they may not know that on its own with no other retention. facade retention by itself or only retaining the facade affbuilding may be more clear. >> i have one other. >> the second where as clause, an eir is integral, yousy that one? we have a in depth review of impact squz feasible mitigation measures and alternatives, may i suggest there is a comma after the word impact? the following and be eliminated and there is a comma after the word measures. >> those changes look like they will make this be more concise and we like consize >> better grammar too >> perhaps this is something that should be left to discussion after public comment, but i wanted to talk about under number 6 the facade retention the sentence that talks about when it is demonstrated the overall project. maybe that is a conversation among the commissionersarve public comment >> no questions for staff at the time >> if i may, i would like to respond to commissioner pullmans statement there. i definitely would welcome any further elberation at this point because i think the res

particularly with park merced that's an obvious one i thank her for that number of we're hoping about the retention i'm not how you demonstrate it something does or does not improve the overall project one commissioner johns remind me of the 1821 bush where the entire building behind the facade is an unfinished building the project restored the facade to have that wonderful building as a resource i believe it's anothers landmark building so that's the case where it is fairly simple to say the facade retention alone would enhance the overall project i think another one that came up was the 1 on pine street to the east of van ness he forgot the fabulous but on the south side of the street the auto repair and what's that. >> two projects one on. >> to the east where you have a modern building a that's 12 stories and we had that little facade and saving that facade seems odd relative to that building that seems odd but again bout is in the eye of the beholder it's a hard thing to quantify if i something that's non-quantifyable something that looks at good i'm not sure how to do this i don't know if it

purpose of the resolution facadeism i wasn't going to do that (laughter) this notion of the facade retention i wasn't familiar with 188 g bushy looked at on the golden maps i think the facade the vertical conditions and i don't know where this line is drawn from what i see from 1881 i think that project meets the standards with the horizon editions and the rear edition so if it meets the standards than the mitigation was less than significant so we wouldn't be concerned about the project i personally have yet to see a vertical edition to a building that has retained the facade that i find worthy of going through that mess those projects give preservation a bad name we're being forced to keep it crap facade it's not the facade that is important it's the space behind the facade in my opinion the way in which we integrate those the entry of the ground floor space into the new design is that what is really important i think i don't have the exact language but i propose we include in item 6 on the second photograph but we can demonstrate it and improve the overall ground floor space that contribu

we added a defined contribution to make sure that we can do the retention or provide for the retention if they wanted us to. i'm going to have commissioner higgins to talk to the specifics of that. >> thank you mr. chairman. and chairman mccain. the system we have devised includes the incentives, flexibility, and choice that people want in the force. we feel at its essence, it is going to be a very powerful retention tool. when we look forward at how this system will operate over time, our belief is supported by our analysis. in this case it was a model which was the dynamic retention model used. we believe this will -- our proposal will exactly model the current force profiles and we will have the tools within it, including a continuation page, thrift savings plan, which is currently not offered today. it will include the tools that will draw people through the 20 year career, much like the defined benefit as today, and into a large extent because defined benefits is retained under our proposals. about 80% of that. these new tools and flexibility along with defined benefits, we believ

it supports the retention needs by the services, and it also supports the recruiting challenges that the services would have. we believe that the recommendations we made take care of the recruiting needs, and it is very important that they also support the current force profiles that the services are very interested in, making sure we provide them with the tools to make the adjustment ps and the recruitment and retention needs as we move into the future. >> if we were to adopt something like this you think it would help recruiting and retention? >> absolutely. >> let's talk about the commission's finding, the commission found, can quote the current compensation system is fundamentally sound and does not require sweeping overhaul. close quote. it recommends that service members that need nutritional assistance be transitioned into the snap program formally known as food stamps. if service members are in need of s.n.a.p. benefits and the report is contemplating that some or all of them will need system s.n.a.p. benefits that would be inaddition. does that under mine their current compe

this would be that retention piece that would take the service member now to a point of having 12 years plus a four-year obligation to get him to that 16th year that means they're close enough to retirement that retention will keep them there. >> so the thinking is that not many people leave after 12, and very few leave after 16? >> that is correct. >> under this proposal, the hypothetical e-7 who served three tours down range and has had seven or eight years down range, three or four deployments. he would be leaving with his contributions to his defined contribution plans and the government match, is that right? >> if he -- >> if he didn't reenlist at seven or eight years. >> and there is probably data to illustrate this, do we have any problem with this mid career senior nco officer in the six to nine year range? >> it depends on the military operation specialty. it is one thing to get a infantry man in for 20 years as opposed to someone who has i.t. stills or is an airplane mechanic. that is why it is essential that they, based on the military occupation specialty, i will tell you, r

the retention rate that they need to continue past that 12-year mark. everything we did was based around and operational -- from peacetime to the fact that we would have to deploy the entire force. if you told me when i was in the army operation center that we would be able to maintain the all-volunteer force at the tempo that we did for 13 years, i would have told you there is no way whatsoever. and we did. i had aviators that literally new that they were going to be back down range. they would stay down for a year and come back and get another year at home. that down range. why they did that, a lot of it is your patriotism, love of country, and admission that they believe in. i think it is critical that, in times when we do not have that operational tempo, we give the services the tools we need. you will find throughout our report that we have done that. everything we can to give that flexibility to maintain those retention rates. i would argue, for the earlier question, as i live around washington today, the biggest issue today is uncertainty. they d

retention that's what we wanted to keep them because we can take care of our retention needs and recruiting needs. >> does anyone else want to elaborate? so, i understand that trying to keep benefits roughly the same or in this example, a roughly better than one goal, gives personnel flexibility another go benefits roughly theand maintaining the force is one go, so the assessment of the commission is the 20 year defined benefit plan is important to maintain for the full 20 years? >> yes, that is assessment of the correct. >> any consideration of a stair steps approach? rather than saying it is the one at 12 years or another four year extension? for having two or three periods where you encourage people to reenlist or officers to remain? >> the current program as it is today, we have the senate page and those bonuses that they are being paid. we have those programs already. this would be that career retention which would take the service member to a point of having 12 years with a four-year obligation to get him to that 60 -- 16th year. >> so not many people leave after 12 and few leave afte

we also track our staff retention rate. we're at 98 99%.hat's not easy in after school programs. >> incredible. >> we have an incredible cat ray of retired teachers, retired coaches their entire lives have been dedicated to taking care of kids. they love and enjoy and want to do it. we've given them a great forum to continue. >> you've got alums like nicole who come back and give back. >> very important to us. >> at lo more to get to. i want to talk about the arthur ashe children's program, too. the washington tennis and education foundation, if you'd like to learn more, here is where to go wtef.org. ♪ ♪ ♪ ♪ yoplait. with a smooth and creamy taste your whole family loves. don't miss yoplait's exciting new flavors -- creamy caramel and cookies 'n cream. >>> welcome back to "viewpoint." we're talking about the washington tennis and education foundation. we are coming up on the big tennis season. you have quite a few big events coming up. talk about the ball, and i should tell our viewers you get a lot of big name legends who are on board with

bosley: prevention, retention, restoration! hi, i'm joey fatone. and as a member of the musical group nsync there's a side of me that most people weren't aware of. and do you know why people don't know me like this? one word. bosley. bosley was the right choice for me for three key reasons: prevention, retention and restoration. one, they prevented any more of my hair from falling out. and trust me, it needed to stop! they also helped me retain the hair i already had. and finally, they restored the hair i'd already lost. the results i have achieved from bosley have been exceptional, this is my real hair. it's permanent, you cut it, it grows, i can do with it, whatever i want. this is mine. i can comb, cut, wash, style, do whatever i want with it. with bosley, i got my hair back, i got my confidence back. there's not a day that goes by that i don't look in the mirror and say, that's the best money i've ever spent. is your hair thinning? is your hairline receding? is that bald spot getting bigger? now let's face it, if you're beyond your college year

and to make sure that we can do the retention or provide for the retention that the services told usoing to have commissioner higgins to talk to the specifics of that recommendation mr. chairman. >> thank you. >> commissioner higgins. >> thank you very much mr. chairman. and chairman mccain. sir, the system we've devised includes the incentives the flexibility and the choice that people want in force -- when we look forward at how the system will operate overtime, our belief is, and supported by our analysis. and in this case it was iran model which was the dynamic retention model used. we believe that this will -- our proposal will exactly model the current force profiles. it will have the tools within it including a continuation pay thrift savings plan, with matching, which is currently not offered today. it will include the tools that will draw people through the 20-year career much like the defined benefit does today. and to some large extent because defined benefit is retained under our proposal about 80% of that defined benefit. so these new tools to meet the demands of choice

rates, not only the total retention rate but the retention rates by specialties that they need to continue past that 12-year mark. so everything we did was based upon an operational tempo from peacetime to the fact that we would have to deploy the entire force. you know, if you had told me when i was in the army operations center on 9/11 that we would be able to maintain the all-volunteer force at the tempo we did for 13 years, i would have told you there is no way whatsoever, and we did. i had aviators that literally knew that 367th day of the year they were going to be back down range. they would stay down for queer, come back and get another year at home before they were going back down range. and why they did that a lot of it is pure patriotism, love of country, and a mission that they believed in. and i think it's absolutely critical that in times when we don't have that operational tempo we give the services the tools they need. and i think you'll find throughout our report we have done that. everything we can to give them that flexibility to maintain those retention rates. i would a

. >> one of the lessons that we heard at laguna honda that they have excellent retention rate and 5% turnover at laguna honda and on average 20 year life span of average employee there so while looking at the new hire end which is coming in are we looking at retention strategies to retain and keeping a healthy work place at san francisco general so it's a desirable place to work? is that part of -- >> it is. we have a group looking at retention rates and also of course strategies and there's some pretty significant differences between this type of work and the work environment the two organizations but all of those things and succession planning and just the activities available to employees we will look at that and see what the differences are and see what we can build in. we have these work force committees that are active and looking at things to increase retention. >> all right. i have taken from the discussion that one of the requests of commissioner singer was to look at what might be a contingency plan but i would like to broaden that and put it into context and yes we're inte

. >> i believe in a general sense retention today is probably as good as the military has ever seen it. having said that, there are select skills that have always been historically very difficult to maintain. some of the stories that you hear often are, let's say, nuclear-skilled individuals in the navy are always difficult to retain because once they acquire those skills they are very lucrative opportunities on the outside. in recent years, during the war years, what emerged was the 10-year departure of special operators, and those people obviously acquired significant skills during their tenure in the military that now have very high values placed on them in the private sector. and the military responded to that with a significant bonus that i think turned the tide in that community. the navy has always struggled with additional bonuses in several of their high-demand skills, but i think as a general rule it is good. >> the recommendations you've put forth, how they've been embraced by the community, i've heard it said we're providing more efficiency and more value. it sounds like th

there are concerns on retention on the other side. >> and you are saying that as an ararmy spouse. >> authoritative, mely focused on value and access, not finding ways to save money. i think it should be very well received. i think congress will study at several years. i i do not think the administration is going to want to go down as the one perceived as cutting anything for the in uniform, even though that is not what the bulk of these proposals say. nonetheless, it is a starting point. i think once congress picks up these recommendations and it rns through that process eventually what comes out will not save any money. >> the interesting thi is, the report was because members concluded that for financial reason we needed to get the ball rolling. the reform was number three. numberer one was preservation of the all volunteeeer force. the idea of this 401(k) plan -- hogood of an idea is it? while ththe government contribution is reduced, thisis could leave a lot more money in retitiree pocket. for folks who serve eight or 10 years, you get to leave with something. however, the onus i

your university is a standout for student retention. can you talk about that and what is your secret? >> guest: absolutely. there is really no secret. we at tuskegee university have always been historically very strong and our stem programming of our 3100 graduate and undergraduate enrollment. we have approximately 2100 of the students in stem or stammer leading levied fields. obviously the retention and persistence leaning towards not only graduation by the very impressive job placement rate with that. our students are the best and brightest and they remained focused on that. we also have a very new program that started a couple of years ago that quality enhancement plan attributed to a tea kettle program in our first year of courses where students get the assistance they needed many of these math-based courses. we attribute it to the program that is part of our formerly created quality enhancement plan. >> host: president johnson is there a message you deliver directly or personally to college freshmen as they are starting their educa

to remember that investment in generation may impact rates and affect customer retention. i mean that both in effect customer retention in a positive way as well as a negative way if we don't get the numbers right and pay attention to the cost profile. the study i think has been very helpful and while we've collaborated on this report we've also been working as general manager kelly referred to on a business plan effort. that effort will outline our business opportunities including cleanpowersf and help us tart our effort to bring the hetch hetchy power system to san francisco in a financially stable manner. that business planning effort will be discussed with our commission over the next couple months and should result in a finished product in the spring. that's our target. with the completion of the enernex report it is our goal to complete the program design. the program should lead for affordablity and offer more associated jobs. consistent with the enernex recommendations puc staff propose we develop a new cleanpowersf program with a 2-tiered program offering. the new

>> comp store sales. >> not retention necessarily. >> it will play through retention, the ability to hire, the talent that we need to hire. i'm confident those things will work their way through because we're investing to make them happen but we want associates who are so excited about taking care of customers, thanking them for shopping with us, things like that, that that's got to show up in sales. >> have you had -- >> won't happen immediately. >> have you had a chance to talk to an associate on the floor about this today? >> just a little bit. you know, we were over doing the media call and i saw my e-mail inbox filling up. it's going to be fun to read through those and other walmart leaders are getting the same kind of feedback. our stores didn't know about this until this morning. so our store managers were briefed early today and they've been talking with our associates and i look forward after i'm through talking with you to hear more about that. >> it's big news. it's a big part of the narrative. bunch of different ways in this country. we thank you for your time. >> thank y

this is reflecting the fact that the commission has spressed in some cases [inaudible] retention may be preferable to [inaudible] demilation when it may improve the overall design of the project. facade retitian isn't appropriate because it wouldn't avoid the-facade retention wouldn't avoid that significant impact, but it may be possible to incorporate it into a alternative and often that is the case when we have full or partial preservation alternative. there are going be certain cases where maybe it commission would like us to give it furtherer consideration than we may otherwise for pure seek wupurposes. then we have some further procedural steps outlined in how we distribute document said to the commission. we want to get the eir and supporting document tooz you in a timely fashion so you can review those and we'll have a presentation before you that spells out here the content of the presentations you would like to see. and then finally we added in here some point that we wanted to make sure the public is sclerthat the hearings before the hbc are for the purpose of the body form

. >> because they been a lot of studies when i met when them they had the retention rate of the students in your colleges and because they found a lot of standards that native-american they didn't finish the four years but to transition into the four years there was a depress off so i wanted to know if we could maybe tap into this insight because for the retention but another thing i'm to get an update about our personnel and how many native-american we have that are teachers and professionals that came back with our students and also, if they can also be a resource of what you asked about the cultural and the special assignments do we have teachers it identified as native-american and then i. wondering about the sf pc not a difficult thing to do with the form please i'm wondering too have is a follow-up report on how to incorporate if it's difficult to do i think that people self-identify; is that correct so ask people that are self-identifying if we could do a followup but get back information how easy that might be to implement it's necessarily an easy thing to implement. >> i'd like

all of this affects retention. the most important thing we do is make sure they are trained to do their mission. we'll may start backing off on affect retention. >> he projected the need to go from just over 530,000 troops to 420. is that still your assessment? >> that is in fact >> at what levels will we see the most declines in personnel and nco and company grade officer? >> we managed officers and we are going through boards now. you just get it for 90 where we are and voluntarily separating officers at the major colonel upon reducing the amount of ncos and reducing the amount of soldiers we are bringing in and actually over the last couple of years and reduce that the ability for people to reenlist. i will increase if we go to sequestration. >> at those levels are their soldiers that tend to have multiple combat deployments? >> that is absolutely correct. >> they are losing their combat experience and the privates and lieutenants who don't have it? general dunford, your >> could you explain to a layman to note

we feel it's going to be a very powerful retention tool. when we look forward at how the system will operate over time our belief is and supported by our analysis and in this case it was a ran model that was the dynamic retention model used. we believe that this will, our proposal will exactly model the current force profiles. it will have the tools within it including a continuation pay through a savings plan which is currently with matching which is currently not offered today. it will include the tools that will draw people through the 20-year career much like the defined benefit does today and to some large extent because defined benefit is retained under our proposal. about 80% of the that defined benefit. these new tools meet the demand of choice flexibility along with the defined benefit that is retained. we believe will operate very effectively and modelling that we've done will support that. >> thank you. on the issue of health care how does this insentivize beneficiaries to seek the most cost effective means of getting health care

been a more expensive product and if you have your freestanding homes that don't have good rates of retention in the program because of the more expensive products. i know some parts of the city may want to be on the program and i know many of them get solar panels on and we can utilize that program to benefit a local build-out quicker by transitioning from if you want to go solar sf you have a program and be part of it, join us and we have funds that are available, some that can come from cca funds originally. if you don't have that $5 million in the program you transition there to having a permanent long-term funding source for go solar sf and by launching through other parts of the season if there are retention happy people to utilize go solar sf program and get a lot of programs in place. >>supervisor john avalos: we anticipated that last year when we had the discussion of the budget. >> correct. and the final thing, those are my comments at this point that haven't been touched on thus far and i want to thank the puc staff. they were very helpful and anytime we had questions and enernex h

. >> it's a great retention program but what they do with that retention is up to them. >> reporter: since you can't get nitrogen just anywhere, they can charge a premium. so is it worth it? >> the jury is out on if the value is there. >> reporter: most agree free nitrogen is fine but think twice before paying for it. costco provides nitrogen for free with the purchase of tires and topoff should also be free at tire shops which sell the service. bottom line? are the claims about nitrogen just a lot of hot air? >> it depends on how much you have to pay to get the product. >> reporter: now, you can refill nitrogen filled tires with regular free air and what many don't realize is if you encounter a coin operated air compressor at the garage, you don't have to pay. they are required to pay free air and water if you purchase gas by state law. >> let it play out and see the benefits versus the cost with a new thing. >> bottom line it's not going to hurt your tires in fact it probably will lead to longevity. but you shouldn't pay for it. >> true. >> should be free like the air and ♪ at kais

we added a defined contribution to make sure that we can do the retention or provide for the retention if they wanted us to. i'm going to have commissioner higgins to talk to the specifics of that. >> thank you mr. chairman. and chairman mccain. the system we have devised includes the incentives, flexibility, and choice that people want in the force. we feel at its essence, it is going to be a very powerful retention tool. when we look forward at how this system will operate over time, our belief is supported by our analysis. in this case it was a model which was the dynamic retention model used. we believe this will -- our proposal will exactly model the current force profiles and we will have the tools within it, including a continuation page, thrift savings plan, which is currently not offered today. it will include the tools that will draw people through the 20 year career, much like the defined benefit as today, and into a large extent because defined benefits is retained under our proposals. about 80% of that. these new tools and flexibility along with defined benefits, we believ

then the technical execution and then you know, of course comes marketing, user acquisition and retention i think, you know through building the development process that we have built, we help people through that entire lifecycle, which can be very challenging and a lot of people you know, don't even get to the launch stage because of how hard it can be. >> you are just now ramping up in san francisco. >> yes. >> as i said 150 people by the end of the month, or the end of next month, that would be the end of the first quarter? >> i think it is going to depend on growth trajectory. something that we sort of manage on a month by month basis, yeah we are always hiring. >> relatively late to san francisco, in the sense you started mel pourn and then hong kong and new york? >> we have done mel pourn and we have our indian development center and now san francisco. >> india. okay. okay. but relatively late to what we like to think of the center of the universe. >> for sure. for sure. obviously built late to it we sort of thought where was the place that we could go to find more of the type of pe

describing how the work is being done, they have to wait for water run out and a blowout of one of their retention pumps. >> i did not realize that this was an ongoing problems and the steps that they had to take to ensure that the land is leveled. josie: he assures us that these problems are being handled. >> when people return in the spring, they will find that the issue has been addressed. josie: you guarantee it? >> oh yes. kimberly: the u.s. is pairing -- preparing to withdraw all of its troops fighting the a bola virus. -- the ebola virus. on wednesday, president obama met with ebola responders, and there is a transition but not a mission completed attitude. and the senate has decided to approve ashton carter's nomination to defense secretary. president obama nominated him to replace secretary of defense chuck hagel. carter has previously served as deputy secretary of defense. he will be the president's fourth secretary in six years. and major star power in the district. coming up on saturday news carrie wass -- where kerry washington shops and the tweet that she sent out that caught everyon

how does that wind up changing the adoption rate and retention rate? >> that is a great point. we will see what happens there. that separates the wearable model into two different categories where you have one that is so simple and so streamlined that you do not notice it is there and you have the other one that is so much a part of your routine the apple watch has so many more things than just your health metrics. we have these two different kinds of models. people will see which one wins out. we have not had a chance to test the apple watch it. >> do you use my fitness will tell that's my fitness pal? >> when you kind of have an understanding of how many calories are in your lunch you have an understanding of how many calories you are burning in a workout they don't really add that much extra right now because i don't trust that some of these apps are more accurate than the estimations i make myself. >> let's see what the value of these users is to the business. they have wondered 20 million users they can talk to every single day. -- 120 million users. 20 companies have more

they are for retention, and recruitment, and we want to get the best people in the military. we want the best people to stay in the military. somebody mentioned health care. one of the reasons why we have a good health care system in the military is because we need a ready force. we need healthy service members, and so that is why we have the healthcare system that we do. another guest mentioned bas, that is -- >> [ inaudible ]. >> -- yes. those amounts are very low. and if you look at an average family with 2.5 kids, the usda puts out sat ticses that the average expenditure for food is about 8 to $900 per month. if you look at an e-1 who is making $20,000, even with that bas added in and you have housing added in if you are spending 8 to $900 a month, which is at the low end, there is not a lot left over. >> nathan christianson gave us a statement which reads: and i should add that my producer just told me nathan was talking to her and added that starting in january of this year, they have started keeping track of who is using these food stamp benefits at the come us sar. so

$132,000 the department continues to pay the qualified staff comprehensive wages through the staff retention has reduced the salary savings within the department we had proposed reducing salaries by he 10 thoughts in the office of the clerk of the board with the increased staffing and increasing in premium pays for the premiums for eligible employees in accordance with the m l u moving on to slide 57 the changes for the non-personnel is recommended by the clerk of the board those adjustments are looking at approximately $8,000 for the professional development and training opportunity for legislative aids for the guidelines and this allocation will resulted in a 2 hundred and restraining order 50 allocation for the fund 69 cost of 11 new multi function alimonies for the board of supervisors and in the offices in the coming weeks and in slide 6 you'll see two more substantive non-personnel adjustments for the boards consideration the first one is a $449,000 for the commissions executive director and not for the fiscal year 201011 has instead of carried the fund for the expenditures the executi

approve the trees is reasonable i'm not here to say if their hazardous but i think that as part of the retention on a construction site that there are a lot of uphill battles to face with the best of tree protection we'd hate to see a lot of effort put into protecting those trees and having limb failure within a few years that's frustrating i think for everyone. >> as you noted in picture tree one and 3 there were attachment with rock removing the attachments be healthy for the tree. >> tree number one has 3 stems it will be difficult to give that stem a clean bill of health one approach to reduce the trees through 39 dbi is doing on, on one street we're putting e pruning them heavy will i preponderance of evidence there are structure dwshts. >> the department denied the permit. >> that's correct at the staff level decision the first progress when we receive an application we have several arborist evaluate the trees we approve the trees removal that have structural problems or dead or dying or some deficiency and trees that are healthy we deny so at the staff level the inspectors issued the deni

to use this as evolution for removing the trees mraunz b please deny the variance or require the retention of the trees and we'll withdraw our appeal and he relationship to the two trees the sponsor submitted a check list that will not result in the removal of trees and if this is an honest mistake not only the site plan but the one in front of you today, the plan shows not only one tree that is graphically indicated but two trees both under the threshold of trees that are significant where did those numbers come from the numbers that the actual dimension they indicate the trees are both. >> thank you, ma'am your time is up. >> thank you for your time and consideration. >> judith commissioners the hearing - the tree hearing decision the recommendations you know what it was it was not to approve the removal of the trees it doesn't say it it says on the condition only on conditions there are necessarily approvals have been observed from other departments this decision doesn't diverse the approval to remove the trees this can only that mean the possibility of constructing the trees something

award for the achievement gap and in addition i'm proud to report we continue to work on student retention 94 percent to engage and kind of make sure our students are staying with us we've invested in social and emotional elapsing we have a head of school that is over serging the sediment e demonstrated and making sure our teachers and students in our building have the tools to begin to transition and third as we r have transitioned to running e running special ed in house our improvements we attracted more families with students with special needs about 10 percent of our students another kip san francisco about 10 berries or percent of bay area academy and 16 percent are students with special needs we're proud of our counseled and psychiatrists are doing we're looking forward to more questions and looter look forward to our continual support in the bayview and the we were edition thanks so much. >> let's see the next item is r board members proposals for first reading in support of vision 2025 to line the programs and policies by the commissioner vice president haney i need a moved and se