we staffed it and this staffing we believe, in order to sustain it, and increase it to a level that really needs to be. we're asking for ten additional ftes to sustain this unit. we've seen some tremendous results with this unit in terms of identifying serial burglars. we got example after example including just late as this week, arrest where we have identified and arrested individuals that have gone across the city and the region committing burglaries. this increased investigations on various levels leads to a better response and a really more cohesive ability to address some of our property crime. we understand a the pattern across the different regions are very difficult to string together unless you have a centralized unit. this is the reason that we believe it's value added for our department and city and in order to esustain that, that's part of our staffing request. the next one on your sheet is the serial crimes unit. as it relates to violent crime. we're talking about robbery. we have identified since we started this unit, we have identified robberies and suspects that have not o

in terms of the police staffing. we believe it's essential to continue our staffing and add the additional 250 officers to our current staffing and that's the position that we'd like to discuss today. >> supervisor fewer: chief, do you have hard copies of the communication you sent? >> hang on, supervisor. i believe we do. proposed copies are being distributed. so we did not have all the attachments that i sent you, but you have the slides. >> supervisor cohen: okay, chief, i think we're ready to go. we're on the same page now. >> okay. >> supervisor cohen: could you walk us through this again. >> yeah, sure. >> supervisor cohen: now that we have it in front of us. >> so let me begin kind of the overview of the ask, and then the slide on the overhead, and then i'm going to go onto the slide that you have in front of you. the slide that you have on the overhead is a breakdown of -- do you all still have the slide that we gave you on friday with the breakdown of our position request? >> supervisor cohen: i have mine. y

you know, looking at staffing. and really getting a firm idea what that number is that -- that that analysis will take place over the next year. these are all things that can deal with the number of officers we need, the other 150 we need in the out years or the 100 that i don't think anybody would disagree that we need now. i have not heard anybody say we have an adequate amount of police officers on the streets and the decisions that we take today will influence this year and next year. we have 150 -- and the economy may look dramatically different two-years from now. so, the way in which we analyze that second set of -- that traunch of officers in that later two years of however budget, we can bring additional information to bear on that. we'll know the outcomes from adding 100 officers. to be clear, we're at 1971 now, a number we've only been at once since the voters told us that's what they required and what they expected of us. and it is clear that the city maz changed. so i still firmly hope that we can cont

but it takes staffing. we cannot do this kind of innovative policing where we are trying to humanely respond to people who are in dire straits out on the streets unless we have people that are adequately staffed and trained. and i was to commend the department for this innovatition and leadership in doing this. i think it's outstanding. i also want to go to the data driven piece. when we -- when we start talking about arrests just being a metric, on one hand, i will sit on conversations where we don't want to build a new jail, which i am supportive of, and we don't want to put people in jail if we don't have to, and we're sitting, talking about arrests, i want to echo what the chief said. we don't want to be reacting to crime, we want to be preventing it, and i have seen, twin peaks, you know, that example was huge. i see it in delores park, where we have officers assigned. it's not just deterring crime, it's changing the entire feel of the park. when we had our incident a year ago in august, that was a pla

what the staffing should be. it's just because you yourselves as an organization have not given us a workload analysis that has been requested of this board. i think this is why the budget legislative analyst is concerned because we don't have that workload analysis that we would need in order to do this decision, making in a very i think real way. and so as we get to talking about your budget, i would actually say for this first year that considering that we can civilianize, look to civilianize even the 68 that you said to look at, i would wish you to cut to 100 positions of e 202 that the b.l.a. says that could possibly -- i mean are worth an investigation of being civilianized and actually ask you to do that analysis of whether or not you have at least half those position that are in uniform positions now. these are people who have been trained. they have gone to our academy. they're able to go out and do police work on our streets, to do the foot patrols and to do these other units that are so important to ou

and staffing, so that they can bring on the staffing -- >> supervisor cohen: so is that a temporary work order? >> it is not. initially, when we did it, we brought it in -- like i said, there were a dozen internal and external complaints. we contracted with d.h.r. to bring someone in that w meet with regularly. i would say we're close to being there. i've eliminated all of the complaints, but we still have staffing needs from all of the growth that we're doing. there's a lot that goes into making the offers, getting through backgrounds, getting people up to speed. we still need an h.r. person, and that contract -- that's our next largest expense beyond the real estate one, and i hope you'll let me explain because there's some real estate issues that we need to talk about. >> supervisor cohen: yes. >> so we have been in the same building, in the same location since 2007. when i got there, we were down to 19 employees. i have been filling and bringing in f.t.e.'s, bringing them up to speed to accomplish our mission, but we are bursting at the seams, we have some very significant real estat

i can get you the specific staffing as it exists now. however, under a new mayoral administration, it will be up to that mayor to decide how they allocate their staff iing including how they'll be staffed going forward. >>> you don't know how many staff are in the mayor's department right now? >>> in the mayor's administrative budget, for all of the mayor's admin it is roughly 42 fte. this is a subset of that. i don't know offhand, i apologize, how many staff we have working in mons at this moment. >>> can you send a text to someone and ask them? >>> i can get that. >>> we can continue and come back to it. i do have other questions, too. >>> i can tell you what the current staffing is. i can get that to you in the next ten minutes. >>> i want to know what the current staffing is and i want to know what the strategy will be or has been. >>> yeah, because my next question is what are they responsible for? >>> mons is constituent services. that's one portion of their work, being the front door for residents. similar to your offices who have

that's below our 1971 minimum staffing number.ave a recruit class to -- that started this week. we have 50 recruits in that class. we have 37 officers and ftos. we'll continue to try to build on those numbers. as far as overtime, we're winding up the year. we are still very much within our overtime bunch. i'm happy to report that. we had ten days to go. we'll encourage overtime expenses for our pride department. i know that was of interest to all the commissions in particular to dejesus. we are below. our folks have done good job managing overtime. that concludes this portion. >> any questions for the chief? please call next line item. >> line 1b, dpa director's report. report on recent dpa activities and announcements. >> good evening director henderson. >> thank you. we are at -- i like to start off with the stats. we're at 279 cases open this year. just by contacts, we have surpassed the number of open cases from last year already at this time. which was 267. we have closed 220 cases. there's still in my open cases are 290 as o

the first one recruitment, staffing and training. the department is funded to continue the mayor's public safety hiring plan through fiscal year 2020. we currently have a class of 50 that are in the fire academy in their 12th week, it's a 20-week academy. the hiring plan is helped bring up staffing levels basically to match the retirement we have and we're appreciative of that. the budget calls for additional firedees ove the next two years to filet number of retirements that we're seeing coming on board this fiscal year or the next fiscal year. they will be back filling those numbers that are retiring. in addition the department is budgeted for e.m.t. and paramedic to maintain our ambulance staffing levels which i must say are much improved from previous years because of this investment in our hiring. the response times that we see and i can answer any questions about that, are the best that i've seen since i've been chief and that is nearly 15 years. we're really proud and thankful for the investment in staffing as well as equipmen

secondly, on staffing. we urge you to restore the staffing dollars requested by the defunct -- department. the police officer level was said by the organs when dianne feinstein was mayor. was implemented into the charger in 1994 as a minimum. not a maximum. we have only match that number once or twice. san francisco has almost 200,000 more people then we did in 1984. at 150,000 more people working here at a greater geographic area for the police department to servant with the transfer of federal property in the city. 2200 police officers is what this department needs and we urge you to fund its. thank you. >> supervisor cohen: thank you very much. we need to have order here k.? -- o. k.? >> good morning supervisors. i am with senior and disability action on the budget justice coalition. i want to urge you to accept the cuts to the police department recognizing that still increases the police budget by $44 million. we know that a huge percentage of police calls are about homelessness. lets house people and m

i do think the funding and staffing piece is very key. we want to distribute our part in a comprehensive response to sexual assault and thank you all for your leadership. >> supervisor safai: thank you. supervisor ronen do you have any questions? >> no. thank you so much thank you for your comments and working with us to create this legislation. >> supervisor yee: i really want to thing supervisor ronen for bringing this legislation forward and i'm really good i am a co-sponsor of this, and so i also want to thank the public for coming out and telling your stories and i once we have sharp up and running that we don't have to hear anymore of these stories. sharp is what we need to change the culture of our responders to take these issues seriously, and i will keep it real short. i think supervisor ronen really articulated the need for this and the passion that she has shown for this, particularly this legislation. i can't do much more than that, but basically what i feel is that sharp needs to be done now and it needed to be done decades a

cal- fire says it is fully staffed ...t heat wave of the summer might bring. there is no telling where and when the dozers, aircraft and handcrews will be needed but when the time comes, "we'll be ready," says calfire assistant chief mike marcucci.assistant chief mike marcucci/calfire "....effective yesterday calfire is at peak staffing statewide, all of our aircraft is ready to fly, the air bases are staffed, our helicopters are ready to go and all 343 engines are staffed up and in place..."this is what firefighters are up against. dry grass and other fuel for wildland fires is everywhere amid what is shaping up to be the first real heat wave of the summer with temperatures likely to break 100 in parts of the bay area.assit chief mike marcucci/calfire '...we follow the weather just like you do in the weather center and what when we see those triple digits we see the activity start to pick up and we make plans to move our resources around where ever it's appropriate..."this map shows there are already at least 11 different

our city departments, our controllers office for tirelessly working to find the right amount of staffing that we need right here in our police department. you know, since taking public office i repeatedly stressed that i believe we have some of the best men and women in our police department here inside of san francisco. proud of all of you do who are here today in front of us. i am not afraid as the mayor of the city and county of san francisco to say how proud i am of the men and women of our police department. every day they are putting their lives on the line for us as san francisco residents, they deserve our respect and our gratitude. when we are so fortunate to have such dedicated men a women on p de wme sim don't henf them today. san francisco is an ever changing city with ever changing neighborhoods. we can bund by antequated staffing levels that do not reflect today's reality in our streets and in our neighborhoods. that is why today i am very proud to announce that my budget plan tsear will include the addition of 250 new officers being deployed on the streets of san francisco

way towards what the 0 based staffing numbers would indicate. so 0 based staffing would show a number of 278, we are getting to 229 with this budget. and with that, i would be glad to answer any questions. >> supervisor cohen: thank you very much for the presentation. colleagues, as reminder, the airport is one of those unique departments. the budget is entirely based off its revenue and thank you. because you also give a portion of its revenue to the general fund. i believe 12.7% of the budget is increased in year 1 and 10% increase in year two. does that sound right? >> yes. >> supervisor cohen: and then we have a -- increasing the number of full-time employees by 12.75, which will bring you, correct me if i'm wrong, bring you up to almost0 employees. 1585.95. i don't know how you account the.95, but that's good. so, are last week we asked questions about why there were so many police officers designated or allocated, and i just want to also acknowledge that you have answered the questionsnd in the answer to the question is, is that the airpor

. >> on the police department staffing. you'll see on the first page a lot of the analysis was based, the 0 based analysis based on a number of factors and see the factors relate to the significant growth we have seen since 1997 to 2017, and probably most meaningful is the column on the right that talks about the percent change in the factors, and it's a function of the growth we have experienced and some of the impacts that it's had. you can also see it, our request as a function of the new facilities that we have opened since this time, and those are also listed on the page. many of the projects related to the airport capital improvement program of the late 1990s and early 2000, and the projects underway related to the $7.2 billion capital program. on page 2 of the analysis, some metrics we looked at. the first being the increase in passenger and plane, and the growth, the line is the budgeted officers that we have experienced since 1997 to current. and then the bars are the passenger growth we have experienced. so you ca

or staffed by teachers on emergency credential. and so we're exceptionally grateful for the curriculum and instruction department this year and their phonological processing program that supported ten schools in reading interventions? and dr. stevens has been supportive of us, very patient with our questions/pestering and was kind enough to meet with us and explain how the program will move forward in the 2018-19 year? we're excited that the program will be rolled out beyond the ten pilot schools but one of the things that we wanted to point out is rolling this out, this is a -- this is a pilot program that will provide reading interventions to all students, whether or not they've been identified for special education but make sure that all of our readers are -- are getting intervention services to come to grade level, which there's no more critical thing that we can do for our students to prepare them for success in the 21st century than to teach them to read. and if you look at studies of prison literacy rates, for example, there

the american staffing association has been the voice of the u.s. staffing industry for more than 50 years promoting the interest of the industry and others through legal advocacy, public relations, education and that establishment of conduct. we strongly support policies and is working with the department of labor and others on the development of a new and expanded apprenticeship program. the staffing industry has more than 3 million employees per day more than 15 million each year. they recruit and hire their own employees to assist in special work in things like seasonal workflows. employees work in virtually every skill level and job category including industrial labor, it, legal and accounting most everyone is aware of the latest reports highlighting the current situation in the workforce. there are more jobs than people. we see that firsthand weren't a lot of small towns in tennessee, mississippi, kentucky. we are also larger cities. we are taking measures to upscaled the current place. were providing training to allow some to be moved to a hi

the american staffing association is a national trade association that has been the voice of the u.s. staffing industry for more than 50 years promoting the interest of the industry, flexible employment opportunities through legal and legislative advocacy, public relations, education and the establishment of high standards of ethical conduct. the asa strongly supports policies that help america's workers and is working closely with the department of labor and other federal agencies on the development of a new and expanded apprenticeship program. the staffing industry employees more than 3 million employees per day and more than 15 million each year. staffing firms recruit and hire their own employees and assign them to businesses to assist in special work situations, such as employee school shortages and seasonal work loads or to perform special assignments or projects. employees work in every skill level and job category including industrial labor, office support, engineering nearing, i.t. and accounting. most everyone is aware of the latest reports highlighting the current situation

the worker who shot this footage and provided it to us is critical of the amount of staffing at this facility saying that since the number of kids held in this facility has spiked, especially since the number of little kids in this facility has spiked since the trump administration started taking kids away from their parents, she says that the case management and medical staffing and the number of teachers and trainers at that facility has not kept up with the increasingly crowded conditions and the increasingly needy and increasingly younger population that they are now handling. that little girl you just saw who says her name is jessica, we don't know the circumstances under which she and her mother were separated. obviously, you can tell that she's upset. we obviously have blurred her face. so we've not included her last name here as a way to try and protect her anonymity. i just want to say here one other thing about this footage before we get to some reaction to what we've seen here and before we speak to the attorney who is now for free representing this worker who took this fo

so staffing changes, we have a total of 3.5 new fte, but that's completely offset with atrition. we have 12 now project funded positions, and 31 new substitutions and reassignments. those substitutions and reassignments were all director desire to organize the operation in a way to achieve our maximum results, and that's really the aalignment of the planning and environment staff that you just described and real estate and environment als haven't gwn our staff very much but we've grown our capital spending, so we're growing a new pmo office. we have 12 off budget positions in total better detailed on this slide. i've been talking of how well we're doing on spending on capital, but this chart is a revealing diagram as it shows we really have a long way to go to meet the port's needs. our enterprise simply does not produce enough reveno come up withur capital backlog and maintenance requirements, so i'm showing you where we are at 18-19, and the gap between where we need to be annually to not be adding to our backlog. i'd like to speak a bit about the project management office beca

slide four, staffing and work distribution, we're staffed by 54 f.t.e.s, 51 of which are funded by the general fund. 24 with six divisions in the operations division is 24 employees that really manage the enrollment and the eligibility activities for nine team benefit plans. and handling the 51,000 interactions annually. including phone calls and visits. we have recently remodeled our lobby to accommodate the large number of people who still arrive in person to get counselling. nine financial -- finance f.t.e.s process those claims that i referenced earlier and administer the dget. eight well-become f.t.e.s, including one funded through the trust, work with now 66 departments that are actively engaged in the well-being programs which is terrific. they provide trainings and materials and guidance -- we now have 202 volunteer well-being champions spread throughout the city. they coordinated 320 work site activities in 2017, which is an uptick of 64% from the prior year. and they also are actively working with retirees where we're serving their needs and we also continue to employ three e

to go and all 343 engines are staffed up and in place..."this is what firefighters are up against. dry grass and other fuel for wildland fires is everywhere amid what is shaping up to be the first real heat wave of the summer with temperatures likely to break 100 in parts of the bay area.assit chief mike marcucci/calfire '...we follow the weather just like you do in the weather center and what when we see those triple digits we see the activity start to pick up and we make plans to move our resources around where ever it's appropriate..."this map shows there are already at least 11 different fires working around the state, although most are in the mop up stage, including this one near santa clarita in southern california. calfire says last fall's wine country fires are a reminder that firefighters arent the only ones who should be ready to take action.asst. chief marcucci "....what we want people to know is that nobody is immune to fire, the fires in santa rosa burned way into town so were asking folks to make sure there gutters are clear an

are you fully staffed? >> reporter: yes. we're okay. we're into our peak staffing yet.that probably this month here in june. we have stations across the state fully staffed. we brought on a number of our fire engines, dozers, helicopters, air tankers. we are going to start seeing a lot more of that come on in the next couple of weeks so we are definitely prepared as well as we need the people of california to be. >> be prepared. that's some good words for all of us out there. amy head with cal fire, thank you for joining us. >> thanks for having me. >> you bet. >>> let's check back in with our chief meteorologist bill martin. what's on tap for the weekend? >> nothing but good! >> nothing but good? >> nothing but good! it's saturday and sunday. i was talking earlier about the short week. >> yeah. >> i'm loving it! i didn't have monday off even but the whole vibe is short week even though -- we worked monday but it was still -- >> if i was king, i would give all of us wednesday off. then every day it would be either thursday or friday. >> that's a good idea. >> wow. hm. t

to get better with the increased level of staffing. >> supervisor cohen: thank you very much. i'm curious to know, since you've had a little bit of time to dissect the budget, were you able to find any other savings or dollars anywhere else? >> we believe there could be opportunities. they were not things that we recommended in our budget befo before. because there was some uncertainty in terms of whether those monies and how soon they could be available. some of it as a policy decision. these are not areas where the police department would agree with us on the recommendations. one of them would be the opportunity to delay the purchase of new police vehicles. that would be a one-time funding savings. it would be 4.5 million. again we know that there would be disagreement on the part of the police department on whether the purchase of those vehicles could be delayed. our understanding it is every yr there's about 4 million put in the police department's budget to continue the replacement plan of police vehicles. are there lesser amounts create yes there are -- there is $500,000

we cannot be bound by antequated staffing levels that do not reflect today's reality in our streets andn our neighborhoods. that is why today i am very proud to announce that my budget plan this year will include the addition of 250 new officers being deployed on the streets of san francisco. -- san francisco from our business department. in the fiscal year alone we will graduate 80 officers in the current academy classes, add 50 new academy recruits. we will also increase opportunity for promotions and shift highly trained civilians into positions that are currently being staffed by sworn members to allow them to be out patrolling the neighborhoods of our city. these new officers will act as a catalyst and be the building blocks of our 250 officer plan. when these officers join the department they will be working on existing initiatives that have been undertaken to strengthen our police department. i have been proud to partner with police chief scott on innovative new public safety measures which include increasing our city wide foot patrols, adding investigative teams at district stat

the number one recommendation is additional dedicated staffing to the issue. and i just want to say that this staff person is bring iing organizations together with a laser like focus on domestic violence and were able to eliminate domestic violence homicide for a period of four years. we would like to do the same in this instance with sexual assault and eliminate particularly drug facilitated rape and other forms of sexual assault. we have a track record of working with gender fluid to male to prioritize safety and worked closely so that the police and district attorney do not arrest them but address the rape itself. this will create m.o.u.s for better interaction and identify and implement promising practices and prevention campaigns and a citywide website with information and resources. and finally implement the recommendations. and one last data point. in the first three monthsover this year, they spent $323,000 to how many people are in the department? >> six. and almost $7 million of which goes out to community-waysed organizations and the three domestic

the american staffing association is a national trade association that has been the voice of the u.s. staffing industry for more than 50 years promoting the industry with flexible employment opportunities through legal and legislative advocacy, public relations, education, and the establishment of high standards of ethical conduct. they strongly support policy to help america's workers working closely with the department of labor and other federal agencies for the development of a new and expanded apprenticeship program. the industry employees with 3 million employees per day, more than 15 million per year. they recruit and hire their employees to assist in special work situations, skill shortages, and seasonal workloads. or to perform special assignments to projects. they work in virtually every skill level and job category including industrial labor. most everyone is aware of the latest report highlighting the current situation in the workforce, there are more jobs than people. we have seen this firsthand in hamilton riker and in almost all of our markets. with the economy at full e

we want to make sure that there's weekly staffing calls with h.r. for the school that's have been identified, and there will be around making sure that if there are any issues, that h.r.'s providing support. if changes need to be made, that h.r. is there as an assistance. and then, it's also support around doing effective evaluations, giving staff the feedback that they need. and then, making sure that these schools when they're hiring staff, that they are making sure that the incoming staff are demolessons or teaching videos for all new teaching candidates. so we're making sure that the teachers that we're hiring, especially at our pitch schools, are of the highest quality. central office will provide coaching and support for these sites, and so once again, this is just a sample of some of the strategies that we want to put in place at our pitch schools. so with that, i will stop and take questions on either the progress made in the areas or in the pitch strategy. i just shared the strategy matrix with you, but in your folders is also the rubrick f