department and their rules hiring doctors you go through human resources but have to go outside of human resources as well? yes and yes? >> i'm not sure i understand the question about going outside. so dr. spagnola testified that for longevity, in terms of hiring physicians it's within the human resources department but they also have to go outside of the human resources and i presume be interviewed by other physicians or other departments and i'm just wondering, for nurses, is the whole hiring process within the human resources department? >> the nurses -- the nurse manages, the supervisors look at who they want to hire and then done by human resources. >> and the same for physicians? >> i can't tell you how many human resource officers i've seen go by in 40 years. but every new director that came to our facility in the last 40 years has said my number one priority is to fix hr. it's never been fixed. >> mr. spagnola, your testimony was shocking when you said sometimes veterans have medical appointments for care and leave not knowing that they did not see a physician or medical expert

department and rules hiring doctors to go through human resources that have to go outside of human resources as well? >> yes, yes. >> i'm not sure i understand the question about going outside. >> doctor spagnolio testified when for long he havety in terms of hiring positions it's within the human resources department but also outside human resources and i presume be interviewed by other physicians or other departments and i'm wondering for nurses is the whole hiring process within the human resources department? >> the nurse manages other supervisors who they want to hire and the technical parts are done by human resources. en. >> and the same for physicians? >> every new director that came to our facility in the last 40 years has said night number one priority is to fix hr. it's never been mixed. >> mr. spagnolio, your testimony was shocking when you said sometimes that veterans have medical payments for care and leave knowing they did not see a physician or medical expert of any kind. that's pretty shocking testimony to me and when i heard obstacles around physician assistants and the sho

i'm ron the human resources director for publicity i was here a year ago and gave a presentation similar to this i want to let you know we've followed up on items to better track our hire and supervisors are informed and monitor the process we implemented 5 event one in audubon society august of 2014 and that was at that time, we find the nurses hiring was average hundred and 93 days and we wanted to knock that down our goal to reduce temporary employees we've developed mayor's office of housing and economic development matrix weekly reports in the tunsz improvement part we've partnered with not only the dui department of home sharing and the lean in august the controller's office was there and union representation we had county representative and continued that model i'm going to turn it over to briefly to the department of human resources and ted will explain about the partnership thank you ron arrest supervisors good afternoon. i'm ted the manager deputy director about a year ago mickey the home sharing director asked me to work with the department of public health and to identify and

i'm ron the human resources director for publicity i was here a year ago and gave a presentation similar to this i want to let you know we've followed up on items to better track our hire and supervisors are informed and monitor the process we implemented 5 event one in audubon society august of 2014 and that was at that time, we find the nurses hiring was average hundred and 93 days and we wanted to knock that down our goal to reduce

clifford answered by saying it's human resources. i think this is what the chairman was getting after as well, that there's so many rules that you have to follow that that really slows the process down. to me it's the rules and probably need more human beings in human resources to carry out the task and mission of the amount of people that we need to hire within the va, which many would say is insurmountable. it's a huge number that we need to hire. so you know, can -- you know, can you address -- is there anything underway to evaluate rules that we might have been made 20 -- two decades ago that can be changed, rules that can be changed and what we can do to hire more in human resources to get this engine running at a higher speed to hire new professionals within the organization. >> yes, ranking member bradley, there have been numerous engagements at the local level by experts from the national level to provide support in terms of the processes we currently have and i would like to state this because it's very important and perhaps

had two opportunities to know the comments of the e-mail one they claimed that it was read to human resources and second. >> regardless the document will be turned over now whether or not it was a violation she could get the documents because if she knows the contents and the recipients there is no privilege that prevents disclosure. >> i could i suppose if i don't know actually, if the complainants relative were to show ms. audacious the overwhelm i don't know that i guess i don't know why it therefore gobts the city and to protect the identity of i think format if she knows the identity of informant and the e-mail it explicit justify the basis for withholding. >> assuming everything she is saying is true if many audacious comes to the city and says building i know because i heard it. >> i just wanted to get clarification obtain what conversation ms. crow a conversation you had in dialog form was that not a conversation you had with ms. danish and i've had many, many conversations with ms. danish there's only one conversation i didn't read the consent of the overwhelm i don't know obviously

with gib ner on this legislation, and want to prose posed by human resource on the subject. >> deputy attorney john gib ner. the personnel, was not submitted to me as a request. i worked on the scope of representation exception that is currently in the ordinance, some of the information about the personnel is covered by the disclosure, our state or local law, it sounds like it's broader, you would like to accept all meeting, regarding personnel matters, from avoid looking at the attendees, all together. >> yeah, everyone to know who is at that meetings there are meetings specifically where ared to equal opportunity issues, where we need confidentiality, if we don't, it would deteriorate, our abilitied to adjudicate those type of issues, those are something that we don't think the right to petition, we thought about whether the language the right to petition government and expect confidentiality, whether that would cover those situations it doesn't seem like it really does hearing from the city attorney's office we don't think it does that is a matter that i think we need to address as

tammy: staffing, any human-resources issues, any customer complaints, scheduling.

vacant senior investigator when eir promoted eir got promoted two years ago i think that the human resources director mickey callahan for previewing that and going backwards i testified before the board of supervisors budget committee which is a decree of public safety departments the police department and the fire department as well as the department of emergency management it more of a policy type of hamburger that is the first time occ has been invitation i explained the constraint the appendixes was operating under he very large case codes they've received american people overwhelm from the deputy director one of our investigators has a caseload of 36 cases trying to redistribute those cases it is a crisis of best practices is 16 cases per investigator i was able to describe to the committee what the occ does and the statistics last year and finally next week i'll present several reports including the 2015 additional report that concludes my presentation. remark for this evening congratulation drikdz we've been trying to motivate on the to a decree so thank you. >> i left out one thank y

francisco hospital and gph clinics and opening the new hospital and participation in aca and human resources last year during the supervisor's hearing. we also provided key information for the lean process, the reduction of the temporary use of employees and the development of metrics to measure performance and partner with the city and county of the san francisco human resources. i believe the hearing went went. there are still questions being asked, but i think we showed a significant improvement in our hiring process and we'll continue to work particularly with the unions who have questions about the staffing levels in areas of the department. i will leave the report at that unless there are other questions regarding the other directors report and the addendum i presented. >> thank you, commissioner patting? >> just a request about the navigation center. if we could maybe arrange a tour, whatever will be at your convenience. this is great for the city and health consequences and interested in learning more about it. or if you don't want to do the virtual tour, with pictures and slides mig

health services and the department of human resources and our training functions located on this site that allows us to exit leases part of the portfolio on the overall project. >> i'm sorry what are the properties on the right closer to 7th street or i believe - >> to the 1155 where we have the department of public works permitting we have hass and retirement located in those locations. >> thank you again the overarching goal is to consolidate the functions, improve the services to the public, stabilize our facility expenses for the next generation and exit our disfunctional properties this is a snapshot of the goodwill project moves forward from 6 different properties into 3 different properties at the end of the day very briefly because this is ever changing discussion as we move and migrate through the dynamic process this highlights the goal at 15 hundred mission one stop and childcare and training facilities lead goal standard for the project and green terraces throughout the wing center and, of course excellent access to public transportation we've work hard to improve as well

according to the society of human resource managers.ell here's the deal, 25 million americans don't have a credit score. and if you are one of the 28 million americans that has a score but it may be wrong because your credit file is so thin. well i'm here to tell you rules are changing and here's how to run up your score so you can take advantage of the new methodology. here's what is going on. company that calculates your credit score fair isaac company will start including things like your cell phone bill, your cable tv bill your electric company bill, all of those things that normally pay through the course of the year, will be included in your credit history and that, in tern, may help a lot of new folks qualify for a score and help some folks with a marginal score qualify for a better score. first i want to you see if you have a score and if you do, what that score is. you can do that easier by checking out a web site credit karma.com, it is free, simple. next up call your cell phone company, your electric company, and your cable t

one of the women i met at welfare office works for the human resources department.ossible they're not trying? >> a lot are not, you can tell the ones that are trying. john: do you think you, in human resources, encourage people to be dependent? >> yes, we do. john: what should we do about that? >> i don't really know, i don't really know. i guess stop giving away the money and they'll get a job. john: have you looked for a job? >> i can't work right now because i'm on disability. >> there is nothing out there. nothing. john: there are no jobs? >> no, nothing in my field, i'm a medical assistant. john: what about going outside your field. >> i've done that. john: working in a restaurant. >> the restaurant is not going to give me the money i need to stay where i am. >> the restaurant won't pay as much as she can get by not working. well-intended welfare state taught people work is for suckers. have to leave the house, hire baby-sitters, spend money to commute and take orders from a boss. why do that if you can do pretty well without having a job? that's a terrible mes

one of the women i met at welfare office works for the human resources department.ossible they're not trying? >> a lot are not, you can tell the ones that are trying. john: do you think you, in human resources, encourage people to be dependent? >> yes, we do. john: what should we do about that? >> i don't really know, i don't really know. i guess stop giving away the money and they'll get a job. john: have you looked for a job? >> i can't work right now because i'm on disability. >> there is nothing out there. nothing. john: there are no jobs? >> no nothing in my field, i'm a medical assistant. john: what about going outside your field. >> i've done that. john: working in a restaurant. >> the restaurant is not going to give me the money i need to stay where i am. >> the restaurant won't pay as much as she can get by not working. well-intended welfare state taught people work is for suckers. have to leave the house hire baby-sitters, spend money to commute and take orders from a boss. why do that if you can do pretty well without having a job? that's a terrible messa

conservation and preservation of the most important resources that any nation has, and that is its human resources. >> do you feel this candidacy hurts the presidential can day of mayor lindsey? >> she'll be getting votes from the same area that i anticipate getting votes, and i dare say that my candidacy might not only hurt her, but a few others who have the same political views. [ applause ] >> close to 44000 from the american people. i want to say that in terms of my rejection of 300,000 which we made earlier, that the benefits that are being planned and will be conducted in february, march and april will let me i'm quite sure, lay above that amount, so i'm going to be optimistic, now that i've made my announcement today to be able to get some sizable contribution, may i say that just this past week i received two contributions from individuals in america, to contributions of $5,000 each. and that is very encouraging. [ applause ] i just want to say this and it's very important for all americans to recognize this stipulates anyone who is 35 years of age or oler and a natural born citizen can ru

it will benefit you human resources here's some of the things clean slate can't do it doesn't preventconviction to there the sense of a new criminal action. the court might connotes more sentences even if it been submit you can't own or polgs possess a firearm. if it bars you from carrying an firearm eclipsing our record won't change that. submittal doesn't rove a sex ejection. if you're required to register as a sex offender that process will continue even if your record has been cleared, however, other forms of royalties maybe eligible. we look forward to helping you move forward with your life ♪ ♪ so, now you know a little bit more about the program we encourage you to apply go the sf purifying purifying.org or stop by any place for our clean slate program. our team looks forward to serving >> hi. welcome to san francisco. stay safe and exploring how you can stay in your home safely after an earthquake. let's look at common earthquake myths. >> we are here at the urban center on mission street in san francisco. we have 3 guest today. we have david constructional engineer and bill h

conservation and preservation of the most important resources that any nation has, and that is its human resources. >> do you feel this candidacy hurts the presidential can day of mayor lindsey? >> she'll be

-- human resource if you want to call it that -- the natural places in the world disappear because once they're gone, they're gone forever. narrator: humanity has reached a point where we affect the earth at the planetary level. the big unknown that influences all earth systems is climate change. linked to human emissions of greenhouse gases like carbon dioxide, global climate change is already changing the earth system. schrag: one often hears environmental scientists talking about tipping points. tipping points are parts of the earth system, when pushed to some threshold, they actually respond in a very abrupt way generally collapsing. we could be talking about fisheries, where we fish up to a certain point, and then all of a sudden as we fish any more, the population collapses. we could be talking about a tropical forest, where we start cutting it down and everything looks okay, until suddenly we cut one tree and all of a sudden e forest is noger able to sustain itself. or we could be talking about climate change where we add carbon dioxide

if you are an employee you can contact the department of human resources. if you work for a private business, you can contact the state office. the california department of fair employment and housing. let me give you their voice number and tty number. the voice number is 1-800, 884-1684. the tty number. 1-800, 700-2320. and the resource for the federal government, the office is called the equal employment opportunity commission. 1-800, 469-4000. or tty, 1-800, 269-6800. this concludes my report. >> thank you, director johnson and ms. kittel for your report. we are going to move on to no. 10, public comment. items not on today's agenda but within the jurisdiction of the mdc, each speaker is limited to three minutes.3 minutes. >> i have rue krofs. >> thank you. i have three items today. my name is rue krofs. i have been a cab driver since 1973. i only quit driving last year. my first item is about the phone app for cab drivers. it's called flywheel. at the present time probably 90% of the cab drivers are using this. you use the fly wheel app. you can get alm

at the moment we need human resources and judgment and senses letting us know dangerous stuff like when the person in front of us is drunk. let's look at how many are effected. out of a total workforce, 210,000 work in the dry cleaning laundry industry. 233,000 workers, are drivers of taxis. half a million would be in need of new lines of work in just the two industries. >> the u.s. military is a driving force behind robotics and artificial intelligence. a robot can also wield a weapon and track the troops. >> it's a futuristic agency, in charge of insane products. >> the most important was a concept that could divide an attack. they hosted a competition like this. they could drive themselves and they wound up with google's self-driving car. we tend to be afraid of robots much maybe it was the movies, the best robot lab in hollywood, and sometimes they can be a little scary. others don't have that. they have an open idea about what a robot could do to help us. the future is exciting. military aspects are alarming. the military built the x 47 b. a pilotless combat plane that can take off

. >> thank you are there any more members of the public that wishes to speak on item number 2 human resourceslready seeing none, public comment is closed so i want to thank everyone that stuck around for the public comment and colleagues thanks for hanging around we've been here for 4 hours we're going to be continuing items two to next week so colleagues, any more comments i'd like to entertain a motion to file item number one. >> sorry item number 2 thank you so motion by supervisor mar and seconded by supervisor wiener and we can we'll take that without objection. m can you call items if three and four together. >> the update from the public utilities commission for fiscal year 2015-2016 and item number 4 hearing on the did most status report and the controller's office and the mayor's office to report. >> thank you. i want to thank the puc and the controller's office michelle we're going to continue this next week we'll hear those next week at the budget committee per anyone wish to speak on items three or four seeing none, public comment is closed can i have a motion to continue next wee

the program and annie the executive director of the certified recruitment and staffing in the human resources treat the aligning high school he voted on the teachers and kari the director of the hertz learning center at draws school if we can give a welcome applause they (clapping.) they spent many hours working with us and really looking at the qualification of the teachers and the same went for the principles although we didn't have a blue ribbon panel they were genocide by the public and the community and by their peers and by their sproirpz and supervisors you were. >> nominated 349 principle nomination from the schools so congratulations for that we we're super excited (clapping) now through the selection process the solicitation of goodies for our teachers and principles we have amazing sponsors in the room i'm going to rattle off and stand for a warm gratitude because it is photocopy we talked about earlier how we don't take advantage to say thank you and everybody we called throughout the last couple of months and say thank you to everyone it is there is actually a little bit of conne

members of the board of supervisors that are academy with our public safety and, of course our human resources director as well budget season is with us and as we've gone around the different district of city not having implemented all of them but clear a resounding message that safety will be also a great foundation for any city that wants to be successful and make sure that while we've had those meetings concerning public safety issues of trust has been part of the conversation and issues of integration and clearly the issues that the chief as announced with respect to cultural and incidents across the country where lives have been lost and that conversation has been a part of the public safety discussion in san francisco we enjoy relatively a compared to many other cities a high-level of safety that's due to the commitment of the chief and officers on a day to day basis we can always do better feel we can do better with officers prompting 21st century policies and procedures and using item to our vandal and making sure we continue on a day to day basis earning the trust of the residents sho

like to get more kids to bike to school, so the need for paying attention to or investing in human resources and other resource tos address safety around our schools becomes much more important than it used to be and in fact i'll just end by saying again, i'm certainly aware that in part this problem is a bigger problem because we're not sending kids on yellow buses so much anymore. i would like to -- somebody the staff or others to come back to us with some idea about how we can have a coordinated look at all the thing that is are going on around safety around schools and around the street safety, pedestrian and egress and access to those places because it's a big issue and i appreciate that we're doing these things about it but i know there's a lot more we can do. thank you. >> supervisor kim? >> i realize there's still a member of the public that wanted to speak so i'll go after. >> so there's somebody here, gero. >> hi, good eve anyones members of the board and commissioners, i'm genaro [inaudible] coordinator, through walk san francisco and the safe house to san francisco partnership i

marketse, no area in the hotter than sovereign service, and workday is particularly focused on human resource. per share, adjusted at two cents, compared to the analysts who got it wrong. this company is doing well. you, cory johnson. meanwhile, the m&a barrage continues with today's time warner cable deal with a whopping $55 billion, $199 per share. big share and charter can -- chartered medication. let's take a quick look. scarlet: i know you were going right there. that's interesting, too, because time warner had seen some ball the movements after the comcast deal did not go through. you wonder if this is a burst of activity before the air goes out of the bubble. i always think of 2007. there's all of this dealmaking and investors reaching after high after high after high. joe: i think it's one of these m&a,s where when you see it seems like there are deals all the time and that can signal the bullishness in the market, reaching higher levels. but i think it is also dangerous to draw lines between this and other historical times. 2007, we saw the deteriorating economy -- scarlet: totally d