administrative codesa. administrative code 12 is covered by the -- administrative -- 12a is covered by the equal rights commission. 12n is the anti-bleeding statue. -- antibullying statute. and we are also governed by police governed33 and 38, which are the enforcement of the nondiscrimination of protective glasses. we also facilitate sanctuary city and antibullying programs and we have a charter to reduce tensions within the different groups of san francisco. this is a descriptor of what is actually here and what is actually moving. currently, we have the chapter 12 being nondiscrimination. jeppe to 14 being local business and the shirty bond and financial assistance program. after that transfer on august 1st, we will remain pause -- responsible for policy and attention discrimination complaints and remediation. an equal component -- equal benefits component will be the transition. the 14th being the local business enterprise at maturity bond component will be transitioned to the city administrator's office. a very simple description of position changes -- out of a total of 41 positions, 29 are being transferred to the city administrator, leaving 12 commit -- 12 positions to the human rights commission. all of the 14 local business enterprise compliance personnel and the shirty by individual. the remaining with the human rights commission are the investigation of complaints and remediation. also, we will have administrative support for the front desk. the commission secretary and the executive director. there is a lot going on on this slide, but i thought i would give you an indicator of what happened in the nondiscrimination division. we enforce the provisions of the city's charter for nondiscrimination in housing, employment, and public accommodations. this gives you a descriptive analysis of how that is broken out. last year, we received 1560 inquiries. these are people either walking in the front door, or phone inquiries. of that, we sell 20% of the cases. we dismissed 3%. we have 50% ongoing and most of the cases actually result in as referring individuals to other departments in the city that have the correct jurisdiction. for instance, someone would have come in having not paid their rent for three or four months and they are being effected. rather than us take the case as nondiscrimination, we would refer them to the rent board. we actually addressed 1560 incidences of people walking in. the primary component of the complaints that walk in the door are housing, representing a little over 60%. and the primary protected class that we deal with his disability, which is roughly 39% total. and looking at the bottom drops of employment, housing, and public accommodation, you can see the distribution among the various protective glasses. in almost every case, i'd is pretty consistent with disability being the primary -- it is pretty consistent with disability being the primary issue that people are filing complaints on. -- filing claims on. commissioner campos asked me to look at what the human rights commission will be in the future. supervisor kim has seen some of these during the budget presentation, so please excuse the repetition. but the policy issue right now come out every year we have a single issue that is predominant. right now, that is the african- american self-determination. looking at the unfinished agenda, which was completed in 1993 all the way out to the migration report that was completed in the last couple of years. we have 1.5fte our 3 policy staff devoted to this. they have created the african- american leadership council, which has created five work groups underneath. our equity advisory committee created an havret -- another three. we have eight work groups operating right now in the community deranging -- ranging from housing, jobs, economic empowerment to use toyouth, eyc. yesterday, we had one of our weekly brown bags where we had them come from all over the city. mayer brown came and spoke to the young people, along with the district attorney. we do that on wednesday. you are all certainly invited to attend. it also has the lgbt use workgroup. we also have the lgbt fate work group, which works on problems between the faith communities and the lgbt issues. we have a housing group, and a group dealing with potential homophobia in communities of color. and also the racial potential in the castro itself. we also have a bisexual working group as well. in addition, we overseas sanctuary city and we have had one complaint so far and we are doing out reached into the community. we had very high profile events in the community. we now have a full-time working group operating on its own to follow these issues. reduced barriers for persons with price or arrests and convictions. we are in the process of looking at various possibilities with the bri entry council and how we can deal with this discrimination. youth the sensitivity and cultural training and lgbt bullying. the youth commission and the department of public health will be distributing a training video helping policy makers know how to deal with lgbt bullying. that is being completed right now and looks to be an excellent piece of work when it is done. kamin trafficking, we facilitate the san francisco human trafficking collaborative. and continued lgbt discrimination, such as condoms being used as evidence, and also the impact of hiv/aids, and the criminalization of hiv. the human rights commission can be very proud that this year we had our first ever collaborative with hastings -- which read hastings where they sent in turns from the human rights commission to work half-day. and they provided a full clinic for human-rights issues. this one in particular risk for the war on drugs. right now, we are doing vision in exercises on what they see the commission been going forward. continuing on with public enforcement, housing, and public accommodations. we are not transitioning the nondiscrimination elements out of 12b. 12b, if you're a member of originally , we had ofmwbe ordinance, which was transferred to a local business ordinance. at that time it became a race and gender neutral. at that time, there were no elements of the ordinance that were elements of race or gender discrimination. we will maintain the ability to have instances, if in fact, they are filed under gender. that will continue to reside at the hrc in all contracts in the city. we will continue to facilitate the lgbt and advisory committees. each of the committees as community members between 15 to 25. they bring suggestions to us and then we facilitate discussions with the commission. we will continue with hate trafficking -- hate crimes, a document trafficking, and civil rights. policy issues are currently under discussion on the national stage. we believe that san francisco should once again take its place on the national stage to address issues is facing. urban flight, or black flight as it is being referred to. it is an issue that is evolng in many places in the u.s. we are the first city to take that on. we are trying to determine not only how to keep people from leaving, but also how to get them to return. we have a reputation as a leader on basic human rights and civil rights. we want to continue that. if you have questions, i would be happy to answer them. >> thank you. -- supervisor campos: thank you. i do have a couple of questions, but i want to see if the commissioner wanted to add anything to what was presented. ok, thank you. one of the questions that we have to think about as any change is made, and i speak as someone who has always recognized and value to the import roll back hrc plays in the city. -- that hrc plays in the city. do you have any concern about the impact -- you talk about 12 fte's remaining at hrc and something like 29 moving over. i want to make sure that the very important the backhrc has played remains -- that hrc has played it remains. >> that is a concern, but we have been assured by the mayor's office, having been a former director of the human rights commission, that we do not need to be concerned. my concern until recently was the work order. we received funding from the departments that are involved in the work. now hrc has moved to we general fund department. i think there will be a work order back to the administrator for some of the functions, but after that, it will be a 100% general fund department. that is difficult, and could become difficult if we get into different types of budgetary positions in the city. we also have retained an administrative person who will continue to do our small amount of financial and budgeting work. that person will also be tasked with about 50% of her time seeking outside grants. during this two-year budget cycle, we plan to be able to transition a portion of our general fund funding to outside grants. we believe that a lot of different departments at the h rc would qualify for federal and state funding. our commissioners have worked very hard in the last several months to reestablish their friends of the human rights commission, much as the friends of the library or the friends of women. and we hope to find some funding level to find some projects within the human rights commission. but going forward, that is the most worrisome issue -- in my mind, anyway. >> -- supervisor campos: with respect to the 12 fte's remain at the hrc, is that sufficient for you to maintain your charter? >> at this point, we believe it is. this has happened pretty rapidly, and we have not really looked at it in concert with the commission for their future vision of what the hrc should be, but at this point, we believe it is. >> -- supervisor campos: i would hope that there would be conversations about this down the road if for whatever reason that changes. >> that is correct. supervisor campos: we started the hearing talking about the 14b program, but i wanted to ask you more about the 12b, the equal benefits ordinands an equal benefits division, which has played -- the equal benefits ordinandce and the equal benefis division, which has played a very crucial role. could you talk about that piece of the proposal? >> absolutely. equal benefits nationwide was founded at the hrc in san francisco, as was the phrase " domestic partners" was coined at the hrc in san francisco. we have a rich history and we have an emotional tie to the program of the full benefits. we have also been so successful that several million nation -- workers nationwide are covered by its provision in various areas of the country. in fact, even organizations from outside the u.s. are now giving equal benefits to their individuals and employees inside the u.s. but it is one of those things that add that the ball, i have become commonplace in san francisco. and everybody -- it has become commonplace in san francisco. and everybody knows that you have to provide equal benefits for all your employees. camera winchester, who is heading that division under hrc now, she will be transitioning. she is very tough when it comes to these things. it is definitely a contract in issue. we were told two years ago, unless the city got a certain figure, they could not by a fire truck. we're focused on these issues. be careful what you wish for. be careful if this becomes a mainstream issue in a mainstream program. be careful, there may no longer be a human rights issue. i have been assured by the mayor's office and the mayor directly that they will keep it very close eye on it. in fact, they plan to expand it to be able to cross train some of the other people and the agency to be able to have more resources for equal benefits. we are hopeful that the program will not only continue, but expand. >> and i think it is important for us -- and i appreciate that in the presentation from the city administration -- the city administrator that there was a note about how you would be coming back in a few months to report on how things are going. i concede to the extent that something has become a contract ing issue, that moving it away from hrc could allow it to strengthen its role in some of the related issues. i think it is important for us to continue to watch this closely. >> we also had the same conversation when his first occurred. the city administrator and the mayor assured us that under their watch, their intent is to strengthen and expand the ordinance. with same-sex marriage being approved across the country, right now, we have been working with cathy barnes on some of this and in some of the equal protection definitions, same-sex marriage is not recovered under domestic partnerships. people might have to register as domestic partnerships even though they are legally married just because of how federal law is. some of those are difficult issues, and i think a lot of those need to be addressed through legislative changes. supervisor campos: i want to ask a couple of questions of the city administrator's office, but first, in terms of the transition, you know, take some time to move a function from one agency to another. i am wondering how this has been going since the announcement was made, and do you feel that we are engaging in a smooth process that will facilitate the function continuing, to make sure that there is no disruption in that? >> as i'm sure you know, change is hard, particularly in a more institutionalized organization, but the city administrator herself has come and talk to our staff twice. we have had discussions and meetings with the unions. the union's support it. we have had many discussions one-on-one with individual staff. they support it, and they shared many of the same concerns that you asked me about a few minutes ago. it has had its ups and downs. it has been released mou for a week and then will go off track for a few days. now, i think everyone is in a mode of they understand it is going to happen. they understand where they are going. local business will be moving across the street from 25 van ness to 30 van ness. there is some real estate shifting going on. that will probably take until of the end of august, maybe sometime in september, but all the other functions, the legal functions, and the authorization functions i think are happening pretty smoothly. >> relating to that question, director, just one note about how is this information about this change being disseminated to the businesses and the different folks in the private sector and other sectors that would be impacted by this change? >> so far, we have not done a lot of outreach. we wanted to make sure you get some dates and times established. i addressed the local business enterprise subcommittee advisory committee, the hrc, last night and gave them as many details as we know and assured them that they would have some role in the city administrator's office, as was assured to me by the city administrator. at some point, there may need to be a more broad scale analysis, probably pretty soon because it was processes -- we have appeals pending that will shift to the city administrator, so we have a lot of things we need to make sure people understand. and, of course, being right across the street, it is not like they are moving across town. supervisor campos: if i may, i would like to ask the city administrator's office -- thank you very much, director sparks. thank you for your presentation. before i ask was specifically about some of the changes, one of the issues i raised was as we move forward, making sure that there is adequate staffing of the human rights commission. i wonder if you could speak to that a little bit, making sure there is a commitment on the part of the mayor's office to continue to watch that, and as the commission itself is engaging in discussions of future vision for the commission, making sure there is an openness to add additional staffing if that is needed. i wonder if you could speak to that. >> we support the human rights commission as it moves forward. we are taking a measured approach to the transition. there are members both of hrc and the city administrator's office in the transition team. we are looking at the budgeting process, the work orders, and we have been reassured by the mayor's office that they are going to keep the human rights commission program moving forward. supervisor campos: in terms of when you think this transition will be completed, is there a date, a timeline you are thinking of? >> the city administrator has been meeting with the group, and we have asked a couple of resources, former hrc employees, to help us in the transition. they may know more than i do. at this point, we are just meeting regularly. supervisor campos: it probably will be helpful for us, when we get to the point after we take public comment, for us to continue the item to the call of the chair, towards the latter part of this calendar year. maybe sometime in the fall we can come back, maybe in a couple of months or so, to see how things are going. supervisor kim. supervisor kim: thank you. i just had two questions on the transfer to the city administrator's office. one thing i have often heard is that it is not just enough that we have the lock in itself, but we have to do the outreach in order to get as many applicants as possible. it is great to have the law, but if we do not have the applicants, how can we make sure we get more local and minority, women contractors? i am curious -- what is the city administrator's plan to increase our reach? -- l reach -- outreach? number of departments. we have purchasing, so a lot of our work in dealing with the businesses, whether it is a small, local business, or a large company, is talking about the city's goals and priorities. part of that ruling is these other divisions within the city administrator's office can now talk about how there will be increased coordination and talk about our goals of increasing local businesses. supervisor kim: i think that is great, and i think you have many more folks that can do that, but without a concerted outreach plan, like businesses reminding people when contracts are coming up, making just a simple phone call, i still do not think that work will happen. sometimes i think getting the phone call makes businesses more confident in applying as well. i certainly hope the city is able to engage in that effort. the second, i just wanted to make sure i understood this correctly -- you are kind of pulling a lot of these staff folks together to one house? >> not during the first year. first year, we want to maintain stability and make sure the transition is run smoothly. later there may be additional opportunities. supervisor kim: i know hrc staff is divided, and that can make it challenging to do coordination. >> similar to the purchasing department, the enterprise department what the officers on site so they understand the businesses they are in, especially since they are finding them. at this point, it is very similar to purchasing the hrc. again, it is about teamwork and pulling together the team to talk about generally the programs of the goal -- the goals of the program. but they are still comfortable to the city administrator's office. supervisor kim: how can that be done? how did you plan on doing that? >> similar to the purchasing office, at this point, what they do is have regular staff meetings, and whether it is monthly or every two months, they talk about what the new coming things are, making sure that communication is going out to all staff, whether you are in the central office or at an enterprise fund department. supervisor kim: i think that is incredibly important. even the we have folks around the city -- and i understand why they have to be in-house -- but i think regular meetings are incredibly important. supervisor campos: i wanted to follow up, and i appreciate those comments and questions. a couple of other points -- i wonder -- i spoke to directors barks. i asked about the 12b program and equal benefits division and the important role that that function has played. -- i spoke to director sparks. it has been so successful that now it is more of a universal thing not only in san francisco but in other parts of the country in the world. i wonder if you could talk a little bit about that, what approach you will take. will there be any change in how this issue is approached by hrc now that it will be with the city administrator? >> my understanding is the director of the human rights commission retains sole authority to determine whether the compensation complies, and they also continue have the power -- exercise of powers in