>> clerk: please stand if you are able for the pledge of allegiance. ["pledge of allegiance"] >> clerk: vice president elias, may i take the roll now? >> vice president elias: yes. thank you so much. [roll call]

>> clerk: vice president elias, you have a quorum, and also joining us today, we have san francisco police chief bill scott from the san francisco police department, and we have diana rosenstein from d.p.a. joining us, and acting a.c. o'sullivan. >> vice president elias: hello, everyone. welcome to the june 8, 2022 police commission meeting. chief, i think director henderson is en route. we can go ahead and start with item number 1, if you can call

the matter, sergeant reynolds, please. >> clerk: line item 1, general public comment. the public is now welcome to address the commission regarding items that do not appear on tonight's agenda but that are within the subject matter jurisdiction of the commission. under police commission rules of order, during public comment, neither police nor d.p.a. personnel no, sir commissioners are required to respond to questions presented by the public but may provide a brief response. public comment is for items that are not on tonight's agenda, and if you would like to make a public comment on an item on the agenda, please respond or lineup to speak when the item is read. public comment by phone is available by calling 415-655-0001 and enter access

code 2489-057-7105. dial star, three if you wish to make a comment. alternatively, you may submit public comment in either of the following ways: e-mail the secretary of the police commission at sfpd@sfgov.org or your comments may be sent to the public safety building, 101 third street, san francisco, california, 94102. and it looks like we have quite a bit for public comment. good evening, caller. you have two minutes. >> commissioners, my name is francisco dacosta.

i have been attending the police commission meetings for over 35 years. the time has come now for the police commissioners to unite not only the police officers but the command group. last time, one of the commissioners was trying to chastise one of the command group. that is not the way to do it. let me give you a scenario. if i call the commander who knows everything about emergency management, would one of y'all challenge the

commander? i would say no. you may know something in very general terms but not in precise terms. let me tell you, in an emergency, one of the talents that you have to have is you have to have the ability to do a needs assessment, which i find, when i watch you, commissioners, not all of y'all, but most of y'all, do not have that ability. thank you very much.

. >> -- when will this process start because we're looking forward to having a clear timeline, including a tentative list of dates and also an inclusive working group that incorporates the voices of the community stakeholders. we should proceed aggressively in our approach to correcting these harms which have left a deep and lasting impact in our community, and really, ending pretext stops has deep support in our community. >> hello. my name is reeta lark, and the

reason that i am calling is because i have asked when you are going to have these community policing meetings in north beach. i haven't heard or seen anything, and i have seen when other precincts have had their community meetings, and i am wondering why it's taking so long to get this together. it's something that needs to be said, and people want to work together with them. thank you. >> hello. my name is jeannie richards, and i volunteer with wealth and disparity in the black community. the following is a quote by our

founder, felicia jones. i've grown tired of talking to the commission, to sfpd, and the board of supervisors. where is the urgency? if the tables were turned and these statistics represented white folks, i know there would be an urgency. when are you going to address the harsh bias and unjustice that is your responsibility as you took an oath to uphold the law for all san franciscans. i am tired. not tired enough to quit, but tired of beating a dead horse. we were told that we would be receiving a follow up on the d.g.o. please follow up with us immediately. we've been demanding the end of racial profiling by sfpd for

six months. a black san franciscan is six times as -- more likely to be the subject of a traffic stop, thank you. >> clerk: thank you, caller. and vice president elias, that concludes public comment. >> vice president elias: thank you. next item, please. >> clerk: line item 2, chief's report. weekly crime trends and public safety concerns provide an overview of offenses, incidents, or events occurring in san francisco having an impact on public safety. commission discussion on unplanned events and activities

the chief describes will be limited to determining whether to calendar for future meetings. chief scott? >> vice president elias: did we lose him? >> clerk: i will check. just one moment, please. >> chief scott: okay. i think i'm back now. sorry about that. can you all hear me okay? >> vice president elias: yes, but your video is not on. you're back now. >> chief scott: thank you. sorry. my camera keeps turning off. good evening, commission and director henderson and public. i'll start with tonight's

chief's report and then, i'll end with some statistics. violent crimes, we have 20 homicides year-to-date. other violent crimes, we are up by 9% in our rates, which is a difference of eight from this time last year. we are down in human trafficking by six crimes, and we are up in assault by 11%, which is the biggest change in our violent crime. 935 last year, 1,035 this year. our burglaries -- we have a decrease in property crime, but overall, we have an increase in 8%. good news is we're down 26% year-to-date in burglaries. last year. we have 3,043, and this year,

we have 2,048. property crimes, again, are the biggest driver of our crime statistics, and that total is 8%. 19,196 crimes. a year ago, 20,685 crimes year-to-date. in terms of our violent crimes, the one that's highlighted, we're down over 97 incidents

year-to-date. [please stand by]

they were able to prevent these events from happening and people decided to go out south of san francisco where there was a large sideshow that

happened. and hat off to the board of supervisors for passing the legislation that has given us more tools to deal with this problem and i think about it in my report. thank you and i'll answer any questions. >> vice president elias: thank you, chief. chief, if you can follow up with the caller about the north beach community meeting and when they're going to resume. >> police chief scott: yes. commissioner, they have resumed and i believe they're every tuesday, but i'll verify that tonight and we'll get the information out. not every tuesday. one tuesday a month. i believe, but i'll verify that and get the meetings out. >> vice president elias: thank you. commissioner yee. >> commissioner yee: i just want to thank the chief and his staff and all the officers

doing the investigations and solving all these crimes and high employee file crimes that did happen and i want to thank the command staff and investigation staff for it. you know, it's something that we can say that we're doing our work here and making it safer for our residents and hopefully we can continue this and adding more additional officers in our recruitment class. the thing i have is i guess with the shootings that are happening down on the south side, center station, it looks like transitioned from the tenderloin down to i guess 8th and market, around there. i know that's a hot spot for us. i go by there once, twice, and

that's awhile. it has changed. thank you very much. >> police chief scott: thank you, commissioner. we have actually added additional officers to focus on some of those areas where we're seeing this. so i'll keep the commission posted on that. >> vice president elias: thank you, commissioner yee. any other commissioners? seeing none in the queue. can we go to public comment, sergeant. >> secretary: if you would like to make public comment, please dial star three now. and, there is no public comment. >> vice president elias: great. next item, please. >> secretary: line item three, d.p.a. director's report. report on d.p.a. activities and announcements.

report on whether to calendar issues raised for future commission meetings. director paul henderson. >> director: hi. thank you. i'm on a different device, i can't see myself, but i presume everyone can see and hear me, yes? >> vice president elias: yes. >> director: okay. thank you. we're having technical difficulties today, but i will plow through. are we timed for these things? i don't want to mess it up, but he followed his time, i'm going to follow my time. >> vice president elias: well, there's a clock on him. i don't know how accurate it is. he's a perpetual violator. >> director: let me start off with my stance on the department so far. we are currently 294 cases we have opened and we have closed

291 cases. again, the cases when they open and close isn't limited by specific time. some of those cases i've been told to some of the older and not necessarily within the year, so don't lean into that beyond just what they are up to this week in 2022. in terms of cases that we have open and pending right now, that's 262 cases. we've sustained 32 cases so far this year. we have a number of cases that are past the 270-day period which is nine months meaning that the investigation is still going on, but have exceeded nine months. again, the deadline for that is the 3304 deadline of a year which has not been violated the entire time that i have been in the position in the d.p.a. but that's 20 cases right now.

this time last year at d.p.a., it was also at 20 cases that we had been told that had gone past the 9-month period. of the 20 cases right now, 14 of those cases have been told, meaning that there are several criminal considerations or cases that are pending that had stopped the time from tolling. there are 12 cases that are pending with the commission. there are five cases that are pending with the chief. this week between this week and last week in terms of cases that have come into the office, 39% of the allegations involving an officer failing to take required actions are the allegations from the community. the second highest allegation involves community alleging that officers failed to make an arrest in specific instances. the full list and breakdown of all 100% of the allegations is

on the website in case people want to track all of them. in terms of the district breakdown, this week i have decreases that are pretty significant that i want to point out. typically, i talk about the increases and we've had numbers that spike and trend in other directions. this week, the trend has been diminished allegations throughout the different precincts and i would just want to highlight two of the biggest increases because i think they're relevant in terms of understanding what's going on this week. the biggest decrease this week in terms of allegations is in southern district where we just had one allegation that came from the southern district and i'm highlighting this because the previous number of allegations and complaints from -- for the past three weeks, southern had 11 complaints and most of these allegations are centered around sideshow activity. and i know it dove tails into some of the things that the

chief was just talking about bushgs i'm hoping that this information gives a clear picture of what's going on at least from the perspective of what the community's saying and the allegations being made. the second largest increase, the second largest decrease is coming from the tenderloin station. there, the largest number for the past three weeks of allegations was coming out for officer failing to make arrest for suspects regarding assault and illegal activity. last week, they were up to six allegations of that in the tenderloin. this week, there has been only one of those allegations. so hopefully that information is helpful. in terms of updates and notifications, i just wanted to update folks about the civic bridge. this is the technology improvement stuff that the d.p.a. is working on. i'm super excited to be talking about this because this is a model that can be replicated in other areas and other

departments. we're working with associates creating a new level of transparency for the agency we've never had in the history of civilian oversight. we're now in the last test phase of the new site where complainants will be able to log in and look up their own case status, be able to submit documents and receive documents from the d.p.a. which will change everything so people don't feel like it's a black hole and they can track in real time what's happening to their allegations in the agency. you know, we're always working to try and increase transparency with technology. the big thing is that this has little to no cost to the city of san francisco and our budget because you guys don't give me enough in my budget so i have to come up with creative ways to sell it. i'm actually working. but we're excited to report that this new website, when it comes through will not cost any impact on d.p.a.'s budget. this is through the technology

program that we're working through the city. so i'm super excited about that and it's coming together well. the other thing i want to talk about briefly is some of the work, i'm on the task force working with the governor's office on the post certification process. this is ledge bill two that was passed about post certification. that's continuing to move forward both with the training for the commission that the state will select for folks that will be evaluating post certification, police certification to understand use of force and come up with the standards for how folks can be decertified for bad behavior. and i should have an update for you guys shortly. but those meetings are continuing and i just had my second meeting to put together the training so they'll know what to look for, how to read the police reports, understanding the varying use

of force standards across the entire state. i still think san francisco is at the front of the pack with our use of force policy, but it will be put to the test against what other counties are doing as well. in terms of outreach. on the 31st, we made a presentation at mission statement and their community station meeting. we have two cases in closed session tonight. the senior investigator working with the department tonight or with us tonight in case issues come up is senior investigator candace carpenter. i don't know if her camera's on. i can't see anything anyway. appreciate you. and she is listening with attention ready and eager to help any and all with d.a. business. in case folks wanted to contact the agency directly the website

is sfgov.org you can also google sfd.p.a. or contact us (415) 241-7711. and the only other thing that i just wanted to remind folks about is the mayor's office has nominated deborah walker with the police commission and she should be making the rounds of folks tracking that process with the board of supervisors currently, but i've known her for a while and i know should you familiar she is with the issues here in public safety. we're all watching that to see the process and see when she'll be scheduled for rules committee in regards to police commission. and that concludes my update for the week. >> vice president elias: thank you, director henderson. we all know how resourceful you are. >> director: but i don't have any money. i have to be. it's not by choice.

>> vice president elias: well, i hear they're handing out money nowadays. >> director: if i can get just a percentage of whatever's going to be allocated and given to the police department, just give me some of it. i want to do my part so we have a fair and equitable balance of the work that's getting done. i'm just saying. >> vice president elias: chief scott is already agreeing with you. >> director: he's probably going to write me a side check now. i've got work to do too. so i'm letting you know now that i appreciate it. >> vice president elias: so, commissioners, anything for director henderson? okay. no one in the queue. thank you, director henderson. one quick question i had. you indicated that the last couple of times you've been here ms. hawkins and ms. rosenstein indicated -- because we asked about the large amount of cases that were past the nine months and i'm told you are closing those cases out and it looks like you're continuing

to do that with only six left. >> director: we are. and when it's all done, beyond just closing them out, i just want to make sure i'm monitoring the trends to understand how they happen. i don't want to give you anecdotal stuff. so i don't chase red harings about why they spike from time to time. to look at why i'm closing them down. why some have gone longer than others. because if i can make it faster and sooner so it doesn't fall into that obviously makes our operations more efficient. so you can expect something for me in the next few weeks or months. >> vice president elias: great. thank you. sergeant, can i get public comment? >> secretary: if you would like to make public comment regarding d.p.a. director's report, please dial star three

now. vice president elias, there is no public comment. >> vice president elias: thank you. next item, please. >> secretary: line item four. commission reports. commission reports are 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 future commission meetings. commission president's report, commissioners' reports, commission announcements and scheduling of items identified for consideration at future commission meetings. >> vice president elias: thank you. we'll turn it over to my fellow commissioners. i'm going to start with commissioner benedicto. >> commissioner: thank you very much, vice president elias. a couple updates from me along with commissioner yee. i attended the press conference with supervisor gordon mar to

discuss as well as business community leaders to discuss crime to community policing act which passed the public safety committee and passed the board of supervisors yesterday and looks set to become law. it has some good provisions in that act regarding policing community plans as well as some provisions regarding multi-lynn gull officers and commissioner yee and i have spoken in support of we're looking forward to that and working with the department. i also want to provide an update to the commission as well to the community on our efforts to pass the general order. i know there was earlier public comment about that i had a positive meeting with coalition

to end bias props. i don't report as those organizations called in tonight the community is eager to see this commission act with urgency on passing the policy and stops in san francisco and joined the growing number of jurisdictions around the country who have done so with success. i want to thank wealth and disparities and the black community for calling in tonight and i certainly agree with them we need to move with urgency on this policy i know commissioner carter-oberstone is working with the commission. and also setting uptown halls and listening sessions to the bottom of the process. i also to meet with station

advisory boards. i'd like to remind members of the public that even though we're around a 30-day mark, we can still submit comments via e-mail to sfpd at sfgov.org to provide their comments on general order 9.01. i'll reiterate that i think we're all united and wanting to run an inclusive but efficient and fast process and i think there's a lot of discussion about mirroring the process in 2015 and 2016. on use of force. as someone who was deeply involved in that process not being on the commission, i'm glad that we're emulating that process. that included working groups and community meetings that occurred in parallel and in tandem they didn't have to wait for another and i hope we can replicate that process as we go.

with that in mind, i'd like to ask vice president elias to form the process of working groups so we can speed the process along and develop final language in conjunction with the stakeholders and that these working groups should be inclusive and need not wait for the town halls and listening sessions that are being organized. i'm also happy to offer myself as a commissioner member of the working group if vice president elias will have me and help to leverage my experience with power working groups and d.g.o. revisions. so thank you very much. >> vice president elias: thank you, commissioner, benedicto. we would love to have you. i think that commissioner carter-oberstone and myself will look forward to moving it forward and the next steps are going to be scheduling and convening these working group. please know that we are working on it and we'll start moving it forward shortly.

any other commissioners? i don't see any names in the chat? sorry. commissioner yanes. >> commissioner: thank you, vice president elias and commissioners, chief, director henderson. i just want to revisit two items that have been brought up in the previous commission meetings. i know commissioner carter-oberstone last week mentioned itemizing a conversation about recruitment and outreach specifically for women officers and i want to make sure that we also include recruitment efforts for local police officers. right. how can we make sure that we are making enrods into the various communities that are impacted by overrepresentation and make sure that we are

actively working to recruit members from san francisco into the force. so i'd like to make sure that that is also part of the presentation of when that is scheduled. and you know, there was a caller recently and there have been additional people requesting more access to be able to contribute their voices and so i had asked for us to have a presentation around the community policing d.g.o. and to use that as a platform for feedback from the community at large. i think that we need to be consistent in creating spaces in the various communities. community policing is going to look different depending on the station, depending on the district and those voices need to be incorporated into our decision making process. so i really want to make sure that that is on our agenda in

the next coming months. i know the community policing plan, the yearly plan is supposed to be posted some time in june and i believe that that is coming up. so i'd like to get a sense of how we got to the new plans and how we made sure we continue to field as much input from the impacted communities as much as possible. if we can itemize that, i'd really appreciate it. and, thank you all for your time. >> vice president elias: thank you. okay. commissioner yee. >> commissioner yee: thank you, vice president elias. i just wanted to thank commissioner kevin benedicto for joining supervisor gordon mar on this community that led to the board and i'm looking forward to have it at all the

stations. it's sort of like i guess in the central stations that they have the plans would have and i'm looking forward to having more foot patrols that they can communicate to the community as well where there's chinatown, the mission or down in ingleside and elsewhere. so i'm looking forward to that coming out. the main thing i had i guess earlier before in the earlier hearing is making sure that this funding is allocated to the police department so we do not -- i just stretch our resources out there. i also attended the san francisco police department a.p.i. form. it was conducted by the chair dennis chiu. long-time advocate for supporting police and i was

able to meet with the chief and some of the asian command staff. that's really talk a little bit about how to make it safer and we talk about moral that's going to be talked about today and improvements that is reflective of the community. so i want to thank the chief for coming down as well as command staff. building bridges in our community and making it safer. that's all i have. thank you very much. >> vice president elias: thank you, commissioner yee. okay. can we go to public comment sergeant? >> secretary: if you would like to make public comment regarding the commissioner reports, please dial star three now. vice president elias, there is

no public comment. >> vice president elias: thank you, next item. >> secretary: line item five, discussion regarding san francisco police department's morale. presentation addressing the current state of policing, factors impacting personnel and strategies to address morale. chief scott. >> police chief scott: thank you, sergeant renolds. we have a power point with this presentation and i will work from the powerpoint if you can get that up. there we go.

sorry. i didn't know i was on mute for a second. we can go to the next slide, sergeant renolds. thank you. so what i hope to capture tonight is the discussion on the snapshot of the morale in our department to better understand and address some of our members that is develop the rank and that includes both professional staff. identify what factors are guiden morale. what the department has done to identify and address those factors and what we will do moving forward. fist, i'd like to as best i can define morale and in the context of our members and our department. there are members and different definitions depending on what research and publication you read. the one that i have on the far side probably captures a definition as it relates to policing. there are a number of definitions that morale

basically can be defined as the thumb of a person or group at a particular time. the key indicators include but aren't limited to the willingness to perform a task work force and department's objectives as well as their day-to-day missions and responsibilities. and it's important to note that morale can vary from unit to unit, person to person, station to station and it is a variety of opinions and state of minds throughout the organization. depending on who you talk to and you get a variety of answers in terms of their state of morale. i want to highlight also the next slide -- stay on this slide for a second.

before i get into our department, just get the context of what's happening nationally with policing morale and kind of state of affairs particularly in the last few years. last week members of the conference attended and research for the conference and the police chief and professionals across the country and this is one of the topics that we discussed. and commissioner benedicto for quite a conference. but one of the things that was very apparent from the discussions that were happening with the number of chiefs who spoke on this topic was that morale across the country is an issue for many of us. we believe it's driving some of the resignations and retirements that had flags in 2020 and continue to be in

2021. research from 194 police departments from the resignations from april 2020 to april 2020 and we're at 18% and retirements were up 45% in major city police departments and you know some of them in fire departments. morale was last week by many other chiefs have an impact on this and i believe that to be the factor and we hit the san francisco police department. next slide. and, with that said, we have experienced some trends in terms of retentions or challenges with retentions and retirements since the gayle king beginning of 2022. we've found out quite a bit of research into the department and that is si combination of where some of this data is

coming from. as a part of our collaborative reform initiative, and there's some things in terms of what's driving some of these issues and i'm going to briefly go over what those themes are. this is broken down into a couple of categories resources and supports. policies and impacts and political impacts. i'm going to leave off so i don't spend a whole lot of unnecessary time on this. but it's important that i go into what some of these factors are. in terms of the internal

processes, one of the recurring themes within the department was to be better and that's with decisions that it impacts the people that are out there doing work day in and day out. attention paid to the concern of line officers, the level of trust for the health and well being of officers. belief of there needs to be more organizational support or lack of organizational support on officers. negative and disrespectful by the department and its members. lack of the staffing to do the job at hand. need for adequate and vehicle facilities. some other factors and many of these that i'm about to rattle off are external.

negative and socio political factors regarding policing in general and regarding the san francisco police department and its numbers. bias reporting of police incidents by media out lets. mixed messaging and this was a pretty common one and a big one. exception of prosecution of police officers particularly in this department. realistic policing expectations. lack of support for the department and its members. i want to emphasize that these points of views and these ranges of opinions don't necessarily reflect the views of every member of the department. nor does it reflect a belief that there's a lack of support by all, by every member of the group that was named in these surveys. however, these were common themes. i believe that this reflects a general state of the mind set

of so what does morale do in terms of impact? so here are the most common motions from our surveys, discussions, my discussions with different members of the department. this is how they're feeling, many of the officers beaten down and, yeah, this peaked in 2020 and um, with the pandemic continuing to this day i think that exacerbated some issues and i also think it exacerbated this issue.

these are the top five in motions. i just want to point out again why it's so important in policing. affecting morale by keeping the diversity of our officers and needing the reforms and helping us get better. when we have good morale, officers are better at the adapt to change. and those things next slide,

please. what are we doing? some of the strategies that we have employed to address for morale and i'm going to take some time here, but we have, this is on the forefront of our minds and i just want to say from me to the command staff and our supervision and our officers that are impacted by everything that i've pointed out so far, we all care about this issue. and it's a list that a lot of this is because of the way we are addressing this with our command staff going out to line ups, me going to lineups, training, talk with officer surveys, working with the a lot of this information is really

capturing the common themes. so the strategies i'm going to break down to mirror some of the things that i've already pointed out a lot of officers and members, organizational support that includes training, staffing mitigation strategies, number of appreciation efforts. command staff and leadership development. facilities, equipment, and vehicle upgrades and internal and procedural justice consistency and fairness. starting with category one, wellness. some of the things that we implemented, back in 2020 or just before the global pandemic, we were in the process of implementing a wellness application that all members have on their cellphones and that application was put in place for officers to have 24 hours a day, seven days a week access to mental

health professionals that they can call and rely upon in a confidential setting in that app to deal with some of the whatever issues. it's been popular and very helpful and this is one of our behavioral services unit that's really been added to adjusting some of our wellness issue. officers are members for more diversity in the behavioral sciences industry. one of the things that was told to me by some of our parent groups is they want people in that unit that relate to that issue whether it be whether it be the cultural sensitivity or the racial sensitivities and other things. we did that and added members of diversity to that unit. we had a diverse pool of

candidates and applicants working in that unit. so i think that gave members a voice and hopefully allows people to feel reaching out to the members of the behavioral science unit. command staff business advance officer training and really the purpose there was to hear officers and listen to what they're saying. it's not always easy to hear where we need to grow and where we need to improve either at a personal level. but our command staff is very much apart of this issue and very much apart of this solution and one way we'll get to where we need to is hear what officers had to say. whether it's sobering or enlightening, we need to hear what officers have to say and we continue to attempt to do that and we're what our members have to say. that gives them a voice and when we act on their concerns

it also helps them understand that we are to their concerns and we can address that if addressing them is feasible and possible and we will try to do that if that is the case training and organizational support is how we get to a better place. officers tend to be in a better mind set about their job when they've been trained on how to do their job better. we tend to see less issues in terms of disciplinary issues. less issues in terms of officers putting themselves in harm's way and getting themselves hurt and also less issues in community members outcomes so training is huge. a couple things that i'll read here that we want to try to make ourselves better in that regard, implementation of the field tactics force options unit which is about three years in the making since we implemented that.

but really that unit was put in place to enhance officer safety. training for our members has been a huge value added to officers. the most sought after trainings that we've had the goal is to increase positive outcomes of our interactions with the public and, in turn, that enhances the trust of the public health. more trust in the community and those positive outcomes do a lot to the officer's state of mind in terms of them feeling good about what they do and us feeling good about what we do as an organization. the critical mind set coordinator response training that was implemented in 2019 and same thing there. better coordination of critical incidents. coordinated response. we've seen some very good outcomes and that training is ongoing. so s.t.f.o. is also appreciated

and sought after training and i think that addresses wellness, leadership. officer safety, community safety, and employee development. c.i.t. training. that's an ongoing effort. we have committed to train every member of this department and crisis intervention techniques and there's officer trainings with the we're about over 98 over 95% complete and with the 40-hour block, we're about a 60% complete and we will continue to forge ahead on that training we've seen a reduction in officer-involved shooting over this time the training has been implemented particularly in the last five years. we've seen less incidents that

cause negative public reaction and that is still a goal that we are committed to continually doing better in, but we are in a better place than we were when this training started. so that also adds to officers appreciation of what they do and their mind set and this training was a major accomplishment. i also want to point out the commission's role in this in that this was huge in terms of the department general order 3.09 when we added c.i.t. as a recognized, officially recognized award with financial rewards on that and also it takes the emphasis that how serious we are about this training and that was a big step in the right direction. also, that same d.g.o. has recognized the good work that

officers are doing by officer of the month appreciation and that officers feel appreciated or not appreciated so. wayn't to thank the commission for getting that d.g.o. through and i think that is a big thing for this department. one of the things that i talked about was officers not having adequate staffing. that is a big part of wearing our officers down and burning them out. officers working a lot of overtime and they're working in different areas just to stay afloat. they do have impact in morale. the instability of working all over the city, working overtime

shifts, getting pulled from the station can have an impact on you. so we're working on that strategy. i talked about this from commissioner byrne's question from just last week where we have assigned additional officers to the tenderloin. so there are details to the tender loin for now and what that has done is reduce the amount of overtime of officers being pulled from the station to work in the tenderloin or other places in the city. so that's something we were able to implement and our command staff and acting assistant chief lazar, assistant chief redman and commander month ran and fung made that happen along with our captain and this is just listening to what our officers and our members had to say in trying to address those issues. our command staff is committed

to recognizing officers. so we made a commitment a couple of years ago to enhance accommodations and letters of appreciation, the captain's accommodations as you may have noticed in my chief's report pointing out good work, more than i have in the past and i will continue to do that because we need a balance of -- we need a balance. we need people to know that officers are doing good work. there's a lot of narratives out there that we're not going our jobs and we're not doing good work and i know that not to be the fact. i'm not saying we don't have issues we have to contend with, but we are a police force that does a lot of good work and that needs to be recognized and i will do my part to recognize that and highlight that in the commission and in the public. so accommodations of commitment by our captain and our command staff to recognize the officers

for their good work and good deeds and that's an ongoing effort. promotional process. that's been talked about in the commission some of the viewpoints of officers that there was not enough transparency and a lot of frustration over promotions and not understanding the promotions including chief video owe messages that we've made to explain the promotional process. we've implemented in our secondary criteria process and interview process and that is -- that came from some of our members listening to what they had to say and it gives us an opportunity to hear about their skills and what they have to offer and they have an opportunity to present themselves. so i think that's the feedback

that i got on that has been very good and we also get feedback on those interviews. so that's very good and that's a work in progress but that has helped to deal with that issue because that was a big issue for members of our department. training, again, who gets to train? is there bias in training? are there favorite members getting the training when people are not known by command staff and others not getting the training. what we've done to make that a fair process, is we have a randomized selection and most cases for training and we have a process where somebody gets picked and they've gone to training more than other people. we can make a decision to give somebody else an opportunity if one person for some reason getting the randomizer is taking their name over and over again.

that's been a fair process. it's been an equitable process and it's worked out pretty well for us. so that randomizer process to select particularly the coveted training in a fair and e quitbling process for our employees and i think that has helped. enhancing our change management. there's a lot of change happening in the department now. it is difficult. it makes sometimes people feel unstable about what they're doing, people not that we're and the officers, the members aren't open to change, but change is hard for a lot of people. not just people and blissing. and we're committed to doing a better job with change management. we have a very aggressive d.g.o. schedule over the next five years and that's going to cause a lot of change and we have to be better at how we communicate what changes are coming and what changes are being mandated. we have to be more inclusive with our members in terms of being apart of that change and

these are some of the things that have been told to me and feedback and things that we are implementing to make sure that our members are included that we communicate change better than we have in the past and that we even though we have to implement change, we want to keep stability as we do that. so that's a very important and we need to do a better job on that and we've implemented some processes including a change management committee that is actually formalizing how we change when we change policies and things of that nature. command staff and leadership development. this is category three. there's a lot to be said ant wanting more from the command staff in terms of leadership and leadership development. we've implemented a leadership development institute and that was opened up to all rank and file because we want to enhance leadership throughout the department. it's very sought after.

we have a process and our application process and really development of our command staff is a big part of what we need to do to address some of these issues. we're on the fourth cohort of the leadership development institute and the training is very intensive. the training goals for once a month for basically a year and we bring in professionals and subject matter experts of some of the biggest names in business from all over and they enhance our leadership ability. everybody on the command staff has been through the training and we've had professional staff that has had an opportunity to go through that training. the p.o.a. helped us get this off the ground donating some of the things we needed just to make this happen for food and things like that for the instructors and whatnot.

so this is a joint effort. we had members of the p.o.a. including lieutenant lacray who helped create this block of training. so this again is listening to our members. enhancement of executive level development opportunities. we've approved command staff to go to harvard kennedy school executive leadership training. we've sent four years in a row command staff at the deputy chief levels to the police executive leadership institute designed to enhance leadership and develop people who have the potential to be chief of police. like i said, four years in a row and that was new for us and it's done us well to help our command staff. facility vehicles upgrades.

our fleet, some of our cars have seen better days and that is a big deal when you're in a car for ten hours or more a day and that car is in bad repair, springs popping out of the seats and the like which some were in that condition, that tends to draw down the way officers feel about their jobs and whether we care about them. we have upgraded our fleet and that process is ongoing and our fleet is in a better place than it was four years ago, but we still have a long way to go. we have some cars that are in excess of 15 years old with hundreds of thousands of miles and any fleet manager will tell you that's the way we should not be doing business. so that is a big deal and it's something we've been working on and we've gotten some budgetary support to upgrade our fleet. uniform upgrade of ballistic helmets. out of body armor carriers. we listened. we approved that.

protective eye wear to protect eyes from laser assault. it's becoming more of a problem for us. we have included ballistic plates in the dpoors of our police cars and so those are some of the things we've done to increase the equipment and facilities of our vehicles. facility upgrades. we're opening other forensic services and traffic facilities. it's a beautiful building. forensic services facility which this commission was very concerned about a couple years ago. so that was a big boost and that building is a very nice facility. so i definitely want to thank our board of supervisors and our mayor for supporting us on that and also the people in our city for supporting the easter bonds that allowed us to build that facility. numerous district police stations have undergone

upgrades and repairs. ongoing work continues in that regard. 12' police facilities. and three support facilities are undergoing upgrades and this is a big deal. we've had some major structural challenges and we're trying to get the funding to make that situation better. [please stand by]

-- and that will have an impact on their morale. i encourage you to continue to identify potential leadership and really invest in them and let's look at this early intervention system. i know there's going to be a yearly report summary. let's look at how we into these actions. thank you. >> police chief scott: thank you, commissioner. >> vice president elias: thank you. commissioner carter-oberstone.

>> commissioner: hi, chief. thank you. at the outset of your presentation, you mentioned difficulties around staffing, hiring, retention and drawing a link between those issues and more which is definitely a view that others have expressed as well and i'm just kind of wondering if these steps with which we have evidence or data, we all agree there's certainly a morale issue and separately there's a staffing and retention issue and i think, you know, i think there's a cut sense that they're linked, but i'm just curious if there's data supporting that? >> police chief scott: there are a number of academic

research papers out there about morale and sever l of them mentioned, you know, staffing as a part of that either under staffing mainly. there is research out there and not all of it points to the same things and some of it leads to burn-out leads to morale issues and increased overtime and issues like that. less sleep, exhaustion and all those things impact morale, but there are a number of pieces out there that i can take a look at. also, on that note, i mean i know our recruitment and staffing and our members have told us that they're working a

lot and days off being canceled and things of that nature. and it goes to the wellness piece to your question. the staffing is in the same universe and there's a lot of research on the impacts of wellness both on performance and how officers, the mind set of their jobs when they're burned out. so i think the two go hand in hand and some of those -- those two topics, rereference each other. so there's quite a bit of research on that. >> commissioner: yeah. i will definitely look at the research you mentioned. part of the reason i raise this is because i think there is a perception sometimes that solving the morale question will also solve the hiring and retention problem and i do think we need to be a little bit careful about that just

because we are in an economic environment where it's hard for everyone to hire around all sectors. i think i just read there's one unemployed person for every two job openings nationwide right now and i was just listening to n.p.r. this morning learning about, you know, it's very difficult to hire people in the timber industry in maine right now. so i think it's a widespread issue and i just want to be -- i just need to be careful not to assume causality just because it might require a very different solution if it's not primarily driven. morale doesn't help and it contributes to a degree, but if it's not the driving factor, then we're going to need to think about a whole other set of policy solutions. so i just raise that for that

solution. the other thing i wanted to raise and this is really not a question, it's more a comment but i would welcome your reaction to is is that i do kneel like sometimes in the discussion around morale, people are talking past each other and there are two things that i hold in my head at the same time that i don't think are contradictory, but i think, you know, i think there's kind of two issues. on the one hand, the officers who have made the commitment to do this very important job make an enormous sacrifice and they go out there and put their lives at risk on a daily basis and a lot of the things that we kind of take for granted and a lot of the things that we enjoy about the city and that make it great really can't be possible if you don't have a core of officers that are committed to the cause of public safety.

at the same time, and so we need to, you know, we should all be extremely appreciative of that and acknowledge the central role that the department plays in all of our lives and in the prosperity of the city. at the same time, you know, it's not ancient history that there were a lot of actions taken by individual officers and by the department that caused public breaches of trust. the homophobic and racist text message scandal, shootings of unarmed civilians that were highly questionable whether or not they were within policy or not and i think people are rightfully upset about those things and i think that it's very legitimate for folks to feel like trust has to be rebuilt and the department has to demonstrate that it's learned from these issues and

that it's going to do better. i don't think those two kind of ideas are in conflict, but i feel like folks talk past each other and like i said, that's not really a question, but what i would appreciate any reaction that you might have to that. >> police chief scott: commissioner, they're related. i mean, some of these incidents looked at the year 2020. i mean, it's changed policing for probably forever and, you know, not that we haven't had our share of incidents in our city, but what happened in 2020 took this conversation and i think to some of the points that you raised to a level that i'vener seen before in my career even going through a decade ago with ferguson and early in my career with the

king incident, the rodney king incident, this was at a new level. and i do believe they're related. i don't think that officers just in my conversations and everything i know about this department and even this profession has lost an officer that people are going to react to these types of incidents particularly when they don't meet the public's approval in a way that's not necessarily positive. i think that's expected. it's welcomed. i think when it goes past that and it goes to the extremes of -- it colors everything to the degree that, you know, extremist point of views on either side of that issue i think is very a lot of our problems are.

and, internally. you know, officers who full-timed to see these things are going to impact members of the public that's a problem as well. this is a profession that i don't think anyone joins this profession and thinks it's easy, but i do think in any profession, there's an expectation of treating people on both sides of that conversation with dignity and respect and if people that some of the incidents that got us here should hold folks accountable. and i think that's what we all expect and what we all want. because that tends to build trust in the public even when these incidents happen when people are held accountable, it tends to build trust. the extremism on either side of this issue is where we have problems.

we get in our corner sometimes you're in this camp or that camp and then we yell at each other. i'm saying that figtively that that is what drives this problem. that people have in this department or any department for that matter. so, yeah, they're related in a major way. how do we get to a better place. at the end of the day, we have to hear each other. >> vice president elias: thank you. any other commissioners before i turn it over. commissioner yee. you're muted. >> commissioner yee: thank you, madam chair. i just have a question for the

chief on the morale. coming from a large institution like myself morale can just be a fake wall to hit or, i guess, your command staff and i know that it changed over. i guess probably leading up to 2020 it's probably been building going back. is there -- i guess you're looking at policies or changes that we have to adopt to the changes to the c.r.i.. is that a factor into that? it probably is. don't need to answer that question. have that answer to that question. so looking going forward because there's more i guess changes coming with the police department. what is your plan to build that morale back up and when will you probably do the next i

guess the morale, i guess have the specialists come in or the professionals to do their assessments for morale in the police department. you know, i guess to re-evaluate instead of the 2020 to 2021, when was this last review done. i guess as jesus said, is there a timeline when the next one's going to come back up. is that at the end of the year or is it -- i just don't want to say it's ongoing or is there a target date that we have? >> police chief scott: i will follow up with the commission in the next phase of this. the next thing the officers asked for particularly with the staff was they wanted to hear the feedback and it would put a

damper in some of that. but that is -- this project is ongoing. so i'll have to give you followup with dr. eddie and her team on what the schedule is from here. but i know it's -- we've agreed to do this work with them and i'll have to follow up on the dates. it's their timeline and we'll follow up with the commission. >> commissioner yee: and, i guess the thing is if the concerns on the strategies were morale, that's one through five, i guess the point is that we're addressing these down there and probably some of the issues that maybe might be training, being fairness on training. you know, everybody is being slided whether they're getting trained or not. [please stand by]

and let's say we spent people to a semi-key. the commander is there right now. so we get an interest list and we put them in the randomizer so there's no favorite son or daughter. it's very fair, not biased process so that works out very well for us but the mandatory training, the training that is ongoing and advanced officer, that's notrandomized . that's mandatory when your name is called you have to go sign up for other training like csp are and as the commissioner alliances question we did start back up cnc are a couplemonths ago . we just got the answer to that so that training people can

sign up for and we have to balance the demands for vice president elias, have tobalance the employment but we are sending people to training . we just have to train where we are >> that's all i have now achieved, thank you very much. >> thank you commissioner and this time i'm going to turn it over todirector henderson briefly . then director henderson. >> i had to put comments but i wanted to say thankyou so much chief for the presentation . 2 things. jeff, you were talking in the middle of your presentation about the promotion stuff and i know that those things are so sensitive and a lot of the questions that comeup with the promotion are one on one . peoplecan't help but approach

those things from a myopic perspective about just themselves . what of the things we could all do is allow you or have you make a presentation to the commission about how the promotions work and what the standards are and in a very way physically for disenfranchised communities that don't ask those questions, i just feel like they're getting passed over having an objective presentation abouthow you interpret them might be helpful especially with the pay . i will coordinate some of that with the public interest groups for those that don't know what i'm talking about to make code presentations speaking to their members about some of the work they do to promote and help their own members and how the promotions work within the department. and comment 2 is maybe some of the ways in which you're talking about the stressors coordinating the overtime and

what an important role that place not to push you in that direction but one of the ways you might want to consider adding to those overtime allocations would be to support the work from the training and ncr training as well. specifically with officers that want to do the training and have to find coverage in those areas or lanes to provide an element or a portion of overtime so that more people can get to the training in ways that are facilitated withthe budget . those are my two comments. you don't have to respond but i had some input i thought i could share. >> i always appreciate your input and we can talkmore about those things . you. >> i'm done. >> we can turn it over now to mrs. craig. we invited the poa as well as ted groups to join the

conversation because obviously they are a vital piece to this puzzle and we really want to heardirectly from the members . so atthis time , i am going to invite mister cray to speak and present her presentation. >> good evening. thank you, goodevening commissioners, vice president elias, chief got . when i got this invite to talk about morale it basically boils down for me about support. support of the members not only internally but externally as everyone has spoken of this evening because remember it's also supportedthe reasoning for doing this job comes into question . and some frankly believe that maybe they would be supported best elsewhere which wedon't

want to happen . this is a very noble professio . yes, we've had scandals. no one is running away from that but we've also lost very young capable officers who were killed in the line of duty so the restis award in this profession . unfortunately these things happen. i think that apartment has done a good job in restraining and trying to get people to training but yes, we are hampered by thestaffing . causethat's a real issue . so as much as we would love to send all our members to training, we still have our primary job which is to answer the calls for service that have not stopped so we are beholden to answer these calls for service and to provide a service to the community becausethey do call us and we are needed . as far as what can we do to improve row, there's been a

number of things from a salary that will allow people to hopefully live in the city. as you know it's anexpensive city to live in . if you're just starting out. trying to buy a home in the city even i tear down is $1 million. that is not feasible if you're just starting out in this profession so for to live here. all the things surrounding talking about the gas prices and if you're commuting far away. that'sall plays into it .i think the overtime often i wonder how long can people wor . the rate atwhich some officers are working to staff . like the tenderloin to staff tourism, to do recitations.

i don't know if you know there's just another outbreak at one of the stations so therefore that station is down. they're going to reduce staffing so a lot of it is yes, stretching our workforce to its breaking point. because after all we are all only human and everyone has a limit. we want to have a membership that can continue to work. continue to do the job that they want to do but at the same time have the support and recognition that they are valued so every employee wants to be valued. they don't want to feel like that they're not. that people don't care. that there are replaceable and we're finding out in this climate where not replaceable because we're all trying to get

the same candidates to come into thisprofession . it's not only us in san francisco. it's oakland, it's berkeley, it's sanmateo, sacramento, you name it . everyone is trying to buy for that small candidate pool but also to retain the officers we have here. the five and 15 year veterans. that's a hot commodity. we all know we have to do with empowerments, empowerments always happen but what's unknown is how many people we have collateral to other departments and also the profession altogether. i have many times thought about pulling. we conducted a poll a couple of weeks ago and it was a simple five question poll.it asks are you planning to not go to another department. are you planning to leave next year i thought that question based on the response i heard 16 people over 54 percent said

that they were planning to leave. that's a very daunting number because that tells me over roughly 400people could leave this department . so that's very concerning because like i said, we handle over 1 million calls for service i believe you last year, the year prior to that so no one is not calling 911 four case response.there's still continuing and we need to meet that need . whatever us together as a body can do to more out, let's do it. >> i have one question and i will turn it over to my fellow commissioners. what as the commission can we do to help officersill supported ?

>> there could be a lot of things but one thing obviously it's about policies. having some clear directly defined policiesand procedures . leaving as little gray area as possible. because officers want to know whatthey can and cannot do . we've seen laws change in this profession. every year we had updates constantly changes like our landscape we operate in and happen. people react. things change. having clear and concise policies that benefit the officers when they go out and are responding to calls for services that theyknow what they can and cannot do . that's the beginning of it. but we need perverse, we now need to work out from my standpoint what would be best to help officers out on the street do their job because that's my main focus.

rank and file need to know and understand that. so everything is crystal clear as can be. i know there is no perfect policy. we will all have our opinions but we are adults and can agree to disagree but we're working towards the same common goal of getting the bestpolicy out therefor our members , then that's what we want and i believe that's what our members want . >> can i ask a request. the new 3.1 gives the option to have officers actually comment on our proposed policies. i think it willbe helpful if the members utilize that function . currently with respect to the pretext stop we've received two comments from officers regarding the proposed policy so i'd welcome membership to participate in this function which allows them to go to the

police commission website and voice their concerns and or suggestions and or edits to our policy. and perhaps i think that would be helpful because i personally have gone out to district stations and have asked specifically to officers what is it that you need or how do we make policies clearer and often times there isn't a response so i assume that we would probably get a lot more responses if there was some form of anonymity or ability to do itonline. to convey their concerns and their suggestions to our policy . >> i totally agree with you about the email blast when the written directives get out about voicingyour concerns and it is on the members to speak up . like we always used to say if you don't speak up nobody's ever going to know. you can send it to me. you can send itto the apartment

but you need to get it out there . so basically speak up because you have a right to complain if you're not saying anything none of us are mindreaders . i can't read 2000 members minds what's on theirmind so i need a little help and a little help is meeting me halfway about voicing what it is you don't like, what it is you do like and what it is you want to be changed . >> thank you for that and i'm going to turn it over to my fellowcommissioners, commissioner yanez.>> thank you vice president elias . one of the questions i have is around wellness . obviously officers state of mind, their well-being isvery important . the chief a to and maybe that's on the phone. we know that obviously more access spaces we can create or spaces to process, to share

suggestions, toshare solutions. sometimes just having those spaces is beneficial . are there plans to offer more of theseopportunities ? one thing that comes to mind is after there's an officer involvedshooting there's a debrief group . i don't know whether there's formal counseling but the more we promote the fact that having folks who are exposed to armed dramatic situations it's going to have an impact on their well-being and the more we can alleviate them all that kind of vicarious impact of the work the easier it will be for them to go back into the field and feel supported. feel held especially after the presentationthe chief just a . it sounds likethere's almost a request , i desire for places to process and places to be able to give their suggestion. are there thingsin the works

that are in addition to what the chief already mentioned ? >> the department does have a wellness program. which is spearheaded really by deputy chief kellerman. we actually brought in a spiritual healer and the group that i lead, housing unit, we participated in this and we had an hour a week with the person where we did yoga. we did readings. so you're trying to tap into the very things you just said and then the department was able to spearhead this as a whole and now offers this wellness programfor officers to participate in . some people do.

some people you've got to drag. it's new age. maybe they're not down by at least they put it forward to officers but like you said, usually ourbehavioral science unit, one of the best in the nation . we leading the nation and having people who can kind of talk to officers. doctor joel says he usually leaves the debriefing. one of the last really critical instances i had when i was out in the field was the murder suicide of a father and his nine-year-old son .that's a traumatic incident. i didn't want to see that no one wants to see a child murdered. but it happens and we have to deal with that because we still have calls packed up so we had to go respond. we still had to put on our game face and be able to go out there and respond to the needs

of the community. it was hard but having doctor fay come out and bsu come out and talk us through it is getting us over because i've known many people unfortunately in this profession whohaven't been able to do that . we just lost a young man who was with us for seven years who took his own life. that's very tragic and hard. we don't want to see that happen but unfortunately it does happen so having these programs in place to help is out there, we just want to get everyone before they get to that point . the department is doingwhat they can. we're doing what we can and hopefully people will take advantage of . >> thank you for sharing that and what we could do is try to help promote and make sure other departments are contributing tocreating more of these spaces . it is not always going to be traditional therapy but i really am glad thatyou are looking at these other avenues for support . and lastly i will completely resoundingly underscore the

point that you made around the workforce that would love to live in san francisco but cannot afford to live here. and how can we make these jobs appealing to folks at either are already living here or how can we support them in coownership ? one of the things i walked away with after going on a sojourn trip was those officers that live in san francisco have additional in the game and they are perceived differently because the community sees them both in and out of uniform. their message fromthose officers goes a long way . amessage of i'm not working but i'm still going to give you advice . i would love for us to look at how we can really ties with locally and what we can do as a city to support officers in obtaining polar ship because

that is an invaluable resource that we could be providingor that we can help them work towards .so please let us know how we could be of support officers are doing work andwhat we can do is try to make their lives a little bit easier . by making sure we are paying attention to their needs . >> thank you commissioner. commissioner carter-oberstone. >> thank you for sharing your thoughts on this important issue. just do things for me. one comment and onequestion . i like to pick up where you left off with vice president elias about getting input directly from officers because this is something i feel strongly about . i was just at central station a couple of weeks ago talking

about this and obviously what i said to the officers is obviously it's our job to set policy for the department and do not just do it in a way that states our values, our goals and a high level but to do it in a way that makes those values at least concrete and can get directions officers in the field of course caused by design none of us have any experience actually doing police work. not just welcome but that we get input directly from officers who can especially make comments around feasibility and implementation and have areal-world experience . that will inform policy so that actually works out there in the real world. so i understand officers are very busy week are actual jobs so i would love to continue the conversation around ways to make it easier, more streamlined for officers to participate in their policymaking process especially early on so we can detach

things early on in the process versus at the tail end. but if you want to take a beat on that i can also cause or ask some questions. >> you don't have toask questions . i'm nodding in agreement. >> all good. you mentioned earlier in your remarks the issue of the department competing with neighboring departments over the same pool of potential candidates. i brought up at the last meeting i want to agonize for future commission meetingsthe issue of recruitment of women officers . and i think there's just a ton of research showing the really great outcomes women officers get in the field but will one related thing is the idea of

alternative pipelines for recruitment. because we are competing over the same smaller perhaps shrinking pool of candidates. i wonder if you have thoughts on whether we should be expanding our scope of who we consider as a potential cadet. who would make a potentially good police officer as a way to improve our hiring generally also just connected to the issue ofincreasing the percentage of women officers in the department . >> as you know i was born and raised in san francisco. my first job at the city was as a wreck director i was a junior wreck with parks and rec and through that, i was into me a lot of officers who ended up coaching from the police activities league. doing all sorts of things.

so there's a pipeline i think for this and that maybe some other city workers and other jobs and we had people lose work, juvenile probation become police officers (wreck become police officers. i think the pipeline is there to look at other avenues. people in this job and yes, definitely blowing up in the western tradition. i'm sorry i have to post directorand i've known paul . i have a prompicture, i still got it on my phone . this disconnection is your talking about to the city. weird to see kids who grew up and up in public service. so through the program funds is another way. through our program is another way to make that connection . you know, women, yes.

i'd love to speak for women in the apartment because i do think we bring a unique perspective to this job and how we dealwith people in the community . that would be great . but like commissioner yanez says we're not the only ones struggling about having people working in the city. nurses, firefighters, teachers and all the public sectorjobs . public safety jobs are struggling becausewe love albacore through the people here in the city . i mean, i love to talk more to you about this because i think always that we can of our game and try people intothis job . to recruit more women, to recruit more homegrown. the department has raised made great strides to get more in san francisco. more minorities, more women but still not enough.

me so much more. so hopefully we can get there. but it's a worthwhile conversation to have. i look forward to just talking more with you with everyone on the commission how we can do that because we want people to do this job. it's very rewarding your helping people and there's no greater reward andhelping another human being . >> i don't appreciate you putting my business out there like that . >> stop. >> maybe if we had more prom pictures could be like some of the pipeline we couldrecruit. i think there's still around on mission .>> don't tempt me out.>> let me stop talking. >> nighttime in on that? >> did you have apicture do you want to give ?

>> know, i just wanted to say that question from commissioner carter-oberstone. it's definitely great to work with him on this issue. don't know if anybody else is on the commission i want to say tolieutenant mcrae and others . when i first got here in 2018 and really was about increasing our recruitment, trying to remove some of the known barriers to hiring more women in job and they really did future deputy chief priority was a part of that along with the time deputy chief and i'm having a brain state. it was deputy commander maddox at the time. along with rank-and-file but i have to say this . they were able to identify

barriers that we were able to work through and eliminate. working with dhr and with our recruitment people including increasing our ability for people to have access. to working out with our recruitment units so they can be prepared for the job. they helped design a recruitment poster that came from them, i did several iterations of that. there's a lot more we can do and definitely commissioner i seethat you have an interest in this we love to work with you on that . we have the apartments come in a couple of years ago and they commissioned a report on internal career pipeline type of analysis of opportunities for women with a lot of recommendations and i can share with you because there are a lot of recommendations we have and i submit some in process but there's a lot there.

so definitely i'd love to work with you andcontinue to work with lieutenant mcrae but there's alot to be done and we can do a lot more as tracy said . >> thank you chief, i would welcome that . the report has a lot of corners and highlight on my desk. >> thank you. >> i think we have another with lieutenant williams on theline . >> i'll bringlieutenant williams on in just a moment . lieutenant williams, are you there? >> yes i am. >> thank you commissioners for inviting the officers into this session. the san francisco voice departments more out issue has

very been a major concern for our association . over the past 6 to 7 years. as we see morale is at an all-time low with the officers and we think and believe it is based on the fact that our officers don't feel like their value and overworked due to the currentstaffing deficiency . with officers who are compliant with the demands to work on their off days, there met with resistance from their supervisors there that late to work or they take off another day to do to 50. some supervisors even went as far according to some of our members to write them up and even reports the doctors note. this is perceived as being little to no appreciation for the efforts to try and support the department.

in these very difficult times. officers are still seeing and experiencing inconsistencies and disparities in the process so the rules policies and procedures are applied to the discretion of the supervisors and the standards are inconsistent so once again inconsistencies are creating more owl issues because some workharder than others . some are supervisor monitored more than others. the appraisal processis virtually nonexistent . every six months about our new policy generated. we should have a performance appraisal what's happening is rather than the performance appraisals being based on culturalalignments and physical high standards , it should be also based on community

policing goals. we should be encouraging and trading and encouraging our officers about the importance of career development and this is a way for us to support a succession plan which would be forthe future . when reformers roll out the question is asked by many members , some who have left our apartment is whether or not this was trulybefore . the cause when we asked for reform it was based on strained relationships with black community and other minorities. the last round of promotions includes a black man orwoman . it's systematically excluded us, the only person promoted in the last five years was the now retired commander to see for.

and he was compelled to leave his apartment into the blatant disregard for what he felt he needed to do to make him self and put himself in a position to be able to sell rather quickly in this department he was the most training, most experienced and most dedicated . 31 years of dedicated police service and he was respected by his peers and also people who were his immediate supervisors this is another reason for lowbrow because people feel it steve for which ice is a sydney doctor before can't get is not doable so why should they try. we have many members, minorities, women who could take promotional exams within thisdepartment but they don't want to do it . because they don't feel it's

going to two what they really wouldn't have liked . promoted to the command staff with simple high school education yet there's still talk amongst members who are having more out issues about the nepotism, the cronyism, the checkered past the people who are in high positions and these types of things are what creates conflict and misunderstanding and our officers are cold these are the brightest people within the department. but does this all truly represent reform? we have fought to make a positive difference which we thought would occur with reform but to some extent it seems like it's turned to the worst nightmare becausemorale is so real low .

this is the largest command staff in the history of the department yet where lacking balance . where is the equity? equity equals access to our minority officers currently have no access and two are marginalized communities that are affected by the delivery of service we get to them. so subsequently we have officers leaving the money, the benefits and pay is but to these officers who have left and to at least 10 to 15 officers who have spoken to me about this plan to leave. people want to be valued. if you look around the apartment you see underrepresented within management if you're not catching what i'm saying , it seems like it's an intentional or maybe it's unintentional but there is definitely an underrepresentation of black and brown officers in our

department which was supposed to be addressed to doj 59.1. and we're still not seated at the table. often times when the sessions occur about issues such as morale or issues about working conditions. and really the officers suggestion has made numerous contributions as have many of our black officers and they feel that it's not being recognized orappreciated . the department has a women's history month old and the police headquarters they invited other women to the panel who are representing the management of this department . they spoke about their journeys in law enforcement but the most insulting thing there was there was not one black female manager even though there are some who still are working and active such as myself but we

were not a voice heard atthat table . and that is an issue. that creates morale problems. when you're not believing you are an important integral part of an organization that you work and dedicate your life to. we have been systematically disrespected parts along by this department is perceived by many of our junior officers at sfpd is more of a form at times in their side and this is why they're looking to other areas and other fields or employment. some of them are even going to school in order to completely leave the law enforcement provision. and that is of great concern to us who are in leadership.

and we are at this point i have to say that it seems at some point in time this department needs to really reevaluate what we're doing. the atmospheric pressure has risen to a level that we have to do something and it can be a bandage approach. training has gone to where it can go.now there has to be something a little bit different. maybe we need to consider some listening sessions because right now, it's almost like talking about the morale issue is a moot point. it's all, and insulting because we have been talking about this for quite some time and here we are in the 11thhour still trying to address the issue of lowbrow . and this institution we hope

can help usto fix it . thank you lieutenant williams. fellow commissioners do you have any questions or comments for lieutenantwilliams? commissioners . >> i just wanted to thank lieutenant williams for her advocacy on these issues and that the commission to take up the offer of the listening sessions and i amencouraged . she's got lieutenant williams and mcrae. it seems like a common theme that we're getting is there is not communication whether it's to the commission or to command staff. there have been talks about suggestion boxes, listening sessions and i think all parties should get together on gradedapproach to address those

issues . >> thank you williams for providing feedback. i believe there's one more group, the filipino officers. where excited, is there any other. >> no one else has checked in. form the paper. >> i want to againthank everyone for participating in this valuable discussion . >> if you like to make a comment regarding the apartments more how presentation or the paid group presentations please dialá3 no . good eveningcaller, you have to miss .

>> speaker: i want you to listenintently to what i'm saying . you don't want the dirty clothes in the manner that you've done. the words that will help you to bring about change is upliftin . ones who know the etymology of the uplifting, you will reduce your implicit bias . once presentation was given, one commissioner asked about 15 questions and now the commissioner askedabout five questions . another commissioner started with two comments but ended up with fivecomments . if you want the police force to

trust you, it's a bit too late. out of the 2000 that supposed to be there thousand areworking . as you have heard, and another five or six months or 500 may leave. if we are left with 600 or 500 as the force, what can we do? we must uplift one another. stop criticizing and stop having implicit bias. i'm not afraid of the poa. i've gone there many times.

i've known so many.i've known going back 15 police chiefs including the present police chief. i knew the present police chief ... >> and commissioner elias, that is the end ofpublic comment . >> thank yousergeant, next item please . >> line item 6, public comment on all matters pertaining to item 8 below, closed session including public comment on items seven whetherto hold i am in closed session . >> if you would like to make public comment pleasedialá3 at this time .

... there is no public comment. >> great, next item please. >> float on whether to hold item 8 in closed session including vote on whether to assert attorney client privilege with regard to item 8 a and 8b, san francisco administrative code67.10 action . >> can we get a vote? commissioner yee and i will second . >> on the vote to go into closed session commissioner benedicto. [roll call vote] you have a

unanimous vote to go into closed session . >> please take us into closed session. >> would you like a five minute intermission between closed session? >> can we make it 2or 3 because we have a long closed session . >>. [please stand by]

[please stand by]

. >> secretary: san francisco administrative code section 67.12a, action. >> commissioner: motion not to disclose. >> commissioner: second. >> secretary: on the motion not to disclose, commissioner benedicto. >> commissioner: yes. >> secretary: [roll call]

vice president elias. >> vice president elias: yes. >> secretary: you have six yes votes not to disclose. >> vice president elias: great. adjournment. >> secretary: line item ten, adjournment. >> vice president elias: yes. we need to take public comment real quick. >> we need to go in open session. >> secretary: we are in open session. >> secretary: if you would like to make public comment regarding the nondisclosure items, please press star three. there's no public comment, commissioner. >> vice president elias: great. next item. adjournment. >> secretary: line item