update from dhr on the applications. hello members of the board i'm bench min rich consultant with human resources. providing a brief update on the recruitment for ig. the announcement period closed side june 24 open for 3 months. we received 37 applicants during the posting p.ed and we conducted screening. reviewing the qualifications so far. we have 5 applicant who is believe meet qualification in all areas and qualified to move forward. we will be sending an update e mail to all applicants letting them know we are reviewing application and moving forward. we sent reminder to all board members to complete the fairness in hiring training. several of you very close thank you for that. and as out lined in our time line we presented to the board the next steps are to appropriate for the interviews. i believe we discussed questions for written is up elemental and in person questions. >> what role did the eccollusion of law enforcement experience or any hiring because it is so broad. play in having only 5 applicants from the

so, collaborative we work with dhr to create more transparency for our members. and then we meet with the chief monthly to discuss issues that affect our members and the lgbtq. next slide. so the pride patch was initialed in 2019, officer patulia who was suppose to be but he had to stay and help serve our city. it was support and champion by chief scott, thank you chief. and create not only a bridge to gap between lgbtq community and sfpd but also to benefit lgbtq community organizations. 2019, the commission approved the wearing of the patch, thank you. and we became the first law enforcement country in the nation to authorize officers to wear a pride patch during pride month. so really sfpd really leading the way. local impact of the pride patch project, since 2019, we raised over 19,000, we've raised 19,000 in our first year. that was first year alone. and our inaugural was street use. so we're able to present them for with a check for $19,000 to help some of the most marginized members of the community our youth, kicked out by their families and come to san f

so, collaborative we work with dhr to create more transparency for our members. and then we meet with the chief monthly to discuss issues that affect our members and the lgbtq. next slide. so the pride patch was initialed in 2019, officer patulia who was suppose to be but he had to stay and help serve our city. it was support and champion by chief scott, thank you chief. and create not only a bridge to gap between lgbtq community and sfpd but also to benefit lgbtq community organizations. 2019, the commission approved the wearing of the patch, thank you. and we became the first law enforcement country in the nation to authorize officers to wear a pride patch during pride month. so really sfpd really leading the way. local impact of the pride patch project, since 2019, we raised over 19,000, we've raised 19,000 in our first year. that was first year alone. and our inaugural was street use. so we're able to present them for with a check for $19,000 to help some of the most marginized members of the community our youth, kicked out by their families and come to san f

with central hr, yes are, because working with our dph hr it is a collective of central dhr and bph coming together to be intentional and address these vacancies. >> is this 26 percent vacancy, is that typical or is this higher then normal? i know typical is hard, because there-maybe i should say, pre-pandemic were vacancies this high? >> i would say there is a trend. it is normal trend. post pandemic it worsened and again, the mental needs of individuals especially those with homelessness increased so you are dealing with higher acuity and you have case managers that have high case loads and doing this work like i said, i cant emphasize this enough, difficult. retaining staff is sometimes a challenge. it is getting worse, but we have to aggressively be proactive in the actions to make sure it doesn't get worse then it is now. >> do you all have a sense how many of these 63 positions -not counting the new ones but the 63 vacant you are going to be able to hire this year? >> this year-we are hopeful. as of last week, we just had-one of our programs has 10 clinical positions they are trying

today i know they are both engage in the their work as commissioners with the various departments and dhr and i know they will continue to serve our city well. and i strong low encourage you to support their reappointment. address the motion and allow them to continue to serve for another 6 year term to 2029 seems a language way away. thank you very much for listening and thank you to both of them for their service. >> that was our last caller for public comment zoom thank you. public comment on items numbers 10 and 11 is now closed. >> and i would like to make a motion to strike reject where it appears in both motion and send the reappointment of kate favetti and jacqueline minor to the full board yoochl on the motion to strike reject throughout the motions and to recommend to the full board on this motion, vice chair walton. >> aye. >> supervisor safai. >> aye. >> chair dorsey. >> aye. >> the motion passes without objection. >> thank you, mr. young on an ums vote 10 and 11 mayoral reappointment goes to the full board. congratulations. >> do we have further business. >> that completes th