About [inaudible] i was talking about q2s. Okay. Only a few more slides. Here is the results. Here is what illustrates where we are with the recommendations. 114 completed, and of that 114, 86 are in substantial compliance. The other 28 are in external review, and we believe they will be in substantial compliance in a very short period of time. We believe that were 84 complete with compliance measures. That doesnt mean 84 complete with the compliance measures. Some of the compliant measures may have one or two compliance measures to complete, but a substantial amount has been done with reports and accountability. Commander flaherty has that particular one. And as we wrap up, as you all know, reform has been a National Discussion since the floyd incident. We were already engaged in a collaborative reform process, so we were well on our way, and in many instances, weve been looked at in our policies and the things that weve done, and a model for other police departments. We get a lot of inquiries about what were doing here in san francisco. Which again, it still doesnt take away from we still have a lot of work to do. And lastly, i want to talk about the plan moving forward. 80 of the recommendations are expected to be completed by the end of phase three, and as i said, thats going to put us around 234, probably higher, if we can get some more in there. But at least 234 is our goal, and we have those recommendations identified. Well on our way, working with hillard hines and the d. O. J. , making sure that those recommendations get across the finish line, so and we are well on our way there. So we do expect this to accelerate even more than it has in the last nine months, and i think were in a very good place there. Next slide. And then lastly, with mayor breed, she has four reform initiatives, as well, that really kind of worked with what were already doing. You can see on the screen, remilita remilitarizati remilitarization, funding, and racial equity. A lot of work to do on those, but we do believe that folds into our ongoing contributive reform collaborative reform quite nicely and seamlessly, and we will move forward on those, as well. In the future, here are our plans to adopt the unified policy on data complex, which is one that data collection, which expands on the collection of our data. Identify situational risk factors for our discrimination. That is actually in process. We actually have an equity team in place now, and were committed to sustaining this work and keep the department where it needs to be. Thank you for your time, and well take any questions that you may have. President yee thank you, chief scott, and your team, for presenting such a precise, short presentation. You know, i this is along the line of supervisor hillary, when she mentioned the meetandconfer process. Ive gone through it a few times already, and sometimes, its sort of legitimate in terms of what comes up. Sometimes, its an excuse for meetandconfer, and sometimes, its why are we sitting here, doing these things . I know you mentioned now you have a labor relationship director, but at the same time, i guess the question i have for you is for all those different goal goals that you have, [inaudible] you wont be wasting as much time because every meeting is time. Yes, sir. So just real quickly, now that we have the director of labor with us, shes involved in these conversations on reform. We have meetings weekly on reform, and policy reform. Shes in our discussions, and she can correspond with the department of human resources, the city attorneys office, you know, whoever needs to be in those conversations to ensure that whoever needs to go to meetandconfer go to meetandconfer process. So that process is very streamlined. We dont look at individual complains measures with meetandconfer. It stands with us if theres a policy or protocol procedure that triggers meetandconfer, those are the ones that will go to meetandconfer. Policy wise, because we have these meetings ongoing, we have an opportunity to know whats coming and what might trigger a meetandconfer before we even have to get there, so the wheels are in motion. And we also have standing meetings with the p. O. A. Now that we have miss preston on board as the labor director. We have meetings calendared every month with the p. O. A. , so the those meetings are ongoing. President yee thank you for that explanation, and i hope we can get rid of the wasted time when there is a meetandconfer. I hope we can get to the issues we need to discuss up front. I think supervisor walton has been very, very patient. Ive seen his name since 5 00. Thank you so much, supervisor walton. Supervisor walton thank you so much, supervisor yee. I would just say that this presentation should be considered excessive use of force, especially under the hazing law of california. When we talk about Law Enforcement reform, this is a matter of urgency and the number of years its taking to achieve implementation of our recommendations obviously is very problematic, but more importantly, i dont feel we need a high paid consultant to do the things that the Department Leadership is doing and can do. Just for example, im going back and forth with the department of public health, over 240,000 just to provide testing on all our hope sf sites, and were paying 1. 2 million in addition to what we paid on the front end to a high paid consultant, and when i look at the department and the work of the chief, any needing movement is happening on behalf of your work and your leadership. So i have to say that i dont understand what this Consulting Firm is getting paid for. I see the work, but i dont understand why were paying almost 2 million plus for a highpaid consultant when clearly, the work is happening at the department level. I will be real brief, supervisor walton. The Technical Assistance is really important, particularly for this type of reform, unlike other types of consent decrees, where the city has to bear a lot more costs. This is collaborative, so to have experts who have the Technical Expertise to help with incident reform is and theyve been really helpful in terms of guidance on policies. Sometimes theyve been helpful to say, take a look at source information. Weve been helpful with this department on this issue. L lets hook you up with them so you can learn from what they did. That type of Technical Expertise, particularly at the beginning to get us over the hump is really, really important. I think as morgan said, once we are done and have most of those recommendations completed, the ideal situation is we then can move on our own. And we have our institutional bandwidth and muscle memory to move on our own, but its very difficult. You know, i want to point out that, for many police departments, they arent able to do it on their own without that type of Technical Assistance. Supervisor walton i definitely dont that wasnt a question, but i appreciate your support of the consultant. I just wanted to say that i dont think they deserve anymore money from us. President yee okay. Supervisor preston . Supervisor preston thank you, president yee, and i know we have a lot of ground to cover, and weve covered a lot, so ill keep it short. I did have a specific question, chief scott, on the presentation and a couple of the slides. If we could pull back up page 26 of your slides, which is the stopped by perceived rates, because i want to make sure im understanding this. Are we able to display that or share that screen . Operator were pulling it up right now. Supervisor preston thank you. I think weve lost it. Just one second. Were pulling the presentation back up. Supervisor preston thanks. Okay. Slide 26. Supervisor preston okay. Thank you. When you showed it, and i initially looked at it, my initial reaction was wow, the numbers are substantially going down, and i think this was shown in the context as an indicator or an evidence of a decrease in bias in policing, and then, as i looked a little more closely at this and i want to make sure that im understanding this correctly, if you look at a particular category like African Americans who are stopped, right, the number declines significantly from the from that First Quarter 2018 to First Quarter 2020. The overall number drops. But what the number doesnt show me i just want to make sure if you were to plot this as a rate as opposed to just the absolute numbers here, am i correct that it would be flat . In other words, were not seeing an actual decrease in these numbers in the percent of people that are stopped that are African American or the percent of people stopped who are latino, right . Were seeing just looking at the totals here, theres a drop from the back of my mind from, like, 30,000 people stopped from that First Quarter stopped in that First Quarter you looked at and 17,000 stopped in the last quarter you looked at. Right. Supervisor preston but do you think it shows the rates, per 100, what percent of them are African American and what percent are latino . Because i think the bias is its the rates of people being stopped. Well, this does not show the rate per capita, if thats your question. This does not show the decline. This just shows the category with every ethnicity, white, black, African American, latino. This just shows the per capita report, which has declined. Not as much as we would like, but it has declined. You are right there, sir. Supervisor preston okay. I just want to make sure, but my sense in the presentation was this was being shown in the context of talking about decreased bias in the department. I assume that would be the purpose of a racial breakdown of this type, and its the same. We dont need to go through each one, but if you go a few slides ahead through the use of force, its pretty much the same thing. You see a pretty dramatic decrease in the use of force upon African American suspects, but it also theres a corresponding decrease in the overall use of force. So i just think when were talking about bias to the extent that it exists, what would be more relevant in these presentations to me would be the rate, and im just concerned that presenting it in this way creates an impression of a sharp drop in the bias or the implicit bias here when im not sure the data shows that, so i simply wanted to make that the approximate. If you want to respond more, thats fine, but up to you. Yeah, no, i will, just about the intent. If you go back to slide 23. Supervisor preston yes. Thats really where you wanted to start this part of the conversation. I think this addresses what were talking about, that we still have some major issues in terms of the rate and per capita rates. We didnt show it on the charts, but we wanted to show it at this point of the presentation, highlight it, that we have these issues that we still need to make better. The progress of fewer stops per capita, any way you slice is, is a step in the right direction, but this clearly points out that we have a whole lot more work to do, and these numbers are still disproportionately not where we want them. Supervisor preston we agree on that, and i think a picture is worth 1,000 words, and i think supplementing this presentation, if youre going to present the other one, i think would be helpful for the public just in terms of getting an accurate few when it comes to address bias. Yeah, supervisor. Appreciate your feedback, and we can definitely address that. President yee supervisor peskin . Supervisor peskin thank you, president yee. Let me just start by thanking supervisor fewer and those who preceded supervisor fewer who made us have this meeting and spend this amount of time. And let me thank the department for really giving such a r remarkably thorough presentation. Chief scott, i appreciate your presentation and i appreciate you. I have actually been on this board under any number of police chiefs, and the way youre handling it, im sincerely honored. And in the same breath, let me concur with supervisor walton, which is that i think the most important thing i heard this evening is the word, chief, that you and your work, chief, that you and your staff are undertaking is institutionalized within the department. Whether were talking about 80 recommendations or tier one or tier two or tier three, and im sorry about the unfortunate words from your consultant at the beginning, that youre never going to get to all of the recommendations, which the department actually disagreed with. I think the most important thing is that this reform effort becomes an institutional effort, and that goes on long beyond your tenure, chief, long beyond any of our tenures as City Council Members or board of supervisors members, so i would like to concur with supervisor walton that maybe the time and the role of the consultant function may need to morph into Something Else or something different. It may have reached the end of its logical life stan, so i just want to put that out there for the department skpp for my colleagues, but i really want to commend you, chief scott, and your command staff. And as you know, i was the number one detractor of the expansion of your command staff. And i was actually prepared this year to go to budget chair fewer and once again bring that up. I lost on a 25 vote a number of years ago when you first became the chief, when you wanted to expand the staff. I did not do that this year based on your personal admonition to this supervisor that that staff was institutionalizing reform behavior and reform protocols within this institution that is the department. And indeed and i appreciate what supervisor preston said, lets see the rates in a graph. [please stand by] if everyone could put their hands over their heart so we can do the pledge of allegiance. Michael eric dyson [plege of allegiance] please call the role [indiscernible] [indiscernible] [indiscernible] i am here. Great. Okay. As always, i would ask the presenters to give themselves on mute until you are allowed to speak. Members of the public, please do the same. Make sure any background noise is muted. The number to call in for Public Comment is for 156150001. Access code 1464888598. We will have two minutes for Public Comment. If you could please call the first one in. Line item one. Consent calendar. Receive and take action. Motion to accept. So moved. I will second, sorry. [laughter] called the vote. The motion to accept the donation from did we take Public Comment on that first . Im sorry. We will, yes, after the items okay. How do you vote . Yes. [roll call] you have five yes. Next is the Police Commission report for the report of 2020. I need a motion and a second. [indiscernible]