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tv   Government Access Programming  SFGTV  June 3, 2018 9:00am-10:00am PDT

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officer-involved shooting took place? >> northern. western edition. that's where i grew up. >> supervisor cohn: i know. stop bragging. >> i definitely feel like we need to make sure that our rookie officers especially have a clear understanding of the policies and procedures, a cooling down period where they are allowed to go into the community and build relations and also making sure that they ready. when you look at what happened in baby's hunters point and i know you are very familiar with this, where there was an officer that was his first or fourth day on the job and he was just getting started and he shot through his window killing someone who they were in a pursuit with. that officer was terminated. i think we need to really make sure that especially our rookie officers, our newer officers truly understand the community, truly understand the rules and procedures because these are
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involving two rookie officers. >> supervisor cohn: so that's i think a little bit on the softer side. for the understanding -- creating a level of understanding for the officer. as a policymaker, my question would be -- i'm a policymaker and so i'm thinking about where have we failed because we have two recent incidents where you have two newly minted officers that have gone through the academy and academy training is no joke, we have spent thousands of dollars getting this person the experience, they have risen to the test, the written test, the physical agility test, the mental stability test and they have gone through their training. they have taken their oath. they have been given their weapon. now they are on the street. you know, policy -- make you can articulate to me where the disconnect is in terms of policy
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oversight. something happened. something went wrong. something went wrong between the training and the time the officer was on the street. >> i think when these issues have happened and when they do happen we need to make sure that we review what the training guidelines are. who is training them? what are they training them in? how are they articulating these policy concerns and how are they articulating the policies themselves? i think it's something that we have to do when issues like this arise. even with officers who face discipline in general, we need to make sure, who is the training officer, what is in their curriculum, do they have the resources they need? do we need to make sure that policies are more defined out for those who are teaching our officers that? >> supervisor cohn: thank you very much. i have no other questions. mr. chair. >> supervisor safai: thank you. supervisor stefani, do you have anything right now? >> supervisor stefani: yes. just one question. it's a pleasure speaking with
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you this morning. you mentioned that it's important that communities feel like they -- the police work for them or with them. i'm just wondering what policies you would champion at the pic commission to make sure that's a reality? >> well, a standing police commission in the community. it can be floating, rotating. i think that -- i'm a firm believer of this, being somebody who was a commissioner and understanding the importance of civic institutions and i have this mind set of bringing city hall out of the hall. bringing the city into the community. i think that can go a long way so we have a pulse of what is going on in the community. i feel like the sfpd should create a youth advisory board. i work with the my brothers and sisters super youth council. they have some great ideas with justice reform. i think we need to increase our relations with also our youth partners as well, the youth
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commission, even with the s.a.c. when it comes down to police and school relations. i think that as far as other program ideas, we need mentorship programs where our officers can even go into the juvenile justice center and mentor some of our yog ople. i think it's important that we keep building on programs and keep creating programs that really create a se o empathy and understanding. i think that is ultra important considering the history that especially communities of color have had with our police department. i think that even when you go into something like tasers and prop h, i think that takes -- that kind of hurts our policing community relations considering that the commission had a lot of community input on that and i don't think necessarily the authors of this proposition had that same community contact and that goes into recommendation from the blue ribbon report.
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the union,poa, building relations with the community as well. them understanding the community that they their officers, their members serve. with even tasers itself and knowing how contentious this is, especially about hearing stories in wisconsin where a young man was tased 19 times and ended up passing away, i think that we have to have intentional policies and intentional procedures in place to get to that policy so we don't have a situation like that. if that answers the question. i can touch a little bit on tasers. we had some interesting conversations with our young people so i don't know if that addressed the core of your question. so around even tasers, you know, there's a lot of reservations. right. it came out in a conversation that i had with some of the
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young people that i worked with because of course we're going to ask our young people about how they feel about tasers and what is going on in the world. they said i would rather be tased than shot. guess the more disturbing part is they look forward to a use of force encounter with the police department. that is -- it's sort of like my mom always taught me, you know, there was -- back in the old days somebody had you go pick out a switch from the tree when you were about to get some discipline at home. the demoralization in that is that you had to choose your tool of punishment. the fact that young people in general had this idea, especially the black and brown use that they had to have a preference of which force they wanted used on them, that's a
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culture that we have to move beyond. that's a culture that we can only move beyond if we have strong and consistent positive relations with our community. >> supervisor safai: supervisor yee. answered. supervisor cohn. >> supervisor cohn: thank you for coming back to me, mr. chair. i'm going to switch it up on you because you have a great understanding of the intersectionality of law enforcement as it relates to the african-american community. i want understanding about how you know about particularly the asian community feels and how the muslim community feels or how seniors feel. one of the things that concerns me is that there are an abundant number of crimes that go unreported largely due to a lack of language access. my question is very poinient, would you create a funding for
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officers who speak a language, maybe chinese or spanish, that they can get paid more for having that skill set? >> without question. i think that it's important. >> supervisor cohn: all right. i want you to talk a little bit about your understanding of crime fears and issues that relate to communities outside of the african-american community, outside of the lgbt community and outside of the latino community. >> i know that car break-ins have been very, very hot button issues, especially at the community -- i mean, hey, i've had my car broken into five times. i think that really weighs heavy on communities because it sort of disrupts family budgets and you have to go out, take time off of work to get your window fixed, insurance claims, all of that. so i know that that is a big concern. i think that we need to have units based in stations that deal with sort of working to investigate some of these
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instances. even making sure that there are restorative options available for those who are caught to have committed these crimes. you know, i've had experiences with youth who were the ones breaking in and they get incarcerated but get a second chance and they get an opportunity to work on that. i think that it's important that we nail in on that issue and create neighborhood units specifically designed for that. also our tourists. a lot of our tourists who come in, they face some of these issuing getting robbed, have their cars broken into, especially rental cars to -- >> supervisor cohn: let me switch gears and focus a little bit more. you are talking about quality of life crimes and that's certainly a very important issue that many of the mayoral candidates have been talking about and the district attorney put together a proposal. i want to talk about the policing on the street. you talked about community
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policing. again, it's an over emphasis of giving and restoring faith in trust, particularly in the african-american community. i want to hear about some of the other communities that maybe considered to be more marginalized because they don't traditionally get the attention when crime happens to them, when seniors get abused. you know, talk to me a little bit. i'm looking for a broader understanding of -- i'm looking for you to show me evidence of your broader understanding of crime, crime patterns, who is effected by crime. everybody knows black people are effected. everybody knows latino people are effected. people are now learning about the lgbt dpdz q. -- lgbtq. i want to know what you know ant them and what is your experience. go ahead. >> with a lot of experience and more focused experience in dealing with communities of color in youth, especially african-american youth, i think
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sometimes it's easy with all of the issues happening to kind of yourself forget about what is happening in the other communities. some things are them getting assaulted, getting robbed, also now you have this new thing with even access and making sure that seniors don't feel like their access on the street is restricted from scooters and things loo -- like that. so you heard a lot about that. i think specifically they also worry about home burglaries and getting robbed. i think for me making sure that we have senior advisory boards to kind of make sure that we understand and address the needs of our senior communities and --
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>> supervisor cohn: i think you as a human being need to understand and getting a deeper understanding as to where people's fears are and what makes them nervous. the way you do that is by hanging out with them, attending their meetings, talking to them, talking to experts. i think that we've got nelson lum who was a police officered who did china town and task force and has a great perspective from the 70s and 80s. doing that level of home work because the police commission's responsibility is all of the neighborhoods and the ethnic communities that make up san francisco. my final question is, what experience do you have on -- in working with collaborative bodies? particularly you can have good intentions but if you didn't get to four votes it means nothing. have you ever been exposed -- i think that you're a former youth commissioner. >> yes. of course through that.
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it was funny because that was a discussion started at the youth commission when i was on it. even though the city was supportive it was the regional leaders around transportation. i think not only making sure that we are in constant contact and working with our board of superviso supervisors, our department of police accountability, the mayor's office and our justice partners as well but working to look at how we can address regional issues because sometimes -- i don't have the number off the top of my head but sometimes it's individuals who aren't even from san francisco who commit crime here. i think that's why you need to look at a regional approach in making sure that we are communicating with other agencies and looking at trends, making sure that we are in communication with our bodies here. >> supervisor cohn: thank you very much. i'm finished. thank you. >> supervisor safai: great. thank you supervisor cohn for such wonderful lines of questioning for all of our
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applicants here today. a lot of the questions have been asked by supervisor cohn and members of this committee but one thing that's important to me is -- and i believe that supervisor cohn and others have said this in their remarks, this position that you will -- that any of you that are here today will assume is one that requires you to have an understanding of the community, requires you to have an understanding of discipline and disciplinary cases. requires you to have an understanding, i think that's the consensus of this body, the department of justice recommendations and reform, requires you to have some experience working with organized labor, a big part of your job is a question and i've asked this question to some of the other applicants about the concept of meet and confer. have you had any experience working with organized labor and what is your opinion on the concept of meet and confer as it pertains to the role that you hope to assume?
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>> well, i haven't had direct experiences with organized labor. i work with youth. i can say that worker dignity and workforce dignity is important. that can't be convoluted with human dignity. i think they go hand in hand and i think that you can have both. where officers feel like they can have a solid workforce environment, one they can feel comfortable and secure in while not creating a situation where they don't have enough accountability in our community kind of has negative relationships with them. as far as the meet and confer, which i know what you're talking about, it's the idea that before an officer goes before a disciplinary body the union talks to them first and they -- it is but it's more than that. it is the idea of -- it's a piece of collective bargaining that is universal to all labor.
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meaning that if there's a policy that is proposed by an employer that the union representing that organized body of workers has the right to -- if it is a new workplace requirement or a change in their workplace working conditions or rules they have the right to ask to meet with the -- >> the unix -- union rep. >> it's not about anything unique to police. it's something that's across the board. the labor's union representing landscape and street cleaners and others, our construction workers in the city, they have the right to meet and confer on anything that we do in the department of public works as a recreation park department that affects their workplace commission. the janitors in the city once we instituted mandatory composting and recycling they went from having a three bin stream -- i
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mean, a one bin stream to three bins. they had the right to meet and confer about that increased workload. it's a concept across the board. that's what i wanted you to answer as it pertained to the position you will be assuming. >> so i think -- like going back to earlier, i think everyone has workforce dignity and that needs to be respected, especially if proposed rules or changes can affect that. i do think the -- that anybody should have that right and that opportunity but us as commissioners have to make sure that whatever we're proposing and whatever changes we make already have that in mind and also making sure that the communities needs and voices are heard and understood and even creating those bridges like i mentioned before, having unions talk to the communities which their workers represent and which their workforce represents. i think that's going to be
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important to make meet and confer, not this issue of contention, not make any policy changes an issue of contention but an issue where, you know, hey, let's just talk to all of the parties involved while keeping in mind workforce dignity. >> supervisor safai: great. any other members of the committee have any questions? okay. seeing none if we have anymore we will call you back up. >> thank you. >> supervisor safai: thank you, mr. jones. please call the next applicant. >> the next applicant would be marl marilyn murrillo. >> good morning, honorable members of the rules committee, the supervisors. my name is marilyn murrillo. i have a unique set of lived experiences. one that i did not include in any application is my father was an undocumented farm worker so i
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have a personal understanding of the immigrant community and concerns regarding law enforcement and concerns regarding the federal government as well. i have a message for the immigrant community. you are safe in san francisco and i will do everything i can to protect our sanctuary city and our community which includes the immigrant community. now i would like to talk about the areas oh -- of the u.s. department of justice recommendations i would like to be involved in and my particular set of skills that would be council. bias and community policing practices. i am an expert in stereotypes. i have a masters degree in communications. i'm an expert in stereotypes and
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mass communications. in 1954 gordan alport wrote the nature of prejudice wherein he talked about the contact hypothesis. quote, prejudice unless deeply rooted in the character structure of the individual may be reduced by equal status contact between majority and minority groups in the pursuit of common goals, end quote. that's on page 281 of the nature of prejudice. it can be argued that a lack of contact or a mediated contact between groups liking equal that status, common goals, institutional support or common interest may lead to increased prejudice and stereotypes between groups and that's according to tan and several other researchers in 1997.
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i'd also like to talk about the importance of training with stereotypes. we have evidence that some members of our police department have used stereotypes and racist slurs and ethnic slurs and homophobic slurs and that behavior has been defended on the basis of freedom of speech. i can participate in training that helps the police officers to learn that stereotypes are harmful. very harmful. in fact, i'm an expert on stereotypes. stereotypes are individual mental images that shape people's interpretation and influence public opinions. that's according to lipman where he found out that in 1922.
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research shows that individual stereotypes can be learned from different experiences, television is one of them. stereotypes are an individual's perceptions and interpretations that are connected closely with prejudice and discrimination. certain stereotypes are about a person's social group, according to sherman in 1996 and enable an individual to make a judgement about groups and individuals according to alport in 1954. it is critical to develop a better understanding of how individuals, in this case police officers, develop negative stereotypes and find out ways to produce negative stereotypes from impacting a police officer's mind. stereotypes are perceptions and
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interpretatio interpretations. the negative stereotypes forms the basis of these knowledge about certain social groups according to sherman in 1996 and enabled people to make special judgements about groups of people according to alport in 1954. the second layer of prejudice in which racial stereotypes tend to be rooted. prejudice is, quote, a hostile or negative attitude towards a distinguishable group of people based solely in their member in -- membership in that group on page 501. then we come to discrimination. discrimination is the third layer which is an act or action towards other people to exclude them from public or private social rights according to alport in the nature of prejudice in 1954. >> supervisor safai: thank you. we will open it up for questions. director cohn.
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>> supervisor cohn: now, marilyn, i know you and you don't need to be reading definitions to us. put down that paper and just tell us why you want to be on this commission, just from the heart. tell me why you want to be appointed. >> i want to be on this commission because more of the same is not the answer. we have had attorneys on the commission. we have had privileged, wealthy attorneys on the commission. we have seen the results. we have a u.s. department of justice that analyzed the behavior of the police department under the supervision of the police commission which includes numerous attorneys. there is a problem when the community does not trust the police department or the police commission or some of the police commission members thinking that some people are in someone's pocket. -- pocket to protect them from
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any type of discipline or accountability. this is a matter of life and death. i bring to the commission my expertise in stereotypes and mass communication and also i have something else that i would like to tell you about. >> supervisor cohn: no, you can't read it. >> i suggest that sf gov tv in watching police commission hearings is a way to learn about the police commission. in social cognitive theory said that we can learn about other groups through modelling and what we see on television. you are seeing me out there, ladies and gentlemen of the public, you are learning about me. although you are not present here in this room. so i submit that you can learn about me through sf gov tv and i think that watching police commission meeting on sf gov tv is a form of learning and a tool
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that we should in fact recommend to all members of the public. >> supervor cohn: so the police commission, aside from being good entertainment and watching on tv, i agree, i definitely watch it at home if i'm not there in body. so what i want to hear from you are -- you mentioned that the current commissioners are well educated, well heeled, lawyers, professional people and that they haven't -- and that you'd like to see something that is a departure from that, you don't want more of the same. my question would be to you is what kind of policy ideas would you be able to bring to the police commission? >> i believe that we need to take a closer look at the disciplinary policies that we have and i believe that we may need to update that. i also believe that we need to be very careful about promoting
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officers or sergeants or other command officers because what we have is the united states department of justice has told us that we have a problem in our department. so we should look carefully at supervisors within the police department and how they have supervised officers or their b subordnate and have they recommended discipline when it's required or necessary or have they just been able to say you know this is okay, let's protect each other. how is that impacting the public? then we get questionable behavior that continues. so we need to have a fresh set of eyes, we need someone from the community to come in and look at these things. i also believe that we need some changes on the part of the community. >> supervisor cohn: so let me give you one more chance to
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answer the question. coming to the table with policy ideas is different than coming to the question with a whole -- coming to the table with a whole bunch of questions. so, for example, a policy idea that i've been having was maybe we could write a law or create a policy that when civil calls to sfpd happens the person who made the call will be charged a fine or the cost of -- will be passed on to the person that has made that call. that's a policy idea. i'm looking for an idea that would solve a problem. so the problem being erroneous calls, calls for service drawn upon the police department that actually takes away from their ability to do policing in other areas because they were responding to a call that's not an emergency. that's actually a problem. there's data that supports that. we've seen it played out on television in terms of the news.
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that's an example of a policy. i just wanted to hear one policy idea that you -- out of the infinite number of things that need to bed -- be changed, what do you want checked? you talked about stereotypes, how do you create a policy that would check that stereotype and bias? >> i would suggest that we convene some experts on stereotype and not within the department, outside, on how we can update our training. there is apparently some implicit bias training that's happening right now. it can be argued that it's not very effective. >> supervisor cohn: it could also be argued that it's only been around for a little over a year. our department has not been fully been trained yet so it's a little too early to determine. mr. chair, i have no other questions. thank you very much, marilyn. >> thank you. >> supervisor safai: supervisor
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yee? supervisor stefani? while you're looking we had a cogoodersation, i asked you a blot of questions and i got a lot of good answers to those questions. what i want to hear you say something briefly about is the idea of officer recruitment from in the sfpd to hire from communities that are disproportionally effected by violent and what strategies would you have for that? >> i believe what we could do is have -- we have many non-profit organizations here in san francisco that serve various communities, marginalized communities. i believe that we can recruit -- help recruit through those non-profit organizations a deal daily with the most marginalized communities here. encourage them to apply and educate them about law
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enforcement careers. we could have out reach from the department going to different organization organizations, china town, community development, the native american health center and dental center. there is meta, there is the transgender center in addition to several other districts. there is the -- there is various organizations in the arabic community as well. if we interact more with them and maybe we could have some better better diverse applicants. thank you. >> supervisor safai: thank you. supervisor stefani. >> supervisor stefani: supervisor cohn asked about
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policies you would think about implementing. i'm wondering if there's any policies at the police department that you would think about eliminating or changing in any way? >> i think that we could change recommendation and accommodation and incamera es -- increase that. if we want police officers to behave a certain way we need a spotlight on the stars within the department and increase the tension on their behavior, on their records and do that with more accommodations, perhaps more medals. this according to organizational behavior would motivate fellow employees to also receive some a accommodati accommodation. it could motivate them to increase their performance and adherence to our policies and procedures. motivation and recognition is important if we are trying to increase productivity from individuals in any organization. the cost is low but the benefits
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are high. >> supervisor safai: any other questions we will call you back up. thank you. >> thank you. >> supervisor safai: please call the next applicant. >> the next applicant is maisha everhart. >> supervisor safai: please proceed. >> good afternoon, supervisors. my name is maisha everhart, i'm a san francisco resident and have long standing personal and professional rmgss in t-- relationships from the city. i currently work for bart where i work with san francisco elected officials and community stake holders. i'm currently working with bart pd to increase their coordination with sfpd to
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address public safety and quality of life issues in san francisco. i have applied for the san francisco police commission because i would like to see the city of san francisco set the standard forhe 21st century policing as out lined by the d.o.j. during the obama administration and i'm interested in assuring that all of the remaining d.o.j. recommendations get implemented. i am most interested in focusing on use of force, specifically shootings and tasers, community policing, addressing bias, police hire and promotions. i was encouraged to apply to the police commission by former president of the san francisco police commission, julius turman. he emphasized to me that it was not only important to implement the remaining d.o.j. r recommendation but we also evaluate their effectiveness. as a commissioner i would like
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to enact the policies, requiring annual reports regarding the d.o.j. recommendations so we know the process that we have seen -- progress that we have seen with some of these recommendations and also i would like to see the reports published so that we know where challenges lie as to why certain recommendations are not getting implemented. secondly, i would like to do a better job collecting data and analyzing data and partnering with local academic partners. such as stanford, for example, to address issues like bias. san francisco is the technology capital of the country if not the world and i would like to see us work more effectively with the tech companies to collect data and make it more accessible to the public. in addition i would like to see that we are under general order
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on a regular basis and they are being communicated effectively to our officers. as for my experience, i have done similar work in the oakland mayor's offce as senior adviser to the mayor of oakland. in oakland the oakland police department was facing federal receivership and i worked with the mayor, her senior adviser of public safety and the police chief to ensure that outstanding tasks of the negotiated settlement agreement got implemented. with respect to use of force, we changed the policy regarding pursuits and chasing suspects into backyards, for example. we required officers to create a perimeter around suspects and to call for back ups. we trained to value life and also advise them as to how to deal with prejudice interventions. to make these changes i attended several meetings with the mayor and police chief, the court
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monitor. i was a public safety adviser and command staff for policies for change. once we changed the policies for body cameras we saw significant reduction in use of force. community policing is not bad. i think that's important that the community has positive interactions with often as possible when issues arise. i attended between seven to ten national night out parties.
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i have to organize a town hall meeting on public safety, went door to door to encourage residents, participated in the neighborhood clean ups, job fairs and educated residents on how to access it. there's community plans that focuses on resources and problem solve -- okay. sir sure. i also want to work to address bias. we addressed that in the city of oakland partnering with stanford. i want to focus on hiring and promotions. we have to make sure that they get promoted and that they are given the training and the resources that they need in the evaluation so they get feedback. they know how candidates can
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improve throughout their careers and receive the promotions they are interested in. >> supervisor safai: supervisor cohn. >> supervisor cohn: thank you very much. you can see my attention on updating the department's general orders. incredibly important because these general orders are communications from the chief, the chief basically on down. so there are a number of dgos that are currently being considered and being discussed and edited and which ones are interested in working on revamping or revising. you know, just working with. which ones are you interested in updating? >> well, i would say that i would like to see all of the
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dgos revisited -- or i'm sorry, all of the general orders revisited on a let's say every 5-year basis so that we can make sure that they're adhering to the best practices of policing and we need to make sure they are being communicated effectively to officers so they know what that he has updates are. i would like us to constantly revisit use of force general orders and make sure that we are meeting the best standards of policing. >> supervisor cohn: did you have an opportunity to follow the conversation that we had last year under the leadership of susie loftis about the use of force policies, the changes that we were able to implement? >> i did follow some of those
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policies -- i'm familiar with -- i know that we just worked on tasers and worked on preventing officers from shooting into vehicles. >> supervisor cohn: is there one that you would like to identify that you are interested in working on and making sure it gets updated? >> i would continue to like to look at general order 5.01 and i've been reviewing general order 2.04, general order -- >> supervisor cohn: so the folks listening not familiar with the numbers because you -- what is 5.01 or your understanding of it? >> 5.01 has to do with use of force. 3.0 has to do with communications. general order 2.04 has to deal
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with investigations. >> supervisor cohn: so the dgo order, the general order of 5.01 has already been voted on. what kind of updating would you do to it? >> you know, i just want to make sure -- like i said, i believe that we should have a process where we update the dgos on a regular basis. i know a lot of dgos are out dated and use language. one of the way -- >> supervisor cohn: i'm trying to say that we have literally updated that one. that one is just about done. let's go to 3.0 communications. in what way could we update that one? >> sure. i think that it's important that we make sure that the general orders are properly communicated
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to officers. i would like to see officers have access to the general orders. >> supervisor cohn: they don't already have access? >> well, better access, for example on their mobile devices so they know if they're in the field and they have a question about some of the rules and procedures then they can, you know, access that information easily and readily. >> supervisor cohn: okay. so officers that are involved in tran -- transgressions, should they use their job? >> i think depending on the circumstances if it warrants that type of disciplinary action and i would be interested to see what the dpa investigation recommends. so i think that there should be a fair process and i just think
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it depends on the nature of the transgression. >> supervisor cohn: what the recommendation is -- >> supervisor cohn: so let me give you a real life example. not the current chief but the previous chief made recommendations for termination and it's been the commission that over turned the chief's own recommendation. do you see yourself taking on the chief recommendation for termination or would you see yourself as questioning the chief's authority and questioning his decision? >> i think that i would take the chief's recommendation very strongly. >> supervisor cohn: okay. what -- the last candidates are lucky because i'm running out of really hard questions.
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okay. here's one. not a hard one but just a question. while many are able to recognize the problem that -- the problems with some police forces generally they bla corruption on just a few bad apples. okay. just a few bad cops. you hear that all the time. how do you define the challenges that manifest -- how these challenges manifest themselves in the entire neighborhoods or entire communities? when you hear communities expressing they have had multiple interactions with the bad apples. say you have one officer that's a bad apple and they are assigned to a beat and you're getting a lot of complaints from the community, the community is coming to you, the police commission, how would you handle this? >> well rg i would -- well, i would encourage those in the neighborhoods to file a formal complaint. i would want to see dpa
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investigate those complaints. make a determination as to whether or not, you know, that particular officer wasn the wrong. >> supervisor cohn: in your statement and also in your answer you referenced heavily the department of police accountability. can you talk to me about your understanding of the role and function of dpa? >> sure. so dpa investigates citizen complaints and audits. i think it's important that the community feel comfortable reporting incidents that they know about the process. that they are informed as to the out come of those investigations, whether or not there's any particular disciplinary action. i know the city of los angeles
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has done a very good job publishing the out comes of various things they have done and communicating that information to the public so the public knows what the process was and what the out come is. >> supervisor cohn: what exactly is -- this going back to dgo number 3.01 about communication, what exactly is the process that these dgos are communicated? what is the process and then you want it updated? i'm trying to understand the timeline. what needs to be updated? >> sure. you know, the chief and the command staff make the general orders and then that information goes to the officers. i have had some conversations with officers and what they have told me is all of the information they received from
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dgo from bulletins an overwhelming and they don't always, you know, have the most up to date information. i think that making sure that it's really clear what the rules are and what the expectations are is important and that we train the officers properly so they know how to implement those orders. that we continue to hold them accountable. i also believe that for those officers who are doing the right thing they should be rewarded and uplifted. >> supervisor cohn: so i just want to just make a small statement. it's the police commission that makes the updates to the general orders, not the chief or the command staff. what do you consider to be your area of expertise? you obviously have come with a
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series of experiences in oakland who has a police department that has like phoenix, risen above the horrible acquisitions that plagued the department and now they are actually o of the regions best law enforcement agencies, particularly paying attention to the decreased number of use of force officer-involved shootings. i certainly think that the opd could serve as. >> sure. so, again, once we -- once i got into the oakland mayor's department we had a number of use of force incidents and the federal judge with the negotiated settlement agreement. we did everything that we could to make sure we address use of force, talk about how we dealt
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with chases and pursuits and also how we worked on body cameras so that we could have fewer instances of use of force. so we definitely saw some changes in that area. also it was important for us to look at bias into why use of force were used most often with communities of color and we wanted to know why that was. so as i mentioned, we partnered with stanford to do -- to help us evaluate some data and make some recommendations to us as to how we could address some of those issues of bias.
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>> you have to work with other people. i often think of a quote that you have no permanent friends, or enemies in politics, and that at times, you need to work with everyone, and negotiate to try and advance policy.
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>> supervisor cohen: and, you know, you are a bar employee and recently as of last week, you saw a coordination between police and the san francisco police department in a joint effort to clean up the bart station. i would have to say, you have done a fantastic job so far. i hope it is something that is sustainable. what kind of policy ideas would you be able to bring that would further support or encourage collaboration with other law enforcement agencies? >> sure. well, i worked on that a great deal when i was in the city of oakland. i worked on intergovernmental affairs and i worked to try and, you know, work with the state and the federal government to leverage resources, because we were short officers. and we had to do everything that we could to make sure that all officers have the resources that
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they need. here in san francisco, i was involved in that coordination to have our bart police work with san francisco pd. i helped to schedule the meeting with the mayors office, sat in meetings with the general manager, the bart police chief, so that we could identify, you know, how most effectively bart police and san francisco police could work together. and so, as a commissioner, i would support policies that do as much as possible to leverage resources and to have our police department working more collaboratively with other law enforcement agencies throughout the region. >> supervisor cohen: i have a policy question for you. i wanted to get your opinion on
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whether or not the departmen def the police accountability, if we should enhance their investigative policy capabilities, and if so, what way would we be able to do that? >> i'm sorry, can you repeat the last part? >> supervisor cohen: the department or police accountability has the ability to audit. do you have a good understanding of d.p.a.? i am looking, from a policy perspective of external oversight, you see the police commission is one entity. how do we begin to marry the two or perhaps expand upon the role and the powers of the department of police accountability? >> i would have to give that some more thought. >> supervisor cohen: ok. >> but, i think what is important, we have, you know, independent investigations and accountability and we ensure due
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process. and we try and identify ways to maintain that independence. >> supervisor cohen: have you ever had the opportunity, or the experience in leading participating in any kind of disciplinary hearing setting, maybe you managed a team of folks and you needed to handle a disciplinary manner? >> yes. >> supervisor cohen: can you tell us about that? >> yes. i have had, first of all, i want to say i have great staff at barth. i, you know, want to acknowledge them. but i have had some situations where there was some issues that i was concerned about. i had to have conversations with hr, and the union, and other departments at barth. and so i can't go into the details about that, but i have
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had to deal with them and some challenging staff in situations. >> supervisor cohen: it is a very interesting question, because, it allows insight into, how would you describe it, supervisor stefani? >> well,, you know, the commission should focus on policy. i think in makin making policy,s unfortunate -- important-- >> supervisor cohen: let me narrow it down for you. what should trigger this? >> that's, -- it depends on the
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particular circumstances but i always think it's important to consult with folks in the union. but -- before policy is made to get their input about how their representatives might be impacted, and what their concerns are. and so, i would always want to be a listener and make sure that i was fair, and heard the concerns of the unions before policy is actually made so that i am fully understanding of what their challenges are. >> supervisor cohen: excellent. thank you very much. mr chair, i have no other questions. >> supervisor safai: supervisor stefani? >> supervisor stefani: i was the implicit bias question but that was supervisor safai. ok. i have one quick question. in june of 1994, the voters
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approved the charter amendment setting the staffing level of our police department at fully duty officers at 1,971. today we are not at that level. but there have beendiscssions on how we get there, and i wonder if you have any thoughts about city stopping and what you might do you on the commission. we also had a budget and finance hearing where we were asking some questions about our opioid crisis on the streets and realized we really only have ten narcotics officers at this time. i would like to just hear your thoughts on police staffing and how you might play a role in that as a police commissioner. >> sure. well, i think it's important that the officers to have the resources that they need to do their jobs effectively. to keep them safe, as well as the community is that they work in, say. i think we also have to consider some of the challenges that we are facing at the moment. you mentioned the opioid
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epidemic, and some -- we also mentioned some of the challenges that are taking place at civic centre. those were things that were necearily anticipated early on. and so i think that when we see that there are some crises happening in our community, that we need to do what we can to make sure we have enough staff to respond. and so, i also think that it sometimes requires us to be creative and that's why working with other agencies, in a more collaborative manner to leverage resources is important. >> supervisor safai: supervisor yee? >> supervisor yee: let me follow-up with supervisor cohen questions in the meeting. your answer was that you would
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meet with the labour to try to understand their concerns. i mean, i'm glad you take that approach. but often times what i find is even when you try to look at other perspectives, there might be another perspective that is compounded with a labourer. we need to change something so it is safer for the community. not everything becomes hunky-dory and you can work everything out with everybody. if there is a situation where labour or poa is not wanted, because it impacts us in a certain way, but the community is saying to you, please support it,