what did you request from dhr that you did not receive? and is there any way that you would be satisfied with... >> we wanted me tricks and documentation that there will be increased examinations, number of examinations. that is basically the documentation. and they are stating that this is going to result in as you know, the departments are complaining all of the time that it is difficult to fill the positions. and it takes a lot of time and the dhr is saying that with this space, they can fulfill that or that need and there will be more exams given but we were provided with no documentation to document that. >> and then, you ask the dhr for that documentation and that is something that you were aware that is not being provided and is there data that can be transferred to satisfy it. >> well, we are not aware that we would fail to answer any questions and so there seems to be any confusion and so the deputy director of finances has just given me the copies of an e-mail with miss campbell who was assigned to this project and this is on thu

dhr, it is your budget to do testing for the departments. for hiring staff for a departments in a city, it is just part of your budget authority; is that correct?. >> it depends on what kind of exam, but generally yes, we have the public safety and the funds to do the police testing and the fire testing for the public safety side, and further exams for the city wide exams we run them in sometimes departments provide if they want us to run an exam they will fund that if they are the ones who needed it etc.. but generally, sometimes we split the cost, if the big exam would be supported perhaps by the documents that need to hire custodians and dpw and real estate and pec etc.. >> and so the police and fire don't pay for that. >> well we have that in the budget because we took over that whole testing program. >> thank you. >> just the last thing, is confusing is perhaps, a miscommunication coming from your office or a conflicting information on that last e-mail that miss campbell raised saying that the 30,000 was in the savings or even just the

mickey callahan from dhr reported how the applicant pools for new hires for police and fire, it's been an uphill battle to make sure that women and under represented groups like people of color have access and that the applicant pools are as diverse as the populations are so that there is an ongoing effort to make sure that our fire departments and police departments are representative neighborhoods we serve and i wonder if you can address some of those issues as well. ~ representative of the >> your last question first regarding recruitment. years ago when i was part of the recruitment committee that actively was a unit to assist with maintaining the diversity in our department. as everyone knows, particularly in public safety or any position where you're dealing with the public; a department that truly reflects the workforce or the community we're serving is value added. proud to say we have a very difficult verse department. we no longer have that recruitment unit it was a funding issue. but i think in a lot of ways the men and women that work for the fire department in uniform are

dhr has recommended for both police and fire a different type of entry level testing which they have presented and they're analyzing and looking to replace the traditional type of testing in the fire department. and i'm assured from the director of dhr that it is very helpful in terms of recruiting a lot of different diverse backgrounds. >> yeah, one thing that struck me by looking at the police department applicant pool versus the fire department's is how much fewer african americans and latinos were in the applicant pool for the fire department. and to me, role models are very important, but proactive recruitment strategies and anything else that we can do short of violating prop 209 or any other policies is really critical. so, i guess i want to know more of any new efforts your department is making and also what new or needed strategies you're taking to really diminish historic inequalities and existing inequalities that exist in your department, and to make you even more accessible to, you mentioned language minority communities or others, but what are new strategies that you're

judicial branch and dhr is responsible for undertaking the rules that the commission establishes for the merit system. and i would just like to note that our merit system was created in 1900. it is actually the oldest merit system west of the mississippi and it was essentially created in response to mass fraud and corruption in city government. so, to give you a perspective. the commission's mission is to establish, ensure, maintain equitable and credible merit system for public service employment. the commission's goal is to consistently provide the best qualified candidates for public service in a timely and cost-effective manner. and i'd also like to point out our equal employment policy which permeates through all of our rules, it is the goal to provide fair treatment of applicants and aspects of employment without regard to membership of protected category and [speaker not understood]. that's essentially what merit system means. the civil service commission is a five-member commission appointed by the mayor and approved with veto authority by the board of supervisors. it is an i

we also have new testing exams that take a long time for dhr to develop so it is basically timing issue of trying to get all the positions in line and getting them open. at times we have an open req and positions get frozen and we have to go through the whole process all over again. >> supervisor breed: is there not a need for this position? >> yes there is that we have a negotiation with the budget analyst and we clearly see that after two years we would have to let the position go. >> supervisor breed: and -- were you in the process of hiring or trying to fill that particular position? >> that position would be over 100-200 positions, clearly every position is important but some of them take a lot more time to get hired. >> supervisor breed: what are we talking about in terms of timing? >> depends on where it is in the process, we have to open it again and go through the mayor's requisition process and dhr; it could take another 6-8 months. >> supervisor farrell: i am doing some calisthenics in the back. >> one of the consideration. the apartment has 338 approved positions; one of the

mickey callahan and her staff in particular martin and emilie, and dhr for all of their hard work. our mayor's budget director kate howard who in the midst of budget season continued to spend a ton of time on this issue. and the dozens of labor and business leaders who have been part of our conversation over the past six months. today, colleagues, i'm asking you for your support of this charter amendment and ultimately i am confident that the voters of san francisco will support us in our efforts to solve our $4.4 billion liability and wipe it off our books. thanks very much. >> thank you. colleagues, it's my understanding this item has to sit for at least a week. so, supervisor farrell, are you making a motion that we do that? >> [inaudible]. >> okay. so, this item will be continued to the 16th. is there a second on that? second by supervisor breed. this item will be continued for one week. [gavel] >> item 45, madam clerk. >> item 45 is a motion reappointing supervisor eric mar to the association of bay area government's executive board for a term tending june 20th, 2015. >> colle

the dhr was performing sexual acts on a child and possessing child porn. it came to light after a 6:00-year-old told her parents something happen at ymca paradise valley elementary child care site in morgan hill. lhermine worked as a teacher's aide. the agency is shocked at allegations and immediately sent out a letter to parents and informing them of what happened and urging them to talk to other kids to make sure9.4 they're no victims. there are 45 children enrolled at the day care now. police want to make sure there are no other possible victims. the ymca says, it did its due diligence when it hired lhermine. >> when he was hired to work in licensed child care he was screened through the department of justice and the fbi. >> reporter: the investigation for the alleged assault, police found child porn on lhermine's cell phone as well. investigators say they have been able to identify a 17-year-old as being among those photos in this child porn case on the cell phone of lhermine. this is the latest of several cases against children here in morgan hill in

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. >> i want to sell dhr. >> karen? >> i actually agree with bk in the bear suit. >> guy? >> tlt in a similar camp. you should see a bounce in the next couple >>> see you tomorrow. "mad money" starts right now. >> my mission is simple. to make you money. i'm here to level the playing field for all investors. there's always a bull market somewhere, and i promise to help you find it. "mad money" starts now. hey, i'm cramer. welcome to "mad money." welcome to cramerica. other people want to make friends. i'm just trying to save you a little money. my job is not just to entertain you, but to educate you call me at 1-800-743-cnbc. you know what i like to be mixed? no, not mixed drinks. if i own some of the text stocks, i'd be mixing a strange brew of arsenic and scotch and sipping it. no, i like my data to be mixed. that used pool data that confronts us every day, because the more mixed the data, the higher the averages. the dow climbing 78 points. all-new records. nasdaq advancing. it was weaker than forecast. the jobless claims, they came out. stronger than forecast. consumer