we believe have an fte would do that work. it was not the original intent of the particular position. we can continue to work on that. i think we all recognize the need for it. supervisor chu: thank you. supervisor wiener? supervisor wiener: with respect to the two requested public projects, environmental planners, my understanding is that will be funded through the budget and then they will not be billed out to the other departments? >> correct, through general fund. supervisor wiener: i think i mentioned this last time. having gone through a number of these public projects, it is a real fire drill every time making sure that we can get staffing from the planning department and making sure to move these projects forward in a timely manner. it undermines confidence in the public spending and capital process when we have a project that is moving forward and then it has a hit but because there is a delay in the environmental review. most recently, and dolores park, the department, they did the timing bet needs, but for a while,

fte in the budget cycle -- with a partial fte in the budget cycle, it can be three or four months into the fiscal year. by the time the department with any regrets, we're halfway through the fiscal year before there is an opportunity to address it. the last thing i want to say about these exams is that it is our -- our intent to provide department's access to eligible lists not meet their needs. we knew there was a number of classifications specific to dbi where there were not eligible lists. that takes me to my slide. we have identified the following clauses that are here for you that will be done through a position-based testing program. it is an expedited process. i want to make sure that i do not overstate our role. that is, this will be available from our perspective in all of these causes by september. it does not mean we will wait until september to post list. we have a very seasoned analyst dedicated to doing nothing but make the job analysis work. our hope is by september, barring any unforeseen appeals that mr. crouse pointed out in the process that we do not get to control,

this year, we have 1250 -- 12 ftes' and a small reduction in services from other departments. again, going through positions, authorized positions from 41 to 12 at the hrc. 70% reduction. funded positions from 33.5 through 12 positions in 12-13. up here -- you can see -- and you can read this but a graphic -- the green is the positions that are staying at hrc. current projects now that we have remaining staff. this is the african-american initiatives which is the african-american leadership council which is headed up by commissioner davis and the african-american empowerment initiative which is done within hrc staff and some other committees. some other initiatives will be going forward with that are underway now is the lgbt initiatives and faith and community initiatives. lgbt housing clinic beyond castro which is servicing and talking to in having community meetings in communities of color with the lgbt populations and the bisexual initiative. other initiatives going forward are the sanctuary cities. the profiling of african- american -- arab, african, middle eastern people

we did manage 1 fte through a trust fund. we are soon to partner with laguna honda and sfgh. we're the leader city-wide for the weight watchers program and we have lost 2,500 lbs. since august of last year. it will save millions and millions of dollars. it is hard to translate that exactly, but it is at a substantial -- it is a ton of money, if you will. and our eap program has expanded its scope significantly since it came to hhs under the board of supervisors direction in 2008. they do koses on violence prevention and workshops, and also have implemented at workshops this year on smoking cessation. we have had two very successful workshops on smoking cessation eap in also looking -- smoking cessation. eap also responds to every instance where there is employee injury or death. we do three workshops a year on preventing violence in the workplace. that could be physical violence or verbal violence. we have had a bonus share every year. the department and the unions have both said they read like the wellness fair to be spread out. last year, we serve over 3000 people and we di

. >> in the current year, we have a budget excluding civilians at the airport of 340 funded fte's of civilians in the police apartment. excluding the airport, of which 312 were filled. you have a certain number of vacancies, as you do in any department at a given moment in time. the budget grows the 340 #over the next two years to 413, it adds approximately 60 funded fte's to the budget. those of the physicians generally detailed on the appendix a -- or table a of the memo we distributed. the majority of those are ones that our office has identified as civilianization possibilities. the only difference is that they are the bold ones with the budget has not added additional resources to a place where there might be another opportunity. one data point which we are still working -- supervisor chu: just so i understand, in the current year budget, we have 330 funded civilian positions in the department, and only 312 of those are currently filled? >> that is correct. for the pay period we are using here. supervisor chu: so we do have a difference. is the difference where the department is

there is a relatively minor change in our fte level. in terms of internes and job creation, it is not something we have a budget for, although we do have talented intern's. we do offer services in spanish, cantonese, and mandarin. i do want to point out there was a lot of paperwork going around that indicated we have $4 million in revenue expected for the year, which is not the case. i think everybody is working on the same page as far as that goes, but i have to say we spend so much time going back and forth we never had a discussion about recommended cuts, so i did not learn about the proposed cuts until the close of business on friday, so we have not had much discussion on those. i oppose those cuts and with all the drama i can create, and i am willing to have those discussions as necessary. good >> thank you very much. and we are not in trauma, but why don't we ask the budget analyst to provide your report? a wax our budget has totaled $59,000. they are ongoing savings. in 1314 it has totaled 80,000. they are savings. goowe will wor

we are putting one of our fte's over at the office. we may be asking to fill those four vacancies if we get the money for the children signature program. that will acquire us to have certain staff. -- acquirer -- require us to have certain staff. we operate a phone line -- a parent phone line for preschool and we operate that in three languages. all of our materials are in three languages. all aboard trains are in three languages. -- all of our training's are in three languages. most of our programs maintain an ongoing capacity to provide -- to serve families and providers in these primary languages. supervisor chu: thank you for your presentation. to the budget analyst, is there anything you would add? >> no, nothing too bad. supervisor chu: if there are no questions from the committee, thank you for your presentation. we look forward to continue to speak with you as we look for the office of the ece. >> do you want me to come back next week? supervisor chu: the next apartment, a juvenile probation. -- the next department come at a ju

have received more revenue than we budgeted, but we are trying to keep in terms of a realistic type of fte talent. -- count. looking at the way we are organized to make sure we as -- we are as efficient as we can be. sueprvisor kim: on the conversation, i heard from president mccarthy kind of, but seeing the surplus, what were the challenges to that hiring? >> there were two areas that were problematic. >> it takes a long time for a requisition to be approved through the hiring process. this was approval from the mayor's office and d.a.'s shark. even though we had a larger problem, where we had to wait for the tax to be complete for the clerical division, it was not complete until the end of this year. we had to wait until those were published and approved by the unions before we could hire those positions. then we had a significant number of positions that required city- wide testing methodologies run by the department of human resources, or position-based testing, which will be -- the department of human resources. and without having any opinion available for them to use in not having th

the next area that i want to talk about are these proposed fte's, and i thought it would begin to look see where we are today. if you look at the fiscal year where we are today, you can see it is down from around 269 employees to what we're projecting at this point, which will be 204 before this year and then 204, rounding the numbers off, for next year. what you're seeing in this budget is that we're not asking for any new positions. the next area that i want to discuss is information technology. this is an area that is really important with what we're trying to achieve in moving forward and modernizing the office and trying to become more efficient. there are basically three functional sears, and one has to do that case management and information sharing. the other has to do with litigation support, and finally, the end user support. my goal is to bring the office to the 21st century within the next few years. i think most of you are aware that the technology in our office has been woefully deficient in our offices for a variety of reasons, and that has a direct impact, not only with

>> two full time fte's. >> you are going to eliminate -- >> senior telephone operators. supervisor cohen: and we are moving the nursing staff? >> just the graveyard shift. supervisor chu: in terms of those positions, generally what is the volume of telephone calls that come in for that service? >> i don't know during the daytime, but i assume we can give you that. during the daytime they take a lot of calls from outside people that want to visit their loved ones in the hospital. the volume is much higher. but during the nighttime, there're only 10 calls a night. supervisor chu: we have agreement on a number of recommendations at the other is the outstanding policy question. i know that bevin dufty is here to speak as well, but before we do that, can we accept the budget analyst recommendations except for the areas where they have articulated a change. on page 67, the specialized service reduction has been withdrawn. on page 69, it has been increased by $150,000 in terms of cuts. the budget analyst has articulated additional cuts on the current expenses worth 50,000. and

issue remains the recommendation of the library openings additional flow hours there represents 2.5 fte for those facilities. i am happy to respond to any questions you may have. supervisor chu: would you be able to address the area where there is still the this agreement? >> madam chair, just to clarify these are the policy recommendations. the library is an agreement with all of the recommended cuts. these are the policy recommendations on pages 13 and 14. supervisor chu; what remains is primarily the policy recommendations for the custodian, a library one and a library tech assistance. these four positions are related to the expansion of library hours, correct? take of that is correct. - >> that is correct. supervisor chu: given that the department has agreement with the department recommendations, i would recommend we accept the policy recommendation by the budget analysts. i am a big fan of expanding the library hours and would hope the committee would not take the recommendations the we're able to expand the library hours. supervisor cohen: i want to echo your comments, and i also

ordinance, fy2011-2012 and fy 2012-2013) to class 5640 environmental specialist grant funded position (.25 fte) at the department of the environment. supervisor chiu: same house, same call? this is passed on the first read. item #9. >> item #9. resolution authorizing the lease by t-mobile west corporation of approximately 160 rentable square feet of ground space located at 720 moscow street for the san francisco fire department. supervisor chiu: colleagues, i understand that supervisor avalos lives within 500 feet of this location. can i have a motion to excuse him? seconded by supervisor campos. another jet -- without objection, his excuse. if we could take the roll call vote on item number nine? >> item #9, roll call vote. [calls the roll] there are 10 ayes. supervisor chiu: that resolution is adopted. thank you, item 11. >> item number 11. resolution approving an amendment to the contract with apollo health street, inc., for retroactive claiming of aged accounts services to $3,675,000 for an additional four years. supervisor chiu: roll-call vote? >> on item 10, president chu. mr. president,

are these new positions, or are these of the 58 fte's that were eliminated previously? >> a few different things happening. the city attorney's office, there are -- the city attorney is able to absorb much of the work that was previously done by attorneys at the redevelopment agency but is reorganizing and needs to get several positions to accommodate the full workload related to property management, the complicated land use and housing related deals. those are two additional positions they are requesting in their budget. supervisor kim: will they be observing the attorneys that were already at redevelopment or are they hiring new individuals to fulfil that absorption? i understand the need for the work. i'm just curious. >> my understanding is they are going through a hiring process. at the office of

we all know that is not possible at one fte for every 25 veterans. that's another issue. we hope we are all thinkers. >> you had a lot of points there. they qualify that for credits and you killed it. we couldn't be a half mile from the grocery store even though we were joining a medical camp. you got closer. those types of things happen. you can't change the deal to chase points to be able to win the award that you don't end up for what you tended to do. your point about changing the populations i think is relevant. we see this in the senior properties. building the project years ago and all the projects are still there. it's a lot different and we have to be cog cent as the populations are building support for veterans. we are looking at a much more frail population than would be with returning vets other than the injuries you might have. i think that roseanne is the universal design that helped more than way as the population is aging. they are staying in the housing that don't move on. >> you have an administration and homelessness among veterans and they put a lot of

the board in their wisdom originally voted to drop the down 2.5 fte and we have had discussions of looking at our survey. sort of a upping that to a full position. can you tell me, briefly update where that is in this budget as islet -- i am looking in that program. >> i am scanning the room to try to find kevin truett. he may be hiding from me. we did have a fairly thorough discussion about this issue and he is in more direct contact. if he can join us, i will cleverly look to him to elaborate. when we were looking at the needs in school health programs which are many, we did talk about the lgbt resolution and the support of staff resources and non-staff resources as you are familiar with. pursuant to that resolution. we also discussed in a slightly broader context with the health curriculum, write? which is related in some respects to the lgbt resolution. as the associate superintendent will explain, we did find in looking at these priorities, the lgbt resolution itself, the tsa support for health content specialist and another aspect which is an investment in case management tools for b

the commission the budget request is allocated only to 5.68 fte staff, professional services would be in the case of there is a need of a hearing officer, translator, or a court reporter. materials and supplies, equipment maintenance, and the lease of the copier is actually the bulk of what we spend in terms of professional services. services of other departments would be the usual in terms of mail, real estate. in previous years, the department has had two faced challenges in reductions and the department has made extra effort, whether it is to reduce work orders, to take on more of the work by our staff. we have had some reorganization with our staff in the past. we are still able to service the public, the employers organization beckham with questions regarding whether it has to do with the examination, hiring, rule proposals. we had a recent amendment changes which have been costly in terms of putting out notices, proposals for meet and confer, and the posting of the adoption. the department does not have any disagreement with what has been recommended by the budget analyst. i do

our position count is roughly flat, declining from 201 fte's down to 198. supervisor chu: can i ask you to hold on? ok. go ahead. >> just to very briefly -- are balancing plan for this budget totaling $2.1 million over the two years is really made up of a host of different solutions that you have in the proposed budget before you. $220,000. slowing down the work we're doing in the auditor function, which generates a balance we are using to reduce their need for general fund money the year after. then other miscellaneous productions and work order recoveries. that is repeated each of the two years. very briefly, to hit some of the highlights of our work plan for the coming year, we are very excited to be nearing the end of phase one of the project. this is the city's replacement of the 20-plus year payroll system it will be an integrated payroll system merging with the human resources systems on one platform. we do expect that there are subsequent phases to the project that will be stretching through the coming fiscal year. we expect to hit that milestone ea

our 1% fte reduction through eliminating vacant positions, and our contract savings is negligible. this is largely combining services under a single contractor, creating some efficiencies there, not renewing certain contracts that may have run their course or providing services that are no longer necessary. in the next year, we are largely taking advantage of the new eligibility for medical among single adults. you will see that in terms of savings and leveraging new federal and state revenues. because single adults will be eligible for medical, their eligibility for cap can be worked through by individuals but also the medical eligibility, which will allow us to draw down federal and state revenues to do their work. supervisor avalos: with his a bit conservative estimate -- >> we anticipate a conservative $1 million in savings just on eligibility from medical. the next is really an amalgamation of increased leveraging through our california works program and other federally mandated state -- and state programs, working closely with our front-line staff to make sure that they are a

. >> but there is such a big difference between 4,170 new fte's or jobs versus 1600. that is quite a difference. >> yes, i do not have the specifics on that. someone from cpmc may address that or i can go back to planning staff and tried to get more specifics for you on what the discrepancy is. in general, there often is a discrepancy with eir's with projects when they finally come along. supervisor mar: i appreciate all the data, and that of the 40 permitted jobs per year for five years, i am understanding how that plays a role in your roll number of permitted jobs. but it seems like there needs to be strong will commitment for the other areas, administrative and engineering, an entry-level jobs as well. it is a good starting point for the 40 new jobs, but it sounds like that is not enough. i am wondering what your thoughts on that are. >> as i said, i think that, you know, certainly in this economy in this being such a big project, there is a need. but, you know, i think how that would all work, where we would sit, probably some more nuanced data. because, as i said

you had asked for reporting on fte. changes. we are, because of the investments that we are making, going up quite a bit. in some cases, it is budgeting -- it is just restoring positions that were in the agency but not budgeted. these are all front line positions. we have reduced the number of managers. we are not adding any administrative staff. much of this is going straight to the front lines. you asked for us to touch on job creation. there are a few different ways we are contributing to job creation. the first is the capital program. we are spending a lot of capital dollars on the order of about half a billion dollars a year, we have a very strong capital budget. a big chunk of that is the central subway. we have done some of the utility relocation now. we are advertising all the construction contracts this year. while this is a federally funded program, it inhibits from using local hiring practices, we are bringing the spirit of the local hiring practice to the central subway and all of our other programs. we are working c