Its officers to account. But we also know as we now have executive working Group Sponsors and we have executive sponsors. So collectively around the strategic areas, what we are looking at is that these practice areas translate to actual daytoday decisions by Police Officers. These groups working together command support, engaging safer, more progressive and constitutional policing practices within San Francisco. In terms of the overall structure, and i want to step back a little bit on that because what i know, since we were here initially with the u. S. D. O. J. , as we have seen new mayors, a new Police Commission basically, we have seen a change in the chief, weve also seen change in the board of supervisors. So in terms of what this project has been and what it has become, is that this is truly a homegrown approach and this is an organization in a city saying that we are committed to this and we are committed to constitutional policing practices in San Francisco. In terms of the structure, the professional standards and principled policing unit owns the process in terms of the administrative and reporting back to not only us, but the d. O. J. In terms of how the progress is going. You have assistant case managers are working with executive sponsors to document the operational focus. When we are talking about 272 recommendations, and as a chief identified, theres an average of four compliance measures for each of those recommendations, then it is a pretty massive approach that the Department Needs to take. But the paper documentation lags and was happening in the field. We look at in terms of synergy and what is happening in terms of what the department is doing in policing, that is really where some of the Good Practice that we see are coming. But the files remain proof of substantial compliance by the sfpd. Collaborative reform happens in the field. They are reporting those actions each sponsor is responsible facilitating the recommendations and that is key chief scott has also, within this last phase, is initiated command level meetings as a group to review and develop more cleanly, clearly, as well, the Strategic Initiative across all the practice areas and making sure there is a visibility across the command staff, as well as those officers tasked with implementing reform to ensure that we are looking at what was the original goal of the report that was to improve policing overall in San Francisco. In terms of context, were contracted on june 1st, 2018. The phase i report was delivered on april 1st, 2019. It is on the sfpd website and the use of force is a key focus under that review, and also about establishing the baseline standards. Being able to put in that framework of how the reform will be measured and progressed as we go through all 272 recommendations, but also showing the Real Progress in terms of what they can do on use of force. What we are seeing in phase two is this report will be expected mid december, 2019, but the progression of reform, and what we are seeing as an accelerated pace in terms of reporting on what the department is able to achieve, and we are starting to see some expedited growth as a result of those early wins. The department as a whole is starting to look at various areas and say, how do i capitalize upon these issues . The process overall is that the Department Completes the work required under the recommendation. The professional standards documents the work. We provide Technical Support not only during the actions of the department during the review of the file. Once it is approved by us to say that is is substantially standard, it will go to the cal d. O. J. They provide an independent review. If they agree the department has met all the compliance recommendations, it comes back and it is posted. There is two issues here to understand. Reform will never be done because once we approve or improve on one practice, it is continuously evolving. That is what we are seeing in this organization now that we are three or four years into it, is that things that were acceptable in 2016, the department is saying we might want to change this, we might want to improve that. That is important because it is not a stagnant process. There is not going to be specific and to this process in terms of improvement of the organization, with the framework and the compliance for reaching the 272 recommendations as they exist is what we have developed. Phase three is in progress and when we talk about phases, we are looking at what are those things that the department is focusing on, and what can the department delivered . Under this phase, were looking at providing the institutional capability of the organization to get the policies and practices forward. Improvement on training, the Partnership Since externally with d. B. A. , cal d. O. J. , other stakeholders, and the academics to help the department to harness and improve its data overall. Frankly, for my position, when you look at what the organization was three years ago and where you are today, as an outsider, i see real growth when i come back and im able to work through and talk to the people who were here from the beginning the departments website, the transparency, the reporting, the improvement in force operations, the way that the Department Internal reviews. We have seen improved success across all areas. And so what we will accomplish under this phase is a shift to institutional ownership. Developing the framework and the capacity to provide for that internal accountability, the ability for the organization to look at itself critically and say, this is what we have achieved, this is what we need to work upon. At this point, i believe the chief oh, come back and answer questions and i will remain here to answer any questions that you may have, but what we have seen since we have implemented this process, and our time now providing Technical Assistance is that there has been a continued progression of the actions of the department, and clearly there was work remaining to be done, but we have hope and we believe the department does remain committed to achieving all 272 of those recommendations thank you for your presentation. Chief scott, when you show the Progress Report and the example of something that is in progress , one of the things that would be helpful would be, if you check off something, the date you checked it off because if i am seeing something that was checked off two years ago, then you kind of wonder, is there any other progress being made along that particular line. Is that a possibility to change the format somewhat to indicate the dates that things are being done . Yes, sir. Let me understand you clearly. I believe we do that. It is just a matter of reporting it out if that is what you are asking. Our process is we go through a very exhaustive process. We meet the command staff and we actually discussed every recommendation prior to submitting it to them for review and as part of that, when she mentioned that we submit these case packages as documents and chronicle all the work that is being done. We have copies of it and the timelines and all that, but those timelines are documented in the case package. Be very easy to do that. One of the things that i want to point out and they may not have made this clear, but i want to make it clear now is that when we signed the m. O. U. With the california d. O. J. , we basically determine the process and the review and we have to start over be because all the work that was done and submitted to the d. O. J. Duty agreement of nondisclosure, that work could not be accessed. We do not have any of their information or their thoughts or what they believe in terms of where we are with the work. That is why it was so important to set new processes in place that we thought would help the work, that we thought would keep it in the right frame of mind in terms of being able to document what we are doing, have the compliance measures, and as part of that, easy to incorporate when these measures actually are approved, or sometimes portions of them are approved. That is easily done. I would really appreciate. We get the sense that the progress is still going on, supervisor ronen . Thank you. I just have two questions for you, chief. First i wanted to congratulate you on specifically the decline in the use of force it is stark and very encouraging and i know you have put a ton of work into it. Congratulations. I did want to ask you about one troubling trend that while use of force is going down, my understanding is a use of force against africanamerican males is going up, and i am wondering what. Just wave your hand if you are approving the statements. And if you are not approving, just go like this. We will see it. Thank you. I am just wondering what measures sfpd is taking to look into this troubling trend and how you are reviewing why this is happening and what you are doing to address it. Yes. Let me start with the data that we have. This is thanks to the 96 a report that the board directed the apartment to do by organizing this several years ago. We actually do collect that data in terms of each ethnicity, the gender and all that, but i want i believe the trend is reversed. Use of force across the board is going down, so 2016, among africanamericans, and this includes the biggest population of africanamericans, there were 1,667 use of forces in 2016. It was decreased to 1,362 in 2017, and 1,103 in 2018 and it is continually going down. The numbers are going down. One of the things, though, that is concerning to us, and we get this often in terms of comments and concerns from the community, when you look at the population of africanamericans in San Francisco and then you make those comparisons, the disparities are concerning. We know theres a lot of factors that go within that, including where people live, that you have to really understand the nuances of the work, but nonetheless, despite that, those numbers are cause for an indepth review of what we can do to get better in that area. Overall, for africanamerican people over the last three years , the use of force has gone down. So how are you looking into that . Is there inside, outside review . Yes. There is. In terms of the outside review, which i think is probably going to be the most insightful and helpful, we have agreements with two academic partners and we expect one of the reports to actually, hopefully we will have it before the end of the year, and we dont know what it will say, but what we are looking for out of this is to get really an understanding of the data, and in addition to that, to really account for other factors that play into what happens on the streets in terms of policing. We know that there were other factors, social factors that really play into some of the disparities we see in the criminal justice system. So the academic researchers are actually going to look at those factors and factor that in. So we really have a balanced view of how much of this do we need to address, and how much of this do we need to be reaching out to other partners, School Districts and the like, to address this in a holistic manner. I think that will be very helpful for us. Im really looking forward to seeing that report. And then my second question is sort of a big picture question. I know how incredibly dedicated you have been to this task and your leadership at sfpd to really address these 272 reform measures and i am just wondering how you deal with the cultural changes that need to shift in a department where perhaps the enthusiasm for making these changes isnt quite as strong as it is in the top graph. I think there are four factors. Leadership is always part of that equation. Leading and change. There is ways to do it. You really have to educate the workforce on what the changes are and why. Secondly, policy. Policy is really key. Our use of force policy. Emphasizing the sanctity of life and deescalation. That specific language was not in our policy. So for people that are not involved in this work, it is a big deal. You are what your policy says you are when you hold employees accountable to the policies. Accountability is another piece of that and i can honestly say that i believe we are Getting Better in all areas. Our working relationship with the department of Police Accountability, they have a different role and it is really important. This is one of the areas that the assessment pointed out that we have a productive working relationship with the department of Police Accountability. And then there is training. You train, often times you revert to your training. Two things that we have been under significant in terms of outcomes and part of this assessment was in the c. R. A. Assessment and was talking about our officer involved shootings. One of the issues is we need to do a better job to examine the tactical component of those incidents and do it in a systematic way where we are addressing those issues and Holding People accountable to the training and protocols. We have followed vastly in that area and the department of Police Accountability is working with us on those areas. You have the dual levels of oversight and accountability that drive the culture of accountability. It is not easy to change the culture. It might be harder in policing then most organizations, but it is doable. We see every department and half of my career was before we came here, we get to see this at various levels. It can be done successfully. The work never ends because another significant point i want to point out, and this is one of the recommendations, weve just accomplished this. It took us two years, but we change the policy on our written directives and we ended up with a policy that allows us to be more nimble and more flexible we change the policy and we have a revision schedule and where our policies will be revised per schedule. Before, and some of our policies havent been touched in 20 years , our world evolves and our policies didnt in some cases. And that is important to know what that means two reform. It is an evolution and you have to be able to change your policy and do that in a way that makes sense. And the last thing i will say on that is there were 17 recommendations that were tied to that one policy. It took us two years to get the policy between the work groups in the discussions with the commission and it took us two years to get that policy approved by the Police Commission. There are 17 recommendations. As many of the recommendations that are like that were many of them are tied to one area and i think the Community Input is a really good process. Because at the end of the end of it all, the community has input, the community sees a policy is something that is shared and legitimate. It is a great process, what it takes longer. I dont know if we would have the products that we wanted at the end of the day. I dont know that you would get part of it and buy into it like we want them to. Hopefully i give everyone a picture of how this works and why it happens to take longer than we would hope sometimes, would it the end of the day, i do think those things will drive the culture change that we are talking about. Thank you, chief chief. Supervisor walton . Thank you for the work and for the presentation. I have a few questions. Some from me and a couple on behalf of our esteemed Youth Commission. I remember you mentioning early in the reports about an incident that occurred and the Police Department doing a good job of awarding a possible involved shooting where what race was the individual . She was africanamerican. Then on slide 13, when we look at the accountability peace , there was, on the third bullet, referring to the District Attorneys Office serving as the lead investigator of officer involved shootings. I dont necessarily see that as a complete positive. The d. A. s office, as lead investigator, particularly because they havent stepped up to actually prosecute, but at the same time, my question is, are there any plans for another third party to possibly investigate officer involved shootings in the future . Nothing in the works right now, supervisor in terms of thirdparty. The Department Head previously reached out to the California Department of justice and this is prior to me arriving in town. So where we are now in this is that we are not even six months, five months into the m. O. U. With the District Attorneys Office. It can be concluded or ended at any time by other party if we come up with a better solution. The one thing to keep in mind, and for all of us is based on many recommendations, including from supervisor fewer, i think that was one of the recommendations from that review they needed to be independence. Where the Police Department wasnt investigating itself. It does accomplish that. As we evolve, you know, we will make adjustments as we need to. Fortunately, you know, it hasnt been tested because we havent had any in our county or city since the m. O. U. Was signed, but at which time, if we had one, we will get to test the system and see if it is better and more to what the public expects at that time. Thank you, chief. Are there any annual Community Report bags report back session schedules, basically a forum where populations form where populations you have been affected in a larger fashion receive these updates and information that we are receiving today . That is an area of work for us that we need to further develop. We do it through social media, we do it through News Releases when a case is adjudicated or decision is made, but that is one of the recommendations in the area of how to do that on specific officer involved shootings. One of the changes that has really changed the game on this is the new state law where these cases are more transparent, so that in and of itself i think will spurn further development in that issue because we are able to release information now that we couldnt release prior to january 1st of this year. I think in terms of transparency and full disclosure and the public really understanding and seeing what is happening, that is a good thing. I think that will push the work along. At this point, we have been dealing with social media News Releases. We have not had, to your question, a followup two years later to determine some highprofile cases and the news media reports. It got out that way, but that is an interesting piece of work. The new law will move that work forward because we can release more information. It is about cases but also the work you are doing and communicating consistently with community for updates and information. Yes, sir. We do. We do that in several ways. We have increased our number of chief forums and what our chief forms that are is a small group of people, but we try to engage with members of the community that are active and involved and really members that can help bring perspective from the community and take it back when we have these meetings. We have 12 forms now. 12 forums now. The whole process there is we talk about these issues as they arise on a regular basis. And the Bigger Community meetings, one of the ways that we do it is all the captains have Community Police Advisory Boards and so they engage with their prospective communities. That is one of the main ways that they engage. That information should be going all the time. I will say this. There are rules that we need in terms of getting the information addressed and out to the community on a regular basis. One of the recommendations was to upgrade and improve our website. We are well on our way there. We are trying to get the information out on our website so it is more readable, easier to find it and then that is a number way another way what with what we are doing with reform. I want to commend you on all the implicit bias that you have done even prior to instituting the training within the department. Our young people definitely want to know, how is the Police Department fully and adequately addressing incidents of bias misconduct when founded . When founded, definitely there is accountability about the discipline process in the cases that we have had that indicated that is an issue i talked about the view for the Electronic Devices and emails and Text Messages and stuff like that. That changes very quickly. The members of the department understand that we do that, but we do it because we have sent the message that we are not a department that will tolerate that type of behavior. People are going to do things. But the question is, when they do things, then we can have enough evidence to say that they did things. That is where the discipline process comes in and that is happening. The other thing in terms of some of the questions that supervisor ronen asked about the disparities and all of that indicate that we have work to do i want to point out something. And this has everything to do with you. I will point out, one of the strategies, supervisor, is when we have violence in community, and i remember several months ago in your district we changed our strategies on how we address it. We have to do it through the community. And for the public, you call several meetings and i was there with you. I was on Many Community with Community People who have a vested interest. When you get the Community Behind and pushing it, it lessens the burger on burden on the police and what you end up is less stops and less of those types of things that add to your number and decrease the despair see and partnering with folks like yourself so when we have violence we address it in ways that are different from in the past. We would put as many cops out there and write a bunch of tickets and arrest a bunch of people. That was more of the strategy in yesteryear. Has to be Community Centric and Community Driven to really address some of the issues. That is not the answer, but part of the answer. Last question. Im glad you brought up Community Policing. This is directly from you, what does that Community Policing plan look like, and how is it systematically occurring across the department and how are you the voices factored into the plan . The plan is 120 pages so it is a pretty involved report, but what it lays out are all of our goals for Community Policing and it lays out the expectations of what we affect. One of the recommendations and one of the things that wasnt back to us is you are doing a good job, and you have more work to do in your specialized unit. That recommendation calls for every unit in the Police Department, whether it is a plainclothes, narcotics unit or control station to have a Community Policing plan, a strategic plan. So we have more work to do on that. The goals, along with the plans drives the culture so it is one of the ways that we plan to address there and get out there. Theres a lot of Good Community work being done. We had to be more organizational , more strategic and have that infrastructure for that work to withstand personnel changes and changes in leadership and stuff like that. That is what the plan calls for. How are you able to engage and be effective for the planning process. That is a big deal. I meet with the Youth Commission regularly since i have been here the Police Commission now has adopted a resolution where the Youth Commission formally gets to address the Police Commission and raise issues concerning the youth. That started a couple of months ago. We include the Youth Commission and other members of our youth and policy discussions. We have had a town hall led by the Youth Commission right here at the main library. It is a really productive meeting engaging with youth that we would not have engage with if the Youth Commission have not put this meeting together. Those things are pushing as forward. We will continue to do more of them. It is going in a very good direction. We value their opinion. It is something that they change every year for almost three years that i have been here. I have engaged with the Youth Commission and i get a lot of good feedback from them. Thank you, chief. Supervisor haney . Thank you, chief scott for this presentation and for your leadership and commanding some of the progress here. I want to ask a question of folks from the company. I really want to understand how your role fits into this and how , particularly, the role of the california d. O. J. Relates to this. As i understand it, you are working directly for the california d. O. J. As their consultants. It is somewhat of an odd relationship. We are contracted to the city and to the San Francisco Police Department. As a result of the m. O. U. Between the department and the d. O. J. , we are also tasked with providing Technical Assistance to the d. O. J. We have a dual role. In part, the work that we do with the department is to health info help inform them and engage them with what our practices are around a Law Enforcement Law Enforcement and how they can accomplish the recommendation measures and what needs to be done to make sure that that happens. On the back and of it, you are advising that cal d. O. J. In terms of whether or not there are deficiencies in terms of what the department is doing, what are the National Emerging practices, and frankly, how does that translate to the ongoing reform that the chief spoke about. How do we continue to get better here . So our role is dual. We are here for Technical Assistance for the organization in here to help monitor and look at the projects. We are trying to achieve the compliance measures and recognizing that they are substantially compliant. Ultimately it is the california d. O. J. That will make the determination on an independent basis of whether we are substantially complying and i was looking over the initial Progress Report and is that the document where we are to see whether we are substantially compliant . Im having a hard time. Theres three reports that are coming out as a result of our engagement on this program. And at each report level, we document, in terms of what is happening to the time point, but we also talk specifically about what recommendations have been identified as substantially compliant. I think as we have discussed that behind each of these recommendations there is the four to six compliant measures and theres bits and pieces of work going on around each of these strategic areas. The department is working across the spectrum of the strategic reform for the organization, but for specific compliance measures to make it across the line, so to speak, to be substantially compliant, they have to to provide a documentation. So as the chief identified, recently we were able to get a lot of the recommendations around accountability, but that was held up because certain policies and procedures could not go forward absent the passage of a department general order. In august of this year, they were able to pass in order that allows the organization to act upon its needs and pass these policies. [please stand by] my issue here is that it seems that the role of the california d. O. J. Is to help to provide some independent oversight and accountable and help us understand as the city and county government here how were doing, how the department is doing in a very clear way, what steps theyre taking and whether from an independent perspective, theyre meeting the recommendations and actually addressing some of those findings, and im having a hard time sort of understanding how youre help us do that because i appreciate the chief presenting on many of the things from the departments perspective are addressing some of those things. But i think its very important that we understand from the independent oversight body if you are the representative of them or maybe the cal d. O. J. Is providing some direct information to us, that we understand from them, from an independent perspective, whats happening, what more needs to happen, so that we can support our department and hold them accountable. Im sort of the lines get blurred so much that its not actual independent oversight. The challenge in terms of way that was structured is we support the report and we draft the report in terms of the organizational reform. Under the last report, which was signed off by the attorney general, we identified what the department had achieved in phase one. We also identified what are some of the goals of the organization in terms of moving into phase two. So our role in working with the cal d. O. J. Is to not only provide independent review but were also there to support the cal d. O. J. And their determination. So our distinct role to cal d. O. J. And to the city is we provide independent monitoring. But the cal d. O. J. As recognized by the state of california brings in a true more legal oversight role in terms of what can occur because the department really wanted to show its commitment to the community, that they are sincere about achieving reform, and that there had to be some level of oversight that had bite, for lack of a better term, to be able to show that they were going to bring the reform forward in a way that was originally envisioned in usdoj. Now were here in our contracted form to say, you havent met your goals. When you have a problem in a community, when you have an increase in crime or say theres a spike of narcotics sales, theres a tendency for them to come into the community. Our role in speaking with the chief about this strategy is okay, what is the responsibility of the outside units, and what is the role of policing because everybody has to serve and engage in a community. So when the department submitted our plan, our response, these are some of the things that you need to achieve, and if you want this submitted to cal d. O. J. , chief, with substantial compliance, these are things that youre going to need to work on. We are able to help them understand and package what it is they are trying to do around reform. So we are independent, its just its a dual role. Supervisor haney so it seems to me that the reason the usdoj first came in was there were a number of very serious thing around use of force, around Racial Disparities that required some independent oversight and telling us the hard truths of how were going to fix those things from a completely independent perspective. And i just want to make sure thats continuing under the california d. O. J. And i understand and respect your role, although it seems like youre working in part for us and in part for them, and the fact that they werent here to be able to tell us correctly how they are doing from their perspective if they are the final arbitor of that. If were really talking about independent oversight and what theyre doing, and what youre sharing, but theres something about this arrangement that we should be hearing from them, as well. And i understand that. What i can tell you is that our role and our responsibility is to factually report the progress of the organization in terms of collaborative reform . And our reports are validated and signed off by the cal d. O. J. So anything that were standing here, speaking to well, i cant speak specifically to cal d. O. J. , but what i can tell you is every aspect of our review, our reporting and substantial compliance is done under the umbrella of cal d. O. J. Because they have the final authority in that regard. Supervisor haney and ill end it here and im sure we can continue to talk so we can better understand this, an important part of this is im trying to read the Progress Report and trying to understand in a very clear way, the recommendations, the finding, how were doing, how were meeting them and these are if you look through the findings, these are very serious things that the chief has shared. So as as one of the oversight bodies, we need to understand here how we can, you know, support the department and also, you know, hold them accountable to these things, as well. And clearly, understood. And i think that its a Good Practice that they report to the board of supervisors. Im surprised that it took as long as it has, but i think that what was identified earlier as this ongoing reporting as the progress continues is a good thing for the department. Supervisor haney thank you. Thank you. President yee okay. Supervisor fewer . Supervisor fewer yes. I want to thank you for this presentation and youre right. I feel like it is overdue time wise. I know we have a lot of people that want to give public testimony, so i will be very brief. I just want to say that i understand that this phase one, a lot of the time, was setup just sort of on the foundation of how we were going to look at these reforms. And i just want some clarification. So when the federal department of justice, u. S. Department of justice, before they dumped us, was it they actually had found us compliant in how many subject areas of recommendations . So im a little bit confused. So the u. S. Department of justice never provided any final report in terms of what the department did. Since this reinitiation, we are now working with the California Department of justice. Supervisor fewer yes. I understand that. As it stood on october 26, 2018, i might have to defer to the chief on some of the numbers, i believe it was 29 recommendations. Supervisor fewer i see 29. Is that substantial compliance, is that correct . Am. I was just going to add, this might help clarify, as well. When the usdoj concluded the work, they were actually in the process of compiling our first report, and that report kind of got pushed back, pushed back. But before we got that report, they concluded the work, so we never got it. How the process used to work, it there werent clear cliens standards. Basically, how the process used to work, we were kind of left to say you submit to us when you think youve met the mark. We will review it and let you know. Now, there was conversations in between, but we never got the report. We now have compliance measures, and we all know what were looking for and reaching for. Theres constant dialogue. The california d. O. J. I see commissioner elias in the room. They give us recommendations. Yeah, we think this is good, but we dont think this achieves in whatever area, so theres this constant body of wo work involved in collaborative reform, so thats how the process works. Supervisor fewer no. So i think thats great. I just want to say that this first report that we are actually reviewing right now, and im sure that my colleagues have read the report with all the recommendations, and its pretty extensive, but i think the first ten pages basically summarizes what the report is about. And from these first ten pages, there have been continual mention of a slowing down a bit because of the Police Commission. So it has to pass through the Police Commission before youre able to implement some whatever theyre called, general orders or d. G. O. S . D. G. O. S, right . Supervisor fewer i hope weve progressed since then because one of the things that came out in the initial blue book, also, is the timeliness of it. So has the Police Commission stepped up and actually made decisions and authorized it so we can move on with, like, for example, i think there is a recommendation, 17 recommendations rely upon the completion of this d. G. O. , and it was actually the Police Commission that actually did not approve it. Right. So that was a significant challenge in 2015 under the original usdoj report. And frankly in the last two years with commissioner hirsch, weve seen a little bit of a change in terms of that. San francisco p. D. Was constrained, and thats part of the challenges it started to meet is it would start developing these internal orders that werent transparent, werent seen as the light of day. So they had a policy, but then, they had a lot of changes as the need to be nimble and address those things. We just recently passed d. O. J. 01, which will help their ability to pass and promulgate department orders. Its also posted on their website, so theres transparency, and it is approved by the commission. Is it perfect . Does it need some work, sure. But where it was when net report first came out is significantly different than where it was today. Well, thats good to know. Thats part of the progress. And then, i wanted to ask you, is that are you meeting with the entire commission on a regular basis because im hearing it is just with the president and just with some of the office staff. Yeah. To meet with the entire commission requires open meetings acts and all sorts of things. What we do is we rotate through the commission. We see certain commissioners more because theyre more involved in certain commissions, such as bias. Every time were in town on a call, theres a rotation through commissioners, and we remain open to commissioners as they choose. Supervisor fewer i would ask you to remain open to the commissioners because three of them are appointed by the board, four of them are appointed by the mayor. Yes. Supervisor fewer i would ask that after the u. S. Department of justice dumped us and not concerned about our recommendations for reforms, i want to say thank you and i look forward to your recommendations and commitment. So many people have been waiting to give public testimony on this, but this is phase one. Im looking for phase two because phase one is sort of foundational, and we should see some of these foundations being implemented out and what are we doing to act out these implementations under the category of the main recommendation. And so that report will be out when . Middecember. The date is moving around a little bit based on certainly calendaring needs. Supervisor fewer so i believe we should be able to call a hearing on it. And i believe in phase two, a report should be available to the board by when i mean, phase three. Phase three is scheduled to be available may 2020. Supervisor fewer may 2020 . Okay. Thats great. After we got through the report and see go through the report and see where we are, whats next . This is the foundation that were building on, i think your words are were institutionalizing the framework so support reform. So i think by the end of phase three, well see that some of these reforms, well see impact on the streets. I am actually really interested in recruitment and those types of things. When i see this type of report, i have to commend ourselves on no Police Shootings this year and doing it without tasers. Thank you. Supervisor fewer, can i clarify one thing. Just on the commission, they have calendar agendaized, rather, reports back to the commission each week. My reports, i incorporate Community Policing. It we do quarterly you know, the bias audits, we report on, the e. I. S. , we do quarterly. So theres a lot of updating and regular status updates on pieces of the work, but our last agendaized one was may of this year to the commission. Thank you. President yee okay. Thank you, chief scott, and debra. Now, if anybody from the public would like to make comments, you have two minutes. Please lineup to my left, and comment on item 21. Okay. Come on up, francisco. So supervisors, this issue is very, very president yee okay. Francisco, one minute. So were going to have Public Comment now. If you wish to speak, go out of the chambers. Go ahead. Supervisors, i want to say ive attended over 278 funerals. Now, the way i look at this report is that i have to look at two other reports. Number one, the grand jury. Number two, the blue ribbon report; and then, how this report is made out, its convoluted this way. The usdoj, there was an entity inside it called cops, Community Oriented police services. The first thing that donald trump did when he became president , he got rid of them. And therefore, this really nearly thing that they had to report, this and whatevers this, we only hear about that. What we really want to hear about is how the San Francisco Police Department can use a general orders to quickly in this great city address the issues that we want. Community policing and everything, its within the general orders. We dont need to go through this mickey mouse. We dont have time for mickey mouse because too many people are dieing. Now, it has been stated about the black population. Were down to 2 , and when we have something here in thousands, it adversely impacts everybody. So supervisors, some of you all will have your heart in the right place. Not all of you have it. Some of you have your heart in the right place. Do the right thing. Thank you very much. President yee so before the next speaker comes up, i just want to make sure that the audience understands, this Public Comment is for item number 21, which is the findings and recommendations regarding Law Enforcement practices. There will be general Public Comments later on in the agenda, okay . So next speaker, please. Hello. My name is paulette brown, and im here id like to use the overhead, cause im only getting two minutes. I i am here to talk about my son. Were talking about Police Reform and everything. And i just want to say that my sons case is not solved. He was murdered august 14, 2006, shot 30 times with a semiautomatic gun. We also run a healing circle. And im here because i want to say theres been unsolved homicides. My sons case is unsolved, so im asking that i have to walk around every day with these pictures, climb up on the pole to put these pictures up on a pole for people to tell me to take them down. We have all the perpetrators that murdered my son. Thomas hannibal, andrew moffat, jason thompson, anthony hunter, Maurice Carter one is deceased. You have these names down at 850 bryant, and no ones come forth yet. This is what they left me with. My son laying on a gurney. Ive been Walking Around with these pictures for 14 years with no justice for my son. He has a father. This wasnt a family that didnt have a two parent family. Ive been dealing with this for 14 years, not just fighting for other mothers and fathers. So we have no venue to put these pictures up at clear channel, at the bus barn. Give us nothing. We have no closures, and theres no way that were getting our cases solves. Were talking about the police helping us, and the community providing associating with the police and the community. We as mothers have no venue, and our cases arent solved. What are we doing president yee next speaker. The ball has truly been dropped. A lot of you have done great work, but for some reason, matters that gravely affect the black community are still being ignored. When there are shootings elsewhere, there is outrage, but when the police do it here, no action. Thank you, supervisor fewer, for calling this hearing, but more thanks to Felicia Jones for coming to this hearing. The black d10 supervisor at the time asked what was the status of the Police Officers murdering San Francisco residents . Although the d. A. s office has received millions of dollars for this purpose, why isnt anyone from the d. A. S office here . No further questions and updates have been done. Reports need to be given quarterly. Further, i commend chief scott for the firing of officer keyota. My grandson will be 44 by the time the reforms are done, and hes only two. One suggestion i have is for officers to be required to attend events such as graduations, sporting events. Send the white officers. The black officers already know them. When you know your community, it makes it harder to kill them. President yee enthuse. Next speaker. Hi. Im sabrina hall. Its sad whats happening to our black and Minority Community in San Francisco. Many of us are left in jail, arrested. I was just here speaking on the Juvenile Justice Center yesterday. I find it ironic that tomorrows meeting is declaring an emergency on pedestrian and cyclist fatalities. What about the Police Killing African Americans . Ive been here when its called office of citizen complaints, and now its Police Accountability. Oftentimes, you make complaints on officers, and they call you back a year later, you dont even remember what you complained about. No one is overseeing the watchdogs. My boyfriend here, andrew domino, they wrote a whole article on him, around the jail in 80 days, how the bayviewhunters point he was in jail illegally for 80 days. He went crazy in jail. They keep arresting him. He misses putting on his shoes. He walks down the street until his feet was bloody, and the police still need training in dealing with people like this or mental issues thats caused by the system, and the jail system waiting that long to find out a man is innocent. This is a situation that im dealing with daily that my child has lost their father of ten years. Its sad. I have to grow up to tell my son that hey, you a black man. You might not even survive because weve been here before. President yee thank you. Next speaker. Good afternoon. My name is felicia
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