that is a dhr function and process and i've reached out to the director of dhr to just verify what i can talk about in this setting and what i was advised is they would be happy to come in and explain what is going on. they won't be able to talk about confidentiality of the negotiations but, just general or what's going on which is basically an economic understanding -- an economic discussion about, based on the current economic climate in our city and county. they are not reopening the contract for anything other than that is my understanding. >> i will take them up on that offer. commissioner -- you are muted. >> can you hear me ok. >> yes. >> thank you. so, when we -- thank you commissioner taylor for raising the p.o.a., the police union raised issues. you know, i think there's an a lot of concern about that because when everybody's hearing at least in the media is the p.o.a. is getting a 6% raise while we're in a $1.7 billion shortfall. and we asked last week to have someone appear on that. what can we do -- i'm concerned because we're not going to be back until september and is

we have the support of the mayor's budget office and the support of dhr. if we lose one of those things, we will not unwinds these effectively. we will not expand permanent support of housing as the entire board. i am emphatic. this has been the major obstacle from hsh from day one. we have an opportunity to slow down a little but if we slowdown further, we will not make it. i appreciate you allowing me to interject how emphatic i need to be. if i come back in a few months to tell you about the bottle necks. even with this pace, staffs is it. i appreciate you are not suggesting we cut back f.t.e. slowing down is cutting back f.t.e., and the hr team will have to work harder than they have ever worked before to make these hiring goals. i have staff who are here. i have to kick them out of the building at midnight by phone. i have staff in the field who can't come back to work on housing people because they are working at sites. we are stretched so thin we will break if we slowdown further. >> thank you. we don't want you to break absolutely. we also do want

we have the support of the mayor's budget office and the support of dhr. if we lose one of those things, we will not unwinds these effectively. we will not expand permanent support of housing as the entire board. i am emphatic. this has been the major obstacle from hsh from day one. we have an opportunity to slow down a little but if we slowdown further, we will not make it. i appreciate you allowing me to interject how emphatic i need to be. if i come back in a few months to tell you about the bottle necks. even with this pace, staffs is it. i appreciate you are not suggesting we cut back f.t.e. slowing down is cutting back f.t.e., and the hr team will have to work harder than they have ever worked before to make these hiring goals. i have staff who are here. i have to kick them out of the building at midnight by phone. i have staff in the field who can't come back to work on housing people because they are working at sites. we are stretched so thin we will break if we slowdown further. >> thank you. we don't want you to break absolutely. we also do want

we also talk to dhr.i think earlier as the police department mentioned some things because we are more in line with the law enforcement profession as part of public safety. it is interesting to note part of the ability to be successful with limited exposure is that we work in a system, a lot of the stuff we do is in the jails and in the criminal justice system, in the courts. we have day-to-day exposure to underserved communities and people of color and people who are involved to varying degrees. people who provide support, services, who provide part of the process. by being a partner we have the ability to reach a group of people who may be interested in our profession, a little separate from the local police department experience. it is an advantage to us to lever anoraktual participation in that process and who we are in that process. it has led to our successes. as you asked earlier how are we going to do more with what we have because of the current yout budget? we respect 165-170. the budget right n

i'll try to clarify. >> it's the new dhr that's being developed. the question is whether or not this is consistent, compatible with ethic or would one still need to use two different ehr's to be able to get a complete record? >> the plan is that we will bring behavioral health services onto epic-i'm not sure if it's not. we're currently in early wave two. we had our anniversary-i'm not sure exactly what you are referring to. we will not have any interim new electronic health record for behavioral health. we'll continue to use avatar. >> i guess perhaps i'm miss reading the item. it seems behavioral health services electronic health record is here. perhaps we can d do this of line in terms of trying to clarify that. >> sure. that sounds great. i'll look to see what you are referring to and get back to you on a more comprehensive answer. >> and congratulations on one year. we're looking forward to many more things with our present pandemic. >> and i have to say, it has been, i think a lot of us have been feeling so grateful that we have epic and that

so for example, the health department would pay dhr and we would pay out those costs on their behalf. we recover through work order recoveries and costs of other types of central office responsibilities such as our equal employment opportunities programs and it has been paid for by the departments that node toes services as well as our client services consulting which provides direct services hr support to small departments. so that really is representing the work order recovery from other departments paying for the services that they need of our central agency. >> so when you -- within like category, are these work orders that ask them to find stock numbers. if my department is looking for particular staff, to hire, and i were to asked sc and and is to advertisement and everything else and some departments have the own hr and there are other department that's don't and and -- or human service and some smaller departments around large enough to have their own hr and we provide direct services to them so we have an arrangement with them that they provide some work objected support to i

it would be great if dhr would have sponsored these trainings. and maybe they will. >> thank you. any other commissioner comments seeing none, let's open it to public comment. to make public comment, dial * 3 to be addd to speaker line. >> pleads let us know if there are callers that are ready. press *3 to be added to the queue. those on hold tht queue. please continue to wait until it is your turn to speak. >> we currently have no callers in the queue. >> seeing that there's no public comment and no discussion, public comment is now closed. next item, pleads. >> item 6. presentation to highlight the green business program support during covid-19 to small businesses, sponsor is debra the direct omplet speaker is kevin green representative. >> the past few months of course incredibly difficult for our small business community. thousands of small businesses, literally, have closed their door for good. thousands are suffering and stugling to keep their doors open or to stay afloat, to be allowed to stay open. just as president stephenson suggested, this slow-down time we should ask o

department also looks to explore higher standards of interpretation and certification with dhr based on research of internal needs. current city-wide certification for all departments is currently customer service level of proficiency. the goal of the department is to attain public safety level of proficiency specific to law enforcement. they are working to update our d.g.o. 5.20 training video to include updates related to the mobile app language access app and to update best practices for members. the department will work with our language line vendor to help create district station and specialized unit codes to help track and identify lep needs to better serve the needs within the specific districts in our city. the department is committed to work with the department of police account ability to refine the notification of the language access complained to the departments language access lie liaison to remedy these through training. we appreciate the support to assist in des moines of this report and want -- in this report and timely resolutions as needed. they will work with the l

we also talk to dhr.i think earlier as the police department mentioned some things because we are more in line with the law enforcement profession as part of public safety. it is interesting to note part of the ability to be successful with limited exposure is that we work in a system, a lot of the stuff we do is in the jails and in the criminal justice system, in the courts. we have day-to-day exposure to underserved communities and people of color and people who are involved to varying degrees. people who provide support, services, who provide part of the process. by being a partner we have the ability to reach a group of people who may be interested in our profession, a little separate from the local police department experience. it is an advantage to us to lever anoraktual participation in that process and who we are in that process. it has led to our successes. as you asked earlier how are we going to do more with what we have because of the current yout budget? we respect 165-170. the budget right n

i'll try to clarify. >> it's the new dhr that's being developed. the question is whether or not this is consistent, compatible with ethic or would one still need to use two different ehr's to be able to get a complete record? >> the plan is that we will bring behavioral health services onto epic-i'm not sure if it's not. we're currently in early wave two. we had our anniversary-i'm not sure exactly what you are referring to. we will not have any interim new electronic health record for behavioral health. we'll continue to use avatar. >> i guess perhaps i'm miss reading the item. it seems behavioral health services electronic health record is here. perhaps we can d do this of line in terms of trying to clarify that. >> sure. that sounds great. i'll look to see what you are referring to and get back to you on a more comprehensive answer. >> and congratulations on one year. we're looking forward to many more things with our present pandemic. >> and i have to say, it has been, i think a lot of us have been feeling so grateful that we have epic and that

i'll try to clarify. >> it's the new dhr that's being developed. the question is whether or not this is consistent, compatible with ethic or would one still need to use two different ehr's to be able to get a complete record? >> the plan is that we will bring behavioral health services onto epic-i'm not sure if it's not. we're currently in early wave two. we had our anniversary-i'm not sure exactly what you are referring to. we will not have any interim new electronic health record for behavioral health. we'll continue to use avatar. >> i guess perhaps i'm miss reading the item. it seems behavioral health services electronic health record is here. perhaps we can d do this of line in terms of trying to clarify that. >> sure. that sounds great. i'll look to see what you are referring to and get back to you on a more comprehensive answer. >> and congratulations on one year. we're looking forward to many more things with our present pandemic. >> and i have to say, it has been, i think a lot of us have been feeling so grateful that we have epic and that

tremendous job in spite of these limited resources at now having this lifeline to san antonio and also to dhrlternative health care facility in mccallen at the convention center. again, these resources have come our way in a critical time because we were in a critical juncture when our community's medical needs far exceeded our medical resources. and we were at the point where it was dire and we did not see an end in sight. however, most recently now we can take a breather. however, and i say this as strongly as you mentioned we still have 2,478 cases, over 73 fatalities. our rates as far as positive rates is at 16%. and out of those positives, 400 of our children are positive. so when you're looking at those numbers, it's still in a position where we need to address these medical needs. but we are fortunate, though. so thank you to our governor. thank you to department of veterans affairs for bringing some of these resources to our area that we now can see the light at the end of the tunnel. however, we are not yet out of the woods. >> mayor joel villarreal, hearing you express your gratitud

department also looks to explore higher standards of interpretation and certification with dhr based on research of internal needs. current city-wide certification for all departments is currently customer service level of proficiency. the goal of the department is to attain public safety level of proficiency specific to law enforcement. they are working to update our d.g.o. 5.20 training video to include updates related to the mobile app language access app and to update best practices for members. the department will work with our language line vendor to help create district station and specialized unit codes to help track and identify lep needs to better serve the needs within the specific districts in our city. the department is committed to work with the department of police account ability to refine the notification of the language access complained to the departments language access lie liaison to remedy these through training. we appreciate the support to assist in des moines of this report and want -- in this report and timely resolutions as needed. they will work with the l

department also looks to explore higher standards of interpretation and certification with dhr based on research of internal needs. current city-wide certification for all departments is currently customer service level of proficiency. the goal of the department is to attain public safety level of proficiency specific to law enforcement. they are working to update our d.g.o. 5.20 training video to include updates related to the mobile app language access app and to update best practices for members. the department will work with our language line vendor to help create district station and specialized unit codes to help track and identify lep needs to better serve the needs within the specific districts in our city. the department is committed to work with the department of police account ability to refine the notification of the language access complained to the departments language access lie liaison to remedy these through training. we appreciate the support to assist in des moines of this report and want -- in this report and timely resolutions as needed. they will work with the l

it would be great if dhr would have sponsored these trainings. and maybe they will. >> thank you. any other commissioner comments seeing none, let's open it to public comment. to make public comment, dial * 3 to be addd to speaker line. >> pleads let us know if there are callers that are ready. press *3 to be added to the queue. those on hold tht queue. please continue to wait until it is your turn to speak. >> we currently have no callers in the queue. >> seeing that there's no public comment and no discussion, public comment is now closed. next item, pleads. >> item 6. presentation to highlight the green business program support during covid-19 to small businesses, sponsor is debra the direct omplet speaker is kevin green representative. >> the past few months of course incredibly difficult for our small business community. thousands of small businesses, literally, have closed their door for good. thousands are suffering and stugling to keep their doors open or to stay afloat, to be allowed to stay open. just as president stephenson suggested, this slow-down time we should ask o

we hired a lady from dhr to speed up the process. for those policy, those orders that required by law, they impact the working conditions. we have hired her -- she now works for the police department. that is in the first couple of pages pays tremendous dividends. we've gotten several confirmed just in the first few months. they're ready to go to the police commission. that took a year for us to do that. you can talk about why things take as long as they do. that's part of the reason. we had personnel decisions that we have to get approval for and things like that. not an excuse but trying to explain the process. another thing we're working on, this impacts some of our discussion yesterday, 2017, the board approved a budget that included funding to put out a contract to help us get a better handle and strategy on addressing homicide and shootings. that accurate -- contract was awarded to the california department of community. then working on strategies to address these homicides while at the same time, not going back to the way the

we're also working with dhr to expand the applicability of that work. but yes. >> thank you. and i hope-i wish i got to work more with director. >> thank you. >> i don't see any additional requests from commissioners. >> i would like to announce. this is my last board report. i'm decided to tour. let's get on with it. while you were on break the board remained in session except for the first week in august. the item was prop e the educating housing stream lining program. 10% of the units be three bedroom units. you heard this item on jul july 16th. this item was unanimously recommended to the board. over the course of last three board hearings. all the items passed that allowed art activities, social services, and covid 19 recovery activities for temporary uses. amend the controls for the zoning uses particularly in the mission usd. the continuation of the parking lot behind the theater building. supervisor's ordinance for height increases on lots of three thousand square feet or more. proposition e that would require that 10% of the units have three bedrooms. supervisors ord

we're not putting forward to the department of public health and, also, we're getting information from dhr, from the notices they're putting out and following the center for disease control, as well. and so, for the 588 polling places, we need about poll workers and we need 3,000 and right now we have 1800 people signed up to be poll workers. this sounds like we're close, but we'll have a lot of cancellations as we move towards the election cycle and we're still involved in recruiting for election day. what we're seeing are a lot of people who served as poll workers in march and many have decided not to serve for the november election and a lot of the workers we have are new to the process. and people were hearing the call to serve the community and to be involved in the election's process for november and so, we have a lot of new people who are saying, count me in, i want to be a part of this process and join this election and i want to be a poll worker. so far, that's really saving us and we're hoping that continues. my concern for having a sufficient number of pope poll workers, i inten

we hired a lady from dhr to speed up the process. for those policy, those orders that required by law, they impact the working conditions. we have hired her -- she now works for the police department. that is in the first couple of pages pays tremendous dividends. we've gotten several confirmed just in the first few months. they're ready to go to the police commission. that took a year for us to do that. you can talk about why things take as long as they do. that's part of the reason. we had personnel decisions that we have to get approval for and things like that. not an excuse but trying to explain the process. another thing we're working on, this impacts some of our discussion yesterday, 2017, the board approved a budget that included funding to put out a contract to help us get a better handle and strategy on addressing homicide and shootings. that accurate -- contract was awarded to the california department of community. then working on strategies to address these homicides while at the same time, not going back to the way the

we hired a lady from dhr to speed up the process. for those policy, those orders that required by law, they impact the working conditions. we have hired her -- she now works for the police department. that is in the first couple of pages pays tremendous dividends. we've gotten several confirmed just in the first few months. they're ready to go to the police commission. that took a year for us to do that. you can talk about why things take as long as they do. that's part of the reason. we had personnel decisions that we have to get approval for and things like that. not an excuse but trying to explain the process. another thing we're working on, this impacts some of our discussion yesterday, 2017, the board approved a budget that included funding to put out a contract to help us get a better handle and strategy on addressing homicide and shootings. that accurate -- contract was awarded to the california department of community. then working on strategies to address these homicides while at the same time, not going back to the way the

and, frankly, probably, in dhr and in some of the personnel who were lucky to have their own staff andfrom that kind of liaisonning where you're probably the one in the department that's most connected to other departments, maybe also the enforcement division. i just want to encourage as much as possible, given how difficult it is with everybody not being at city hall, you know, to reach out and see what other departments are doing in response to the corruption investigation and the revelations that are coming out and what their experience is and their budget review and whether or not we're going to have the kind of support that we might be able to look to from the controller's office or city attorney or d.a. >> it's very helpful in past policy projects. >> ok, and maybe, then, at that time, we'll talk about what other -- because i know commissioner bush you've been bringing this to my attention. if we can in september plan to talk about what we might do to engage in outreach for funding to not just to brennan but to other organizations. i asked for the city attorney e prepared to expl

>> that conversation i believe we've had with dhr twice now. the civil service rules require that that particular class that we've chosen for the administrative aids does have an offering of overtime and so if they're working overtime, they have to be paid the overtime and i just want to ask you, if i covered it with that statement or is there more to it than that? >> so, that is correct. 1364 special assistant class is eligible for overtime pay. appointing officers and the employees can majorly agree to compensatory time in lieu of overtime but the cap is 120 hours, which is 80 hours worked that would be 120 hours comp time. it's limited to 80 hours and then after that, if they work more hours they will get overtime pay. i'm just concerned that i understand some or one admin aid was paid more than the ledge aid. last year and that's a really big equity concern of mine. and so, i just want to -- i'm just trying to understand how we make this fixed? >> also, supervisor ronen, it's important to know that the proposed budget that we presented incl