those who are joining us remotely via phone by calling

the general number, which is shown across your screen. 41565500. and entering access code 25973. when public comment is announced, either for the line on him or for general comment, follow the prompts to be added to the queue. when you hear the moderators say good afternoon color. you have two minutes. this is your opportunity to make public comments. you will have two minutes. revise your comments. once you're two minutes have ended. you will be moved out of the queue and back into listening as a participant in the meeting unless you decide to disconnect. members of the public may stay in the meeting and listen for another line item. in order to make public comment by pressing start three to be added to the queue. good afternoon. my name is terry feel, um i'm an artist. i'm french. maybe you know me. maybe

you don't. i'm not fully prepared that i thought it was important now for me to address this committee, right? basically . we are living through amazing times. i think we agree with that. what's amazing about it is to now be able to raise our level of consciousness awareness. everything that's pushed on us. to summarize it. if we want to know how to end humanity. we get it. it's exactly what's going on. on every side. the whole spectrum. the push technology, the manipulation of science. the all thing the lies lies the cover ups. it's crazy, but it's a chance for us to realize if we

want humanity to end. we've got it. responsibility now. full awareness. the goal. it's a mission. i'm on them. look, it's the way it is. the goal is happiness for everybody. we have to wake up. this is going to be the answer. i don't know how long we have to be aware of that. thanks a lot for your attention. thank you. no callers online. okay? then please call the next item on the agenda calling line item two adoption of minutes. action item. review and approve the minutes from the shares department oversight board regular meeting held on april 7th 2023 and the community meetings held on april 11th 2023 and april 21st 2023. do you have

any public comment on this item? for members of the public would like to make public comment for line item to if you are present, please line up at the podium otherwise, for those watching remotely, please call the general number and used access code appearing on your screen and follow the prompts to be added to the queue. there appears to be no public comment. is there any discussion or motion on regarding this item? i moved that three sets of minutes be proved. i second. now we will take the vote for that line item two. member brooke ter. victor is i present vice president carry on. carry on his eye member su i to his eye president sector. i what? there is i. the motion passes the minutes from

the regular meeting held on april 7th in the community meetings of april 11th and april 21st. meetings are adopted. next time on the agenda, please. calling light item three recruitment of inspector general discussion and possible action item. ddr dhr will appear to give updates on responses did a job postings and answer any questions? there will be a presentation by danielle butler happy entering the executive director of los angeles sheriff civilian oversight commission. a presentation by max huntsman. inspector general los angeles county sheriff's civilian oversight commission. we can discuss letters from max huntsman and email from nationalists alice further discussion by the board members on the recruitment process, discuss april community meetings and upcoming june community meeting. and do we have miss happy and mr huntsman ready? hi.

yes, we're ready. thank you. thank you so much for joining us and taking time out of your day. we very much appreciate it. absolutely. could you, uh, each of when you start, please introduce yourselves. absolutely am i first met. okay i think someone has my power point that they were going to put up for me. while we're waiting for that i'll introduce myself. good afternoon, everyone and thank you for inviting me to share a little about our los angeles county sheriff civilian oversight commission today. my name is danielle butler boppy and i am the interim executive director of the civilian oversight commission. i've been in this capacity for since march . and prior to that i was counsel for the commission. and then i'll get started as soon as . okay perfect. if we could go

to the next slide okay and next slide. okay so the los angeles county board of supervisors approved the creation of our commission back in december of 2014. and then they proceeded to create the ordinance in 2016, and in november of 2016. they appointed the nine commissioners that serve on the commission. the commission provides oversight for the sheriff's department. which is the nation's largest sheriff's department with approximately 18,000 employees. it's been in existence for more than 150 years and prior to 2016 had no oversight. or at least civilian oversight. i should say. um. l a county is the nation's largest county by population and provide services over 10 million residents. and the sheriff's department services, those residents and 42 incorporated cities and 142 incorporated

cities in 141 unincorporated cities, and they also provide the housing and transportation for approximately 18,000 persons within the carcerano system. um the l. a county jails next slide. the vision of the civilian oversight commission is the performance duties through impartial and transparent and it's uh, impartial and transparent manner and to facilitate transparency and accountability within the department are commission members and staff. we review and analyze the sheriff department's policies, practices and procedures, and our goal is to be providing, um not only the board, but the department and the public with plans of actions based on the public engagement that we do. next slide. the

commission has over the years broken down its progress into three areas of impact. there are cause our actions and our impact. um, we're here to help protect civil rights of our citizens support effective 21st century policing and increased confidence in the justice system. with the public to do that we provide opportunities for community engagement through town halls. we analyze the issues and recommend solutions to these issues again to the board and to the department itself. in turn, we hope to make a difference in our community and create, uh, helped to create greater transparency and accountability with the department. next slide. our commission is set up. we are not underneath the sheriff department sheriff's department we report up through the executive office of the board of supervisors, which ultimately reports to the board. um we have a full time staff of eight.

eight staff members, which include analysts, a paralegal. community information officer and myself and our commission does not employ any investigators or inspectors. we work closely with, uh max huntsman's office are inspector general. um and they are aligned with us in the organizational chart in are also not underneath the sheriff's department. next slide. most of the work and the action of our commission lies on the nine civilian volunteers who have been appointed by the board of supervisors. uh and our staffs provide support to feel the commission's request. the commissioners have diverse backgrounds. we have several attorneys, including former prosecutors, public defenders of former federal judge a retired sheriff's department lieutenant. an executive from a non profit organization. and a mental health professional, so vast

areas of expertise and our commissioners rely heavily on the reports that are produced by our office of inspector general. next slide. much of the work of our commission is done through our ad hoc committees where since we are a brown egg body, we work through the ad hoc committees and our commissioners , um, usually get involved where they're very passionate. and so you can see. these are some of the ones that we are currently working on. um deputy gangs use of force. conditions of confinement where we have just recently had a series on l. a county jails. and depending on what the ad hocks are working on , they bring the issue to the commission. we sometimes request the office of inspector general to dive deeper into the issues and report back to the commission. um and that's how much of our work is done. next

slide. as you can see, if you look at our website, uh, all of we direct all of our complaints to the inspector general's office. in our ordinance, it specifically states that our commission is to investigate through the office of inspector general. our staff does some initial investigation and analyzation of issues, but most of the real investigation is done by the inspector general's office because they have the team investigators to do so. next slide. commission has offered a variety of reports. uh just recently in february, our commission who has been doing a special investigation into deputy gangs, we released a report with 27 recommendations to the department to eradicate deputy gangs. we've also addressed issues of mental health evaluation to our mental evaluation teams. um and many of

our reports, uh, you can find on our website we many of these efforts have also been done in conjunction and with the help of the office of inspector general, including the monitoring of body worn cameras, the family assistance program and jail conditions. next slide. in addition to the recommendations that come directly from our commission, we have staff who are currently monitoring the issues that we bring to the commission and those in our communities include the issue of street takeovers, deputies and health facilities, bail reform efforts, among other things. next slide. our strategic priorities continue to adjust with the cause of the community. we, um usually have a strategic plan, but we do adjust and adapt

to the cause of the community and things that they would like to bring issue to, um, like the issue of deputies in school, which is a very complex issue that we are working on right now, um, we recently had the o i g to present one of their reports to the commission about the disproportionality. um that is happening in some of our school districts in regards to school resource deputies, so it's an issue that the commissioner studying right now we also look into systematic issues of the department related to hiring discipline and use of force reform. next slide. and we do this work through our the actions that are taken by the commission at our meetings, which are held monthly open to the public in 2022. we also had a series of seven special meetings to hear witness testimony about deputy gangs in the los angeles county sheriff's department. at every meeting. we

have, uh, representative from the o i. g s office, the office of inspector general, either mr huntsman himself or his chief deputy, darryl williams. um and they are usually able to speak to some of the complaints that the public has filed. next slide. we prioritize community engagement. it's one of the ways that we determine how we're going to do our work and we work to ensure that the communities informed about our work through informational tables at various events. we also host a variety of community meetings like town halls and educational conferences to bring light to issues that the community has shared concerns about. we also have our commissioners who, um, on an individual basis, they reach out and touch base where community members and various groups. we also use our social social media to provide announcement post our agendas, call for community feedback and

promote reports that the commission has written. next slide. our commission members and staff actively participate in nicole, um. and our team this year, uh, will be involved in four sessions. and this is another way that we you know? engage in what's happening in this community. um and we'll be presenting as i said this year at nicole for sessions for our office next slide. we also host and annual community policing conference and collaboration with the human relations commission and the department of public health office of violence prevention. we haven't had it for a couple of years due to covid, but we do hope to reinstate it this year, and that brings together um more law enforcement officials, activists , community members and local leaders where we discussed the

challenges and trends and future of community policing in the county. next slide. mhm and you can visit our website or visit us on our social media at l. a county coc or coc dot l. a county. and that's it for me, max. hello i'm max huntsman on the inspector general for los angeles county, and i'm not going to give an extensive presentation because i think daniel did a good job of presenting to you. how oversight works in los angeles county. i think not wildly. unlike your commission. the inspector general's office, though, is more of an investigative body. we do a variety of investigative type activities ranging from what i would call monitoring where we go into jails and simply observe the conditions there. speak to two prisoners in the jail, speak to staff. and as well as the supplementary staff

that you'll find in any jail, medical, mental health and other professionals. and so we so we to be aware there are issues arising and address them immediately. if we can we also do investigation based on information brought to our attention over the years we've done a lot of different kinds of work and in our jails are sheriff does more than just jails, but i know that's what's analogous to. what's your sheriff does here? we did a number of investigations relating to immigrant issues when that was a particularly um high profile issue because of conflict with the federal government currently in l. a. that's less of an issue because we are not interacting with ice . but when we were we had to follow the provisions of california law. focus of our of our office, of course, is compliance with law. we also serve as the preah auditor of prison rape elimination act. as i'm sure you're aware, uh state and local bodies need to come

into compliance with those provisions for custody operations. and so a multi year multi decade process and we do the auditing in order to assess the standard of the sheriff's department in los angeles were not in compliance yet think not too many places are but but we're working with the department in that process, and then we do more systemic related matters. as daniel mentioned, we've done statistical analyses relating to discrimination or dispirit impact on minority communities based on sheriff actions out in the street as well as in custody, so that's the different kinds of work we've done. my office has existed since 2013 ah, 2014 really, and we prior to that the los angeles had a different version of oversight us. as daniel said civilian number site if you want to refer to the equivalent of what you are is pretty new in los angeles, but we've had some method of having the board of supervisors keep an

eye on the conduct of the sheriff. as you know, that's required by the government code and in recent years the law behind inspectors general has become enhanced because of problems in los angeles as well. sacramento and other places there has been an expansion to inspector general powers providing for subpoena power. and just recently sp two regarding certification of peace officers has granted us additional authority. as well as daniel mitch, and there's a gang issue in los angeles and we've been given authority under that statute to investigate and are in the process of working on that. so the inspector general's office in los angeles serves many different functions. we have 30 some staff actively working we that includes lawyers , former peace officers, accountants. variety of different sorts of skill sets that allow us to analyze and collect information regarding shares activities. we report that out on our website or i g

dot l a county dot gov. if you want to look at it as reports we've done over the years current and past and, uh that sort of summarizes our operation . in a nutshell. i realized what you're working on here is a would be a different thing because you have a very different terrain and every law enforcement agency it needs a different i think needs a different kind of oversight, depending on the circumstances surrounding it, because what it's all really about is essentially civilian control of the armed forces. you need to have folks without badges and guns. keeping an eye on how people with badges and guns behave so that we remain a democratic country, because if you pass laws, but then you don't enforce them in a democratic ways, and you don't really have a democracy. i don't believe so what? the work that you're doing here and the work that danielle and the commission do down in los angeles, which we supplement through investigative services. i think it is very, very important and i'm happy to answer any questions anybody has about. our process that might help you with your process.

thank you very much. and i will that your los angeles the los angeles matter was one that supervisor walton look to and conferred with when he drafted the charter amendment that created the oversight board and our office of inspector general do members of the board have questions? yes um, first, i'd like to say thank you so much. executive director butler of api as well as inspector general huntsman, i recognize that you are probably incredibly busy and we appreciate the time and effort that you've come in preparing the presentation and being here with us today. um so we are in our process of hiring r i g. this is a creation of our new department. um what are some of the initial challenges now in reflection? 2020 hindsight that you think you would advise us to keep in mind of highlighting when hiring and inspector general as well as creating this department? how i guess i'll

address that first. we must daniel has something else to add. but obviously it's a lot of factors at play, and i think each place is unique when you reach out in trying to get any kind of person to serve in any capacity in government. uh, you need to find good people. so you gotta put enough money on the table. you got to make the job interesting so that people will want to come, which i think in this field means the person who comes has to feel like they have a chance to make a difference. it's not just intellectually stimulating, but also the most of the people in our fields want to improve law enforcement functions? and they will come if they think they have a chance to do that. we're not generally a group driven primarily by pay, although i think pay is important in order to get a long term, stable relationship, so i think those are both important independence is very important.

you need somebody with the right skill set for what? you what you want to do and what that skill set is. tends very much on what results you want. um as a case in point, i'm an odd example in los angeles because there was a prior process in place before me that didn't function the way the carry valley wanted. i was brought in partly because i was a corruption prosecutor and then our sheriff ended up putting me under criminal investigation, and that was an important characteristic of mine that i was able to stand up to that and continue on. despite the challenges we had that's unique to los angeles and our situation. i hope i hope it's not something you face here and you might seek a different skill set depending on what you're trying to accomplish, and i think it's important to have an independent person. a person with some kind of, um integrity and sort of little bit of ah um , willingness to do what they think is right, despite the consequences, but that can take different forms. and then finally, i think having a good

staff is very important. you need to look at what skill set the people you're going to have working around this person are what numbers they'll have, how much they'll be paid again because it translates to especially when you're not talking about the top person who might come just you know, because they want the challenge. would you work into public servants at a lower level? you kind of need to put a reasonable amount of pay on the table. otherwise, people will feel i'm loved, i guess is the best way to put it not again. not the public service are primarily about money, but but it's important. so i think if you combine those things together, that's the main focus of what you want to look for. lot of other issues. you're bound now by your charter provisions, but i think you need to consider what tools you give to the people involved and what results you want to get. and then finally, you all need to get to one sort of uniform place about

what you want to see if you don't agree, and you're fighting when you create the office. i guarantee you as time goes forward, you're going to fight over what happens with the office and that will be detrimental to getting a good result. thank you so much. other questions. yes, i have other questions. thank you so much for your time. we appreciate it. um i was just looking and this is not something that either of you had control over, but i was looking at the makeup of that commission, and it doesn't seem to reflect the diversity of los angeles on our particular board . we have myself and, um board member lubango representing the api communities, um so i'm just wondering, um, how you address the diversity issues and also in san francisco. we have, um, a language ordinance requiring interpreters and written materials. um for those who are not english proficient, and so i wanted to see. from the

inspector general side in terms of the investigators. um the language, um, capabilities as well as on the commission side. thank you. well, daniel, go ahead. i'll go for the commission. um, i agree with you, i think that that is an issue that we have been looking at in terms of the community appointees. we have nine commissioners five or board appointed so each, um, member gets an appointee. and then the community members. there is a process and a procedure and we have tried to refine that procedure so that we can do a better job of making sure we uh , select we present to the board. community members that are diverse, including those that are systems involved, or or family members of those who are systems involved. we have another commission, the prohibition oversight commission , and they have that in their

ordinance, and their commission is a little bit more reflective of the diversity in los angeles. so that is something that our commission is continuing to work on an address. and since daniel didn't cover all address the language issue yes, that's important. and in our public hearings, i know the commission. works hard to communicate with the different groups that interact in los angeles like san francisco, we have a wide variety of different languages spoken, so their staff work hard at that. my staff also we communicate with whoever comes to complain to us. and so we can use trans translators when necessary within the county of los angeles within government service. we when we hire we hire within our civil service process , so there's certainly um methods in place to try to ensure diversity. there are also, uh preferential treatment given for skill sets, including

extra pay for second languages and whatnot. but it's always a challenge both in terms of the language issue and then also in terms of the representation, as daniel said, for the commission's because the way ours were structured, the desire to have it be balanced in between what people might describe as throw police anti police, which i think is an incorrect way to look at it. but it's a way a lens that people always do. it was very important to establish different voices in terms of versatility, diversity separate from racial diversity or language. diversity has mentioned and i think that pushed a little bit initial creation as daniel alluded to some of the positions were appointed directly by individual supervisors, and so that caused a breakdown that was similar to the political landscape of los angeles at the time, but not as good for making sure that you have a complete good mix of diversity. and then a portion of that commission are appointed

through a process that i think is a little better at that. but it's already behind the eight ball because you've got five selected to a different process and then for selected through a more holistic process, so i think it's a bit of a challenge. and i hope that you all, um it when you get the opportunity with your commission to make any changes you might make in the future. consider that as as something you can possibly improved through the structures that you have in place of how you select commissioners. that's i think that's very important in terms of like i said with an inspector general's office aside from the selecting the person that somebody who you think represents the viewpoints and diversity of your city, if you can't find an appropriate person hard to do in one person, but but if you can do that, that's good. but then, of course within the staff as well, that's an important thing to keep an eye on. but but it's hard in as i think anybody who's worked in government services would see. and as i say, a lot of our reports deal with racial disparities and so we always find them cropping up even when

people are well meaning they don't always succeed. and then i had one other question on budgetary. um and i dare i say budgetary constraints now, i think statewide and as well as every 58 counties in california , we're facing a budget crisis, so i guess more well, maybe for the both of you, um in terms of just establishing an office from scratched. what are the priorities given, um, a tight budget. i don't know again. i'll jump in on this, and daniel can add in my created or office or at least i was present when it was created. i didn't get to just do it myself. and one thing i would recommend is whatever pile of money you've got. you're going to want to have lots of people in your office. so you're going to say oh, let's let's lower the pay and have more people and i strongly recommend against that. i think you're going to find over time that you need qualified skilled people, and that means paying more. so whatever pile of money. you

decide you're going to devote to this problem. i suggest that you try to make it a slightly smaller number of people who were paid more because you'll get a higher skill set there. exceptions to that. there's a process and inspection process where you can work with. a different skill set, but but for a lot of the analysis work that is really critical to this. and even when you're talking about just inspections you ultimately need to analyze and then present to the public or to a commission or board. uh findings and conclusions you really knew need skilled people for that, so of course, it's hard and budgets are tight. but if you want to actually have oversight rather than what has been euphemistically called oversight theater when we go through the motions, but we're not really making a difference. uh you get it costs money, which is, i think why it's such a challenge. so many places in los angeles is very fortunate in a way that were so large so we can have different parts of this puzzle operating in a way that's cost

effective. when you're smaller as san francisco is, i realize it's more of a challenge, and i don't really have a solution for making money grow on trees. unfortunately, thank you. i have a few questions. um ah, director , executive director daniel vap e. thank you so much for your time and including matt hunter hunts. max huntsman. director general. um, first off. i just wanted to say that i, uh, definitely admire the, uh, working effort that you're board has done so far since 2016. it's amazing the fact that you guys have your community outreach and your strategic priorities and ad hoc committees all pretty much lined up. um just living here in san francisco. i know i can easily find out what your team has worked on what policies have been passed and haven't passed so just kudos to your team. um

the few questions that i had was one. how did you solicit community outreach with the inspector general hiring process? and then second, um. and i realized that will need to hire an inspector general for this happened. but do you guys request does aboard request that's from the inspector general team. like what kind of complaints come into the, um to their team, and how do they kind of filter through that? and then the last one is more logistical . it's really just about the tech piece, but i'll save that one after the first to have been answered. i'm going to throw it to max. because next doesn't work under our office. i'm sorry , mr huntsman doesn't work under our office. uh they are a separate division under the executive office of the board. so mr huntsman does not report to me. okay we were so we're set up a little bit differently than your than you guys intend to be

set up. the inspector general is its own body are civilian oversight commission is its own body. um, we work very closely together, but we are separate. and so we didn't. we don't have any control over their hiring or the hiring of the inspector general would hire max again, but so i'll throw that question to him. and uh, they hired me when they created the office, and they haven't had a chance to hire money anybody else yet? so we'll find out how good they are getting community input when they get around to that, so it's a challenge and it's a it's a problem. it's certainly been a problem with selecting commissioners, danielle is now has replaced a executive director who moved out and is in that place and they're going through a process of deciding long term who they're going to have as the inspector excuse me, the executive director, and as far as i know, there hasn't been a lot of community input into that. i think a little bit. i think there's been some reaching

out and getting information. but the process isn't built to really allow that because i can't speak for san francisco but in los angeles we have a little as i mentioned. we have a lot of civil service rules, a lot of rules about the hiring process and because we are such a large bureaucracy with, um at will leaders on top of it, that a lot of the way we hire the leadership is set. by the way we hire our general, um, workforce and so it's not the wide open community involvement kind of process, which i think we often think could be better for certainly for a commission where you're trying to interact with the public. and as daniel mentioned, we have a strong desire for more justice involved, um commissioners. but but that didn't happen when the civilian oversight commission was created, and there's reasons why it would be a challenge as i'm sure you're aware and the work you do. we recently created a probation oversight commission . more recently, i should say not too recently and in that

one. we have more justice involved people, i think, because the board of supervisors became more comfortable with the things you're talking about the involvement of the public and in a selection process. the involvement of people who have had negative experiences with law enforcement in the process of overseeing law enforcement, so it's i think there's been a broadening of the sort of vision of how it can be done over time. but when i was hired there was no public input to speak up. there was a firm that did some search and couldn't find anybody and then the special counsel to the board. in some of the scandals. we had kind of reached out and found different people, and then the board did it themselves. and that tends to be how hiring is done in los angeles county for the top level positions, so i wish it was the way you say, but it is not that way and i don't think it will become that way anytime soon. i forgot the other question, though. oh yeah. the other question was. well maybe this is , um you guys just clarified this, but it seems like your

team works in parallel, but you guys don't report into each other. so as i understand it the strategic priorities. the board, um, creates those separately from your office. um. mr huntsman? yeah that that was the board, of course, runs the county and we both daniel and i both work in the executive office, which reports straight to the board. so the board is our boss in theory, but when your boss is five people and they have to meet publicly to vote, they don't give you a lot of specific direction, so my office operates very independently. we have a set of, uh goals and criteria that that we follow that was set by the board. and we do, uh, the bidding of the board when they when they tell us what they want, so they'll they'll issue emotions sometimes and say, do a report on this and we will and the commission as well. we'll say, hey, we want to investigate laws, enforcement gangs or whatever issue and ask us to do that, and we do it. on paper. they supervise us as to the work we do, but in function, we're

pretty independent and there it's more like there are customer than our boss, and it's kind of the same way with the board as well. although they are our boss. it's more of like a customer relationship where we seek to give them what they're looking for again because of the fact that there are brown act body with five members. who meet revoting. you want to keep them all happy rather than one individual board and so you try to provide all the information they want. so you ask about statistics and information? yes we do a quarterly report. and if you want to know about that you can look on our website and you'll see our quarterly reports and you'll see the kind of information that's in there. if you look back to close to 10 years ago when we started doing it not the same information, and that's in large part because of feedback. we've gotten from board offices about what they want to see your feedback from the commission about what they want to see or feedback from the public about questions they have will issue a report. a bunch of questions will come in, and so we'll supplement it with

additional information in the next report. nice thank you so much. so not exactly apples to apples, but maybe like apples to oranges. um, okay. last piece was more logistical. but the tech piece who the website and like the facebook pages and all of that. is that currently like one of your board members. are they in charge of that? or is that something that you guys hired like? did you guys hire a staff member to kind of um i don't know, like create those websites at the commission. we have, um eight staff members and one of our staff members is our community information officer and she handles our communications, which would be all of our social media promoting all of our. you know, meetings and community town halls, our entire staff, though we reach out to community members who know certain staff just might have a contact with certain community based organizations, so we send those

out. i also send out um if i to max's point earlier. if we communicate with the board, it's usually through one of their deputies. so i usually when we're promoting something, or we're gonna have a meeting, i send that out to one of their deputies and ask that they send it to their network. but in our office, we have one person who does that, um, because they do all of our communication, which means anything that we send out kind of runs by them. um there, you know, as active as they could be on our social media, i think, um, as you mentioned budget, i think is if the budget was expanded, we would probably that would be one of the things where we would seek additional personnel so that we were able to reach out to the community more. thank you. yeah no. um, thank you for that. um so first and foremost want to say thank you again director butler of ap and, um, i g huntsman for being here and taking time with us

today. this has been very thorough and i think very helpful for myself and our members as we continue to go through the process and one of the things that i was thinking about, and i g huntsman, you kind of brought it up. especially as we're talking about budget. we know that there's strategy and advocating that takes place for that. but being this body, there are some things that we can control. and so my question is just right around the process on how you guys came up with the ad hoc committees that you guys have. it's like as a commission are there ones that we should be thinking about as we're bringing on an i g. that could help strengthen the infrastructure. once the i g is here that we need to be looking at more so than others as we continue to prioritize some of the things that we're doing as a commission, so it was kind of the process for these committees that you guys have i think when , um our commission usually meets at the end of the year. we sort of review. the work that we've done and we look at what's what, you know what's happening. what's going to be ongoing

issues. we need to follow more closely. we usually look at some of the inspector general's reports to see if there are things in places we want to review and then we usually the ad hoc come up as our meetings. something comes up at our meeting. one of the commissioners decides they want to do emotion about it, or they want to look into it. then we form an ad hoc, obviously with less than a quorum, so for us that's usually for members or less. and then and then those bodies get to work and like for something like deputy gangs, it's been ongoing for a while because the deputy gangs have been ongoing for a while. other at hoxby form and then they may , um after we look into the issue, and they do a report about it, we do a report about it, or we do recommendations to the border. the department than that, uh, at high committee would disperse, but it's usually based on what's going on with the department or what we hear from the community as concerns so another ongoing one is use of

force because unfortunately, that remains a problem in the department. so um, that committee usually follow some some of the use of force incidents that we hear about the news. get more information either from the i g or the department directly, so that's how we form the adcox. and they change over time. yeah. okay. thank you. other questions from members of the board. so i just have one. i think final question. i know you talked a little bit about um the attributes we should be looking for, given the fact that our inspector general is going to be creating an agency that does not exist. there will be staffed. i think, with seven investigators to supervising investigators, analysts and at least one attorney and support staff. um other particular experiences or qualifications that you think we should be looking for. for someone who will be becoming our

first inspector general and creating this agency. i must. daniel may wanna she might be more objective about this, so you might want to ask her, but i'll say kind of the same answer i gave before it depends on what you want. um i have been at this job for 10 years and i have come to value management experience and knowledge much more than i did 10 years ago. so if you would ask me this question when i first began, i'd say now you what you need is somebody who has the skill set and the drive to do the work. and i think when , when i was hired, i didn't have any staff and your person might might or might not have staff up front and that's kind of important. we were much smaller organization than even even when i had a staff, so you need your your boss to be able to do the work as well as supervised now that my place is

bigger and i have a management team. i wish i was a better manager. i wish i had the skill set different than the skill set that was critical to get me through in the beginning. maybe i've learned as i've gone along, but it's you know, it's a hard thing to do. so i would say you've got to kind of balance those two interests. one is having a subject matter expert with a skill set that's going to allow them to do the work you want them to do. i can't speak to what happens in san francisco, but i can tell you in california in general and in l a. in particular we have horrible problems with overcrowding. problems with delivery of services to prisoners. horrible problems with the prison rape, eliminate nation act compliance. we've had nasty, uh, fights from our sheriff's department regarding us just doing our job and we're not the only county that's had that that takes a certain sort of person and skill set to address if you didn't have those challenges as much if it wasn't about the expertise, then you might want an experienced bureaucratic kind of leader who was comfortable with people

working together in organizing. my personal feeling. is that for the work the way you describe your office, you need somebody with a lot of subject matter expertise. but if you can get both the subject matter, expertise and a smooth talking person who knows how to get along with everybody and get their staff to work effectively and fill out performance evaluation sometime and do other things that bureaucrats have to do. then you're doing very well . and i think both those things are important. hmm but it's hard because they often conflict. and so you know, i don't have a magic bullet for how to make them both work. but danielle, who has a different sort of viewpoint on some of these things, because of her experiences might might be able to give you some better advice. no max. i actually agree with you. i was going to say, i think you need someone who can do both. because i don't think just subject matter expertise alone. um, is what you need for someone who needs to be in that

leadership position. i think i think subject matter. expertise is great. but i do think you need someone who can be a manager and not just, uh, not just, um someone who knows all about it, but unable to handle their team. so i would agree that you need someone who has both. okay, that's that's very helpful. so then, over the questions well, thank you again so much. we very much appreciate your time and your insight and your sharing your knowledge and perspective with us. and, uh, thank you. absolutely thank you for having us. thank you for the time and good luck. because good luck. i think we. i think we now have

a presentation by dhr. according to the agenda. did you? did you do public comment or is going to need to vote public comment about this? separately about the d h. r p s. i didn't mean to interrupt. sorry about that. yeah. i apologize, guys. no problem moving into the closed session without good afternoon board members, paul green from the department of human resources here of my colleague ben richie. ben will get into specifics regarding the status of the inspector general recruitment, but i just wanted to publicly acknowledge all the effort is put into secure the vendor contract to get the job announcement posted on the various organizations that this board members identified. there was a lot of administrative hurdles to accomplish that. so i just wanted to congratulate ben again that done but also at previous meetings, we had discussed individual outreach efforts. some of the board members may conduct regarding

identifying possible candidates. and so i just wanted to follow up, if you know, in order not to duplicate it efforts. if you have any documentation, or does any candidates you wanted us specifically to follow up with the help submit applications. you cannot give that information to your commission secretary and we're happy to add those two are files into any follow up that is necessary. and with that, i will turn it over to my colleague, mr ritchie. good afternoon board members. my name is benjamin ricci. i'm a senior human resources consultant with the department of human resources. for the inspector general recruitment. it is currently posted online on our website. we are accepting applicants. a current closing date is june 10th. as paul mentioned, we did complete the posting of the announcement on a variety of websites suggested to us by the board members. those announcements are posted. we are continuing to receive applicants. they are coming in on a regular basis, and as i

mentioned, the announcement will be closing on june 10th, at which point we will review the applicants that we've received and i believe our next steps after that, or to prepare lists of qualified and best qualified applicants for presentation to the board for review. approximately how many applicants are there? do we have a general estimate number? i think we're in double digits around 30 or so applicants. thank you. board members have questions. um i just wanted to say thank you so much for making everything seamless and very comprehensive and i know, especially with the vendor that required payments on some of the websites. that was a big challenge. um, since no one's done it before, so i really appreciate it. it was my understanding that it might be extended. possibly, um passed the 10th if necessary. is that correct? that's at the discretion of the board and then

in terms of ramping up for the second phase, um how do you anticipate that we do that, especially with the written questions? um, that would be around. so after we identify the candidates that meet the minimum qualifications, we can present those candidates information applications to the board, and from there, we can arrange questions that you may wish to submit to them in writing for them to respond in writing. um so i would encourage you to work on those developing those now ahead of time, so we were ready to go. we can send those out and we're happy to review those questions ahead of time and answer any questions you may have or provide feedback on that process. so yeah, but if we need to extend the announcement based on the number of qualified applicants that you know that would be pushed out a little bit further. but yeah. thank you. and then i just wanted to highlight two my colleagues here that we do have the timeline and task benchmarks that i had prepared and then from d h. r. um, they were find that the

timeline specifically for the i g hiring, so i just want to highlight that for everyone, so thank you so much for that. and thank you, commissioner for preparing that. so, um. the places where the job was originally posted. i think original list of the deadline is in may have has. oh didn't change to show that its applications are still being accepted. yes, the current posting that's live on our website does not have, uh, does not have we remove that may due date and so there is the due dates not posted on the website. currently i'm talking about some of the other websites, some of the other professional organizations. um i believe they're all updated. we did catch one and asked them to update that announcement. the other ones. i believe they were , uh, the updated announcement is posted. i know the announcement just went up a day or two ago on the nicole website , and that would have

erroneously says applications accepted until position is filled rather than giving a specific date, so i think it would be worthwhile to extend it so that and get that fixed. so it does list the specific date because i think that's where we're likely to get a large number of applications. from people in the oversight community. i think the only question i had was, if we think that there's a possibility that we might want and or need an extension from the dhr side, do we think that we would be able to clear those hurdles that maybe we're in the beginning that we're already kind of forecasting and thinking about if we potentially do need to push things out. yes i think it would go much faster this time. i'm just i'm specifically speaking like on the vendor side, right if we had to pay an additional month to get keep things. yeah, i mean, there will be, i assume will be additional fees if we have to post it

longer, but the vendors already been secured now and that was the major roadblock, so it should be a lot faster. and just to add when we moved to close session, you'll have a more specific update on the number of qualified applicants, and that will help lead the discussion if the extended or not. and so if we do want to extend the deadline do we need to take a vote on that. is that what you're saying? yeah ok, you're city attorney. have a question. maybe this is more so for julie for the timeline for july, noticing the additional 20 hours of training is that required or is that kind of optional depending on we originally when we were on board? i understood that we were gonna get 80 outers 80 hours of training, so we were only trained for 20 hours, and that was what was available in the budget. so um, i expect that we're going to have ongoing training. so that's just why i put it in there because we hadn't had training in a while.

it's been a year over a year. alright okay, that's not related to the shares. the timeline that i put was just overview of what we should be doing at as a board . i think for the entire year and to remind us that we have our quarterly reports. annual reports got it. got it. um, the shorter one was specifically to hiring the i g and refined by, um the human resources department. this is very helpful. thank you. yes i know you would ask for it from day one. so that's so hopefully from i think our february meeting. yeah thank you. the sheriff's department communicated anything to us about additional training. so i guess one other question and this is sort of cart before the horse in terms of staffing, say investigators. uh huh. is civil service. still about a year out. i know that the civil service commission has been trying to streamline the process, so it doesn't take a year to onboard somebody. no, i

mean it's always been less than a year just but yes, there's a lot of rules changes in progress right now, and we've already seen reductions in the amount of time to hire. those efforts are ongoing and continue, and we hope it will be far less than that. i think i don't want to predict how long it would take. but no, it will not take that long. if someone's already in civil service, obviously a shorter time, um, when they're playing alright, correct. they don't have to start transfer. there's various mechanisms. big and who would be, um, drafting the civil service job description for the investigator ? positions would the inspector general be playing a role in that with dhr primarily be doing that if it doesn't i believe their existing classifications already is that correct? time all the classifications exist, so we already have the class descriptions. um the inspector general could review them, and if there's changes that need to be made, they would work with our class, incompetent and

compensation and division at the hr to amend the classification specs, and then they could be posted in adopted and they would be used to for the job announcements. are you talking about the classification respects for classification. 81 24, investigator for d p a. yeah, plenty. uh so the 1 24 classifications existing. um, i believe that is the class that's in the budget for the department . so but as paul mentioned the inspector general feels that there need to be changes to the classification or if there needs to be a different classification. then that process we go through dhr and we would work with them too. help with those help those amendments. okay, thank you. um i have one last question. so maybe this is after we hire the inspector general, but, um, is there like a budget break out of the supporting staff. that included with miss that tomorrow, okay? you know? look for it. thank you.

so we're ready for public comment on this agenda item. discussion of the emails. did you want to? oh, email. any discussion on the two emails were received from um, mr huntsman and miss alice. okay? um, also, there was. did anyone want to discuss it? he broke community meetings in the upcoming june community meeting. you're just announced the date time and location of the june 8th meeting june the june meeting will be at glide memorial on june 8th from six pm

to eight pm thank you. and if there's no further discussion for members of the public who would like to make public comment for line item three. if you are present, please line up at the podium otherwise, for those watching remotely, please call the general number and use the access code appearing on your screen and follow the prompts to be added to the queue. the inspector general. is that a permanent position? civil service.

we have one caller calling in remotely. good afternoon collar. you have two minutes. my name is francisco decosta. and i'm very interested in this issue. i have given my comments before. and what i feel is that we need to do a deep investigation. into our jails. um. we have a very primitive jail system. we have to do like

dead investigation into ourselves. francisco police department. to the gap of their workforce. and what is happening over there? and i think we shouldn't be because we can listen to lots. angeles has a population of 4 million. we have a population of 820,000. and if we go the route of putting too much emphasis. an area that has a very large population. and it's very close. to mexico with all those things happening march as we have on at the small scale. we will marry the waters.

and i think that those are few. well. send it on this board. have to focus on empirical data. and expertise, real expertise. but that work with the inspector general. i have lost enforcement experience. and i know what i've document about. thank you very much. thank you, caller. the next item on the agenda. calling line item for public comment on closed session public common and all matters pertaining to line item six. closed session, including comment. public comment online item five vote on whether they

hold items six in closed session for members of the public who would like to make public comment for lying on them before you are present. please line up at the podium. otherwise please call the general number and use the access code appearing on your screen and follow the prompts to be added to the queue. there appears to be no public comment. calling line item five vote in closed session action item. vote on whether to hold items six and closed session, including vote on whether to assert i'm sorry. vote on whether to hold items six and closed session. do we pay public comment first? um i think you already did prior item. is there a motion to hold

the closed session? because i just had a point of order, usually on closed session. there's some at least line item, whether it's a personnel issue or something else. and so there's nothing to really guide the public to comment on. so what's required is that you list the position and what, basically a description of it. it probably would have been better to have it, say personnel. matter, but that's what the item is. yeah okay. well, i feel like we should state it because if it's unclear would be unclear to the public to make any kind of comment. so vote on closed session. the closed session items will be for personnel matters. is there a motion to have the closed session. i'll move that

we go to close session, okay? second second thank you. we'll take the vote on the motion. remember awful how i'm angle. i . i feel remain grows. i remember brooke ter member proctor is i vice president carry on. carry on his eye member su i two as i president, rector. but there is i. motion very close session passes. we do ask that the members of the public car in the audience. please step outside the chambers. we both to discuss discussion on closed action closed session.

action item both to elect whether to disclose any or all discussion and items. six held in closed session. francisco administrative code 67 12, a is there emotion? i move not to disclosed things discussed during closed session. a second that hmm. 00? yes. second, i second that. members of the public would like to make public comments a line item seven. if you're president, please line up but podium otherwise please call the general number and used the access code appearing on your screen and follow the prompts be added to the queue. there appears to be no collars.

take the vote for a line item seven. remember alfa ha mango. do not disclose. i. africa. um anger is i remember bruckner. there is i, vice president. carry on. carry on is i member sue. so as i president, director i. the motion passes. that closed session will not be disclosed to the public. and next dynamite on the agenda, please line item eight coordinator early report to the sheriff and the board of supervisors, discussion and possible actual item. discuss s d o b evaluations and outreach during the first quarter of 2023. do we have any discussion or motions? i just want to

express to the public. i regret for having to cancel some of the public meetings. um and just remind them that we always welcome comments through our emails or through our calls at our regular meetings. hmm. and to emphasize again, um are june 8th meeting with glide memorial. what's the action item on this? this is the core to report to the sheriff. the board of supervisors stand out in your packet. hmm. is there any of this further

discussion or emotions? 10. what is the motion? it hasn't been that you mentioned any further discussion or motion. so was it the past quarterly report that was made or a future one. it's the january 1 2023 through march 31 2023 quarterly report. be sent to the board. to be sent to the board. did we get another copy of it or was was that from what we had in the past? should be in the packet. that's the last pitch. sorry. sorry i was looking. i had looked at one in the past. there you go. it's in. it's in the back.

oh, here. thank you. i don't. i don't know if we needed to mention anything about the budget, that's all. it was the emotion on this agenda item. i just feel like we need to just um, include include your your budget. that presentation. i think our budget presentation

was in the it wasn't in the first three quarters. what's on it, or you made the presentation just a couple of weeks ago, right? i guess you're right. i guess you're right. you're preparing it. although, although i was going to say, um. i still think you know stuff with nicole armstrong helped us with and preparing for the budget. i think that was essential. just that we can we thoroughly considered budget items in and setting up a fresh office. and high and highlighted budget because in your presentation, we highlighted budget items that hadn't been previously anticipated. i think that's really important to highlight. i'll make a motion that we approve the quarterly report. second we asked. i think i want

to include that budget park. yeah i mean, i'm happy to do it. i mean, if we send them out quarterly, it could also be, but it was important to have it in the past quarter because that's how it got to be moved forward in his presentation was given it was it was given in. i want to say, october november the first is the january 1st. it was october number would not support us and the charter states that the of the quarter reports. um regarding sd obi evaluations and outreach and, oh, i g reports submitted to the s d o b. so those are the only things that it's asking for in the quarterly report. i think the two evaluations that fall under your guy's powers and duties, are it uh huh. 4.137 b two and three um

, evaluate the work of the org which the person's or that entity is not set up yet and then compile, evaluate and recommend law enforcement, custodial and best and patrol best practices. i think those are the only evaluations that are fall under your duties. yeah. so. i'm just pointing that out now. i'm okay. okay? we'll take the vote on the motion to approve the public comment. 1st 2nd. yeah, i second it okay? public public comment for members of the public who would like to make public comment for line item eight of your present, please line up at the podium. otherwise please call the general number and use the access code appearing on your screen and follow the prompts to be added to the queue. there appears to be no public comment.

so we'll take them vote for mine item eight to accept the quarterly report. remember, i feel hot mango. bye. i feel like i'm angle is i remember bruckner director is i vice president carry on. carry on his eye member su i su as i president, rector. what there is i mentioned passes. calling line item. nine future agenda items. discussion item. so i would like to, uh, for the future. the next, um presentation from the sheriff's that we had moved from today to give us the kind of discussion that we had for the inventory that we had requested to the next meeting. in addition , it is common practice for commissions to take a summer like a month off during the summer. um and i think that given our efforts to hold

community meetings and having some scheduling conflicts that then resulted in that a counseling. i think that we should discuss. um whether this board wants to take one month off, and if so, which month? would that be given the work that we're doing? i have a preference for, um august. just because of the first, you know, traditionally, august august, okay, well, i mean, just because my kid is in summer break something that we put on the future for next agenda exactly exactly for the next agenda. um but that's something just to highlight for y'all to discuss. because if we wanted to do it earlier than we'd have to vote now for july, i think, and i think it's yes, it's important. and then, um want to bring another, it might happen. it happens generally in august, but there's also nationally night out, so there's some community things that i think that we should be, um engaged in at

least so i'm looking to you for member off. oh mongo, um so that we could go go out and do those things and so we can put in a request with the sheriff's office to also highlight some of the community events that we can go out to. and i think, um, city attorney if it's purely social, and we don't discuss any business. we doesn't matter if there's a quorum out there doing the social thing correct. um i think that's right. i have the good government guide here, and i'm tired, but yeah, that's right. i will look at it while you were continuing to discuss and if i'm wrong, i will correct myself. yeah friendly reminder to everyone that pride it is june it is pride months. yes so hopefully we'll we'll all be out there in community celebrating and when is national night out? um it usually happens in august, but then there's also specific ones in san francisco in different districts, and i know the big chinatown. one happens in, um, september. also, um, i

think something to think about um. well actually, we might even invite them to the glide meeting. so dan maybe we contact um, director cheryl evans davis , but with the human rights commission during that, um during the presentation that we had, i was reminded that maybe we should include the human rights commission and possibly the youth commission to give us some input. on an inspector general and then conditions with, um incarceration. um and then i think also. down the road coordinating or or getting reports from probation and parole. so just to interject about the social gathering, so um in attendance of the majority of the members of a policy body to social ceremonial recreational gathering is not a

meeting. if it's not sponsored for you guys and you refrain from discussing the business of the body at that, at the gathering things like meetings of other policy bodies, that's a little bit more complicated, and but that's talked about in the good government guide. if you guys ever have questions about that, obviously, you can ask me but it's like around page 1 35 in the good government guy. thank you. thank you. that's it for me. do we need to discuss? i know it was a line item about the mandatory training that the 20 hour training. we just need to finish it before july. or is there? no, we didn't. i just happened to put it in there because we hadn't had, but it's not a mandatory fixed deadline. that's that's another budgetary issue, but i think it would be good if we got some more ongoing training. but that's also why i even put just hearing from, uh from probation and parole. um just how things dovetail in terms of services. um, i think

that's a that's something that we need to be better informed about. yeah. i don't think you have to repeat the training. is that what you're? i'm just looking at the 80 hours and we only got 20 hours so basically, we want more training, okay, that's different. and it was, i think, yeah, i think the outline was already may remember that. i just wanted to make sure you because it says you're supposed to do. i'm looking at the charter to be trained within the first night within 90 days of your first term, which i read that i think there's a fair read that you don't have to repeat it for your second term. third term ongoing understand. now you're asking about something different or you're talking about something different. i think we're talking about supplemental training. that's not even supplement. we didn't finish our initial 80 hours. that was anticipated that we would have and the whole outline. yeah. i think if we're going to hear from probation, we might also want to hear from the public defender's office to hear their perspective. on things. well,

yeah, i mean, i just said probation and parole because that's that's sort of dovetails into the sheriff's work, so yeah, yeah. maybe we could have all three of them presented one meeting to give the varying perspectives. is that considered training if they come and do their presentation, or is that? no right then? that's yeah. um. all the other boards and commissions do receive ongoing training after meetings. so that the charter says that sheriff and the sheriff's designee shall prescribe the content of intel administer the training, so that doesn't mean you can have other training. but right, right? yeah. thank you for looking that up. any other, um, future agenda items that people would like to see. i think i think down the

road really, to have community meetings that that we didn't have for the particular districts, but also coordinating better with, um the supervisor's office is to have them engaged. and then emphasized to them that it's their constituents. we want to reach. and then dan, if you want to do the chinatown ones and have language interpreters, i can help you with that. next item on the agenda. ok so for members of comment on that, yes, that's general public comments are members of the public who would like to make public comment for line item nine. if you are present, please line up the podium. otherwise please call the general number and use the access code appearing on your screen and follow the prompts to be added to the queue. we have one

public. come in on online. good afternoon collar. you have two minutes. but i would like to bring to your attention is that we need to have. hearing with you commissioners. on how we proposed. two. address the situation. the 88. it looked as if you haven't been to 8 50 bryant. it's despicable. so with all the talk about inspector general and you know the details about meetings and whatever. there are thousands of people

over the years. that have been suffering because of the. the dirty situation switch flowing all over the place. and you're a nonchalant about this situation. so i think we need to have a hearing so that you can hear from the people. at city hall. rather than a seven o'clock and eight oclock in the night in the tender line, and that baby opera house nobody's going to go there. people are not stupid. nobody guarantees that security. we're going to have this hearing at city hall. that's what you all the commissioners so that. find out exactly what you have in mind to have this inspector general if you're really care about rehabilitation. you've got clowns before. care about the

president. we had to fight so that um, they could get rid of the belt situation. and jeff adachi was dead. and talking about the shine apartment. i need order to really get them on board. and make them have some empathy. you guys have to do something. you know? thank you. caller. your time is up. calling late item 10 and general public comment at this time. the public is welcome to address the board for up to two minutes on items that did not appear on tonight's agenda but are within the subject matter jurisdiction of the sheriff's department oversight board. during public comment. neither shared personnel nor any board members are required to respond to

questions by the public, but may provide a brief response as a reminder general public comment is for items that did not appear on tonight's agenda. for those who are president. please line up at the podium for those who are not present. please call the general number and use the access code appearing on your screen and follow the prompts be added to the queue. there's no public comment. calling line item 11 adjournment action item all those in favor, alright maids. meeting is adjourned at 4 16. pm thank you. thank you, everyone. month.

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okay. everyone. sorry for the interruption. we are back and has graciously agreed to help us by clerking this meeting. so, we were at the point of asking madam clerk if you had announcements >> board and committees are convening hybrid meeting for in person and public comment and remote access. public comment taken on each item on the agenda of those in person will speak first and then those joining on the phone line. when your item come up dial star 3 to be added. if you are joini