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