at dhr. and i will now i'm going to turn it over to deputy chief wash and penny. >> again to see you deputy chief. >> supervisor stefani and supervisor engardio. >> supervisor dorsey i have one question - >> do what you can do. >> sure. >> so for those two o who might not be familiar with thirty/to ask thirty percent of the sworn workforce by 2024 /* to further change and change culture that's where the number thirty comes from. >> currently women make up only 12 percent of sworn officers and california about 14 percent for sworn officers and sfpd you mentioned were about 15 percent of sworn officers by the two hundred and 80 and 6 out of 16 are women one of the ranks of sfpd women are 17.7 that is sergeants and above and in supervisor roles for thirty/thirty has put us on track to monitor how we're doing starts off you sernt sends in our original we need the our 12 months in november i can say not a great success from 14 by progress i want to say one of the things we have to do in order to e

at dhr. i will now i'm going to turn it over to deputy chief wash and penny. >> again to see you deputy chief. >> supervisor stefani and supervisor engardio. >> supervisor dorsey i have one question - >> do what you can do. >> sure. >> so for those two o who might not be familiar with thirty/to ask thirty percent of the sworn workforce by 2024 /* to further change and change culture that's where the number thirty comes from. >> currently women make up only 12 percent of sworn officers and california about 14 percent for sworn officers and sfpd you mentioned were about 15 percent of sworn officers by the two hundred and 80 and 6 out of 16 are women one of the ranks of sfpd women are 17.7 that is sergeants and above and in supervisor roles for thirty/thirty has put us on track to monitor how we're doing starts off you sernt sends in our original we need the our 12 months in november i can say not a great success from 14 by progress i want to say one of the things we have to do in order to engag

and finally we continue to make end roads with departmental support, dhr included a reference to the increase in irs limits for 2024, they included that in their december newsletter. and in hss, their news let thaer was received this week, the executive director abby included a reference to the sfdcp and importance of contributing to it. she sited that retiree often understatement healthcare costs and premiums in retirement and benefits do not cover dental so. she wanted to encourage people to put money aside in advance of retirement and finally, one personnel update. we are delight today welcome rachel lum comes to us from a aid from the controllers office. so she is familiar with the lost and she is looking forward to join the small but mightly and we look forward to work with her. i'm happy to answer any questions. >> i have one general question. thanks for the great report, a lot of positive numbers. numbers going up is a good indicator. before our next differed meeting, i think it goes through planned sponsor, excuse me for not having the specific. but they're having another cou

and dhr was proud when owe first launched the policy to have facilitated the procurement of four lake hand pods and hospital grade press pumps and other materials. next slide, please. and finally i'll close with letting you know there are 96 total lactation room citywide and a houfbt of those are restricted to certain employees for security reasons but okay.ly majority other than 90 are designated and great example is just last year that a career fair in the civic centering an employee from another department needed the lactation space and made sure that city hall was open and available for that employee especially, when the building was closed as lastly we encourage the departments make the amenities here list on the slide to be available in all lactation rooms and i'll stop there for questions and we're joined by the manager for any specific questions you may have. >> thank you for offer overview of the policy i have a question about the charts roll in supporting the department the lactation room is great we got to that point but what that hundred and 86 buildings that are over by t

dhr, folks. eli lilly has become a darling.>> well i think, we think it deserves it. we changed our view to a strong buy from a buy in february and our filing is that it has good pipeline development. also key growth from current products. so new products combined with existing products we think will help to promote growth in earnings and valuations. charles: hey, i got 30 seconds. i never heard of girdion? >> yes it is in the food category. we think the company will continue to see some margin exexpansion. we also like the opportunity for the stock because people are moving away from sulk sugar toward plant-based foods and this company is a supplier of those things. charles: great stuff, sam. always appreciate it when you come on the show, stan. thank you very much. >> thanks for having me. charles: all right, folks even before today's cpi report there was more anxiety about commercial real estate. it never went away. after new york community bank hit the skid we've been more afraid of cre. should we, and what could be the dam

quote dhr ically ts also decide to terminate your parole at its discretion for other reasons par as violating any laws of the u.s. if you stay in the u.s.he after your parole expires, officials who encounter you may refer you to ice for immigration proceedings. in other words, joe bidegration, his discretion could simply order these defendants ejected like a grandchild at a biden family reunion. i know, but won't because venezuela won't take him back. and anything that resembles common sense makes him agree with the big evil orange meanie atop agr of this.e gr >> huge groups of illegals from china were recently seen pouring into the southern border on "60 minutes". whsteady stream right through a gap in the fence. who could have seen that coming ? hmm. and so now senate demsdems are cooperatin g republicans on an immigration deal. it even includes building that immoral eve wall we keep hearing so much about. sure, they want to make itimmorn of papier machÉ and cotton candy, but at least it's a start. >> suddenld buy, the dems soundt a lot like you know who. it's same old democrat specialty. p

can be we are a report about somebody hired both civil service inappropriately in that process go to dhr for the types of report and other reports are greatest hits sort of. >> contacted have a way - for example, for the reports we didn't investigate clearly out of our jurisdiction the one i remember most clearly a complaint somebody brought to us about a ticket they received in new york not within our jurisdiction. >> the next slide, please. for you is the percent of the investigative reports with a corrective action for the employee discipline and a policy change could be. what is remarkable across the 10 years we'll have done on that graph for about to 40 percent the reports we received and investigated and some type of corrective action for the system or a corrected action again, a staff member and discipline to conclude termination. next slide, please. we have for you about some of the initiative for fy2022-23 and on the desire to close 75 parks 90 days. we also have been issuing the quarterly reports ones the activity that is more recently the tube report between three 7 days and a

and lieutenant anderson worked with dhr for recruitment and messaging. this was an important aspect in this class as we moved away individuals needed to understand the process and how to remain on our list and how to be eligible for the 134th throughllowllow anderson's work to get what messaging out to the greater public and the folks already on the list. they were eligible to come over. also our partnership with fire center. guess beyond the testing process and the support. they wanted us in studios and this is the audio and vushl department. giving training and mentesorship we can use our multimedia session. many members on recruitment pod casts including chief mou. some reason the candidates for the 134th had 747 eligible candidates were invited. 197 ineligible due to missing [inaudible] or ged or driver's license. we have spoken about the reconstitution of the committee, chief beaufort is a liaison along with ken yee and zack compary they have been doing fantastic work developing a message to the field which is important on the reconstitution of that

large jump in claims, but we are obviously i think chief kaialoa mentioned our regular meetings with dhr to try to improve that process from getting people back to work and navigating the various complexities of the process so that is huge chunk, all most half. we have $6.7 million from central shops which is what we use for maintenance of the vehicles. we are working with shops to issue having a aging fleet is you have more and more issues. justification additional nab nob we have another about 6 $6 and half million for the main work order with department of technology for it infrastructure across the department and that is a city wide allocation that broken up by the number of personnel in the department. these work orders are not held against so if there is a increase [indiscernible] it is a large piece and very limited flexibility we have with that. >> the $17 million and 6.7, those are services for buying from the city of san francisco? >> the entire amount for work orders is all from various other departments. >> all of it. okay. >> yeah. >> thank you. >> thank you commissioner fra

and there was a report from dhr about how long it takes for the city to hire a civil service classification. it was more than 250 days, so when you take, that length of time and you add the two and a half, two and a half to three months to conduct a background, it takes almost a year to bring something new in going through the civil service process. within my unit, we definitely had our challenges on some key departures. we had our contract manager retire, we had another vacancy from our budget manager position. we've also had accountant supervisor that recently separated but that position was vacant for about two years. in total it varies depending on which, which year and based upon what period of time we're looking at on how many vacancies we had at that point. what i will say that about that, is that one of the impacts to our department on our ability to hire is really based upon our budget. so in fiscal year 22, and in fiscal year 23, we had hiring holds because we were, right at the six-month mark because we were going to be over budget. when a city department, whenever they're going

literally as we speak by our internal public works hr staff and think it may have been submitted to dhro get the position hired because i can say, our hr staff know that is the most critical position at the moment because if something does happen we got to have a emergency manager. >> good. thank you. look forward to keeping apprised on that as well. i want to congratulate the department and perhaps to karen hill and her staff. since we first saw the organizational chart there are far fewer acting positions, which we had number commented on that if people are doing their job a long time and good job they shouldn't be acting they should be given the job or shown the door. thank you to karen and everybody at the department. >> commissioner, if i can give a update, the bottom box under building design and construction, that position is filled so [indiscernible] taken on the role and at capital planning presenting as we speak and will do wonderful in the job. >> i remember working with her and attest we have a very strong person in that position. i was pleased to see that. thank you. my las

and there was a report from dhr about how long it takes for the city to hire a civil service classification. it was more than 250 days, so when you take, that length of time and you add the two and a half, two and a half to three months to conduct a background, it takes almost a year to bring something new in going through the civil service process. within my unit, we definitely had our challenges on some key departures. we had our contract manager retire, we had another vacancy from our budget manager position. we've also had accountant supervisor that recently separated but that position was vacant for about two years. in total it varies depending on which, which year and based upon what period of time we're looking at on how many vacancies we had at that point. what i will say that about that, is that one of the impacts to our department on our ability to hire is really based upon our budget. so in fiscal year 22, and in fiscal year 23, we had hiring holds because we were, right at the six-month mark because we were going to be over budget. when a city department, whenever they're going