to maintain staffing in the dig out of a staffing hel we need hire 24 people. just quickly talking about the things we are doing about this, obviously recruitment is a focus. in this year's budget are the board authorized us to hire dedicated recruiter. this person start in the mid october and had a significant impact on our applications. the 2, two month cycles prior to her start 188 applicants in one and 1 -- 21 in the second. the 2 month period this closed after her star approximate after had a chance to do work is 724 applicants. a massive increase. we think that will help us dig out of this hole but tell tick awhile. from the deaf application to date of hoir it takes 10 months to go through the backgrounds check and civil service process. most of those are state mandate exclude not subject to efforts dhr has did to speedup the process. from date of hire to when the employee is able to work on their own about 10 months. other changes admit hiring process. we did review and have made changes to the hurdles in that. things such as without going to specifics o

to maintain staffing in the dig out of a staffing hel we need hire 24 people. just quickly talking about the things we are doing about this, obviously recruitment is a focus. in this year's budget are the board authorized us to hire dedicated recruiter. this person start in the mid october and had a significant impact on our applications. the 2, two month cycles prior to her start 188 applicants in one and 1 -- 21 in the second. the 2 month period this closed after her star approximate after had a chance to do work is 724 applicants. a massive increase. we think that will help us dig out of this hole but tell tick awhile. from the deaf application to date of hoir it takes 10 months to go through the backgrounds check and civil service process. most of those are state mandate exclude not subject to efforts dhr has did to speedup the process. from date of hire to when the employee is able to work on their own about 10 months. other changes admit hiring process. we did review and have made changes to the hurdles in that. things such as without going to specifics o

and -- they got a set of competing priorities and under staffed. but that is an explanation of where we are. it is in the a solution. and -- if we don't. if this will not work, then we can may be stop the discussion there. if it might work and we are talking about a budget problem we should talk about this in the context of our agency budget but when you hear every commissioner and director saying, this is one of my priorities, well, then we need to show when we mean by that. thank you for letting mow go on. thank you commander. thank you for the detailed questions, director heminger. i want to say a few comments just to reminds us all we are looking for solutions here. i know it may feel you are under attack. we are trying to surface ideas you may not have had and appreciate your service and you work heard to solve the issues every day. i wanted to add-on 2 pieces and go to director hinze on the phone. getting you say we don't have enough resources. too big of a job and not enough resource we will heard a lot of conversation about alternatives to

it is not an all time staffing high. but it it is relatively robust the highest staffing is now almost a decade half behind us. it is a stead ed decrease from 2009 a helpful a decade later in 2047 a rise over the next couple of years. steady for a couple years and 2019 is the end of this stead and he it begin its decline. electric at 20 then with 21001840 cops available then about 250 cops less available today. i mean based on the snapshot of the days. and then let's go to i think dook this baptist easy math is better than the slide that i was quibbling. based on numbers we strife to achieve pick 20 then and let's look at the numbers. . and he loots look how they are allocate exclude dot math assuming that a full time human being is 2, 080 hours a year. that's 40 hours a week times 52 week in a year. people take vacations and leave and sick leave, but if you look at the number and we start in ermd. and dot math, let's add regular and over time. time is time. over time is more expensive and come with some detriments anymo

he joins us with more on. >> this staffing crisis. dan. >> well, vicki mary ellen carroll, the head of the department of emergency management, says that the staffing issues are not a new problem. but tuesday's storm definitely amplified them. she says the department is working hard on recruiting dispatchers, but this is a problem that will not be solved immediately. >> this week's wild weather sent people into a panic as san francisco's emergency phone lines. so a major surge in calls the head of the department of emergency management says their dispatch center was fully staffed on tuesday, but the deluge exposed to chronic problem. the 9, one center in san francisco is having a very extreme staffing crisis. executive director mary ellen carroll says under staffing at the city's 9-1-1, center is a daily issue, carol believes despite the low staffing numbers, the 9-1-1 center has been fifty-fifty and it's over and underperformance. but with a 400% surge in calls tuesday, carol says no emergency department in the country could have hand

can you talk about your staffing a little bit? how did it impact your pilots, flight attendants and other airline employees? how can we be sure that they are taken care of and it will not happen to them in the future? did you reimburse them for all the accommodations and transportation if they were stranded? >> thank you. they showed up and we had no problem with attendants nor service so we are very grateful that our people showed up. there is no way we can give back time taken from them but we were able to send incremental pay and we will be involving them in our efforts to make sure this does not happen again. >> i just have a few seconds for our offices to be able to work with our constituents and point them in the right place that would be appreciated. i hope you can let us know where that is. can you share the number of customers who have not received reimbursement? >> thank you, let me consult my notes here. we have had over 284,000 cases submitted and we have reimbursed 273,406 and that leaves 10,782 that have not been rei

on the staffing side, there is a staffing shortage. we support 2023 omnibus language that creates a process by which faa and nasa are working together to identify which facilities are shortstaffed follow-up is needed. faa's technology issues came into the national spotlight last month when there was a nationwide ground stop, the first since 9/11. it didn't receive as much attention, earlier in the month the technology issues in miami resulted in a days worth of delays. i am not placing blame or pointing fingers, but faa needs efficient and stable resources to update their technology along with accountability. we believe in the need to invest in the future and infrastructure. that infrastructure must include personnel and technology. carriers are doubling down on our efforts to improve our operational performance. issuing operational reliability is action we should take together for a better customer experience. it is paying off. we saw strong operational performance for the industry as a whole in the last five months of 2022 and first

[000:00:00;00] military centers for staffing social support. that is, people actually worked there from morning to night and organized work and established a smooth cycle in that the actual military units were mobilized, and this is actually good because when there is a war in ukraine, when there is a certain chaos and it is necessary when there are battles, there are losses needs to be filled and also completely appeared. i think that several dozens of new brigades and all of them had to be staffed with people and not just people, but if specialists in different directions, also precisely the same charterers there are drone operators, engineers, technologists, logisticians, and this is a huge amount of work in the amount of people who appeared in the commissariats or those people , the procurement centers, or finding these specialists, this is actually all the work relied on them from the other side, from the other side, we understand what was certain fighting actually with these assembly centers, russian intelligence also interfered here thro

minimum patrol staffing is not the same as having all the beats filled. the police department explained in a statement you can see right there, we have a minimum staffing number for each patrol team. if the team falls short of the minimum staffing number because of sick calls and other things, it is filled with overtime. during daytime hours, when the department has officers working in other assignments such as our bike unit, officers can assist with patrol and fill a beat as well. it varies. berkeley's scanner, which is an independent news website run by a veteran journalist reports that bpd, which would normally have about 150 officers, is down about 30 officers due to leave, injuries, and other issues. the department is authorized to have about 180 officers, but, again, can't find people to fill those roles. the scanner report says with the new beat structure, which is outlined by the map of the city on your screen there, nonemergency calls will take longer to respond to, and if there is a big emergency, berkeley police might have to call on other outs

. >> we put on hold as here dispatch center faces a staffing shortage. but first. a tree. >> it sure some neighbors calling it a miracle. a huge tree crashing onto a home, a woman and her son inside and making it out to tell the shocking tale. hello, everyone. thank you for joining us on kron. 4 news at 10. i'm catherine heenan. i'm ken wayne. it's been days since another round of powerful storms pummeled the bay area this week. but one north bay family is. >> now dealing with that huge fallen tree that oak tree came crashing down onto their home in san anselmo early this morning, firefighters had to use a saw to rescue the homeowner's son out of the house,after a tree limb trapped him in his bedroom. here's a picture of the son's bedroom. a limb cracks through the ceiling, tearing away insulation and crushing almost everything in sight. >> i screamed for my son. what happened to be spending the night last night to see what you now? >> and >> i said, are you ok? and he said, yes, he said, but i'm stuck a simple. >> can you get your phone? because i can't get out of

unfortunately, we have a staffing issue right now. we are 1200 certified professional controllers less now than we were 10 years ago. when you have less eyes and positions open, that demands a reduction of efficiency to contest the safety risks that are introduced. it's time for us to accurately and adequately staff these facilities so we can have that resiliency and keep efficiencies, continue to provide safe services in the industry. fortunately, billy and tim, we have a product in place right now that can fix that. permanent fix to the pendulum of staffing issues in the facilities. i'm proud to say that on a day-to-day basis, we provide the safest national airspace system. we can do that today. we are on the cusp of delivering a new staffing model, with new numbers at the facility and a controlled workforce and transparently purport what we need. we delivered that and we can deliver all of the resiliency and efficiency and safety that the industry deserves. >> thanks. ed? >> remarkably resilient system that we have. i couldn't -- a

the 9, one center in san francisco is having a very extreme staffing crisis. executive director mary ellen carroll says under staffing at the city's 9-1-1, center is a daily issue, carol believes despite the low staffing numbers, the 9-1-1 center has been fifty-fifty and it's over and underperformance. but with a 400% surge in calls tuesday, carol says no emergency department in the country could have handled the situation differently. she also says many of the calls should have gone to 3, 1, 1, instead of 9-1-1. >> 4 downs, for power outages. those 2 things which happened quite a bit. we really ask people to use 3, 1, 1, >> as for filling the open positions, it's been a tall order. carroll says the vacancies have come from a combination of the covid-19 pandemic, a hiring freeze and vaccine compliance qualified applicants have also been hard to recruit. and state law requires extensive dispatch training the recruitment issues are a shared problem with other city departments such as sfpd and the sheriff's office, carol, says her department is working hard to fi

to maintain our basic staffing levels. if the board of supervisors does not calendar or rejects this 27 million dollars supplemental, then you think it's challenging to get police officers in this community now, it will be virtually impossible and you think that our city is unsafe, it will be terrible for the city and county of san francisco, absolutely terrible. the other part, the other part of that is also the support for ambassadors. so right now, that the facts that this is not even calendar means we have to freeze all hiring. we have to freeze hiring for police, we have to freeze hiring for ambassadors so we need their support. we need it to be heard. we need 8 votes at the board of supervisors. there is a lot of work that goes into this. and what we're looking for today is your help and your support and your understanding as to why this is so critical. we need change. especially in the tenderloin and the last thing i want to also say is it includes additional resources for our district attorney to specifically prose

addressing the staffing gaps. but i will connect with the controller's office on whether or not when they are thinking about solutions are we thinking like the stake holders you out lined. i think they are awful important piece. the system wide issue and state wide issue for behavioral health and clinicians most acute low we feel shortage the nonprofessor and d ph. member friedenbach du have another comment? there is a lot of concern around the change of the skirt team of combike the work. and then for i know skirt -- and for -- they are like rep lines on institutional response with the paramedics. and -- the pair medic involvement was not part of the original concept of -- you know -- at least when -- mental health sf was drafted and the community input sessions around how the team be designed. it never came up to include mare paramedics this created can have thes and complications in terms of regular issues around trendses forward. now this is shifting more of i relines toward the paramedics. upon i don't know a

lots of questions and discussion on staffing vacancies. our councilmember had an insight about returning color curbs reserves to be white or yellow for businesses they are done for 2 years special businesses go out of business they will stay until the two-year period is over. and trying to return curb space to the public use park fast per. we have questions about school loading zones from parents and making sure they were are being prosecute unifyd and not causing double park craziness around day cares and schools. a councilmember discussed abandoned vehicles and how the mta works with pd about reporting abandoned vehicles. the time lines when they were reported and stolen vehicles. we discussed evening meters and 2 hour time limit there was discussion about removing the 2 hour limit. one discussion was staff that the 2 hour00 auto2 hour limit -- that removing it does not change how long people park there. it is land use and not the time limits that determine how long people stay and park if people stay park being in office and not as much

this is to facilitate participation and staffing challenges. a time limit of 10 minutes of remote public comment has been set and noticed for this meeting. for each action members attends nothing person will provide in person comment. after the board will take remote comment from those with an accommendation. and the board will hear up to 10 minutes total of remote comment on each discussion item. for the 10 minute limit will hear in the order this callers add themselves to the queue to comment on the item. because of the 10 minute limit it is possible not everyone will have the opportunity to provide remote public comment the number is 415-655-0001, access code: 2489 572 9495 ##. when the item is called dial star 3 to enter the queue and you will have 2 minutes to provide comments. speak clear and ensure you are in a quiet location approximate turn off computers. we thank you for your cooperation. members are encourages to provide via e mail to the board approximate tell be distributeed our board members. why item 2 roll all. director cajina.

and in terms of staffing, you know hsh -- staffs the oversight staffing the over sight of the commission. hsh staffs the oversight of the local homeless board. and hsh staffs the oversight of the shelter grievance advisory committee if we are impartner there is no reason to think we would stymie the work of the personal body. we -- have a respect for we know the importance of the w they do. i wanted to -- say that hear the concerns around d ph will have a seat on the committee. and acstoesz environmental healing and oversight from d ph would not be stopped boy this proposal. >> thank you. gi would add again and part of the reason why we put prop c on the ballot and create third degree oversight commission is to give voice to and a forum for meant different bodies not just to be urn one umbrella shelter monitor members have a foreand up put on the public record if there are problems. shelter grievance and local homeless board. our city our home all of them not just the board of supervisors now a fully fledged public body this will bring sun shoin on the issue this is is an important point

staffing model to base staffing decisions. the work of faa technicians is vital to the safe and efficient operation while keeping the system safe is the number one priority of past members nationwide. the work they performed in-house could also say the agency time and money. sufficient staffing is workforce can lead to the upgrade and more efficient and cost-effective manner. too that end, it's asking congress to direct the faa to establish a technical operations workforce plan and consult with past and its creation and implementation. test believes the abilities and skills tech ops employees provide it utilized and staffed properly provide a distinct improvement in the implementation of new systems. it also represents aviation safety inspectors and other employees within the abs but aviation safety inspectors and the flight standard servicing aircraft certification service are responsible for the certification, oversight, surveillance and enforcement of the entire aviation system. pass is extremely concerned about the agency'

we could be looking at years before the department is back to full staffing levels.at least two years. even with people wanting to be trained wanting this job,. if that is the case, i wonder if this is causing a lot of stress to existing dispatchers. have you talked to them about it? >> that's another question, i did not have the opportunity to speak to a dispatcher. but i can only imagine. kristen: right. how does this fit into the larger picture of san francisco's emergency response system? >> we unfortunately have seen delays across all aspects of the emergency response system. we have heard reports from city emergency rooms that people are waiting hours to see a doctor in the emergency department. that leaves ambulances helping at the hospitals -- waiting at the hospitals to bring patients in. that backs up the 911 getting ambulances that within their standards for ambulance response. the whole system has been facing these chronic back logs. kristen: and the worries, being in san francisco, you always have the threat of the big one which will -- right, it's a mat

i hope to be briefed one day by our chief of police as to where we are with staffing levels and then what the way forward is. >> reporter: thorpe also said he would consider holding a special city council meeting to ask the chief about the staffing issues. i spoke to chief ford by phone, who said only, quote, i'm refraining from any commentary due to this being a very sensitive matter. in antioch, pete suratos, nbc bay area news. >>> some say it sounds like a sequel to breaking bad. a 64-year-old san jose application unite employee is now facing federal charges of trafficking illegal drugs for years. in some cases, even using police union resources to do it. it's alleged 64-year-old joanne segovia had dozens of drug shipments mailed to her san jose home over several years. the packages included thousands of pills that she's then accused of shipping to buyers in multiple states. prosecutors say she even launched a website to sell the drugs and listed her home address under the contact tab. we asked the police officers association president for his reaction. >> this has been the grandm

i know the staffing is an issue but for us it's really acute. and the other thing, we have seen some challenges with our provider network. they really stepped up during covid and what we've seen is really fast growth among some organizations and sometimes that brings some challenges with that as well. so what we were saying, i want to reiterate that that is not, that report is not our plan. is do think that, you know, you're going to see some really bold goals in our plan when we make it public next month. >> thank you for the response and i understand that there are realities and challenges that you're speaking to and you also don't want to be processing and creating false hope. i hope your plan looks more like this than it doesn't. in other words, i think that hsh should be challenging us all to do this with this kind of mix, and i just want to note, we just spent an hour or two talk about thing police budget, the disconnect and for getting how you feel about the police, staffing issues, what do they do, they incur massive overtime and demand

i know the staffing is an issue but for us it's really acute. and the other thing, we have seen some challenges with our provider network. they really stepped up during covid and what we've seen is really fast growth among some organizations and sometimes that brings some challenges with that as well. so what we were saying, i want to reiterate that that is not, that report is not our plan. is do think that, you know, you're going to see some really bold goals in our plan when we make it public next month. >> thank you for the response and i understand that there are realities and challenges that you're speaking to and you also don't want to be processing and creating false hope. i hope your plan looks more like this than it doesn't. in other words, i think that hsh should be challenging us all to do this with this kind of mix, and i just want to note, we just spent an hour or two talk about thing police budget, the disconnect and for getting how you feel about the police, staffing issues, what do they do, they incur massive overtime and demand

. >> many of these children are coming in through staffing agencies.lly thought the unions would be a really important resource in this reporting. when i went to them, daytona, no, there are no children here. -- they told me, no, there are no children here. i would go back and see children on the night shift stop there are two labor streams. the official employees and those are people who have to provide government ids, regulation and protection. and then kids who come to the staffing agencies. that is like a total free-for-all. people who work at the staffing agencies told us they know they're sending children to work at these factories, people who sit children to work packaging cheerios say they knowingly did this and that factory knowingly accepted these kids. but because there is this one layer removed, the factories don't get in trouble. it is the staffing agencies that get in trouble when they would crackdown. amy: and the children who have died? >> child of her laws exist for a reason. they are not just there because kids should go to school and

the full staffing is still years away. right now, our officers are working overtime to meet the basic needs of our city and in order to do that, we're going to have to make some hard decisions. so i'll be introduced a 25 million dollars supplemental to fund overtime and to keep our officers walking the beach, making drug arrests and dealing with [cheers and applause] , we need to keep our officers walking the beat, making drug arrests and addressing retail theft. [applause] and i want to make one thing very clear, i am not okay with open air drug dealing in this city, period! [cheers and applause] the families who are losing people to fentanyl are certainly not okay with it. and the people who live in the tenderloin every day they're not okay with it. yes, we are pushing to innovative programs to get people into care and treatment including on working overdose prevention program, but we need to enforce the law. like wise, home and business break ins require a timely police response. and investigation and arrest and all of

i think that several dozen new brigades and their all of them had to be staffed with people and not juste, but if there were specialists in different areas, it was also charterers from the same drone operators , engineers, technologists, logisticians, and this is a huge amount of work in the number of people who appeared in the commissariats or those people in the procurement centers or to find these specialists is actually all the work relied on them from the other side with

two of top five nursing staffing companies landfall we don't have dplooi supply to fill greatpayingharles: i was staying people with low skills if going up food chain lows skills not able to get a job s as a nurse but you could get a job from you know working at starbucks at local zan warehouse much better pay hours benefits now amazon closed that warehouse you guy back to starbucks or something else that is the thing i am that saddens me. >> i think -- i have been expecting, the medical area to continue higher this is going on for years, we are a massive demand for nurses, but becky have nurse salaries gone up. >> travel nursing particularly maria, it is exploding right now you nurses that are willing to go from one location to another three month contracts, to fill demand, in more of a short-term burst that is where real growth is happening in addition to you nurses in general i would say across cheryled to your point cnas lower skill role but a pathway to get into hospital medical system for job growth i was pleased to your point about amazon with this report we know real time lo

it looks like you have the staffing and that's a relief. how about software and things like that, those sorts of resources, i.t. resources to help you out? >> we are currently partnering with i.t. now to expand out the current system that they use to track positions. so we are looking at a short-term goal to create a system that will help increase transparency to the hiring managers as well as provide the system to track the hiring status for the staff. we are looking to have a system in place by june 30th. >> great. thank you. your goals are ambitious and admirable. are you getting the cooperation you need from the department? >> yes, i am. >> okay, that's great to hear, thank you. >> commissioner zoubi? >> thank you, congratulations on the hr position and department of public works. i want to be sure that hr and department of public works does not work with the city hr department. it's totally independent, correct? >> well, we are the hr department for the public works but we partner and get client services from the department of human re

some will be virtual, just based on staffing, but not desk audits. may i have the next slide, please. this is an example just to explain visually, what was the difference and so during the pandemic monitoring cycles, which would have covered fiscal year 19-20 and fiscal year 20-21, the scores, there was no scores signed to the overall program, so that's the first line, like, everything rolls up it a four, so that didn't happen and then we didn't score the individual category, so you didn't get a roll up score for performance objective and the reason is, there was so much chaos during covid and programs had pivoted in what they were doing to support covid response, so it didn't necessarily reflect what their objectives were and it just, so that didn't get scored but down on the bottom level, we did go through and score all the performance objectives individually. did they turn in their client satisfaction? you know, we covered all of it so there was a record of what was happening in the program. it didn't get that high level score. now, everyone will

we have seen, like chief matt alba said, the increase in staffing or increase in call volume. we also have many members that are new to our profession that have less than seven years in the field. so we have quite a young department that i have seen in my experience. we serve a lot of tells who have issues with addiction services and getting them to treatment and things like that. we also help with people who have experienced violence incidents over the course of the past several years as we have seen with a lot of members who are asian, who have experienced a lot of hate crimes happening throughout the city so we work with people to get them to counseling, to get them the help they need to work through the violent incidents that they have experiences as paramedics and firefighters and emt's do in the city of san francisco. we have seen divisions within the department due to mandatory vaccine issues that have come up and we've had an increase in polarized department because of that. and you know, we're trying to work through that mistrust of one another. and we're here to get

we need to do funding for staffing. there needs to be funding for technology. and right now we're not meeting that demand, and that's what we're going to have to do to become a modernized air space. whether it be new entrants or old entrants, there's a lot that can be done. can be used almost solely for operations -- can't be used sellly for operations, and congress has to make that investment. [applause] >> thank you for that. >> i say, you know, on the other couple of times, nick, i took to heart that there is a level, there is an energy there about how we support and how we insure that our, we -- [inaudible] that we the agency have the tools we need and collectively we can all -- i know we continue to invest millions and millions of dollars in having that consistent, stable funding is us.rtant to the jason. >> yeah. look, so in the recovery, no one forecasted the recovery being quite soso fast. the airlines, in my opinion, brought flying back too fast. so we saw at lot of cancellations. carrier was part of it, other carriers. there's such a training backing

we are right now dealing with the most predictable staffing crisis we could face. did you tellinger clinton administration there was a lot of federal support to hire police officers and support the police officers. it should not surprise that eventually police officers will retire and we're looking at a lot of police officers that are reaching retirement age. alarmingly this is happening at a time when there is a generational issue with young people who don't want to be police officers, none of this should be surprised to anyone and yet here we are. i'm going to be supporting this budget supplemental but i'll be honest, i think this is the way to run a government. we should not have a budget supplemental just to keep our heads above water. this is not the way to run a world class city. i feel like, when we have when we're relying on ultra time, let's be honest about this, we're spending more money for lessing policing. sxl i think we have to do better and i hope my colleagues and i i will do more to meet the moment. but we need 2182 police officers. i think the sup

is that, there is a stickiness to the patrol staffing that we learned about in our staffing audit. which is that, there is a minimum to keep the response times on target which is why there is back fill. now, is it the right numbers? we're making our audit plan for next year. so perhaps, it's time to go back in >> the chief was going to say something. >> briefly, one additional thing for president peskin is yes we're looking at the list. supervisor ronen really started that and we're getting better at distancing ourselves from that. but there is a lot of other things, so we're work withing the mayor's office now on trying to define that and switch us out from some of these rolls, i think you were heading to that question. >> before i relin quish, did you read that article from acrena*rsi. this is going to be a long week. did you read that. >> i did read it. i was struck by also as policing is changing, to what extent, qeii rank and file cops are being told about how things are changing and what the, what the evolving goals were. there was one quote by an old time veteran cop, hey in

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