the sheriff's department ownersight board meeting is now in session. on behalf of the board we'll like to thank the staff at sfgovtv for providing assistance to broadcast and moderate the meeting. you may view on cable channel 26, stand it recite the pledge. [pledge of allegiance] i hope

everyone had a nice new year and weathered the storm well. would you police call the roll. >> vice president wechter. >> present >> member brookter? >> present. >> vice president carrion. >> present. >> member nguyen. >> present. member palmer. >> present. >> member soo. >> present. >> president wechter. >> present. >> call the first agenda item >> item 1 other resolution under california code section 5493e action item. resolution setting forth required under bill 361 allow the sheriff's department

oversight board to hold meetinglies remotely. >> public comment at this time the public is welcomed to address the board for 2 minutes. comments or opportunity to speak during the public comment period are available for the members present by lining up or for those not present via phone by calling 415-655-0001, access code: 2497 440 7820 ##. you will hear a beep when i entered the meeting. when public comment is announced press star 3 to enter the queue. huhear the moderator say, good evening, caller you have 2 minutes. this is your opportunity to make public comment. you will have 2 minutes to provide your comments.

once the 2 minutes ended you will be moved out and back to listening in the meeting unless you decide to disconnect. members may stay on the meeting and upon lynch for when urth item sell called to comment by pressing star 3 to be add back to the queue. we have no public comment. we will now take the vote for item one. >> resolution under california code 5493. >> member afuhaamango. >> ayech >> member brookter. >> aye >> vice president carrion. >> aye. >> member nguyen. >> aye. >> member palmer. >> aye. >> member soo. >> aye.

>> upon president wechter. >> aye. will the resolution passes. >> next item. >> item 2 adoption of machines. review and approve the minutes from the oversight board regular meeting on december second of 22. lineup if you would like to speak or dial 415-655-0001, access code: 2497 440 7820 ##, press star 3 to enter the speaker's queue. there is no public comment. we can take the vote for item 2.

member afuhaamango. >> aye. >> member brookter. why abstain i was not at the meeting. >> vice president carrion. >> aye. >> member nguyench >> aye. >> member palmer. >> i was not at the meeting i will abstain. >> thank you. >> member soo. >> aye. >> president wechter. >> aye. >> the minutes from the december 2, 22 meeting are adopted >> next item >> item 3 recruit am of inspector general. discussion on the recruitment. kilfoy-flores police over site board and john mc partland rapid

transit will appear to answer questions on recruiting and policead torwith and without a firm. department of human resource will appear to answer questions. there may be possible other presenters presenting. no audio ms. kilfoy-flores. >> i will go. um i was the vice chair, um prior to the um -- interim chair for 2 years as well as i sat on

the executive subcommittee and i was um -- chair of our um [inaudible]. so um -- it hen a wild ride the best way to describe the experience maeb has been induction by fire. it has taken us what we i think myself, anyways, i can speak for myself here. i thought it would take six months to hire an inspect police monitor. we have a board of 13 members um -- 11 are voting and we have 2 um -- alternates. our board consists of we are -- voted um -- our community voted um in our ordinance, we have

9 -- different community organizations. that each nominate 3 people to sit on the board and then of those nominees our city council leadership um appoints one from each of the nonprofits so that 9 nonprofits there are 2 seats one is appointed by the council and one by the mayor and for the alternates one appointed by common council and one by the mayor. that is the make up of our board. um, i was nominated by the community response team? that is how i became appointed to the board. i have included our position description. um, and -- i don't know if i sent ordinance but that's all available on madison um on our registrar page.

we are in the process of um -- updating and creating um -- updating our page our city page and then also creating um -- more of a handbook but in a way so it can be um -- used um -- online. so. we are doing lots of things [laughter] um, we are working with [inaudible] gave us training. they have been giving us guidance um, it has been wonderful working with them because of covid we have been meeting only online um, we got together in december. that was the first time we had a meeting in person. so, all this work um -- let's see -- i think i was nominate in the july, appointed in august of 2020. um, and then we started our

first recruit am process for the im the beginning of 2021. um -- we were not successful in our first um -- hiring. um -- for numerous reasons. it is um -- we -- it was a huge learning curve. um -- and so we revamped our hiring process and i'm glad to announce that we -- effective december fifth we now have our inspect police monitor in place. um -- what we have here in madison is called the office of the inspect monitor. where that consists of the board um -- and we have the inspect monitor and inspect monitor will be able to hire his own data analyst to work in the office as well as an administrative assistant dedicated to the um,

police civilian oversight board and um inspect police monitor. he if a lot of um -- scheduling obviously trying to schedule over a dozen people of um, and very hard work um automatic00 get everybody on the same page and also um training. so we have have been in a holding pattern because ofmenting to um, have the board along with our im um training together at the same sometime so everyone um on the same page um in terms of how our board was developed we um -- had a police shooting in 2015. 19 year old um -- young black man um by a police officer. and it really after michael brown it catapulted our community to realizing um00

autoneed for um -- police civilian over site and how it can benefit um our community as a whole. everyone including our um police officers. and so -- the management um -- [inaudible] we had an ad hoc committee. that um -- looked at the madison police department policies and procedures. so we are municipal. we only have jurisdiction over the madison police. which can get complicate in the a city like madison it is complicate in the san francisco because of having all the different jurisdictions. having campuses. having um like here we other capitol of the state and um -- you have the county as well as federal. of the ad hoc committee determined what needed to be

done is we needed to have an audit of the department policies and procedures. so we hired the oar group to come in and audit the police department. we, being the city of madison. to do an audit. what became of that audit was 177 recommendations. recommendations the civilian oversight board and 2 the inspect monitor and um, so far i believe. >> sorry but we have a full agenda we want to focus primarily on the issue we are considering is how to recruit. our inspector general if you could speak about. your recruitment process. >> so our recruitment process um included we put out an rfp. we did not the first time of or and then we did not get any

nobody replied to our rfp we put it out for 4 weeks we felt a time crunch. it was our city hr along with board members um myself included. we did the recruitment ourselves. i highly recommend um if you are able to, find a dedicated [laughter] um head hunter, do that. the recruitment is difficult and -- the um -- first time both times we had around um 30 applicants um -- and i think both times we had about half of

those applicants qualifyd and so -- um. in developing our -- um -- the -- losing my road. when we were making the um -- job um -- we wanted to put out the proposal and make sure that it was equal. and you know the musn't mum qualifications, we had hr do that first. um -- you know just making sure that people qualifyd and you know, we went on to having an oral supplemental essay part and oral board. we had a town hall where we upon presented the finalists to the community and took a survey the community was able to give feedback and from there the board decide um -- on we ranked our finalists. um -- and our first hiring one and two we had two finalists

this time we knew we need 4 finalists to choose from. those are process and how we went about it? um. in am terms of list of recruit am places um -- we wanted to look both um -- locally because we figured locally we would have people familiar with the community needs but then it was also important to look nationally as well. um -- our first um -- first round finalists was local from madison and our second round when we finally hired both gentlemen were outside of madison. so -- um -- let me --

recruitment form. um -- we may call and we also organized um -- you know we figured out who, who did we need to um -- be working with. um -- you know what who could delegate is very important, you know. what role and responsibility hr has versus what role and responsibilities the board had. um -- our board was responsible for more of the um -- um -- development this time of the time line. last time that was on h r this time we decided it out to be um -- more the pc ob that um, was implemented in to that um, same thing with the um -- um -- recruitment.

so. that's all for now. if you have questions, um, feel free. >> dot board members have questions. >> yes. i do. good afternoon. um. mrs. flores thank you for spending time with us this friday afternoon. it is grateful we are grateful for your time and your thoughts. i think that one of the things we are looking at is looking at pro's and con's of um -- whether a using a recruit am firm for our jurisdiction would be the best use of our limited resources. so, understanding um -- from your perspective, what the pro's and con's you saw? would be helpful. could you list some of those? >> well, so -- i would say some of the con's is -- i think --

having the you know the responsibility on hr -- we wanted somebody who hady dedicated time. um -- a lot of our all of our board members are volunteers. that would part of why we thought it would be helpful to feel have a recruitment firm? i have a hard time balancing you know, which would be the way to go because we did t. i don't know the pro's honestly of having the luxury of recruit am firm. we didn't set absolutely was not the way we went. so -- i couldn't say having our current im the way that he found out about the position was because um i had posted a solidarity list serve for um

people who are incarcerated and happened to belanguage to that, um, and he was employed by the milwaukee police department. and so -- it one of the things you never know where you might stumble across perfect person or people for the positions. um, our number one finalist had miles an hour community engage and want our seconded finalist had much more um an attorney with more of a willing back know grounds. you know, it really helps to have that input, too from the community. um -- so in terms of recruitment um -- it was difficult, we um left our position open that was the word. the um -- position was open for

6 weeks. um i think the first time 10 week and it is second time 6. we thought may be it would be easier to recruit the second time and that we would not need as much time um -- >> upon so. i can answer that better >> no worried. >> i want to clarify it seems your comment was go for it. of positive for a head hunter recruiting firm. the cons were the recruiting firm having the dedicated time did i misunderstand that. the proyou have someone who has the dedicated time. if you hired a head hunter the conis havings volunteers or people -- city level with hr. city hr departments tends to be

inunidated with work. so that to me the proof having the head hunter would be the assistance um -- that would be the pro. >> based on the materials we have it seems both hr worked in collaboration with a recruiting firm; is that correct? or did they slowly contract out to a recruiting firm? >> no. we put out. wes a city put out an rfp for recruitment firm and no one answered. >> upon we did not have anyone and the excuse was that or the reason rather was that -- people in this you know recruitment firms are inunidated now. so, if you can find one great. if you find [inaudible] wonderful. otherwise, i will give you the

whole list of you know where and how we recruited. >> that would be greatly appreciated. i have another follow up question regarding your budget. we don't need to go in the details i would like top find out compares to your budget because we have a limited amount. i don't know what your source of funding is and what it was and the impact of it. for us issue what may be 60,000 might not be a lot of money but given that our budget noted was is less than the cost of 2 public toilets, for a lot of work that need to get done by this person oversight position. i wanted to get an idea of. where you all concerned about the xoft given or any issues with the cost? from your head? from your hr department? >> for looking for a head

hunter. which budget. budget for toward what? the budget toward your hr. what was nawhat did it cost you? using the city hr did in the cost anything. because we used people who already worked in the hr department. it was added their work load. >> i see. >> it did not ends upcoming out of the pc ob budget. it was just an added responsibility of the city hr department of the there was no um they did in the get paid for the work they did in the recruitment. >> i see. thank you. >> uh-huh. >> other questions.

>> if i could. thank you again for being here today and i appreciate those questions i wanted to follow up on the questions. so you guys did not use a firm? right? correct. >> can you talk a bit about the involvement in the make up as shared about your board and council as new oversight board that were has been aaccept belled, how important is it for us in terms of what you guys do around collaboration as a group and working with the city human resource department. can you talk about haand that process ensure what you guys were able to do as the make up of your board and how important for you to work fort worth to find what you called an all star. >> um, it was essential. um, we -- um -- we had a 3 person task force bh we were

redeveloping our hiring time line. um, and we have the um -- dedicated staff person. um, and admin and so that was the helpful that we had the dedicated admin um -- there were only, an lte and they were only approved for up to max of 20 hours a week at the time. because we did not yet have our inspect monitor hired um and so hr um, how they were instrumental was helped us use their equity tool when we were working on you know the language. for that um -- that position description. and then hr was helpful um in terms of you know, going down the list of you know, who do we

e mail and give this position to so the recruitment part, they were key and then that the initial screening and then useless keeping track of we used um, that a way for voting for tabulating scores how we tabulated our um -- supplemental essays in the application. they had to have earned half of those point.s supplement we did bench mark and half points to move on to the oral interview round. and so hr was very, very helpful and essential.

and that part and also at the end when their needed to be a contract signed like -- when it come down to it, the inspect monitor is a city employee. they have to go through the contract process. so we as a board -- was the process was worked on. the chair -- had approved that. and the city council had to approve the hiring as well. so, all we did as a board was make a recommendation like here our finalist this is who we recommend and then had to be approved by the council. so hr did all the contract negotiation. and closing of the position. so, um, >> absolutely. thank you for that. you answer federal spot on and the words i heard essential. and one followum question. to talk a bit more about that 3

person task force. we passed air resolution today for our oversight board to hold meetings remote and outside of here. a bit on the 3 person task force and their task. upon what they were responsible for. >> i involve to say i deponent rmdz 3 person task force because of quorum. i recommend 5 person because then people can speak one on one and having questions you want to make sure you are abiding by open records and you know walking quorum. you know i don't know if that is a thing in san francisco. but i imagine it is. >> absolutely it is. so, i recommend 5 people committees of 5 person task force. so you are not break quorum that was the major issue with having a 3 person task force is quorum. >> absolutely. >> thank you and yea.

you are spot on for us 5 would be a quorum. any sort of 3 person task force you may have to look in community members. thank you. you answered the questions. >> you are welcome. >> i have a question. >> yes. >> one second if i can add to that also, you can't have 4 people committees e sfchl like a task force where you are tasked. not a lot of vote being that has to happen where it is something that may be the full group or board votes o. so you don't always have to have a task force or a committee that is even people unless your ordinance says so. >> appreciate it. >> hi. i have a question regarding the applicants that were submitted.

was the task force responsible for sifting through or did hr take a first stab and then push throughout recommendations to the tasks force or board yoochlt hr did the initial screen to make surety applicants met the basic qualifications. so that was helpful they cysted through all of that to make sure that the people that were then who essays like you don't want want to go through and score supplemental essays for people who don't qualify. having hr to give put those people who qualify was very helpful. and then it was 4 -- 4 board members who -- scored the supplemental essay question >> thank you.

this is julie soo. good to see you remotely this time. >> hi. julie! >> thank you so much for being here. as you tell we are trying to still get our feet on the grounds oir our first meeting was august of 2020 part television was determining the cost benefit analysis. we are a member our board is just 7 people. so if we had a task force, it would be 3 and we would make ape presentation because any time thereupon is a quorum we notice of the public and it is a public meeting. if we do back grounds work it makes stones not. have kwoer and up have to publicly notice. my question is, in terms of the cost benefit analysis, does a firm actually add more? i notice you got 2 more candidates if we were to amor types 60 thounz that it is a lot of money. and if we were to able to have

like dedicated people within our own body and may be sne with hr to vet. i think our major consideration of of having a recruitment firm was to develop a description. as well as noticing the candidates f. we went through trade associations, do you thajd be adequate as a first stab to see how many we get rather than jumping to a recruitment firm? i mean, especially if you have very -- you know -- strict budget conupon strains. we did not have a surplus but you know madison allocated a decent budget and since we had not hired our inspect monitor, you know we had that salary not

used. it is like -- we are in the going to have the person hired until december. use our money. because there was money allocated to our civilian oversight board. for us if we have the money and spends it then let's do that. your situation is different. i think you know, i personal lead recommend to trying the methods you have and the list that if [inaudible] jason those, we put together a really good list of places to recruit from. so -- um00ue may not need that

but having someone who is dedicated staff to -- that if hiring does make a big difference in that time line. right? something who can set up the interviews and the interview panels. somebody who can collect the scores. that was why um automatic00hr was helpful um -- because -- hay knew how essential this how -- greatly needed the position had been. like -- here we are 2 years it is we did not have -- office of the inspect monitor we did not have an inspect monitor. we also did not have a full time administrative assistant and don't have our data analyst yet. we have been lucky. >> if you could share the list

of places that where you recruitd that the be helpful and the essays you post. that would be helpful. it sounds likes hr did a lot and the way we operate we have to allocate part of our fwoj hr if we use them. i don'ting we'll get around not using hr if we use a firm we rely on hr it is a budget consideration. i think it is getting candidates. i noted in the description and makes sense that a candidate could not have worked for the madison police department there had to be a 10 year gap. you don'tment, you want someone who is inspectful our university of candidate system more narrow. under the charter. this is unfortunately, we senate have inspector general or staff whop had law enforcement background thap cuts off a lot of really great candidates.

for no reason. and so i'm hoping that changes in the future but i think for the time being our universe is small. so, having a list of the organizations and the out reach you did and using [inaudible] would make sense to solicit candidates. once we have candidates we do have. equity standards in place in terms of contract with human right's commission and hr. we are well verseod that and i guess secondly in terms of the type of candidates and the infrastructure now we are fortunate top have the established police department of accountability. they handled the sheriff's complaints it is well established. what we are looking at is having the infrastructure be within our sheriff's department. our it is antiquated. unlike the police department

they could automate things -- throughi t we don't have that. very much things are on sxarp we have our deputy here who is on a board member and atufts that. scheduling it done by hand. so -- i'm wondering if after you hired the ig in terms of the time line in getting the infrastructure and someone to organizing and starting an office, did you have to allocate a budget to actually get additional system in place? well network xr my first meeting with -- leadership with our inspect monitor and ig. and so -- we had a budget set up for you know for office

materials. um needed. um, we have as a board, um, you know we had community conversation. so, we compensated community members for in their retirement the so, we allocated different thing in our budget. weed have um police oversight board in madison 250 thousand dollars budget. and that --. gives us a lot of room how many we can allocate toward the different positions and how much for other stuff like luckily we can use the web developer of the city. we don't to allocate our budget for hr or the web people or you know for that time assistance.

the bottom line we're the beginning stages we need it have a solid plan and time line and bench marks to move forward. yes. absolutely and also having solid upon bench marks in terms of your interview questions, too. exactly what is it you are looking for in the essays and what are you looking for for the people fop say.

on your oral board the people who scored from your board or outside community members? >> we had a combination of both. we had um -- 2 board members. 2 community members and then 2 we were tried very hard to get you know, oversight bheem had oversight experience. looked for an im, we wanted to have -- people who had higher oversight.

the first screening where we then that's how we chose our top 4 finalists. they were presented to the committee. >> you triggered a final question a real final question. there was a suggestion from another conversation atendee and she suggested we may consider a retired inspector general football we were lagging behind in hiring somebody to have staff. >> exactly. >> and hire that person on contract to help get things going before we considered someone permanent. >> is that something your board considered. gi would highly recommend that. i witch we would have done that. it would have upon given us a

lot more insight. we -- quite often felt like i have been floundering. >> okay. >> thank you for your time. i hope that we have future collaborations as we both jurisdictions work toward a better oversight community. absolutely. i'm excite body you know this partner collaboration and getting to know one another and sharing information. because i would really like to see am you know, the county, we have no jurisdiction over our sheriff's department. over our county jails and so -- i was sharing supervisor county board because i want to start implementing and you know doing that. we are an odd animal in san francisco we are a city and

county to ourselves we have police and sheriff within our city and county. >> yea. >> i'm fascinated by that. eager to learn more from you as well. >> others have questions? i thank you again. i want to offer a couple things what was the time upon pliant it is you did 2 recruitments. what was the time line for the first from the time you started until the time you said you had 2 finalists and what was that time line? >> so -- the -- first time line around noi don'ts. and then the second time line -- the first time line include the position description and the task force.

so the second time was obviously shorter because they had been done. but we started um -- we opened the position. i want typeset say may. it was opened want if may, june, close in the july and then we um -- final decision made in october the contract negotiation took us awhile because the first choice declined. and -- so we had given that person i felt a lot of time before starting. like we offered the position. like early october. and a week i can't start until december. i don't recommend allowing for

1s to take 2 months to decide if they want your position. you refer to a task force was that from your commission? members of your commission? >> correct. >> can you estimate how much time member of your commission had to put in to the effort to the recruitment effort? um -- well. i'm not sure what how much time

the other people put in i can speak for myself i put in at least a good 10 hours. i also was having conversations with people. so we used obviously our city website. we used our affirmative action list serve. used philanthrophy news letter and municipalities for the state. um -- the neighborhood centers. the urban league. um, we -- um, law schools we and as well as um -- you know some of the um community newspapers. um -- the um association of the inspector's general. um -- i think that is 3 huh human dollars.

advertise with them the national association of black law enforcement officers that 3 our state bar association. national are organization on black law enforcement executive. that was 300 dollars. and so -- again. then. we had used that the way our group and so we sent stuff out to them as well. um linked in. we had our community partner limps um -- and so any like nonprofit organizations that have to do with social justice or has to do with um -- incarcerated or prisoner rights >> was that was 10 hours total that you put this personally. >> personal low.

yes. >> over the entire process. >> no that was jut just the recruitment process. >> how much hours you put in. creating the time line, hiring time and will each those. . individual task says i sat on that oral board then i you know facilitated our communication conversations and then so i personal lie have nut close it 200 hours. um -- as a volunteer i just -- it is essential and honestly, at times feel i should be paid i should be paid for what i'm doing and will be paid once i'm able. i don't want a conflict of interest doing consulting i would rather gain the experience and networking. i should be compensate today is

not easy work if i was a voter in your community i would vote for to you are compensated. upon upon howune about the task force meet and how long. >> our task force was meeting every week for 2 hours a week. okay. and will my last question if you could do it over would you hire a recruitment firm? >> we tried. we would have if we could have. bum since we couldn't i just have been bound to make it work. i felt like well, we had allocated 25 to 40 thousand dollars and i would gladly collect that if i could. so. >> if you had to do this over again, would you want to do it yourself or hire a firm?

you know -- now they had the experience i would do it myself. but i would have felt i recommend hiring a recruitment firm if it is you can. if you can allocate if you have the scombj if you and finds that recruitment firm, so we have budget but could not find the firm. if anything in a perfect world. yes, hire a recruitment firm when you don't have those things happen nothing your favor you gotta do what you do. >> okay. thank you again for your time. you have a follow up. >> what do you think recruit am first degree murder have added that you daul not have? >> um -- more about time? i felt possibly more

connections. um -- but come to find out we did not need that connection in the end. i gus know -- people talk about theed impostor syndrome. i thought who am i. am i qualified do this recruitment. come to find out i am. so -- i think sometimes we lack that confidence to do the work ourselves and so for me i now feel like if i could do it again, i probably would have felt comfortable letting a dpoirm it so there was a sense of discomfort i did not feel i knew what i was doing. but. it worked. >> i guess this leads to a followum question. vice president. so -- with the recruitment firm

did you actually interview the firm? so i than a lot. >> we did not get applicants not one. >> okay. >> we wanted a recruit am firm. >> i think for me when i been a recruitment firm there has to be an added upon bonus and my concern is sometimes recruitment firms base on the staffing of the recruitment firm they don't have the diversity we are looking for. our city is diverse. as well as our community. and we don't have really diverse terms even though they are reapproved by the city that is a requirement of using a firm, they are on a prior approved list based on criteria including diversity. i don't know in terms of staffing. i went through a process with an upon dprnt commission before

sdpi was not so can have the the recruiting firm were able to bring more to what if people were to set aside time to dedicate doing it ourselves. and it is also to me a learning curve it is important for people who serve on our bodies to veterans and get educate second degree along the process. so. in doing this work. i'm starting to find my niche. i might become that person. to start helping ecstasy recruit their people of you think i said it was induction by fire now figure out you guys might be able to be do that way better you know what you are looking for. um, you -- a firm may not grab exactly what civilian oversight means. they may not really and truly be able to find wham it is you are

looking for. so i think you know considering you have constraints, go for doing it yourself first and see if you are able to put open the position up and see if you have enough people apply. and then if you don't vice president enough people apply absolutely, you know see if you can get someone to when that recruitment but -- i feel like we did an okay job recruiting on our own. i think i just myself laughed the confident or thinking that i knew what i was doing or but -- like i said, it happens and i did think you know, of it was -- no audio. >> i think you will do great.

you will find someone. [laughter]. >> we benefit from your experience. thank you very much >> you are welcome. thank you very much. thank you for having me. >> no other questions. thank you very much. have a good afternoon and evening. >> thank you. you as well. i think our agenda was quite

full. there was -- i think i would like to use this time rather than wait. why don't you contact our scheduled presenter i think as a commission we should discuss this. and get like our feet i want to hear others perspectives i think we don't get an opportunity to speak about this because of the rules you than are -- there to ensure that the public has information. i will be frank. i don't believe that it is about one side or another side choosing a firm. i believe it is about us making the most informed decision. i believe we should focus on getting different perspectives one thing we are now doing. i'm concerned we have been aboard since august and now we have not established time lines,

priorities or deadlines for community meetings. and i think i feel an urgency in the beginning of january to uphold what the citizens have asked us to do which is those 6 things primarily to hire an ig. my position is i like the idea of having a task force we work with hr. i myself would volunteer to be on that task force and happy to chair it given my past experience of being on the recruiting firm for the recrewing committee and chair of that for know 7 and a half years at my law firm and interviewing nationally for my current corporate job. and -- during this process i'm not completely new. let's say.

in 2 weeks we work and develop this task force. identify who the task force is and identify what we want and upon when. and move forward. i think it suspect important for us. we obviously have a wonderful alli. that can -- guide us and w with us. but we also have resources here. board members. folks that have been here oakland had 20 applicants we can ask them to sends to folks that -- because our twin city sister city is beautiful, i love me some oak land. we are different. may be because it was not a good fit for oakland it may be for

us. we can have that dmaendz out. that is my thouchlt i'm not opposed to having a recruiting firm. what i'm opposed to is how this transpired. i don't believe it was property for an inspect person to solicit somebody. i don't believe it was especially in a board floor of transparency i don't believe it was present top have this become this one sided this group likes a firm this one. i'm leaning toward hr i'm budget savvy. and you know, i look at our scombj what we have to do and someone done investigations and done work on prosecution investigations, on this, the work that is being done here is so important. it is so important of the and we need to focus what our roll is rather that try to step in the

shoes of an inspector general our role is to hire. that the way thanks happened left a bad taste. i don't like that. i don't think it serves the community. but i also believe in our if we are transparent of the our goal is to get the best person everyone can say that. huwe do that is important i suggest and recommend that we establish a task force and find out if combnld be interested in serving. if we don't have people that are interested i'm letting you know i am. then but if no one elsement this is we daunte it. that's the reality. that's my position i'm not aposed to either. i think we should try doing it ourselves. see what we get and get it out there. we also had people who are not

part of our jurisdiction this are not san francisco voters not residents tells us what to do and what their opinion is. i not we awfuls had residents who is call in the that said post it. post it. i'm for and we and make it very clear this may be updated and why would it be updated? what we needed to do and i recommend that as part of this we establish the dates of february and march for community meetings because whatever we post we should update to include any input community given if yous. and i think that it is valuable. so -- what i hope to express to each you is my dedication to being action driven. that unites us together and really maximizes to use the

skill sets we all have. i'm happy to use mine in the task force and ask to you join me to do that. that we bring in the community that so rightly should have a voice in this process. y upon vice president and

president wechter we actually have a time line with bench measure and -- the board member palmer you bring an insight with the communities we absolutely necessary we have not touched upon that community and if we are asking for a report it has to be jermaine to hiring an inspector general and having a budget for the infrastructure of the office. we are coming upon the budget season i'm thankful will for etch pda marshall is here and you know staff from pda got us the budget and to maintain our budget if we don't use the money

we lose it and we are coming upon a time we need to be reporting and having a formal report to the board of supervisors, i look to the board members and i'm hoping that you know those who term out soon be able to be approximate continue in their role. we barely scratched the surface. i'm a bhorn looks to time lines and bench marks if we don't have deadlines we will not get things done we have to hold our feet to the fire. of >> nais why when i ask questions here it is not so i want to be i want to be accountable to the public and i'm asking guess you were a member of the public as well to be accountsable and will had they want to see with us. i heard clearly from one call

are last week who is from san francisco and said stop wasting the taxpayer dollars. what are you doing and accomplishing we need a set plan and also -- to make sure that what who we do hire and whether it be 6 monthses from now that we have the support system so we don't lose an inspector general or set that inspector up for failure. it does not look good to the public one person solicited one sdpirm had that one firm. because it makes the process electric like it was not transparent and open and there might be conflicts. will so -- i am -- still open we

should move forward with that first sxf if we need to and i know hr surrounds constraints. if we have a task force and work with hree have a seasoned commissioner who served on the police commission. we have support from pda still and pda still has to handle the sheriff complaints we have legal time lines to handle them temperature is not like we can cut off and not have pda to support our work. are we getting mc partland? why don't we go to a small are agenda item the issue with the business cards? i think we can address quickly. >> we are having a discussion i think that is an issue already. especially as vice president, am

that happened several times where my input all folks of color here and folks who are engage in the community get brushed aside. i think this needs to stop i appreciate an opportunity to let others the discussion continue. rather than shepherding us through the agenda. the next item was hearing from mr. mc partland. we were not able to do that. >> does anyone have a comment.

maker i motion put it out and make a motion we start a task force to get people behind it. it is done. you know. we got stop the discussions and input and instead start take action. so that is part of where we got stuck in stuff was -- not putting forth enough motion to make action. that is the upon one really key element i learned now you know is less talk and more action is how you develop your office faster. >> can i just know one thing regarding a task force most likely that will be subject to

public meeting requirement. someone said we don'ts to have a public can move quicker that will not i think have you to also if you have any this body has a committee tell be that committee will have to meet publicly. >> okay. >> i wanted add i think my original position listen, i don't mind going throughout hr route or recruitment agency. i think who does it needs to dot work. my concern is that the amount of work that come with the hiring process. and i don't think i can spends 200 hours. i don't think tell be 200 hours because mrs. flores talked about the work they did and copy >> not copy but lift from the process, which is great. i appreciate her experience and point view. i do think that it is important

thap we make a decision versus waiting for the next meeting to the task force is needed. so. >> i move to create a task force while i doment to hear from the comments of folks but i will put that motion on the table. >> i will second that motion. >> thank you. >> i will comment on that. i'm in will fuel agreement. the end of the day the reason we signed up for this oversight commission. on the police commission and a part of several commissions and bodies. i was happy to hear i'm about action and is was waiting for say, let's make a motion. i think again we need to be about action the fact we only had a certain select amount of meeting its will not take us 200 hours but the cost benefit analysis could take someone 200 hours have you to pay for temperature we are now meeting

monthly and we do have the time, as committee members and this is so important, to put forth effort to try. photocopy we can't find someone or needs to be difficult we can hire someone. that is my stance. >> to clarify your motion to establish a task force to work with hr and not hire a recruitment firm. my motion is to create a task force to create a post with dhr in a limited scope to find out how much return of applicants we have. and then make the determination based on that because the thing is hr is a person who the entity that knows most has misflores mentioned people will get weeded out they the city requirements.

right? if we have a sufficient pool to the task force to consider. i think we can present that to the board and be like you know what? there is suffer pools a recruiting firm. this does not look whatever they go and weed through the first phase this does not look like the best pool we may want more and did our effort in reaching out to the community and will do that in tandem to the february meeting we discuss the dates now and set the location today and we can start working with the marketing team from the sheriff and d ph from our own network to get it out there and hear community that is going to impact the task force and impact how we go about the process. that was a long way of saying motion is to credit a task force to work with dhr to solicit résumés and after the accident everassess and present a

recommendation weather we need additional from the people that dot work. whether we need support. item not if i say i'm able to commissioner soo is able. other folks say they are available. not that i'm looking at upon anyoneful let's get something out there. by next month this commission this task force can say, hey. we post, took us 2 weeks to draft something and we drafted the first draft. we have already tons of information just from madison, right. get it out there. make a commitment. post something in 2 weeks and see when we get. we might not get anything but let's see why not. i don't think that is a long

time of an among i'm not say being that the recruiting firm i don't know them. i just think this we need to cleanse the palette and do this differently and really focus on the time lines and bench marks. mr. mc partland? yes. we did not have sufficient members last week last month to vote on to determine whether at this point to use a firm or work with hr since we do have all 7 here i think we should have a vote on that whether at this point we want to work with dhr or this point we want to contract with a firm. take a vote and resolve. >> we have a motion on the floor

and so i think that your suggestion president, is out of order. and i wanted hear comments from board member nguyen. why don't we hear from mr. sureburn first. waiting for mr. mc part land. i would like to hear from fellow board members. now we have a motion we should discuss the motion. i have a comment. i represent a portion of the community that would be put mow in the play-offs responsibility to make sure that -- fulfill thanksgiving position in this law enforcement position that -- we pick a candidate we know does not bring the baggage we worked hard not to have in office. right? that was one of my concerns

outside agency. in i assume my colleagues know i know i can spot someone. this should be not include. right and of course -- i'm also has a level of integ lity i would not do that to somebody that don't deserve it. >> i think going through hr would do that.

seconded. >> are we i think we need to take public comment before action and this agenda item. >> all of us are here. i understand. we cannot take a vote at this point. >> until we have public comment. >> initial low i was split on the inspect recruitment firm and dhr but after more -- research notice third degree dhr they have a better -- wider range of resource. they have employee data base. they can recruit from. every so often in my department

we will get an e mail for a job not related my department of so -- that's positive for them. they have the it applicant tracking stream lines the process. and they have experts that do become grounds checks and reference checks. 10,000 cheaper than bob murray. that is still 10 thousand dollars cheaper. so. the more transparent um --the reports public low if anything were to go wrong, in the hiring process, they will be held accountable. so -- my friends, he hired a contractor to do his front yard.

and unlicensed contractor. and -- he -- the contractor ran off with the money did not do the job. i think it was like john's landscaping one day and the next like steve's lands scaping. so with that said i'm not saying bob murray will be like that basesed on research hr would be the best route. can't get mr. mc for land. >> good afternoon. sean with the d. human resource.

i intended being in the chamber and stopping our operation center this week. so i appreciate your wellingness to join remote. some of the comments in the considerations so dhr was likely

less cost than upon than bob murray. is is that the sheriff's department board and the oig does not have staff.

if we break piece off individually. how long and what the cost would be. um -- those are challenges and in particular because we still have to find a resource to take on that work. the way it ws now departments have their own h r team or contract with dhr. someone on my team you are familiar with d. police accountability they have a contract with dhr they pay us 100 thousand dollars a year.

to provide. their department in the amount of work they need. inform this instance -- we have to find a resource now. i'm aveiling myself of that resource. but i highlighted earlier i'm stepping away from the departmental emergency operation center. and i'm getting ready to start the budgeting process and partnership with the mayor.

>> those are all things the commission of that could be a couple weeks to a couple months >> i have a follow up question. are you not available to meet with myself next week to look at a draft? if a draft is created for you? of initial first draft do you not have the capacity or schedule prefer to your departure to review and ensure it meets the requirements >>. i stands ready to support the commission in which way i can. so to answer your question, whether it is me our somebody else, i always have been willing to work with you all and and dan and scheduling whatever this commission needs. that's why i'm here today. if this is what is needed we will figure that out. >> thank you. >> and i will say i'm making a

commitment i will assist in drafting so there will be minimal or lessning burden on hr now. knowing there is hr that has been dedicated to pda in the pedestrian we are not starting from scratch. i foal we are a bit ahead of the curve even with wisconsin. wisconsin given us a wealth of information we can use as a model. i don't feel tell be difficult to come up with a draft. i would think any position description that will be sent doubt deshould be approved by the entire board. >> without question but when we are working with hr we need a draft before we can present it to the board and have it for posting but without bench mark and time line we are not going anywhere.

i feel we have been asking people to speak and someone with an inspector generalor running an agency that was premature the cart before the horse when we have notteen come up with a time line and floon get job bulletin out. i feel this is a start and -- violent carrion made a commitment that she is willing to get a draft done in a week. and i am willing to work with here we are trying to capitolize on the limited time hr has we will not sit and wait and debate this anymore. >> i think dh r given us a break down and time line in response to my e mail i asked for time frame for each compoenlts of the process. >> we have that public low but again you have personal low asked but not presented to the board and we are transparent here saying to san francisco and our taxpayers that the people who voted for this charter we

sfand ready to get moving and move forward with when you want and so that's why will will i vol teared to be on the task force andville tear my hours to get this ball rolling. i think with that we have heard from hr. we have a motion now we have to take public comment i think we are ready to move on because we have a set time limit of 3 hours we need to make a decision. >> mr. shirrbourn if we get you a position description what would be the time frame for pubicizing that and beginning a recruitment? >> chatting off line. i think a lot of it the challenge here we need to finds a resource to support what this commission is asking. i my consent sill will be a limited resource in this.

so we will work with my colleagues to figure out how to find nhr fortunate support this commission's efforts. now everyone is dedicated i said a person dedicated to dpa. we would not be able to assign that person without taking resources away and the challenges i can w with my team to figure out what is needed and rework the work order with the -- with -- your department. . i think in all fairness, i dpo appreciate my colleagues and want to make sure as we talk about the task force who are part of the task force. and should sit down and make sure we take the time. i don't think we need to rush t. if we design and bltdz task

force. hr gets it become at this time task force then present its to the body that statute process i'm hearing. i think it needs to be realistic as well in terms of the time. but not a burden on the 2 of you. we welcome a third person. >> absolutely. will i'm happy top do it i know the month of january for me is bananais, february i'm all in. i'm looking for accountability and as we look if a report i want to be account okay to the voters and we have moved forward or made steps and indicate that we are being realistic and highlight a place like wisconsin that in 13 members of their board or oversight board and it took them 2 years to hire somebody. another alternative with the job bulletin to look in the possibility of hiring a retired inspector general on a contract

base theys is another thoing get things going and making sure the infrastructure for an office and possible skeleton staff might be hireed get the office going. it should be open top any members who want to serve. >> absolutely. >> i have opinions on this issue but i will save them until after we take public comment. unless we can get mr. mc partland on? no. why don't we take public comment on this issue? >> members of the public when would like to comment for line item 3, lineup at the podium or call 415-655-0001, access code: 2497 440 7820 ##. press 3 to be added to the

queue. we have 2 callers on the line. >> hi. good evening, commissioners. thank you for your work. thank you for your service it is important, i work for the sheriff's department in the mid 70s and i'm so excite thered is oversight happening. i'm barbara qatared i workad occ for many years. i worked for the berkeley review commission and san jose police auditor a former president of [inaudible] and so i know this process. i than it is difficult. i dp do were an e mail version of comments but now i want to say a different thing after hearing the discussion. upon i think that you have a lot

ahead of you. i think that how you go about hiring inspector general is difficult. i think it is urgent. i think we need get someone in that position. i think it is important person who is hired as the inspector general is the person to set up the office. i think that the idea of bring nothing a retired person to get it set up is not the best practice. i think that you really realliment the best person in the job. what i heard other presentations by dhr, they seem to be slammed. i know that the city is trying to hire all over the place. i urge to you bring in a recruitment firm. that is experienced in hiring at this level. dhr i heard him say they would be scrambling to find someone to assist you. i don't think -- it does in the

make sense you try to learn how to be recruiters. i do agree the woman who spoke earlier would be an asset who is recruiting. but you know you have all shared over see. there are a lot of asspekts of oversight that are not happening because you don't have an ig, there are things you can be doing. going out and meeting with the communities hearing their occurrence about the sheriff's department. i don't think as a san francisco native and a second generation of san francisco native not forth generation but -- i don't think as a san francisco residents that if i done know about this field it would merit at tomb me whether you used dhr or hired a recruiter butt funds

are not much more than it would be it pay dh r&d hr is solemned. let them dot other hiring they need. they don't need to take on this job. bab mur and he associates if that the only person that is the only agency that is applied they are experienced in doing these hirings. use that expertise. and you said move on with it. goat with it but -- to go about trying to do some advertising now and see what you come up with and then -- coming back that is going through the work twice. get someone started to do the job and -- do it once and do it right. thank you very much. i have copies of my e mail version but you may have that.

thank you. >> good evening have you 2 minutes. no audio. good afternoon i'm carolyn i'm calling on behalf of the san francisco public defender's office who was involved in the creation of the oversight board from the beginning. legislation working with supervisor walton this is an important board for us. the ig role is important for us. and a client and folk in jails and thank you for your volunteer work on this body. we are spicht of hiring a

professional recruit am firm that has expertise in recruiting for this position. it is an important role. a first for san francisco we want to make surety best possible most inspect most expert person is hired. using approximate nationwide recruitment to attract the most qualified inspect candidates. you discussed. the dhr does not do recruitments for department head and upon often they hire outside recruit am firms. and as we know and hear in the press our city has massive vacancies dhr is over workd and so i can't see that our internal sea department would dot type of really in depth nationwide search that is needed to have the best possible director for the position. and we want to make surety upon inspector general is filled with

the best and experienced individual with strong commitment to oversight and experience in this area. we urge you all to vote in favor of using an outside firm and doing a nationwide search. and ensuring we have the best candidate. thank you. >> thank you. good evening. caller. you have 2 minutes. >> i'm gloria ber of district 10. looks like at this point we are between a rock and a hard place. dhr suck with hiring practices especially following through with their racial equity plan. using a conch tractor could be a risk of wasting money issue

friends hiring friends not field yeeldzing a qualified candidate. you can't hire me i don't have credentials my solution to find a city that hire in ig that made bold changes to get rid of abuse of deputies and see how they found that external limit their procedures. once a candidate or candidate is up for hiring to conduct bold intentional out roach to the harm communities to give the final stamp of approval. thank you. >> thank you, caller. othering public comment? no. president. okay. before we take a vote i think we should have a discussion. i said before, i think it is the

best practice the oversight field to use a recruitment firm. the twhoon did provide a bid conducted similar recruitments for similar oversight agencies for bart, for the ig in orange county. so they are familiar with the procedure. they are familiar with the recruitment press and how to find candidates. they are familiar with drafting a position description. they can do this 15 weeks from start to finish from sign of contract. if we were to vote tonight for bob murray we could meet with them when the contract is signed begin this process we discussed. i think they could probably devote more time and more resources than dhr is able to. if we are concerned about moving

quickly. they can do everything that dhr can do and faster and with more familiarity with the field. and a greater level of expertise. the dmfrns cost is about 10 thousand dollars. weave have 300 thousand dollars upon in our budget for fiscal 22-23 for professional and specialized service the money is there. the money would be spent regardless. if we go hired the outside firm or dhr that money will go out of the budget to their's. i think they can respond more quickly. they can reach a greater initial plaintiff's exhibit its is in the easy finding qualified individuals i agree with member soo unfortunate former law enforcement officers are prevented from holding the

position. . we could not change that. until the twenty 24 election. but given that, we have a smaller field of potential applicants. and outside firm will know how to look for them. a firm contacted me this week to ask my help in recruiting for a supervisor investigator in san diego and sends that job out to anyone who might be interested. i don't think that is a task that dhr can do. i don't think they will know where to sends. who to contact and i don't think we have the resources to do it ourselves. i think having a committee would be excellent. but are we prepared to put in 10 to 20 hours a week? >> yes. >> okay. i think we have 2 people who said that. >> okay. >> okay that is those are my thoughts. take a vote.

i will make a motion regarding a recruitment firm. i don't want to go and rehash things i want to move forward and president wechter you knead either or it is is not. i think vice president carrion made it clear what we will do in the next week or 2 with hr support and acknowledging it is a limited support but we don't have a time line we are talking that is part of the task force to establish a time line and bench mark we want to hear from communities. and so as vice president carrion said, we have an announce am out there it could be updated. based on feedback. particular to our city and county and the communities. >> i would like to note i finds it a problem that the ideas like dhr is too busy.

this department is important. we should not play second fiddle to other diameters. these, this is our city and county hr. we get to make a decision that we are going to use your expertise and resources. i don't think that while there is concerns about finding resources it is not our job to minimize our resources or funding or staff and ability to access what is available to every other department. i hear the concernful i recognize that. and i am still grateful for everything this they have done here. i would rather not have mr. sherman talking about this over and over and reviewing the draft. that's what keeps happening every month we have him here inside of having him work here. i want to start on the working.

just a comment i was i think hiring an outside agency i said this in the last meeting i'm okay with spending monwhen he it is done efficient low and only a 10 circumstance difference with dhr and bob murray. however, i when had mrs. flores note they'd worked with hr one staff member and did in the charge that is like surprising to me they were able to not that i'm saying that people should not be paid for labor but i'm shockd that were able not to get charged and that is why i am okay with at least starting the leg work of having a task force. and posting -- a guideline and time line that we want.

so -- that's my comment. gi think for dhr to post a job announcement they have to have a position description approved with a salary scale. and if we are talking about posting that and accepting applications we have to have a process for evaluating the application and who will evaluate them. one other advantage i see having an outside firm it removes that from the city process. there is no real or -- appearance of biebs or favorite taoism because someone knows someone. bob mur and he associates no one from this board or dp awill be working with them. to screen the applicants and rit them they do it based on their knowledge, skills and qualifications.

so we have to consider who will do that task? >> yea. and how we ensure terror is done without teerns of fate taoism. i know from the first meet thering is discussion why dent we look at the candidates paul hendz son proposed. why do a recruitment at all. i said before i'm a strong proponent of open and expectancyive recruitment for government position no one should be hired because of who they know. >> right. >> absolutely and buk lucky for us paul does not get to make that decision. we as a board do. . that is why i think it is okay to go to hr. and luck low for us we have mrs. flores the team that did their work we lift. we don't need to reinvent the wheel. and -- yea. >> so i'm clear settingum this

committee, the committee report become and at that point we would make a decision on whether to move forward with dhroir to bring in an outside ricruelty am firm? >> yea. familiar it seems necessary. absolutely. >> yea. >> no one is kuth off the issue it is let's get the worried out. get the community involved and let's get time tables. we have to do that anyway. i don't want to be here next week talking about the same without dpoog any work. next month make sure the work is doning. >> it is in the excluding. i'm saying it is process and transparency. and president wechter at each meeting you said i did this and this. we are being told what you did. but it was not brought forth with the board and having a discussion. you and not you went out you decide we need a recruiting firm. it was not discussed and we

don't finish that process was transparent. one firm came back with a proposal. but we had no idea how broadly that request for proposal was. it locked insiderish to me and i had no idea until we had discussion with hr that in the beginning was a problem that's why i'm bringum and vice president care yen is bringing up the process to the full board so the public know when is we are doing and if we are talking about transparency we need tow have time lines and open discussion. and now we have a motion on the floor and i think that if there are no further comments vote on it we can get through other items. >> just to clarify sdpt motion i'm not sure you specified. there would issue a task force and -- i don't remember. can you restate it with the task

force part of the motion it include the 2 members who said they are available. i want to make sure it is clear what you are voting it. the motion for the creation of what we now called a committee instead of a task force. i have volunteered myself of the chair of that and luck low commissioner soo hopefully anyone else. the purpose of that committee would be to work closely with dhr to establish a job description and to publicly and evaluate can the city sees who come n. who meets the min schmuhl we can report the committee next month about what has been accomplished. who was out reach to and do an update to the board next month.

>> you would be the at this point it is the 2 of you would be -- commissioner soo. >> anyone else. >> that's correct. i question the time line being able to create a job announce am within an among. i think it needs to be careful process. we need on define the knowledge, skills and abilities. you are saying go out and see who the immediate applicants are and come back. that's not a best practice of doing a nationwide recruitment it is posted for a month. >> president wechter. i'm an experienced attorney. so is commissioner soo. i think it behooves you to not make assumptions when our skill sets are and ability to draft a job description. we are talented and capable

attorneys women of colors that are leaders here. >> i'm speaking to what i know about the time line other agencies have taken to do a recruitment. stole do that wide lead to identify all the places where you need to -- promote it. i are experience with that. and does not -- takes more than a month. i want to make sure getting back to what we were saying, though. i don't know if that's what i'm hearing talk pregnant w with dhr. >> yes >> deteriorate a job sdroipgz come back to the board? >> the full board decides to be posted then it gets posted >> yes. how will we determine where it is posted. >> we can cross this bridge this

is the beginning of the process the task force will bring to the body. >> yes. >> can i ask for the pacific force other members able to join leader like i know you 2 are like >> great. >> i think should be completely open and get as much input from the people here committed to the issue. no one including president wechter you are welcome to be part of this committee wonderful if you would be >> that's why we want a plan and time line we want to intgreat the -- that's i think the community has been waiting patiently we have a report to the board of supervisor and looks at the time line when the board members hopefully will be reappointed again but we are looking at a deadline. that is why we do need to get something done and we will have

continuity. i found a file that would be very helpful for you guys we cameum. we had like a hiring proposal. and so like that included we would work with hr and initial screening. how long the position would be open for. who would were going to sends it to and in the same document is the supplemental essay, bench marks whochltful evaluators would be the oral board questions would be. i'm theme share those. they are public record. and then auchls in looking at our time line in terms of board approving the hiring process. posting the job. the initial screening. that i have all of those to be able to share with you and really i think tell help you put

down a lot of the work and novelty feel overwhelmed as you when we were able to ghaet smaller grouch people we were able to accomplish more quicker. why we did do a huge national search. the most qualified people happened be chose people from our community. and again. we wanted a recruitment firm. no one was available. so -- you know if you have a firm who is upon said they are willing to work with you that is one thing we put out our feelers for 4 week there is was no one available to help us.

about what we vote on. >> say it again. >> a motion to create a committee that will work with dhr to prepare a job description which will be presented and updated to first to the board and then we can proceed from the next step, which would be and making the list. is this clear? yes. >> great. call the question. >> take the vote >> taking the vote >> yes, please, thank you. >> we'll take the vote for itemly the task force.

or committee. member afuhaamango. >> aye. >> member brookter. >> aye. >> vice president carrion. >> aye. >> member nguyen. >> aye. >> member palmer. >> aye. >> member soo. >> aye. >> president wechter. >> aye. >> the motion passed. >> okay. can you call the next item on the agenda and before we get to that, mrs. clark's i want to provide claire ifkdz for the public. at the last meeting use of the term sheriff's d. accountability well is no sheriff's office of a count abltd the charter cities the sheriff's oversight board

this bodies and office of inspector general. use those terms only not to create confusion in the minds of the public. those other 2 entities nawere created and for some reason the mayor's office is suzing sheriff's office of accountability for budgeting that is not a separate department. it does not exist. joof presentation by the department of police accounts abltd dpa discussion and possible action. questions and comments from the dpa presentation on december 22 ndz regarding role in stake the office inspector general. proposed staffing minimums and budget requirements and the hiring of 8181 assistant chief attorney using funds from the [inaudible] budget

>> good afternoon. happy now years i'm represents the department of police accountability to answer questions from my presentation last month. i will not take up time, dpa is red to support the board and support realization the board's vision. any way that is appropriate for setting up the new departments office of inspector general. i'm ready to answer questions you may have for dpa and its role. >> the memorandum of understanding 22-23 services to be provided. positions assistant chaefr

attorney required assist in developing, coordinating and intercepting policies and procedures of the sheriff department accountability making conduct of law enforcement agencies, city officials and outside organizations regarding a variety of legal matters. surprising and preparing complex legal documents. can you give us specific busy what that is going to involve? >> i with give you highlights from the work in december that address trs some of those work responsibilities. you will know. we are already in budget season. we have to upon have 2 hearings that will be conducted 15 days apart before the formal budget for the sheriff's department for budgeting purposes office of inspector general under the charter presented on february 21. we have to have 2 picture had beenss oui, we are in need

of a budget analyst. and we had proposed that we hire were a job code 1823 and analyst to shepherd throughout process, which the mayor issued 113 page instruction for the budget of it is a complex press andment to ensure this new departments has resources to be successful we are identifying the resource needs looking through all of planning and work that dha doing for scombreers applying that on a scaled down version for the aim of work presented for sheriff's accountability. we are hopeful that with a

presentation on what the projected needs will be, we'll be success and will having all of the resources this board willment and need to stands up a proper department. the other issue that is presented with us now is that because we don't have an employee of the sheriff's office accountability heel be the person to present at the hearings. we are doing what is necessary on hopefully put him in the best position to advocate for the new department. >> you said sheriff's department you mean inspector general >> i'm sorry. the mayor's department or mayor's budget office has assigned the 3 letter are code of sheriff's department of accountability. apologize.

many operate on local serve and ares some less sophisticated system ensure the new department has the most modern capabilities possible. this is possible in the city system. we identified a cloud base system that will be able to be integrated with the case management system we are working on building with sales force now. i'm mystic we the create an

intgrated case management system to provide upon services from online generation all the way through the completion of the case report. and work flow back to the sheriff's department. this will system will be built so it is expandability to the needs of the new office will need. we have already started building dash boards so we will be able to look at statistics in virtual real time and some point fill them for the board to look at the statistics generate friday the new department in real time >> we are also in the process of retrofitting space within dpa to house the new employee desk witness there is an ig appointed there will be a very will staff

process for hiring. and he was without facility and work stations set up. that will cause delays. we hope that with the planning and retrofitting of spaces we'll have furniture and work stations with the technology set up. folks as they are on board can hit the grounds running. in terms of the other work we are doing partnerships with agencies. with the sheriff's department we have been drafting and negotiating a new letter of agreement with the dpa and the sheriff's department. to provide inspect oversight as required by bill 481, something that within in lulast year provides supervision for use of military equipment t. is complex

legislation that has oversight component. and we are now working out the details with the sheriff's legal that is a sum row and example of what is has occurred the past month and the holiday. >> is that you are locate the office of ig in or in the building. >> at least temporarily we have the space and site for that. tell take time once you install an ig to to work the department of real estate and identify office space. i have over the past 10 years worked on 2 major relocation projects and expansion projects for were da office one where we moved a division of the office on a separate floor vacant at the hall of justice and after

that, moving the entire office, was a massive under taking and project from 850 bryant and the home da office for over 30 years. longer than that. . to the new office space at 3 am 50 rhode island. so it is a tremendous lodgist cal challenge to set up a new office with d. real estate. identifying the needs and getting that space. at least temporarily it would make sense when the ig is appointed they have a plan to get started able to hire employees that will have the space and resources to get started on the work rather than wait 6 months or a year torhave facility to operate from. under that bullet point, it says draft procedures what would you

be drafting? now we have established procedures for processing the sheriff oversight responsibilities. pursuant to the letter of green light in 2020. we are reevaluating this press. el be add being new responsibilities for the oversight under a new letter of agreement that we'll establish for 8481. you know so those will will need to be updated. and scaled up as the work increases as well. we have very will limited staff working on the sheriff's work now you think from our last presentation the d. police took on the work without additional resource and performing that work for 2 years before there was ability to start obtaining resource. >> so the procedures here would those apply to the oig?

at this point we are establishing it for dpa. the idea is this if some of the procedures work, through the operating agreements with the sheriff's department, the ia division of the sheriff's department; that will be trans 8able and the new ig will be able to build off of rather than have to build new agreements and procedures from scratch. dhr bullet point approved hiring but existing department head. what does this refer it on. >> i'm having difficult. >> under the bullet point in your power point dhr, approved hiring but only under an existing department head? >> yes. so the position that dhr has they can only approve the hiring

of employees under for a department under that department head. that will being the responsibility of the new ig to hire employees for the office of ig. >> this seems to be discussing that the d. police accountability responsibilities. that's how this power point is headed >> department of police accountsability has not hired anybody for the office of inspector general. the department of police accountability will provide the support the new inspector general may need. >> i have a point of clarification. president wechter this is related from questions repeat in the information that is presented. we heard this information before. at the last hearing. it was per of the presentation. given the time schedule and things we have to push over.

i would hope we would ask relevant know pointed questions rather than the entire presentation again >> i have specific questions we did not get to ask left time after sd ob and ig hire staff whom is that referring to hierlg the staff >> inspector general that portion is after the hiring of the inspector general. those responsibilities are the inspector general. the actions you sake is? money from the oig budget is this there sell a work order now. where the oig or sd a, budget is w ordered for the work dpa performing to assist theef support building of the new d.

obviously. any of the expenditures the manpower and facility expense, that will be billed work order to sd a. i mentioned last time, most of the funds will not be extended this fiscal year anyway. the next 6 monthsen it alus the new department office of inspector general to acquire the resources without extend it against an any knowledge year there will be competing salary >> well is one in the office of inspector staffing budget requirements. 70 thousand dollars for bathroom renovation? >> that was originally the bathroom -- was allocated for the use of new departments.

it has been renovated under other funds. so that is going to be a cost savings you can cross off for this year. >> okays that bathroom in the news in san francisco. so -- i asked about that. so for all the actions you are taking would you be willing to come to the board and get our approval for them? >> whatever this board as a board decides for whatever work that we are assisting the board work i see is a role we are here committed to support this board's work and vision. yes. obviously. yes. >> i'm asking now is -- will you come to this board to seek our approval for the actions here you are plash to take? >> i would like to -- oig >> object to that. before you answer because i don't believe chief assistant

klein has the authority to grant us more power to call another executive from a department to require approval rights. there are am the dpa is working as a collaborative partner but the charter does not state that we are can require them to am do something. what they need to do is follow the terms of the contract and the agreement that has is in play with the -- sheriff's office. so -- whether in all your good intention, and in your efforts and generosity of time, i think that question is inappropriate and exceeds our jurisdiction. and is requesting something that is creating the precedent that we don't have that is not what the voters asked of under the circumstances. we are not the inspector

general. we do not play that role. what we need focus on is on hiring somebody that does. well, the charter makes no mention of the dpa playing any role in stake of the office of inspector general >> that's correct temperature does state the sheriff's department, office of inspector general shall be a department under the sd ob. i think that if the oig is a department under the authority of this board and money from the budget for the oig is used for purposes this board should have a right to guest approximate approval for the use of the funds. >> that's why i'm asking. could you answer are you at this point willing. >> i request that not be answered. what i can say is that i'm probably not in a position to

answer that because i'm not the executive director for the department. i would have to pose that question to the executive director fr. in order to get back to the burden. and that would only be through some agreement. >> i employed ask the city attorney on resthaefrp issue. and come back you to. to the board may be -- next session. to confirm what are our limitations and what are our obligations. under the law? i invaded director hendz son here to answer those sorts of questions. you mentioned the mou at the sheriff's department that was signed in late 2020. that states dpa make monthly reports on the complaints. i can't finds those on your

website have they been issued. >> they have not. since that agreement was established without funding component there is a limited resource applied to the ability to complete that work. the resources have been applied to the investigation and completion in the 270 days that were agreed upon in the letter of agreement in 2020. we are thank you for pointing that out. we are in the process of starting to put together these reports as well. hope to have a report that will be included in dpa's report in the next couple months. >> i know you mentioned and listed here in the mou. the new software. sales force related case tracking software. >> yes. jol does that track the complaints against sheriff department personnel. we are applying it to the cases

that we are able to follow the same process dpa investigates and processes every complaint. although there are differences in terms of -- how the set up needs to be create today is customized for the sheriffs. but now there is a portion of the case system where the information is inputted. hopeful low once we build it out for sheriff oversight work we will have the data already inputd that can get migrated in the places. >> do you intends to apply for the position of inspector general. >> i had a conversation some time this summer with director hendz son and invited to the position. i did not formally fill out an application for it. >> so.

you say that i couldn't hear the last part. i had a conversation with director henderson to the work of assisting over seeing the work done. this hen over the sheriff's oversight and coming in to assist with the efforts of building the resources necessary for the new department that position was vacated earlier. through -- when the previous the previous chief sharon wu left down in list. so -- which there was a change the director and i had a conversation did it and invited me to consider the position at which point we discussed the terms of me transferring from the director attorney to the

department of police accountability >> are you asking. >> you misunderstand my request do you intends to apply for the position of inspeckedor general. no. >> do you intends to apply. this is inappropriate question thanksgiving is a fishing expedition your role as president of the board not an investigator. if you have qualms with the department of accountability regarding misconduct or misappropriation or any issue fwlang to this board rather than what is happening now of asking personal questions not discussing what is the agenda items of mr. klein. we had this conversation before. of if there is a personal reason you may have against dpa it needs to put aside. okay i really appreciate it if you would not attack our guest

and put them in uncomfortable situation you are asking questions that are unprofessional, not at issue and that exceed our jurisdiction. i don't understand how many times zee to have this conversation. >> that is a question asked of the several people who offered comments about the sxroesz if mr. klein intendses to apply for a position. >> he answered that. why president wechter i want to do a time check it is 4:30 we have other items we are rehashing what was in the past i have questions of mr. klein that are very urgent we are in the budget process now. so -- we had a presentation last week by nicole and i forget her last name. armstrong. so i think the immediate question now is -- peculiared you keep us informed of the

budget process and hearings in case the board members would like to attends and then the presentations before the board of supervisors. and knowing this i believe the mayor asked each department to cut the budget by 10% how that would impact in the future with you know what dpa's role in helping us establish a separate office of inspector general. and again deputy city attorney clark, just to clarify. also to reiterate i believe our jurisdiction is to make recommendations of the sheriff and because he is inspect low elected. we don't have the authority to intrefr with existing contract. and so there are mou's in place and so i don't think we can intrefr with the contract or sever one that is not our authority. but i think it would behoove our

board members to kept apprised of the budget process and finish we have short falls. and also it is -- crucial that i think every board member familiar with the budgeting process. that is a huge under takes and i'm thankful they are willing to do that work for us and make sure we preserve the majority of our budget >> thank you. and that was dpa's intention was to keep this board aprized of the budgeting process with now and the end of the fiscal year. in fact, there will be have to be a public hearing that will occur next week that is the very preliminary hearing to the public feedback. the next step is to ask mr. leung to present an agenda item so the budget can have a public hearing on february third. where the board will have access

to the information there before a budget proposal is finalizeed be presented to the budget office on february 21st. >> thank you. if there is nothing i'd like to make a motion and move away from this item. we have to take public comment. we were not able to take admissible comment last week. we should -- this is not related

to when is on the action item. not duly noticed and it is not in connection with what we are asking. >> i think it is on the agenda. the agenda references they are hiring of the 8181. so eye would like to you answer that unless mrs. clark feels you should not. >> it statute question has been properly i'm sorry. is the question -- covered by agenda. i think it is fairly covered.

>> >> i don't finds it on the public not sxifkz don't apply through a public notification. if it was public low noticed this was not how i identified the position. >> thank you. member, you wish to make ail motion. >> i want to make a motion we conclude this item and move on to the other items pending. >> if we are concluded here that motion is unnecessary. >> i would like to make a motion regarding this item. >> i would like to make a motion that we void the mou that -- signod september 16th and ask dpa to come back with detailed mou specifying tasks for our approval. make thanksgiving motion because i feel that we as the agency

that -- over cease oig we should play a flow how the money allocated oig is spent. i think we should -- dpa should have come to this board to seek consent. they did no. they had mr. leung sign on our behalf it is a matter of maintaining the integrity of the board and in terments of oversight of the oig. >> so may i interject. i had said if this is concluded i would not mic make my motion i'm making nile motion we conclude i believe we have adequate information from mr. klein and reiterated again and again we have adequate and more than adequate presentation last time from mim him and nicole armstrong i will make a motion we conclude this item and move

forward with the remaining agenda because now we have know half an hour to workorth items that have been pushed for several meetings now. >> i second. i think this board should go on record approving or disapproving this mou. >> pending motion. >> can we take a vote, please. >> on the motion to include this line item. agenda line item for member afuhaamango. >> aye. >> member brookter. >> aye. >> vice president carrion. >> aye. >> member nguyen >> aye. >> member palmer. >> aye.

>> member soo. >> aye. >> president wechter. >> aye. i'm sorry. no. >> the majority quorum 6-1 the motion passes. >> call the next item, please. >> item 5 rules of order review and final comments of the rose water for adoption at a later meeting. any discussion on this item? i wanted say that i submitted minimal change specials thank you mr. leung having in a do you mean i could cut and paste and i noticed that when shows up on my computer is a light acwas when print today is dark i will chose a light are material next time

if we happened have a quick sdpugz conclude at the next meeting we can adopt these rules of order. a made more -- comments and it was -- really -- the header for the quorum i thought it was awkward right of board members. less than quorum and i just figure should we use few in a quorum. . just to leave it as a quorum. and then -- see.

under the alternative meeting place whether or not we need to specify the alternative location ad a compliant. and then there is additional minimal changes. i added rule 2.5 it is a, b, c or d and i just kinds of cleaned

up the ending of rule 2.6 because i saw some other floating pronouns and noun. pronoun reference agreement issues. i reworded that. if i need to read it out. that is the light aqua was dark and obsecures the text. looks like we'll not take action until the next meeting if members have i think have immediate questions now i can answer my comments or -- edits were and then -- i have a question for rule the last rule on written communication. does this cover like social media policies. i was thinking about fiwant. >> yes. that was separate and had guidelines from dpa i thought

about -- consolidating that i did not present a draft but thought about a general media policy i think it is upon appropriate that we -- not be in the media to solicit media unless it was something that was approved by the board we took action. and then i think it is appropriate that when we. to do community out reach that it combh in an official capacity rather than individuals because as you know, the media not social media but in general and for the record i was a reporter for a year and a free lance writer for 12 years and appeared on tv and radio and print journalists don't distinguish which an individual comment and make it as backed by the entire board it is important we specify who is speaking for our board

and make references and if anything touches possibly on something of a legal nature we refer it to the city attorney or the sheriff's department or office council. we don't want to make opinions on anything that touchod a legal issue. >> i think where my head is like if i was to do a social media post like sindzing out to the community. these days we'll talk about x, y and z do i need approval before or is it case by case. >> i think if republishing something we said we were doing i don't see anything wrong.

next y. please. >> take public comment. >> sorry. >> members of the public when would like to make comment for item 5. lineup or dial 415-655-0001, access code: 2497 440 7820 ##, then story 3 to enter the queue. item 6 mission statement discussion and public objection item. review and discussion the mission of the sheriff's department board and possible adoption. i'm fine with accept

thanksgiving if simultaneously we adopt code of ethics which we can't do tonight. i would move that we continue this to the next meeting we include the code of ethics. >> i want to say i purpose low left out reference to the code of ethics. we -- have taken our oaths and we do have under our city and county code of ethics. and everything