Issues that have it seems like they plagued chinatown recently, and i saw those videos of one of the incidents which was i actually couldnt watch it. I started to watch it and i said i dont need to seem see an elderly person get assaulted. Is there an increase or is it that we are seeing more coverage to the media . Some of the incidents that have happened are absolutely horrific how are things trending in the central just take district, and mainly in the chinatown area overall, crime has been on the decrease in chinatown. That includes all categories except for aggravated assault, which is when i last checked, was 21 crimes yeartodate. Pretty much Everything Else has been reduced in chinatown. The Central District includes chinatown. It doesnt take away from the crimes that you are describing. They are really awful crimes. The trend is downward except for the aggravated assault. And then this may again be based on some of the media reporting and some of the things that i have seen and there has been it seems like targeting of elderly individuals for street robberies or aggravated assaults, and again not that any other robbery is any less or any use of force, but when you are targeting older people, people with health issues, people that are unable to defend themselves not they should have to defend yourself, mind you is that also are we seeing trends in that regard . Because i just, you know, it is beyond me what would go i dont know. Seeing the nature of the crimes and the nature of the victims old people and children, to me it is like it is appalling. Yes, sir. Commissioners several of the ones that have gotten played on the news or social media have involved elderly victims. Overall in the district, and in chinatown, it is not an overwhelming trend. However, it varies. Through the investigation or there any other information that we have that are committing these crimes, we have not gotten any indication with their intend to target the elderly. These are crimes of opportunity. People can be taken advantage of for opportunistic and predatory reasons. However, very discouraging nonetheless. These resulted in injuries to bystanders who came to help the person who was getting robbed or assaulted. So again with the public, Public Engagement is a really good thing. We just ask that the people, you know, use good judgement. Be careful when you engage and call the police. First and foremost, call us, 911 that is the first and foremost. Like i said, some of the victims that have been injured were rendering aid to people that were being robbed or attacked. Finally, is there anything else that the department is lacking in regards to dealing with these incidents . Or the targeting that is going on in the district . I know more bodies, and i understand that. We have gotten support from the community. We have gotten support through the budget with additional funds we have used some of that funding throughout the time to find employment. It is a good thing to have because it really helps like i said, we can always want more and can use more. We have gotten good support. Thank you chief. Vice president taylor . Hi, chief. I have questions about vision zero efforts. You mentioned 26 traffic fatalities this year which is incredibly concerning. What were the numbers this time last year . Last year, in total, we had 22, i believe. This time last year was below 26 so we already exceeded the numbers for the entire year last year. Yes. I think last time the department was here presenting on vision zero efforts in one of the questions i had was what are you going to do differently . I really would like an answer to that question because obviously this is a big deal. So that is my second point. You might not have that today but i do want to hear what the department will do differently because our current efforts seem to be, i dont want to say failing, but they are succeeding i do have part of the answer. There is still more work to be done. This time of year last year, we had 19 for 2018 and 2017 yeartodate. We had 17. In 2016 we had 26. We are tied with that year. A couple of the things that we have done differently the first thing, and this goes back to what commissioner how masaki asked about, we had gone down as low as it had been in years. So since this time last year, we have added officers to address the Company Motorcycle officers , whose primary responsibility is traffic enforcement. We have increased. We have had two motorcycle officers which will be back over 50 now. We are down to the low forties. Although 10 or so officers might not sound like a lot, it is huge in terms of the ability to enforce. A couple of different strategies and tactics that we employ now that we didnt have a few months ago, through the deputy chief and special operations bureau, and the commander we actually had a vision zero unit. That has been increased to nine officers now. Their sole responsibility is vision zero enforcement. High traffic, high injury traffic corridors to focus on the five violations. Those types of things. They have been very productive since they have been increased on vision zero crimes and vision zero traffic violation, and it has been an enhancement, and part of the reason that our productivity in terms of enforcement is up by two where it was assigned last year. A couple of other things that are happening this is a work in progress but part of traffic mitigation and trying to reduce delays is education. There are partnerships with organizations. These make a difference. We have, not only vision zero issues with our vehicular traffic, but we also have issues with our pedestrian traffic. People walking in front of cars, jaywalking those types of things. The education enforcement is focused tremendously on that area. We have had one traffic cyclist fatality. Those things, we hope will pay dividends. The bottom line is there is a significant role from forces. People tend to drive better when we enforce. That is what we aim to do. My third question is we have 26 fatalities this year. What are the causes . Are these people under the influence . Are they texting while driving . Do you have has there been any analysis of what the factors are for these collisions . There has been a little bit of all of that. There has been a few under the influence, there has been several where pedestrians were jaywalking or committing a violation itself. We have had kind of a variety. There is no one overwhelming trend except for the majority of our fatalities our pedestrian by and large the majority our pedestrian. That is the biggest trend. The drivers who hit those pedestrians they were driving under the influence. We have had personnel who were said to be blinded by the sun. We have had people who started out from in between cars people who did not have a chance to stop speed there has been a little bit of all of that. It would be good to know, if possible if it is true that maybe we see an increase in d. U. I. S or we see an increase in speeding, whatever the issue is we could identify the root causes for the majority of those and tackle the root cause that may be one way to address this. Thank you. With weatherford with reference to these disturbing types of crimes, we are seeing the chinatown area. The former prosecutor in me sort of comes out. It does appear that members of the Asian Community are being targeted more often than other communities for robberies. And it also appears that a lot of robberies that you spoke about in the area what i see having an office down that way has to do with being close to a station. These are the things you sort of look at. Is a former prosecutor way back when we had a cooperating witness. This goes to working with the community. We had a cooperating witness who told us how they didnt divide targets for home invasions by identifying the homes, and we were told straight up that we knew that in those types of homes, culturally there is cash there is generally a gun and there is a 50 chance they will even call the police. I was in there for that debriefing. And i said, you know, we think we have to continue to educate the community. It is not a 50 chance to call the place. It is a disturbing trend. I look at it every day. You do see a lot of cell phone robberies off of market street. Obviously we have a strategic crime unit and we are looking at that. Im sure that is what we are doing. I cant help but notice that, i was extremely disturbed by those videos. I have seen a lot in my career and it is ridiculous. Thank you for that, commissioner. We have seen some other trends with a good number of our individuals that have been arrested who dont live in the city. Theyre coming from other areas. Sometimes they were using Public Transportation to get here. We have conducted a number of search warrants in the east bay and other cities in the east bay that is a concern in working with bart police and trying to do what we can to identify who we can. It will help. Hopefully we do it well. Thank you chief. You have one other item. Is that right . It is our thirdquarter and electronic audit of communications. Good evening commander. Good morning. Good evening it has been a long day. Good evening, president hirsch. As mentioned i am commander Robert Osullivan with the Risk Management office. Im here tonight to present with regards to the thirdquarter bias audit. This audit is conducted in regards to potential bias that maybe discovered through Electronic Communications that we used throughout the department. By way of background, the audits are limited to devices the department owns. Not any members personal devices. They do capture electronic passages that are transmitted from personal devices to department devices. All members are aware of this policy. Those policies are set forth in three different documents. First is the department general order 10. 08, use of procedures, and secondly, Department Bulletin 19051 which is title sfpd members expectation of privacy, use of computers, peripheral equipment and facilities, and finally a document that is referenced within the internal Affairs Division. So there are essentially three systems that are audited. The first is the California Law enforcement Telecommunication Telecommunications system which is commonly secondly department email, and last text messaging Via Department issue cellular phones. What id like to do is go through and give backgrounds of the systems these systems and provide you with these results. I believe each of the commissioners and director in chief have a letter from the chief that is responsive to this particular audit, as well as some statistics from the thirdquarter. First, it is a program that was established with searches and all entries made into the system using an established word list. The audit process is passive in nature and runs continuously. If a member uses one of the identified words a hit is generated automatically and sent to internal Affairs Division personnel via the level two access portal. Each is printed, scanned, and saved to a file. Staff then analyse is the hit throughout the week and those determined to be potentially biased are investigated. The level two audit process has been fully operational since beginning december of 2016. From july 1st through september 30th of this year, they were four hits returned from the program, excuse me, let me reference. Yes, they were four hits that were returned from the program. And after review by personnel none of the four hits were determined to be potentially biased. Second, department email. All email sent and received internally and externally through the Department Server are audited using an established word list. The same word list is used throughout these three different mechanisms. This audit is also processed is also passive in nature. If an email contains one of the words on the list, a hit is generated and set to personal sent to personnel via an email address used for this process. Those emails are saved and maintained on the server. Again, steph analyse his every hit and those determined to be potentially biased are also investigated. For the thirdquarter, there were 95 hits returned from the program, and after review by members, none of the 95 hits were determined to be potentially biased. And lastly, text messaging via our department issue cellular phones. Audits of Text Messages sent and received internally and externally is conducted by us. Staff is trained to conduct active audits using a program developed by the cellular provider at t. In conjunction with sfpd Information Technology division. Every 30 days, a search is done of all texts using an established word list and additional terms can be sourced as well. Similarly steph analyse his every hit to determine the context in which the term was used. Those hits are determined determined to be potentially biased are investigated. All false positive hits are saved by at t so there is a historical record. For the thirdquarter there were 34 hits returned from the program, and after review, two of the 34 hits were determined to be potentially biased. As a result we have initiated investigations. Thank you. Any questions or comments . Okay, thank you very much. Okay. Anything else, chief . That concludes the report. Next item, please. Line item two b. , d. P. A. Directors a port report. The report will be limited to brief description of activities and announcements. Discussion will be limited to determining whether to calendar any of the issues raised for future commission meeting. Good evening, director henderson. Good evening. We are at, i will be brief because i know we have other presentations. We are currently at 659 cases that are currently open. This is up from this time last year which is 560 cases. The closed cases is also up higher right now. It is 563 cases. This time last year we were at 464 cases. The department has 409 cases that are pending right now. In terms of sustained cases we are at 72 versus 36 this time last year and cases that are past nine months and under investigation, we are at 32 this time last year where we were at 24. The mediation cases are also up. We are up to 31 cases so far that have been mediated versus the same time last year which we were at 18. Tonight you will see receive a presentation about the Mediation Program that we have. In terms of operations, we started meeting collaborate leave collaboratively with the city on the department of technology now to update our website. I have been talking about the website for very long time and i think it has been in need of an update and a refresh for a while so as more people coming to d. P. A. They can get information externally and independently which i think is really important. That process is going on now. The priority was the c. M. S. System before, which we have been talking about while we are working out i dont want to wait until all the kinks have been finished before we refocus on the website to make the information that we have at d. P. A. More accessible. I will keep people updated on that. We started doing test meetings with the city coordinating that rollout. In terms of outreach, we have had a number of events that the agency has participated in. In november we represented the s. F. Pride Community Meeting at the lgbt centre at the rainbow room. We participate in the participated in the africanamerican Leadership Forum for the city. November 8th we participated in reviewing all of the stations doing our checks to make sure that the information is available and contained in all of the stations. As you are aware, we talked about in september of this year that now all of that material is in every single station and obtainable and accessible from visitors in the station and the last check that we did on the brochures are still there. We replenished a lot of the stuff that had been taken in other languages. That is great. Specifically that the material from d. P. A. Is being taken in other languages, so people are at least getting the information we will continue that process. There are no sessions, there are no cases tonight for closed session. But in the audience tonight a senior investigator his here, as well as our director of policy who will be presenting on the sparks report. Also the director of our Mediation Program is here, as well as our administrative analyst. Also our newest employee is here in case there are issues that come up this evening in the audience that can be addressed by staff. Theres a lot of people here from d. P. A. Thank you. I will be a broken record on this question. Of the 32 cases that are beyond nine months, some are told by the statute of limitations because the criminal investigation. Some are not. The ones that are not, what is causing that delay, and what are you doing about getting those moving . We are as you know we track all of those cases independently and that is where we first starting get started getting this number. Those cases come to me in a report with although recently i havent been getting them with the new system, which doesnt mean they are being tracked they are being tracked. I just spoke to someone about it today. I get report i get a report on all of those cases while we track them to figure out what is going on and if theres something i need to get involved with specifically related to why cases go beyond. Most of it is related to difficulty. This is just hours ago that i got the information. A lot of them have to do with vacation schedules from the department to diskette to schedule interviews, theres not a lot of intention behind the delays beyond the cases that are told. Most of the issues are cases that are wrapped up and they are they are riding sustained reports. There are delays related to vacations, sick leave remembers from the department being out to schedule final meetings or conversations with them. That is generally what it is. If you are interested, i am happy to present a snapshot maybe of what all of those things are. I guess what i am most interested in getting those things moving. So you are not up against the 12 months and we dont constantly have cases that are pending for more than nine months. To me that is a long period of time. I know your staff should be hammering those cases. We have been hammering those cases. We are in a very different place now. We have sped up a lot what the length of those investigations are. I feel pretty confident that my staff is working diligently in those efforts to get them out the door as quickly as they can. I mean we can always improve on those issues. Like i said, i get those. I was getting those reports until we got the new system. I would get them every single week to review what the specific cases were beyond the ones that were just heard told, which are put into a separate category i am staying active on it. [please stand by] okay. Next item, please. Oh wait thats all for the d. Pennsylvania . Other than the present all for the dpa . Other than the presentation. I thought they were now. Go for it. This is my director of mediation. Good evening. President hirsch, fellow commissioners chief scott and director henderson thank you very much for inviting me and giving me this opportunity to talk about the Mediation Program. Im going to start with an overview. And i understand that many of you are very familiar with mediation but just on the abundance of caution, i want to be courteous to the public and those of you who may not know as much about mediation. So to start off, mediation defined mediation defined is a what we like to call, a crucial conversation. Its an alternative to the investigative process. And as you probably know, it is voluntary. It cannot be undertaken unless you have both the complaint and the officer who have agreed to mediate. It is facilitated by two trained field mediators. And it provides a form where both parties can come together to discuss their particular issues. The program that we run is distinct and separate from the investigative process. So we are in a position where we really have the cloak of neutrality and the cloak of confidentiality. And that is the case with our mediators as well. The mediation process as you can imagine, is a situation where we bring the parties together. And the mediators are set to facilitate a conversation that is confidential and respectful. The mediators set the tone. They have informed prior to the beginning of the mediation the parties as to what the ground rules are. We expect that people will remain respectful that they will stay to the issues. We allow one hour for the mediation. And that has been very successful for us. Officers do come on duty typically. And oftentimes the complaint will have to come either from work or from some place outside of the city. We have made an attempt to make this as efficient as possible by meeting with complaints who have schedules such as 6 00 in the morning or 9 00 at night. And weve also done this for officers to accommodate their schedule. The purpose of the meeting is designed to reach a satisfactory outcome a Mutual Understanding of what the issue is. So we typically are successful. In fact, smart over the last year and a half that i have been on board, we have about a 98 percent success rate. And i would certainly like to take credit for that, but credit is due to two entities. One is our coordinator director who is not here tonight. But ill describe in detail what the things she does in order to ensure our mediations are successful. The other is the central core of our mediations and those are the skilled and trained mediators and as a matter of fact we have a couple or several of them in the audience tonight. Without the mediators, we could not function. And it was very surprising to me when i came on board a year and a half ago to learn that all of our mediators are volunteers and they come from as far away as sacramento. And a person who comes to the 6 00 a. M. Is usually the person coming from sacramento. They are very dedicated. They are experienced in california. All the mediators have to be trained 40hour Training Course is required. But they are also skilled and very experienced. And when she and i first came on board a year and a half ago we were very new to the mediation process and Mediation Program. I was recruited from the department of justice by Paul Henderson who was my boss when i was a prosecutor at the das office so this is the second round of his supervising my work, i must say. So neither of us really understood how the Mediation Program worked. But what paul told us very directly is i dont want a gap. I want this to be a highly professionalized program. I want you to hit the ground running. Because the director had resigned, actually retired a year and a half before we arrived. Now, we were very fortunate, because the program was wellestablished and it was well regarded. So just like anybody else, you know you stand on the shoulders of people who have gone before you. We were very fortunate in that sense. The liability we had as i said, we did not really understand the mediation process the program what to expect and most importantly, we really did not know the mediators. So we took the opportunity to hold a forum. And we were very fortunate, because we sent out emails and got over 100 people to come to this particular forum so we could describe Paul Henderson was there, we had somebody from the ninth circuit who runs the federal program in mediators. We had several other people who were professionals in the area, to describe what it is we want to achieve and how we were going to go about it. So that was our first introductions to mediators and showily but surely we began to realize that we could identify a core group of solid mediators who were always available to us. And as you can imagine, schedules mediation is very difficult. You have officers who have schedules, and you have the complaints who have their own schedules. And so putting this together often means that we are scrambling at the last minute to find mediators. So we have to pay them a great deal of gratitude for what they achieve for us. So basically ive really described what the mediation process is and what the program is about. But what i found is most people wanted to know why do people mediate. What are the circumstances that bring people to mediation. And i struggled trying to explain the factual issues and so forth. And i was lucky enough to encounter i think an illustrative story. Its very large ocean line is crossing the atlantic almost at the port, smooth sailing. When the lookout tells the captain there is a light ahead and we are on a collision course. The captain says signal the other that he must change course 20 degrees. The lookout does so. The reply is no i suggest you change course 20 degrees. The captain is very annoyed by this and again i am a captain of a very large ship change course. The reply is no better. It says i am a seaman second class, you change course. Well now the light is getting closer. The captain is more agitated and he again says this is a very large vessel. Catastrophe is about to happen. I am a large ship. The reply comes back i am a lighthouse. I suggest you reconsider. Thats exactly what goes on with the mediations that we handle. There are misunderstandings miscommunications, there are assumptions that are made that are really groundless and there are time periods, urgencies limited times where people are interacting, officers and complaints, in a situation thats highly charged. Now, i dont want to give you the impression that we mediate things that are the size of large ships. Not in size but certainly importance. It may not have the catastrophic consequences but it certainly does have the import for all the people who come to present their complaint to d. B. A. One of the things that we have learned is it has as much meaning for the complaint has it does for the officers. And when the officers come in, they want to have the opportunity to explain the actions that they took. And they want the opportunity to be heard. The complaint wants an opportunity to explain their perspective and thats where the mediators are facilitating the conversation. Im going in the wrong direction. So the process is quite straightforward. During the intake process the investigators do initial screening for the eligibility and suitability of cases that can be referred. The decision is then made by senior investigators in consultation with dpa attorneys. And we have taken it upon ourselves in the Mediation Program to ensure that we take a case and look at the eligibility. But even more importantly, the suitability meaning are these cases that can actually be resolved . Are these parties who are willing to negotiate or to mediate in good faith . Most typically they are. And we have set up a goal of turning cases around 30 days to avoid having something to go back to to investigation and then run into the time limits that investigators have to meet. The category of eligibility are discourteous, neglect of duty unwarranted action, conduct reflecting discredit. And it typically in the discourteousness we will find that complaints feel its not what the officer did but how he or she did it. Its the abruptness perhaps the interpretation that the encounter was rude, the failure of an officer to give enough time to explain the situation. In terms of neglect of duty, there are issues where officers have been called to a robbery scene a home thats been burglarized, actually and it may take several hours. And in those particular cases, a complaint may not understand that if there is no active offender onsite, that this call may be reprioritized. So those would fall into a neglect of duty category. When we look at unwarranted action, we have had complaints where bystanders have been asked to move, even though they have every right to stay in a particular place. Either its a demonstration or theres some other activity taking place or theres a vehicle that was been towed without notification, or there was failure to notify the owner that something has been towewd. We had someone report that someone reported their car had been stolen but the information was not put into the system so she was subjected to a a felony stop, which was quite an ordeal, i would say. So there are a variety of different cases. Obviously we do not mediate anything involving injuries, racial slurs or sexual slurs, although i would like to note that throughout the nation, there are agencies that do actually mediate those particular issues. Obviously use of force allegations and questions of law and constitutionality. As i mentioned the real benefit to both is the opportunity to be under and heard. One of the things we want to do in the policeman and this may sound lofty what we want to do in the system is an attitude and behavioral change. And even though it may be incremental to do it in terms of one mediation at a time, we really take a look at those pieces that can help the parties understand one another. One is Restorative Justice. Now, we are certainly not able to give something tangible to something or repair something that has been broken, but Restorative Justice has as much to do with dignity and self respect and the feeling that a complaint really matters to the officer that they come in contact with. In terms of procedural justice, we want to ensure that the mediation is fair, its impartial its conducted by people who understand the issues, and we also want to support a complaints ability to feel empowered. And thats an emotional response where they have the confidence and assurance that they can sit across the table from an officer in uniform and discuss candidly the impact that that action had upon them. And in terms of self determination, that is the ability to make the decision yourself. Nobody is going to impose a decision either upon the officer or upon the complaint. This is a moment when they make the decision, they decide whether or not the meeting has been satisfactory. Obviously theres no specific agreement thats required. Theres no apology thats required theres nothing tangible that exchanges. But what we have found in observation is that as long as people get to express themselves in a very respectful manner if they feel the other party has heard them, there is a high degree of satisfaction. And i have to say that this is one of the things that surprised me is that the officers want the same thing that the complaint does. They want to feel that they are respected. They want to have a sense of dignity about the work that they do. And they want to connect with the complaint and the community as much as the community really does want to connect with the officers. This is very surprising to see toward the end even with the most aggrieved person, someone who comes in who is very, very upset and maybe has a lot of emotion around it they typically will end up saying to the officer i know youve got a big job to do, i know that we need you we need your services, we need your protection we respect you, you can see the need for connection on both parties. And we find that is a kind of transformative moment for them. When we came on board, as i said, in 2008, we were really given direction to improve the process and the procedures of mediation. We wanted to capture more mediations. We wanted there were a certain number of referrals. We wanted to improve the referral process. So weve done that by staying in close contact with the investigators in the sense that we communicate to them our successes, we talk to them about the capacity that we have and we encourage them to review their cases on a weekly basis, especially at intake, to see if there is something that can be referred to us after its gone through the initial determination process. In terms of the personalization and the effectiveness, this is where our coordinate is really extraordinary. We call her the mediator whisperer because she has an ability to talk to a complaint and to uncover not only the obvious complaint but what it is their expectations are what they hope to achieve if they are realistic, and also to help encourage people who may be resistant to mediation. And you can imagine that there are a number of people who are fearful. They are fearful of police retaliation. They are fearful of coming in and that there may be an imbalance of power between an officer and a citizen. They are fearful they wont be able to express themselves. She has an ability to persuade them and explain to them the process. The environment that we provide the support that we would provide. And also our decision to observe all mediations. We have done that because we found it was going to be the only way that we could ensure quality mediations, that we could ensure that the mediators were meeting the standards, the high standards for Quality Services that we could look at trends, and that we could ensure procedural justice for both parties. And as a result, we have been able to get more people to agree to mediation than we have in the first year that we were doing this. Weve also developed some other efficiencies and what we think is more effective for some people and that is telephone mediations. There are oftentimes people who have come to San Francisco they may live in the east bay maybe they are traveling out of town, and we have been able to arrange several mediations by telephone. And those prove very satisfactory with mediators coming to our Office Officers in our office and conducting mediation through the telephone. We would like to do this through a video at some point. But at this particular time i dont think that we have plans to do that. We need you to wrap this up please. Okay. The last thing i want to talk about is how we are measuring success. We are measuring it in two indices. One is the process. Is the process fair . The outcome, is the outcome longlasting. Out come is important in terms of satisfaction and we have a 98 percent satisfaction rate. Weve also been able to increase our mediations from 23 from the first year to we will end up the year with about 35 to 36 mediations and a capture rate of about 50 percent. The National Average is 30 percent. Okay. Thank you. I spend my days as an arbitrator and mediator and in a good year i have about a 90 percent success rate. So i need some tips for you folks. Not right now. But when you say a 98 percent success rate, what does that mean . Well, there are two theres a qualitative success rate and quantititive measurement. Because we can observe it, we can determine as we see the process. But we also debrief the officer and the complaint verbally after the mediation. And we also rely upon exit surveys. Exit surveys are a little bit more difficult to gather. People are i think they leave and they just dont come back or dont send them back to us. We dont want them to do it onsite because we dont think thats the appropriate way to get a really good sense of whether somebody has been satisfied. So the 98 percent means both parties were satisfied. Yes. With our exit surveys we have not had any either officer or complaint say they were not satisfied. Okay. Thank you. Commissioner mazzucco. Thank you very much. Ive always been a big proponent and fan of the mediation process with the dpa. Its worked miracles. And i think all the reviews ive heard throughout the years is both parties do walk away with an understanding. Its great for our officers to learn about what people feel about their interactions. The example i always give is that people dont understand that Police Officers first level use of force is their voice. And then they look at hands and all the Different Things to do. When they explain to the individual we do this because of officer safety. I think its great. And i think for the public to understand that and the officers to understand how people feel. Obviously more experienced officers are better at dealing with people because theyve learned how to deal with people and how they impact them. So again Great Program great work really appreciate it. And thank you. This was a great presentation and 98 percent success rate is incredible. In fact im urging the d. B. A. And the parties to one of the cases i have because i think we would solve the matter. Weve had great cooperation with chief scott who made it possible for us to go to all the precincts to deliver our address and to have other outreach efforts to explain to officers what the benefits of mediation are. Okay. Thank you. Director henderson. I want i wanted to thank you again for the presentation and talk about what a big deal it was to transition beyond the coordination of mediation to translate that into bringing all the mediators in making sure beyond just getting them assigned to the cases that they were all getting the same or similar training to understand exactly what we were trying to do to make sure that we were being as vigilant as we could about maintaining objectivity in the mediations to get done what we think is appropriate. And also to articulate just beyond the numbers of what the measurements were of satisfaction it really is the program that people get the most out of from communities, because they get a chance to actually communicate. And its our most transparent process for them to really understand what happened to them and why and to talk about that with a real individual who in their minds is accountable for what happened to them and they are able to talk about that. And to thank the mediators that volume tire their time and the one who came tonight who have been a part of maintaining this process with us. Thank you. Thank you all. Its a tough job. They know what its like to be volunteer. Im going to i would like to take something out of order next. Im going to ask the Youth Commission if they have a presentation to make. Its going to be line item 2d, Youth Commissioners report. Good evening. Hi there. How are you all . Good. How are you . Im fine. Thank you. So some things im supposed to bring up. The pamphlet which i hear he says hes going to come to the Youth Commission to work on. So thats what i was going to come talk about. But since thats going to happen then well see how that goes. Ideally we would want one universal type thing that we can get out there and hopefully incorporate some training in it with young people so they can kind of grasp all the material. The other thing that they wanted me to bring up is sro relationships and what that looks like. From our understanding, the meeting with Yolanda Williams i think shes a lieutenant from the chief is nodding so shes probably a lieutenant. We hear that s. R. O. S havent had specific training regarding being in schools and working with young people. And our request would be that that happens pretty quickly especially because theyre already in schools. And also that theres some sort of Relationship Building built into their rounds at school, because we think that is still very important that young people have a relationship with their neighborhood officers as opposed to just seeing them when something bad happens. Thank you. Do you know about the training the sros go through, if any . Commissioner, there is training. We are in the process also of renegotiating our mou with the School District on that. So some of that also is in discussions about being in mou about what the training requirements are. But there is some training with the sro. They had to go through once they become sros. And does the district have input into what the training should look like . Or is that coming from the department . What are you negotiating . Its not the department training. And the discussions now with the mou negotiations include what that training should look like and how often. So i dont know what the final product will be, but thats on the table right now. Okay. Anything else . No thats it okay. Commissioner elias. Maybe i got this wrong but i wanted to ask you i thought you said that the Youth Commission had seen the pamphlet. Not yet. That was the youth alive and free. Thats dr. Marshals. So the Youth Commission is already calendared if im not mistaken. December 9. Yes. Thanks. Vice president taylor. I have a question for you because i want to get your advice and perspective on this. Why are you laughing . Im serious. Commissioner elias and i have seen the pamphlets as part of our work on the working Group Governing bias and detention. And one of the things that came to mind were the issues that i had in thinking about these pamphlets, especially pamphlets for youth, i wanted to make sure im a woman of color myself, so i wanted to make sure the depictions of youth we see dont reinforce stereotypes about who commits crimes, who should be getting these kinds of pamphlets. So i dont know if im being a crazy old lady and thinking too much about these things. But i want to get your perspective when you see it as to the depictions in these photographs and what they evoke for you and what they should be. Does that make sense . I havent actually seen the photographs i know but i want you to keep it in mind. I dont like seeing a lot of youth of color on if you have to do with Law Enforcement. Probably youth on the pamphlet in handcuffs. [laughter] again, i would have to see the images. But i think, like, having pictures of us in handcuffs or something may be triggering. Granted, i would like to see pictures of positive relationships with Law Enforcement and colored young people. That would be nice. Great. Okay. Thank you. But i dont know where they have those positive relations but you have pictures in the archives. Might be a time to brush them out. I think you are part of it right now. But i want you to keep that in mind when you look at the pamphlets and i want to hear your feedback when you come back. Ill keep that in mind. Are you saying she might be a crazy old lady . Youre saying theres a chance that might be true . I think everyone is crazy. I might be a little crazy. Thank you. Commissioner dejesus. So i just want to get clarification. When you say the sro officer should have training and the chief says they do have training im not following what the concern is on the training. So yesterday we had a conversation our transformative justice committee, had a conversation with lieutenant Yolanda Williams. Try to make sure im not saying peoples names wrong. It was that when she had took over the sro program or whatever, and 90 percent of the officers were untrained on a very specific training that related to engaging with the young people in schools, i forgot exactly what she called that training. But kind of problematic. So that was your concern . Yes. That was very directly our concern. They arent trained to interact with youth and they are already in the schools interacting with youth that may be a problem. Maybe you can find out what lieutenant williams was focusing on. Yes chief. I believe what ms. Jones is talking about, the understanding teen training, which is part of training that we started doing about a year, a little bit over a year and a half ago. So not all the and lieutenant williams was a big part of rolling that training out. So officers, not all officers, but many officers have been trained on that. It was a big issue with the Youth Commission that really believed that training would be beneficial to the department. So we have rolled that out. And i think thats the training that you are referring to. That could be the one, yes. Im sure youre more aware of what the trainings consist of than me which maybe we should look into that. Maybe we should have a conversation of what the trainings look like. Okay. Thank you. Thank you thank you so much. Chief, did you have Something Else . Policing the teen brain is the actual description of the course. The teen brain. The teen brain, yes. I saw a presentation on that. Right. I thought you were saying team rain. The dpa was a big part of helping this training be brought to San Francisco. Is that the intent to have all the sros go through that training . Sros and we did a train the trainer portion to get this rolled out. And dont have a count of how many officers have gone through the training but weve had many officers go through the training. Okay. Thank you. Okay. Next item, please. Line item 2c. Commission reports will be limited to a brief description of activities and announcements. The discussion will be limited to whether to calendar any of the items. I dont have a report. Any report by commissioners . Commissioner dejesus . I attended the meeting of language access. And this is really complicated. So im just going to try to give you a nutshell version of this. We are having these issues with officers who were born in a country speak fluently, but cannot get certified by the department of Human Resources if i have that right. And we had we had captain jack heart came to the meeting and put 300 out of his own pocket to train one of his officers to get certified by an outside agency so that when they test that they can say i have credentials. But those credentials coming from the outside are not being recognized. Dont hold me to all this, but they are not being recognized by
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