tv BOS Replay Budget Committee 21016 SFGTV February 10, 2016 8:00pm-10:01pm PST
to put it in >> good morning everybody welcome to the san francisco board of supervisors budget and finance question meeting for wednesday february, 10, 2016. i want to thank jennifer low and charles for covering this meeting. do we have any announcements? >> please silence all cell phones. items acted upon today will appear on the february 24th board of supervisors agenda. >> item number one resolution
authorizing the recreation and park department accept grant in the amount of approximately $27 million from the state of california department ofthink t other capital we are submitting is a marine uni second permit stil door deny the dining and lincoln and a lot of the things we could fix the gentleman repeatedly said this is turning into group housing with the definition we don't see where we fit in we don't provide meals to the renters they have access to the kitchen like a family, we don't renter to the short time renter and the common areas the kitchen and laundry on the third floor a student moved into the living room but the 8 students living
there convehicles and citations will assist officers in being able to note pad back and enter all the information. they will have that resource realtime at their finger tips. >> what's the real cost this that? >> most of that is in-house. i will have to get back to you the amount we included on our budget. >> thank you. so as you know our fleet has been aging for some time and we have been pushing a lot of vehicles in our department. our real best practice would be for a fleet of our size to
replace 138 vehicles per year. that's about a $5 million investment every year. currently over 370 vehicles have over 100,000 miles and a fleet of 800 are 110 years old. we have a success is of getting some vehicles in our budget. the current fund, 50 vehicles and 23 motorcycles and 2016-2017 budget already included in what we have received in a prior year includes 43 vehicles. we are asking for an additional 76 vehicles and motorcycles in 16-17 to bring us back into a proper replacement schedule. then the table you see here that while our cost are remaining
stable is that we are reducing our fleet and we are not able to cut cost at all at this point. which brings us to the next piece surrounding budget resource to implement policies and programs towards the goal of obama's task force on 21st century policing around policies and training in the department. we are not just asking for the general fund to support all of this. there is a lot of great opportunities out there. in fact there was one grant rfp announcement just last week called strengthening law enforcement community relations which we will be seeking those funds out to support the efforts that surrounding
the collaborative reform review and the 21st essentially policing. >> is the policing collaborative review, that's one of the recommendations that is in there gathering data. >> right. i think the force made the relation to doj to providing funds. we are looking for anything web grab. but in the meantime you will see some of the things we are talking about here speak to that data collection and analysis issue. so, for
instance, the 21st century talks about that and really starts to go towards that. so many of the things that were already trying to do in the department will help us increase that accountability and transparency. so, the doj will be making recommendations as we all know as a result of the collaborative reform review. we want to ensure there is a budget available to implement those recommendations. we'll propose a placeholder for the second year of our budget cycle to do that. then in addition to as i mentioned with respect to the 21st
century, with the building effort and community engagement, we want to be able to focus on those things. those are the pilars included in that report by a task force. then chief suhr indicated that we need a liaison for this body and doj for implementing the task force recommendation the doj recommendation and really just sphere heading the efforts in the projects that are going into doing all of this work. so, we will be including in our budget the establishment of the bureau of professional standards for principals of policing. they will also over see
staff inspections. the reengineering of use of force, we are expecting to include to support that effort. training on deescalation and crisis intervention training. a digital simulator for training officers. a lot of when not to use force and when not to shoot. we'll also be including items around less lethal equipment such as shields and range such as targets that turn. meaning an officer can assess whether or not that target is a threat or not. we will include other types of training as well including
procedural justice and cultural competency and other types of training. all of that will be included in the discussions with our mayor's budget and we'll also expand our existing program and use in community engagement, summer jobs and safety initiative and the technology solutions and to increase transparency with the report are about body worn cameras is a big chunk of that and we are on the way to having those up and running. also better collection of better demographic data in the warehouse to understand if and when there
is disproportionate alt -- i want to finish with good news. for the first time we have a time line on the replacement of our crime lab and crime scene investigations facilities and the traffic company. so this facility, this new site will be at 1995 evans at toll and. construction will start in 2017 and inauguration in 2019. this goes back to my history with the department and some of you may remember me from my work with the controllers office and working with the crime lab pretty intensely on a variety of things and talking about the crime scene investigations and the crime lab weren't
collated and transpollination of information happening between the 2 units is a bright spot for the department. so with that i will take any questions you may have. >> colleagues, as you know, we received a letter from the mayor of san francisco asking the department and the commission to weigh in on. this is our opportunity for the budget that is going to be discussed. since we are having this conversation around reengineering the use of force. this is an opportunity to have questions about some ideas. if you have questions now is the
time. chief, specifically this is an overview, but one of the recommendations that the african american working group made for cultural competency training is like implicit training and wanted to make sure that was a recommendation of the african american working group and this budget would cover a community driven training around cultural competency. >> so if you look at no. 5, it speaks to cultural competency training, under the doj collaborative reform review. >> okay. that is specifically from the african american working group? >> yes. >> great. now in terms of data, i see here 21st century working group,
technologies for solutions for transparency. i know a big focus of the department is getting better with data and figuring out where there are trends and how we can do things differential. do you have a sense of what this will include? is it about collecting, maintaining and analyzing stop data. so i want to make sure we are putting enough resources behind what it is to have good data? >> yes. if you go to the it projects, citations to the smartphones, we will have citations. certainly by the end of the calendar year. we are aggressively trying to get it sooner so our traffic stop data will be automatically loaded and searchable and retrieval from our warehouse and then
additionally on our smartphones we are putting 849 b slips given to a person that's been detained. that will be reformatted to have demographic information and lastly field interview cards. those will be in the citation format so when we get to that point, that information will be instantly uploaded. >> when it's on the smart phone, that information will be and we will know it by area of the city? >> yes. >> does that comply with the ordinance? i just want to make sure it contemplates that. >> yes. we will have this information way in front of both commissioner collins due date and that of
the assembly bill. >> just going back to the pilars. i'm sorry. i will save my questions. commissioner melara, go ahead. >> are you saying in general or more specific? >> this is under? >> it says and more training? >> and more, that was just phrased a little awkward. there will be additional training like the force option training that will now be an 8-hour day instead of a basically 2 hours firearm training and another training that comes across as needed. for instance, we don't have the training to use the shields as demonstrated the way they used them. so, we have yet to find that training. so we have to find
that training to demonstrate how we can do that. we are looking at whatever trainings we can find. for instance, as we talked about the procedural justice implicit biased training, we want to have an in service training that officers take every year and contracting with chr to find an event with an online training that the officers would take on the odd years. but they get annual procedural bias and procedural justice and implicit bias training annually in person and online. >> because of the implementation, because this is a 2-year budget, what is the target? >> we want to get the entire department trained once by
the end of this calendar year and get on the schedule starting next year whoever has in service training schedule they will get it in person and the other online and that will flop every year after that. >> because of that i'm assuming that includes parts that the human resources provides for. is that included in there? >> yes, commissioner any resources provided by the department is provided by the department. >> the reason i ask is we have the committee that hr seems to be very limited in terms of the services they can provide certification of
officers and the recertification of officers has not happened. apparently we've certified officers when they come into the force, but we don't recertify them so we are paying officers that supposedly can speak a second language but we don't know if they do after speaking a language for several years. i'm bringing up here one of the things that i wanted to bring up at some point is working with hr and i don't know if that's going to cost more money to ensure that hr has the services to recertify police officers, and plus training to english police officers to
identify limited speaking english people and how to work with them. >> i can talk with you off line and perhaps figure out how to make a piece of this ask from the commission. i also want to remind that with the commissioner dejesus, you were asking about how use of force gets tracked. we have a main computer system that facilitates the program and updated to collect to inquire data for use of force information for that legislation that is pending on use of force. >> i agree that's the type of issue to bring up. it's exactly the issues we deal with that came up on the fruff for those issues that were there on the public health issue. i think it's
to police interaction but to the extent we are seeing other issues. this is the opportunity. any information that you can get will include information that it's raised to the mayor and other departments. >> commissioner turman, vice-president, rather. >> one of the recommends by the african americans group was recruitment and how to allocate funds and taking on new initiatives to recruit a more diverse group of officers both i think both at the
training level as well as the more advanced officers. i have seen and we've also had heard several of the board of supervisors talk about the number of need to increase officers and more officers to do this work. are we taking into consideration in our budget monies to be allocated toward recruiting more diverse officers? >> again, yes, we are aggressively recruiting in communities of color. in fact our most recent academy class will probably demonstrate that as much as any. one of the things that's been dramatically improving our diversity is the fact that we now have all of our testing online. so there is no
longer the 2-week finite window where people could apply. it's 24/7, 365. we can discuss this initiative. i think we can take a step further. for you specifically as an individual able to identify some of the diverse officer candidates who you brought into the department. i think we need to identify more individuals and find other ways to work with people whose business is recruiting to bring in more officers. that's what i want to get to make sure that some of our hiring dollars are allocated. >> i agree. >> great.
wednesday. we met today. we are very much concerned about this issue because of the great increase of trainings from about four per year to 4 per year. we've actually been working with our existing faculty based to have them nominate other faculty members. we have a vetting process. if you have other faculty suggestions can you please give it to our working group. actually we need all the help we can get. as we quadruple the amount of trainings, it is a tax on resources. we need help. we need resources. send it our way. thanks. >> thank you, mr. louis. that was one of my questions. beefing up cit because that was one of the meetings we had because ironically
and the question was what do you all need. those were included, correct? >> yes. i know it's to the extent whether this budget included research on the wellness side on the identification side and it's something that came over again as it's early and intervene in recollection recognition that is a tough job that it
has a whole section on officer wellness and safety and they specifically talk about identifying officers earlier in getting them help. what in this budget does that or is there improvement to make there. >> certainly there is what we were talking about. but as well the bureau of professional standards and principals of policing as i stated in my earlier comments to behavioral science would be in that organizational structure and the pilar is on wellness, we'll be discussing that and that conversation will take place. >> i said before that moving forward since it has come up and it should come up as engineering is
new in this department. we should look at the system. we don't know what we need until we look at what we've got. we should do it while this thing is going out. >> chief, one other suggestions is, there is a couple of other suggestions that have come up. one is is to the point that many people made around the engineering use of force. does this budget contemplate or can it contemplate funds for an evaluation of the impact of this reengineering use of force. one of the things that a number of the departments are doing is
partnering with the organization and evaluating. one thing to build trust is bring in and fund an evaluation of what we are doing and being able to actually share that with the public to the extent that we start to do things differently and there is a different result. that is likely the benefit through that and my question is whether this budget contemplates for that? >> i think the door is is open. i think there is room for everything to be considered and i'm writing it down. >> you questions or thoughts on budget for the chief? okay. one last thing that has come up, i know i have talked to commissioner hwang about it. given the
amount of policy work that this commission does and has been doing, we have a staff of the secretary, the sergeant, and teresa tong who is heroic. i want to inquire of the commission if we can request a policy analyst. >> with the candidates and controllers office and when we finally select somebody, first of all they got better offers and we didn't have enough to fill that position. i think it's a great idea. it's great to have a policy. we just
the didn't get enough funding. we need to be realistic to get an idea how much to retain in the city. especially if we are closer to what we had and everyone rejected. >> if we at first don't succeed, try again. >> also talking about this. one other issue that came up at the community forum to have what we do as a commission and we are all -- web driven. i got us on twitter and proud of that sfpd commission handled. but the reality is that people get their information online. another part that i will be advocating and that we get our website is in need of a revamp and that all the initiatives and good work we do should be
available in a digital platform for policing recommendation. in everyone is good on that. >> we should have a link to sf.gov rather than have to go through the city's website. >> i have to say that at this moment and this conversation is an opportunity to make sure that we are able to do the work that's before us. so i appreciate everyone's consideration and we'll continue as we put this forward to the mayor and to the board of supervisors to ask to fund this effort. i think chief, it's you that said it reflects these values. >> somebody said that first. >> considering all the work
you are doing, should be on the table and consider what these qualifications should be. >> we worked out a job description. >> anything further on this matter, colleagues? thank you, ms. mcguire. thank you for all your work. we look forward to continuing to work with you. okay. i think does that conclude the chief's report. >> that concludes my report. >> i have a question. just a question about the matter that was in the paper about that person that got arrested after reporting his car being stolen at the southern police station? >> a gentlemen had his car
stolen. he went to southern station to recover it. per protocol, they run a query on the subject and the car. the person came up with a homeland security warrant. in that back and forth ice showed up at the counter and it was determined by a sergeant at the southern station that he was not going to be booked and when they let him go, ice was outside and arrested him. unfortunately he was restored to his family. they have not gone forward. we have issued an interest natta fair to say complaint.
obviously that policy will be in this commission. we have reminded officers that we are bound by the city ordinances and not assist with ice's immigration enforcement. >> the idea of not reporting a crime with the fear. >> i have the same concern and took the swift action and moved forward with the investigation and reissued the bulletin that all the officers have all we've ever known since 1989. >> i think we can agendaize when we get to agendaizing future
items, potentially the need for communication and clearer communication because chief, you communicating that and the discipline and what happened as a result of it, i don't think that's been widely covered. i think it important to communicate with the people mostly impacted with what the policy and the accountability for officers who follow it. >> i think coming from the new agenda item, i was going to ask for a new presentation whether each policy is in line and i was going to ask that you make a presentation where you tell us how they are trained and you explain the bulletin and what they are trained to do.
>> sergeant, please call the next line item. >> item 2 b, occ directors report discussion item. this item is to allow the o krshgc director to report on recent activities and make announcements. supervisor cohen, press conferences on proposed charter amendments to expand the occ jurisdiction to include investigations of certain officer involved shootings where no
civilian complaint was filed, presentation of the occ statistical reports, summary of cases received in december 2015 mediation complaints. in december, 2015, adjudication of sustained complaints in december 2015. >> president loftus, i recognize the hour is getting later. there are several items and i will attempt to be brief. the first item is a printed version of the remarks that i gave at supervisor cohen's press conference on the proposed charter amendment tossed provide greater jurisdiction to officers of complaints
45 complaints. one of that was that our mediation coordinator was on extended leave for about a month. the other is that the number of complaints that were filed with the occ was under 700 in 2015 and in 2014 it was about 725 or thereabouts. moving to the chief's proposed discipline, the chief proposed discipline on 8 occ cases in december in the first one involved an
officer who interrogated a subject and failed to report an interview . the officer was suspended. the sending case involved failure to properly process property. the property was found in the sheriff's custody but the officer did fail the process of the property. the officer was admonished. and the failure to come to a full stop and the officer was admonished. an officer in a classroom an admonished the driving in front of the students but didn't issue a complaint. the officer did receive a
reprimanded. the fifth case, involved an officer conducting personal business for his girlfriend and using profane language. the mitigating factors was that this sergeant authorized the officer to conduct some of that business. but then the officer violated another rule by transporting his girlfriend in the department vehicle and notified that he was transporting a female. the officer was admonished and retrained. in the 7th case, an officer used profanity against a dog owner because the dog owner's pitbull started the officer and the officer nearly fell down some narrow
stairway. the chief agreed that it was a violation of a rule that made an exceptional clearance because of the circumstances surrounding the officers use of profanity and the eighth case failure to collect traffic and that resulted in admonishing and retraining. >> in case no. 6 were the action of the officer retrained at all?
>> the issue with the officer. i'm driving. i'm doing something wrong and going to teach a class and the police officer followed me into classroom and told me something about my driving? >> there was something more to that. the officer was on his way to work and wasn't in uniform and then went to the station and found a uniform and >> went back to the classroom? >> yes. >> so, i don't want to go into too much more detail as it's becoming a little too specific regarding identifying the case, but it appeared that the officer also lost his temper, and that's what this
is all about. >> i understand that certainly we have to follow the rules that are around protecting the identity following the law but part of this level of disposition and whyment >> i'm at a disadvantage. i don't have the brief. i can speak to this next week and give you a full brief. >> thank you. my last question is for a while we weren't getting full 85 traffic issues. from a policy perspective, you saw a trend or recommending reissuing along those lines. >> and chief suhr periodically issue bulletins. think expire every 2 years. i'm not seeing a
trend. this is there are 8 cases in december and in some months none. i think we'll be able to see better when i provide you with the annual report for 2015. >> thank you, director. >> commissioner? >> when we do go to the e citations, this will be a moot point. as soon as the citations are issued, it will be automatically uploaded from a smartphone. moving to january. compared to 6 cases in january of 2015. the case adjudicated and
retrained. and the officer failed to complete an issuance of release. that will complete the january report. i will move to the occ's budget. the occ's budget for 2016-2017. is a baseline of $6 million, plus change. most of which is personnel cost 92%. the personnel cost partially fund the 39 positions that occ has, but because of the formula that i discussed before that apply to most city departments.
that's the mid-point or judgment and attrition then we have to hold back $300,000 in expenditures which equates to about two positions. and, so that means that the occ cannot hire the one in 24 june level investigator in 26 supervising investigator. in the advisory report i discussed the controllers 2000 recommendation and looking at best practices, best practices is that occ investigators having more than 16 cases per investigator. the current case was average case load of 124 of 25 cases. if
we filled all 1721, 84 cases, the case load would drop to 20. moving to some hiring challenges, i mentionedarily yes, -- earlier there were constraints. and then also our 8126 job announcements and examinations have been delayed because of work load in other departments. moving along but not quickly. these delays will impact the occ's ability to promptly complete this investigation. but if we could not have the
attrition of formulas waved we would have an additional 481 so that we would reach the budgeted positions that we were promised last year and put in our budget. again, last year we received a funding for an assistant for information technology business analyst but because of delays in other departments, a job examination has not yet been developed. initial steps have been. a major change that i put in this major change that i propose in this budget is in the transcription
services which would alleviate some of the investigators work load in that they would no longer have to read this into this interviews of officers and complaints of witnesses and summarize them. so we are not currently transcribing the over 1,000 interviews that investigators conduct a year and the process for the investigators that it was determined that officers would not use over time to come to occ interviews. that means that occ investigators or sometimes having to conduct interviews at 11:00 at night. while this doesn't solve this, it is a greater alleviation for
the investigators to at least have this service. also, the occ has a very small budget, and let me back up on the transcription services. from time to time in our cases we do retain a transcription service in a very large case. moving to contract services for subject matter experts, we have a very small budget for professional services and are asking for moderate increase of $50,000 for that. the occ training budget for training and travel is $7,000 for 39 employees. the occ doesn't get any reimbursement from post the
way that a sworn personnel as i understand it post it covers occ training cost with occ staff. that just doesn't happen anymore. ask $39,000 increase. we at the appropriate time ask for additional fund to cover the new technology for body worn camera footage evaluation and investigation. the cost of these enhancements is about 10% of the occ budget. also the occ was asked to put forward the 1.5% that should not apply and in the past
the occ has not been asked to offer or taken and we had to offer it but was not taken and we had $63,000 and it was asked to take. that concludes my budget. >> thank you for the comprehensive and thoughtful approach in this short time period. it's helpful to us as we are looking the entire picture and you know the commissioner asked for information on the body worn cameras and to be fully instituted. i see that you have seen some of the challenges and not just having the dollars available for the challenges for budgeting available. so we will
be sure to include reference to this and any communications around the mayor's office. commissioners, do you have questions for director? the orientation of occ, on page 2 you, said that the controllers office determined that occ investigation should be completed in 8 or 9 months. that seem too long. i don't know what our best practice would be. but it seems we should try get that down to a 3-month winter -- window. i know you are saying you can't even do that with staff.
>> i love teaching. it is such an exhilarating experience when people began to feel their own creativity. >> this really is a place where all people can come and take a class and fill part of the community. this is very enriching as an artist. a lot of folks take these classes and take their digital
imagery and turn it into negatives. >> there are not many black and white darkrooms available anymore. that is a really big draw. >> this is a signature piece. this is the bill largest darkroom in the u.s.. >> there are a lot of people that want to get into that dark room. >> i think it is the heart of this place. you feel it when you come in. >> the people who just started taking pictures, so this is really an intersection for many generations of photographers and this is a great place to learn because if you need people from different areas and also everyone who works here is
working in photography. >> we get to build the community here. this is different. first of all, this is a great location. it is in a less-populated area. >> of lot of people come here just so that they can participate in this program. it is a great opportunity for people who have a little bit of photographic experience. the people have a lot, they can really come together and share a
love and a passion. >> we offer everything from traditional black and white darkrooms to learning how to process your first roll of film. we offer classes and workshops in digital camera, digital printing. we offer classes basically in the shooting, ton the town at night, treasure island. there is a way for the programs exploring everyone who would like to spend the day on this program. >> hello, my name is jennifer. >> my name is simone. we are going on a field trip to take pictures up the hill.
>> c'mon, c'mon, c'mon. >> actually, i have been here a lot. i have never looked closely enough to see everything. now, i get to take pictures. >> we want to try to get them to be more creative with it. we let them to be free with them but at the same time, we give them a little bit of direction. >> you can focus in here. >> that was cool. >> if you see that? >> behind the city, behind the houses, behind those hills. the see any more hills? >> these kids are wonderful.
they get to explore, they get to see different things. >> we let them explore a little bit. they get their best. if their parents ever ask, we can learn -- they can say that they learned about the depth of field or the rule of thirds or that the shadows can give a good contrast. some of the things they come up with are fantastic. that is what we're trying to encourage. these kids can bring up the creativity and also the love for photography. >> a lot of people come into my classes and they don't feel like they really are creative and through the process of working and showing them and giving them some tips and ideas.
>> this is kind of the best kept secret. you should come on and take a class. we have orientations on most saturdays. this is a really wonderful location and is the real jewel to the community. >> ready to develop your photography skills? the harvey milk photo center focuses on adult classes. and saturday workshops expose youth and adults to photography classes. good afternoon
thank you for joining us i'm bryan stretch the acting united states attorney in the northern california i'm joined by to my right is by ron davis the director of community oriented policing services office the division of the dictionary o g in one way or another director district attorney's office has been appointed by the president to be the executive director of president task force on 21st century policing and as the director noble ray to my far right chief ray reports drabl to director davis and the chief of the policing practices and other initiative division also known as p pa i say creation follows the rumsz of the president task force on the 21st century policing and it l will oversees and evaluate the rocky mountain for strategies that implement
the president's task force recommendations throughout the country transportation authority i'm joined by mayor ed lee as well as tsthe chief greg suhr this anyone city officials and federal authorities are jointly now and then the spark the doj acholic beverage reform initiative for technical assistance fireman to the sfod the review is in response by requests by the mayor, from the chief, from elected city officials and community members asking the justifying to look at the san francisco police department and their use of force and practices the acholic beverage reform will focus on san francisco's police departments operations e operational policies and training and practices and accountability system for
pertaining to stops and searchers and for the use of force and importantly there review will examine whether racial and ethic disparliaments exists with respect to the action taken and not taken by the san francisco police department director davtsz will explain in future detail by about the program the mayor and chief have requested an exhaust transparent review of the san francisco police department of justice and that is what they're going to get new let me say b a quick word that calls for an investigation into the shooting death of mario woods immediately following the shootings our office and the district attorney's office were in close communication and jointly determined that the district attorney's
office will pursue and lead an investigation into the shooting following well established doj civil rights protocols the fbi and our office communicates with the district attorney's office and we're monitoring the investigation at the conclusion of the investigation the federal authorities will is a full review fifth after that full review we have identified an unvindicated federal interest we'll pursue a separate fell investigation at that time and now i'll ask director davis for the details about the collaboration. >> director. >> good afternoon, everyone this is a tight room so as the u.s. attorney mentioned i'm bryan the director of the departments community services office in short the office was
created in 1994 with the task of nationwide nationwide we do have grants and over $14 million in grant and through tech adjoins we're here to announce the acholic beverage initiative that provides the kind of assessment and tech assistance requested before i get there i'll explain fully was we look at policing across the united states we have a defining momentum and understandable high calls for increased taint and accountability the way the police engages our concerns and the tragedy that occurr ed coward in ferguson and new york and last year put together a task force for the 21st century policing since that time the task force has put out a report
that has recommended for implementation and one as t the executive director how job to make sure we can help law enforcement implement those recommendations as bryan mentions in responded to the president task force we created a policing accountability initiative we appoint will you'll hear if to work with over 16 thousand law enforcement agencies with the united states one of the best ways to implement those and how to build electrotrust that is about this trust and priority the president ae ts and the terrorizing so we look at the acholic beverage form of san francisco and most of cities we're seeing working around the country noble chief ray will talk about that but when san francisco asked for the process in diego to do this
process a process we looked at talked to the attorney general and the civil rights division and looked at it where san francisco is at and the teaches elected leadership and support of the leadership and whether the police commission or the board of supervisors and came to the conclusion that the best services we provide san francisco at the this specific time and look at the community lisped eir leadership is the review it will be independent and comprehensive it will be very thorough we'll see a candid response what is and not working and help to equip the san francisco community to better understand where the police department is at and good afternoon them to hold the department will accountable not only to the law but the law is a lower bar but to the best practices of the policing in the country we have a police department that can became become a model agency the
21st century policing that's your goal and objective and the way to make sure that we, in fact, do engage at a very thorough assessment i want to make sure that before we goat questions or comments that you keep in mind san francisco a unique opportunity to deal with the challenges not unique to san francisco the trust and losing the the record will reflect happens around the crisis we know that many community of color like the franchise do have a trust the law enforcement and we hope that the lessons lenders from san francisco and others incident will help to guides the 16 thousand agencies we can call it a better perform this is to get the elected professionals and don't deeply into the department what is working and not working and have a public
process you'll know exactly and come up with a recommendation that will help transform the department that we can be proud that will serve all of san francisco a department that is a model for the nation so it may seem like american people ambitious goal we tell the department chief and i have had several communications to know exactly what is happening this is asking for transparency, accountability this is what the chief says and the business is facility not knowing deciding not to know and deciding we don't want to know the truth if so fatality to the relationship of law enforcement the community that is whether an opportunity to talk about the policing our public safety is not just for the criminal justice but to make sure the
explicit did living up to the standards of best practices and 72 hours accountable to the community and accountable to the officials and that you have the confidence in the ability to provide those kinds of services this is the first step and it is a volunteer process it requires commitment on behalf of the city and when we decide whether to come to a location part of it we need to see the commitment not only from the police and the mayor's making a request but the confidence that the whole city and community want that kind of transformation and they play a significant roll in the process from the elected officials to the board of supervisors and the police department and everyone has to be reformed this process to work if t sit is not it
is not a good process we're confident we'll start with the people are committed and willing to achieve 2 we're happy to make that announcement and work together i'll bring up as i said we created this office as a retro office to find some place to lead this national district court and chief ray is a long dwifshd career in law enforcement and known for being a social justice advocate and served time the the president and so someone that practices what we preachers and this is the kind of or more we see this and throughout the nation to work alcohol with the capitol hill and other advanced recommendations e recommendations so we brought him here to make sure it san francisco is exactly the amount of services and we're proud and how importanfor this is to us. >> well i'm not the go going to take long people
are starting to sweat. >> good afternoon and welcome let me start off by saying i'll coffer two things one to explain with acholic beverage reform is so you have a good acceptance of as a federal initiative this is relatively new i want to get into that and talk about the implementation san francisco as well as talk about the open data initiative i understand the mayor and chief has talked about earlier but we'll talk about that and we're formally launching the process for san francisco police department the continue of services the department of justice is calling for it was determined as director davis and he's attorney mentioned the acholic beverage process was the best code of ethics that began with the technical assistance 4 years ago in
las vegas and the cops offend the reform efforts have developed a number of excellent responses and has become a resource that the law enforcement agencies across the you understand we're currently have reform projects in spokane washington and philadelphia and columbia and california ae and north carolina and other plays in california and milwaukee the acholic beverage initiative is just a collaboration it is important to note that is an independent as what was mentioned and condition to emphasize that objective assessment that the police department has entered into willfully and the cooperation to do this is critical for the success the purpose of