we did acknowledge that there was an increase and a need for more staffing. we are recommending 15 of those positions. seven of them are positions that are working on a temporary capacity that will now become permanent. it limited to 1000 hours 2010 s 2011, but at permit physicians, they will be able to work more hours. -- permanent positions. the recommendations are based on what they were able to achieve based on workload in the prior fiscal year and what we anticipated in terms of their workload and staffing in the coming fiscal year. >> i just want to emphasize we are recommending a large number of new positions for this department. but our recommendation is to prune back some of the positions, and we believe we are justified in this recommendation. supervisor chu: thank you. i wonder if the assessor would like to respond to those. >> the analyst is correct that we do have very detailed information regarding how much work our staff produces. again, just to clarify, in terms of revenue, the revenue impact is squarely based on something which is out of the

but the staffing levels at the police department are an issue regardless. there's not as obvious and immediate of a tie where we can say based on what's happening with realignment, here's the incremental staffing needed at the police department. there's a larger and -- a larger need, i would certainly agree. the other piece is just based on kind of stepping back and looking at the financial side of this. as you know, we have one police academy plass for half a year on the budge -- class -- class for half a year on the budget which was. to actually fund an academy class using this realignment revenue would essentially eat away about 75% of the resources made available to us by the state. so i don't think -- i think policy wise most of us would agree if we could have more cops on the street, we would. mechanicically, i think that's a tougher question and a larger question for the city as we move forward. so, again, just to reiterate, i think we have a couple of big questions in front of us. and the numbers that i'm putting out here are not the end of the stor

we have granted exemptions to fire because of their short staffing. there are 1400 employees and 138 exceeded the counter in fire over the last year. puc leads the limited exemption in 18 people with only one employee for homicide investigator. only 21 exceeded the overtime capped in the last year. we're working with them to get it down close to zero. we have it one part storekeeper who has been exempted. it is not the case that -- there are some circumstances in which employees have gone over without the exemption. those may be some of the ones that you cited. it is not so many that there are a handful. we would attribute the big move in 2008 to the culture of overtime. there are people that run in overtime. it is built into their assignments effectively. a lot of work has been done to defeat that. whether we are moving to 20%, we will not know until we do it. we could take a look at the number of people who -- what the impact would be for 10-11 for the same group. if we move from 30% to 20%, for this study. , july to march, we have 63 people at over

given the staffing in our organization, we would have no way to absorber that large number. so what we came out with was a plan to sort of attack that situation. really, the number of new people in our office is athlete in terms of absorption, not on the end of 17 because many of them are currently temps that we would want to make limited duration staff. we're looking at hiring what is fairly in line with what we have been given in the past, which is why the mayor approved the proposal. we are again a concern by the significant revenue implications. i would give you, just to address the issue regarding our production -- you can see here, we have very detailed production in terms of how many changes of ownership, how many parcels are cut, how many new construction there are common to construction done as well as assessment appeals, but every single staff person in our real property division. we also have that -- that was the monthly basis for april 2010. we also break it down in terms of production for every day that is worked so that we can account for people's time off and

with somebody coming in and trying to argue their staffing plan from the board. that would be my one thought on that. supervisor chu: thank you. supervisor kim? supervisor kim: i appreciate that the mayor's office did come in to chat with me on this. i understand the $300,000 for the fund. i would still like to hold off on the final decision until we see the full budget or where we are at in a couple days. we have tremendous services that i know many of us are fighting for for our city. i would not want us to be put on reserve to the budget committee 's position, because i think this would be an awkward position, and i and trust that the controller's office would make sure the mayor's office is appropriately extending the fund's. i would like to back a couple more days to evaluate it in relation to other things. supervisor chu: thank you, supervisors. actually, i would agree with you. i would not want to put that on reserve pending approval of how the gets spent. i think it would be wise to hold off on taking action on this. perhaps we can pass through this gener

certifying preposition proposals are endeavoring to remove the question of what the appropriate staffing level is from the equation and provide a comparison of if you replace a model currently providing civil servants at a certain account with a light proposal using contractors, what is the difference in salary, which is the question with prop j. the numbers i provided earlier are controlling for reduction in staffing levels that the union has discussed. i think the health department could speak most appropriately to whether they think the current level of civil service staffing is appropriate and what a reduction in the count would mean to security at the hospital. >> i think the numbers of security of the sheriffs that we have today is inappropriate. less than that would be questionable. supervisor chiu: what is that level? >> it is 84. >> one of the issues -- but director -- budget director through the chair. what the issues with regard to alternate proposals and the difference between 63 and 71 are not management staff so much as supervisory staff who are working staff. so in the mod

this stems from a contract talks in firefighters over staffing levels minimum staffing levels. i will check back in and have more for this at 10:30 live in palo alto, back to you. >>jacqueline: of a warming trend in mid-week it is when to get hot. details coming up in just a few minutes. (music) >>catherine: cisco was going to be cutting 65406500 employees what is the city's planning to do to get a pink slip. >> of the 6500 employes kidding let go 2100 can choose to take part in an early retirement program. the company says that 15% are at or above the level of vice president. the network equipment maker needs to reduce its operating costs by $1 billion worldwide to reap profits. san jose's economic develop the say that the city's economy will not be impacted by these layoffs. officials are still concerned and will help those who lose their job. >> it is always a concern and of something that we watch we have offeservice for unemployment benefits and job placement for employees for other locations we are very engaged with cisco and other companies with on a day-to-day basis. >>

staffing. facilities and yet they died on the vine. you know why? because they couldn't collaborate. that's the elephant in the living room. they came from different paradigms. let me conclude with this. i talk about hope. growing up. seeing some of the things i saw. i learned a very important lesson and that was this. streets around here. selling newspapers on the border town. i saw things a young person shouldn't see. i learned an important lesson and it's this. in order not to get beat up. i am speaking to you the way my father talked to me. he was a doctorate from the field. you can tell i really value of the elders. he taught me a lesson. all the things i put up with. have hope. because i remember, coming home sometimes and i said, look what i bought you on special. people were making fun of me. do you know what color the shirt was? a bright yellow shirt. i looked like a light bulb. the role of the elders is important. when you talk about hope, ladies and gentlemen. i want to remember the works of victor franco. he looked, he was one of the sur

the yearly staffing costs and staffing time and resources in managing the e-mail application on side and on premise -- on- site and on premise, and our staffing provisions due to city budget cuts and deficits and reductions in force each year, we were less able to maintain the quality of service from an e-mail support perspective. so we did not want to impinge or degrade the level of e-mail service or the quality of service we were providing the city and county, so we had to look for a solution that would allow us to maintain a quality of service, maintain the availability and reliability of e-mail in the city and county, and also to get us all on one single solution for the city and county. prior to our decision to move to the crowd, many of our agencies were under disparate e-mail systems, so we were not able to effectively communicate. all 25,000 of us were communicating in different areas in different ways, and we wanted to be more collaborative. we wanted to be able to communicate in a more uniform manner, and we felt that a single solution in the cloud was the best option for u

and the staffing costs are included, but we did not include any capital. supervisor chiu: that seems troubling to me. if this is just based on operating expenses -- the asian- american community only gets 6% of your total funding. i'm still trying to understand why is it -- how do you and at justifying that given the community that we serve and wanting to make sure we are fairly funding the various diverse communities we have in the city? >> i think it is a fair question. the pattern of the allocation is a historical pattern of allocation. i think it's within the purview of both the mayor's office and the supervisors to look at the city's policy at the way these funds are allocated. that's a fair question. the arts commission has launched two studies to look at the needs of the asian american cultural community and the need of the latino cultural community. the studies were launched in response to the demographic information the census has given us. we anticipate being able to provide the supervisors and other public officials with the results of these stu

minimum staffing, 29 firefighters in palo alto must be on duty. the city says that's too much. paying too much in overtime. the firefighters are saying they can't get this done. here are a couple of argument on both sides of the issue. >> binding arbitration transfers that authority and responsibility from the sinty counsel to one independent arbitrator. i think in an era of public accountability they need to review the provisions and see whether or not we should stay with them. >> it takes away a fairness system we have had for 33 years. taking away, it takes away our equal footing. allows the city to impose their will on us. >> reporter: city counsel is considering two options right now. one would be to ultimately repeal the ordinance, the arbitration law. this is what happened in stockton or they could follow san jose's lead and modify binding arbitration, limit the scope of the various things that an arbitrator could consider, compensation for example, but not staffing. the counsel is meeting on this tonight. by tomorrow we will find out whether the voters will have one mor

the staffing is the next bullet point. tony has done an amazing job of staffing the commission. as far as there being staff that can maintain the building management so when elevator is not working or lights are broke we need>> and the last point ta- about looking at this building, as within about green, innovative thinkers, we do everything from solar to rain barrels to things with fish and waste. how do we pilot some of the things in the community? the next slide talks about timeline. everyone wants to know when and how much. we don't really have answers to either. the best question that we have today is that we have been partnering with the department of public works. part of it is trying to get a sense of how much people asking for, and what would it look like as you plan of the building? it would be completed by the end of the summer. we have been handling community members. and we start having tenants moving in in january. and we would bring people and with the understanding that we're going to do work around folks. and will have the time line, and improvements that will t

it is called inclusion because the kids would need heavier staffing. it is always good to come together, and it takes some time. commissioner wynns: this is what this budget made me think of. can you say to us -- i do not mean today, but could you give us something that looks at the changes in our paradigm, turning this battleship? if he said to me -- i read the report. i agree with all of those things. but there is not anywhere in that report that says we think a service model for this many kids with these many disabilities would look like this as far as staffing. now you have as many. you might have teacher is doing these things, this many. then you could, with help from our budget staff, tell us what that might cost in today's dollars, based on today's contracts. all that we know today. then we would have some idea. for me and i think other members of the board, we were a bit taken aback. that is not what we believed would happen. we thought the first year we began to implement this change, the evolution to the service model, we would tremendously i

san jose fire chief says the grant and additional staffing will improve service in the city. >> staffing here in san jose is bee will he what i believe it should be. if you look at community, popular and activity, demographics wex need meefr firefighters. >> the firefighters will go through an 8 week refresher course starting on monday. >> and there is still no agreement tonight on-to-raise the country's debt ceiling. the president held a news conference, challenging congress to do something fwoig reduce deficits. >> there is a unique opportunity to do something big wex have a chance to stabilize american finances for a decade. orp 15 years or 0 years. >> republicans will have offered serious proposals to cut spending. i think it's time for testimonies to get serious. >> and house republicans plan to vote on legislation tomorrow allow more boroughing if congress approves an amendment. some senate leaders are working on a plane to allow the president owe raise the debt limit on his ochblt coming up, what dooms day would look like pe. want to know what would happen if the deadline is misse

several fire agency in santa cawz county are worried about staffing levels. in fact budget cut mane one agency is at its lowest level ever for a further of july weekend. that part of the story tonight from lisa live in cap toll a tonigh tonight. >> people fireworks are illegal in much of santa cruz county including here in cap toll a but not everyone follows the law. that's why law enforcement crews actually do extra patrol but some can't afford it this year. >> so we are not having extra staffing we would like to have to maybe protect more of the areas. few of the fires going on only going to be able to grab one at a time. >> this year the normal compliment they would have on monday evening. so that different from past years. >> in other words, no extra engine will be on the streets on the force. >> yes it worries us. >> concerning to county supervisor john leopold the lower staffing levels are a sign of the times. >> public has to understand that in an era of declining budget we will see less public rae sources available. >> central fire main concern is for

[reading names] >> i am the owner of a staffing service called the people connection. we also had an hra. i am surprised that we are talking about an amendment when there is a minority of people that have abused this. we follow the hra. it is in the employee handbook. they are given time to use it. after they terminate with us, they get 90 days to use the funds. those funds are readily available for all of our employees. the majority of our employees, after they leave us, go to a full-time position. in effect, my employees leave us and they will be double dipping. this amendment is unfair to us who have complied and have the good spirit of the hra. supervisor campos: thank you. next speaker please. >> my name is adam levin. i run several pizza parlors in the city. we cannot pass on any of the health care costs in additional fees. just an example of one store that does not make enough to pass on -- to take on additional expenses. one-third of the crew is full time, two-thirds is part time. in the past, before the city passed its mandate, full-time employees got health i

when we initiated this contract, that facility was not fully staffed and occupied. if you have any other questions, i am available to answer them. supervisor chu: why don't we go to the budget analyst's report. >> based on the projected actual contract expenditures, as well as the budget for the three-year extension, the proposed authorized need, we estimated to be about $1.6 million less than the requested. therefore, we recommend you amend this resolution to reduce the requested a total not to exceed contract amount of $34,000,500, to a total not to exceed contract amount of $32,900,000. we recommend that you approve the resolution. supervisor chu: is this a reduction that you are in agreement with? >> yes, ma'am. supervisor chu: thank you. is there anyone from the public that would like to comment on this item? item 5. >> good morning. you are a city that will fight for it. you are a budget that will fight for your city you are the hero we have been dreaming of you will live for ever knowing together this budget is the one that we did for the city that you love.