meeting of public works today is friday may 5, 2023, 9:30 a.m. >> call the roll. >> good morning. respond with horror present newhouse-segal. >> present. where post. >> here. >> commissioner furner. >> here >> commissioner woolford. >> present. >> zoubi. >> present. with 5 members present we do have quorum for the public works this is the first time we had 5 members present. note that the rules regarding

hybrid mote and remote participation changes seat hybrid meeting memo on the january 20 of 23 agenda. remote call in will be an option for members wishing to make comment on item and remotepicion by commissioners will be an option but under specific circumstances. >> for members of the public wishing to comment on an item from outside the room today, dial 415-655-0001 acess code: 2489 561 1003 ##. then star 3 to enter the queue. limit your comments to the topic

of the item discussed. unless general public comment. >> chair may ask to you limit your comment on the agenda item. we ask that public comment made in civil and respectful manner and refrain from use profanity >> address your remarks as a hole not individuals. on behalf of the commission we thank sfgovtv building management and media service staff for helping make this meeting possible. chair post. >> before calling the next item are there dwoes amend the order of today's agenda. >> no requests we move on and announcements by chair. i have several announcements today. i'd like to note that the advance calendar for the commission has been provided a 3

month snapshot of activities. future plans to come. i like to give a quick sum row what the commission would like to take up. we will continue with the regular coloneling tract approvals. we will have annual presentations from all public works burroughs. and they will include the performances for review. special reports that commissioners requested from the department. we will feature profiles or spot lights on capital projects under way or completed boy public works. operation's projects and actions and other department work long with invitations for public works project staff and users to participate in the spotlight briefings may be other city departments. or public users recipients of

project and activities. >> our calendar will include semi annual site visits to operation work cites around the city. >> nvenlgs the commission has been inviteed celebrate public art at fire station 49. the new ambulance deployment a large project over seen by public works by public health and safety bond and lead platinum status. congratulate catherine o'day and all public works staff who delivered this critical project to the citizens of san francisco. the unveiling are part of emergency medical services week or ems week in san francisco which corresponds to public work's week on may 21ch i can not come on may 24 but i hope some of my colleagues will be able to.

>> yesterday the san francisco standard published an article on public works rep with ecology under the former director. the article ladies and gentlemened money laundered through clone city coalition for the benefit of the public work and coalition active multiyear contracts with public works to water street trees. i have several quos this article. i will list my question and you can respond as you choose. >> is it correct that the department does have outstanding contracts with clean city, if so when were than i awardd and the durcasion. when award were the city's bid guide lines followed to the letter. does the clean city perform on contracts of public works. who manages and assesses clean

city's performance. what metrics are used. >> under the circumstances do you signature department condition departments with clean city. has the careerer or city attorney office consulted for management of the contracts in light of nonprofit a in federal filings disclosed as the clone city coalition? those are my questions. thank you. >> yes the department does have contracts with clone city coalition for tree watering the current contract in 2021. but was extended. the department absolutely followed the guide lines to the letter a public request for proposals and we followed those

processes carefully. as i think was noted approval when i was not here at the commission by our cfo, the initial grant bid had one bird. we had reached out to a number of other and terrible awardees to that. and we consulted with the city attorney's office before issuing that grant. additionally, we consulted with the city attorney's office reasonable before extending that grant. in ferms of who manages the contract and whether they perform the bureau of urban forest low manages we have a grant manager reviews all of the submittals from clean city and our urban forestry inspectors go out and look at the work being performed generally with tree

its is easy to assess whether the work is being performed because if they are not thriving they are not getting sufficient water. our bureau of urban forestry staff go out on ad hoc basis to do site visits in the neighborhoodses they will check on young trees. annual low an assess the health of the trees. i think that clean city performed well for us. there has been little mortality of the trees they are responsible for watering. they were watering additional twloes than i locked young near boy they picked up some trees on their routes we told them they don't vice president to those were watered by the property ordinance. i think our assess. is they performed well for the city. and then -- yes.

you asked if the city attorney's office was consulted yes we consulted before the initial award and again before the grant extension. il note we have not been told that or we have been told that clean city coalition not present friday applying for city grant and contracts. wield rely on advice from the city attorney's office unless we're told they are prohabited they are allowd and rate them like any other applicant for the grants or contract this is we put out. >> thank you. i appreciate you repeating information you shared in the past or that department director robinson has. for the public who may have missed that and in light of yesterday's article i feel it is worthwhile to repeat that

information for people who missed earlier reports. >> thank you very much. >> also in yesterday's san francisco standard an article about public works role in keeping the streets clean and partners with agencies and the community to leverage resource. i look forward to public works being staffed so it does not rely on public's good well and volunteers to bolster the quality of life except for arbor day and volunteer neighborhood clean up days serve an important community build and project cal perform >> and finally, i would like to point out april issue of the department's news letter in the works. features articles on the annual maintenance of the city's historic found ain't. part of the annual 1906 quake

and fire commemoration activities. it profiles bond projects fund by emergency response bonds voters approved the engle side police station up grid and the new fire training facility. these are major capitol projects for the city and request in the future we have a presentation on each of the 2 projects the engle side and fire training facility. i'm interested and the communities will be interested in the community serving features designed instead police station. this might be a nice opportunity to tour the property and the site tours for commissioners we were talking about earlier. >> in the work featured all gender restroom construction. up grid to the police academy training facility. repairs to third street bridge.

microsurfacing of city streets we'll hear about more today and april's clean up day in the richmond. that cob cludes my announcements. are there questions from the commission? please, open public comment. why members of the public had wish it make 3 minutes of comment on item one announcements by the chair lineup against the wall. if you are call nothing dial 415-655-0001, acess code: 2489 561 1003 ##.

there are no speakers in the chamber and there are no callers on the kwuchlt we have no public comment on this item. >> jury room we'll move on to item 2. secretary full are call that item. >> item 2 is the commission secretary's report. an informational item. and my upon report is brief. consisting of the report on the sanitation and street commission activities. than i have in the held a meeting since this commission's last meeting. on may 15th will reconvene. and their agenda include a presentation from the street environmental services bureau.

. have their performance measure report. and then an i know that -- the racial equity action plan update you will hear today they will hear that on may 15th. and then the other element of the upcoming agenda is the part 2 of the refuse rate hearings by the charter to hold with the refuse rate. i'm happy to take quos this report. questions or comments for secretary fuller and his report? >> police open this up to public comment. why members who wish to make comment of -- on this item 2 the secretary's report. milineup against the wall if in the chamber. if you are call nothing dial

415-655-0001, acess code: 2489 561 1003 ##. we have no one in the chamber and let's look, sfgovtv do we have callers? 91 raised their hundred we have no comment on this item. >> thank you. call the next item. >> item 3 is general public comment. members may speak on commission related topics that are not on today's agenda. and members of the public may have 3 minutes to speak if you are here in person to speak during comment line up against the wall.

415-655-0001, acess code: 2489 561 1003 ## snowfall general public comment >> item 4 the director's report and inter~im director colora hor is here it present. this is know informational item. >> good morning carla short, a few items to bring to your attention today. you may be pleased hear the

board repeal 12x of the city's code. we discussed in the past, 12x forbids the city from doing business with companies headquarter in the states that have an acted antilbgtq+ laws, restricted booshz or curtailed voting access and san francisco employees are barred from travelling to those stateos city business. san francisco policy made 30 states off limits. 12x adopt in the 2016 and has been expanded over the years. it was a tool of pocket book politics using boycotts to compel change it aimed compel states to rescind restrictive laws. >> the value based tactic did in the work and costing public works and other departments

money by limiting competition and rougs the poof contractors to bid. a report commissioned by the city administrator found it increases costs by 20% annually. a significant financial hit. iot first phase of the repeal involved construction contracts for public ws and other chapter 6 departmentos april 28. full repeal lift the purchase and travel bans will start in early june. we are hopeful the changes the lead to more competitive bidding environment and lower project costs. >> in february the mayor issued housing for all executive directive change how the city approved and builds house to ensure this now units are added to the housing stock. >> she directed key departments including public works to unlook the housing pipeline and

accelerate approval new housing projects. directive required departments to submit housing deliver permits assessment and improve am plans that layout how the suggests operate and to propose process improvements with target dates. we sent our plan over to the major's office last week. there are 3 branchs public w this is have a hand in housing deliver. infrastructure task force. street use come mapping sevenlgz and the bureau of street use and mapping permit section. our plan included impprovements one i uponed mention is the definition housing coordinator marshall public works initiatives and serve the lead liaison with the major's office of housing and other agencies. and we expect to have this now position filled. of identified ways to speed permit reviews and approvals. focus on providing clarity when

developers need to submit and when before the next step. and setting more expectations that hold acounsel okay to provide time low revowels. i goal to better community with permit and map applicants early in the process to minimize the need for a lot of back and forth later on that slows the process. this is one of the process started by nature but we find we have a lot of time back and forth and people lose track temperature is state sitting with us and them we are trying to make that process smoother. our report was more then and there 50 pages long and along with submittals by city departments reviewed by the mayor's tome. for us to succeed it is crucial the departments work clantive to stream line housing deliver. we are 100% committed. and i'm happy to keep you updated as we move forward on implementation. kicked off a ap i heritage month

on may first for the cult urs, countries and people asian-american pacific islander community. theme, strengthening the fabric of our community. likureorth heritage month celebrations these are organized by a committee. this past tuesday they hosted zoom to hear from curateors of 2 art fest vas. cam fest and united states of asian-america festival to learn about music, food, phil and art. there is more on tap including interactive trivia game. zoom session on a ap i folklore and another on china town alley through public works lens. cap typeset off with employee pot luck celebration. a ap i heritage month organizers have planned a great lineup. we are proud at opinion works to host heritage months that celebrate the black, latin x,

lbgtq+ and a ap i communities. a ap i organizationing committee nailed with with description. importance of these events. sharing with and learning from each other we build bonds which strengthen our community and collective voice. that is a powerful message and one that can benefit all of us. watch that, that is it for today's report and happy to take questions. >> thank you. very informative. i wanted to thank you for addressing the change to the law regarding 12x requirements. that is music to many of our ears and thank you for giving us an eta on that when to see this reflected in public works contracts that will be reviewing. third degree it is reflect this law. it was enforced when the contracts were submitted. thank you we will look for i guess not having 12x compliance in june and july.

thank you for that. and congratulations to the board of supervisors for passing that elimination i was policeed hear about your report to the mayor regarding housing and the permit improvements you listed. may the commission receive a kauf copy from the department? >> absolutely. >> great. >> secretary fuller could you distribute that to the commission. thank you very much. >> i don't want top speak for chairman but the commission would appreciate receiving a copy. any questions or comments for director short? secretary fuller open this to public comment. >> member who is wish to comment on item 40 director's report lineup against the wall if in the which i am ber if you are call nothing, dial 415-655-0001, access code: 2489 561 1003 ##

we don't have members of the public approaching here to peek on this item. sfgovtv, do we have any callers in the queue? none have raised their hand. no public comment. >> thank you. next item. >> item 5 is the consent calendar of routine matters includes the minutes from the april 17th, 2023 special meeting. minutes from the april 21, 2023 regular meeting. 2 as need contract modifications, one job order contract modification. 3 as needed contract awards and

4 job order contract awards. all contract awards are and modifications are eligible for the consent calendar in accordance with the delegation policy adopted by this commission. of course, all con7 items can be heard individual low upon request by a commissioner, staff or public. adoption of consent and all resolutions in it, is an action item. i'm happy to take corrections to the minutes or any questions. >> thank you. i have no questions on the consent. does anyone have question or comments on consent? >> is there a motion and a second to approve all items on consent. >> moved. >> second >> including all resolutions. we will turn to public comment. >> members of the public had wish to make 3 millions on comment on item 5 the consent

calendar and all resolutions contained within it lineup against the wall. if you are calling in, dial 415-655-0001, access code: 2489 561 1003 ##. press star 3 to raise your hahn. ed no member in sfgovtv we have one call in queue. unmute that caller. you will have 3 minutes to peek and provide you with a 30 second warning. david pilpel can you hear me? >> we can hear you. >> excellent. so just on items 5a and b.

i had some issues with the minutes you might expect i'm happy to go overnight 5 details with secretary fuller. in general the sets of minutes indicate at the top the meeting location. it seems to oshg mitt that. . i had a focus on the [inaudible] meeting minutes of the 17th 21st i thought it was in the middle of page one to have time so vote 1:15 i don't know if this is necessary. a duplication on on vote at one point. in the middle of page 2. number as in building and it is duplicated again after the resisz was announced.

the references to sean barn and -- lisa. [inaudible] i think it [inaudible] human resources should indicate the dhr and not with public works. you interviewed candidates in closed session i would identify in closed session one or more candidates for the director without naming them so clear they are present in closed session. there was something about the transition, sorry. on the bottom of page 2. >> the minutes on page twot commission transition in closed

session. i would indicate tht commission recessed in room 201 and reconvene in the room 270. those were major issues i don't think i saw anything significant in the regular minutes from the 21st i'm happy to go over with secretary fuller after the meeting. thank you for listen and spending you will this time this week the informational session interviewing candidates for director. thank you for listening. >> thank you, caller. this is our only call in queue. that concludes public comment. >> thank you. any debate on the motion? hearing no debate all in favor of adopting the consent say,

yes. >> yes, >> yes. >> it is unanimous. the motion passes. the secretary will publish to the commission website. now move on to item 6 on the regular calendar. mr. fuller call that item. >> item 6 we turn to the regular calendar of items considered individually. 6 is the as needed citywide pave am contract 5. transact manager paul will present this contract item and this is an action item. >> good morning, commissioners. paul, project manager of san francisco public works. >> i'm sorry, nice to see you again and wanted to thank you for answering the questions i sent ahead of time. but for those who did not have a chance to review if you could

include those in your remarks today i would be grateful >>. yes. >> thank you >> sure. today we go over the recommendation to award the as needed citywide pavement contract number 5 general as needed contract g23. for the amount 5, 595, 500. with a contract duration of 730 days to payment codings company. this is one of several contract this is contributes to the over all street resurface goal of maintaining or increases the average condition of streets maintained by public works. san francisco public works maintains 12, 900 blocks. along with distribution of street resurfist nothing all 11

districts and neighborhoods the san francisco public works street resurface program considered pave am conditional use of street, cordination with agency inquiries and available funding when planning contracts. san francisco public works program strifes to adhere to the best practice of the right treatment on the right road at the right time for the right price. pavement surface preserves the pave am protecting the surfist from natural aging and the environment caused by weather. excessive heat and the searing affects of the sun >> can extend the life at a fraction of traditional paving or reconstruction rae storing the wearing surface ensure off moisture and preventing oxidation and acquire more

repairs down the road. >> ceiling takes 2 days to complete compared to weeks for full roadway reconstruction, can include street base repairs and repaving. jot first application of a pavement seal is aplied followed by a second application about a week after the first application. the process includes large steamroller trucks that put the material on the street. workers will use a long tool to spread it evenly across the street. pavement surface ceiling a liquid oil and crushed rock mix requires 2-4 hours to drive in moderate weather conscience. once dry, people can walk and drive without on sidewalks and driveways.

pavement surface ceiling techniques motorcycle row surfags, which is when we use applyed street in good condition with minor crack anding minor loss of small rock this is contrasts from grind and pave or remove and replace tech neeks where the asphalt is grinded off and a now layer is paved. upon grinding and paving is applied at the at risk or worse condition. microsurfaing like removing boards of house and replacing with new ones. again the public works program strives to dot right treatment on the right road at the right time for the right prime minister preservation contract 5 is one of several contributing to the over all street program goal of maintaining or increases the average condition of street in san francisco.

the w will consist of resurfacing. traffic control and other associated infrastructure work on an if, and as needed base i for streets in san francisco. the work will be issues via contract service orders this work of highlighted in the public works news letter. project schedule. the proposed project schedule a rough time of event this is take place during the project. on this chart each represents a quarter or flow months. blue squares represent phases that occurred with the gray squares future tasks. green line is representative of where we are today. am the project is a general as needed project. work will be issued on if, and as needed base under service

orders. each service order awarded to the contractor. each service orderville a spesified duration associated with the work. for this pavement preservation contract each service order consists of 25 to 30 blocks of microsurfacing a duration of 30 to 90 days of construction. starting on the top left design phase of the master condition transact in q1 of 2022 and consisted of 4 mile stones. 35% design of 65% sdievenl 95% and 100% design. the project was advertised on december 30 of 20 twoochl and bisd received on february first of 23. we are now in the award phase where the major steps of verification qualification is completed. after commission approval for award the contractor can be

signd and the project can w to notice to proceed or construction start for the master contract. each steps takes weeks. construction will be continuing on as needed basis from fall of 23 to fall of 25 with the close out to follow. bisd receives february 21 of 23. 2 bidders received. do construction llc and payments both do not claim local intrabs. do little construction [inaudible]. and pavement codings a bid 5 million 595,000. prshlth funding san francisco

public works road rehab account will pay for the project we have a 10% of 559, 550 dollars. so to recap, we are recommending award of the as needed pavement contract 5. general as needed g23, in the amount 5, 595, 500 dollars for a duration of 730 days to pavement coding company thank you. and i can take questions you may have. thank you. commissioner segal?

question i asked several times. i would like to see with all the work that has been put in by our department and planning this and over and the work done by the contractor that is doing the work, i think it is very important for the citizen of san francisco visitors and anybody who was traversing the areas or passing them to know that this work the sponsoring agency is public works. and i paddled my neighborhood. there are several projects this are close to parks. and that would not be public works that would be rec p that is doing those things. there are pg and e things. private things. i would like to see more obvious

signage saying that we are the department that is ultimate low responsible for this work. so they know how to roach temperature i know i asked this before and told this there is -- code it is -- there are trucks all overnight accomplice. signs all over the place. it is not clear to the average passerby or user of our right-of-way that public work system responsible for this i would love to see more signage. we are doing good things and should get credit for it. this is a good idea. i realize that different signage and new signage and big are sign acknowledges a budget item could not be too bibbing a budget item. director short, comments on put thanksgiving in action better signage? big are signage for some of the street projects? >> yes.

>> i. to piggyback i apologize for jumping ahead not guilty queue i have the same comment, first, let me upon commend the d. public works. i lost work this is on harrison it is looking fantastic but commissioner segal, i struggle with the same thingful which is i have to walk up on the sign and find us. and i thank you what we are intends to do this . is our second meeting talking about street preservation making investments and the community needs to know. jury room when we are asking for not the normal construction signage. and make sure as our community walks by they then and there was our investment and to the broader smoint th is our community we all share. i want to thank that the over all approach is equal and fir across the city. we should highlight this work more than just the construction

signs. director short? >> thank you. commissioners for the suggestions. i think we can look into this and see when we can implement. i will note this we -- we did roll out a special notification sign as part of our street tree sf work to let people know, your dollars at work thing. you vote third degree in and want you to know we are doing this. there are costs associated with this and have to ensure we can ask contractors to do it. we does d not have problems with the street tree sf work. let me get back after we had a chance to review the implications and let you know. >> thank you. commissioner zoubi. >> thank you. good to see you in front us

here. i have 5 questions. so, microrepaving, what are the rules behind that repave something regular paving come with reaching out to partners, utility companies and can't touch it for 5 years what rules does follow it this one? >> same out roach a notice of intent letter throughout five year mrvenl and that's typically a year before we go on the street to give other ageses the opportunity to let us know if we have work planned on the street. unlike pave thering is no 5 year for microsurface streets this is a fast preventive treatment for the road t. it is to seal the cracks and have a fresh new surface. it is about the side of a pencil head t. is thin and applied on the surface.

thank you. so -- my next question. the microrepaving is good to keep the condition of the street better longer time? is it done also in regular paving projects? >> the contractors that perform this work are totally different contractors that is why we issue a contract just for this work. the street that is re55ed with the 5 year moratorium. do we actually add the microsurface to it to make it last longer? or just -- >> they are 2 separate types of treatment ump have a contractor pave the street and between 3 and 10 years later you come with a contractor to do a second coat on top. >> thank you. >> and good conscience do we

have an idea how many street there is are. we'll resurface. our goal on average 100-150 a year. i have been here since 2006 in 2011 when we tarted to today i checked stats done 2, 300 blocks of microsurfacing over the last 12 years. we try to do 1-150 of the blocks. again you mentioned they are for the street in relatively good condition sort of like oil changing you do it to keep the car rung that's the idea. we apply this treatment in residential neighborhoods tell not last on high volume trafficked streets. it is ment for residential neighborhoods. >> now my competitive side jumps and up says does this count

toward our goal of the state and federal? >> we have a goal within public works to resurface 500 street this is is 1-150 of the 500 for public works. the estimate was there is an ah-hah moment there is a gap with the upon what was that? >> we i had the engineer do a bid analysis and it looks like it is 600,000 over the engineer's estimate. we saw 2 main items this were higher than we originally thought would be. that's the traffic control and the microsurfacing item. that may be due to this is speculation may be due to fluctuating oil price. an oil based project.

engineers have a data base and look at marketing conditions and the engineer's estimate. and we don't know the cost for the project until we get the bisd. contractors look at the contract duration and build in a sort of number in their fwid it is a tw year contract they honor the same bid price for >> thank you. and i agree with my colleagues about we need -- thankless job no oneness we do temperature thank you for everything. >> >> hearing now future questions from the commission is there a motion and a second to adopt the resolution approving this contract? motion, second. >> thank you. >> gigabit motion we will turn to public comment. >> members of the public who wish to make 3 minutes of

comment on item 6 the citywide pave am preservation contract award, may lineup against the wall. for you call nothing dial 415-655-0001, access code: 2489 561 1003 ##. we do not have members wish to speak in person. sfgovtv is there are no callers in the queue. that concludes public ment on this item >> thank you. >> was it based on had we need

to preserve and thinking future forward? >> sorry. >> great questionil make a comment and turn it over to the expert. the city did make a huge investment in raising our pavement condition index score. start in the 2011. and we have seen that -- that by

investing those dollars we have been able to increase the quality of the road in san francisco. right now we are focused on maintaining that very good pavement score. it is the highest of any major bay area city. but if we wanted to get more roads in good or excellent condition we would need a greater investment. those are my quick over vow remarks and mr. broad us can give you more. why buffer respond in the context of a lot of the work our supervisors doing to increase funding and -- again i ask both of you to answer the question, is this the right amount of investment for when we need or are we working with when we have? ef in in terms of the current budget short falls we are hoping

we can maintain this level of investment. i think i would say over time and follow we have a better budget forecast we should increase the investment so we can bring more of those streets in the better condition. we are in good shape for the next fiscal year with maintaining this level of investment and keeping our pc i score. the projection for fy25 is not look as good in terms of the road funding. i think this is a concern that we need to keep an eye on. thank you director short. commissioner, project manager. over all street resurfacing program budget is enough to stay where we are citywide. and our score now is 74 out of

100. over all budget keep us there. the amount for the contract since 2011 keeping the street in good condition as possible. invest majority of the street budget guess to the repaving removing and repaving asphalt that is the other upon 70 million or so. >> all right. no further questions or discussion. all in favor of the motion say, yes. >> yes. >> yes. >> it carries unanimously. and secretary fuller will post it to the commission's website. thank you very much. >> secretary full are call the next item. >> item 7 is the racial equity

action plan update. deputy director of policy and communication beth rubenstein is here to present this along with the leadership and racial equity manager guillermo paris junior. they will present this update to the racial equity action plan this is an informational item. >> good morning. i'm the deputy drshth of policy and communications here with guillermo perez. i have a hard copy of the action plan for our new commissioner. and let's see. so this quarter low report to to

the office of racial equity due on monday. we presenting this presentation to the sas commission on may 15th the report is somewhere to the twhoon we submit to the office of racial equity then submitted to the mir and the board of supervisors. this one will be a little bit will have less detailed information as per their request. >> just to those are quarter low updates we have not met for 6 months. as the commission gets started. i wanted grounds us all in the mifthz racial equity initial than i was started summer 2019. so, the mission is that the racial equity seeks to build our understanding of historical and structure ral race sxichl impact on the organization and the communities we serve. and with a greater understanding

we seek ton ~nd to the system of oppression internal and external low to e race it in the work accomplice and the way we provide services to the public this is the north star. you see a 2 part mission that spokes to reflection and education as well as making change to our policies and practices. the 2 are inter~ connected and not sequential. >> under loyal thanksgiving work the belief that positive organizational change can happen with the combination of grass-roots organizing and executive leadership. working toward racial equity cannot rely on top down decision make the culture gets stuck in old ways. it can't just rely on grass rots organizes. needs leadership to improve and make changes. are the initiative work to

change heart and mindses and policies and procedures. so -- whochls is leading the work. stheez are my amazing colleague when is we started the initiative in summer of upon 2019 this is before the office equity was started. it was when the legislation was approved. it became clear first step was to develop a multiracial cross departmental working group especially we did not have in house subject matter experts on racial justice and organizational change this is

precovid. like another time. the working group as you see them is represents bonjourose and job dlasz else classes and includes expertise in project management, trin anding professional development communication and design. performance and data. street operations, finance and organizational change. except for guillermo and me each does the work on edges of core responsibilities. until i couple months ago guillermo was hired i was the only sfaf member dedicated racial equity time. 60 percent of my work is on the initiative. the working group did research to garth information on how race and racism affects us.

400 public w employees not all virtual we were out in the field. operation staff for w the fold from march 2020 onward. about 400 public works employees or a quarter of the workforce participated in those conversations. took time and courage to step in the difficult and necessary conversations and in addition we did a dive in our workforce and demographic data thank to the performance team and hr the result was our upon 2019 employee survey. collectively the working group rose 170 page action plans. passed and also on the dig at that time form as you know on the public website. and it was based on the research as well as instructions from the office of racial equity. we then this is an important part. we spent 2 months working with the executive team to review all language, data and action items

so the letter to the action plan is written and signed by the grouch 18 of us. our action plan and the press was by racial equity and he other agencies and referred to in terms of our collaborative nature of our work and thoroughness and inclusion of data. so as you know and remember the priority and action items laid out in the plan were root in the our colleague's voices and data and to reminds you this action plan and this stays one it focused on the work accomplice and the second phase start at the end of the year will focus how we do our service. you have seen this graphic. we call it our hammer graphic articulates the 5 priorities for our action plan. create pregnant ways. rethink processes and empower front line workers.

broaden diversity and support and train managers. we are guided by the 3 values. be franz parent accountable and inclusive. on to the progress. to give you a sense you seen the presentation this is a slide of the sum row of progress then the 5 beams. so, there the book is so big because there is 140 action item this is it is a lot. many of them were given you to by the office of racial equity and i major develops department specific. so -- let's see. so -- like many of us we think about a racial equity progress report we made changes and new policies and procedures have been implemented i'm sure that's what you are expecting to hear. we are a let's get it done

department so that is reason. i say that each action item takes time and many have multiple parts. i want to give an example about this work. and how we are addressing that complexity. as an example in under our broadening diversity priority. we are working toward the racial diversity of our managers when we look at the data we see a huge gap with the diversity of all staff and of managers. >> so to address this action item we need to unpack the root causes and when we can control. we can't control the outside culture nor racial diversity. college graduates but can do the following. prosecute motional opportunities and clear ladders are accessible to all staff. all staff have access to professional development training so they can move up. we can be sure that recruit want is broad and have deep

connections with professional societies that focus on bipoc professions. we can be surety hiring process the questions are fair and alined with racial equity have yous they don't have unin requirements or barriers. and then super important we need to be sour we have a culture that is supportive. staff when applicants of color apply they want to work here they see it is a supportive environment for all people. so this progress report will demonstrate how we are successfully laying the ground work for the 140 racial equity action items. can we measure change by demographic data or number of new policies. not yet. we are 2 years inform we are on the road to positive change i hope you will see that. you will so with each slide we are measuring the percentage of

action items that are we are addressing >> i think it is impressive begin the staff time available and the opt in peer leadership. to give you a key to implementing and developingum coming. implementing means we achieved mile stones or on going work put in place. developing monies the process of working on that item and up manage we have in the dealt william it yet. we are proud that 62% or 2 thirds of action items are in development or implemented and to do this, this is not done by myself or 2 of us or the 12 of us. there has been 80 other staff member who is have taken leadership in department. i think this it is irrelevant impressive given limited nature of our dedicated staffing. where do we see key progress?

we are building an organizational culture of conversation and normalizing discussions about racism and impacts. we are building broad based grass-roots leadership that connects to other department initiative was. we talk about our work is about connecting dots. there are good things happening. things we're connected with the strategy plan. yellow belt work and employee experience survey. we and this is -- unlike other diameters to be honest. we have robust support from executive team. it does not mean they don't ask questions and don't push us. but they are enengaged and they are supportive at multiple levels the working group as meetings and the executive teep and the new hr teach you will hear more about. we have racial equity conversations across the department of staff reflect on how principles inform their own

work. as a landscape architect what do the conversations mean >> i talked to regular staff and trying to understand how does our work with ceqa relate to racial equity issues? we are excited that our first dealt indicated staff position. guillermo as of february guillermo is the leadership manager the prescription and brings experience to the job including 20 plus years at street environmental services and the founding member of the working group this . new position will bring capacity to operation specific implementation. and i want top say what we are prud of the work we are honest and when we have not achieved. i think a lot of the work we need to do needs to happen at prescriptions and have been sometime ed by our lack of staff capacity to be able to do it.

it it is a major folk xus to have guillermo -- work in operations and have that deem knowledge of operations and the deep relationships is key and we you will hear we are this close to having a racial equity consultant and operations guillermo will work with and related, i think in huge win in the last 6 months we have been approved for 2 dedicated analysts for racial equity than i notoriety queue now. this is huge. and we have been approved for 300 thousand over 2 years for consultants. these are 2 important investments the executive team has been pleaseed support us. >> our big challenge in the last 3-1/2 years the lack experts we foal this is a major step. okay.

per of the way we keep structure in place we fuse to see this race matter and have and initial research that demonstrates racism is a determine nan in health, education, financial and job out come. so -- i don't want to take for guaranteed we are creating this culture of conversation. the talk of race and racism in class rooms is ban in the states in our country this is -- really important and need to understand that we are on the forefront of important change. 75% of action items this are related to organizational culture are implemented or in development. that is the biggestful categories in the other themes.

this has been due to an explosion of peer lead program negligent last year lead by 90 leaders opt in the to do it. and on the edges of the job and the programming attended by about 1500 staff. so -- major end roads. programming include and this is all peer developed. it does remind me of the quote we other change we're waiting for, we have stepped up. people stepped and up you see this it it is not just the twof us or 12 us it is 90 people and hundreds of people. programming is include lunchtime series. her haj taj celebrations, pot lucks and conversations. the home grown series includes, its relatable a peer lead panel to probe situations we share like the only in the room the only woman in the room or only person of color or only person with an accent. im grant experience and being a

woman in the work accomplice. inspects our foundation we are proud of and getting accolades from the city from other leaders it it is our history through racial equity lens on the public website. based on this an amongly series of topics with speakers. publish history. and and this is exciting a group of architects from bbc inspecting our foundation at the national a conference dm john in san francisco. one thing we are seeing they decided that they are in the per of our main group. you see the relationship. in 2019, when we started the initiative, we built on the work of the black history month celebration that is exploded director short said to other cell bragsz. . that have included our department pot lucks. we have one in minear a ap i

month. pot lucks have been of course in personful championship hen amazing and alternated with 49 south vaness and the operation yard bringing together about this sides of the husband each had hundreds of people and it has been an important time to -- i think heel, to be together to laugh and to learn. so -- we are grateful for that we are grill that also that the san francisco health services system gave us 3 awards. we have been recognized citywide. i want to note on the bottom left that the 2022 employee survey i believe you had a briefing about and will have more. we added 3 new questions to that from the 2019 one that were more specific low related equity initiative. the first asked if staff admissible have tension and the

second one asked if staff members feel sense of inclusion. first 25% experienced racial tension and 58% said than i feel sense of inclusion. so we don't have data to comper se this is the baseline we are working off we can arrrrghigate it by bureau and race, ethnicity to understand when it means. with this i want to say this organizational culture to change policies and procedures we needed a department full of advocates this is what this priority is building. thank you. >> good morning my clothe said i'm guillermo perez the leadership and racial manager at operations. so this priority creates a

career pregnant way ensuring they are achievable. ensure all staff memberment support and clear communication about opportunity and supporting staff in diverse and creditive ways to attain career advancement. made progress in this prior with 66% of action items implements or in development. we noticed. answers to the third question on the 2022 employee survey is troubling. the question asked, if there are equal promotional opportunity for all staff. only 30% of staff agreed this there were. with our did thea we need to aggregate the responses and understand the issues. from a qualitative research our guess is it may have to do with

transparency and the accessibility to the opportunity. highlights of our progress include committees bbc and ibc built a mentoring program rolled out department wide. mixture collaborated on mentor to develop best practice. implemented with the control team and staff person is brought on. with the prop b press complete we are thrilled welcome our new hr staff committed to. the racial racial working group meets with the hr staff and we are active low wing on action items related to pregnant ways and broadening diversity. with my new position there is a greater capacity to work with operation specific issues. our university staff increased capacity to offer professional development workshops and in

person new orientations. at prescriptions there have been workships on interviewing skills. bbc and ibc committees have been wing on new construction management classifications to open opportunity for a racially diverse working group for a racially diverse group of applicants and investigating flexing job class supports prosecute motional upon opportunities. our key challenge in this prior is to engage staff work in the field and don't have regular access to computers and e mails. the staff members tend on have limited time to devote to department initiatives and trainings because of the 24 similar 27 demands of the work the majority are people of color. and many of the jobers among the lower wage job class in our department. we are working with executive

team, hr and it to address this challenge. >> this priority rethink thanksgiving disciplinary press is broader than looking at eeo and legal complaint, this includes ensure processes are transparent, fair and consistent cross all divisions and burroughs. also empowering, trin and holding account okay supervisors and staff to work through difficult situations with compassion and equity. it means investing in communication training and providing coaching for supervisors that promote personal growth during develop process. also implementing complaint in thes deescalation process this has been challenging to address most low because of lack of staff nothing racial ecquit and he hr.

the racial equity working group. the action items. of the action items. we are working on the following. we have coaching consultants working with supervisors from operations to help build skills around team building, communication and supporting staff. a member of the working group was part of a dhr lead peer mediation pilot and hope to bring a similar program to public works. believe our work around organizational culture lays the foundation for deep and more compassionate communication. for this next priority, we describe empowering frontline workers valuing the voices of front line workers. those workers have exceptional expertise and are key in making improvements to department method and policies.

and engaging front line workers in decision make around policies and procedures ask the action plan. 75% implementing and in development. . grass root and programs. work on action items. upon we have developed a structure to operations racial equity steering committee will be comprised of 12 to 15 front line workings. will this is ready. operations responded a survey that approximatelied them regarding internal communication manageds and contan from the information in the survey we are implementing morning huddle for operation teams provide foreup

to reflect on the work and more staff voice. work with it team to address technological capacity and communication for staff who work in the field. >> the employee survey data with respective of staff to devise a specific action glund in the the data from the survey. >> this diversity come bureaus employees people of color for technical and management poigz system. and investing in an expanding internship programs and increasing racial equity and diversity of job applicant pool

if. promotions and new hires. we have been working hard in this priority area with 82% of action items in development. this includes the development of recruitment resource matrix with contact information for professional societies and colleges for 12 key job classes lack nothing racial equity competence high earning. >> also in individual bureaus like idc are developing recruitment prosures launched a linked in presence. and we have been working on the pipeline of bringing people in to a career at public works. upon general labor aprenticeship program restarted and the summer internship at ibc continues. and bbc committee is working on piloting a summer high school internship to make students

aware of a career in city government and at public works. the new team works to fill positions and revamp the hiring process more responsibilities shifted hiring managers. this will give us opportunity for trainingings support around introduce. questions and preferred applications. apologies for the strange wording. the new hr team is not the challenge. but it was a challenge not having a dedicated team until late fall of 22. this priority to be the best leaders ensure manager model fair, consistent expect leader help and nurture staff. supporting managers through training, recognition and, count act and developing a mentorship program this builds i culture of excellent leadership. in this we have implements or

developing 67 percent of okay items. progress med in the following ways. >> we are nowed whiching racial equity trin nothing supervisor essentials and academy the 2 training modules by public works university. >> theoryings member key in success of peer lead programming they are committee member and lead and other times they supported staff by budgeting over head, hours for the racial equity work. we are poiseed initiate a mentoring for racial equity program when a consultant or staff member is hired. our performance plan process was resunrised after the 2019 employee survey to better serve the needs of staff and to nurture a supportive supervisor staff relationship. in 2021, a racial equity goal

added each staff member's performance plan the plan and process and the quarter low check in's offer training and team building opportunities n. this priority, we have been contrained by lack of subject matter expertise. look forward on on boarding. onskekz of office of racial equity instructions for building action plans addresses the role and responsibilities of commissions. the office racial equity set 10 action with respect this is commissions and boards citywide should draechlsz in this category, 38% of the action items implements or are in development. key work we have done includes fall of 22, racial equity presentations for the commission and sanitation street commission

we get up to speed presentations happen quarter low. the sanitation and streets commission and bart on the development of land acknowledgement and programming to support it. we are in the process of developing a racial equity tool to support the commissions decisionmaking process and ensure that it is alined with our racial equity action plan. we see work with you to include, providing racial equity train to commissioners. to work with you on developing a land acknowledgment. and to help you hold us, countriable in addressing the racial equity goals. also to expand public access to commission meetings so commissioners can hear from diverse voices. the last 5 page of presentation which i hope you have hard copies of include more

information about each priority. i will not walk you through but wanted share them so you can better understand the depth of each priority. oui use the pings to communities with staff and to make the 170 page document usable. many thanks for you listen and look forward to answering questions. >> thank you. >> thank you. i do have a number of comments. thank you. i would like to congratulate you and all of the employees which there are scores. in your hard work to date. toward improving opportunity for all public works employees to reach potential as professionals. it is obvious how complex the work is you pointed out from your presentation. and i was pleased hear about the

thoroughness and inclusion of data you mentioned. in carrying your worked for. in the phase one of the project. my point of view it is time put your achievements into action. and to articulate specific measure believe goal in i concrete plan to fill department vacancies and keeping our departments have youed employees. what i would like to request at the next briefing to the public works commission, is this we receive a very specific plan to recruit retain and prosecute mote qualified workers from diverse backgrounds not racial low diverse but economically diverse. and graphically diverse there will a special effort to target

and hire work whores cannot ford to live in san francisco but live within commute distance. i like to see this plan include recruitment, retention and prosecute motion of women for jobs they may not have traditional low applied for in which than i could be successful in encouraged and gifrn the training to succeed. further. i would like your plan to include leveraging labor union relationships and resources to recruit, train and promote public works professionals. and finally as the department reaches out to diverse job candidates, i like to plan to include efforts to recruit, retain and prosecute mote native american workers. regarding public works commission practices, i don't feel we need a racial equity tool. there men one needed for the department to report to us.

which is how then we hold the department accountable. we already take training courses that address diversity and inclusion issues. i would focus our valuable volunteer time and attention on how we help public works meet staffing, retention and prosecute motion goalless. in this action plan i'm calling for and huwe'll measure success so this all will staff and commissioners have confident in the process. that's how we'll have confidence in the process by america actual success. it is my opinion that public works has an opportunity to set the standard for other city departments putting words into actions. and showing real result in a year, 2 years 5 years

>> several voices in the department. so my task for you is an action plan measurable goals. i appreciate -- >> when can we. as you noted 2 administrative analysts will come on board. perhaps they will be able to and perhaps my request is for the hr department. because that is what i'm interested in. i leave it to you for the sxejz trinning of the staff you out lined today. i said in my opening comments i commends you for on thoroughness and the sensitivity to workers needs and enthusiasm. for hiring and retaining and promoting public works professionals. i like bullet point slides but i

don't want anymore i want numbers. hiring, retaining and prosecute motion. real numbers i presume exit introduce are conducted with staff member when is least department f. than i show that women or people color orim grant communities are leaving at a higher rate i would be intdz but more interesting in numbers of keeping people. thank you for this presentation and thank you and to nerve public works for the heard work to date over 2 years if not more. it is clearly obvious why the city has commended you as you pointed out for this work. but it is time for a plan action. please. thank you. i will let my, commissioners comment i know i have then a lot

and ask for your comments. commissioner segal. >> thank you all for your heard w on this and dedication we tell how much you are dedicated is my mic on now? okay >> you need to move it closer to you. >> so. echoing chair post i love to see number and when we first took on our jobs with the commission, there was some document this we saw the compared our department to other city departments. i would like to see that again. to know we are in the in the vanguard of this with your hard work. i love to see this, too. numbers are important. i have a question.

so much of our work the public see in this again goes to signage and who is doing all this -- work we do. how is this communicated our goals. how is this xhoukted our contract sxors to their. these might be interested in coming over and working for us. or -- how -- how because the people that most, i don't know who -- love to see frontline workers described you used that frizz exit like ton who are the frontline workers what are they doing and what percentage of the frontline work that -- public works does is done by our contractors and done by our staff? we are responsible for staff and should be responsible for the staff our contractors, too and the people doing the work.

those are my comments. obviously we all care about it and you do, too. i irrelevantment to thank you and it is important. i want to upon [inaudible] everything come down to that, that's who i see and i represent the public and the public sees. so much thank you. >> like to independent to that or wit? >> so thank you for this question. can our front line workers use that term you are right good to define. the people who street cleaners. typically lower wage workys across the board they can be accountants or street clean and inspector the people on the ground like literally and sometimes at the desk doing the our -- all our foundational work. and they are the ones that often we don't hear from.

but they other experts on this work. they are there are and do temperature in terms of the question about contractors a great one and we dealt with in phase 2 in terms of the way you work with community and contractors but we have been focussing on work accomplice. i agree what policies we put in accomplice as we write rfp's and why keep when we sign contracts and agreements. yea. >> commissioner turner. >> thank you. it i want to say, thank you. it will be good reading over the weekend. i want to acknowledge and also thank you when i was going dlut presentation it is very, very clear both the effort and the impact and the focus on existing public works employees.

from the retention, retaining, making sure career paths are clear that is clear. but what is in the clear to me and want to echo chair post request for a follow up is around our recruit and want vacancy. on page 56, it is action item 1g2 foster reps with nontraditional outlets, community based organization, bipoc and professional network. reent row programs. the university community college systems and what was surprising to me is that the resource commitment is low. to me, again. think burglar had we need to do to create amazing civic and public spaces to maintain, safe and sanitation streets. we need make sure we are recruit and filling every ko position than i have. i'm interested in understanding

how our efforts are not tracking and monitoring staff that show up every day we are thankful for we know we have gentlemans to address. i'm surprised that we would be rating that effort as, low. >> thank you for this question. beth rubenstein that was written over 2 years ago. at the time feels like a different world over 2 years ago. had a different director. so at this point it was the low. i agree it is not low it it is something we have been working on. we developed a recruitment matrix that for the 12 high paying least racial low diverse jobs. land scape architect. it is a robust matrix of resources in terms of bipoc professional societies.

the typepipe sideline huge the racial equity communities interested not guilty pipeline. going to public high schools. talking to them about you know you can have a career of public works whether you want to be an ash arborist or accountability. it is not low it it is a high priority. that changed since 2 years ago the book was written. >> if i can make a request. >> i think that what i like ton is how many high schools what high schools when communities. again, my concern here is yes we need landscape architects and need people to drive trucks i believe one thing as a global city a responsibility

demonstrating how to leverage and create cond wits for our departments and all over. i think that we have a huge responsibility and againip want to go to the kick tality schools and vocational jobs are highlighted, i'm concerned with black, white, brown in small communities who need a connection. to tell them. y you can work for the city and other things was pensions stability and being a part. great public works. i hope it is not about saying this i like us to report what high schools, colleges where are we going and putting our time? >> i we agree with you and we were doing before the initiative started is that i think you will see it at your next meeting a 440 thousand dollars grant this brings san francisco public high school upon students between

fresh machine and senior to work with arborists. may be our director knows the number of high school students i, soup it is significance cant given the size of the grant. it it is a great program they work with arborist and gardeners in the bureau of urban forest. there are 50 student in each in the past 2 cohorts for over the summer period. although, i -- we see how it is rolled out. this is the first year back after covid. sorry and with the previous participation how many joined public works or other again, i think our efforts have to be electronic exclude when is the impact of having the infernships are we bringing them in and being able to do our work.

i upon don't have the numbers i can speak from experience. we do have a number of existing staff who started with us as participate in thes summer youth program than i went on to program aprentices. and then were hired. at least one of them became a supervisor. so it valley a good pipe line. and it is what we are working to strength then pipeline. i can see if we get those numbers. there is at least a couple success stories i know from knowing those employees >> much appreciated. again. left time i will say this equal this chair post this is a part of the data we want. what are we doing in our workforce program sns out come? how many are attracting and retaining? i think this statute granular data we upon want to make the

investments. to expand the programs and impacts. commissioner zoubi. >> thank you. chair and thank you for the upon presentation. guillermo and beth. you are on the right track. i'm -- i -- believe we are all the measure of when we are is when we do with when we have. upon the survey that was done in upon 2022, that my request would be in addition to00 autoaction plan is to know more about the neutral. i can see a lot of greens and red there is is a neutral there and i'm not sure. so the question to you issue there follow up questions to these questions. we can -- yes, so the survey is the performance team and that is in charge of this s and give you

more details on that. there is that have the data for red, yellow and green and by bureau and racial demographics and each bureau ahern working. she would have more discussion of this. yea. and the per television is comper se to 2019 data except for the 3 questions we do this survey every 2 years to bldzp understand movement on issues. shield be better. add is that part of digging deep are move newt roll to favorable or -- and the presentation. next month. again, thank you for everything you are doing. great to have this communication. am i'm assuming the surveys are

unanimous? >> yes. >> thank you, again. >> commissioner segal. i have a question may be you can clarify it. how does our aprenticeship program and out roach to high schools interact with union aprenticeship programs is tht same or -- the programs i then and there is an person part of union work, >> there are multiple promise. director insure and add. sure joovment thanks commissioner segal. carla short. we "the apprentice"ship programs in the department are partnered with roej yons, labor with local 261. assessment mason, we have plumber aprenticeships. stationary engineer aprenticeship done with the

unions. and then the graduates of the promise are considered journey level for those unions. the intent was always this we would try to hire as many graduates as possible from our programs they would be able to go working through the unions and work elsewhere if they successful low grut from the program. all of our programings are done with the unions. we do also have other pipe lines to the programs. for example. summer youth program this is not partnership introduction to the work we do and and people find that to be interesting w they will like to continue in a career they have the opportunity to apply for those aprenticeship promise. similarly, some of the grants

this you heard about employees who are trained through the workforce development programs are the promise parts inship with the youns and the pipe lines arent rows to those programs. >> thank you. i would also for those who don't get jobs with our department. i would hope through the union program and through ours as well there is -- there is some kinds of a connection to the contractors we that we use and so -- given those leads for jobs as well. yes many go to work for other department fist than i don't work for our departmentful some for the mt ah now.

and we have some who work for contractors the intent behind working with unions the fact they represent thez members they provide the work placements for those graduates. is there a customerification so we when we look at contractors what percentage of their work trained in our standards and our culture? most of "the apprentice"ship programs work through a state certification. if someone who graduated they met all of the necessary requirements to receive that, and get a certificate from the state.

what is it called the department of aprenticeship standards recognizing the program meets the necessary training -- criteria and that aprentice graduated and completed that program. when we and make choice busy awarding contracts do we ever look at who their their front line workers are? there is that. >> a lot of the all of the city contracts have some built in requirements for working with the types of promise through the city built. program which is there is a division of the office of economic and work formals development this works on ensuring there are opportunity to work with aprenticeship perhaps. all contracts have this built in. they don't i say in most cases they don't work with our aprentices they work for us at

this time. they have requirements to have job training and percentages and of the contracts for working with the types of programs through programs like city build. the down sufficiented this is that if it was used then goin diminish the ability of new cutches people who start their own business who had no record i thank you is in the a good idea in crediting new opportunity for entrepreneurialism in our community especially people if a back ground than i have no company they are stating their own. i had thoughts to share you know

we are blessed to live in a place our civic and community lead exerts colleagues and commissions represent the broad world we live in. that's a blessing. but we also know that everyone of us is irrelevant a product of thousands of years of the stories and history told by those who wrote the stories. we carry conscious and unconscious bias. the conscious bias work is something this can be tackled tell be obvious to when you say it is opened up to us. it is the unconscious w this will be the irrelevant tough things. when you are doing to accomplish. bimented acknowledge that every great foundation of any great

structured organization. begins with the first shovel in the dirt. and when you are doing is the first shovel in the dirt it is prord work andmented thank you and commends you and i continuing it is an acknowledgment our community is once again in san (setting the standard for the world boy exam itching when we are and how we do better. thank you. >> commissioner turner. my segue, i wanted acknowledge sometimes especially pick up and getting caught up seems like there is a lot of comment this is seem to be criticism i. to say that is not the goal here. i think the point mead made this is the beginning of impactful w. at least 2 things i want to highlight i have questions on this came out of the presentation i'm seeing in the

book also. one is commissioner trinning. if i wed with city contracts i go through the city's process of 9 different trainings to manage the contracts. i want to understand when we talk about trainings leveraging those, follow up? the second is the land acknowledgment process. which i know a lot of organizations and commissions, i'm new to understandses one is it foundational and second making sure we dot right thing itch would irrelevants we go through this froesz is starting i'm interested in learning and get right. >> yea. so in terms of both those item system this coming from the office of racial equity for citywide commission not a departmental this is citywide goal. and in terms of training piece,

i'm respectful you do sit in very important andville tear positions and have otherions and commitments. i think looking at training and whenned is the most effective way of using them is true. i think we were and mithen and there through your secretary, we were working with dhr to develop a specific commission training for racial equity and he for commissions with the intent we don't want to send to you another trin thwack is spur for everybody. am they develop today and seemed like roibl and then dhr said, no. i would probably i think i would suggest to wit until we have manage tailor made for needs to be affected. in terms of the land acknowledgment the movement of doing land acknowledgments in up

because it is become a vehicle toax knowledge our native american history of the lands and it is in the a perfect vehicle or not a complete vehicle. and -- what i found as we have been going through with street and commission is this it is given them an opportunity to tuck about if and figure out when is meaningful as a commission to them and how to do it. and so we brought in representatives from the association of ramaytush ohlone to present before the commission. in with that commission than i are interested in the land acknowledgment and writing something meaningful and programming. is there i way they are focussed on operations a way to connect urban forestry with the land. had they found powerful in terms of where they sit is in the presentation from the folks from the association of the recommend recommend they talked a lot about their role being stewards

of the land. and if we upon were touched that is our commission of public works we are stewards of the public right-of-way. this is an economic system this values private property and ownership. we are in charge of that. we have a huge gifts and responsibility to be stursd. so -- they are a vehicle to understand like their mission and what works for them. thank you. commissioner segal so, i'm not familiar with the process when we start to have a new contractor applying for new work with us. but i would hope that it is we make it very clear what our -- standards are. in terms of racial equity competence in terms of training

and retaining. people who are doing the work on -- the front line. that is i'm concerned about -- who is our face because it is the front listen that people see temperature is the work that results from it. and the results of course, but -- >> so i don't know if you have an answer now. i like to know that are contractors are aware of what our goals are and our values in terms of this. >> i think i have been debaing it. i think this when i like to know going become to matrix and understanding data you know clear in our cop transacts we have all upon kindses of performance this we want them to achieve. section 3. minority hiring. i think one of the thing system do they get the list of interns. people who come through the

program. il look the, aprenticeship and how many they connected with that's when we are looking for. if they are there are they affectd and are they impact signal if than i are not we need to rethink it. we got 40% vaccance and he need to make sure we are delivering safe, sanitary streets and amazing public and civic space antidon it unless our front line or essential workers are there. >> i think we call them essential workys, too. iel. i think we need to talk to the hr team and city attorney to understand like how we do that. are we doing right action sns

get it done and sometimes we jump to action when we need to reflect a bill i think to evaluate like how the pipeline programs are working we have other programs as director short mentioned one is the bbc summer internship for college students. we work with the mayor's opportunities for sxauchl paid high school internships we need to electronic them. we appreciate your interest in data and don't take it as a criticism we take it as a next step and we need staffing. we want to see data i don't see comments from the commission if you have other things you like to or comment on. like us to -- we can open to public ment come might be an another opportunity. >> thank you.

>> thank you. members of the public when wish to comment on item 7 the racial equity action plan update. may line up against the wall if in the chamber. if you are cull nothing dial 415-655-0001, access code: 2489 561 1003 ## then press star 3 to enter the queue. we have no one wish to comment. sfgovtv is indicating we have one caller on the line. go head and unmute that call and you will have 3 minutes to speak and i will prosecute void you with a 30 second warning >> david pilpel. can you hear mow? >> we can hear you.

on this item to follow up on a question from member newhouse-segal, the department staff perhaps pass the city's office of racial equity for a citywide update [inaudible]. the status of racial equity work across the city and [inaudible]. agencies, boards, commission and departments? so you can see in context where public works is relative to public departments. and in the public doekt the next time this come up. i forget when that is. you will hear this report again from time to time and it would help to see again for public works context. with the other city departments.

that's my thought. thank you for listen and for the good work. >> thank you. in is our last concludes public comment. are there discussions from the commission or remarks on mr. paris? answer the question. so -- reports from all departments are due on monday. and -- that -- put all of them in one report that is submitted to the mayor and the board so you can compare the progress of the departments. we are all we all are similar.

thank you for this helpful present egg we look forward to the next update with specific goals and metrics and have on hiring and retention and promotion. because that is the prove in the puffing we be able to prove the accomplishments when we dem state to role number and progress. thank you very much. it is 11. . 30 woeful will take a short break to 11:40ive expect us to item 8 the public works director hiring update. and chair post will present this update. and it is know informational item. >> thank you.

i have no update to any activity from the -- update in the prior meeting. as hone in the slide you see before you. introduce continue for the permanent director of public works position. as mentioned at our last meeting, we do expect the mayor will review 3-4 candidates to be the director forward today her by commission. after the mayor appoints i now director and her announcement is public at the commission's next regular meetings our closed session vote should be taken will be reported out and secretary fuller will post the actions the day after the regular meeting. also at that meeting the commission will provide the public with over vow of hiring and selection process and commissioners, individual comments on the process and the

appointee and remarks we have. this is my update. are there questions or mens from the commission? >> secretary fuller open public ment on this item. members who wish to make 3 minutes of comment on item 8 the director hiring update. may lineup against the wall. if you are calling in dial 415-655-0001, access code: 2489 561 1003 ## press star 3 to enter the queue. we don't have any members of public in person who have propped wush to poke on this item and sfgovtv is indicating

we have one member of the public wish to poke on this item. unmute them. and caller you will have 3 minutes to peek and prosecute void you with a 30 second notice >> this is david pilpel. from the slide and chair post's comments sounds like the commission is continuing to interview and has in the yet forwarded a [inaudible] to the mayor. that is anticipated at some point and we are still in the middle of the press and [inaudible] having a new director. that's what i understand. thank you for the update. >> thank you, caller. this is our concludes public ment on this item. >> thank you. i see no comments or discussion from the commission. call the next item.

>> item 9 is the director and secretary review briefing. chair post will prostliedz is an informational item >> thank you. part of the commission's mandate is to execute an annual perform review for the director of public works and the commission secretary for the public work's secretary. for our next meeting on may 19 job descriptions for the director and secretary's positions and evaluation forms included in the meeting materials for the commission's review. the templet for each form will be that used boy other city departments for department heads and commission secretaries. customized for public works. and consistent with other diameters evaluation process will consist of the director and the secretary filling out the performance evaluation for consideration by commission.

followed boy a confidential discussion in closed session with each person. to review the employee's past year's perform and set the new fiscal year professional goals. the commission's performance review with secretary fuller on june second during a closed session. the sanitation commission will evaluate secretary fuller the their june meeting for director short's review, i like to invite sanitation chair to participate in the commission's closed session at our june 16th regular meeting. that concludes my update and information on how the evaluations will work. are there questions or comments from the commission. >> so secretary fuller open this up to public comment. >> members of public who wish

to comment on item 9 the director and secretary review briefing may lineup. if you are call nothing dial 415-655-0001, access code: 2489 561 1003 ##. star 3 to enter the queue. we don't have any members of the public in person and i'm looking at the call in, there are no members expressed interest in spoke nothing person or via the web ex queue. no further public comment on this. >> thank you. call the next item. >> item 10 is the new business

initiated by commissioners. which is an town for commissioners to raise topics to be included on a 40 agenda. this is also an informingal item. >> does any commissioner have a new business to propose for the consideration in a future meeting? >> it is in the new business but i wanted to shirr that several meeting ago conversations with staff of d. public works participating in the american institute of architect's conference held here the first week of union. and because of the conversations we were able to organize tours of important city place the civic center and city hall and golden gate bridgefulmented to thank everybody at public works for this. we have 15,000 architects here the first week of june with family and friends and up to 20-30,000 folks visiting. if you see an architect say,

hello. [laughter] not bow ties but round glasses. yes. why thank you we look forward it welcoming your colleagues to the city. >> i believe this concludes this item example we don't need general public comment we did not need to continue from item 2. i will mention that our next meeting is friday may 19th at 9:30. i will miss this meeting. vice chair zoubi will preside. today we are now adjourned. thank you.

>> good morning. this meeting will come to order. welcome to may 4, 2023 regular meeting of the government audit and oversight committee of the san francisco board of supervisors. i'm supervisor preston, chair of the committee. i'm joined by vice chair stefani and supervisor chan. the committee clerk today is stephanie cabrera and we want to thank the team at sfgovtv for staffing this meeting. madam clerk, do you have any announcements? >> the board of supervisors and committees are hybrid meetings that allow in pers