you can expand your staffing levels if necessary? >> yes. >> and you will look to the stove piping of certain employment -- >> the gentlelady's time has expired. >> yes. >> i yield back. >> i ask a statement from united states chamber of commerce dated july 16, 2019 be included in the record. >> without objection, so ordered. i would also ask unanimous consent that the following statements be made a part of the record from the american council on education, the american immigration counsel, the asia pacific us who don't gender-based violence, the association of american universities, boundless emigration, church world services, compete america coalition, forward us, invest in america, national immigration forum, the national partnership for new americans report, and again, the information technology industry council. without objection the statements are made a part of the record. just as a parting comment i think planning ahead is something that would be very helpful in terms of changes a policy. i think you heard from any of us when

the president way i think a president should be staffed. presenting him options, giving experts to talk and hash things out, that is what chief of staff does that was highly important. 18 months i think we staffed to the president effectively. david: was it the hardest job you had? most memorable? most enjoyable job, or just another interesting job? gen. kelly: no, it was very hard, but very meaningful. not very enjoyable. staffing the president of the united states, you are trying to bring together not only a white house staff, but the entire federal government to help him make decisions, whether it is economic, social, or life-and-death wartime decisions. david: it is often said people stab you in the back, but sometimes they stab you in the front. that is the job that chief of staff is said to have, you get criticized by everybody. did you feel the criticism was unfair or not tolerable, or you just got used to it? gen. kelly: i was not used to -- one of the things that struck me right away, that i was not used to coming out of the milita

for 18 months, i staffed the president the way i think a president should be staffed.resenting him options, getting the experts in with him to talk, hash things out. that's what chief of staff does. that was vitally important. for 18 months i was there. we staffed the president very effectively. david: was it the hardest job you ever had? the most memorable job? the most enjoyable? or just another interesting job? gen. kelly: no, it was very hard, but very meaningful. not very enjoyable. you know, staffing the president of the united states, you are trying to bring together not only a white house staff, but the entire federal government to help him make the kind of decisions, whether it is economic decisions, social decisions, or life and death wartime decisions. david: in washington, people stab you in the back. sometimes they stab you in the front. that is the job that the chief of staff is said to have. you get criticized by everybody. did you feel that the criticism by people, the attacks on you for any reason was something that was unfair or intolerable or did you

ambulance staffing shortage in san francisco.eting that san francisco's own system is already taxed. imagine what would happen in a major disaster. board of supervisor should take closer look at ambulance staffing and requests for more ambulances. chief told legislators that increased population and staff shortage is affecting response an normal day. >> huge challenge. we run at level zero daily, no ambulances available. >> reporter: engine is sent to people get care but have to be wait to be in outside help. >> had to call in mutual aid from contracostra solano counties. >> reporter: need staff to keep up with calls but funding not in final budget. >> we need to increase staffing levels. >> reporter: with disaster planning front and center after the earthquake, hoping that city leaders make adjustments. >> up to me would have 40 additional ambulance drivers. >>> developing story out of c contra costa county, we don't know how it happened. >>> developing news in san jose, late hour search and rescue and dogs searching valley medi

they just paying for staffing for 24 hours a day or 24 hours a day? >> right now, it's 10 or 11 hours a day at this point in time. we certainly can adjust them, but their contract gives them an hourly total equipment. so if we decide we can shorten hours some places and lengthen hours in others, that's something we can do. >> chair fewer: is it based on a certain number of hours a day? >> yes. it's based on 11 locations, ten hours a day. >> chair fewer: and what are the size of the new toilets and kiosks? >> they're a little bigger. >> chair fewer: the toilets and the kiosk? >> no, the kiosks are the same size, but the toilets are taller. >> chair fewer: are they taking up more surface area? >> they are a little bit wider, so we are mindful that some areas that have a tighter sidewalk location, we might need to adjust it a few feet in either direction just to ensure that everyone is safe. >> chair fewer: and do we have a photograph of this new toilet? >> we do have one upstairs, but we didn't bring it this time. >> chair fewer: that's okay if you don'

levels is critical but city leaders say a staffing boost is not in the cards.evie minimum wage in the country, but that could be about to change. as of july 1st the minimum wage increased to $16.30 an hour. it is the latest increase from a wage ordinance first passed four years ago. some small business owners now say they cannot afford more increases. councilmembers will vote on re on the ballot to let voters decide for themselves. >>> 4:36. coming up on "today in the bay," watching your health. there is a push to put drug prices on tv commercials. the reason a judge is blocking the plan. >>> and real life effects of the trade war. where nintendo is moving production because of the trouble between the u.s. and china. >>> and taking a live look out at sfo, you can see this morning a great start to our morning. more news coming up for you right after the break. you're watching "today in the bay." rogers at cnbc . headquarters. here are today's top business headlines. wall street could see more loss this is morning as investors rethink their expectations for that

my only point is that if we are going to do that, it should be based on a thorough staffing analysis. >> thank you. >> you're welcome. >> supervisor stefani? >> thank you. i just want to add something really quick that, you know, i am open to cutting these four positions because i feel like we can re-examine their need as we do our work on the brute -- blue-ribbon panel, as we reimagine the juvenile justice system, and as we work together. i want to make a point because this has been such a contentious topic and i think, often we don't always come from a place of hope, and we don't always come from a place of realizing how much we actually have accomplished in san francisco, and i don't want to let that go. i want to emphasize that, you know, everyone on this committee wants better outcomes for youth. everyone on this board of supervisors wants better outcomes for youth. our mayor wants better outcomes for youth. i know you want the same thing, and that is something, i think, to celebrate in san francisco. when we see what is happening on the federal level, when we see what is happeni

the staffing piece of what we do. for years, we struggled with a staffing, especially on the southwest border. we have a high turnover rate there. we struggled to hire officers kindly and keep those vacant positions funded. congress is very generous to us a couple years ago, gave us 2000 officers in our budget and for a couple years we could onlyhire 1000 of them. i'm glad to report this year , based on the work we started last year, where we hired about our attrition about 300 officers, this year we are on pace to higher thousand over attrition, or potentially 12 or 1300 over attrition, our normal attrition is 7 to 800 year nationwide . we're looking to hire over 2000 cbp officers this year so by the end of this year we should have all of those vacancies build our funded level for congress for the first time in many years and of course that frees us up to go back and ask for more and say we can hire them, i don't want to say the hiring process is fixed because it will take a long time but there's things we're working

we seem to be up staffing on our e.m.s. six and the board of supervisors approved find new -- five new members to e.m.s. six. i'm wondering if that should be five new people at the fire department as opposed to, you know, getting five people from the health department. i have always been of the opinion that e.m.s. six was created because another city department is failing in a certain area and we are having to pick up the slack for it. that is one thought behind that. the second part is, on the up staffing, there is not a day that goes by where i drive down, i believe it is post street, the side of st. francis hospital and there are three ambulances sitting there. there is always three ambulances sitting there. this is what you were talking about when we are up staffing these hospitals because you are delivering people to these hospitals in ambulances and they are just sitting and waiting for the staff there to basically sign off on them to take them off our hands. is there a way, legally, maybe we can check with the city a

what about staffing? whether it's oig or any of the other offices you represent, it's the second-largest department. hundreds of thousands of employees. do you feel that you are adequately staffed to both respond to whistleblowers as well as protect them thereafter? >> currently currently i am adequately staffed. >> i don't think we are adequately staffed for what requirements obligations and responsibilities are. as the va has grown in tremendous size over the last 5 to 10 years our office for a long time remained relatively flat. we appreciate the increases congress has recently given us and we are getting to a better level but we don't believe we are adequate. >> what do you think you do need in order to adequately fulfill the expectations that we all associate with the oig or responsibilities? >> the house has appropriated $222 million for us which would be an increase from the previous . we want to grow in a measured, controlled way. we think that would be adequate but we hope this would be a series

>> more staffing. >> how many more? >> we currently said as they said in the house bill we're at 28 million, which is a million and a half more than we have now. that would certainly be a big help. >> okay, thank you very much. >> thank you. >> i'll recognize for five minutes. >> thank you, mr. chairman. >> mr. mitchell, the ig received 35,000 hotline contacts in fiscal year 2018. what percent taming of hotline cases closed without investigation and what percentage are investigated and could you please explain how your office decides whether a complaint merits further investigation or should just simply be closed without action? >> of the 35,000 contacts, as i testified, we analyze and evaluate each and every one of those. the number that turn into an oig investigation is a relatively small percentage. again, it's a resource issue. we take the matters that we believe are the most significant, most impactful, have the greatest risk to veterans or tax dollars and so, we can only take a relatively small number. a number of

what about staffing? whether it's oig or any of the other offices you all represent va is second largest department. hundreds of thousands of employee, billions in budget. do you feel like you're adequately staffed to both respond to whistleblowers as well as protect them thereafter? we'll start with you dr. ban san toe. >> currently i'm adequately staffed for what i'm doing. >> i don't think we're adequately staffed for what our requirements, obligations, and responsibilities are. as va has grown in tremendous size over the last five to ten year, our office for a long time remained relatively flat. we appreciate the increases congress has recently goich us, but i don't believe we're adequate. >> let's go into the details a little bit there. what do you think you do need in order to adequately fulfill your -- the expectations that we all associate with your -- the oig or its other respective responsibilities. >> for the next fiscal year the house has appropriated $222 million for us, which would be an inc

the staffing piece of what we do. for years we struggled with the staffing, especially on the southwest border. we have a high turnover rate there. we struggle to hire officers timely and keep those vacant positions funded. congress was very generous to us a couple years ago, gave us 2,000 officers in our budget. for a couple years we could only hire a thousand of them. i'm glad to report this year, based on work we started last year where we hired above our attrition about 300 officers. this year we're on pace to hire a thousand over attrition or potentially 1,200 to 1,300. normal attrition is 700 do 800 nationwide. we're looking to hire over 2,000 cbp officers this year. by the end of this year we would have all those vacancies filled for the first time in many, many years. our system freezes up and asks for more. we can hire them. i don't want to say the hiring process is fixed because it takes a long time. there's some things we're working on in doing that. it's about focusing our recruiters around the country, bu

. >> currently i'm adequately staffed. >> i don't think we are adequately staffed for our requirements and obligations and responsibilities. as the v.a. has grown in tremendous size our office for a long time we appreciate the increase congress has recently given us and we are at a better level. >> so what do you thank you do need to fulfill those expectations that we do expect for your responsibilities? >> . . . . how long did it take you to get through those? >> it depends on the staffing level. >> every year we get about 6,000 new cases and resolve about 6,000 new cases, so a backlog of 2600. >> that is a six-month backlog >> that sounds right to. >> walk me through from an individual perspective, whistleblower comes forth, becomes a part of the backlog, six months. >> i don't know if it takes six months because not all cases are the same time a, some are fact specific. >> roughly 3,000 backlog, so that's six months. what are some of the consequences we have seen of that backlog? >> we don't get to someone's case which means in the whistleblower retaliation unfortunately by the time

the work to go through the details of the finance and staffing. so we have committed to look at that. i know the hr bureau working with the public diplomacy team is looking at it as an issue but we're looking at it to complete the issues that we've notified and come back with a potential proposal down the road. >> how is it going down the road? >> making tremendous progress. i think we're prepared to -- the resources we're aligning now under the new function we set a deadline to have as much done by the end of the fiscal year so we can start fiscal year 2020 with values set. there's a tiger team with extensive support from the management bureaus, certainly my bureau, the hr bureau, the management policy bureau. it's a team effort not just on the public diplomacy side. we regularly meet and engage with the ambassador's team to make sure we're providing the support we can on the management side and make sure things working on the staff in the new bureau get what they need from us and we're supporting it. we're planning to update the hill and committ

there are some staffing gaps. i think we are mindful of that same staff looking at those functions, the same ones doing the work to go through the details of finance and staffing numbers. we've committed to looking at that. i know that the hr bureau is working with the public diplomacy team. right now i think we're trying to make sure that we first complete actions that we notified and then come back with a intentional proposal down the road. >> how's this going so far? >> the ambassadors team is making tremendous progress. i think we are prepared to -- the resources we are aligning under the new function. we set up a deadline to have as much of this done by the end of the fiscal year so we could start fiscal year 20. there is a higher team with support from, central support for the many bureau, my bureau, the hr bureau, this is certainly a team effort not just on the public diplomacy side. we meet and engage with the ambassadors team to make sure we are providing the support from the management site and make sure

and at the current moment we have adequate staffing and personnel. we have been experiencing some aftershocks. nothing new reported. but currently we're waiting to stand by for that and waiting to transition to the structural grid search. that's all we have at this point. thank you. >> thank you very much, chief mitchell. now we'd like to give our attention to a subject matter expert. we have ken hedna here from usgs to speak with us. >> i want to say first of all thanks to the navy base for allowing us access there today and also for the city for their support here. the mayor, chief of police. we had just had briefings as we came out of the field today, we being myself and janice hernandez from the california geological survey. with support from the california highway patrol, we were able to do reconnaissance from surface rupture. when an earthquake happens, our network picks that up, and of course we automatically locate and get that information out to everybody immediately. we also then follow that up and in larger earthquakes like the 6.4 and now

i can see why our members have their hands full the staffing and all. anyway, good report. thank you. >> thank you very much. commissioner cleaveland? . >> commissioner cleaveland: than k you, mr. president. just one follow-up question, chief, that is regarding, you mentioned community paramedic fans. can you elaborate more on that, it sounds like a way to serve triage, treatment, not in a hospital was somewhere near the hospital? is it legal to create community paramedic fans? >> so, there are all sorts of conversations going on at the state level in terms of community para medicine. we currently have a pilot project which is ems 6. we are hoping to make that community para medicine be able to do more, i know they are voting on some stuff at the state level. right now, currently, it is not. we cannot do it unless we do a pilot program. ems 6 is a small slice of community para medicine. it could also be going into someone's home who calls 911 a lot, and seeing what resources they need to not be calling 911 all the time, keep them in housing. ems 6 only deals with people who

what are we doing to prepare to make sure our key routes are staffed up and that we have a back up plan to ensure that our service doesn't deline, especially on our heavily traveled routes. >> i do want to clarify that i think it's going to get worse than it is today and not worse. the way we've been managing is trying to make sure we don't have any gaps on any lines and making sure that our transportation management center has all the information they immediate about where we have holes so they can make service adjustments, we prioritize our low frequently routes because missing one route can be dramatic and mean you are waiting 40 minutes and if we do have any one line that is experiencing a unusual lehigh outage we are using our digital communications with customers. i don't anticipate that july is going to feel significantly different than it does in june but it's just we're not going to really start back up on that positive trajectory until we have the july 22nd class graduate. >> the issues with sub supplier parts. are we able to check with other agencies and kind of get just some

and with -- again, like to focus on more school psychologists staffing within the districts. that's a group -- our school psychologists are stretched particularly thin. >> we are once again asking for increased staffing stablity via ongoing professional development and clerical support during education and special education staff. specifically we're looking for improved reporting of case miscodes for paraeducators so that we have a true knowledge of staffing needs at special education work sites. it's crucial that we increase staff development for special education as well as included structured and obligatory training with training coaches. we've shared several articles with you on universal designs for learning to better reach retention issues that will benefit students not only with special education needs but all students. finally, our collaboration with apac, pac, dpac, and other parent advisory has enabled us to reach out for more advocacy in these issues. arts programs provides an opportunity for students who learn differently to experience success in a school setting

increasing service, and a fully staffed bart police department. >> reporter: only time will tell if the words will lead to actual improvements. powers says that bart will try to directly help the homeless population by providing flooded and staffed pitstops would will be a facility they can use. and plans to go on a listening tours to hear concerns from writers. strike a busy street in santa clara is clothes off after a suspected drunk driver slammed into a power pole. the view from chopper 5 one part of the broken pole wedged in between powerlines as crews are on site trying to make repairs. utility said union avenue would close from campbell avenue to michael drive. the crash happened just before 6:30 this morning. you can see this white suv tingled on the mass of the sidewalk. union avenue is expected to be open at 4:00 this afternoon. >>> four people are lucky to be alive after this nasty crash in the bayview district. you can see the car is completely sliced in half. it is amazing. is happened around 1:30 a.m. after the car slammed into a fire hydrant sending water into the air. po

we are looking at our staffing of how to do that. the staffing in the way plannings are set up mirror the way fema regions are set up. we also then use a lot of modeling that is available within the national lab so we can do predictive types of things. what is key to the success in this emergency response is our partnership with private industry. so we continuously have to have that dialogue with them because it is their resources that we need and that we work with in order to be able to share that information and be able to respond. >> thank you so much. i yield back. >> the chair thanks the gentle lady for mr. olson for five minutes. >>> i thank the chair and welcome to our three witnesses. as my colleagues all know, i love to brag about texas. along that line, mr. chairman, you're correct. one former part of mexico became a country before it became a state. but it wasn't california. it was the republic of texas. in existence from 1836 to 1845. god bless texas. >> we haven't recovered yet. >> and this is not a brag. but our grid is

this issue of staffing has come up. it is of concern to us. sure there ise the right staffing available for vendors that man the towers. organization is having discussions to explore what options we might have in terms of workforce. workforce generally is a very important issue for us. we have taken a number of steps to try and tackle the broader issue of the aviation workforce going forward. you probably have seen the reports that over the next 20 years, we need 6000 pilots. skill sets. we held a summit last september with industry and academia unions to start tackling the issue. faa has formed a task force inside the agency. we are working to figure out how of theeen the pipeline next generation of men and women. how do we target the right kinds of proficiency and skills in the training process and how do we partner with education and industry to try to make aviation careers attractive? murray: do you have a task force? are you going to be bringing recommendations? are there anything -- are there things we should focus on? mr. burleson: that

maÎtres -- matrix staffing study , this will be a joke.they will come out and say, you need to bunch more. because they will compare with all of the other police departments. aren't we better than that? aren't we better-than-average? won't we figure out a way to fulfil the tasks, and get the ends that we seek as opposed to, hey, let's put more cops out there and give them every job that nobody else wants. that is not good for anybody. when they have too many of those things to do, then they are taxed -- then the tasks that do involve security and weaponry, then those are the things that they have less acumen at. i appreciate in the commissioner noting commissioner hammer's work. i thought it was well presented. i think the commissioner was baiting these sometimes back when he has commended the commissioner. and said i was president, i let her do it with the train. >> thank you. i don't thank you were being debated or any other public comments. >> good evening. how many minutes? >> two minutes. >> can you start me over? >> please. >> i woul