about the dna issue. so it will be thoroughly and completely investigated both for policies and recommendations and as well as whether any misconduct occurred and i just wanted to let you know that. >> thank you. thank you. sergeant youngblood can you move on to public comment. >> the public is welcome to mick

public comment regarding line item 3 the chief's report. please press star 3 now if you would like to make a comment. good evening, caller, you have one minute. >> caller: thank you for your one minute. so, chief, your report was a good report. what we see here and i want to know, if the police commission plays a game called musical chairs. because i see the chair is missing. she goes down something ex comes back and the vice-chair takes over and another commissioner could give two or three or four minutes and it goes over 10 minutes and then you have the audacity to tell us the public to keep our time. so, i want to know if the police commission plays a game called

musical chairs and the chair of the commission is in charge of that game. thank you, very much. >> thank you, caller. >> good evening, caller. you have one minute. >> hello. i'm thanking chief scott for his leadership as well my name is angela jenkins and chief scott was a breath of fresh air when he took over the department in 2017. it was in january and i appreciate transparent and any officer-involved shooting and i do that he is a gifted leader and to policeing and

transparency. >> you have one minute. >> caller: with responsible usage of social media and twitter i would like to encourage commissioner hamasaki to lead by example in this area. >> you have one minute. >> caller: i was about to say the same thing. i think that if we're going to hold the police to standards for social media, the commissioner should be held to higher standards. i'm not on social media and i get cut and pasted all the time from awful things as commissioner hama sack key. it makes you all look bad and if you harp on this with the police you need to follow your own rules and do better for

yourselves. >> that's it. >> g. caller. you have one minute. >> my name is jock wilson and i'm member of the community and member of the san francisco office in the black community group and with regards to the racist i think that should be investigated and it needs to be a responsible usage of social media and twitter and that was offensive and it's black history month and it caused harm in the plaque community and additionally whether you look at the culture of san francisco it's the which that book you understand and i hope we get this mou in place. thank you, all. thank you, caller.

>> good evening, caller. you have one minute. >> good evening, this is julie calling and i grow with the chief that this is a good report from the department of justice and is this report came out and the latest -- [please stand by] is

>> there has to be accountability, and it has to be handled in an efficient,

quick manner. >> hey, hamasaki. what about you? you must not have any asian because you haven't spoken up about black or asian hate crime. it's pretty laughable, actually, because recall hamasaki and chesa boudin. i used to walk mission in 1990s

as a single woman. tenderloin, no problem. now, you've got dysfunctional folks scattered all over san francisco because of yimby and nimby -- >> clerk: thank you. caller. go ahead, caller. >> hi. i would just like to go ahead and put forward my suggestion that the attorney general be called in to investigate the use of the rape kit that chief scott mentioned. this is flagrant abuse of rights, and there's no excuse for victim blaming especially those who's already in an intense system.

thank you. >> clerk: thank you, caller. commissioner elias, that is the end of public comment for the chief's report. i apologize. i failed to call for public consent for the consent calendar. i fail to do so. i will do so now. >> vice president elias: go ahead. >> clerk: for members of the public who would like to comment on the consent calendar, please press star, three now. >> did you guys mute me in the middle of my statement? >> clerk: go ahead. you have one minute. >> good evening.

i have had problems when i tried to press star, three, but i will comment on the chief's report. i think it would be very helpful if the department was very clear in thanking the district attorney. this is a very serious problem that would not be being dealt with at all but for the district attorney bringing it to your attention. and in this extremely political environment, it would be beneficial for you to take it down a lot and realize that you have an opportunity to do something. in terms of the racist tweet, i want to remind you that the california ripa board recommended a proactive approach to members' social media. that is the sixth time that i've brought up to this department and this commission

that they need to follow the recommendation of the ripa. a reactive approach is what we're doing. a proactive approach tells the community that you're taking it seriously. there is no reason -- >> clerk: thank you, caller. good evening, caller. you have one minute. >> hi. this is miss brown. i raised my hand for the chief's report, but i never got anything. i'm call for my son, aubrey abrakaska who was killed, and if anyone can call me and give me some information on my son's case, yeah, and with a that, thank you very much. >> clerk: thank you, miss

brown. for members of the public who have any information on the murder of aubrey abrakasa, you can call the anonymous tip like at 415-575-4444. please go ahead, caller. >> i called for public comment, but i didn't get called on. i just wanted to highlight what commissioner hamasaki said that the comments point to a cultural problem, and for the leader to say that they can have him unilaterally reviewed from the m.o.u., we need to have an atmosphere of

accountability coming from the top and that these sorts of things are not tolerated. thank you. >> clerk: thank you. vice president elias, that's the end of public comment. >> vice president elias: thank you, sergeant youngblood. i don't know if you saw my comment in the chat, the callers are saying that they are trying to comment on a particular item and they're not getting through. can we just make sure that everything is okay and callers are able to get through in the queue? >> clerk: yes, i made sure that

there's no problem. >> vice president elias: thank you. can we call the next item? >> clerk: yes. item 4, 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 raised for a future commission meeting. >> of cases whose investigations have gone on longer than nine months, those are 31 cases. last year, there were 39 cases that have gone beyond the six-month period. d.p.a. has not missed its

tolling on any case regardless of its date, since 2017. of those 31 cases, 20 are tolled cases, meaning, there's on going civil action or litigation with the district attorney's office or city attorney's office, which tolls the case. there are eight cases pending with the city and eight cases pending with the chief. this week, in terms of measuring the work inside the agency, i'm just going to talk about the first two trends. the first has been an officer behaving allegation of speaking inappropriately to a member of the punl. and then, after that, an officer failing to properly investigate. also, an allegation -- 10% of

the allegations were making an arrest without cause, and 10% were for officers using unnecessary or excessive force. i won't read the whole list, but they're published on the webpage. -- webpage if you want to see the full numbers. a full breakdown of every single precinct is on the website. the top two were from unknown departments which further investigation was to find out where they came from or further investigation of involvement. one involved a pedestrians with

a bank card, and there were three complaints or three cases that came there that still needed to be tracked, and two complaints that came from both central and southern, and southern evolved out of an appearance of an officer failing to drive dangerously and an officer failing to respond to a crime occurring. in central district, allegations from an officer -- about an officer yelling or complaining about a member of the public, and also complaints about an officer -- the open investigation for the racist tweet. again, that is an open investigation that police accountability is involved with. in terms of our audit, d.p.a.

has one audit in process. this will be our third audit. the second audit, obviously, those results are posted already. this new audit is an audit on how san francisco police department handles claims of officer misconduct, and so that work is in progress right now. it is currently in the plan is phase for each audit, and the auditors are currently reviewing san francisco police department data to get an

understanding of the process, and i will get you an understanding of process as it unfolds. in terms of outreach, we have a an event with sfcasa, court appointed special advocates. and we also had a meeting with women's membership for the same: community outreach and public process. overseers alliance meeting. that was the meeting of all the agencies in california that do oversight. there are no case does tonight in closed session for d.p.a.s jurisdiction. senior investigator allie

schulte is on the call. if anyone wants to make a report or file a complaint, you can go to sfpd.org/dpa, and for agenda item number 8, we'll have some comments, and i think that's where i'll give you some comments that have been raised on the social media policy, but my input will be consistent with the comments that we've heard this evening from the commissioners, and public defender's office, so when we get to that, i'm ready to give some input.

[indiscernible]. >> clerk: press star, three now. good evening, caller. you have one minute. >> thank you. can you hear me? >> clerk: yes. >> my name is barbara atard. i'm a second generation san francisco. i've worked in liabilities with the sheriff's department specifically in the office of citizen complaints. as director of the police for youth commission and as an independent counselor, i, too, have had my hand raised for chief scott's report. the d.n.a. incident should be investigated fully. director henderson said this should be part of the audit process.

that should happen, as well. with regard to the d.n.a. from rape kits, that should happen, as well. this issue will be dealt with proactively, and the -- >> clerk: thank you, caller. and vice president elias, that is the end of public comment. >> vice president elias: thank you. can you please call the next agenda item? >> clerk: line item 5, 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 report, commissioners' reports, and commission announcements and scheduling of items identified for consideration at future commission meeting. >> vice president elias: thank you. what i would like to do before

i turn it over to my fellow commissioners is acknowledge that it is black history month, which we have not acknowledged that. in addition to that, with respect to that, commission reports, i had a meeting set up with the department for tomorrow concerning d.g.o. 301, however, they have requested that be rescheduled, so that will be reset for march. with respect to agenda items, i'm going to ask that it be agendized since it was cut short, 96-59 and ripa. i think that's definitely that we should see which ones the department had complied with as

well as some of the questions, issues, and concerns that were raised by the commission during the 96-a report, so i'm going to ask to reagendize that. another thing i'm going to ask to agendize, i asked for it to be agendized last year, but i'm going to ask again, and that's a report on the morale of officers and what we're doing to get a response. i'd also like to know what the chief is doing personally to ensure what the chief is doing, not the command staff, but i think it would be good for the public and rank-and-file to know the things that the chief is doing right now. those are things that i would

like to agendize. now i'm going to turn it over to my fellow commissioners. we'll start with commissioner yanez, since you're the first square. >> commissioner yanez: thank you. i've always been considered a square, commissioner elias. . >> vice president elias: thank you. >> commissioner yanez: the only thing i wanted to speak to was, chief scott, obviously, we know you are in a very tough position. you know, last week's meeting and the coverage that has come up since, i know, painted a picture of a really, really chaotic situation. but i want you to know, at least from this point of view,

we're all in this commission. we want this commission to be a support for you, a sounding board for you, and we all serve the same committee. what i want to make clear is the community that you are sponge for overseeing is part of our community, and so i hope that, with that spirit, we can continue to have these tough conversations which are very, very uncomfortable for almost everyone. but unless we do, and we confront these challenges and issues, we'll continue to be stuck in this rut, and i definitely see better things and see a collaborative partnership moving forward. with that said, i did want to ask you directly whether you had any thoughts or response

that this letter that was written to you from supervisor ronen's office challenging you in many, many areas, particularly a decrease in resolving rates around robberies 14%, burglaries going down by 9%. what is it? car theft rates going down by 16%, and obviously, this is a concern because i wouldn't think this is a capacity challenge, but i would like to know if there is something tangible that has been happening at leadership level

in the department to really analyze and determine what needs to be done to get back to baseline of previous years because we can be called -- and i hate to point to the fact of oftentimes, there are allegations and i myself have observed where there isn't an immediate response to something that i would have assumed required an immediate response from police that are present and how we can really improve these comments? >> vice president elias: i think we should agendize that item and then, the chief can answer, as well, because i think the chief definitely has the same persons, so we will

add that to the agenda and the matrix that the chief and d.p.a. was discussing, but thank you for bringing that up. commissioner yanez, was there anything else that you wanted to report on or wants to agendize? >> commissioner yanez: no. i think that item, it is an on going point of discussion. i think it's better that we do agendize it so we devote the right time to it. >> vice president elias: okay. thank you. commissioner hamasaki, you're the second square. >> commissioner hamasaki: i'm going to leave that one alone. >> commissioner hamasaki: thank you, vice president elias. i wanted to follow up on what commissioner yanez said.

we're following up on the key points that have been existing for years now, and that's the culture that's existing in the department. i think we saw heather knight, who's a strong supporter of the police, writing an article of the ignorance that's being shown to the community and the finger pointing and blaming that, hey, we can't do our job because chesa boudin is a radical or whatever. but we brought this thing up for at least two years, and people have called in, people have told us that this is going on, and this is a culture

issue, and this is a leadership issue, and so i would join commissioner yanez and commissioner elias, as well, about where our officers -- this is not a majority, but the majority are good people, and then, there's other guys that are over women or whatever that are, i guess, really dragging this department down, and that culture, it just -- we need to get to the bottom of it. and so let's have a big discussion on it and figure out how to get there. the second item i'd like to agendaice goes to the point that commissioner elias was making.

i've seen the chief's statements and also the comments about the morale, that they're feeling very sad, that they're not supported. i don't know where that comes from. you know, we have the highest, one of the best paid police departments in the country, and good policies, and we've all done a ton of work to get there. but i do have concerns about morale and leadership, and on that point, i do think it would be worthwhile to invite the p.o.a. to join us and to have at least their current leader, tony montoya, come to us and talk to us. but we get these morale things that everybody's very sad, but

how do we fix it? it's been the same problems for years. if we can't change this culture thing, all of the position work and everything that we've done isn't going to work. i really encourage mr. montoya to join us, and i think we can have a good discussion. >> vice president elias: thank you, commissioner hamasaki. we'll have those items agendized, as well. next up is commissioner yee? >> commissioner yee: thank you very much there, vice president cindy elias. i guess just talk about morale

among police officers and the department, just to let you know, we in chinatown, we have a celebration. i'd like to invite everybody on the commission and chief and staff to come and join us. we're going to honor some of the chinese american officers that have been acknowledged. i think on the agenda items is some of the issues that commissioner hamasaki and i have mentioned, maybe make sure we put those in there, as well, to make sure they don't fall

through the cracks. >> vice president elias: thank you so much, commissioner lee. we'll make sure those get on the agenda. next up is commissioner carter oberstone. >> [indiscernible] i thought it was a really productive discussion, and as i told the chief, i was surprised to find out we agreed on more than i thought we would agree on going

into it. obviously, details need to be hashed out, but i look forward to working with the chief and the department on this. >> vice president elias: thank you, commissioner. any items you'd like to see agendized? >> no, thank you.

>> vice president elias: thank you. commissioner yee, did you have -- i think i saw your hand. yes? >> commissioner yee: yeah. i want to thank my fellow commissioner jim byrnes for following up on the graduating class. thank you very much for that, jim. >> vice president elias: sergeant youngblood, if there's no further discussion, can we move to public comment? >> clerk: yes.

>> vice president elias: thank you. >> clerk: at this time, we'll move to public comment on-line item 5. if you'd like to make public comment, please press star, three now. caller, please go ahead. >> yeah. i'm a police officer in san francisco, and i think officer hamasaki should look in the mirror and realize he causes poor morale and other issues, along with the district attorney that doesn't want to prosecute crimes. but yeah, bring the p.o.a. on, and understand how you contribute to this matter of demoralization. >> clerk: thank you. and vice president elias, that

is the end of public comment. >> l. simon-weisberg: lie thank you. the next item, item 6, will be moved to the end of the agenda. we'll move to item 8. i'm going to request that item 9 be continued -- or continued until march because there are still items that need to be addressed. if we could jump to item 8, please. >> commissioner hamasaki: commissioner or vice president elias? >> vice president elias: mm-hmm. >> commissioner hamasaki: so i know that the officers and police union have been heavily promoting item 7 or the item about the m.o.u., so i know that there's a lot of public interest in it, and i'm afraid that if we put it later, then

there's going to be a lot of people that aren't able to participate. >> vice president elias: thank you, commissioner hamasaki. i think it's important that we need to have an important conversation about that, and that will give us time to do that. sergeant youngblood, if you can call that.

>> it is important to note the audits are limited to devices

the department owns and not any members personal devices. the audits, however, do capture electronic messages that are translated from personal devices to deep department devices. three devices are audited. for california law enforcement telecommunications systems, this is a program that was

created to scan. i.e.d. staff analyzes throughout the week, and those comments identified to be biased are investigated. the system has been fully operational since december 2016. fourth quarter results. from october 1 through december 31, there were 67 hits returned from the program. after investigation by i.a.d. members, none of the hits were determined to be potential bias. department e-mail. all e-mail sent internally and externally are audited using an established word list. the audit service is passive in nature. if the e-mail contains a word contained on the list, the e-mail is sent to i.a.d. personnel used during the audit

process. staff analyzed every hit, and those determined to be potential hits are investigated. from october 1 to december 31, there were 114 hits from the program. after review by i.a.d. members, none of the 11 hits were determined to be biased oriented. text messaging via department issued cellular phones. audits are conducted by i.a.d. investigators are contained to track active audits. every 30 days, an audit is used with a determined word list. those hits determined to be

potentially biased are investigated. all false positive hits are saved by at&t, so for the fourth quarter results from october 1 through december 31, there were 25 hits returned from the program. after reviewing by i.a.d. members, none of the 25 hits were determined to be potentially bias oriented. that's the report. >> vice president elias: great. thank you. director henderson, i do see your hand, and fellow commissioners -- thank you for your presentation. my question to you is why -- i see the audit, and i'm wondering if there's a way to include or identify why the central state's liking of the twitter audit wasn't caught or if there's a way to use that

information, as well. >> i'm not a computer expert, but from what i have been told is because twitter is a forward facing, outward public platform, that is not something that would have been caught through the audit processes that we have, and even if we had the processes to capture that data from twitter, it wouldn't be on this report. it would be on the next quarterly report. >> vice president elias: great. thank you. i'm going to turn it over to director henderson and then any fellow commissioners. >> thank you. i was going to say, that isn't one of the enumerated measurements that are

calculated or reviewed. part of the problem is that we're only talking about the department-issued deviced, and this does not capture it. as long as i've been on this committee, since 2017, we have never found a hit that has found to be biased. that process, as we all know already, is already internal, and it seems to fly in the face of the evidence documents and what we've seen through ripa. because the ripa report collects evidence facts and he enumerates race evidence-based

outcome, and one of the recommendations i think we should be focused on is best practiced in ripa designed to address bias because that's the concept here, talking about bias. the recommendation is one, they should routinely audit department-issued phones and devices, which they're already doing. i would also be remiss if i didn't indicate an outline that a social media policy is something that d.p.a. has been asking for, both, and policy recommendations, and i believe those recommendations are in

8.10, if i'm not mistaken, and i would that policy recommendation also came from samra several years ago, and now may be the time to take action. otherwise, we keep having this same report and this same information every single time. i know we've had this same conversation, and i feel like i'm obligated to have the conversation because the results from the investigation, the internal investigation, again, conducted by the department itself revealing that there's nothing to be found, bias since 2017, almost flies in the face of the other evidence and information

presented to this commission. so i just wanted to say that and frame that with an indicated point. >> i more than welcome to look at those cases, whether indirectly, from the audit, that led to other things, the audit was the allocation of what was heard.

in the first quarter, there were three hits that led to internal investigations, and in the second quarter, we had one hit that led to an internal affairs investigation. >> can i say, i think that is fantastic because that is the first time that any of that has been made transparent to me, the commission, or the public. i think that this is an opportunity, that we should have a full report from what internal affairs is doing in terms of the discipline so that we can have a comparison of apples to apples with the work that's being done by d.p.a. and see that. the whole point is to address bias from investigations, and that connection of the bots should tell us that bias is being revealed by being investigated was not part of the report. it has never been part of the report, and to the degree

internal affairs is addressing bias in any specific way i think is exactly the reason why that kind of information should be revealed in some sort of regulated reporting. i know that it's come up in the past -- >> commissioner hamasaki: let's agendize it. let's keep it moving. >> can i just address that point? >> vice president elias: i think commissioner hamasaki raises a good point. i think we do need to agendize it. i have commented in the past to have i.a. agendize what their numbers are and what they're doing, and we still haven't had a response, or a request to put it on the agenda. are there any other comments by commissioners with respect to this presentation? i don't see any in the chat, i don't think. okay. thank you. thank you for the presentation. can we turn to public comment? >> clerk: at this time, the

public is now welcome to make public comment regarding line item 8. if you'd like to make public comment, please press star, three now. good evening, caller. you have one minute. good evening, caller. you have one minute. >> yes, i'm going to keep it brief. i think it's ironic to be talking about bias when you have commissioner hamasaki wanting item 6 to go now on the agenda and not later because he was tweeting earlier to get people to call in, his protest people. you talk about bias, you talk about hate, you talk about racist. he should not be allowed on the commission.

the trust of the commission is just -- it's gone to hell. we don't trust you. we know you have antipolice sentiments, and you know what? you need to be disbanded. that's all i have to say. you're a disgrace. >> clerk: thank you, caller. good evening, caller. you have one minute. >> hello. john crew again. i like the report, but i have to say, there should be a report report dealing with the officers' social media. the ripa report recommends to conduct an audit of the member's social media. racist or bigoted posts are a

problem of officers nationwide. critically, these examples trigger a deep concern about affiliations with white supremacist or racist groups and have an effect on those organizations that are focused on serving and protecting. i've asked for police departments to take a proactive -- >> clerk: thank you, caller. good evening, caller. you have one. >> hi. thank you for your time. i'm a long-time s.f. resident, first time police commission caller. i'm calling to make two points. first, commissioner hamasaki mentioned that sfpd is one of the highest paid departments in the nation. that is true, but it's one of the lowest paid in the bay area.

second point, regarding tonight's discussion on social media policy, i'd like to point out that commissioner hamasaki has tweeted during tonight's police commission meeting, he's tweeted out posts that criticize public commenters, so when you talk about auditing police department members, you audit commission members, as well. >> clerk: hello, caller. you have one minute. >> commissioner hamasaki, there's a surge in asian hate crimes. you still support chesa, and i

don't know why. who's representing asian americans here? >> clerk: thank you, caller. good evening, caller. you have one minute. >> yes. i just wanted to make a comment -- this is yolanda williams -- about the fact that you wanted to discuss morale, and that you would bring the p.o.a. in, and i think you should bring in the apoa, f.o.j., and p.r.i.d.e. i think we should be able to address all of the issues around morale, and i thank you for this time, and i thank you for your opinion. >> clerk: thank you, caller. good evening, caller. you have one minute. >> yeah. so again, i'm going to keep this short. again, i've already spoken to it, but commissioner hamasaki, you are extremely hypocritical.

you need to really follow your own advice and watch your social media. you're not part of the public, you're on the job. thank you. >> clerk: thank you, caller. good evening, caller. you have one minute. >> [indiscernible] since we're talking about hamasaki's tweets, yes, i'm aware that he says that we should speak at the meetings, but we are independent people. we think our ourselves, and we hope that callers will think for themselves, as well. thank you. >> clerk: thank you, caller. good evening, caller. you have one minute.

>> yeah. it seems like it's black history month every month. thank you, larry yee, for bringing asians into the conversation. the black on asian hate crimes have not been addressed. hamasaki, how dare you. >> clerk: thank you, caller. good evening, caller. you have one minute. >> hello. is that me? >> clerk: yes. >> hello. my name's amy. i just wanted to say chief scott, the chief of police, from 2017 to 2019, [indiscernible] but now, the crime and the asian hate goes

up, and bill scott should be keeping his position. the robberies, the cars stolen, every day, we see that. i don't want the city of san francisco to become a terrible see, so i want the city to be made more safe. thank you. >> clerk: thank you, caller. good evening, caller. you have one minute. good evening, caller. you have one minute. >> hi. i'm calling about -- i'm calling about line item 6. i'm calling to register a complaint that it's been moved to the end. i have a time constraint and i cannot stay on these calls all

evening long. and also, i'm an asian woman, and i completely support chesa boudin. this m.o.u. situation is a disgrace of the last 1.5 years of organizing in san francisco, and i'm appalled by this commission and this police department. >> clerk: thank you, caller. good evening, caller. you have one minute. [indiscernible] . >> clerk: caller, are you there? >> yes, oh, i'm sorry. can you hear me? >> clerk: yes. >> yes. my name is felicia jones, and i'm with wealth and disparities in the black community, and i would just like to say, i am really sick and tired of all these p.o.a. people coming on

here and talking about commissioners and talking about black people. and the thing of it is is that the p.o.a. talks about black people. they have threatened mayor breed, they have threatened malia cohen, they have called black people dogs. you know what? p.o.a. get off the damn phone. it's a problem in san francisco with damned police rareform, and we are here -- police reform, and we are to make sure that we talk about black people that are killed by the police. for all the people who want to talk about asians that have been killed and commissioner hamasaki, get off the phone because we have been here over seven years. >> clerk: thank you, caller. good evening, caller. you have one minute.

>> hi. i was just calling in reference to the hamasaki conversation and also line item 8, to see that i agree it should be looked into, why the auditing is not happening on social media in that -- and also a determination on who is making the determinations of bias when the polices come in or when there's a flag and whether that is publicly elected board or supervisorory committee, and i think that, also, calling for accountability in policing does not equate to being antipolice, so i -- supervisory committee, and i think that, also, calling for accountability in policing does not equate to being antipolice, so i would ask the

callers to distinguish between that, as well. >> clerk: thank you. hello, caller. you have one minute. [please stand by]

>> commissioners, there are some callers who live in daly city and they want to represent san francisco. for the last 40 years, i have been in the trenches. i know the fake ones. so, you commissioners, you all have no way of filtering the callers. we don't need these people to be speaking for somebody else. speak for yourselves.

and what's important in san francisco are good actions. anybody can talk the talk, but to walk the walk is important. it is a shame that while the commission is going on, the chair is missing in action. where is the chair? did she come and just for a few moments and then she is in and out? >> thank you. that is the end of public comment. >> think you. line item 10. >> line item 10 is discussion and possible action to adopt revised general order 6.09, domestic violence and the vesting -- domestic violence manual. approved by the commission on january 13th, 2021. discussion and possible action. >> i moved to adopt. >> was anyone presenting on

this? or is it just up for adoption? >> it is just up for present -- up for adoption. >> it has been presented numerous times. >> can i get a second? >> i second. >> great. sergeant? >> on the motion to adopt this... i'm sorry, i need to take public comment. >> yes. members of the public who wish to make public comment regarding line item 10, please press start three now. -- star three now. there is no public comment. >> great. take the vote. >> on the motion... [ roll call ]

have six ayes. >> thank you. next item, please. >> line item 11 is discussion and possible action to adopt resolution urging the board of supervisors to authorize the chief of police to accept and expend a grant in the amount of $125,000 from the u.s. department of justice, office of the community oriented policing services community policing microgrid program to support the community trust and legitimacy project for the project of said cover first, 2021 through august 31st, 2022 and weaving indirect costs. discussion and possible action. >> okay. who is presenting on this? >> that is director leon. >> thank you.

>> i am the chief financial officer for the san francisco police department. we applied and were rewarded a grant for the cops' micro grant. i'm happy to answer any questions that anyone may have. >> commissioners, any questions? >> i have a question. i will make it brief. thank you, president. great work on obtaining this grant. i know that every cent counts. every additional effort to engage communities, especially in the tenderloin is really important. my only questions are, is there a plan in place to report back about the impact of the activities? i understand there will be some workshops taking place, some more beat officers. what is the mechanism to give us an update on the impact of this effort?

>> there are metrics that are part of the grant program. i would have to check back on what specific metrics are recorded, but i can check the after. >> thank you. that would be great. and the second question, there is language around monolingual community impact. are there specific languages that you guys are focusing on or is that part of the assessments that you are still engaging in? >> that would be part of the assessment. captain canning and his team would work on that as part of the program. >> it would be great if weather on orderly or at the end of the year there would be some kind of update on the impact of this because, obviously, this is a great benefit to the community. thank you. >> thank you.

before director henderson, commissioner ozaki, did you have a comment? okay. director henderson? >> i was just going to say, these grants come with fiscal accounting in them. so maybe this could be one of the things that gets reported on regularly so when we have the conversation about the acceptance of the grants that we also get a presentation on what the outcomes are in measure from third-party so we know it and then if we don't track it publicly, we can track it in our respective roles to see how that stuff is getting done. and that would add another layer of transparency to the grants that we are moving along and passing. then we would actually know and see which communities are being serviced and/or what the requirements are. those reporting obligations are typically done from the issuing agency and maybe those things

can come through the commission as well. that his work that is already being done. it just adds a layer of transparency that we can evaluate. just a suggestion. >> thank you. seeing no other hands, can i get an adoption? >> i motion to adopt. >> thank you. second? >> i will second it. >> thank you. can i get public comment and then a vote? >> members of the public who would like to make public comment regarding line item 11, please press start three now -- star three now. there is no public comment. >> great. take a vote, please. >> on the motion... [ roll call ]

you have six ayes. >> thank you. let's move onto the next item. >> line item 12 is discussion and possible action to adopt a resolution urging -- hurting the board of supervisors to authorize the chief of police to accept and expend an in-kind gift of 900 units of naloxone valued at 66,600 through the naloxone distribution project, which is funded by the substance abuse and mental health services administration and administered by the department of healthcare services. discussion and possible action. >> who is presenting on this? >> this is director leon. >> thank you. >> good afternoon -- good evening, president and commissioners. i'm happy to answer any questions anybody may have. >> any questions? >> i have one question. do we know how many officers are trained on the use of the narcan?

>> i don't have current papers anymore, but many of our patrol officers and special units are trained on the application of naloxone. >> i will just add to that, it is part of our cpr training and cpr certification, which we all have to go through. everybody has to train on using naloxone when they get trained for cpr. >> thank you very much, chief scott. >> can i get a motion to adopt? >> motion to adopt. >> second, please. >> i will second. >> rate, thank you. commissioner how masaki, can i get public comment and then a vote? >> the public is welcome to make public comment online item 12. if you'd like to make public comment, please press start three -- star three now. good evening, you have one

minute. >> narcan is another, you know, work hazard for police officers. this is a hard job to do, just so you guys know. when they are exposed to that, it is almost like -- [ indiscernible ] -- you don't recognize that this is a hazard and the challenges these cops are facing. you tie their hands and you persecute all of them. it's ridiculous. you guys are pro- criminal and anti- cop. >> thank you. good evening, you have one minute. >> hi, i was just calling to see whether the narcan distribution would extend further than the police department to other

community organizations that also assist in narcan use and prevention, and whether the proposal can or could be considered. thanks. >> thank you. that is the end of public comment. >> great. thank you. let's take a vote. >> on the motion... [ roll call ]

you have six ayes. >> i'm sorry. one moment, please. director leon, can you please read out what it is? >> thank you. i wanted to respond to the caller. if you can look for the naloxone distribution project, that's where you can apply for naloxone. thank you. >> thank you. we appreciate that. next item, please. >> line item 13. presentation of d.p.h.'s racial equity action plan update. equity and transparency discussion. >> good evening. welcome. i love your attire. >> thank you. it is in honor of black history

month. thank you. >> thank you so much. good evening, commissioners, director henderson, chief scott, members of the public. tonight i will be presenting the update on the racial equity action plan. i gave a presentation january 2021 of the steps that we have been taking that i'm here to give you an update. the purpose of the project is a process of eliminating racial disparities and improving outcomes for everybody. it is the intentional and continuous practice of changing policies, practising systems and structures by prioritizing measurable change in the lives of people of color. it has always been in the forefront and focus of d.p.h. since director henderson took office in 2017. we were tasked with this in 2020 with creating a racial equity action plan through the guidance of the office of racial equity under the leadership of the human rights commission.

the plan was created by pulling a working group from our various units in the office including operation, outreach, audit, the investigative team and legal. we have roundtable discussions and ideas to support one another with our racial equity action plan, which is on our website, as well as through the office of racial equity. we divided the racial equity plan into workable sections for each member to contribute. and in addition, we expanded the racial equity action plan by meeting with our law enforcement agencies such as the san francisco police department, the sheriff's apartment, adult probation, juvenile probation, as well as cba and to create a safe idea -- create a safe space for black officers and officers of color to share their thoughts

and concerns with respect to policing. we did this by creating these circles of support that we still have going on and we had one in december. we will have one -- we had one in january and we will have one in march. in which this circle of support for black officers and officers of color can express their thoughts. this is led from we are stronghold. last year, with the law enforcement working group, we had black history month celebration celebrating black excellence in our law enforcement agencies. this year in march, you will all be receiving an invitation, we are having a celebration for black women trailblazers. we brought together black history month and celebrating black excellence in women history month and combined it to create a black -- [ indiscernible ] -- and those supporting us in

san francisco. through this -- and it started off with the former director shakira. she created this racial equity plan with law enforcement officers and we also happened to be identified as black women. that's how we got together. we know we needed to create this space and we needed to be unapologetic about that space for black officers. especially in the times we are in in 2020 has we head towards the racial unrest that is happening with policing. we are trying to bridge that gap in that community with our community and law enforcement and bring law enforcement officers and our community to create these town halls and these safe spaces. we can coexist. we can beat black lives matter. it does happen. it does exist and we are in a

sample of that through our law enforcement and racial equity action plan working group. next slide. no slides. in addition, there are four overarching concepts -- thank you. thank you so much, stacy. >> next slide. >> there are four overarching concepts that we use to enhance our racial equity within d.p.a. that includes increased transparency, maintain integrity and ensure trustworthiness and accountability. next slide. d.p.a. is a small department, but it is intentional with our leadership to represent the city's community. our leadership is split by racial and gender demographics. during paul henderson's tenure in 2017 as the director of

d.p.a., 69% of the hires have identified as women. forty% of those who have been hired have been women of color, including myself. and 24% of those -- yes, and under the leadership of director henderson, 42% of all hiring decisions please minority applicants in leadership position. i am currently the director of recruitment, so i can see that we make sure we have that diversity pipeline in place to make sure it is a fair and equal hiring practice that we have at d.p.a. sixty% of minority hires were women and 32% of those were people of color. this also means we also have agencywide racial bias and inequity training. we also recognize and celebrate black excellence with our own annual department of police department accountability and black history month program. we started this at the d.a.'s office and brought over to

d.p.a. where we celebrate black excellence within d.p.a., in law enforcement, and in our community that we serve. this has also led us to celebrating women's history month with our celebration. api heritage month and a api excellence and latin american heritage month in excellence and as well as spotlighting juneteenth with a celebration. we have to make sure that our staff knows and recognizes diverse excellence and we are not going to shy away from it. next slide. next slide, please. in the past, our hiring process has been primarily based on the human resources process and the lack of streamlined and onboarding training. when we got on there wasn't anything in place for you. right now -- and there wasn't diversity.

you had a hiring panel. next slide. with that, and what we have in place now, we are trying to, and with the racial equity action plan hitting those goals, meeting those items on our plan, we are in the process to identify biases in the recruiting and sourcing potential candidates that represent the diversity of san francisco and of the bay area. we brought in job announcements from our recruitment process. we have minimum qualifications for our investigator position. we can now allow for a wide variety of qualifying experiences. we have hired new employees from these pools of applicants, and this is also through our intern program where we have hired from that pipeline. and as well as we have the 9920

positions, which are entry-level public service facing positions which are designed to introduce workers or city employees to different city agencies and assign them a role model so they can hi a permanent -- so they can have a permanent position in city government and learning all the jobs at d.p.a. we are also putting in the mentorship program. we are truly proud of that. that is our baby where we are using that as an internal hiring pipeline to partnership with the opportunities for all program, which, as well as the youth law group for recruitment. for an example, we hired one of our lost in turn class for summer 2021, amaya king, she is now our public-service aid. that does create opportunities when we use the resources we have. and we want to have a test

development community -- committee to look over test that they are giving when they take the investigator test so we can show there are a diverse group of employees working on this process. translates to the test so they can know what needs to go on the test and what needs to be shown, what skill sets are required. they are the ones were doing the work right now. and a sharepoint page for a job announcement as well. next slide. we want to establish trustworthiness and strengthen that. by strengthening internal trust by fostering an equal opportunity culture. next slide. we do this trustworthiness through retention. our goal is to ensure policies and procedures regarding retention and promotion are not only equitable, but inclusive and transparent so every employee has a path of success

and he feel respected and included with the leadership of their peers. we are continuing to revive and analyse the root cause of racial inequity at the time of promotion and we will -- we have increased focused on internal promotion, especially with our lgbtq plus employees. with the use of peer mentorship and shadowing which is a huge component and internal share points with frequently asked questions and updates, health and safety protective measures, access to unions and ensure that they are informed about their compensation, paid sick leave, flex time, as well as their rights as an employee in the creation of a staff survey to remain aware of the internal racism. next slide. it is important that we have integrity within d.p.a. instead of being undivided. being honest and having strong moral principles. next slide.

, which is why we have a team model. this structure is an investigation unit broken up into an investigator, a senior, and a team attorney. there maybe more investigators. they collaborate on the evidence and issues. this process has increased retention because we are going through all of the cases. we do case reviews and we are talking about it. i bring all of my investigators and we meet and discuss every case that everyone has because they can get help and assistance with their ideas and we can troubleshoot what is going on with each individual case. somebody might have had a case like that, how did you approach it or how did you get that evidence. it allows for a diverse group of employees to bring forth their own ideas and opportunities that they may not have otherwise. sometimes you can get lost in

the system of your workplace. at this level, as a team model, we can ensure that integrity. we can give employees an equal voice because we come from different backgrounds, different races, different cultures, different job occupations. and it brings forth equity in our findings. they are a diverse group of employees with a distinct background. this reduces implicit bias in our work which is a goal and an action item on our racial equity action plan. next slide, please. accountability. it is in our name, but it is also what we stand for. next slide. where do we go from here? we must continue to revise the testing strategies and diverse testing committee. they dedicated to analysing root causes of racial inequity of internal promotion, increase

internal training and access to resources regarding racial equity, as well as strengthening our base and what we do, and we will continue using and enhancing the team model as needed. that was director shakira simile. thank you. and i say this. i want to thank those -- nicole, velma, amaya, korey, and the executive staff for helping implement the racial equity action plan and continuing to make d.p.a. and equitable space for all. we will not shy against race at d.p.a. we are going to tackle it head on because we were tasked with it and it is something that needs to happen. we are an agency for transparency and accountability and that needs to be reflected in our workplace. we are not going to shy away from that or -- we are unapologetically be transparent, have integrity and accountability for what we do at d.p.a., as far as racial equity

and make sure that everyone in our agency feels comfortable. next slide. that concludes my report. thank you so much. happy black history month. >> thank you so much, mr. thompson. always a pleasure to have you here. to my fellow commissioners have any questions? -- do my fellow commissioners have any questions. great. director henderson? >> she used here 10 minutes. >> i just had a summary. i had my hand raised. it was something that has not been on any other commission as an agenda item. and the rate -- race equity plan has been something that d.p.a. jumped into very early on with the leadership. i thought it was really important, which is why i wanted it on the agenda for us to talk about it. this speaks to a problem that we have had institutionally for a very long time, with issues that have been raised when dante king was with us and speaking.

it has come up several times about diversity and i think it is a good conversation point, which is why i wanted to not just present on what d.p.a. has been doing, but what the results are, i don't know of another department that is presenting in the way that we have presented tonight to talk about our statistics, specifically and intentionally talking about race and gender in hiring practices and reflective practices for employment. i'm really proud of the numbers and the work that d.p.a. is doing. that is why i wanted it to be part of the public hearing so other departments can follow the example. it doesn't have to be in the exact way that d.p.a. has done it, but it is a model. my numbers speak for themselves. you will start seeing these numbers in the annual report as well about the program that we have designed and developed that have now, i believe, improved our program. i think the diversity that we

have in the organization speaks specifically to addressing both implicit and explicit bias and it has made our organization more efficient. so, the fact that we have the training to take place, the internship programs that we have, the fellowships that we have and the 9920 positions that we have, again, specifically speaking to both race and gender opportunities and city employment is important and reflective of the work that we do as a public agency. i just wanted to say that because i do think it is important. i did not want that to be lost. thank you so much to my staff for pulling this together. thank you for your attention and paying attention to something i believe is important, and potentially a solution for other departments to follow this lead as well by doing the same thing, or at least presenting the same types of numbers or measuring those numbers in the same way. we can't fix what we don't talk about, and we don't talk about what we don't know, study, or

collect in terms of this information. thank you for your time. >> thank you so much, director henderson. can we get public comment, please? >> the public is welcome to make public comment regarding line item 13. if you like to make public comment, press star three now. >> there is no public comment. [ laughter ] >> thank you for the presentation. let's call the next item. >> line item 14, presentation of d.p.a.'s interna -- internal accountability matrix. [ laughter ]

>> i have been talking about this accountability matrix for so long. i'm so excited that we are here. it is black history month. it is coming right after our race report on gender and race. it is a lot. i am excited that we have this on the agenda tonight. jermaine jones from my staff will be giving a very brief presentation. it is included as a supporting document. we already see what it looks like and i know i have been talking about this model for months now, indicating that we have a better system to track recommendations that get made to the department. i personally tracked the recommendations that i care about on a whiteboard in my office, which is ludicrous and inefficient, but i feel like there are a lot of great recommendations that we hear and pass along.

many recommendations come up. every time we have quarterly reports or institutional presentations, where it has been my experience over the years that after a period of time, i start hearing the same recommendations over and over, but we don't have the follow-up. i think it is because we are not tracking efficiently when the recommendations get made and the efficiency that happens to address those recommendations. and when the efficiencies are there, the department doesn't get credit for them because they are not part of the agenda and the tracks that get made just seemed to pass along. that is not the way that they should be happening. we have heard for a very long period of time about the 272 recommendations from d.o.j., but we didn't hear about the progress of the cpu report and the other reports that were floated out there. there was progress being made,

but again, we are not talking about what progress is being made or where the problems are so we can troubleshoot. i believe that is the role of the commission and that is part of the role of d.p.a. so we can address things more efficiently. the goal of the matrix is to capture recommendations from those various reports and to give their authors some sort of response to their work. what brought this to the head for me as the head of d.p.a. was the issues coming out of and the recommendations coming out of the audit and those recommendations, and how they were being followed up upon to highlight the need to address the rest of the work in a more professional line and transparent method for the public and for our work as well on the commission. i don't expect the department will need to or even have to concur with every recommendation that comes through the door, but

for specific reports, especially the ones that are commissioned by sfpd or the city, there should be a response, and even the things, like i mentioned before, with the money in the grants that come into the department, those come with fiscal requirements that can be tracked easily, and those accountability matrixes are already being done. we just don't see them. i wanted to make sure that this is a process that makes the work that we do every single day more transparent so the public knows, so the commission nose, and so the department can take credit for the work that is already being done, and to track the work that may get missed or has been missed in the past. anyway, so what i would say is, i will pass this over for jermaine to talk about how we developed the matrix, and some of the examples of what i hope that it can capture. i do presume that this is an innocuous presentation and we

can vote on the specifics of what goes into the matrix, that can be tracked and reported on independently. it doesn't have to be the presentation from d.p.a. it can be from the department. that is what i think the matrix, at least in its best practices model, has been in other jurisdictions where this has worked to serve exactly the needs that i just spoke of. without anything further, jermaine jones. jermaine, here is your chance. live on t.v. here we go bayview, jermaine, here we go. >> jermaine, it shows that you are not muted, but something isn't working. >> director henderson took all his time. [ laughter ] >> i was installing until he can get his sound together.

he is trying to get it out there. can you guys see him? >> yes. we just can't hear him. [ indiscernible ] you might need to call in. >> that is what he is saying. he just asked if he can call in. >> listen in from your phone, but speak from your computer. >> i presume he can hear us. >> he can hear us. >> sergeant youngblood, can you provide him the information, please? >> yes. >> jermaine, called the number (415)655-0001. let me know when you are ready for the access code.

>> all because paul stole your time. >> this is a dramatic pause because this is supposed to be so excellent during work history month. this is building the anticipation. what you guys are about to hear, no pressure, jermaine, is about to be brilliant. this is about to bring it. this will transform the work that we do. wait till you guys see. jermaine, don't mess this up. i do think, though, it will be a good phone call. >> look at all the mac people. >> is that what this is? >> i'm convinced. mac doesn't work with webex.

do you guys want to take a five-minute recess? no? okay. >> if you just call in on the phone... yes, jermaine, there is an access number. let's take five minutes to work out our tekmar -- technology and we will resume at 8:46 pm. thank you.

>> towards the bottom we included the 2021 list of best practices. that includes language on social media use. there's other great reports that address concerns that are outside of the scope of the d.o.j. reports. this includes the cpe report that director henderson mentioned and the sfpd staffing report that chief scott has brought up in the past, which

includes recommendations about process and technology improvements. there's other annual reports out there that have recommendations that we haven't addressed. there might be some overlap with the d.o.j. recommendations, but the d.p.a. believes we should figure that out before moving on from the hard work that people put into those reports. in terms of this model, i spent a long time flipping around the nation on a variety of models. we started looking at homes. sfpd is publicly tracking the d.o.j.'s 272 recommendations. the sfpd website is comprehensive and they updated in realtime, which is helpful in my job. our proposed accountability matrix built on that work to provide similar tracking of the commissioner's priorities. the excel sheet that we are proposing is visually based on a tracker that i found from berkeley that was used by their

fair and impartial policing group. i picked it because it was clean and simple. but then we ended up building and adding elements found in president obama's 21st century policing report in souther -- several other jurisdictions large and small. this included the nypd. they have a model. seattle has a very impressive online portal that they use in dayton, ohio, and as far as some other small counties in maryland. i am happy to circulate links to those pages if the commission is interested in seeing them. in terms of next steps, if you're happy with the field on the matrix, we ask that you adopted and put this matrix into practice. if not, we hope it commissioner and member of sfpd will work with us to draft a resolution outlining a plan for implementation to finalize the field and roll this out. the matrix will create an institutional memory that also

keats -- keeps accurate records. it will help inform the commission's agenda and measure the performance of our policies. with that, i am available for any questions. if not, think you for having me. >> i have a couple questions. >> sure. are there any veins you saw that connect our matrix with some of the other matrixes? are we paying attention to more detail, less detail? can you make some comparisons for me? >> certainly. what i have seen around the country is that -- i should take a step back. this matrix incorporates what i found to be the best headers from all of the different matrixes that i could find. berkeley does something similar, but they only capture half of the data.

in president obama's 21st century policing report, measuring the performance of the policies was an important component. we added a column to that. i didn't see any other columns in the matrix. just the idea that we might pass a policy that sounds good on paper, but we don't know how it will work in practice. we look to d.o.j.'s phase ii and phase three reports. they give updates on how they think our policies are working in practice. phase ii mentioned very big drops in use of force, but we are not doing that with other policies, so the idea of this matrix is capturing all the data possible, and this is pretty much as much as i could find. >> given the nature of this

body, this commission, you have listened for hours on how we take and receive the data. how would you advise us -- what would you advise us to do with this information? >> i would recommend doing something similar to what the city of berkeley did when they started their fair and impartial policing group, which was to take a short period of time and look back at how many reports are out there, sit down with whichever commissioners are interested, the s.f. police department, and the d.p.a., and try to figure out which recommendations we want to move forward in the city. i think that is a good starting point. just putting recommendations on the matrix, as i mentioned. the 2021 rebut recommendation

include information on social media. that is worth looking at because it has become very relevant in today's meeting. i think we have a lot of good quality reports out there. that would be my starting point. >> colleagues, any other questions? >> could we also recommend that if you guys want to look at maybe what gets filled into the matrix, some of the areas that you might want to look back on the are the recommendations that have been made, for instance, when the department made budget presentations, there were good recommendations made, also the past few years, whenever the report reports would come out, there would good recommendations that were made. again, the whole point of having the matrix is to capture those ideas. i feel like what is starting to happen is we were cycling

through a circle of why are we not taking action? what about this recommendation? and then we would have those same recommendations come forward again and again. we can response or in whatever way. i like the recommendation that jermaine made, but whatever you guys for comfortable with in terms of filling out the matrix requests and recommendations is fine. i'm happy to help with my staff in whatever way. >> thank you. >> thank you. i just want to understand, director henderson. our commission staff, specifically the secretary, every time we ask to request to put something on the agenda, it is obviously something the staff does for us and is very diligent. the problem is, the information doesn't come from the department to have this on the agenda.

how do you propose to resolve that problem with respect to the matrix? >> typically it is follow-up and recommendations. it could be incorporated into the presentation from the department. it doesn't necessarily have to be the chief on just what recommendations were made and typically how i do, when asked from the commission about, hey, can you start reporting on this, hey, can you share with me data about the cases that came in? do you have statistics about what the visions are at the precinct where the cases are coming in? all of the things that i mentioned, they can be done. and i think a lot of those things do get done and the department doesn't get credit for them. it gets done and we don't talk about them. but to the degree that things come up from the commission, it is an opportunity to pull that into the presentation so the department -- and then on top of that, to fold in the

recommendations that get made and passed from agencies like the blue ribbon report, from d.o.j., from stiffer policing equity, from rebut, from whatever. and then this organization can collectively determine what goes on to the matrix to be tracked or followed up upon and/or how it gets reported. that is my suggestion of a way that i feel would be very efficient and effective for the commission. and the department could present on it as part of their reporting every week. again, it doesn't necessarily have to be the chief. it could be someone from his staff. the commission determines collectively or individually through a representative what gets requested or put on to the discipline matrix. that is just what i came up with. that is similar to the model that has worked efficiently. >> thank you. >> thank you.

anyone else? >> i just wanted to clarify. i think the commission staff does do an excellent job. this is not just about tracking commissioning requests. this is about tracking when, for example, a public call comes in and has an excellent recommendation for a reference to a specific report that is relevant to something that we are discussing. that information can be introduced and incorporated into the matrix so that the next time that there is a discussion about the issue, when you do put it on the agenda, we can pull it up. remember, call her ex said this. this was a really good idea. let's talk about that. i just wanted to clarify how those two are not mutually exclusive. thank you. [please standby for captioner switch]

>> during that meeting, as the previous caller stated, supposed to be a list created. when director henderson asked what was going to happen with the list, vice president elias said, maybe we can look at it quarterly. we worked hard and we worked collaboratively to get these

items into front of the police commission. it seems like a slap in the face to work through the mechanisms that you provide. i'd like to see that picked up -- >> clerk: that concludes the public comment, president cohen. >> president cohen: thank you very much. sergeant youngblood, i'd like to move back up to the top of the agenda. let's call item 6, please. >> clerk: item 6, discussion and possible action regarding the chief's notice of intent to terminate the m.o.u. with the district attorney's office to investigate independently officer involved shootings,

in-custody deaths, and uses of force incidents that result in serious bodily injuries. >> president cohen: just a couple of comments. chief cohen, director henderson, and everybody who is listening to this very important item, chief scott, we will let you speak. over the past few weeks, we've had time to reflect on the termination or the proposed termination of the m.o.u. with the district attorney. and i think we are all beginning to realize how important independent review is. i think it is important that we have acknowledged from members of the p.o.a. that are

concerned and recognizing the value of oversight. also, the chief, i've heard you talk about independent oversight, and this commission, as well, wants to echo that. i think it's important that we maintain public confidence in the investigation based upon the belief that there will be unbiased, that there will be neutral investigations of use of force actions. i want to say that i want this to be civil and level. if it gets insulting, public comment, we won't cut you off, but i hope you would remember that we are humans, volunteering our time, trying to do good work on behalf of all of san francisco. so with that, i want to turn it

over to my colleagues. any opening remarks? none. all right. so chief, i hope to hear an update on where we are. in the last week, we heard conversations with the district attorney and other stakeholders. the floor is yours. thank you. >> thank you, president cohen, and thank you, commission, for giving me an opportunity to update you on the status of this m.o.u. and the intent to terminate. and i'd also like to thank attorney general banta and his chief counsel for their guidance [indiscernible] in

which sfpd officers are involved. chief deputy jansen facilitated the first of a series of on going meetings this past monday, and because all parties have agreed to a certain level of confidentiality regarding these meetings, i will honor that matter. however, there is a great deal of public interest and police commission interest, as well, and i've been given permission by chief jansen to give the public, commission, and all interested party an update, and i will keep this high level as we work through this.

first of all, i also want to mention -- i want to thank, again -- i did make this clear that attorney general banta personally attended the first meeting, so that's the first thing. the second thing, the m.o.u. is ambiguous that the termination is 15 days after the notice of intent to terminate. all parties have agreed that the m.o.u. decision to terminate is 15 business days. that means that the business days would be the end of february 23, 2022. the third point, in the event that the m.o.u. is terminated on february 23, we, the sfpd

have agreed to work with the california attorney general's office to have an interim agreement in place that would allow for the district attorney's office and the san francisco police department to conduct their respective investigations while we continue to work to renegotiate a fair, impartial, transparent agreement that meets the spirit and letter of independent investigations of officer involved shootings resulting in deaths, and we do have a meeting this coming thursday to discuss this further. i want to assure the public, the commission, as well as the district attorney and his staff that we will remain at the

table. we are committed to doing our part to working with this agency, and we remain committed with chief deputy johnson and attorney general banta to resolve these matters. and with that, i will turn it over. >> president cohen: thank you, chief scott. i'm going to ask you to put your notes aside and tell us what's going on. how are the meetings going? how are the conversations going? what is the mood at the table? share with us as much as you're able to share. >> we are at the table. one of the things that i've already shared publicly, and

one of the things that we see as our concerns and grievances is the expectation of what information can be shared with the san francisco police department, and the majority of our conversations resolved around that. we had a renegotiation of our existing m.o.u. last year. the city had an expectation that some -- that, some reports, we were entitled to. i raised these issues in a letter that i wrote in march 2021, and really, one of the fundamental issues here for the police department is we went into this m.o.u. after raising this issue with the expectation is -- and no contrary response

from the district attorney's office that any investigation that rose to the level of legally protected, that that information would be shared, and that is our understanding of the m.o.u. as it sits right now, and the more we dig into it, i find there is a fundamental difference in that issue. >> president cohen: let me ask you, you say there is a fundamental different in that issue. that different than what is currently existing in the police department?

if you can drill down a little bit more, what exactly is the fundamental difference? chief, what are we talking about? >> yes. as we dig into this, this culture of one-way communications, it's a real thing. and as we raised this this matter march, we were not told anything that was in that m.o.u. we would work cooperatively, that the police department would receive any information that's not legally protected, and we totally understand the criminal investigations and on going investigations that may not be able to be shared, but situations where investigations are closed, charges have been filed, we believe that information should be shared with the police department. and when that's not done, it impedes our ability to investigate these ancillary

crimes in these incidents and to conduct our investigations to determine whether or not the officers involved are actually within the san francisco's use of force policy, so that is a major, major thing than ever before, and that's been the crux from the start. when i made the decision, that's been a part of the conversation from the start, and when we dig into it, i do believe there's a culture that is different from the spirit of the m.o.u. that exists. >> president cohen: do you believe that we will be able to get to a mutual respect?

>> i believe we will be. i raised that on behalf of the commission. if if i were told that we would not receive any document that we needed to do our investigation, it would be a different situation then. when i say then, a year ago, we were not told that. we went into this agreement in the spirit, which is we will be provided with information, and we will work collaboratively, and that is not what's happening. and now as we dig into this, i find that there is a culture of we're not giving you anything. >> president cohen: no, i understand what isn't happening. i get -- i guess i want to pivot a little more aspirationally to the future,

and i guess i'm not asking for you to look into your crystal ball, but you've got a history and a level of understanding. i want to know what steps would it take to get to a place where an m.o.u. is physically and securely in place. >> what we're working toward, and again, i want to honor what the california d.o.j. has told us -- >> president cohen: just so that everybody is clear and i'm clear, the california d.o.j. is what? >> we need a safe space to have these conversations -- >> president cohen: so there's certain confidentialities that you have to keep in place. >> that's correct. >> president cohen: let's just get that out in the public. i understand that, and we will respect that.

>> i'm going to work as hard as i can, and everyone in this department, and i believe we have the same type of commitment from the attorney general's office, attorney general banta and chief deputy. the other thing i would mention, and i've gotten permission to say this, the district attorney has made it clear he's going to do his job. we're not trying to stop the district attorney to do his job. he has a right to investigate cases, and we're not going to stop that, but we have to work collaboratively because regarding that issue and despite that issue, the san

francisco has a right to do this. the best case scenario is that we work together. we understand that he has a job to do, and his team has a job to do, and we understand the respect for police investigations. but it has to be done, and it has to be done right, and i think there's some issues that have couple of up regarding that, and i think -- i want to thank the district attorney and his team for helping us get through this, and i want to thank the city attorney for offering his help. i want to thank him for working with the attorney general in the capacity that he can to help move this forward.

. >> president cohen: okay. let's go ahead and take some comments from my colleagues. i think commissioner hamasaki is at the top of the list. >> commissioner hamasaki: yes, thank you. chief, i appreciate the conciliatory comments, but we've been here in about 3.5 hours of comment, and they can say what they want about me. i step into social media. i think the antiblack, the antiasian racism, there's not a

place for that in this department. to the extent that can you do that, ask them to dial it down a little bit. i think i'm fine with it. i'm used to it, but it does impact people. to jump into my point, this all arose, and i understand because we had this discussion, because for the first time in sfpds history, an sfpd officer is being held accountable. we talk about accountability, but there's never been anything like this. this is actual criminal accountability, and i

understand this has torn apart the departments. the calls we received the last two weeks from police officers and their spouses and so forth, i understand this is very stressful. but how do you enforce the laws when they say wait, these laws don't apply to us. we will shut them down, we will shut the commission down. there has been front page news for two weeks now. looking at all the trouble and turmoil that this has caused for city hall, city attorney, d.a., departments, we have to

get to a point -- i know it got a little bit heated last week. i'm trying to lower the temperature a little bit -- but we need to get back to working this out. nothing that we said last meeting, that you feel that it applies to you. you've set in the chronicle yesterday that you're not going to go back into the m.o.u., you're going to start fresh. you're not going to keep an m.o.u. open, and so i guess my first question is do you recognize the role and authority of this commission to

determine oversight of not just the departments, but you as the administrator of the departments -- department because your comments and interviews this week have indicated that that's not the case, or at least that's how it felt to me. >> i'm happy to answer that. i've been brought to the attention of your tweets which appear to criticize the department. i realized that from day one, and i appreciate that. my comments to the chronicle are the same comments that i made about this m.o.u. as i just said, there are fundamental problems that need to be addresses, and there's nothing for me to change my decision on that because i'm not going to change my decision

on that, but what i am going to do is work hard to resolve these issues, and the fundamental issues are we understand the importance of independent investigations. i don't know about you, but i have seen police officers held accountable for use of force incidents. i worked a unit, and i did that work for two years. i understand that work very well, so it's no shock to me to see police officers held accountable when they're outside of that. i worked in that, i investigating that, so that's not anything that's a shock to my system. it's the right thing that has to be done, but it has to be done fairly. i understand the commission's role, i understand my role.

i understand it very well. i'm trying to work -- commissioner, if i can just answer your questions. >> director rahaim: please. commissioner hamasaki: please. >> i will stay at the table, and i will continue to stay at the table. i'm here as your chief of police. i'm going to continue to do my job. one of my responsibilities is to make sure that we do everything in our power to fulfill what we committed to this city, and that is to hold

independent criminal investigations of these incidents, and i intend to do that. i don't know what else i can say to that, but i think i just answered your question. >> commissioner hamasaki: and chief, let me back up. i think, chief, i've worked with you for four years now. i've supported you. a lot of the people that are mad now, the people that are turning up at working groups that are frustrated, the narrative has always been the same, and i support this narrative, which is i believe that you're a genuinely goodman doing your best in a very difficult position politically in having the p.o.a. on the other side, which i maybe doebt

have the same feelings about. and for the previous four years, the narrative has been the same, that until the chief is willing to take on the p.o.a., we're never going to change this department. so i think what was so upsetting to me and to the people that have supported with you and worked with you, is that you seem to, instead of taking on the p.o.a., join in their campaign to disrupt this prosecution of officer stengel. and i don't know that that was intentional, but that's how that felt. and so as we seep going through

this process, and as you keep putting out more and more statements that you're going to try to delegitimize the department investigating your officer, i haven't seen that coming out in public. you're telling that investigation is happening back here, but no one is making you go to the chronicle and put all those statements on the front page. so you're telling us one thing, and you're doing another, and that's frustrating to me. that's upsetting because it goes to the route of what -- i've gone back and forth on whether, you know, my role in the commission over the years, have i done enough, have i not,

have i failed, but it seems -- i don't know. how do we get back to a point where we can be comfortable that the p.o.a. is not the ones driving the car. because if we look at the history, this is the department driving the car off the cliff. i invited mr. montoya to come in earlier in the meeting, but how do you get control back of the members? is. >> well, that's a question, commissioner, i would like an

opportunity to answer. you said a lot, and in your statement, let me just clarify a couple of things. i've given one news interview so the chronicle this week, and i have not given any other news interviews to any other media source about this issue, and that interview was in response to information that this very commission has put out. that interview was meant to address those issues. transparency. i have not been running out to the media. let me just clarify that. that was the one interview to the chronicle, and there were multiple reporters in that