mickey callahan talks about dealing with racism and discrimination. yet the same people who do it are promoted. are executives. what kind of accountability is that? additionally the police department has ordered one officer not to appear here to testify, and this police officer can testify about the racist texting that has gone on and the cover-up in the police department. why is the police department allowed to avoid this hearing what's going on in the city and county of san francisco? why n we have to say there is a systemic pattern of racism, a systemic pattern of terrorism against african american employees and part is the privatization of jobs and outsourcing. they want to privatize the pharmacy department at general hospital, they want temporary workers to further discriminate. public workers have been away, they are working people. they have gotten ahead and they want to destroy all that. that's what's going on with privatization, and i have to add that the mayor of san francisco says she wants to do something. she wants to deal with racism and

and i got a letter from mickey callahan, and saying that you know, my case is not grounded, but there was never a meeting, you know, for me to -- [microphone cut off]>> supervisor kim: thank you for speaking. next speaker. mr. wright, i'm -- i'm so sorry, but i have to go to the next speaker who has not spoken yet. >> mallory branch, i want to say i think it was wrong for the city of san francisco to fire her, she got injured on the job and it was not her fault. so, there. thank you. >> mr. wright, i can't -- you already spoke. i understand. are there any other members of the public that would like to speak? seeing none, public comment is closed. i -- i understand, mr. brown, i wanted -- i -- so, we have 15 minutes remaining for the hearing, and i did want to give supervisors the opportunity to actually ask some of these questions that's come up. unfortunately, only 15 minutes, i will lose -- i have to adjourn the meeting after that. we did extend and i got them to stay additional hour and a half than we had slated for the hearing, thank my colleagues for staying for that. i just want

and i don't -- as just an individual, i don't believe mickey callahan has all that power. i believe there is a system in place and structure that supports some of this systemic racism -- [microphone is silent] >> thank you, mr. gonzales. >> good afternoon, supervisors. dmitrious katino, and i work for the city and county of san francisco in their water treatment facilities. as you see, this is a systemic throughout the whole city. i filed a complaint with d.h.r. and e.o., the office they took the complaint in, and threw it in the garbage, never filed it and he strung me along telling me he was investigating it when he wasn't, and his last comment to me was well, you are the only one complaining, and why should that make a difference. i think, and i went -- excuse me, ran into one white lawyer after another when i was talking to them about this, and they don't seem to have the sensibilities and what it means to be discriminated against, and what discrimination is. complaints are going like a black hole. complaints go in and they don't come out. they don't deal with them, th

i think mickey callahan who was here last time said you're probably not going to find somebody who has done all of the things that the director of public health for san francisco will be responsible for. it's such a wide ranging department, $2.2 billion budget, 6800 employees, two hospitals, primary care, epidemiology, health care, the list goes on. you know it better than i do, but i think it's important as it goes onto be mindful of that. and then capital projects, including the big implementation that you're currently undertaking. so as you think about what kind of input you want to give today and what you're hearing, i think it's important to sort of think about some questions that might help both the commission members as well as the members of the public think about how to -- how to frame their comments. so what's special or unique about the department of public health that candidates should know, what types of experience should someone have in order to be successful in the role? are there specific skills and abilities that will help someone succeed in this job? are there challen

mickey callahan, acting resources director. as commissioner chow indicated, our department has been working with a number of departments for the last ten years or so such as yours to find top candidates for the positions. we have meet with the mayor and your officers to find out how to proceed, and we have come up with basically a framework. you will see before you kind of a graphic chart that talks about the steps, and what i'd like to do is kind of walk-through that a little bit and provide a little bit more detail if that's acceptable. >> yes, please. >> first of all, recruitment proposal, we are -- we haven't finished it because we need to get the high sign from this commission that we're going in the right direction. but we have definitely an outline of dates which cull minu -- culminate as early as december december would go to the mayor or potential sending us back to the drawing board, but if we do a good job, and i'm sure that we can, we would be able to identify top candidates, and the mayor will have the difficulty o

mickey callahan. i have a big presentation, take approximately 15 minutes. anticipation you'll want to get to public comment and also may have questions. i have my executive staff here, linda simon is here, a number of issues relate to equal opportunity and she is the director of that program. and remind you and the public that we cannot respond to individual cases in view of the privacy considerations for both the people who have made claims and also those who are respondents to those claims. so, we are here to talk more about policies and programs and what our plans are. the mission of the department of human resources so use fair and equitable practices to hire, develop, support and retain highly qualified work force. d.h.r. is the central human resources agency for the city. authority to discipline, hire, fire, and manage employees rest directly with the employing departments, so our agency acts as a body and resource body and investigate body. and demographics and programs that we run which address the issue of diversity. first of all, next we'll talk a

what the department said, and this is d.h.r., under mickey callahan, very nasty to me, said she cannot perform the essential functions of her job. so, we are going to transfer her to e.o.c. transferred me over there, and that, attempted to downgrade me as a clerk from a contract compliance rep to a clerk. this is what the board of supervisors and the unions need to address. the civil service commission allows city departments to downgrade you if they don't have any work in your field, or right, in your field. or any work in your classification. what you need to look into is to change that -- [microphone cut off] >> supervisor kim: thank you. thank you. thank you. >> good afternoon, supervisors. david williams. president of the west bay retirees chapter of seiu 1021, members and retirees come to the meetings to talk about how they have not been accommodated in trying to return to work, what troubles they have, how the departments do not facilitate getting them back but rather obstruction. likewise, they talk about how they have been bullied and pushed out because of ageism, and forced t