and you are suggesting that an advisory panel, reestablishing an advisory panel and it is good with dhr, but also with the community based organizations. >> right. >> i want to thank you for presenting for the presenters and we want to see if president chiu will make some remarks. >> i want to thank supervisor mar as well as advocates from the seniors and disabled communities to come to this important hearing and i want to make sure that we are implementing civil service rule 115. we now in san francisco are blessed to have one of the lowest unemployment rates in the country and we are leaving too many communities behind and in particular, with unemployment rates, for individuals with disabilities nearly twice that, of people without disabilities. and with the fewer folks, with disabilities being counted as unemployed, because more than the leading labor force, permanently and with the reality that over a third of all individuals, the people on incomes based on government assistance have disability. and we need to do more. and one of the interesting things that we know about our disable

am actually not familiar enough with the advice on this issue but happy to circle back with you and dhr after this hearing. >> all right, right. right. >> so there is also gina, genetic information act which also prohibits us from collecting any information regarding a disability that is tied to genetics. >> okay. >> and that is a federal law. >> okay. >> you know what? i think that what is interesting about this conversation is that the community representing the people with disabilities is asking us as a city to consider tracking and at least monitoring on a voluntary self-identified way, and so if there is a way for us to consider that i am open to it. >> sure. >> obviously given the constrictions of the constitutional and legal challenges. >> we will be happy to continue that discussion as well. >> i just want to thank you for the presentation. and the point from supervisor yee's question of the use of rule 115 over time, it does seem like resources to staffing positions, within the dhr, are critical to that we can begin to use the rule, but also other tools for employment for peopl

dhr pays for it. >> how does the person [speaker not understood] support our city? >> it's part of the agreement we have [speaker not understood] and the administration test and the scoring. so, there's no re-data kickback. >> i wasn't thinking about kickback. >> i there is no portion that comes back to us. >> great, thank you. ~ >> okay. and as i said, we're in agreement. so, if there's any other -- >> thank you, ms. callahan. i'll just say supervisor avalos and i share similar concerns [speaker not understood] work with the city attorney's office to see if there is anyway we can explore locally legislatively to make sure our folks have preference. [speaker not understood] we're working on it. so, happy to work together. mr. rose, can we go to your report, please? >> yes, mr. chairman, members of the committee. on page 84 of our report, i recommended reductions to the budget total 350,000 14-15. these are revises i handed out this morning. [speaker not understood]. these reductions would still allow increase 3,5 59 [speaker not understood] ~. of that amount all ong

and i have discussed this recommendation, with dhr staff, and the population 209 question was pointed out to me and so i try to do a little due diligence and i am not an attorney but i did go back and read the text of the proposition, and i also read the text of charter of chapter 31 of the state charter. s and that out lows affirmative action. and it lists those and it does not actually specifically call out disability as a community that could not, or that where affirmative action is outlawed. so just lastly, very quickly, you know the city is discussed is at a turning point, you know the mayor's budget that was recently submitted to this body calls for hiring a 1400 new positions over the next two years, people with disabilities are ready willing and able to assume these positions and we are looking for a partnership, from this body and from the city staff, to move forward and to help give people with disabilities hired and to what are very equitable jobs in san francisco. thank you. >> thank you. i see no questions, thank you so much for your leadership. and the presentation. >> t

and every one of our job announcements on the dhr website also stipulate that if an applicant requires accommodation, who to contact for that accommodation, and we do routinely provide those for the applicants and in addition to that all of the announcements also provide contact information, regarding tty access. and in addition to that, we also have donna kataki who you have identified as leading the effort to work with the cbos in the community and particularly we have been very happy to work with kate williams for light house for the blind in reaching out to those and advising them of positions that are available that are listed on the website and also asking the cbos that if they have clients that meet any of the minimum qualifications for those positions please send us their resumes. and then we can reach out to those departments and have them identify those positions, as rule 115, so that those candidates can be considered. so we do have right now, a process, for reaching out with our cbos and reaching out with our hiring managers that designates the position as rule 115, in addi

july, which represents 2 and a half months, and so we have significantly reduced approval times, of dhr as well as the mayor's budget office, and it used to take, months, to get approval and now most hires and most requested new hires are approved by those two entities that within a week, we have also simplified and stream lined the internal process to get the staff on board and we looked at our recent payroll for the current year and analyzed it and analyzing the most recent payroll, and we are actually exceeding our salary budget by 1.6 million dollars and so we are on track to expand the full salary budget. which is why i am asking to have the money not be put on reserve and i appreciate the budget analyst saying, and not to penalize the department and the xwlon is there and we will have to come back again and provide more information and that is the additional step that i am going to avoid because we are on track to fill these positions and we will be close to fully extending our salary budget within our attrition budget. >> okay. so our budget analyst? >> okay, from the budget and

launching our city-wide wellness plan which is supported by the mayor, the controller union leaders, dhr and health service system. and then we'll be launching the hss wellness center at 1145 market street. indeed, our department is extremely effective in our use of resources. the hss budget did collaboration between hss city departments and union leaders were successful in reaching the goal of sustainable benefits. the hss budget is 1.4% of the value of our total contracts managed which is unheard of in the industry. proposed budget is not changing that much from year to year. as you can see, the largest portion is in salary and fringe benefits. 1.6 million in professional services, 1.6 million in work orders, and 35,000 in materials and supplies. the actual nitty-gritty of the budget is an increase of $1.2 million, over 600,000 of that is in cola and base costs. and in the health service board election which we have no control over in funding workers' comp claim. the only proposals we have are to streamline benefits to organize analytics to get a sense of how we're spending our health

and our office also offered to collaborate with dhr and provide training for hr staff and assist in their recruitment efforts. the members of the board and especially supervisor mar made a commitment to support a human resources budget request for a new staff member, who will be tasked with outreach to the disability community. so on that good note, that concludes my director's report. i want to wish everybody a lovely june pride and at this point i will turn the microphone over to heather kittle our ada intake coordinator to hear her report on our ada complaints and requests for accommodations. >> good afternoon, council. last month our officer received 90 inquiries about 90% these inquiries were from the public and 10% were from city departments. we received two complaints, six curb ramp requests and three requests for accommodation. including an electric sign blocking a parking space and issues related to documentation requirements for an accommodation request the a family shelter. the requests for accommodations that we received were primarily involving requests for blue-zone parking

a mouthful for madam clerk to read all those, i want to say a number of gao, it was a huge feat for dhr staff to negotiate all these contracts and to do it on time. so, really wanted to acknowledge all their efforts as well as all the parties involved from the various unions to come to an agreement. so with that, just really want to encourage colleagues to pass all these items today. thank you. >> thank you. i would also join in the comments of supervisor tang. colleagues, unless anyone wants to sever any of these items let's take a roll call vote on the m-o-us. >> on items 39 through 69, supervisor campos? campos aye. supervisor chiu? chiu aye. supervisor cohen? cohen aye. supervisor farrell? farrell aye. supervisor kim. kim aye. supervisor mar? mar aye. supervisor tang? tang aye. supervisor wiener? wiener aye. supervisor yee? yee aye. supervisor avalos? avalos aye. supervisor breed? breed aye. there are 11 ayes. >> the m-o-us and the ordinances underlying are passed on the first read. [gavel] >> yea. >> i understand that dph is here to retake up item 20, which we have already called.

discussed that the department is doing a lot of work to expedite the hiring process to the department dhr and how is that moving along and how are we seeing that stream lining going forward? >> we are very focused on it from top to bottom and we actually just left the executive team meeting where we focused on that, so we have got, a new several, new hr team members, that are hired, as of about three weeks ago. and so, we have reorganized ourselves and added staffing in the exam unit that will help to facilitate to move that process along and we are restructuring the process and we are going to go through a process to evaluate our systems for hiring, and so we have a tremendous amount of focus on the process, within the department. and we have seen some results starting to really come into place, and we anticipate over the next few months that we are really going to start getting some traction and getting the momentum going. >> and you have the real targets that you are looking to meet to determine ho have the staff at a certain time that we can expect to see. >> absolutely our target is

gave back and i am talking about the ones on the city side of the leger, meaning the non-mta side, the dhr does not directly negotiate the transit operators contract, although we are assisting in trying to bring that contract in before june 30th, pursuant to the charter. however, i would like to point out that the transit operators or the one, and only group whose leadership chose not to reopen and give back in the form of wage concessions when the city was going through the worst of its budget times. and the mta transit operators are also interestingly the only labor group not to have or pay the 7 and a half percent contribution toward their own pensions and in this round of bargaining the last couple of groups that had some small portion left to be the city pick up went to full contribution status and we think that is very important, in addition to the furloughs and the wage referrals the period after 2008, the city also worked closely with our labor partners to overhaul the city's pension system, and the city's retiree, health investing and benefit system. >> both measures resulted in e

in order to address this backlog we have received the support of the mayor's office and dhr to staff up one additional position in each of those two key areas. one additional counselor and one a ~ additional law judge has come on [speaker not understood]. we are going to be asking with your consent to ambitious -- >> can you repeat what those backlogs are or how severe they are. >> at the moment it is taking us two to three months to schedule a priority case. a priority case is where there is an excessive rent increase while the tenant could be displaced waiting for the decision of the administrative law judge. more run of the mill cases are taking 5 to 6 months. i don't like to get up before you and saying we're not providing good service. so, in order to address that situation we have got two temp employee positions and we're asking to make those permanent. two years ago when we were before this committee, our current assessor -- then supervisor chu who was the head of this committee, and she did kind of a mini audit of the rent board because i think we were in a recession and the