departments. no one name or face defines our department. the -- excuse me, the mission was mentioned yet again, and despite the fact that the records show that d.b.i. performed well. this permit set in planning for eight months and is currently right now under review by the department of public health. while these delays are very unfortunate, this is not a building department issue contrary to the quotes in the article. d.b.i. does not have -- does have -- excuse me -- does have an online system. our system allows anyone to check on the status of any plan checking permit or complaint online. the article uses an example and when i looked into it further i discovered that there was a notice of violation for working without a permit. this work was triggered -- this work triggered a.d.a. standards which are hard -- really hard -- for small merchants to comply with. these are not d.b.i. standards, these are federal standards. in recent weeks i have watched the board of supervisor sub-committee hearings

for the department -- for as long as the department has been in existence. you have seen that in a lot of different ways. you have seen that in our focus on saving money and improving quality of life using superior energy efficiency technologies and protecting custodians and nail salon workers and dry cleaners, painters and children and families from exposure to toxic chemicals. and providing services in public housing to achieve zero waste and save money and reduce illegal jumping. we have had a focus on equity in our work. it's been a very core part of who we are. but i have come to realize like the rest of my colleagues in the world, that that is not enough. and that there is a deeper level of evaluation that needs to go on if we are going to tackle systemic racism and understand what it means to be operating, especially in the environmental field from a place of white privilege. and so i start with myself. and i started with myself and my own journey, my own training on white fragility. my own training on the history of racism. and i have supported throu

we have weekly meetings with the department of the -- the department of public police accountability and it was required that work team and we met with the sheriff department and adult probation and we put together a sad law enforcement collaborative group where we talked about ways in which we can come together and think about not just the police department, not just the sheriff department but think about our whole criminal justice systems and how we can maybe overhaul and look at different ways that we can work together so that was part of the collaborative process as well as we went through this process of thinking about our racial equity action plan. next slide. and as you can see, our racial equity action plan, as i spoke about the staffing, we have the executive team which consisted of our chief and we would meet with them on a monthly basis to talk about the racial equity action plan and the different days in this plan and they would give us feedback and we also met with our strategic team which had six individuals that dealt we had three commanders as well as our professional

for the department -- for as long as the department has been in existence. you have seen that in a lot of different ways. you have seen that in our focus on saving money and improving quality of life using superior energy efficiency technologies and protecting custodians and nail salon workers and dry cleaners, painters and children and families from exposure to toxic chemicals. and providing services in public housing to achieve zero waste and save money and reduce illegal jumping. we have had a focus on equity in our work. it's been a very core part of who we are. but i have come to realize like the rest of my colleagues in the world, that that is not enough. and that there is a deeper level of evaluation that needs to go on if we are going to tackle systemic racism and understand what it means to be operating, especially in the environmental field from a place of white privilege. and so i start with myself. and i started with myself and my own journey, my own training on white fragility. my own training on the history of racism. and i have supported throu

other city departments as well. we can't thank you enough for your service. we're grateful for the time we've had with you and really look forward to seeing what comes next for you. on behalf of the entire commission, thank you. commissioners before we hand it over to mr. brown? commissioner green. >> commissioner green: we haven't met in person but i have to say, in all the difficult news and challenges, when you presented to us a month or so ago, it was so apparent to me what kindness you demonstrated and what a wonderful person you are. and how you can be in this very difficult job with all of the incredible challenges as long as you have and maintain incredible enthusiasm and it's apparent in the way you speak and do things and i just sat on the jcc to hear the barriers of hiring and frustrations and to be able to do that even with the pandemic, it takes leadership and a team behind you to be able to accomplish what you have, which is nothing short of remarkable. so i just wanted to say, i am so just impressed.

other city departments as well. we can't thank you enough for your service. we're grateful for the time we've had with you and really look forward to seeing what comes next for you. on behalf of the entire commission, thank you. commissioners before we hand it over to mr. brown? commissioner green. >> commissioner green: we haven't met in person but i have to say, in all the difficult news and challenges, when you presented to us a month or so ago, it was so apparent to me what kindness you demonstrated and what a wonderful person you are. and how you can be in this very difficult job with all of the incredible challenges as long as you have and maintain incredible enthusiasm and it's apparent in the way you speak and do things and i just sat on the jcc to hear the barriers of hiring and frustrations and to be able to do that even with the pandemic, it takes leadership and a team behind you to be able to accomplish what you have, which is nothing short of remarkable. so i just wanted to say, i am so just impressed.

we have weekly meetings with the department of the -- the department of public police accountability and it was required that work team and we met with the sheriff department and adult probation and we put together a sad law enforcement collaborative group where we talked about ways in which we can come together and think about not just the police department, not just the sheriff department but think about our whole criminal justice systems and how we can maybe overhaul and look at different ways that we can work together so that was part of the collaborative process as well as we went through this process of thinking about our racial equity action plan. next slide. and as you can see, our racial equity action plan, as i spoke about the staffing, we have the executive team which consisted of our chief and we would meet with them on a monthly basis to talk about the racial equity action plan and the different days in this plan and they would give us feedback and we also met with our strategic team which had six individuals that dealt we had three commanders as well as our professional

other city departments as well. we can't thank you enough for your service. we're grateful for the time we've had with you and really look forward to seeing what comes next for you. on behalf of the entire commission, thank you. commissioners before we hand it over to mr. brown? commissioner green. >> commissioner green: we haven't met in person but i have to say, in all the difficult news and challenges, when you presented to us a month or so ago, it was so apparent to me what kindness you demonstrated and what a wonderful person you are. and how you can be in this very difficult job with all of the incredible challenges as long as you have and maintain incredible enthusiasm and it's apparent in the way you speak and do things and i just sat on the jcc to hear the barriers of hiring and frustrations and to be able to do that even with the pandemic, it takes leadership and a team behind you to be able to accomplish what you have, which is nothing short of remarkable. so i just wanted to say, i am so just impressed.

departments. and if you don't want to do it, you can hire someone to do it, and you can hire someone to do anything that you don't want to do pretty much, but it's a necessity to functionally navigate. and if things like that already exist, some of us don't know, so the public may not know, and it would be helpful to understand, you know, what is and then, you know, what -- why are they, you know, what are the holes. i would be really be curious to find out if the expediter, like, i understand they have to register with ethics, and i think that what i'm hearing from people is that there's a series of questions that we have that probably don't fit into one meeting. so i would either say that it's a special meeting or, like, a series of meetings -- hearings over time where we are kind of trying to address, you know -- like some of these issues but not take on the full haul in one d.b.i. sitting. i think that most of us would find that confusing because we have so many questions about expediters and

for the department -- for as long as the department has been in existence. you have seen that in a lot of different ways. you have seen that in our focus on saving money and improving quality of life using superior energy efficiency technologies and protecting custodians and nail salon workers and dry cleaners, painters and children and families from exposure to toxic chemicals. and providing services in public housing to achieve zero waste and save money and reduce illegal jumping. we have had a focus on equity in our work. it's been a very core part of who we are. but i have come to realize like the rest of my colleagues in the world, that that is not enough. and that there is a deeper level of evaluation that needs to go on if we are going to tackle systemic racism and understand what it means to be operating, especially in the environmental field from a place of white privilege. and so i start with myself. and i started with myself and my own journey, my own training on white fragility. my own training on the history of racism. and i have supported throu

departments. no one name or face defines our department. the -- excuse me, the mission was mentioned yet again, and despite the fact that the records show that d.b.i. performed well. this permit set in planning for eight months and is currently right now under review by the department of public health. while these delays are very unfortunate, this is not a building department issue contrary to the quotes in the article. d.b.i. does not have -- does have -- excuse me -- does have an online system. our system allows anyone to check on the status of any plan checking permit or complaint online. the article uses an example and when i looked into it further i discovered that there was a notice of violation for working without a permit. this work was triggered -- this work triggered a.d.a. standards which are hard -- really hard -- for small merchants to comply with. these are not d.b.i. standards, these are federal standards. in recent weeks i have watched the board of supervisor sub-committee hearings

department bulletin 20-163 is being submitted modifying department general order 10.02. that seeks to amend the guidelines establishing the wearing of jewelry or ordnance. the section we wish to correct is within the current language of 10.02 speaks to what officers are allowed to wear, and it specifically speaks and references gender in terms of the earrings and other jewelry or ornaments that officers are allowed to wear. this policy will amend the current language eliminating reference to gender and female officers specific, replacing the language with members. the public of the department bulletin is to align with current city policy relating to gender inclusion, as well as mayoral executive order 18.03. the pertinent sections of this department bulletin are found in the bulleted sections that you can see on the screen. i will not read the language that's in those sections, but basically, what they refer to are the types of items that officers may wear, wristwatch, rings, hair clips, earrings. it delineates specifically what type of earring an officer may wear on dut

we're a very diverse department. when you have a diverse collective of perspectives, you usually have a better product in terms of policing and better outcome. bigad: in oakland, about 24% of the population is black, but only 16% of officers are. could a more diverse police department actually lower the prevalence of abuse within a police agency? rob: there's just a natural, organic way in which people become a little bit more open-minded, a little bit more progressive thinking, a little bit more compassionate and empathetic because they see in these individuals their own friends, their own colleagues, their own peers. bigad: one study in the american society for public administration looked at hiring trends at police departments in the uk and found more diversity often led to less police misconduct and fewer complaints about officers from minorities. in the bay area, gender remains the largest diversity gap among officers, with men comprising as much as 90% of some departments. some calling for reform have shifted t

departments. under certain circumstances, particularly when working in crosswalks, and the contractor was making at least one flagger for each crosswalk that is closed whose sole job is to control the pedestrian traffic. in addition to that, there are other flaggers on the site. there are flaggers that are specifically responsible for moving the vehicles such as trucks or backhoes in and out of the construction site. and possibly depending on the traffic control set-up, the flaggers for moving private cars around the construction site. so depending what work was going on you could have three, four, five flaggers working that particular portion of the construction site. as i said in the presentation, the pedestrian traffic at times got to be so heavy that people were ignoring the barriers that were put up and the flaggers that were out there were insufficient to keep people from wandering into the construction site. the contractor put out the additional staff that they needed to keep the site safe,

department bulletin 20-163 is being submitted modifying department general order 10.02. that seeks to amend the guidelines establishing the wearing of jewelry or ordnance. the section we wish to correct is within the current language of 10.02 speaks to what officers are allowed to wear, and it specifically speaks and references gender in terms of the earrings and other jewelry or ornaments that officers are allowed to wear. this policy will amend the current language eliminating reference to gender and female officers specific, replacing the language with members. the public of the department bulletin is to align with current city policy relating to gender inclusion, as well as mayoral executive order 18.03. the pertinent sections of this department bulletin are found in the bulleted sections that you can see on the screen. i will not read the language that's in those sections, but basically, what they refer to are the types of items that officers may wear, wristwatch, rings, hair clips, earrings. it delineates specifically what type of earring an officer may wear on dut

we appreciate the opportunity to highlight the department's plan. the department's priorities are protecting our service members, our civilian employees and families, safeguarding our national security capabilities, and supporting the whole of government response to the covid-19 pandemic. as such and as we'll outline today, our plan will provide the covid-19 vaccine to d.o.d. union -- uniformed service members, both active and select reserve components, including members of the national guard, dependent, retirees, civilian employees and select d.o.d. contract personnel as authorized in accordance with d.o.d. policy on this topic. i am extremely confident the department's plan, developed in collaboration with operation warp speed and the c.d.c. provides a very clear road map to protect our entire d.o.d. population across the globe against the pandemic. early in the covid-19 vaccination program, there will be a finite supply of vaccine. vaccinations, distribution, -- vaccination distribution prioritization with d.o.d. will be consistent with data-driv

department. i want to note we have representatives from human resources department here as well for questions. ms. simons the floor is yours. >> good morning. thank you. that wases a terrific synopsis of the report. can i share my screen? >> you should be good now. >> we appreciate the work of the civil grand jury and definitely saw a lot of alignment. i agree with the recommendations. i did want to clarify. there was one comment that doctor made about dhr not responding. the responses that were provided were done in collaboration with dhr and dphhr. i wanted to be sure that what we submitted was a joint response. i won't go into it. the key points here to the report. what we saw in the report was the recognition of the growing concerns around people experiencing homelessness not having mental health and substance abuse needs addressed as quickly as they should be, and a lot of work has gone into mental health reform and now we have prop c funding to help expand services. a lot of great opportuni

regarding to the health department. as it relates to ceqa, it doesn't have relevance to ceqa regarding. also regardingly performance in- >> supervisor mandelman: they don't get to say, no issues. you all have to evaluate that and state why you believe they are doing it correctly? >> supervisor mandelman: you have to use your independent project with respect to a city presented by an applicant. >> supervisor mandelman: season palled a.j. we have to relay on our staff somewhat to understand how staff would think about -- >> i'm not an engineer. i >> i like to try to respond in part to the question. the planning department and environmental planning's role with respect to ceqa environmental review it -- the next question is, whether or not the project presents unusual circumstances that could result in significant back on the environment. if a project produce unusual circumstance, which is project in our evaluation, intended evaluation, it does not. we could rely on the expertise of other departments such as d.p.h. to assi

regarding to the health department. as it relates to ceqa, it doesn't have relevance to ceqa regarding. also regardingly performance in- >> supervisor mandelman: they don't get to say, no issues. you all have to evaluate that and state why you believe they are doing it correctly? >> supervisor mandelman: you have to use your independent project with respect to a city presented by an applicant. >> supervisor mandelman: season palled a.j. we have to relay on our staff somewhat to understand how staff would think about -- >> i'm not an engineer. i >> i like to try to respond in part to the question. the planning department and environmental planning's role with respect to ceqa environmental review it -- the next question is, whether or not the project presents unusual circumstances that could result in significant back on the environment. if a project produce unusual circumstance, which is project in our evaluation, intended evaluation, it does not. we could rely on the expertise of other departments such as d.p.h. to assi

or the defense department. both military and civilians. i'm not exaggerating. he has a way about him. always, above all, he's looked out for his people. that's why he was known as the soldier's leader. in this time in the united states -- in his time in the united states army, lloyd austin met every single challenge with extraordinary skill and profound personal decency. he's the definition of duty, honor, country. and at every step, he challenged the constitutions that -- challenged the institution he loves to grow more inclusive and more diverse. he's the 200th person tover obtain the rank of four-star general but only the sixth african-american to ever do that. he was the first african-american general officer to lead the army corps in combat. he was the first african-american to command an entire theater of war. and if confirmed he'll be the first african-american at the helm of the defense department in well over 200 years. another milestone and he's a barrier breaking, his career -- he's been like this th

that cannot stand in our department of justice. act must act, and they must publicly, and they must act swiftly. it is time, mr. attorney general. please do your duty. just to add on or buckle on to something mr. davidson just said, because it is so critical, it does not matter necessarily who the next if there election will be viewed as one of illegitimacy through voter fraud. it doesn't matter whether it is biden or president trump. we have just seen four years of attacks on president trump, all with this notion he was an illegitimate president. the left went out after him, said he was an illegitimate president, filed impeachment the day after he was elected it is important as my colleagues have said that this attorney general conduct his investigation. it needs to be open, public in the sense that we know something is happening. a goodoes not, there is half of this country that will always view this election as being, having an illegitimate result. no one can really govern under that. it undermines the future of the country and

other city departments as well. we can't thank you enough for your service. we're grateful for the time we've had with you and really look forward to seeing what comes next for you. on behalf of the entire commission, thank you. commissioners before we hand it over to mr. brown? commissioner green. >> commissioner green: we haven't met in person but i have to say, in all the difficult news and challenges, when you presented to us a month or so ago, it was so apparent to me what kindness you demonstrated and what a wonderful person you are. and how you can be in this very difficult job with all of the incredible challenges as long as you have and maintain incredible enthusiasm and it's apparent in the way you speak and do things and i just sat on the jcc to hear the barriers of hiring and frustrations and to be able to do that even with the pandemic, it takes leadership and a team behind you to be able to accomplish what you have, which is nothing short of remarkable. so i just wanted to say, i am so just impressed.

and the illinois department of public works in collaboration with those 97 public health departments but are not controlled. that collaboration, which is a good one and does mean that illinois has a different system perhaps than some other states. here's what i know, you want it kept in ultracold storage until local counties are ready to push these vaccines into peoples' arms. that is what we are making sure there is the least amount of public all across the 96 health departments. there are a lot of ramp ups -- indiscernible] governor pritzker: you heard my frustration with the federal government over the last nine months, have you? and how would i grade it. everyone is working hard, every is making sure we are protecting as many people. so i don't want to express frustration with this. pfizer, no doubt, is manufacturing as fast as they can and fastly as they can. general atlanta operation warp speed, the same. i think he wants to -- this is a massive logistics' operation, and operation warp speed and department of health and human services want this to go well. there are difficultie

that's our challenge to the people at the top of the justice department. thank you. >> thank you, i'll turn time over to the mr. harris. >> there's a saying that a picture is worth 1,000 words. the picture that should be engrained in the mind of every american is, is that vote counting center where the transparent class glass is bein covered over by large sheets. most americans know there's only one reason to do that, it's because you want to conceal a crime on the other side of that glass. ladies and gentlemen, it's very possible that criminal ballot fraud was being committed on the other side of that glass. the only way we're going to know is by the attorney using federal investigators to find out what's going on. every american knows a vote should never be counted in secret. you can just believe your lying eyes. the fact of the matter is, votes were counted in secret and americans deserve to know why. and now i yield to the gentleman from florida. >> thank you, andy. >> hello, everybody. this goes out to attorney general barr. we implore you to work on

and then our department, our racial equity leaders, came up with our overall department goal. the resources that we will commit to achieve in this particular task or this action, the timeline that you see here, and the implementation plan itself and the status and then the lead. so this is what our individuals, our racial equity leaders, were working on. and this is only one page of a pretty large document. we're using it as an example. you can see r.o.e., what they provided and then what our membership provided. in the end, here's one of our pages of our document, how it's going to look and exist in the overall end. we're pretty close to that now, but we're still making revisions as you can imagine. and this is how it will be laid out in our actual document. it's in a call and answer approach. so we have r.o.e.s words in blue and here's our departmental goals here, and here's r.o.e. providing the lift again. this is our answer to those -- that particular -- that particular task. and so at the end of the day, this is a collaboration between r.o.e.'s expressions and also the fi

state department, at the homeland security department, at the department of defense, at the treasury and commerce departments. most worryingly, the trump administration appears to have had no idea that the attack had even happened until a private cop told them about it last week -- that's bad. perhaps even more worryingly than that, the white house and senior trump administration officials have been basically silent on the attack. silent about who did this to the u.s. and whether there will be any consequence for the attackers. it should be noted that seems to be sort of par for the course in this administration when we get hit by attacks from that one particular country. this is the "new york times" today, quote, analysts said it was hard to know which was worse, that the federal government was blindsided again by russian intelligence agencies, or that when it was evident what was happening, white house officials said nothing. but this much is clear. while president trump was complaining about the hack that wasn't, the supposed manipulation of votes in an election he had clearly and

from t us department of f transportation bee with the department since 1981 in the current position with the areas of human resources and security and audit relations and acquisitions and maybe occurred the nasa for us next. what do you think? we will talk. prior to his role the director of human resource management. sidney rose is the chief human capital officer at the us department of labor she's been 40 years in federal service all spent in human resources related occupations responsible for the human capital policies and programs and key advisor on employee engagement efforts joining us department of labor in 2011 and previouslyerved at bls us patent and trademark office. thank you for being here. chamberland is the assistant deputy commissioner for it operations at the ssa leading day-to-day management of the computing infrastructure previously served as the acting deputy commissioner for communications for adjudication and review. he served in various analytical technical positions over 15 years us department of agriculture and education in washington dc it is the customer the subc

any decision coming out of the justice department, in particular the united states department of justicehould be based on facts and the law and shouldn't be influenced by politics, period. >> more here on all of this. biden's view of the justice department appears to be night and day for how president trump views his own attorney general. >> it is traditional and the way that the justice department almost always has run, except when there have been constitutional crises in this country, particularly in the 70s in the nixon era. certainly it did not pop up like the coronavirus and the economy. but it was part of the overall message of returning to normalcy that biden and harris said over and over again. it was interesting that vice president elect harris went back on what she said in the primary. during the primary she was aggressive about prosecuting president trump when he leaves office. first of all, she is not the president. she goes with what joe biden said. it is not unusual. even donald trump during the general election in 2016 said lock her up about hillary clinton and didn't do t

a lot of what we do at the department is bipartisan. those missions will continue, those will endure. , ire will be policy changes have no doubt, but a lot of what the department does, the career folks do day in and day out will not change. it will be secure the homeland, whether it is air, land, sea, cyber, they will continue that role. jim: thank you for your time and leadership. had a great and blessed holiday. sec. wolf: you too. >> c-span's "washington journal." we take your calls live on the news of the day and discuss policy issues that impact you. this week, one-hour segments with a new author. this morning, cheryl attkisson talks about her new book "how news media taught us to hate journalism." than the president of the jonas all legacy foundation, lessons learned from the polio vaccine that can be applied to the covid-19 vaccine. watch c-span's washington journal live at 7:00 eastern this morning and he joined the discussion with your phone calls, facebook comments, texts, and tweets. listen to c-span's podcast, the weekly. ta

thank you to the department and the commission. thank you to all of my colleagues especially those and my staff in section seven. the cha challenges of this lastr it's been an amazing ride through 2020. my work with rec and park in general. i feel that working within the parks it feels like our are the source of option for the people of san francisco. all the heart scape this city has. working in a place like golden gate park i have a great sense of pride. i feel very lucky. i feel like i'm getting away with something having a career like this. it's really challenging and i enjoy those challenges. someone brought up problem solving early, i can't tell you how gratifying that is to figure out the issue that the community, parks, employees are facing. hopefully find positive. this makes going home and sleeping overnight easy as well. look forward to work tomorrow. thank you very much and i love you all. >> thank you, nick. i don't know if you can see this? next up is kirk. he is a supervisor in the carpenter shop. he also embodies th

what does it do for police departments?arah: they actually just went public in september of this year. there's more information available on them now than ever before. when i started the fieldwork, very few people had heard of them. they have a platform that's called palantir gotham. law enforcement agencies and other clients are able to aggregate all these disparate sources of information and visualize them in certain ways. for example, the police might have their own crime data. you can build up these networks were somebody in the center of the network might have direct police contact, stopped by the police. but there's a secondary surveillance network. let's say i have been stopped by the lapd but you never have. i have called you on your phone so your phone number is associated with it. or i was parked outside of your house. or it has information on who i'm dating or who my siblings are or where i work. you have radiating out this sort of secondary surveillance network. individuals who don't need to have any law enforce

department of public works, department of building inspection, and the p.u.c. there is a position for those appointment, and if we wanted to influence the manner those persons are vetted in the, i t it's something that the board of supervisors doesn't have a role in. the mayor, with the strong mayorial government, we have an opportunity potentially to set policy. we could ask, for example, for -- in the same way when, presumableably, an ethics staff is on boarded, we could ask for an opportunity to sit with the individuals in those positions and give them individual and intensive training and, you know, sort of education about the culture that we want to see established. so those are immediate things that we might be able to do at least for the three departments where we know that there's significant concern. so i want to say -- everybody's hand is still up. i really would like to see if we have any public commenters in the queue in deference to them sitting out there for a half an hour if they did want to comment, so mr. moderator, if you could see if there's

so we've worked with the department of the city department of human resources, dhr on this issue. and we have actually through dhr improved, we have everybody proved our testing process and -- improved our testing process and added a component. we put out the announcement this week for the q50 sergeant promotional exam and the application period is from november 20th through december . those qualified to take the test must apply during this period, either they applied for the prior test which was actually halted the process was halted while we worked on improving this process per the commission director and for the mayor directive. as a part of this initiative, here's what dhr and the police department have come up with. any applicant with a sustained allegation of misconduct for race based conduct for example, use of racial slurs, racial biased, racial behavior or treatment, or other forms of selective enforcement based on race, may be prohibited from moving forward in selection process. so they will be disqualified if they have a sustained complaint in those categories. an examp

department. it can accept ambulance transfer. we also have a field hospital. and has 93 beds that we can activate to try to help to support hospitals if oursome oum were to get overwhelmed. mohawk is our link to space. we request additional support and we have our shelter in place to help with locations for covid. our prehospital and health systems are also working to try to mitigate and treat patients and transferred over 7,000 covid positive patients and supported over 1,000 covid field tests. we're working coordinating with the health system and developing city leadership. next slide please. thank you. >> good afternoon commissioner. i'm jim marx. great to see all of you. i'm going to take you through the planning session. next slide please. this is our organization chart. think ever the section as the nervous system of the covid command center with a purpose of providing the response with accurate and comprehensive information that enables optimal decision making. so i will take you through t