tv LIVE Police Commission SFGTV March 8, 2017 5:30pm-8:01pm PST
hicks. >> thank you mdm. sec. mems of the public welcome to the meeting wednesday march 8, 2016 of the san francisco police commission. in reviewing the agenda there are no additions or changes so we will begin with the first line item. mdm. sec. >> item number one consent calendar receipt and file action. sfpd dpa document protocol quarterly report fourth-quarter 2016 >> okay. commissioners, in your package is a memorandum from lieut. catherine wayland and deputy chief's sainez lane for the occ document protocol quarterly report for the fourth quarter. i understand from the secretary there are no issues with this report. i have reviewed it in detail and it's
on the consent calendar. hopefully you received it earlier and have done so as well. with that >> i moved to adopt >> second. >> okay >> public comment >> public comments. >> my name is john jones is unfair to the public but tickling those were unschooled in police matters to draft a report of this length on the table as you walk in the door and expect us to respond to it intelligently. it's been the practice of this commission repeatedly to prop long and lengthy reports on the table the minute we walked in the door. it precludes intelligent comment and i call this to attention that it's unfair to the public. am i interrupting something? >> its online. >> continue with your comments.
>> my clock is not running. >> i stopped it for you, sir. >> thank you very much. the people who try to make intelligent comments on conduct and police activities in san francisco something that is important to everyone in this room up to a little more noticeable the commission is receiving and commenting on. even if our questions from time to time appear in name. thank you for much. >> thank you. just by way of information as we announce 1000 times in this commission, such information is posted on the website on the monday prior to
the police commission. so it is better. it's visible it's been there and visible for more than 48 hours as required by the rules. so we are certainly not pain-all nor are we dropping it on the public for the first time tonight. it is always been announced that this information is posted to the sfpd website. so, with that, i have a motion by commissioner and zarko and second by commissioner marshall. all those in favor say, aye. [chorus of ayes.] opposed, say nay. thank you. the motion passes unanimously. i'm please >> item number two reports of admissions discussion. two-i thought she's report. report on recent police department activities including major events weekly crime trends and announcements. presentation of sfpd on the status of returning to calls for service involving people with mental health issues. resignation of sfpd eight-dpa reports on general orders all see proposals sparks report. >> thank you good evening, chief
. >> good evening commissioner president turman. good evening, commissioned and i will start this week's report with the crime statistics. starting with homicides, 2017 we have 10 homicides at your to date.. the good news is we do not have a homicide this past week. last year, year today we had seven so we have an increase of three homicides. nonfatal shooting victims were actually down from last year. with 20 year to date this year, 2016 year to date there were 34. when violence was nonfatal shooting we had 35 year to date this year. last year to date there were 38 sore ashley down three. we had a productive week in terms of some significant arrests. we've been having burglary issues in the taraval on march 1 officers from the taraval station
[inaudible] regarding two burglaries at the sunset had the same but after an exhaustive investigation and extensive church they located the suspect in sigmund stern will part. they were booked on the burglary charges. we also arrested on invasion suspect on the february 26. this home invasion occurred at the 1000 block of doubt in street in the bayview district. two suspects one with a firearm force their way into the home and assaulted the two victims. they fled one suspect fired a shot interaction of one of the victims regarding task force conducted and best of patient and my second day locate one of the suspects [inaudible] and well in [inaudible] both related san francisco county jail for attempted burglary and false [inaudible] we also had another rest of a robbery suspect with help from the community on march 3 is about that particular jewelry start
in the knocking employee on the ground while ordering everyone to the floor at gunpoint. sfpd reach out to the public for assistance or much that a citizen identified a suspect you later taken into custody at his home and booked for the robbery. we also made arrests in recent series of robberies. from the northern mission district apprehended to robbery suspect on march 2. these two individuals have been linked to several recent armed robberies throughout the city of san francisco. on march 7, the board of supervisors requested an update of the doj reforms the blue ribbon panel report and the civil grand jury inquiry. i provided that update yesterday march 7 and also will be-will provide an update at the ass of police commission on friday, march 17. significant
other significant arrests and incidents. there was a shooting in the tenderloin with the victim arrested. this occurred on march 2 at 8 am at the victim was found in the area of seventh and mission did he stated he got shot somewhere in the tenderloin district. the victim was uncooperative and a felony warrants for failing to update for his 290 sexual predator registration. the victim was booked at the san francisco county jail for the felony warrants. tenderloin detectives are investigating the shooting. second shooting i would like to report wasn't in the mission district said it occurred on march 5 at 2:30 am at 35-year-old victim was on foot at 26 and false him when he was approached by an op
unknown vehicle. occupied with several suspects and they pulled alongside and began shooting should he sustained a gunshot wound and is in stable condition at our investigation unit is investigating this particular shooting. lastly significant event was a fatal [inaudible] coalition and the angle side dish. occur on march 1 at 6:45 pm. the vehicle was traveling northbound on mission street and struck an asian female pedestrian in a crosswalk at may street. the driver remained at the scene to our victim [inaudible] some come to her injuries on march 3. the driver was arrested for vehicle violation and vehicle manslaughter. significant upcoming events tomorrow night on thursday 9 march i will be participating in a town hall with the justice for marielle woods group. this will be at 1395 meadow st. in the bayview district from 6 pm-8 pm. in addition, on saturday, march 11,
we participate in the st. patrick's day parade in the central and northern districts from 10 am-3 pm along with san francisco police department command staff. this would be a second and market to pulp and grow street. and westbound on market to mcallister and westbound on mcallister to cell phone poll. on march 11 bill be a summer resource there highlighting 150, plus summer programs at the golden gate park in therapy from 10 am-2 pm at the computer building at ninth and urban. sfpd will recruit recruitment unit will be there to recruit for new hires. also have our pal [inaudible] end of the summer job and volunteer opportunities as well. in the mission district on our sunday at 12-11 am-4 pm on valencia street we will have a street closure from the [inaudible] due to family
friendly events. that concludes my report for today. >> thank you, chief. any questions for the chief? actually, the chief support has a few other subparts but if you like to--would you prefer to take questions now on that from the commissioners, chief? >> yes. >> commissioner dejesus >> i think i will wait. >> well, with that when we go to the presentation by the sfpd and the department of public health.. chief? >> i have deputy chief redmond who will present. >> good evening. width good
evening chief hardeman >> just to add to the chief crime reports i just got a text they took another suspect into custody on the terrible burglaries the one that did the series over the weekend really got 7-8 so taraval officers took a person into custody so that's another great arrest report to the commission. >> thank you, chief >> >> good evening commissioners. i'm here to introduce--it's my pleasure to introduce lieut. molina could we also look from the department of public health director stephanie felder. i saw stephanie walk in and also dr. angelica omega." on this mou with us and will give a brief presentation as well the tenant molina. so we are here tonight give you an update and overview of the mou signed with the department of public health which i believe is a really forward thinking proactive approach to ensure not only the safety of our officers but also the community as a whole. the partners-partnership includes strategies to work together to prevent behavioral crisis from occurring but also to provide
the investigative support to our investigative units around behavioral crisis situations. we developed the team response which during a critical incident distinguished on now and lieut. molina will recognize some of the authors working with them to try and come to a good conclusion into a peaceful resolution on that response. after the response, we also have a plan to follow coordinated approach to prevent that reoccurrence whether it's within a neighborhood in san francisco, at a treatment center or anyplace like that. the dph members will also be working with our officers actively around training in crisis response to getting a better understanding of how we have trained better in our tactics around de-escalation. we will also gain insight and understanding from them with a clinical psychologist and behavioral health commissions
that are god, on board to work directly with our officers. so some initial goals we've initially set for this program is obviously dph providing support in the field where there is behavioral health components with the goal of a peaceful resolution. also we will focus on chronic mental health users in all police districts to prevent a behavioral crisis from occurring and lastly, to support the patrol force and try and reduce the mental health calls for service for patrol officers in the field with a proactive approach up front working with the district station captains. lastly before they not only to welcome commissioner mazzucco will be joining the cit workgroup representing the spotty in working through all our crisis intervention training to come. so welcome, commissioner. without of the view lieut. molina and her dph staff as
well. the thank you chief. he was lieut. molina is no stranger to us. good to see back your lieutenant. >> thank you commission appeared good evening director and chief. the me introduce my unit did i've sgt. kevin--carlos [inaudible] an officer [inaudible] were going to be part of the psychiatric unit but it's a component of cit. with me we have angelica medina and director stephanie felder. so just to do an overview i know you did a great job of doing the overview of the program that we have with dph. this unit is quick to focus on two components. we are going to have the prevention component which means, as i said before to the commission, having excess of over 4000 even be in the year. so our focus,,
our main focus we concentrating on those high-end users of services. so with that, our goal is to collect the data, to see who the high-end users are and reach out to the people through the department of public health. i know there is some [inaudible] that we have to abide by and show the person is going to be a little bit slow in the beginning but we already have established the bridge of communication between sf pd and dph and were working [inaudible] i've seen a lot of progress in the last two months ago we been working together on how we are going to address this issue. we have a list of about 100. the top people that have been 5150s more than 40 times in one year. so we are
focusing on that individual and with the bridge of communication we have established with dph reach out to them obviously they cannot talk back to me because of hippa laws but were able to connect with the commission assigned to the person and secure a waiver allowing us to talk to her and her to talk to us and now we have a plan in progress. we are going to be addressing this persons mental health issues and hopefully treatment or lack of treatment but now we are engaged so very actively working with dph in that sense. that just one of the first things that this joint partnership has done so far. i think it's going in a good direction. the second component will be the crisis response. i know lieut. medina is can talk more about how her department is quick to respond. i just want to give you a brief just action about sfpd will respond to it. we will be notified. we will notify director of crisis which is stephanie felder, i think.
[inaudible] by phone she will connect to her unit. that unit will designate a crime-intervention specialist to respond in that specialist is going to connect with our operational command that will be in charge of the crisis situation. there will will be for advice and for information based on whatever [inaudible] we can have were allowed to communicate with each other and we will come up with a plan to negotiate on the team is can a huge role in working with dph as i said before the three members of my unit are negotiations hostage negotiators also. so that is a platform for that. the last components will be the investigative component. sgt. [inaudible] has been one woman
unit in the past for the police department was billy sick i took liaison for the unit and working with the different agencies and the city so now she has help and we are going to continue with that unit. there will will be to provide support to the investigative units at district stations to the bureaus into the patrol force. so when they [inaudible] that has mental health components she will be notified and she will respond to assist or provide advice on how to deal with the situation, or with the come out with the best plan addressing the mental health issues that this person might have [inaudible] and are big thing is to look for divergent when possible. so that's one of the goals we have. that's it in a nutshell. >> thank you ..
>> good evening directors and commissioners and she could intercept course a pleasure to be here and to work on the development of this program an extension of our already existing relationship with the police department with deputy chief redmond tenant lena and sgt. krueger about the privilege of working with sgt. krueger with many years at this point. so as i'm sure you are aware this program was an initiative of the mayor's office was also a recommendation of the re-envisioning the jail workgroup that occurred. this team will sit under the conference of crisis under the direction of stephanie felder. you included three clinical psychologist and to behavioral health clinicians that will be available 24 hours a day, seven days a week. this is based on eight: respond or model that utilizes the combined expertise of an officer and a mental health clinician to address the crisis and support linkage to ongoing care. the goal of this
program of course is to support law enforcement and crisis situations with her sis is back to behavioral health components and also for us to further support the efforts of the crisis intervention training any specialized training that's needed by police officers. as lieut. molina has already discussed, our role on the scene will be to report to the operational commander and liaison with the on scene hostage negotiation team. whenever possible sharing critical information that may help resolve the crisis. this may also include speaking to a pre--christian we can individualize ways to help this de-escalate the situation at hand. once the crisis has been resolved, the crisis intervention specialist will also be able to assess the individual four 5150 criteria to support them and getting to the hospital if that's with clinically indicated and one sure the hospital has all the necessary collateral information upon their arrival.
in the event an individual is placed under arrest this team will also be responsible for ensuring that collateral information is sent to jailhouse services again that information is of able upon their arrival. this team will also work with an individual pass the crisis and ensure if they go to the hospital were to the jail, that there is a clinically appropriate discharge plan in place before they are released from the facility which connects an individual to voluntary proverbially based community based services. the team will also be responsible for supporting family members and anyone else is affected by a crisis by providing crisis intervention support debriefing services if that is needed. of course we look forward to working with the police department to gather additional information to see how we can continually improve on this joint program and are other associated efforts. so are the permits will work together to support data collection is allowed by confidentiality and this may include anonymous information such as demographics outcomes of negotiation
crisis assessment, services at the individual is linked to in any realized reduction in negative outcomes such as hospitalization incarceration or other crisis contact. currently, we are wrapping up the process of hiring the staff that we part of this team could we still have one more staff member that we need to add and none of the staff is it started we will be starting in the coming weeks. so we look forward to starting the training process. you also be training other members that currently exist on the conference of crisis team so that we have further test to ensure that all times we are able to support police officers in any crisis situation. of course we look forward to continuing this effort and working on implementation. thank you. >> thank you. since you folks
are here now we will take any questions you have on this particular segment of the cheese report. >> thank you and welcome everybody to this something mayor's office suggested. this police commission has wanting for quite a while and i think that we see a common thread that her officers get involved in situations with people were mental health crisis. so i've a question for you. it sounds as if-no i like the prevention side of this in him glad to be part of the group. i was told yesterday would i be willing to be involved and i told commissioner turman i would love to be involved so it's a project that's important to the city. the police department to the citizens and i feel very strongly about it. so you pick out a list of the 100 top consumers and you have said that there was one person who's 51 5048 times in a year? >> yes.
>> so on the prevention side, there'll be a focus on this individual's and imagine it would pretty immediately of an idea where those people are at and we will start approaching them to try and bring them into the services. the itc >> >> that is correct. >> >> that is correct. we've got the beginning of the year so we have done some research on those individuals and of ensuring the information with angelica and that those able to connect to that clinician we actually are in touch with a clinician that's working with this person. now were getting from the inside for the department of public health because he signed a waiver which allows us to talk. once the waiver is in place, we are allowed to talk and i have sgt. guwahati made it onto the ivan talking to the clinician at least twice in the last four days. on how were going to approach the person that we are talking about and it looks good. it seems like there's some needs that have to be taken care of and once we get him stabilized in those needs i think the service the calls for
service will be reduced. >> i didn't i think of clinicians need to know this is their work product they're turning out on the street. essentially, we've all seen these as you walked on the street here in san francisco, people on mental-health crisis. he will say to me all the time, why are these poor people out on the street. why are they being released from a 51 5072 hour hold before 72 hours? so i think we need buy-in from the clinicians from the article called because her officers and our dph people working this is not going to be successful unless the doctors take care of their patients and not be concerned about the number of beds that are available or do they meet the allowed them to listen to the radio i hear the person does meet the 5150 requirements now as the officers are approaching but i think we need a stronger -stronger-influence and stronger participation from the medical side of this. i think that's one of the things i would like to see when i go to the first meeting. the legacy mori presents from the doctors
of the san francisco general from pes. many many times i hear our officers called his durability and they say it's in code red which means there's no availability,. so i think that's the part we need to work on in addition to the 100 could again i appreciate this and sgt. krueger even great for years and welcome to the other two officers doing this. again we need more buy-in and hopefully will get more buy-in from the physicians. >> sorry commission what i was going to add is i serving appreciate that perspective. i think we all worked very closely just what the individuals we are seeing in san francisco and there are certainly lieut. molina stalker case where he for terrific to get consent from an individual who will share information that doesn't always happen and work was limited by law and what we are able to share and also how longer able to keep them a buddy at the hospital could so those are all challenges that were chronically dealing with and of course were looking at how we can better maximize the
services that we have available but i certainly want to assure you were of course committed to the population that we are serving and have a robust set of services. that being said are services are bound. our goal is to always to support the engagement of the individual involved harry services. >> i appreciate that. >> commissioner, i would like to add an article in the units to community with the department of public health and create a plan that i won the plan for this person i want our officers to have information when they contact them on the street what will be the next steps to take. so i'm looking into technology and develop a new app that i talked to companies here in san francisco that are based out of seed san francisco and hopefully will do a pro bono for us. where are officer will be able to go on their smartphones, click on the app and look at the response plan for this individual. to see how the service, what connection does he have what resources are payable for this individual, elke response to the crisis could that is our
goal. i know we talked about it so its work in progress but i think we are getting there. it will take all of us to get there. >> thank you very much. i appreciate your >> commissioner hing >> yes thank goodness the second him we've heard on this program which of course is quite laudable and i asked the question on good repeat a question that i asked last time. do you contemplate situations where a mental health professional is at the scene and either on his or her own, use is engaged with the suspect, or in conjunction with the police officer, or, are all the scenarios contemplating always just an officer that's engaging based on training? spears as
of right now that we contemplate just the officer. a trained professional like [inaudible] hostage negotiator officer we doing the negotiation. some of the research that we have encountered i guess we call the hostage negotiator will better to have expand research, but what we've seen is when only one person communicates is the best result. so i will defer to you on how you guys do communication. what would be effective. >> i just want to add that we are actually already working together like the police department goes out with mobile crisis were adult protective services. so we actually all already has a team going out. just in case all those 5150s number's are just sfpd. so when we say those numbers that isn't including like-let say the
paramedics picked him up or other agencies pick them up with just talking about san francisco police 5150. but in response to a question were actually already doing it and will continue to do it another we have the mou we will be able to make it even stronger. >> well, you're already doing that in terms you're already out there but you actually engage in conversation with the suspect? or, are you going through an officer? >> so i am actually sfpd but mental-health will be out with me and they are doing it in the conversation and we are there to support them and depending on the circumstances, we go back and forth. so that's already actually happening. >> not in a crisis, though. that something we do on a daily basis when dph mobile crisis was fontweight house because there's issues. mental-health issues that haven't communicated to dph and then we will go to support dph but a crisis situation where the barricaded suspect or person in crisis, police department will be the first responding the police department will stylish negotiation with that person. you would not be the clinician doing a face-to-face good it will be a hostage negotiator.
>> in that circumstance there will be mental-health professional more than likely out there also? >> definitely. that's how the team works to weaker contact director stephanie felder the call will go out. the team will respond and they will report to the operational commander of information is going to be passed back and forth between the hostage negotiating team. and the crisis precious >> thank you. >> commissioner just read the public out the clinicians' assessing individuals for 5150 outside of contact with the police department and our adult mobile crisis unit is doing that on a daily basis. so that's only does occur outside of please contact. >> so just to be clear, in a prevention situation dph is actually the agency doing the initial contact with support by the department but in a crisis
situation, the department is the responding and the dph agency member is there to provide the support? >> correct. the prevention model in the be doubly outreach somebody jointly certainly, again on a daily basis we are outreaching individuals and assessing for crisis situations and trying to reduce contact with police officers. so that may happen just as a clinician were in addition with a police officer but if a crisis occurs where the hostage negotiation team is called out the hostage to go chasing team will be on point to have contact with the individual and we would provide additional support on the team. >> but the police about it with you prevention, commissioner. we will go out there and check on the well-being of the people that are i think we will do both. >> i'm a little concerned about that. here's my concern.
understanding there's likely going to be maybe some type of waiver in place, i do not want -i understand we are in the prevention mode. i just want to make sure we have the right kind of training, the right kind of approach, the right kind of support needed that doesn't turn a non-crisis situation into a crisis situation. sometimes that can be set off just by the fact that the woman is wearing a uniform. so that is what a mostly concerned about. that is what i would like to hear a little more about. i think the best way to hear more about that is after we establish some kind of training and protocol if that has been established, then the spirit if not, let me go back. >> i hear you commissioner. that's a concern because uniforms sometimes is the
trigger to a crisis. seeing the uniform presence might be a trigger. the officer might be the trigger the lights and sounds my theater so taking that into consideration basically whenever we say were going to do well check and we will be with dph. it would not be just the police department. it will be a joint effort to get her clinician and police officer going to the house. >> yes i want to hear more about the training. and your module is complete i like to see something. >> okay. >> chief did you want to- >> just to clarify a couple things, on the prevention side, before there's any type of approach there is really a complete work work up up down of the individual person before we go out and would make any contact. a lot of times within the police districts, he would have certain addresses that could be that the officers are there all the time and it sort of a preventative measure. were
getting all this cause but is there something we can do on the front and prevent the officer to going from these calls were doing were research on the house of the family the individual. what's going on with that person to try and prevent a crisis from happening. so before there's any contact with his huge discussion with this group and they have i mean they're teaching the cic cost are very involved in training in the department. he briefed me on anytime they are going out to the scene could officer safety in the approach is really taken and it's really on the medical side we're dph is to lead and we would be supportive sometimes the officers may not be in new orleans for that that flash. then to revisit commissioner hing a little bit if there is a crisis situation -so this is we've had a couple instances where this is happening in one of those was when the chairman was suicidal in front of city hall myself and dir. garcia were ashley talking to the whole situation could nuke league wasn't
actually sgt. krueger had worked with the person prior and responded out and de-escalate of that whole situation to the piece are resolved and those the gentleman very publicized was right in civic center plaza that was suicidal. so the idea around the response when there's a crisis happening there could be a situation and reviews family members before because we will do anything to resolve it peacefully or maybe it could be a situation we had a robbery situation in the terror about where to the department of public health, we were able to get in contact with a person's clinician would been working with a person four years and they-although they did not enter the scene already in resolved peacefully this is sort of where the idea came from, is are we missing something in these crisis situations that we can bring in on the clinician side to help the hostage negotiator with the crisis officer to resolve a peaceful world we don't have to do an entry into a house.
though there could be a situation where they could be used at the scene and i think all of us would agree we would use anything we can to resolve that peacefully. but just to-we are always looking out if there's any type of approach words and non-crisis it's very low-key sometimes the officers may not be the person at the door. they could be there for safety reasons but we do not want to create the crisis. that's not our goal here. >> i know that is not your goal. believe me. >> we have to be very careful >> yes okay so i'm going to take [inaudible] just to see how it's working. thank you. >> the last thing they are keeping track of all the contacts in everything and maybe get something the commission would want to see because we want to show the success in all the successes are having on a daily basis and try and support the stations and reduce those calls. so thank you. >> thank you very much.
>> thank you so much everyone. the him please. the presentation by the department and dpa go to report on general orders. leaving commissioners. director takes give scott deputy chief from professional standards and principal just here to give you a very brief report on the fourth quarter 2016 general orders and department bolton were issued. as your very well aware we had a very busy fourth quarter when the department of justice issued their lengthy report and it was also commendation of when we were changing general orders fit into the general orders being change that there's only three that were impacted. one was the use of force which was issued again december it was a brand-new general order.
general order 5.02 which was the pre-existing use of force, was rescinded and rolled into 5.01 and then the crisis intervention team which you just heard very much from that was a new general order crisis intervention team policy which was approved by this commission. in the same quarter, fourth-quarter, there were 70 priority - excuse me - 78 the bar emboldens issued it introductory at 27 eight, [inaudible] primarily impacted were impacted general orders that they related to department of justice recommendations. so as an example, when were looking at use of force, we would issue a bulletin saying that there's been a change to the use of force could as an extension of 5.02. so it's a port of the doj recommendations. a number of these bulletins will continue to be issued in the next quarter. i'll report on that shortly. just to be clear, we are developing working groups on all the
general orders in the department bulletins member of your staff, your senior analyst is made with my staff to look at a process to improve department general orders and department bolton issuance and we will report back on that in the next quarter. finally commissioner hing has met with the command staff and they were reviewing the department general order 810 which is a public first amendment activities and it is been recommended that we convene a working group to look at-to amend the general order. that concludes the overview on this report. >> first, i was remiss. i want to first thing i want to do is congratulate you jeopardy chief them on your elevation to the
level deputy chief from capt. so welcome to the-welcome to the big leagues deputy chief. [laughing]second of all to the commissioner 70 specifics before we moved to ms. mary que 's evening commissioners, chief director hicks member of the public, i don't have much to add. most certainly we filed a letter and artwork we did in terms of the policy work last order focused highly on cit geo as well as the use of force dg oh. the third time department of justice an immediate implementation of recommendations. it has to do with the police department paid a reported basis not only do this when what you really look at any training or policy
failures or enhancements that come out of that process. so to move that forward we drafted a police commission resolution and i know that something under review by the police department. that something the doj recommended implementations were hoping to move that forward as soon as possible but i'm happy to answer any questions about this sparks report. >> are there any specifics on the sparks report? i'm sorry good i'm just looking down on my notes it. [inaudible] i don't want to hold you up. if no one else has any questions, thank you for your time. >> thank you. >> president turman
>> of course, chief spews same one more thing going back to the last report on cit, i will follow-up with the commission on exactly the training is. i know that was part of the i think part of the question you had but i will follow-up with the commission and exact with the training is composed of and give you a detailed or summary of that training. >> i would appreciate that. thank you, chief. all right, questions for the chief for the chiefs report? >> so i just want to follow-up >> the mission or dejesus >> commissioner dejesus >> sorry. i want to follow-up on [inaudible] i'm sorry can you here me? is that better? i want to follow-up on a couple of questions. last week we talked about how me women were on the command staff in italy was to civilians and two sworn members. that made 90% and this one women were 15%. but i don't have all the information's white rocket put you on the spot but
i been informed that if you add all the civilian woman and all this one woman it's 23% of the force. so i guess when we get to-i don't put you on the spot when we get to new items i'm going to talk about a little bit about about promotions and about you know, what's in the pipeline in terms of women and minorities in promotional pipeline and how are the determining who's been promoted and what type of test are reusing. have we been using the same test for ever? is it the best practice. him and ask a lot of questions for because him and asked for a report to come up soon and perhaps what we may need to do is to do is audit the promotional part of it. seeing none, the best practice is good with the questions and factual scenarios are the news another biased warfare or are they representation of everyone on the force, or is it to narrow? i just want to let you know
that's coming up. if you want to address it it's fine. i don't want to put you on the spot. >> yes i think you had a couple questions that there. one was the testing process >> yes >> so the testing process stops >> cheap this is not agendize so what i'm going to do is i'm going to take what commissioner dejesus has asked and we are going to schedule it for a report. so you can come back and you won't be cut off. you can answer specific what you want >> right. when it comes to that i want to be a little more specific with some of the questions could >> thank you. >> okay. any further questions for the chief? okay. public comment on chief reports. [cross-talking / off mic] we are not done at all. sorry. >> item two-b dpa directors
report. report on beeson tva activities and announcement. the evening director hicks evening pres. turman and members of the commission. chief scott members of the public. the dpa has no recent activities to report this evening good that is why you skipped over pres. turman. [laughing] width way to be a team player. [laughing] next item the item 2-c mission reports commission president support commissioners report. >> just by way of commissioners report i did attend the march 7 report to the board of supervisors and deliver some prefer marx before the chiefs remarks some of our more recent activities discussing some of the activities we will be taking on
in our specific role in on the commission related but related reforms as and how we will be interacting with the departments in those reforms. other than that, i have no further report. commissioners, do you have anything to report? nothing? >> i will take advantage but i did attend it [inaudible] a 10 meeting with the command staff last friday, i guess and i find it very enlightening good i understand much better some of the issues that are of importance to the department and so am happy to learn more about that. we are going to convene a meeting soon with some stakeholders and also again i wrapped up-i'm wrapping
up my captain's visits. i was at the bayview yesterday and enjoyed meeting capt.-thank you >> thank you. okay. next line item please >> >> item two-the commission announcements and certain of items identified for consideration of further commission meetings. >> commissioner dejesus >> i want to get back to this. in the promotion you just have no women were promoted in one of the questions i have is what is the percentage of women and minorities in the pipeline for promotions? i want to point out to this commission that the department of justice reports basically said overall the promotion rate for women have declined from 26% to 13.6% in our department and this promotion just kind of having this promotion just came through just kind of layering
in that the were no women in there. so now that i know there's 23% of sworn and civilian women i don't think that 19% i think that's a skewed number of ad like to know without real number is. the question is, not just minorities, not just women by minorities in the pipeline. i want to report to talk what the testing procedure that we use, who develops the questions, who builds the factual scenario how are the results judge, what is the makeup and representation of the committee that sets this up and was the best practice through the nation and what is the best practice to promote women and minority separatism tatian on the command staff within the department itself? potentially, do we need an audit on this whole procedure? i think it's really important and i can't tell you how clearing that promotion was in terms of what it was lacking and all the comments that are becoming my way since i mentioned it last week. why think it's really important and
that part of justice has noted that there's a decline in district unsure this is going to add to that a client this recent promotion to so that's what i want. >> i think it's an opportunity that dr. callahan is one. because it seems i just want to be your report. so we will allow you director callahan to put our heads together with this department and come back to that us with that report. i will get that scheduled as soon as we can. thank you. >> commission i won enough of the police commission will hold a special meeting at a location other than city hall and the commission will meet in the southern district ethic and every jewish museum 763 mission st., san francisco on wednesday, march 15 2017 at 6 pm. their comments from the public southern station capt. darrell fung discerning public protection issues in the southern district. >> okay. that is next wednesday. commissioner
mazzucco will chair the meeting as i will be away on business. any further commission reports were announcements? okay. now public comment on item 1, cheese report >> item 2-a through d >> thank you. 2-8 through d >> can i give you guys some brief idea why i'm here and how i got here right? i want to run through >> i don't mean to interrupt you but this is going to be public comment on the items we just went through. there's another period for general public comment so it's not related to the items we just discussed am asking you to all the just a little while longer and that's good through these items. thank you, sir. >> i just want to show the
>> is working. the microphone is on. >> >>[video] >> mr. salivary 10 you go ahead and will come back to ms. brown. while we get our technical stuff worked out. one second. let me get our timer on. sorry. you see where you are. she's going to get the timer. >> good evening commissioners dictated- >> i want to make sure that
you get your time. [ >> would you start the stores all the areas time? rachel, could you start this time? >> so good evening commissioners david-san francisco san franciscans for police accountability. i don't think this'll take a three full 3 min. but i want to say that in general, the community is very very pleased about what's happening with the cit especially now that the dph is involved. we were concerned is
only 25 clinicians citywide but it sounds to me--kind of got me into the details yet as if that may be sufficient. we will see. i spoke to mike lieut. molina outside in the hallway in all get together with him next week and get more information about just how this rollout is can happen. so i think that in general the commission and sfpd and the dbh is heading totally in the right direction and i commend everybody on the other work that's been done. i just want to do one but little reality check which is shone more case. that's a case where cpi definitely should have been deployed and was not. the situation right now for shone more i do not both the bail hearing and the very long now preliminary hearing the third day tomorrow and basically what you have is a schizophrenic with a some major psychological
issues that are now been shocked and is now being prosecuted and has [inaudible] very serious charges on and it has nowhere to go even if he can get bailed out. as no services that we discovered for him. he's wounded. he can go back into his house though best reality check on what happens when cpi is not deployed the way it should be. one of the things that we talking to sgt. molina about is just exactly how does 9/11 actually dispatch on these calls. how do they become aware of the fact that somebody has a mental health crisis we all get back you more next week or in the immediate future on that we are definitely going to dig and realty bonnie. i just want to say one other thing. thank you for the talk that are now hearing about some auditing capacity. we were concerned
though yesterday that it sounds like sfpd itself is going to audit and that is something that may cause some issues within the activist community. it might be better to have some type of an outside audit and what we will look and see what sfpd is going to do in terms of auditing itself and weigh in on that also. thank you. >> thank you. i think the gentlemen is here to assist you. while ms. brown is working on the technical difficulties, is there anyone else prepared for public comment on the items to-eight through two-d? >> >>[video]
-- and congratulations to the new chief. congratulations to everybody is here. the peace officers, i'm trying to go from police to peace officers. they have to own the street. day or night. as situation, mental crisis, if they are their first they're doing their job. assessing the situation is i presume, primal in what they do
as a police whenever about wherever, what's going on here? but the police officers have to own the street. when there is a fire that peace officers give control of the situation to the fire departments. the same thing should happen with our item in a crisis intervention moments. the police should stay there as long as they can because you are watching a human being a broken human being in their mind and their for the grace of god go i spent it to be genetic it could be who knows why. the angels, the people that respond are the angels to their volunteers out there that are doing it now. there are policemen out there now. that can talk to people in crisis better than other peace officers can. we have to recognize our talents. we have to put our best keep out there. from what i understand,
that is happening to we are going in the right direction. i would like the tenured veterans day and night last time they were here they said that the tenured veterans have a little more new wants good i like the tenured veterans or look never fired a gun to that of not been brought up for excessive force, have never falsified a report to work with a rookie in two tenured veterans with one rocketed three people the conversation goes better than two people that don't get locked up between generation gaps and whatnot. we need a place to take the people. that's a major major major everybody should be just upset and say mayor, mayor, mayor, we need a place to put these people. i would would like to be part of an injection site as a place and we can get these people that if they aren't drugs or to conduct all of it and maybe reach a stable situation and maybe in that
situation get out of it. i want the situation to not be police and not be the department of public health good i want their own identity, team x we have to give birth to this. that's where it's going to get a little rough and we need a place to allow these people to calm down. thank you. >> thank you. not yet, sir. >> thank you congratulations to women of the world on wednesday. we appreciate you all. starting with my mother. i walked around and spoke to the officers represented to you on the cit and what was missing in
the conversation is a stronger emphasis. i found out there is an emphasis but a stronger public emphasis about mental health first aid training for the first responder officers. the cit team by design is second responder in. what we know about some of the tragic incidents is they have it happen in seconds. so while the phone is ringing in the cit office were locker room were home or wherever they are, there is no pause button. if i'm that person i'm unraveling. so the first responder officer is doing with that while waiting on the cit and. i do not understand i'm pleased to understand there will be 40 hours of training eventually for every police officer in what we are calling mental health first aid. which is very
reassuring and those who know about folks in military maybe for example every person on that [inaudible] is trained in firefighting whether the job his cook or capt. or whatever. so that's very refreshing to hear and i just want to reinforce that seems logical to avoid their first responder officer says it's not my jacket i got a call cit and i know i'm exaggerating to say that, but that dynamic can be there when the situation really depends on that first responder. so we really appreciate and hope you will help accelerate the training for the first responder officers because they make a difference in matters of seconds. i just want to say that i've another thing on general comment but i will pass it on. so it's a way of saying, thank you for how this program
seems to be going. >> thank you. public comment on items two-a through to-d. >> hello. my name is john jones my comments please the commission. i've nothing but praise for those involved in the mental health aspects of police work. however the overwhelming impression i had was that the commission is passing the buck. of necessity. the mentally ill person has contact with the police department. the person's needs are properly addressed. refer to the common public health or whatever and they are off. then what? during mental and this is extremely expensive. i hear nothing here about where the buck stops. that is something you have the expertise to talk to. >> sir, i am pausing your time.
>> was there a question >> no. go ahead and finish. >> i and you and most of the people in this room we walk run the streets of san francisco and we see people with a glazed look in their eyes. the people acting out. these are the people probably have been through the system once or twice with a 5150 person who's been through the system thousands of times. but there's nothing in this about addressing the overall mental health issues that conflict present themselves to the police department. now, the answer may be that this is clearly on the scope of police work. where does the buck stop? i mean after they go to the haulage hellish homeless shelter or they get shuffled around and austere is completed and shuffled some fills out the man out the door they go, what
happens? that ought to be the question. because what you want to do is keep it from happening in again and nobody else in civil government is really going to ask that so i am asking you to ask it. here is my suggestion. get around number for how much it would cost to serve the mental health needs of san francisco and put it in your budget. send it off to the mayor and the board of supervisors. locally oh, we call that sticking it to the man. in which you get is a lot of conversation about how to do with mental health. it might even make it into the newspapers but what you won't be doing annually doing this to people of san francisco at an enormous service as you will not be passing the buck. thank you. >> on going to exercise my right for limited public engagement and going to say this. ladies and gentlemen, members of the public, this is the san francisco police commission. arched with the
oversight of the police department and the department of police accountability. we have no mental health expertise . the department comes into contact with individuals with mental health issues all the time. what have we tried to do? create a bridge between the departments interaction and the department of public health. the body in san francisco that has that expertise the body that has that that needs to act for the money and the services. the body that needs to direct the people in mental health crisis. in this department comes into contact with people in mental crisis, i don't want to see violence but i do want to see them hurt good i want to see them directed and treated in age as humane fashion and get the help they want and need
and what have we done to address that we tried to reach out to dph to form a partnership to go into preventative services as well as services that come about because of crisis. it is not the police department's job to address mental health issues. it is not it is their job to direct-to belize and when does to interact, or intersect, we need to find a way to help people that does not necessarily involve a law enforcement and good we are doing that. but the ultimate responsibility does not lie with this department and this is not the cure-all hole for every single social issue in san francisco. we can do what we can do and we are
trying to address it but we don't need to be told we're doing something wrong. because we don't have the-we don't have the ability to address certain needs nor have we ever-nor have we ever held ourselves out to be that world we can take on the responsibility for every single of the department in this city and county. next public speaker on items two-a and two-d >> absolutely. something for you guys to consider when you're out there policing. something for you to consider. our urban neighborhoods are turned literally into a war zone. from 83--1992 good which basically is extreme [inaudible] speaking as a veteran. i know guys that ptsd. i worked there [inaudible] enlist also [inaudible] i did
what people who lived in f2 afghanistan, you name it right? with less severe issues than the people that are in the hood. if you think about it i can [inaudible] who died in the hood, but i can't think of anymore that died in the war. that's what you're doing with. you can have that much death, that much mass incarceration that much carnage without there being some consequences to the community itself. so those kids out there in gangs gaining up, they do that for security. the dad is in prison getting broke. right? what you do in a sick community. could you please consider the people that you're dealing with and not bad people but people who need to be sealed right? can you any tree stand that much carnage and death and not have an affected
psyche? that's what we are up against good i think ptsd, that's it. >> thank you, circuit next public comment, please. >> good evening commissioners and cheap scott. tammy bryant from district 5 and obviously came in really late and i saw the agenda and sorry i could not be here. i miss the presentation get a map to look for it online but i did want to say that i was really wanting to hear what going to be the next steps when doing with a mentally ill because i agree with you. it's not a police issue. it really is in the purview of other agencies and other providers that the police are: people feel threatened or whatever. but i do want to see a change i do want to know that if i: 911 because i see some distress him not to find out later they been shot and call killed and i don't, and one for that very reason even though i see people they were due to what happened next so i just
wants to just say i'm glad you guys are looking at this and i can't comment on details but i think it's really really important and i totally agree with pres. turman it's not in your purview get when i walked in with commissioner dejesus was not that the lack of women that were promoted and definitely not a person just spewing is a woman is better viewed on not that person however i do think you have a lot of [inaudible] officers i figured something to think about about promoting him up to that command staff level could i think some of the implementations and reforms-in limitations were reforms will be good to also have a balance of women in am really looking forward for at least a couple that are also black. i think it's reported that we have black officers in the command staff. those are my comments for tonight. thank you >> well, the chief [inaudible] is a black officer. as is >> is over everything and
[inaudible] >> good one of the deputy cheats, please was bryant in touch with lieut. molina is so she can hear details on the department of public health partnership with the police department? any further public comment we seeing none, public comment is closed. >>[gavel] >> next item item please >> item number three presentation from the department of human resources dhr process for conducting public employee performance evaluation executive director department of police accountability, discussion and action. >> good evening director of the human resources departments.
>> commissioner gentleman before dir. callahan starts i like to announce their apartment human resources powerpoint will be made available tomorrow online as was not made available to the commission prior to the start of the meeting and the presentation. dhr has provided some hard copies tonight but we will also have additional hard copies able at the commission office. >> thank you. >> good evening president turman, commissioner the chief scott director hicks. i'm here today to present information on evaluation of department which
is standard throughout the city. that specific guidance we provide to other commissions and i'm going to review this standard process that we use in the city that we recommend to department of commissions. however commissions do have the ability to customize the process for their own needs. i will start with talking about the-so my idea. tonight is to simply talk about an overview of the performance plan and appraisal cycle could go through some best practices and conducting performance grants and appraisals, particularly in regards to department heads and then speak directly about the department head process. >> before you begin dir. callahan, i just want to clarify. this process we are talking about the medicinal be applied to any department head because we got distracted into other things and do not complete a process last year but we will be doing one for
the director hicks and also doing one eventually for the teeth as well. so this is universal? >> yes, it is. in fact this is the same presentation we did for the fire commission. we just changed >> we are not special at all. [laughing] >> we do this throughout and in fact department heads slightly differ from those of other managers in the city that we focus more on strategic planning and less on day-to-day management but it's effectively the same prostate i will note, too, that the because we are san francisco even department heads are labors rubbers in my labor organization this case of the municipal executive association and occasionally the commission decides to do something rather unorthodox with respect to performance plans and appraisals they will make a complaint which is happened before. to me and then we've always been able to work it out. so the ema municipal
executive association is very familiar with this process and has no problems with it. would you like me to go forward? please, do >> please, do >> bimetal values of our program involved partnership. basically are jointly going to identify the goals, the commission in this case or the of appointing authority and upon it are totally going to identify goals. we favor a lot of communication about those goals and about progress through the performance plan. what we want to do is work out a performance agreement and that's the basis of how we do it. if you look at the-there's a picture of the cycle and the way it works is you start at the top could we have the performance agreement so the be a plan to be filled out in the commission in consultation with the department head would be
saying these are the objectives we would like to reach during the year. for me, it might have to do with concluding enrolling implicit bias training or preparing an excellent presentation for the police commission on promotional practices and development exams. those-that's the first part is we set the-we come up with the performance agreement. then as the year progresses, we recommend a midpoint review, how we doing on these objectives you meant to get to this repeatedly met our deadlines included in the plan, etc. at the conclusion of the period and again it could be a fiscal year by calendar year to conclude it's a fiscal year will be a pre-appraisal meeting see me with the department head , how have we done this year? and complete the performance evaluation. the resultant performance appraisal. it's
basically the process we call performance planning and appraisal because you say in advance what is you expect to get done and then the person is evaluated at the conclusion of the period on how successful they achieve the objectives and goals of the plan. you will see our ports i have only one copy but it's public document and then it would would like it i can give it to you. sgt. kill shaw, we sent out this year as we do every year a proposed evaluation form for developing the performance plan. the appraisal. i note, as i think you reference, this commission was very busy this year but cannot use of force and hiring a new police chief so it is not surprising that perhaps the commission has not completed the performance plan for its to department heads could certainly you a brand-new one
as well. but this is a brand one we have here is specifically for those reporting to commissions and it's pretty much the same as the one that i would have reporting to the mayor and it focuses on setting out specific goals, and provides place for noting accomplishments and areas of growth and a moment that are desired, and a final evaluation where the department head signs off on it. they can also attend a statement they may or disagree with the report. the-so that's the general plan. we go to the , what we recommend the best practice is that the performance agreement is very explicit good we don't want to say things like manager overtime did and said we would say keep your overtime under 10% or whether was the year before because then it's easier to know whether the been successful. another thing. complete project x i january 1 at those be the sorts of things
that you would want to include as opposed to a generic to a good job managing your department. again, the best practices have agreement on the expectations of performance at the purse knows exactly what's expected of them during the year and there should be regular medication about progress. i will note that this a little atom we use in performance evaluation it they should be smart specific, as i noted, as specific as you make them, measurable, doing a good job is not a good-is not a good we all do a good job we hope everyone does a good job we want to have some measurable's in the get something achievable. it shouldn't be so aspirational that the person is doomed to failure. relevance and of course timeframe to we learn much recommend there be a checkpoint along the way as far as when things should be accomplished. so it looks like
this pretty much the same slide. i'm not sure why. we can go past this one could be about performance agreement mid point review and performance appraisal. again, we think collaboration and partnership that should not be any surprises. at the end of the other person shall be shocked to find that they are not meeting expectations that is indeed the case. similarly, once we recognize the person throughout the year for publishers. but it performance process is successful if there's continuous communication. the form can be used to document the performance this objective was met this is not [inaudible] moved to ensuing year or the following conditions that i should note it's not even when it's not carved in stone. things may happen that change the priorities you have
legislation or other things happen and maybe a new commission is impaneled may have different priorities. that can be changed, too but again it has been the communication in the form should not be used to disciplinary actions. that is not what it is for. but it should be used to document performance improvements. so if it's for the separate symbol, nikki, you did not complete your objectives in preparing an excellent presentation for the police commission therefore, you have failed. you better do better next time or there'll be consequences. etc. so that is the general process good as i noted, it is the case that department heads - excuse me - commissions can amend it or you may want to have other forms but it absolutely is a favor to use this one because we know that we will not receive any complaints that
it's an unorthodox process. just the three sections we have the first page is simply identifying department head at the second page not show up in the powerpoint but it's an appraisal report summary. the second page was the performance planning goals which i think is right there. that's where you're going to list the smart items which we achieved overly over the fiscal year. the next page we get the comments regarding new overall performance. this is what went well, this is what didn't and areas for growth word of him and even for people are doing amazingly well we always recommend that you didn't fight areas of growth that may be recommend professional development, etc. then alternately, is signed off by the, i would say in this case the commission president and the department head who it applies to. if it is-i would know, two, and this is not in my powerpoint, but the commission
may decide to hear at midyear [inaudible] you may desire to do in evaluation when you have not already filled out a form like this. i would just suggest to you if you want to do that, you would need to-we never like people to be evaluated on a surprise. they should-to the extent the commission has clearly indicated to a department head, these are things we want you to do over the year, then i think you could do in evaluation. but it should not be anything the person isn't aware of. they have to be told in advance. this is what you're measured against. at least that is our process good so i hope you find that helpful and very happy to answer questions. >> thank you, director good questions for dir. callahan? commissioner dejesus
>> i find this very rigid. i don't find it well round. doesn't provide us with information. i mean we are more like the board of directors but we don't work with our department heads. so like the chief of police that he's been a be interacting with many different facets of the community be easily working with professional groups. it may worked with business groups. so i was on the internet looking how you valuate a director with the best practice for evaluated director and one was they give you three options. you have a high rate get one of them is you do a survey. two surveys with stakeholder community stakeholders professional community and professional stakeholders as well as with the staff. the staff is can have input, two and then have the your department give you his evaluation whether or not where he stands in these met his goals are not some of the reasons the board of directors or the board, should actually write evaluations and then come back and meet and have a consensus. so i was hoping that we would hear from you in broader opportunity to get more
information to make real of valuations were to set up a plan and to know where they may be the strongest portions of their work and then any weaknesses they have. you know, so i'm not hearing that and i'm wondering is because you said the unions are involved. this set threw up with a union or -you said it it we ask for anything unorthodox. is it unorthodox last four participation from staff participation from community stakeholders? >> well, let me address several points it on sorry viewfinder which it does not solely preclude you from i try to say this is something that can be customized by the commission. the general format is we have a plan. how did you come to compare to that plan. now when you're answering the question of how do you compare to that plan, you can get input from various sources. right? so that you are not precluded from that. but i would say that
there are some tools that we would not consider to be appropriate for example, and i am-a manager might be-you might have a new manager and the new manager is really laying down the law in a way that probably needs to be done may be managing for the first time. and we're a unit that is often well-managed before and that person is not likely to be popular with the employees but maybe we doing exactly they should do. like everybody got to call him suck all the time and nobody ever checks the new manager comes in and says, no, we are the limitations good you can't call in sick every monday and friday. the gumby unpopular. so we don't think it's appropriate to be serving the staff saying what you think of the new boss because they have mixed motives. so there are tools that for example a three it's called a 360° evaluation that are used to
provide feedback to the individual about how they're perceived by the subordinates colleagues and supervisors could i've had got myself. where it's not generally didn't go to the mayor for him to see what my staff thought of me. was information for me to know. you don't plan your meetings very well. or whatever it is. so it was helpful to me in my own professional the moment but that's what i 360° evaluation is for. there helpful tool. it would not be in my view appropriate or best practice to use that as a way of evaluating your department head. i do recommend though you know because people come and talk to, you look at measures that you're going to have three or process you be debating the results is this a good result not a good result and i will ultimately enter into your determination on whether the
performance, how was the performance. so that's not-just to reference the unions, if a department for example decided to use a three or 60° evaluation to valuate the bonnet of anticipated credits from the municipal executives association because we've agreed with them that's not really appropriate week to use it. it should be professional growth. that was mainly the reference was talking about but i think was a broad ability of the commission to for example, very specifically listings out and you're not limited in how you elicit information to form your opinions on whether things are cheap. i hope that is little more comforting. >> well, no i think the 360 is what i think that's what they were calling it could you just 02 360s within the department within the city and county at all? >> no. >> as a department head to do his own 360 and get feedback from its own staff for their own knowledge but we wouldn't
that information for any other set. >> the most of the three and 60° evaluation tools are dietary and you would hire an executive coach two, and administer it and executive coach that has a protocol of coming in and meeting with a person who is subject of the evaluation and would coach them on what the results mean. so sometimes it's a little unclear and they would give them suggestions on how they can improve. that is the--i don't know of an executive coach who for example would give it to the police commission for a different purpose than the growth of the individual. that's how they were developed and that's what they are really for. that might be other mechanisms that you could use to solicit input
>> so i just want to make it clear. do we sit with a department head and we come up with a-what we want and they tell us what they want or what they think need or something we come up with a plan between the two of us? things like we won our department head to one of the things we talked with the chief was to cultivate and select senior staff to develop leadership within senior staff, of the route behavior skills, develop skills you have a succession could maybe in the department. among the staff and volunteers. things like that? is that part of what we would come up and talk about what our goals would be with a department head? >> absolutely. in fact you can do it when of two ways. you might as a commission seeking speaking generically of any department head, you might have either subcommittee or sold in
closed session develop a list of things you all agree should be in the performance plan in about their draft and say to their barn and what you think of this draft are we missing i think you want to add anything is this achievable not a realistic goal, but agreement valley. in the alternative, is what most mayors department heads do, is that we come up with our own and we taken to the marion say is this okay? so the mayor would say, i do note present my to the mayor. would include my objectives based on the work i'm doing and may would say you need to do something in this area were without an iterative process could be amended a sign off now would be my goal. >> one of the things this year i find it we [inaudible] i don't think we ever [inaudible] but one of things you mention you can do more often. once you come up with a big plan can you meet informally like quarterly or maybe at the halfway point just have an informal discussion of where we are with when on we can keep our hand on the pulse so to speak? >> absolutely. i would recommend that could impact the centerpoint of one of our
recommendations is ongoing communication. so in a minimal relay committee are with you but there could be frequent meetings to say how's it going, this one well, this did not go well. are we doing here. that's ongoing communication is the best. >> okay., thanks. >> commissioner hing >> thank you director. i am new to the commission. what can you tell me about the history of this commission and its evaluation with department heads.? >> from our records well not all commissions submit-we collect them and have them did if we get them but we have no on record in our files from this commission although i think we may have seem on i think police chief but not from the occ now dpa. >> how long of you been with the department? >> i been the hr director for 9.5 years. >> okay. do find that audit?
>> i think commissions operate pretty independently and they may not decide to provide us i can i think they're busy also. commissions i think have more difficulty doing the weather cycle because of changing members on the commissions and imperatives that rise before them. so i do know that i would say most commissions do them but not all. >> i think you are cut off for you are about to say something. short of the 360° format, i think you're about to say our other options for us to gather information? >> i would not recommend like a big survey or anything that could-i think we have to be respectful of the individuals in these roles and particularly women the public eye. i would not-i person not considered a good practice to have everyone come tell us what you think about this person. that would be
>> what i said to be used to meet with your director. [cross-talking / off mic] >> please, comments. >> no, go ahead i will come back >> so what were talking about i would not [cross-talking / off mic] >> i'm asking you for how to do it. >> i think that meetings with for example community leaders that you deal with or business leaders and asking how things are going and making notes about that and bringing that information to back to the commission, are you satisfied- has this met your needs, etc. >> that might be proper? i would say so, yes >> could you help us design something like that i would workweek >> yes. >> what about staff? i know you alluded to the potential for disgruntled employees and we don't want to go there but white hypothetically, what if it's not speak "a disgruntled
employee who has a vendetta but in fact, objectively you and i would agree that person has a valid complaint as an employee. how do we get that information? >> well, let me say first that a valid-their mechanisms for complaints that you can look at and identify whether they are patterns. for example, the eeo complaints which often are not just about eeo but about people weren't happy at work manifest themselves with an eeo complaint because they [inaudible] and for example our department tracks all those and we can let you know how many complaints there are. and of what type in fact we report those to the board of supervisors. >> yes but there are sometimes when short of an eeo complaint that-i would think more likely than not that somebody wouldn't file an eeo complaint that has a legitimate complaint could
>> there are also other ways we learn of employee disgruntled islip-there's a few ways. one is that remittances can everybody is in a union to whether the grievances are valid or not effective in files and we can know how many there are it's reasonable to say what we would like to see those resolved at the lowest possible level. another thing i just had a thought that i forgot. - i'm >> sorry. >> it's fine am trying to think on my feet are good i think you'd also look at patterns of peabody employees are engaged in their work. this is a big field of interest right now the city is doing a lot of work in the area of employing engagement people engage in the work which means effectively care about their job. not just putting in the time. they're going to be more productive if they are happier.
or not they understand the mission they are devoted to it. those of the employees that you want. in any groups are going to have the engaged people sort of on the margin and the actively disengaged when you want to do is to obviously have as many people's possible engage released not actively disengaged. the actively designate you probably can't move but the others you can and some of the measures are particularly patterns. sickly patterns but how does your sick use leave him there to the rest of the city as an example how about your injury right? worker's compensation injuries. so there's a number of objective measures, i think which are reasonable to use and we could probably help you develop lists of ones to look at. >> so let me understand if i heard you correctly. earlier >> [inaudible] >> earlier you said that with respect to stakeholders public, that he might be able to help
assign something that was acceptable. are you now saying, that with respect to staff you might also be with to help us think through something >> i think the difference would be with staff we would want to be very careful in how to do it and i think what i'm suggesting is that the minority have access to a lot of information that's not in front of you right now that we can help collect for you so we think these are things you can look at it objectively. also the department can consider doing employee engagement survey. which we have done in my department recently and we -we look at how people feel about their jobs should know another objective measure be retention. right? are you able to keep people after they come here >> so there is precedent been in the city for employee staff survey?
>> not to evaluate the department head. >> but to do what then? >> to identify areas in which the department can improve employee engagement. so as an example in my own department we did one and we found the people felt like they didn't know what their career ladders were. they also found employees are seeking more recognition than they are getting. we have two working groups among our staff and they're coming up and it cuts across working units and levels and people volunteered and they seem to be happy to do it and they're coming up with recommendations for the executive staff including need to implement. >> who sets that up? >> we can assess any department in doing that but when you do an employee engagement survey again it's not about evaluating an individual scholar changes can be done in the arm and to promote engagement. and when you to those it does cost some money because employees don't want to-employee by employee
does not tell me that they are unhappy. right? but are happy to tell someone else. who's going to tell me in the aggregate. so you have to really use an external entity and so it would be a process that you could either none or departments are doing it i know health service system is doing it. what we did was kind of a pilot which we can-will be doing some work with department heads anyway on the subject of employment as i don't take market hundred that might take away your willing to help us >> yes. that is my job. >> anything else? >> yes. commissioners marshall >> these are all good questions. so we know what we can or can't do. we had-my
-since i personally get reviewed and i review people all the time, it's a collaborative process to help -my borders to help me improve and it's a collaborative process. i think that in the spirit of should be to do that. the broad outlines and parameters were trying to establish and of course [inaudible] the different level but my thought is that they have to first establish when is the improved on in order to really look at someone. all these tools that we may need to do that are fine. believe me, i
& some of the things you said particulate goes about material being given to the be department head so they will know that they need to work on. i think we can craft something for everyone. batches i take on the whole process. >> commissioner dejesus b was a couple things. the 360 i was clear you don't ask everybody but to me with your department head or executive director and have them give you a reference, some and they would want you to talk to things like that. and from the different categories good but that's okay i think you answered it with the employee engagement. that might be the better way to go and i was just try to get how can we work more collaboratively and also gather more information. you know we have done with used it at the last time was 2012 we have done for here and i know -but where are they stored if
we do these reviews create >> and they will be in the individuals personality which is kept at the apartment of liana locke four. [laughing] >> i guess we don't know where >> so we asked the barman has to give us at least the plans we don't always get them. >> director hicks informs me that she was last evaluated in 2011. >> it may have been 2012 and i do have those plans and he was president mazzucco who signed him. is it appropriate may produce peak little bit? >> sure.. >> director hicks >> i did meet with the then president and vice president of the commission to develop a plan that the plan was discussed in closed session
with the entire commission. we altered some provisions of the plan based on the commission's input then i was evaluated on that plan but it has been a while. in the early years, we did it. but it has been sometime. i have been remiss because i did not provide the plan to the department of human resources. so the director. thank you. >> i've asked to clarify director the commission does evaluate the chief on an ongoing basis, especially and we in closed session where we have reviews on decisions to return officers to do the over after other personnel matters. [inaudible/off mic] in closed session we do [cross-talking /
off mic] >> i remember a report given to us not an evaluation >> best achieve the specific questions were not present for any of those >> for a report not an evaluation, no >> we evaluate the chief's performance and his action. he was i don't see it that way. i know what it's called but i don't see it that way. >> well, whatever anyone sees it the question to clarify the record and i have. any other questions for dir. callahan? thank you director. >> my pleasure and sgt., you can let me know if there's anything or feel like to proceed. >> absolutely. thank you. >> maybe we should set up a committee to work with director to so we can come up with some ideas to present >> okay. the public. public comment. on this matter. public
comment on this matter for the evaluation process. >> good evening id. commissioners david-san francisco for police accountability. dd eight and opc is a clinical-a critical part of accountability in san francisco. the numbers unfortunately speak for themselves. the success rate in terms of actually getting anything done is very very low to bring to your attention the fact that this salary of the current director just went up big time did you know, you guys serve with basically every item on eight hours work you do but you do a tremendous work. you'll get paid for it. the
expectation that you should have of your directors should be very very high. the fact that five years has gone by since the last evaluation, i mean i can only chalk that up to the fact that you guys are really overburdened. i get that. but i think that the anecdotal evidence that we have is that this department is not doing its job in any way shape or form that we would very much like to be part of the stakeholder group that if you have something and it would like to bring to you the sensibilities of the communities involved i think that one of the things you could do in terms of a survey is to really talk to the client, talk to the client from an occ dpa. the people that actually been there to try to get something there about a some type of officer misconduct etc. we have one member of our group who went recently to does
when it was still occ and had a basically a disaster. you know, this person was felt she was very badly mistreated them a disregarded and she ended up just throwing our hands up in the air and pulling back from it. i will also let you know that i been told i have independently checked this, but sean moore, about two years ago when he was badly beaten up by sfpd in a muni incident, actually dropped the charges, and self, went to occ to try to file a complaint and basically got nowhere and gave it up. so i think there's a lot of anecdotal evidence that you will find if you reach out to the community about the failures of this department. so i really hope that whatever you do in terms of the evaluation edit be pretty-pretty strict, pretty reality based and it's
this is not a touchy-a time for touchy-feely get this a time for getting a department back on track so it can do the job that it's tasked with. thank you. >> further public comment on line item 3? mr.- >> short. if there was a problem in-house could it be investigated and written up within 40 days? this is if there's a problem within the police force, the problem with too much force, complaint, could that be solved within 30 days and presented to the district attorney instead of lingering that on? would that be a form of performance of tested performance? we are a professional investigative team.
we keep hearing we are the best but in-house, we should be able to figure out what's going wrong within a month. again with the videos. as soon as a police opposite her sees the video or offered to see their videos should be released to the public within 24 hours or 20 hours afterwards. without a part of what were discussing your? thank you. >> yes, sir. >> hello. michael adams san franciscans for police accountability him understand his conversation to be not just directors but employees and at a previous meeting i presented you with a pilot certificate in a medical certificate that combined allow person and airplane. once not good without the other. the medical certificate is extremely
important and there are 3-4 levels of medical evaluation under fitness for duty concept and i like to suggest you look into this and try to extrapolate from the aviation industry the notion of fitness for duty with periodic reviews depending on the level of your pilot license it can be as few as six months, one year. i just passed mine which is at the lowest level for three years i get reevaluated in three years. that fitness for duty includes a mental component which gets into the environment that many of our police officers find themselves. it's the other side of the cit it's about our officers >> i'm sorry, sir is the thing about the evaluation >> is about evaluating the officers are forms
>> it's not about officers about directors >> okay. you heard me a little after i started. spew >> i decide to let it go wanted to see the was-spew >> okay. i'll wait until general, then come back >> [cross-talking / off mic] thank you. >> thank you. >> i will pick up where i left off and keep it short. >> thank you.hearing none, public comment is closed. >>[gavel] >> general public common. >> item for general public almonds. the public is welcome to address the commission. speakers all dressed the remarks to the commission as a whole and not to individual
commissioners were departments or dba personnel. under police commission be rules of order during public, neither police or deviate personnel were commissioners are required to respond to questions presented by the public may provide a brief response. individual commissioners and police and dba personnel should refrain however from entering into any debates with discussion of speakers during public comment during these limit your comments to 3 min. >> mr. adams. we thank you again michael adams after halftime i guess. so i was hoping you would consider when you're doing evaluations of these officers performance that there be some way of doing a periodic review and determine fitness for duty might turn some employees off but it's a way of evaluating good is this person in trouble? is this person-and relates to the eis and you may remember i can challenge the e part of the eis
last time because arise on beta evidence that that drives the intervention. which means sometimes it's after-the-fact. this kind of evaluation is non-stigmatized because everybody goes through. doesn't wait on an event or incident under eis is a regular program of checking in with the mental and emotional states and physical state of the officers and everybody would go through it and nobody is singled out in that way. now we know the fire department does spotchecks for drug and alcohol use i understand the surprise folks go to the >> i believe that's accurate. so i would just offer this information to transpose from the aviation industry where lights are at risk to the police industry where officers
are at risk as well as the public. and invite you to kind of look creatively at the opportunity that i realize the union would have to weigh in on this but the opportunity to prevent illness burnout, suicide, domestic problems at home where officers are stressing out and nobody is catching on because it's not officer like to ask for help. so this would be a regular routine program. thank you much >> thank you mr. adams. next general public comments. >> good evening get we spent an hour talking about you. we should all been in close stores. imbeciles to bring all the stuff out about a director of the occ in a public format is
imbecilic opiate and of subject. let's move onto something more important welcome chief scott i don't talking to a former boss when you got sworn in but chief [inaudible] is one great man i read a great article about them let's move forward cit, organa talk cit [inaudible] impotent. plain and simple. if the [inaudible] is not crying part of cit is impotent. unaware [inaudible] argues, where 70% of the san francisco is >>[video] muscle where african americans will be gazed three times more than white counterpart for same offensive am aware of that. it's that documented. [inaudible] new york, okay it's a fact we can live with that but it's part of the game. god-blank blank don't be biased with that taser beat [inaudible] you come back from that taser. but look, we are impotent we still don't have it. we've got the body-cam
yesterday at the board of supervisors meeting but what happened on january 2? we shot a man. we shot a video. yes. had we had a taser we would not have shot that man. of course the officer should not been approaching him. okay, fine. oh well, we shot him he's alive god bless. he had a taser and eight end of subject at two weeks ago on six street i was there. three cops with their weapons drawn [inaudible] with 2 x 4 i written up a friend of mine with an issue that nader. i said, no they're not good i got between them officers that i looked him and said put that blank blank done and he walked [inaudible] he was sweating and were screaming them i said put that blank playing down. if you step forward to going to shoot you. god bless you. they tackled him. sf general. had he
step forward what choice did they have? is going to buy for 6 feet long. what choice do they have? [inaudible] gimme a break is good to buy for what is a baton. [inaudible] forefoot how close are you to get to him but with a 2 x 4? let's be adults here. let's get these [inaudible] mayor lee wants them chief suhr wants them everyone in the density but they police commission get we don't want them. adam and tagging. back with a taser. have a good evening. >> i want to be on record for objecting to objecting to the use of the racial epithet by this person. >> so noted. >> where he just mentioned police bias and when i spoke
earlier i mentioned why i'm here-why i'm here is because the primary reason is, i seven-year-old son right now his name is on your brown. i can't see or speak to him. i'll tell you what. i was in a relationship back in 2015 where i was on the receiving end of domestic violence. simply because i don't hit women. it put me on the defensive >> right.? so i met with a woman on the job we moved in together yet a son my son was five years old [inaudible] she became physically abusive to me and we had a situation. she would hit me. now i literally bear on the table calling 911. she still hitting me. you're being assaulted right? still it happened three times between
2013 and two 2015. three times should two or three times i called i was arrested. i was taken from my home. and the other times actually taking a walk. i took that water. i took that walk and came back [inaudible] she came downstairs and resumed hitting me could i call the cops again right? and [inaudible] is my shirt fell off me right? please came in the door and person i do [inaudible] i'm in the back of the car. i'm not sure what type of person that is but this consequences to that because there is no-guy got shot and killed right? but this is a slow right? consistent with the rain did what i mean by that this
is weathered me. i've aged more in the past few years than in the past 15 years. the past few years right? because i was taken for my home. i hope i invest my last few years and by last few years everything in that house less unvested putting my energy into the relationship it i invested in. [inaudible] i coached her son from out of school. so you understand me. [inaudible] to be in a [inaudible] within three years. when we broke up the courts [inaudible] the house the court gave her complete custody of my kids. my of user has total control of my seven-year-old son that can talk to. he can talk to me or anyone outside my family even rather see grew up with is that other brothers erupt with that he can talk to because of bad judgments. they came to the house they assume i was a bad guy and i was arrested.
[inaudible/off mic] >> thank you, sir. thank you sir i appreciate you coming we had to keep everyone to 3 min. thank you, sir. next public comment please. width tom--budget for the homeless and for the crisis people will be interesting. whoever would try that we could prevent it that's why don't want folded into the prominent public-health needs be on its own. the police officer teams i'm still trying to bring forth the idea of two tenured that's that have no problems working with a bookie 41-3 years that we can change teams but i like the idea of two tenured bets
with morning once who've never fired a bullet and no complaints helping a bookie get established and you can change the teams every six months so this way a rookie in three years could have the knowledge of six, eight, mathematically a lot more experience that is going to get at the two guys working with mr. moore did. again, i would also like these teams to experiment in being godless. i think it's time again the militarized nation of this country, let's-we had a military man die in yemen last week. what are we doing in yemen? 50 years ago we were in vietnam. we're still fighting it 50 years ago the police were referred to as pigs when i was a child growing up were not a child. a young adult. the demonstration in chicago in 1968 was a police riot soma
alabama am a right now we want people that are from san francisco, please, you can be a cool cop. this is a cool town. we want people here. there are people that been raised with bullets flying over in hunters point, bayview and they are not part of that dead-end scene. they are adults could they know they want to go straight they know that's a dead end seemed yet they don't want it. they can be part of our police force could i would like 70% of the next class to be from san francisco. a hard navy to reach but we should try to we should get it done. next, i really think we can do some nets i've seen some fishnets that insult then your throat 2-3 nets at a person where are they going to go? they are all entangled. i
would like to see something going along those lines. i will leave it there. thank you good luck to all of us. >> next member of the public please. >> good evening for last on commissioners david--san franciscans for police accountability, one not overstay my welcome. let's see. with regard to the committee of the whole yesterday i think it was a very very successful one. and i'm very much looking forward to the fact that the next one will be in may. we will probably try to do a livermore preparation for it. the chief will have been here long enough so that we will be able to ask some more questions may be more detail. one of the things that came out of it was the new community rations unit. we are very happy that's
happening and we are going to stay as informed as we can about how to hook into it etc. would also like to commend the chief four when he was asked for some the statistics letting us know a fix of the officers involved in the texting scandal were no longer with sfpd. that's a step very much in the right direction it is not clear and i don't think that you can tell us whether those six were fired, with a left on their own accord. etc. nor was happening with the other 12. i just wonder bring us back to that for a second and say there's any way to deal with those other 12 that should really happen. that's a very sore point of the community. those tax. you've all had a chance to look at them they were really horrible. let's see, what else. i think that's about its. thank you all for what you're doing and i think were heading in the right direction.
>> next member of the public please hello ms. brown. >> hello. again i'm here to talk my about my son by also want to say that on 2020 they had a gun-gunfire i mean firearms third leading cause -third leading colors of children ages 1-17. my son was 17 when he was murdered. so i hold the signs because i talk with my signs. i would keep the overhead. my son operate other cost up murdered august 14, 2006 from a semiautomatic come 30 rounds of bullets left a gun into my son and because he called out to save someone's life and no one saved his life and to this day there's no justice for my son. when doing
this his birthdays coming up in april. april 6. so i'm feeling it. i'm really feeling it. so i want you guys to understand what i'm feeling to know i want -i don't my son to be forgotten. i know i say this all the time. i need to say this and like i say every time i come here this is my therapy. this is my therapy. i only talk to my son. i talked for all the children and mothers that video i showed earlier than most of those mothers are children are on this picture. i walked with these mothers all the time. and you see their children and i still talk to them. i bring this picture because this is all i have left of my son of 17-year-old boy laying on a
gurney lifeless. cut from head to toe bite autopsy and wasn't shot in his head but they lift his face up up off his body. his what i had to look for in the grave. i mean in his casket. my me, he has a father. a mother and a father who raised him well. his father is from nigeria. my son was raised well. we put him in school we pay tuition. offer someone to take his life. so my me, 11 years later, you guys, i still cry but don't let these tears for you. i'm a strong woman. but i still grieve for my son. i won't i want justice for my son. this is what i remember it he's fading away from me and i
can't even remember his smile anymore. i can't get this is all i have left. i want some closure. thank you. >> thank you. other public comment? earwig public comment is closed. >>[gavel] >> commissioner turman if i may, i like to make a comments. many times during the public since i've been on the commission people say things. sometimes it's irresponsible. sometimes it's helpful to the commission. sometimes it is harmful and sometimes it out right mean. i do not this commission when clive comes back he walked out before we had chance to talk to him. that he be censured for what he said to this commission. the term he
used is a term that should never be used. it's not just by anybody in any context. it's derogatory. good for the men and women in this audience of people who i serve with on this commission i'm up here with the chief director of the occ pc members of this commission, when that term was used i felt something the man sitting to the right of me. that's irresponsible should never be used at this commission. i asked the people in the public comments be responsible. a lot of times when i was the president has the people use especially if they were lawyers are held to a higher standard. their officers of the court after represent the fax is a know them could not rely on hearsay and make things up. i also asked members of the public that they, too, be responsible. we sit here and listen to public comment every week and sometimes people walk
away and they joke about the things that are said that sometimes they walk away and they are angry about what said what was said tonight was wrong to only perpetrates all the issues that continue and when clive comes back i know we'll be watching this tonight that i ask that next week he be censored for what he said. >> next item mdm. sec. >> item number five public on on all matters pertaining to item 7 below close session including public comment on the weather to hold item 7 in closed session. >> ladies and gentlemen every public on on the fact that we are about to consider items in closed session? hearing none,-yes >> doesn't transparency start somewhere around here? that's it. >> do with public comment is closed. >>[gavel] >> speak next item
>> item 602 whether to hold item 7 in closed session including vote whether to assert the attorney-client privilege with regard to item 7-rob up san francisco administrative code section 67 point and action. >> >> so moved. >> all those in favor say, aye. [chorus of ayes.] opposed, say nay. >> ladies and gentlemen thank you for your attendance. thank you for your participation. >>[gavel] >>[recess] >>[closed session] >> >>[closed session]